206 Task B Handout It is a legal requirement to follow agreed ways of working. Policies and procedures or "agreed ways of working" set out how we your employer require you to work. They incorporate various pieces of legislation as well as best practice. They are there to benefit and protect you, the individuals you support and us your employer. They enable you to provide a good quality service working within the legal framework and most importantly aim to keep you and the individuals you support, safe from danger or harm.
However, having someone that fits the organization’s culture and missions is also important for Tanglewood. Specific or General KSAOs: I think that Tanglewood should focus on the specific KSAOs because any organization would want to hire someone that can fit the job competencies with a vast knowledge of the job and the skills to perform effectively. Exceptional or Acceptable Workforce Quality: Tanglewood doesn’t really target temporary employees so exceptional workforce quality would work better for them. This would give them the opportunity to invest in their associates and make sure that they grow within the organization. Active or Passive Diversity: I would say that Tanglewood should look into active diversity because it meets the diverse needs of the customers.
Fort Riley Community Relations Partnership Prev Select: Photo 1 Photo 2 Next Group photograph at the National Training Center 2008 NTC group 2008.jpg 3 2009 090323102805.jpg PAO.CRPhotos Fort Riley has shared a common ground with its surrounding communities for nearly 150 years. Its history is rich with heritage that dates back to Generals "Jeb" Stuart and George Custer during the 1800s, to present day use of state-of-the-art technology. Fort Riley, its Soldiers, and the famous Commanding General's Mounted Color Guard actively participate in off-post celebrations, parades and exhibits. And we welcome home the 1st Infantry Division Band, which also provides support to off-post events. Fort Riley speakers offer the opportunity for the Central Flint Hills
L’Toya, who is a worker at a rural county social services agency, is faced with a difficult problem. She notices that there is a growing population of gay and lesbian people in the area. L’Toya wants to provide a program that has support groups for gay and lesbian people dealing with many issues. Even though L’toya has these plans they are interrupted by these two powerful members of the County Board, who rejects the idea of having support groups for gays and lesbians. The members are not aware of any gay or lesbian people living in that area, so they believe it is not necessary to provide such programs.
One of the biggest concerns was the cost that Sewickley Valley Hospital would incur before receiving the stimulus money. This startup cost would include money for training and the possibility of bringing an outside organization to help implement the change. There were discussions about promoting employees who have stronger computer skills over the employees who have more seniority. The team also had to make the decision about which system was pertinent to Sewickley Hospital. Management also discussed the possibility of those employees who had no intention in learning the skills conducive to function in an EMR based facility.
A Colorado teenager whose yearbook picture was rejected for being too revealing is vowing to fight the ban with her high school’s administration, but the editors of the yearbook insist it was their decision alone on the photo. The five student editors of the Durango High School yearbook in Durango, Col., told the Durango Herald they were the ones who made the call not to publish a picture of senior Sydney Spies posing in a short yellow skirt midriff and shoulder-exposing black shawl as her senior portrait. “We are an award-winning yearbook. We don’t want to diminish the quality with something that can be seen as unprofessional,” student Brian Jaramillo told the paper on Thursday. Spies was joined by her mother, Miki Spies, and a handful of fellow Durango High students and alumni in a protest outside the school Wednesday after, she said, administrators informed her the photo would not be permitted because it violated dress code.
AC 1.1 &1.2 Know the statutory responsibilities and rights of employees and employers within our area of work Data Protection Act 1998 This act commenced on the 1st March 2000, it protects the rights and privacy of individuals, ensuring data is not processed without persons consent or knowledge. The data is held in an electronic format as well as formal data. SOAS ensures data is obtained fairly, persons that own the data are notified of who holds their data; who is using it and for the duration period and if any third party can obtain the data. Data can only be obtained by if the data subject gives permission, this could be employment reasons, court and jury or any legal obligation. SOAS ensures data is only used for the specified purpose and no other reason, unless the consent is given by the subject.
This was not like her. I walked up and down Hastings St. asking almost everyone I came into contact with if they had seen her or knew her. Sarah was well known on the east side. No one had seen her. I then called 911 to put in a missing persons report and was told you had to be family to do that so immediately I called Sarah's sister Maggie, and she filed a missing persons report.
1.1 There are different principles of support and some of these principles include: Independence, Individuality, and Rights. Others are choice, Equal opportunity, privacy and anti-discriminatory practice. INDEPENDENCE: Individual’s should be supported to maintain their independence because it enables them to have choice and control over their lives and the services they use (Moonie, N 2006). INDIVIDUALITY: Professionals should be aware of the individual’s original identity and work with them as individuals rather than the needs of a group of people with particular reference to their weaknesses, abilities and personalities (Moonie, N 2006). RIGHTS: the Human Rights Act 1998 gives the individual’s certain rights and should be respected and protected at all time (Moonie N 2006).
The ADA also states that reasonable accommodation is required so that an individual can perform essential job functions. The Act also states that a company doesn't have to provide accommodations if the accommodation creates undue hardship for the employer. If the company has more than 15 employees, which Company X clearly has considering it has a headquarters with 7 floors and an elevator; they are legally required to adhere to the ADA rules. In situation C, Applicant C is bound to a wheelchair, but otherwise qualified to perform all essential job functions that are required of him. Company X is discriminating Applicant C and is in clear violation of the Americans with Disabilities Act in it's claim that Lowering the keypad in 2 elevator cars would cause undue hardship as a financial burden on the company.