7. Can you describe a time when management disregarded your professional advice, what was the situation and how did you deal with this? 8. Describe a time when you have made a significant error in the workplace and what steps you took to rectify the situation? 9.
Why or why not? (1-3 sentences. 1.0 points) No, you are just unemployed. Unless you were in an accident or very sick you would have unexpected expenses. d. Describe at least one way you could protect yourself against this risk.
The OSHA investigation concluded that if these regulations were followed, the tragic event could have been avoided. The legal issue is whether or not the courts and the construction company itself should up hold the violations of specific OSHA standards. Explain what the employer did or failed to do that violated the OSH Act. Williams Construction failed to do four very important procedures in regards to the regulations of OSHA. The first violation was the failure to provide training to employees and their managers about how to recognize and avoid unsafe working conditions.
Current Event Paper “Vulnerable populations can be defined as those who have a greater predisposition or susceptibility to harm than other individuals.” Colin and Gwyn (2010), There are individuals within the system that have acute or chronic illnesses with no viable means of receiving treatment. In some cases the treatment may not exist. When it does, these individuals may not be economically predisposed to receive it. There are also some who are medically handicapped to the point they could not seek help. Either they have no insurance or have no financial capability to follow up with health maintenance and treatment regimen.
Unquestionably, the decision to change the schedule of production staff was made by managers and directors with no direct knowledge of, and perhaps without consideration of, any employee’s religious affiliation or needs. Based on Walker Toy Company’s policies and procedures to comply with EEOC guidelines, a reasonable person may also agree that management felt this was not an important consideration, as they could have easily made accommodations in line with Title VII if Mrs. Miller had made her needs known. The reasonable person test is pervasive in case law as a factor in determining whether the employee’s resignation was reasonable. The case of Barrow v. New Orleans Steamship Ass’n (1994), established that certain factors are significant in determining constructive discharge: “(1) demotion; (2) reduction in salary; (3) reduction in job responsibilities; (4) reassignment to menial or degrading work; (5) reassignment to work under a younger supervisor; (6) badgering, harassment, or humiliation by the employer calculated to encourage the employee's resignation; or (7) offers of early retirement on terms that would make the employee worse off, whether accepted or not." This case supports my recommendation to litigate because Mrs. Miller was not subjected to any of these tactics, nor does she make any claims that any of these tactics were used toward her.
One definition of abnormality is Failure to function adequately. People with psychological disorders often experience considerable suffering and distress and a general inability to cope with their everyday activities, such as being unable to go to work or take part in social activities. So common is this failure to function among those with mental disorders, doctors are required to take this into account when diagnosing an individual with psychological problems. Common examples would be severe depression which leads to empathy and inertia, meaning that a depressed person may fail even to get up in the morning, let alone hold down a job. However, failure to function adequately is a general sign of a disorder and not itself specific to any condition.
This number is definitely too high and there has to be protocols implemented to prevent incidences like this from happening. “Negligence is when a person, company or other entity acts incompetently or below the recognized standard of care, and therefore caused harm through their lack of reasonable and expected action” (Brent Adams & Associates, 2013). An example of negligence would be leaving a small child alone at home. Gross negligence is defined as “the failure to exercise even the slightest amount of care” (Lamance, 2012). Gross negligence typically consists of unintentional acts, but can be deemed intentional based on the reckless nature of the event.
A person living with a carer may increase the chances of abuse, the elderly person is reliant on person to care for them and this may cause stress and resentment if the carer is unable to cope and have a poor relationship with the service user. Vulnerable adults in a care home environment are more susceptible due to understaffing or poor staff training. The risk of abuse may increase if a vulnerable person is living or in contact with someone who has a history of violence or sexual abuse, continuing the cycle. An individual who is or feels isolated may be more vulnerable to abuse as they have no support network and have no contact with friends and family. Poor communication between the service user and carer is a factor, he or she may be unable to express their concerns or opinions.
It is the failure to meet a standard of care or standard of conduct that is recognized by a profession reaches the level of malpractice when a client or patient is injured or damaged because of error. Medical malpractice is professional negligence by act or omission by a health care provider in which the treatment provided falls below the accepted standard of practice in the medical community and causes injury or death to the patient, with most cases involving medical error. It usually involves an alleged tort of negligence (states the party who acted wrongfully is liable for damages to the injured party). Criminal negligence is the failure to use reasonable care to avoid consequences that threaten or harm the safety of the public and that are the foreseeable outcome of acting in a particular manner. Unlike the tort of Negligence, a person who is convicted of criminal negligence is subject to a fine, imprisonment, or both, because of the status of the conduct as a
HOW TO RECOGNIZE AND REPORT UNSAFE PRACTICES Unsafe practices are anything that would threaten the personal safety of another person whether if it is due to physical, emotional or psychological means. An employee or staff has the obligation to take care of himself and his client’s safety and cooperate with the management in safety practices. Samples of unsafe practices in health and social care are: • Lack of training and supervision • Negligence to provide personal care • Unsafe recruitment practices • Inappropriate physical restraint • Using abusive words or sexually explicit languages • Ignoring client’s health and social needs (personal hygiene care) • Misuse or mishandling of client’s belongings and finances • Inappropriate sharing of information regarding client’s state of health • Confusion over prescribing and administering of medication • Lack of awareness of infection control • Lack of fire safety knowledge and evacuation procedures • Improper disposal of clinical and chemical waste • Lack of knowledge in moving and handling • Food safety awareness and poor hand hygiene techniques • Misuse of hoist and other equipments It is the obligation and a responsibility of everyone to report any unsafe practices that have been identified to the supervisor or line manager, so that staffs can be retrained and accidents that may cause injuries and damages will be avoided, falling to do so means encouraging them that it is the right thing to do. This could also mean grounds for disciplinary actions, suspension and even dismissal for staffs who doesn’t report unsafe practices. Follow the whistle-blowing procedure and policies.