Our region encompasses several states, so don’t consider any state laws—just the relevant federal law relating to employment and discrimination. Please send me your recommendations about who to discharge in a memo, and provide any legal references that are relevant. In addition, explain how we should incorporate the relevant legal requirements into the process of termination and the dispute resolution process that we might need if employees raise an objection to the discharge. Finally, I’d like your thoughts on what process we should use to respond to any charge of discrimination from the employees who are discharged. We want to effectively deal with such charges, especially in a climate
If nothing is handled then take it to the next chain of higher command. When filing a complaint, the person doing so should write a detailed description about what
Access should only be given where essential and only the essential sections of information should be released. 5. All staff should understand their responsibilities relating to confidential patient information. Staff may encounter ethical dilemma when they know resident is having an affair with another resident and keeping this confidential may be against their moral beliefs. 6.
II. The actual cause of migraines is unknown. Evidence Thesis statement is required. This MUST be a sub-assertion. It MUST be COMPLETE, SINGULAR, DECLARATIVE, and SPECIFIC.
Unit TC 204 3.1 What would you do if a service user or a visitor wanted to make a complaint? How would you help? What attitude would you have? If a service user wanted to make a complaint I would write down the complaint word for word and give it to a senior member of staff to deal with if there was no joy form the senior then I would go to the manager. If the resident that is making a complaint has not got full mental capacity then I would ask another member of staff to take the complaint with me so that it was witnessed.
If concerns are raised then they are certain procedures to follow. • The whistle blower must think about what is disturbing them and why. • Concerns should be reported to the relevant person when the time is right. • Write those concerns down giving background details, names, witness names (if any) dates and places. • Both parties can be offered help and support if required and all information disclosed for both whistle blower and the accused will be kept confidential and is investigated discreetly (Data Protection Act) • Preparations for any ramifications that could follow whistle blowing.
This needs to be kept as confidential as possible. 2 Know how to access support for handling information in social care setting. 2.1 Describe how to access guidance, information and advice about handling information. You would go to your line manager. Then you would ask the main supervisor if the line manager cannot answer your enquiry.
In order to define and identify the problem you must make sure the problem is limited in scope so that it is small enough to realistically tackle and solve. Next, you must state the goal; this provides a focus and direction for the manager. Then, you will have to take into consideration the problem and the scope of the problem. Question the HIM will ask him or herself when analyzing the
• Any expected or new thoughts that are produced ought not be edited or dismisses. • Then, concentrate on particular thought and arrangement that ought to execute that has powerless to meet the worker's acknowledgement Group communication Public communication • Having an appropriate examination with representatives with their worthy vicinity. • I need to bring up with the thoughts that ready to defeat the issue with clarity of message and proclamations, best case scenario to verify error and miscommunication are from employees assume to be
To alleviate this, I created a viable vision statement describing the team’s objectives and how those objectives will lead to the end state. The vision included how the teams would behave and some team values. This step must be accomplished expeditiously to provide purpose and clarity to the task with the hope of motivating the team to contribute selflessly. Next, I conducted a thorough review of each team member history and culture to become aware of potential challenges as it relates to communication and cultural barriers. According to researcher, one of the leading causes of failure for multicultural teams is mistrust which can result from communication and cultural barriers.