Case Study: Temporary Part-Time Traffic Officer Position

Maricopa County worked with Jorgensen after his first injury they gave him a weight limit and other accommodations to help him with his job. However, after his second injury Jorgensen was in no position by doctor’s order to perform the duties his job required him to do. Maricopa County also helped him by extending his work insurance to help him cover surgeries that were needed, because they did happen during work hours, and extended it 6 months even when he was on sick leave without

I have carefully monitored his benefit time usage to avoid any liability. As a police employee with more than 5 years of service, he is entitled

Kalamazoo County Road Commission (2015), the plaintiff Terry Tilly alleged that the Kalamazoo County Road Commission violated his right to take medical leave provided by the Family and Medical Leave Act. The KCRC’s personnel manual, which definitively advises that the manual serves “a basic guide to basic benefits, working conditions and policies” in part states that, “Employees covered under the Family and Medical Leave Act are full-time employees who have worked for the Road Commission and accumulated 1,250 work hours in the previous 12 months.” There are several statutes that specify a minimum employer size in term of the number of employees in the roster (Walsh, 2013, p. 10). Under section 2611 of the Family and Medical Leave Act of 1993, an employee who works for a company that does not meet the FMLA 50/75-Employee Threshold is not eligible for FMLA (2010). The trial court, therefore, ruled in favor of the Kalamazoo County Road Commission, dismissing Mr. Tilley’s FMLA claim. However, the Court of Appeals would later overturn the dismissal of the case. Although the employer did not meet the FMLA 50/75-Employee Threshold, making Mr. Tilley an ineligible employee under the FMLA, the company’s employee handbook misrepresented his eligibility to apply for FMLA benefits. The manual failed to mention the FMLA 50/75-Employee Threshold, so Mr. Tilley was in fact protected under the FMLA

On Tuesday July 7, 2015, at approximately 3:01 PM, Kiana Beekman, (MFCU Investigator) (Beekman) received a call on the state office telephone from HILL, Lucy (Service Facilitator of Lucy Hill Services (LHS). During the conversation, Beekman asked HILL to clarify her role and responsibilities as a service facilitator, in addition to the role and responsibilities of HARRIS, LaFrance as the Employer of Records (EOR) for Medicaid Recipient DANIEL, Rose and MCGHEE, Inocencia as DANIEL’s aide. She was also asked to provide any documentation of training on timesheet submission and approvals that she provided HARRIS and MCGHEE under the Department of Medicaid Services (DMAS) Consumer-Directed care aide program.

Code §150.2. as of February 1, 2017. Moreover, the Regulations are explicit that “the emergency medical services required to treat an emergency medical condition are only funded by MA until the medical condition is no longer an emergency. MA funded medical services are not available for treatment received after the emergency ends.” 55 Pa. Code § 150.11(emphasis added). In this case, the Appellant’s emergency medical condition ended (February 1, 2017) and she is seeking continuous MA funding for ongoing treatment after that emergency, which is prohibited by the Regulations. Accordingly, the ALJ finds the Department was correct to discontinue the Appellant’s MA benefits because she is a noncitizen who is not in immediate need of emergency medical services and has not provided evidence that a new emergency medical condition

On November 14, 2017, California Highway Patrol (CHP) Sergeant Jesee Lopez contacted the Merced Multi-Area Gang Narcotic Enforcement Team (MAGNET) and requested assistance with a narcotics/ U.S currency investigation.

This appeal involves a dispute regarding the denial of appellant’s, Pamela Brunner’s (“Brunner’s”) request for accidental disability retirement benefits (“accidental disability”) from appellee, the Maryland State Retirement and Pension System (“RPS”). Brunner contends that the RPS erred in denying her accidental disability after an injury she sustained while working for Montgomery County Public School System. Nearly five years after her injury, Brunner filed an application to receive accidental disability. The medical board of the RPS recommended approving Brunner for ordinary disability, but denied her application for accidental disability. The medical board’s decision was approved by the trustees of the RPS. Brunner appealed the trustees’

b) governmental law or program that provides disability or unemployment benefits as a result of the Insured Person’s job with the employer;

This week she reported she wasn’t feeling well. Client reported no changes in her medications.

Koste, supra, 204 Md. App at 585. In light of the circumstances surrounding the passage of the 2007 amendment to the HCGPP, Major Lachman’s and Griffin’s testimony regarding pass-through benefits, and the 2013 amendment to the HCGPP, we are satisfied that the intent of subsection three of the Overtime and Compensatory Time section of the HCGPP was that a PSSI would be afforded only one four hour award of call-in pay per stand-by period. We recognize, however, that the interpretive value of this intent, however, is discounted by the fact that this intent was so poorly expressed in the terms of the HCGPP. Nevertheless, we are confident that the intent of the Howard County Council and the Board was that a PSSI would be entitled to a call-in pay award for the first call-in during any one stand-by period, notwithstanding the fact that this intent was poorly expressed in the HCGPP. For the reasons stated in Part III, infra, however, our holding is bolstered by the significant deference we afford to the Board’s interpretation of its regulations in circumstances such as

BH is a 62-year old African American Male who presents to Daybreak Clinic on September 2, 2015 for his routine follow-up exam for his hypertension, gout, and chronic back pain. His labs were collected Monday, August 31 and will be reviewed today. He reports that he has been out of his medications for a week due to needing a refill. He has a refill available that he reports he was unaware of. This will be his last visit to Daybreak due to his Social Security and Disability approvals. In addition to his medical needs today, he is requesting a letter of competency in order to be able to personally receive his Social Security check.

First, it is clear to both parties that Eliza is pregnant. Therefore it is an undisputed fact that she is part of a protected class. Second, she only received a disciplinary write up once since she joined the ISP. In additon, her performance evaluations stated that her overall performance was satisfactory to above satisfactory. Furthermore, her superiors upgraded her statues to be eligible for a promotion. Therefore, it is clear that she has performed her job in a satisfactory manner. Third, because the ISP was unable to assign her light duty work, her responsibilities declined, her commute time doubled, and her commute cost doubled. Therefore, it is clear she suffered from an adverse employment action. Finally, there have been multiple members in her police department who have received light duty work when they had medical issues. Because Eliza had a medical issue and was unable to receive light duty work, it is clear that she was treated differently than her other co-workers. Therefore, Eliza is able to bring a claim of discrimination against the

Personnel's who are in charge/work in SSI don't take the time to evaluate each situation, I believe they denied Lamar because

After my assignment at Meijer ended I have since started a position at Comerica on their fraud trafficking team as an Agile tester. Being new to the company and to the process of the Agile Scrum methodology, a framework Comerica utilizes for their software development projects, I spent the first two to three months of my assignment shadowing the Traffic team. To observe and gain a better understanding of the roles and responsibilities of how an agile team functions. Coupled with shadowing, I was assigned to follow a training program designed by UST for new onboarding testers in Agile development. These training sessions took place over the course of several agile sprints acclimate me to the scrum environment, its ceremonies, and to provide

Challenges for the employer and the situation include the issues related to government taxes such as Medicare and Social Security. In addition, the employer is bound to pay reasonable benefits to all of its employees equally. If the utility does not do this, and it is determined that Karen is an employee of the utility, and Karen is a legitimate case against the utility to recover the lost benefits. To rectify this situation, the utility should clarify exactly what Karen’s individual situation is, and hopefully with the help of a tax advisor. The advisor may suggest that Karen's work responsibilities be clearly delineated and that she be afforded the requisite benefits. Lastly, all necessary taxes, including payroll amounts for charges such as Medicare and Social Security need to be paid in full.