1. There are a few boundary issues that need to be addressed. The social worker developed a personal relationship with Bea. Bea was in need of additional income, she wanted to find a female to rent her spare room to. The social worker had a friend, “a woman who might be interested” renting the room (Hoffman, & St. Clair, 2003, p. 46). She asked for permission to let her friend know of the room, asking to releasing Bea’s information was appropriate. The boundary issue is that the social worker should have not even offered her friend as an option to rent the room. This situation becomes a conflict of interest and cross the boundaries of social worker and client (NASW, 2008, p. 7). In addition to this situation the social worker admitted to having
This paper examines the case study about Sarah Burke. A case study analysis form was completed and symptoms were identified. Identification of certain diagnostic criteria were interpreted and clarified for the exhibiting individual. Illumination of criteria for proposed diagnosis lead to the discussion which resolves the risk factors and clinical features associated with the diagnosis. Recognition of certain symptoms and criteria brought to light other possible comorbidities. Cumulative risk theory, as well as, the diathesis stress model were investigated for possible involvement in the Burke disorder development. Multidimensional factors related to the onset and maintenance of her symptoms are deliberated; as well as, how her culture played a role. In the end, a conclusion is given about suggested pre- and post- treatment, overall benefits of those treatments, and prognosis outlooks.
1. Four symptoms of anxiety/panic that Josephine is experiencing are, fear, urination, tremors and trouble concentrating. These symptoms are evident through the way Josephine is behaving at home and at the hospital. These four symptoms are usually found in people who are actually diagnosed with an anxiety disorder and panic attacks, cognate to Josephine.
The case of Kathryn Mc Neil deals with the issue of separation in the workplace regarding the nonperformance of a single mother whose work was suffering because of the tremendous additional burden of raising a child. The case was written in 1994 but in the intervening years significant decisions have been made by the law (in the US) protecting the rights of the single mother. The debate is no longer exclusively about professionalism versus corporate responsibility but the new phenomenon of a third gender in the workplace.
STATEMENT OF FACTS: Sheila White interviewed with Marvin Brown and obtained a job as a “track laborer” with Burlington Northern & Santa Fe Railway Company. Shortly after her hire date, however, she assumed forklift operator duties. This new assignment still fell under the “track laborer” position description, and White occasionally performed those duties although her primary responsibility was operating the forklift. Three months into her new job, White complained to the company that her immediate supervisor was sexually harassing her on the job. He was temporarily suspended and required to attend sexual harassment training. White was then informed that she was being reassigned to track labor duties only. White
Plaintiff ROCIO DIAZ O’ROURKE (hereinafter “O’ROURKE”) complains pursuant to the laws of the State of New York and the Administrative Code of the City of New York, seeking damages to redress the injuries Plaintiff has suffered as a result of a hostile work environment, along with being harassed and discriminated against by her employer on the basis of her race, national origin, and age.
“A decade ago, Hempstead’s only full-time black police officer sued, alleging that Chief Smith had dismissed him on a trumped-up charge after he complained about his supervisor’s racial slurs. An African-American couple also sued, alleging that Chief Smith had turned them away when they reported that a white man had assaulted
Marcus Ashmore and Terrell Lee Green were maintenance workers for J.P. Thayer Co., Inc. under supervisor Gene Fye. After a particular incident of harassment on January 16, 2001, Plaintiffs reported Fye to Tricia Johnson, the Assistant Property Manager. At this time, Johnson did nothing about the complaint. The harassment continued, and on January 26, Plaintiffs complained to the Property Manager, Mary Frances de Rivera. In response, de Rivera verbally reprimanded Fye. This, however, did not stop Fye’s harassment. Instead of reporting the behavior to Defendant, Plaintiffs hired an attorney who wrote a letter to Defendant saying that Ashmore and Green were going to file charges of discrimination with the EEOC. On February 22, Fye was fired by Defendant. This came three days after getting the letter and about a month after the initial harassment complaints.
Julie Gurnick is a broadcasting major at Point Park University from Jeannette, commuting an hour to campus each day. She was interested in Point Park University because it offered a good program in communications. Gurnick also holds an associates degree in business communications form Westmoreland County Community College. After graduating from Point Park University Gurnick aspires to become a sports caster. Gurnick is currently a free-lance employee for the Tribune Review as well as a dietary aid at St. Anne Home.
The contact continued for some time with Sgt. Bowden repeatedly telling Taylor he was trespassing on private property. Taylor stated he used to be a police officer in Texas, he knew the law, he was not trespassing and that Sgt. Bowden had no legal authority. Sgt. Bowden explained to him he had arrest authority at all times while he was in Pulaski County. Sgt. Bowden advised he was in Pulaski County and identified himself repeatedly by name, rank and agency both verbally and by ID and Badge. At some point the white female passenger held her phone up and stated she was recording the
The company offered inconsistent versions of why Mr. Gill was terminated and who did the termination. They were indifferent to Mr. Gill’s concerns and did nothing to address those employees engaging in blatant racial harassment even after other black employees complained and, most damaging, the company retaliated against Mr. Gill when he complained by terminating his
On 02/11/2016 at 1436 hours, I was dispatched to Wawa (1060 Delsea Drive) for a report of an intoxicated male fumbling to unlock his blue Ford F-150 that was parked in the parking lot. Upon my arrival, I observed the vehicle in question leaving the parking lot traveling northbound on Delsea Drive. P/O Ziegler #5196 who arrived with me was able to conduct a motor vehicle stop on the above vehicle as I turned around in the parking lot of Wawa. After I arrived to the stop, P/O Ziegler and I approached the F-150 bearing NJ registration E80GFJ from the passenger side. As I requested the driver now identified as Shawn J. Hammell for his credentials, I observed his hands to be shaking and fumbling as he turned over his documents to me. I then ask Shawn if
Complainant is an African-American female. Prior to the alleged incident of discrimination, Complainant had used the Respondent’s copier on several occasions. Complainant contends that in November of 2011, she entered Respondent’s store to use the copier. Complainant alleges that something went wrong with the copier and one of the Respondent’s employees accused her of not knowing how to properly operate the machine. Complainant contends that she was embarrassed and offended that Respondent’s employee did not believe she could operate the machine and she subsequently engaged in a heated conversation with the employee which resulted in the employee calling the police and Complainant being arrested for disorderly conduct. Complainant
Chubb vaguely remembers the incident with Judge Vann. He was working that day on 9/13/2011, but couldn’t recall what shift, he was on; it was either 7am to 7pm or 4pm to 4am. Chubb was the Shift Supervisor that day and he received a call from Judge Vann asking him what was going on at a certain location. Chubb couldn’t recall the address today, but knew what incident; she was talking about the day she called. Chubb said Vann asked him several questions about the incident and he didn’t know what was going on and he told her he would have the officer at the scene contact her.
Recently, there was a controversy about Philadelphia Parking Authority Interim Chief Clarena Tolson hiring her daughter’s roommate, Talasia Garner as one of the new employees. According to Halbherr, he describes Tolson’s unethical behavior as “a slap in the face” because Garner receives a $48,578 yearly job with no efforts. Her actions are unacceptable because this is not fair for the rest of the employees. The sudden appointment of Talasia Garner as the new administrative assistant has led to a lot of problems. Despite the fact that people expressed their disapproval, she believed Garner is a suitable candidate because she has the qualifications for the job. However, there was no information about Garner’s previous employment that prove she