Landin V Honeywell

A lot of companies today are committed towards building an environment that is conducive to all its employees to work in. They say that the success of a workplace violence and horseplay prevention program depends to a large extent on the executive committee set up to establish and oversee the programs. The group's duties are to formulate policies that define workplace violence, and to determine consequences and punishments. This is in their struggle to make sure that they maximize resources and that the company heads towards its set goals. Such an environment can only be achieved by get rid of all forms of violence and horseplay in the work place. This is because such vices only eat in to a lot of the employee’s time and create bad relationships

Provide a staff environment for victims to feel comfortable expressing themselves and work though their feelings.

The employer must conduct an internal investigation by interviewing the parties involved and witnesses. The article also mentions the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to explain the root of the guidelines, and gives further analysis using different clarification approaches to clarify the legal concerns involved. In order to describe prevention methods, the article straightforwardly states what a manager prerequisites. Training and informing the employees is the law. The article’s approach and statements mentioned how to deal with legal matters and to make sure that they are valid. Managing harassment and discrimination problems is not only a responsibility, but also makes good business sense. Maintaining a workplace free of discrimination and harassment by doing whatever is necessary to prevent complaints from occurring in the first place, and stopping them before they reach the level of lawsuits are acceptable methods of dealing with legal issues.

Hopkins v. Price-Waterhouse is a very detailed case, that features many aspects of the patriarchy, and lingering ways of thinking about gender that are hopefully being phased out of modern society. The Supreme Court chose not to make a ruling, which was the right decision in a legal sense, though there was more proof that Hopkins was discriminated against.

Its purpose is to reduce the risk of individuals suffering harm at the hands of those employed (in either a paid or voluntary capacity) to work with them.

The actions to take constitute the employee’s responsibilities in responding to allegations or suspicions of abuse. Always follow policies and procedures and report to the appropriate person(s), record the facts on appropriate paperwork, listen do not judge, stay calm and collected, and do not tamper with evidence.

‘If I suspect abuse through noticing a sign of physical abuse or change in the behaviour of an individual, I will make sure that I ask the individual what has happened telling the individual the changes that I have noticed. If it is in my place of work and the name of the person that abused the individual is known, whether staff or another service user, I must also record and report this. I will listen to the individual carefully; it is up to them to tell me, I would not ask them any questions about this as this is not part of my job role and would stay calm.I will make sure that I record what the individual tells me using the individual’s own words. I will make sure that I reassure the individual and explain that their safety is the most important and that it is my duty of care to tell the manager. I will make sure that I let my manager know what has happened immediately and pass

Which of the following statements BEST defines how current legislative approaches define workplace violence and aggression?

The lateral violence comes in many forms and in many ways, such as abuse in the workplace that occur between colleagues, it can be verbal or nonverbal aggression, intimidation, bullying, harassment, discrimination, stereotyping, gossiping, criticism, and other related mistreatment behavior at work. Institutional lateral violence also happens between manager and subordinate where they can use their higher position to perpetrate assault to their subordinate such as acts of lasciviousness, shouting, anger outburst, forced overtime request, giving work beyond the job description, work overload, over blaming or insulting a staff and more. All these happen occasionally because of the lack of respect in the workplace and it comes without notice, especially in healthcare practices where the nature of work is tough and decision making must be made immediately.

Following practice and procedures designed to keep myself and other people safe from violent and abusive behaviour at work.

Whether the officer violated Mr. Howard’s Fourth Amendment rights when he performed a stop and frisk based solely on an anonymous tip?

Reason: The Equal Protection clause does not say that a school making their student population diverse is unconstitutional.

Eisenberg made claim of sexual harassment and told of employees using illegal substances in the warehouse

This is relevant for me as it is for everyone in the healthcare industry. We all want to work in an environment that is free from violence especially in an environment that is already full of stress. It is good to know that there are governmental sanctions for those that violate harassment or violence regulations in the workplace. We still need management to be accountable with those under their direction, disciplining and counseling problem employees as necessary. Because of this threat that constantly hangs over our heads we as nurses should develop a process or plan

A termination of a potentially violent employee should be preceded by some special preparations. Prior to the point of termination, the employer should make an effort to help the employee if those pose no immediate threat to themselves or others. Some organizations have EAP or employee assistance programs, and wellness programs to address problems associated with stress, and violence. The organization must take every precaution when planning to terminate a violent employee. There are many organizations that have adopted a zero tolerance policy.