In 1964, she moved to the United States. While working she developed a bad back injury and also developed hypertension (High Blood Pressure) from moving a laundry truck. (Court, 1983) Ms. Campbell applied for disability benefits in 1979 due to the nature of of her illness/injury. While the process was being reviewed it was determined that she would be denied her ability to seek benefits by the state agency Health and Human Services (HHS) to which Margaret H. Heckler was the Secretary, to which she then requested a hearing by an ALJ.
The review of her residual functional capacity along with her vocational profile exhibits that she is a candidate for Social Security Disability (SSDI). The multiple effects of the hemorrhagic CVA including her current cognitive functioning at an 80 percent level in combination with La Shaun being a person of advanced age according to the Social Security regulations demonstrate that she would be unable to learn a new position. Over six years ago La Shaun was awarded an Associate in Arts degree and her work history consist of semiskilled work in a sedentary setting. La Shaun’s current position as an IRS Claims Processor requires multitasking in a fast-paced environment with the ability to communicate clearly on the phone and in person. La Shaun would not be able to execute the required tasks required by her employer as La Shaun’s ability to communicate has been severely impacted as her dominant side has hemiplegia and her speech is slurred as a result of the stroke.
Additionally, in order for Eliza to demonstrate that there was a causal connection between her complaint and her transfer, she must establish that her supervisor had actual knowledge of her complaints before they there retaliatory decision. Luckie, 389 F.3d 715. In this case, after Eliza filed a complaint with the EEO’s Office, she was confronted in the break room by Lieutenant Morgan. (C.26)
Donna Meader and I met with Lois Ryan, Allison Conklin, and Kim Warren on 3/17/16 from 10:30 to 11:30 regarding Jackie Watson’s FMLA. The meeting was scheduled by Chris Flyntz specifically to inquire about what options Chris has as a supervisor and what choices the agency has as a whole in regards to Jackie Watson’s continued absence from work. To begin the meeting, Chris provided each attendee with a copy of a calendar which is used as a tracking device for Jackie’s FMLA hours as well as non-FMLA hours. The calendar presented recorded Jackie’s absences from April 13, 2015 to current (FMLA hours were typed in, while non-FMLA hours were hand written in). It was noted that Jackie’s current FMLA paperwork received from her doctor indicates that she may need to miss work intermittently 1-2 times per month with each episode.
Based on Walter’s scenario, my decision, which is mostly driven by the first two themes presented in the article, would be to compose a referral to place him on the waitlist of a particular facility. Basically, the first theme explains the separation of competent from incompetent and determining whether a client is competent or not. Although Walter is oriented and able to communicate, I have deemed him incompetent due to various reasons. For instance, he is incapable of performing proper hygiene since he does not appear well-groomed and he is also incapable of maintaining a suitable environment since his house is filled with clothing, newspapers, spoiled products, unwashed dishes, as well as the unpleasant scents of cat deposits. Secondly,
Herrera was assigned to care for a mental ill patient undergoing psychiatric therapy and is a plaintiff in this case. The patient says while undergoing therapy, she was physically abused, sexual assault and harassed by Herrera. In the hiring process at MVH, Herrera was reference by his former supervisors, Frank Steele and Al Mochen at Dona Ana County Detention Center. According to the plaintiff, Herrera was hired based on
This letter is to express my interest in the Project Manager position brought to my attention by Joe Gellatly of Medibeat, LLC. My experience, skill-set and competencies are an excellent match for the responsibilities of this position. The knowledge gained working as a Project Manager for Inland Northwest Health Services dovetails perfectly with the requirements at Discus Analytics, Inc. Working as a Service Manager and Inside Sales Representative early in my career instilled a very strong focus on customer service, both internal and external. My years spent in the Purchasing field provided a strong background in developing budgets, resource management and effective communication. As a Project Manager, I worked on the implementation of various
In the case of Anna v her employers, a case for employment discrimination was created when her supervisor Michael first violated company policy then refused to mitigate the results of that violation. Anna did her part by requesting that policy violations stop and then asking for mitigation when the policy violations resulted in a hostile work environment for herself. The company failed to address either the policy violations with the supervisor or the resulting actions of those policy violations. Case of Discrimination Claims of hostile work environment as a result of employee discrimination are on the increase (Saadem, 2011). Title VII of the civil rights act of 1964 is intended to provide protection and relief against discrimination on the basis of race, color, gender, national origin, and religion.
• person employed by a state agency within the Executive Office of Health and Human Services including but not limited to employees of the o Department of Developmental Services o Department of Mental Health o Massachusetts Rehabilitation Commission • person employed by a private agency providing services to persons with disabilities • physician •
Looking at the debt policy, UST is capable to pay its debt obligations, including a thriving profit margin, roa and equity. Looking at the key financial ratios for tobacco companies 1997-98 (booklet page 54, exhibit 6), I believe the firm can go with AA or A corporate bond rating. The firm has been recognized of being a conservative debt policy, and the business is able to create excessive returns with low financial leverage. Although, with the loss of the market share and being the bad guy in legislation it increases exposure, UST must change its capital structure to take advantage from interest tax shield and maximize the firm value. Doing the move (recapitalization) shareholders would appreciate this because the company stock price will increase from repurchasing outstanding stocks (Exhibit 3).
Residential Support Workers: Their Importance in Health Service Delivery Residential support workers constitute a workforce that plays a vital role in the quality, care, and health delivery of millions of people across the globe. They effectively represent those who do the most essential job functions when it comes to human service organizations, especially among developmentally differently-abled population, individuals with learning difficulties, day treatment programs, nursing homes, as well as state institutions. Yet, their recognition remains largely muted; their pay remains stagnant; and they often suffer from stigma due to the fact that the problem of disability and individuals with disability have not received the type of respect and attention that they ought to have had. At some point in their lives, every individual needs assistance and care regardless of how rich, educated, powerful, and healthy one may be.
Disabled people who do manage to make their way into the work force tend to encounter numerous disadvantages such as advancement and on average earn around one quarter of the income of their able bodied counterparts (Barnes, Mercer & Shakespeare 1999, p.110). In addition, the majority of well paid, high skilled, and rewarding positions are commonly taken by non-disabled people (Barnes, Mercer & Shakespeare 1999, p.111). It is possible that employers are not interested or unmotivated to make possible changes or allowance for physically disabled people within their organization
According to the Ability Center, The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also, outlaw’s discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications (Blanck 5). This document explains the part of the ADA that prohibits job discrimination. The U.S. Equal Employment Opportunity Commission along with State and local civil rights enforcement agencies, work to enforce this part on the law (Blanck). The law unquestionably improved the lives of people with disabilities in many ways, especially by enhancing their access to businesses and public places.
Social There are two social factors within the workplace that will impact Callum’s ability to return to work. The first factor is his perception of the relationship he has with his co-workers. Callum feels that his co-workers do not like him, that they take advantage of him, and that he is not appreciated for the good work he does. As a result, his mental health is in decline. Employees who feel valued at work are more committed to the job
3.0 Comprehensive Discussion on Workplace Issues Workplace issues are the issues concerned with employee behaviour, employee appointment and termination, employee development, and the working environment or conditions, which result in the overall performance, stability, and culture of an organization (“Workplace & Labor Issues,” n.d.). Most of people spend nearly one-third of their adult lives at work, which causes workplace issues to become common source of stress for many. It is impossible that everyone have perfect roles, expectations, and personalities, without conflict occur. Therefore, certain workplace issues may cause negative psychological symptoms.
