On the 22nd of April my mother got sick that I had to come home to take care of her I am her care giver I make sure she take her medicine, do her speech exercise, walk we her to the doctor’s appointment and also speak for her when she needs it. I try to explain to my probation officer that but of course he don’t really care. I thought that probation supposed to help you but it seems like he is knocking me down. He trying to put me in jail for trying to take of my family and also probation I have no income coming in
Abstract Betty Dukes was a Wal-Mart employee that filed a class-action lawsuit against Wal-Mart. She and five other women felt Wal-Mart had discriminated against them as women after they were subject to retaliation and witnessed unfair pay and promotion practices. Not only did they feel the individual stores discriminated against them, but that this was part of a larger corporate culture the Wal-Mart Corporation had promoted. Dukes and plaintiffs claimed women between 1996 and 2001 working for Wal-Mart had been subject to these sexual discriminatory practices and were entitled to justice. Wal-Mart argued it had a strict anti-discriminatory policy and that Wal-Mart Corporation as a whole should not be held accountable for a few bad choices made by a few managers in a few stores.
Running head: SENTINEL EVENT ROOT CAUSE ANALYSIS 1 Sentinel Event Root Cause Analysis Kalleen Campbell Accreditation Audit Task 2 April 20, 2013 SENTINEL EVENT ROOT CAUSE ANALYSIS 2 SENTINEL EVENT ROOT CAUSE ANALYSIS 1. Identification of Process This report was received regarding an event that requires investigation: The pre-op nurse told the mother that once Tina went to the OR, her surgery would take about 45 minutes and then she would go to recovery and she would be there at least one hour. The mother told the nurse that once Tina went to the OR, she needed to run a quick errand involving an older sibling and would return in time to pick her up once she got out of recovery. The mother gave the pre-op nurse her cell phone number with instructions to contact her if Tina got out of surgery sooner than expected. Tina’s mother returned to pick her approximately 2 ½ hours later and found that Tina was discharged 30 minutes earlier.
Unit 5- Assignment.doc Case #1: Billie J. Rodman v. New Mexico Employment Security Department and Presbyterian Hospital 764 P.2d 1316 (N.M. 1988) Fact: Appellant had been employed by Presbyterian Hospital as a unit secretary for nearly eight years when, on February 17, 1987, she was terminated under hospital personnel policies following a “third corrective action” notice. Prior restrictions had been placed on appellant’s conduct due to personal problems adversely impacting upon her place of work. Appellant was reprimanded in June of 1986 for receiving an inordinate number of personal telephone calls and visitors at her work station, which was disruptive to her own work and to her co-worker. The formal reprimand set forth conditions to prevent further corrective action. Appellant was to have no personal telephone calls during work hours outside of a designated break or dinner time, in which they were to occur in an area not visible to patients, physicians, or other department staff.
After Mrs. Ledbetter filed a formal charge with the EEOC against Goodyear in July of 1998 she faced many more problems pushed onto her from her employer. At the time of the complaint Mrs. Ledbetter was in her 60’s and was reassigned to lift heavy tires. It was during this time that Mrs. Ledbetter became aware of another discrimination that had been plaguing her during her whole career with Goodyear unbeknownst
The study was conducted on 46 women (mean age 31 years) recruited from one suburban midwifery practice and two obstetric practices in the northeastern United States. Participants underwent wrist actigraphy at home for 7 consecutive days to measure sleep quality. The Postpartum Depression Screening Scale measured depression severity. Women with postpartum depression experienced poorer sleep quality than women without postpartum depression. Sleep is very important for good health and especially for mothers who just gave birth.
The news article I have chosen for this assignment is titled “Lithonia Woman Sentenced To Prison For Computer Fraud Using IRS Computers. Catherine Griffin fraudulently processed the “First Time Home Buyer Tax Credit” for friends and family. These friends and family were not legitimately eligible for this tax credit. She was a temporary employee for the IRS that would profit after falsifying electronic home tax credits. This tax credit was suppose to help stimulate the housing market.
I was in a double room and my roommate, Marie, a heavy girl, had jumped off the roof of her house and shattered her knee. She was there almost as long as I was and I later saw her at physical therapy. She never walked the same again and experienced several complications while in the hospital. What seemed like a simple fracture turned into a nightmare for her, and what seemed like a hopeless situation for me turned out alright. I couldn’t help but wonder why I was so lucky.
Mark Seal published the fourth in his series of “The Madoff Chronicles” for Vanity Fair magazine this month; this time he turns his attention to the still-mysterious figure of Ruth Madoff, wife to the criminal du jour. It makes for strange reading. The question, of course, is as obvious and inescapable as it is unanswerable: what did she know and when did she know (or suspect) it? Just a week before Bernard Madoff allegedly confessed his scheme to his wife and children, Ruth Madoff withdrew $15.5 million from her own personal account. She had an office in the so-called Lipstick Building and normally came to work with her husband, a man who proudly declared that “Nothing gets by Ruth,” and reminded his friends that she used to pay all
In the health and social care settings, difficulties may arise when trying to implement ant-discriminatory practices. These issues may lie with staff or with patients who think they might be being discriminated against. In these situations it is the company or the managers responsibility to promote anti-discriminatory practise with the staff and patients. It is also important to act professionally and quickly against discriminatory actions that happen within the company. It is important that when implementing anti-discriminatory practise because there are different factors that could affect different people.