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Stress management on the organization
Introduction to stress in work places
Introduction to stress in work places
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While working as a security guard I was repeatedly harassed by a coworker. The harassment lead to a stressful work environment, and as a result I was placed on a medical leave of absence 4/19/2017- 5/15/2017. During my leave of absence, I was treated for stress related conditions. Part of my course of treatment included a heavy dose of medication. Following my medical leave, I was still receiving treatment and unable to return at that time. I then received a letter stating my employment had been terminated; however, now that my condition has improved I am able to return to
On numerous occasions, I left work transported the children and went back to work to remain into the night. On other occasions, I left work during the day to take Stephanie to doctor’s appointments or meetings with the worker’s compensation attorney we retained to pursue her injury as compensable injury. This too required that I work late or on weekends to carry my responsibilities at work. There is no doubt that I was not able to make up the short fall created by my extra parental responsibilities. In the attempt to keep up I worked tired and sick, late in the day and early in the morning. I worked on holidays that were scheduled to be days
The article, Majority of COC staff exposed to Marcel Aubut harassment, discusses the experienced or saw sexual and personal harassment of COC staff members by Marcel Aubut, the former Canadian Olympic president. Both the experience and witness occurred within and outside the company’s doors, as well as among non-COC members while Aubut acted as a representative for the company. The Olympic Committee’s management was aware of these inhuman acts since 2008 but failed to be responsive. The company received many complaints from employees as well as other organization like VANOC about Aubut, but the company ignored the matters. Along with an apology for tardiness, COC’s president, Tricia Smith, promised to implement eight recommendations to allow
Bullying is one of the principle reasons why students end up depressed and wind up endeavoring suicide. Harassment can be controlled to a significant level through wearing school uniforms. Students who can't manage the cost of costly designer clothes are frequently targets of bullies. There are a few students who don't give an excessive amount of significance on their dressing and are imprudent towards what they ought to and shouldn't wear to school. ‘Nerds’, as often referred, are likewise prime focuses of bullying. Uniforms raise the level of worthiness and diminish bullying significantly. Students in uniform feel more united.
On 03/26/2018, Fugitive Clerk, Debra Rayford s# 6644, called in for a sick day. Clerk D. Rayford has previously been warned of her attendance record at work and she is expected to be at work when required. Clerk D. Rayford did not provide a Doctor’s note for the sick occurrence on 03/26/2018. On August 01, 2017, Clerk D. Rayford was advised by Sgt. M. Clark s# 6543 that she had 5 occurrences, concerning her attendance within a 12-month period, and her leave sick leave was abusive at that point. Clerk D. Rayford, was issued a Written Reprimand on August 03, 2017, for her attendance record, and explained, that any further absences will elevate her disciplinary action, concerning her Sick Leave.
The Family and Medical Leave Act of 1993 (FMLA) provides certain employees with up to 12 weeks of unpaid leave and job protection for childbirth, adoption or foster care; to care for a seriously ill child, spouse, or parent; or for an employee’s own serious illness (Cañas & Sondak, 2011). It also requires that their group health benefits remain intact during the unpaid leave of absence. The employee must have worked for the employer for at least a year and must have earned 1,250 hours of service during the previous 12 months ((Cañas & Sondak, 2011, pg. 70).
In the article “Street Harassment: Current and Promising Avenues for Researchers and Activists” by Dr. Laura S. Logan, Laura is a native Nebraskan who came to Hastings College after graduate study in Manhattan and did research in Chicago and other midwestern communities. In this piece Logan states that street harassment is a social problem. Street harassment should be seen more of a bigger problem instead of avoiding it because many people are suffering because of this mentally and physically. It has reached to the point where some victims have been sexual victimized and even murdered. It was mentioned that most people defined street harassment as delivered in public by men and directed to women. It was also stated that if women didn’t want to be approach or sexually harassed they shouldn’t dress up like sluts.
Sexual harassment is an important issue in every business; if left unattended it could cost companies millions in damages. In 1980 the Supreme Court ruled that sexual harassment was a violation of the Civil Rights Act of 1964. From 1978 to 1980, sexual harassment cases brought against companies cost them $189 million. This number rose to $267 million from 1985-1987. Damages are just measured only by numbers. Sexual harassment can cause harm to a company's image, reputation, customers, as well as their revenue.
A client that I am currently working with recently lost his job at a local factory. First the client reported that he had quit his job due to his supervisor harassing him each day. A few days later the client was confronted by the CASA assigned to his children at a CFTM regarding the circumstances leading to the state of unemployment. The CASA stated that she had spoken with the previous employer and was informed that the client did not quit his job rather he was terminated due to poor attendance. The client continued to reiterate that he had quit until CASA informed him that she had a copy of his attendance record.
Although my employers couldn't fire me, the thought of seeing them again triggered my anxiety levels more than my hospitalization did. I was lucky, my company accommodated my needs accordingly and have never experienced any type of criticism or discrimination. For many, things do not work that way. More days at work have been interrupted due to mental illness.
The next section is workplace commitments. This section covers legal considerations such as equal employment laws, employment at-will, and anti-discrimination and harassment laws and policies. This section conveys the company’s commitment to abide by all applicable laws. Workplace Commitments Equal Employment Opportunity LLB is an equal opportunity employer and as such, makes employment decisions on the basis of merit. LLB policy prohibits unlawful discrimination based on the following protected classes under federal law: race, religion, color, sexual orientation, gender (including gender identity and gender expression), sex (including pregnancy, childbirth, breastfeeding or related medical condition), marital status, age, national origin,
gives all of us the right to be treated fairly and to take action if
Workplace harassment is unwelcome actions that are based on a person’s race, religion, color, and sex, and gender, country of origin, age, ethnicity or disability. The targets of the harassment are people who are usually perceived as “weaker” or “inferior” by the person who is harassing them. Companies and employers can also be guilty of workplace harassment if they utilize discriminatory practices against persons based on ethnicity, country of origin, religion, race, color, age, disability, or sex. These discriminatory practices have been illegal since the passing of the Civil Rights Act of 1964 (Civil Rights Act of 1964), and have been amended to be more inclusive of other people who experience discrimination by the Civil Rights Act of 1991 (The Civil Rights Act of 1991), and most recently, President Obama’s signing of the Lilly Ledbetter Fair Pay Act of 2009 (Stolberg, 2009).
They will need to provide certification for one or multiple health care providers at the employer’s expense for more clarification of why the employee needs the leave of absence. “An employer may use a health care provider, a human resource professional, a leave administrator, or a management official – but not the employee’s direct supervisor – to authenticate or clarify a medical certification of a serious health condition” (SHRM) If the employer feels that the employee is not able to return to work due to major health conditions they may also require a letter from their health care professional approving their return.
Harassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on how to prevent and identify harassment and discrimination as well as what steps to take in order to report such behavior.
Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.