Julie Bate Case Summary

Intermittent leave will continue to increase, as employees require time off from work to take care of aging parents and children, there are doctor appointments, medical facilities visits, medicals needs and emergencies that will require employees to step in and fill a void. As companies are forced based on FMLA standards, to accept that employees are going to be frequently away from work during some of those times, the business must move forward. According to the FMLA Act, “FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances", (FMLA, 1995). These measures address the protect employees against any recourse of action by an employer. However, at what point do organizations have to place its busin...

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

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

In the Proposed scenario, John must begin the civil litigation process at the beginning with the Equal Employment Opportunity Commission (EEOC). This agency has designed laws that govern the employers and employee procedures when a complaint is issued. "The EEOC is now the lead agency for handling issues of job discrimination and deals with most matters of employment discrimination arising under federal laws, including age and disability." (Bennett-Alexander et al, 2004) The EEOC has designed a specific procedure for bringing a claim within their boundaries and this procedure will be discussed below.

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

In the event of the shooting and death of the Louisiana State Trooper Steven Vincent, Kevin Daigle has attended his first court session and is awaiting his sentencing. This court session was held on August 24, 2015; where Daigle acknowledged, “that he would likely face the death penalty if convicted of first-degree murder” (Fox). Daigle was apprehended and arrested on August 23, 2015 after committing the murder. His first court session was held in a small room beside the main court room, where a number of other inmates awaited their hearings. It is said that, “Daigle is charged with first-degree murder of a police officer and aggravated battery, according to KPLC” (Fox).

Reason Case was accepted for Investigation: 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.

On January 23, 2013, Jenny Cruz (“Cruz”) was working as a sales representative at a Boost Mobile store located in Oxon Hill, Maryland. At or around 7:15 p.m., Cruz was alone working in the front of the store when a man wearing a sweater entered the store, pointed a silver revolver at her, and told her to give him the money. When confronted by the assailant, Cruz briefly stuttered, and initially refused the surrender the money. Video of the robbery obtained from security footage shows that Cruz briefly paused when confronted by the robber. Cruz’s manager, Mariano Fernandez (“Fernandez”), then emerged from the restroom in the rear of the store. The assaliant similarly threatened Fernandez and demanded money. Fernandez physically handed the man the entire case register, whereupon the man instructed Cruz and Fernandez to go to the back of the store while he fled.

Good Afternoon, The above client Kimberly Balsamo was placed on community supervision on 11/18/2015. Client submitted to a TRAS evaluation on 07/27/15, which she was recommended placement in WHO – Atascocita. Client reported for her initial office visit today and objected to the placement in residential. Client stated she took the assessment months ago and the judge was aware that she had to be placed in residential before she plead. Client stated judge Good Hart gave her another alternative as well, which was 2 years’ probation and any other requirements.

A summary of the case details (provide the circumstances surrounding the case, who, what, when, how)