Julie Bate was a long-term employee before he involved in a serious car accident. Even Julie does not have outstanding work performance but she have 5 years work experiences. On June 15, 2014 Julie got involved in serious car accident which caused her lot of serious Disease such as lost memory and outburst angry. Now I am going to use three different perspective to discuss this question. First of all, I am going to start from the perspective of Ms. Bates. According to the materials we can tell that Ms. Bates have different rights to protect his own interests. Under the Family and Medical Leave Act, we can see that the employee has the affirmative right to take up to 12 or 26 weeks of leave per year in blocks of leave. And the employer is prohibited from discriminating or retaliating by …show more content…
In present lot of people are getting fire because they get involve in serious accident or the birth and care of newborn child. Most of people in this group cannot come back their position after the special period. I think this is really inhumanity. And government does not have the formal document to protect employee’s rights in this area which make the employer could fire them for their own benefit. As we got the information online we can see most of the benefits policy are only for the militaries which does not cover normal people. It also increase the jobless rate and unfair to those people. In my opinion government should come out some formal documents and the regulations for this type of situation. So that it would have the agreement between employee and employer. When employee can not come back in the certain time employer can hire another employee to filled her position. In this way people would have no confusion and complain. Also it would have the accurate time for employer to decided that when they can hire another employee so that it could also reduced their
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The court’s decision based on the treatment of young people in this case emphasizes on the concept of social justice, which means the fair allocation of wealth, resources and opportunity between members in a society. The appellant in this case, Louise Gosselin, was unemployed and under the age of 30. She challenged the Quebec Social Aid Act of 1984 on the basis that it violated section 7 of her security rights, section 15 of her equality rights in the Canadian Charter of Rights and Freedoms and section 45 of the Quebec Charter of Human Rights and Freedoms. For the purpose of this essay, we shall explore the jurisprudence analysis of section 7 and section 15 of the Canadian Charter of Rights and Freedoms. Section 7 states that everyone has the
Ashley Smith was a young girl that was placed in a juvenile detention centre at age 15 for throwing apples at a mail man. Her short sentence quickly extended into a life sentence because of so many infractions within the prison system. Ashley suffered from extreme mental health issues and was place in a psychiatric prison facility, however this facility was shown in the documentary to be corrupt and their actions with Ashley were extremely illegal. Furthermore, Ashley wasn’t given the proper help and treatment that she needed, instead she was physically and verbally abused by guards in the prison, and she ultimately passed away in the prison. Her death is still being debated about whether
Sam Johnson a non-union employee advised his supervisor that he was diagnosed with AIDS. Sam considered this important information to tell his co-worker Catherine so she was able to take the necessary precautions. However, Catherine reacted poorly to this news and enacted her right to refuse work with Sam due to fear. A problem arose because the supervisor considered this refusal to work insubordination and asked Clark for advice. This issue has now escalated as Clark believe it is a good idea to fire both of them, deeming it a health and safety issue and insubordination. However, Maple Leaf Shoes Ltd. does not have just cause to dismiss John or Catherine. Maple Leaf has to make accommodations for both of these individuals. The company should make arrangements to move Catherine to a different department if she feels unsafe working with John. However, it is extremely unlikely that Catherine will contract the disease from John in this work environment if safety precautions are taken into consideration. Furthermore, education opportunities should be provided to employees and supervisors, including Clark to learn about HIV/AIDS in order to come to the understanding that John is still a valuable employee even though he is ill. John should be able to remain in his position, unless his illness does not allow him to continue. This is the ideal situation as John could have a case against the company to sue for wrongful dismissing without cause, due to the fact that he notified his co-worker and supervisor when he found out. John has been a valuable employee for the past 8 years. He should be able to receive the benefits offered to him from this company. As mentioned in the assignment, the company is considering moving to a flexible benefits plan where this can be utilized to John’s choice. This would be beneficial for both parties as the plan will allow John to continue working for the company, until such time he does
On 04/20/2017, Hennepin Child Protection accepted a report alleged neglect and failure to provide necessary shelter to Dae’veir Johnson by his father, Mr. Brian Johnson. Per reporter Mr. Johnson did not pick up his son Dae’veir after school. Per reporter Dae’Veir walked to 1931 5th street south, which he said is his babysitter’s house. Per reporter no one was home there, and Dae’Veir called 911 and MPD picked him up. Per reporter, police attempted to call Mr. Johnson and he did not answer. Per reporter Dae’Veir reported when he called his father, he answered but hung up. Per reporter, police were able to secure a bed for Dae’Veir at The Bridge for Youth.
In this case Pamela Huber was a Wal-Mart Employee, working as a dry grocery order filler earning $13.00 per hour, including a $0.50 shift differential. While working she suffered a permanent injury to her right arm and hand, and was not able to fulfill her duties as an order filler. She later applied for a router position, an equivalent and vacant position but was rejected. The position was given to a more qualified candidate. Wal-Mart reassigned her to another facility and in a different position, a maintenance associate position making $6.20 per hour. She continues in that position and makes $7.97 per hour.
This is to notify Fidelis Care that our patient Maxine Winder, since we started servicing her she has been giving us issues. The aide that started the case told us that the patient doesn’t like to bathe because she doesn’t like water touching her skin. The patient also needs to be cautious on how she eats. The nurse care manager told us that we are the 28th agency that has provided HHA services. So the issue is not the aides or the agency it’s the patient herself.
