Case Study: Temporary Part-Time Traffic Officer Position

1. The transition from officer to supervisor is difficult and sometimes isolating. Discuss some issues that complicate the transition. I think some issues that complicate the transition is the fact that the officer had a personal relationship with his coworkers where they saw him as a peer. Due to that relationship, he previously acted and spoke without a filter. The officer now will have to deal with “things” from his past being brought up. Having more tenure officers passed by for the promotion also complicates the situation. Most people would imagine that an officer with more experience would be promoted first. However, they don’t stop to think that being a chief requires more than just experience.

The Statute N.M.A.S. 51-1-17, (2011) which is defined as New Mexico’s Annotated Statute describes the disqualification of employee benefits. A individual shall be disqualified and not be eligible to receive benefits if the individual voluntarily left employment, misconduct associated to the individuals employment, or has failed to apply for available work when it was offered.

The problem(s) or issue(s) at the core of the case: Kenneth Jorgenson had been an Automotive Mechanic II with the Equipment Services Department of Maricopa County in Arizona since July 1, 1999. About three years later on May 16, 2003 Ken Jorgenson became injured job as he lifted a battery out of a box for Kenneth Jorgenson things at work became complicated. On June 27, Jorgenson underwent surgery and was in hospitalized eight days; he subsequently returned to work on light-duty status on November 11, 2003. For a while, things seems to be all right however, about one year later Jorgenson was reinjured on March 6, 2004. The county moved to terminate Kenneth Jorgenson 's employment in April 2004, but

Sgt. Wilson and Cpl. Arreola recalled the claimant called in sick on LDW: 11/18/2015; when the claimant said he was “Too stressed out to come to work.” The claimant’s two supervisors found that the claimant’s attitude and work performance declined as soon as he was transferred to the Day Reporting Center in March 2015. They found some unexcused absenteeism is from the claimant in conjunction with the claimant’s regular day’s

She worked as a reference librarian at Mississippi College School of law and later begin law practicing. Ice has knowledge of work labor laws in Mississippi that can clarify concerns for workers they may have. A worker asked Ice, "Last week I was fired from my job for no apparent reason. Is it legal for my employer to just fire me like that?" Ice responded that in most states employees, can be fired at any time for any reason. However, if the employer believes that the discharge was based on discrimination; Since there are no anti discrimination agency in Mississippi, Ice advise employers are able to file a viable complaint, regardless of immigration status, to the United States EEOC within 180 days to investigate. With Ice’s experts in law, she volunteers to be an attorney for the MIRA in 2001. She later became a staff member for MIRA in 2006 and created the MIRA Legal project that helped over 50 countries.

Hernandez completed an office visit to recertify for SNAP benefits for herself and two children. During the visit, Ms. Eastmond completed a Work Number search using Ms. Hernandez’s name and social security number. Upon review of the inquiry, employment and earnings were verified for Ms. Hernandez for 7-Eleven from March 28, 2012 through August 2, 2013. It was determined that she received wages on August 1, 2013 in the amount of $490.73, and on August 8, 2013 in the amount of $357.49. Her rate of pay was $9.50 per hour and her gross income was $16,155.73 in 2012, and $14,411.85 in 2013. Ms. Hernandez’s Medicaid benefit also became effective on August 1, 2013 and extended through July 31, 2014. (See Exhibit

After the hearing, Ms. Carter’s case was forwarded to DDS for review. DDS adopted the federal decision dated July 20, 2017, stating that Ms. Carter was not disabled for Medicaid purposes. Until this unfavorable disability finding is changed by DDS, DOM must abide by the DDS decision. Accordingly, the RO’s decision is supported by substantial evidence.

On 9/15/2016, CM met with the client for Bi-Weekly ILP Review. Client was dressed appropriately for the weather. She was well groomed. As usual client in the meeting was loquacious, and loud. Client continues to be hostile towards this worker. Client continues to repeat to this worker as quote: "I am not mad with you, and this has nothing to do with you. It's all about DHS and your supervisor." Client was hostile due to an Authorization of Release Form client signed for staff to contact her therapist Dr. Iris Yankelevich for a copy of the client psychosocial and psychiatrist evaluations. Client continues to report that she didn’t signed the Authorization of Release Form because the form stated that the form is for HRA 2010e and she doesn’t know how many time she need to repeat herself that she doesn’t meet the ‘CRITERAI FOR SRO”. CM tries to explain to the client that staff is requesting a copy of her psychosocial and psychiatrist evaluation, but then client continue to talk over CM and threat to contact the Coalition and DHS. Client continues to set in her way and refuses to work with staff to meet her unmet needs. CM observed that the client walk with a book bags and a small shopping cart. Client reported she walk with all her documents and letters from Adult Protective Services & Social Security Administration stating that she is capable of living independently.

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

Arzuz’s personal life or his medical or family history, which would be contributory to his alleged workers’ compensation claims. She was not aware of any recent past or recent surgeries which he may have undergone and did not find any medical time off slips or work-modified requests from any medical professional or doctor’s office for the claimant.

Attorney Larrabee indicated that Sedgwic simply stopped paying weekly benefits without providing any explanation. Thus he filed the present action to preserve his client’s

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.

RESOURCE UPDATE: Client contuses to have an active PA case and Medicaid under Fidelis Managed Care. Client reports she is not participating in any HRA/WECARE/BTW Programs.

 An employee must be provided the same level of medical benefits, disability insurance and leave as are offered for other medical conditions or disabilities.

On February 22, 2016, after complaining of sexual harassment involving a co-worker on February 19, 2015, she was informed that she should have not cancelled the appointments. She was then removed from scheduling appointments which is her regular duties as MSA (Medical Support Assistant) and was