CASE Private security firm sentenced after employee attacked at a youth offender training centre A private security company has been fined after an employee suffered life-changing injuries when he was assaulted by four individuals at a young offender's training facility in Milton Keynes. The Magistrates Court at Milton Keynes heard that on the 15th of March 2017 a secure care officer was operating alone with a group of 6 trainees on an outdoor fenced football pitch at Oakhill Secure Training Centre. The worker had been at the company for around 3/4 months and during the activity one of the individuals tried to climb the fence. The situation escalated resulting in the worker being attacked by four from the group. The worker sustained multiple injuries The SCO sustained multiple injuries to the head and body which resulted in hospitalisation. The individual suffered brain damage and had to have a plate fitted in his skull. The SCO spent a further 2 months in a specialist brain injury rehabilitation centre. After the incident and rehabilitation, the worker stated "When I came round from the coma I could not walk without assistance and I would sleep for around 17 hours a day. I was on medication for about a year, this was mainly to prevent epilepsy which is common following a brain injury." After an investigation by the HSE, it was found that GSS Care and Justice Services failed to ensure there were robust procedures in place to protect staff and ensure inexperienced staff were not left alone with young people who had the potential for violence. G4S Care and Justice Services (UK) Ltd pleaded guilty to breaching section 2(1) and Section 33(1)(a) of the Health and Safety at Work Act 1974. They were fined £250,000 and ordered to pay costs of £13,787. Thames Valley Police carried out a separate criminal investigation against the individuals involved. Outline FIVE (5) ways that the employer in the case could benefit from having proper Occupational Health and Safety policies and procedure in their organization.

what are theethical considerations the non profit organization faces related to conflict of interest, privacy, and compensation

5-3 PROXIMATE CAUSE. Galen Stoller was killed at a railroad crossing when a train hit his car. The crossing was marked with a stop sign and a railroad-crossing symbol. The sign was not obstructed by vegetation, but there were no flashing lights. Galen’s parents filed a suit against Burlington Northern & Santa Fe Railroad Corp. The plaintiffs accused the defendant of negligence in the design and maintenance of the crossing. The defendant argued that Galen had not stopped at the stop sign. Was the railroad negligent? What was the proximate cause of the accident? Discuss. [Henderson v. National Railroad Passenger Corp., __ F.3d __ (10th Cir. 2011)] (See Negligence.)

n employee was terminated for smoking in a no smoking area. The union claimed that he should be reinstated because the company failed to follow due rocess procedures. When the company and the union could not agree, this case was referred to arbitration and the arbitrator ruled in favor of the employee. How should the company respond? our Response The company should reinstate the employee and follow due process in the future. The company should appeal the case to the district court. The company should request a hearing by a three-member panel of administrative law judges. The company should appeal the case to the NLRB. Feedback

Define sexual harassment and explain the different forms of sexual harassment as recognized by the EEOC.

Give typed explanation  Kawal, a young mother with three small children, had worked at the counter of a Tim Hortons store for three years. One day, the manager observed Kawal giving a Timbit donut to a crying child who came into the store with their parents. When the manager of the store confronted Kawal about giving a donut away for free, Kawal immediately admitted to giving the donut away to the customer without paying for it. She was aware that this was against the employer’s policy, but she had been busy at the time and did not go to her purse to get the $1.50 to pay for the donut at that time. Also, knowing that day-old donuts are given away to small children in the store regularly, she felt this would be acceptable. Kawal expected to get a warning at most and was shocked when her manager terminated her employment for cause. Sarah filed a wrongful dismissal case. (PLEASE NOTE: I am not looking for your opinion. Use concepts discussed in class or your textbook to provide an…

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KellyMarie Griffin works for the City of Portland, Oregon, as a clerical employee in the Parks and Recreation Department. She complains of conflict with her coworkers. In particular, Therea Lareau, the “lead” clerical employee at the same location, has made comments that are derogatory about or offensive to Griffin’s Christian faith. Ms. Lareau has referred to Griffin as “a wacko” because of her beliefs and, on at least one occasion, told Griffin that God was “a figment of [her] imagin[ation]” and that Griffin was “praying to something that didn’t exist.” Griffin also complains that many of her coworkers frequently page 51-42use “God” and “Jesus Christ” as swear words, which she finds offensive due to her religious beliefs. Griffin, however, admits that when she has informed her coworkers about how the swearing offends her, they have made efforts to avoid doing so in her presence—even Lareau. Despite that, things have deteriorated. Recently, Griffin and Lareau found themselves in a…

The manager of BP Petroleum Company limited is seeking police protection for the duration of a strike, called by the Trade Union, who are protesting for increases in  emoluments for their members- employees of BP. The Police suggested that a mobile patrol would be adequate, but the HR manager of BP insisted on permanent police presence, because of pending lawlessness by strikers. The manager then offered to compensate the Police, if they agree on a permanent Police presence on site, during the strike period.The Police agreed to provide 10 officers at a rate of $500 per day, per officer, which they will maintain during the entire strike period. BP later agreed with the Trade Union’s demand  for increase emoluments and the strike was called off after 5 days. The Commissioner of Police  within a week sent an invoice to BP for the 5 days that the Police provided protection. However, BP refused to pay, and argued that the Police are under a duty to protect the company from any pending…

Dr. Susan Rice asks Bruce Goldman, CMA (AAMA), to instruct patient Dottie Tate in the use of a walker to prevent further falls at home. Dottie is silent as Dr. Rice leaves the examination room and Bruce proceeds to set the walker correctly. However, when Dottie sees that Bruce must once again put Dottie in a gait belt for her protection—the belt was used earlier in the examination to assess Dottie’s ability to ambulate—the patient gets feisty. She is visibly tired and ready to go home. “I’ll learn to use the walker if I have to, but I won’t wear that belt. It makes me feel like a baby. And it’s such a bother. Who wants to go through all that? We just don’t need it.” Answer the following questions, which are also found in the Reflection Activity for Chapter 32 of the textbook: What is the best action of the medical assistant? What is the best therapeutic response of the medical assistant? Could the situation have been avoided? If so, how? If not, why not?