Vicki Sayers was referred to me today because she was recently the victim of a rape. The client is a 31 year old Caucasian female born on November 22, 1979, in New York. The client gives an account of her own history and appears to be a reliable source. The client states she was assaulted four times by the same perpetrator over the last fifteen years. The first rape occurred in 1995 when she was 16 years old. The client was working as a candy stripper at a hospital, and while she was leaving for the day, she was grabbed from behind and pulled into a storage room and raped. The perpetrator took her drivers permit and told her that if she told anyone he would kill her parents. She states that she was so frightened that she never told anyone. During her sophomore year at Hudson University in 1998, the client was raped
Vera Bradley is operating as a luxury style company and is competing with companies such as Coach Inc., Kate Spade & Company and Michael Kors in promoting a lifestyle. Unlike companies such as Coach and Michael Kors, Vera Bradley lacks a line that caters to a luxury lifestyle for men. In addition, the company has just recently started to shift more focus into the market for the less wealthy individuals and the individuals who aspire for the luxury items or the life style the company is aiming to promote. Guerilla warfare could be a recommendation due to the idea that each company is well known and a spike in promotional activity could attract new buyers, as well as bring in consumers from other companies that do offer a larger assortment of products. Another
Fishel plays a significant role to many lives while she is at work. She is the General Manager of the Chick-fil-A in the Parkway Place Mall. In 2011, Carolyn had a turbulent home life. Her parents were in the midst of a messy divorce. Her only brother had run off and no one had heard from him in months. She had been bullied at her high school. She needed an outlet and her parents needed her out of the house. She applied at Chick-fil-A and had her first interview a few minutes later. Mrs. Fishel does not hire from the surface of an application, she has the ability to not only read people from where they are coming from, but also where they are going. She took Carolyn under her wing, she taught her how to have a strong work ethic, in addition to helping her to sustain a healthy relationship with the people around her. There were so many times Carolyn had wondered if life was worth living. Despite her troubled past she is now married with a beautiful little girl, never having to doubt her worth again. Mrs. Chris is more of a real mom to her than her birth mom. She is always available for a talk at any time, shopping trips, relationship trouble, even picking up one from a party they had gotten stranded at. Because of this she has helped so many to turn their lives
An approach that shines light on how people adapt and behave in their surroundings is called behaviorism. The idea that the way you act and cope mentally is all about human conditioning and patterns. Thoughts and feelings are not relevant with this approach. In the case of Andrea Yates, she was told with repetition by a street preacher that she was failing, and that she had to do a number of things before her and her family could be saved from going to hell. Her self- destructive behavior really began there. She had more children, suicidal thoughts claimed ownership over her mind and she refrained from taking her medication. Had these issues never taken place, Andrea’s children would most likely still be living today. She fell into a pattern
In the U.S there is unfortunately a history of racial discrimination and injustice, including unequal treatment of minorities legally. In the case of James Batson, a man is fighting for representation of his community to reflect in the jurors who will decide his fate after a crime he has committed. It is not an easy task to appeal court decisions, and it is an even more difficult one when trying to prove mistakes in the legal system. Is it coincidence or is there really something at stake when considering race in the criminal justice system.
Nathalie is a ten-year-old female who lives with her parents and older sister. She was referred to counseling for school refusal behavior. She has been getting home schooled for two years. She could be very resistant, and display tantrums when people attempt to get her to school or study her lessons. Her primary caregiver is her mother who is a house worker. Family business failed years ago and then her father found another job and works usually away from the home. Her mother had a serious car accident about seven years ago and has been dealing with its effects since then. School Refusal Assessment Checklist (SRAS-R) and Child Behavioral Checklist (CBCL) Parents version were administered. According to assessment results, Nathalie’s primary
Anita Scism had a well thought out plan, that eventually lead to a successful revenue increase. She knew there had to be a change within the performing arts program. Anita could have focused on the expenses that lead to the downfall for Walton. However, modifying the downfall's expenses, i.e... sponsorships, class fees, grants, and contributions, would not have fixed or increased the revenues (Todd & White, 2002). Although, in order to help cut costs, Anita had reduced the staff and took landscaping measures in her own hands. This is what it takes to play the role of President or CEO; getting your hands dirty and making decisions, others are not willing to make. Furthermore, cutting costs was not going to fix the problem, so Anita and the management team
Stauffer Incorporated, the Plaintiff had a similar claim to Ms. Lawson in that she was certain that she was fired in a discriminatory manner which was the result of disparate treatment, alleging violating of PDA, ADA, and FMLA. (GUDENKAUF, v. STAUFFER COMMUNICATIONS, 1996) A significant distinction is that the employee was fired for work performance whereas Ms. Lawson was simply laid off in a company restructuring. The court found in this case that the employer was within its right to evaluate the defendant’s performance at work without regard to her pregnant status, consistent with the PDA, and to deny the claims for ADA and FMLA. (GUDENKAUF, v. STAUFFER COMMUNICATIONS, 1996) Unpaid, job-protected leave was not required because the defendant could not provide substantial evidence to support the claim under ADA that she was incapacitated by her pregnancy which would have permitted unpaid leave under FMLA. For that reason, the employer was granted summary judgment. (Wiley-Blackwell, 2001) Since Ms. Lawson was laid off, FMLA and ADA protections would not apply.