Case Study Karen Simpson

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.

Karen Norman attempted to back her car up to turn around and she accidentally backed down a boat ramp into the water in Galveston Bay. Her passenger, Josel Woods, was not wearing a seat belt and was able to get out of the car by crawling out the passenger side window. As Woods was swimming toward the ramp she heard Karen yell twice for helping, stating that she could not get out of her seatbelt. Karen was found several hours later deceased in the back seat with blood-alcohol content of 0.17. Karen’s 1991 Honda Civic was equipped with an automatic seatbelt that was mechanically drawn up over the shoulder when the door was closed, fastening itself with no action by the occupant. The seatbelt was attached to a mouse that ran along a rail

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.

Latasha Willis, an intern at River Valley Area Agency on Aging, is currently at Troy University to obtain a Masters in Social Work (MSW).Latasha will be interning with the agency until July 2016 which is when she graduates with her Masters degree. She has earned her undergrad in Social Work (BSW) as well from Troy University in 2014. After graduating with her BSW, she worked with the Division of Family and Children Services as a CPS investigator in Butler, Ga. She also worked at the Division of Child Support Services as a Child Support Agent 2 in Columbus, Ga. She plans to continue working with seniors after her gained experience with interning at the agency.

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

Mr. Cone stated unknown subjects came to the landing on last night and camped out throughout the night. He stated a large crowd started a fire pit while standing around drinking alcohol beverages. He then stated he sat on his porch and watched the subjects for a period of time to see if Law Enforcement would show their presence. He continued to he woke up this morning and observed the landing left with trash all over the place. He advised a pickup truck was left on the landing with a flat tire. He was not familiar who the vehicle belongs to.

However, in this case, Saundra Davis wasn’t the only conflict of interest Vance had issues with; Vance had a second altercation with another co-worker named Connie McVicker. For her part, McVicker called Vance a “porch money” and used the term “nigger” to refer to both her and other African-American students. Vance was informed co-worker McVicker family has connections to the Ku Klux Klan. Vance was frightened, she claimed both co-workers used racial slur towards her in the workplace. When Vance reported the harassment to the University’s Compliance Office, Kimes investigated the complaints. During the process, Kimes was very rude and a little prejudice; he refused to shake Vance’s hand. After the investigation was completed Davis walked away freely, Kimes exhorted both Davis and Vance to “respect” each other in the workplace. Co-workers witnessed Davis daughter accosted Vance on campus, making racist threaten statements. The co-workers who witnessed the complaints should have come forward, but instead, they keep quite. Vance complained to the EEOC and filed harassment charges proclaimed Davis violated her civil rights and denied her breaks, in response to the investigations no sign of

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.

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

Respondent Union Pacific Railroad Company ("Union Pacific"), submits this position statement in response to the discrimination charge filed by, Terry Scharfe ("Complainant"). The Complainant claims that Union Pacific discriminated against in retaliation for a prior complaint of harassment and on the basis of disability when he was discharged from his position as a Special Agent with the Union Pacific Police Department.

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.

Complainant Jordan rejected his time sheet that showed he had worked the hours he took off work to pick up his wife. Respondent Cook stated that while discussing his time sheet with Complainant Jordan, he raised his voice and said something similar to,“I’m tired of this shit.” Respondent Cook stated that he did not yell or try to intimidate Complainant Jordan.

“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

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.