Nancy's Case Study

For my biography, I chose Nancy heart. Nancy Hart is most known for holding six British soldiers at gunpoint when they rudely asked for her to make them her last turkey they just killed, but this is only heroic act she had against the British. She was determined to rid the area of colonists loyal to the King. Nancy Heart was born in Orange County, North Carolina in 1735. She was a very tall muscular woman with long red hair, blue eyes, and a scarred face. The local Cherokees who lived her area called her "war woman". Nancy was not educated but still ran her house well. It's funny that she was a very good shot considering she was really cross eyed.

Betty had a fall a few weeks after her diagnoses. It took a fall and an admission to hospital for the health and social care team to realise they were struggling. Finally, workers involved Betty and Arthur fully in giving information about Betty’s condition and possible sources of help e.g. meals on wheels, luncheon club, day care etc. This enabled Betty to be fully included in as plan of care which enabled her to

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

Employers are limited to what they are allowed to ask and employees are allotted time off before being required to provide medical documentation supporting their request for leave. These gaps in detail in the documentation of the Family Medical Leave Act are giving dishonest employees an opportunity to obtain time off without any due explanation. Sue Sumler from the Manufacturers' Alliance/MAPI explains the problems caused by a vague definition of serious health condition. "Because the definition of a 'Serious Health Condition' is vague, almost any¬one can find a physician to certify that they have a chronic condition that meets the definition. Many of this company's intermittent leaves are for migraine headaches. The physician certifies that migraines may occur at any time. Some employees approved for leave for migraine headaches miss four-five days a month and more. For some, it appears that FMLA has given them an extra 60 days off work."

The Family and Medical Leave Act of 1993 (FMLA) was created to help assist employees deal with the difficulties of home, while creating an atmosphere of job security. The FMLA also helps cover employers from wrongful use of the FMLA by the employees. Although the document is extensive, there are three major provisions of the FMLA that apply to the given situation. The FMLA entitles covered employees to unpaid work leave, provides job and benefit restoration, and allows employers to require notice and certification for leave ("Family and medical leave act," 2007).

A medical office needs to be compliant with employment laws; this will ensure they do not have lawsuits that could patiently put a company out of business. This also helps the offices run smoothly and free from errors. There are several employment laws a few of them are the American with Disabilities Act (ADA), the Employee Retirement Income Security Act (ERISA) and the Health Insurance Portability and Accountability Act (HIPAA). The American with Disabilities (ADA) is when an employer is to provide reasonable accommodation to an employee with a known mental or physical limitation, or a qualified individual with a

The company is covered under the Family Medical Leave Act of 1993. The employee was eligible for unpaid leave, gave notice, and was granted unpaid time off. The employee was reinstated to the same position upon return to work with the same salary.THE COMPANY DID NOT VIOLATE THE FAMILY MEDICAL LEAVE ACT OF 1993.

The Family Medical Leave Act (FMLA) was enacted to offer relief and protection to those workers

website. This link will take to the user to a new page where the user will then click a link titled “Family and Medical Leave Act (FMLA).”

Employees are expected to return to work immediately upon release by a health care provider or at the expiration of the approved leave of absence. At the end of the leave, the employee will be reinstated to the same or an equivalent position. If the employee does not return to work upon release by a health care provider or at the expiration of the approved leave of absence, the employee will be considered to be absent without authorized leave and subject to disciplinary action, up to and including termination. An employee who has been released by a health care provider to return to work and fails to return to his/her employment may be held responsible for costs incurred by the County

This agent is advising the Court that Ms. Lisa Matthews was not compliance with the terms of probation. On August 9, 2015, Ms. Matthews incurred a new charge for ASSAULT-SEC DEGREE (Case #5C00422196, Tracking #151001757546) and on September 23, 2015, a Final Peace Order (#0804SP05862015) was filed against her as well. On November 18, 2015, Ms. Matthews appeared in the District Court of Maryland for the aforementioned charge and her case was placed on STET.

Mary is 86 and recently widowed, at which time she moved into the care home where Jean works. Mary has a large family who visits regularly and play an active part in her care plan. She suffers from rheumatoid arthritis and is a little hard of hearing. She had an active life whilst her husband

Both sides assume the problem is caused by the other side. Nancy sees Sheila and corporate as a threat to the way she manages and protects her nurses. Sheila and corporate see Nancy’s inflexibility as a sign of her unwillingness to work together for the benefit of the system as opposed to just MOMC.

Recently, she has been diagnosed with colon cancer, which makes it difficult for her to continue working due to various hospital appointments and child rearing. Hannah’s husband work every day and is the main provider of the family. Hannah’s family has struggled to cope with their daily routine

Whilst in hospital care Mrs. Blue was encouraged to be involved in her care. Nurses would regularly provide education and support on how to promote health and well-being. When Mrs. Blue was ready to be discharged home, the nurse provided Mrs. Blue with written information on aftercare and instructions on how to take prescribed medications whilst at home, a contact number for the ward,