Claimant Aubrey Mae Rouse at Ono Hawaiian BBQ located at 12071 Central Avenue, Suite B, Chino, CA 91710. After a brief discussion with Ms. Rouse, she agreed to provide a recorded statement, and the details of that interview are as follows: Ms. Rouse alleged that she was at work undergoing in-house customer service training with Mr. Johan Liu, the Corporate Training Manager, who trains newly hired employees with respects to customer service training. Also, he works with the new hires on how to work the front counter taking orders. On 12-20-2015, at approximately 4:00 p.m., the claimant stated she was undergoing intense training with Mr. Liu and thought that Mr. Liu, was singling her out compared to co-worker, Ms. Celeste Gutierrez, singling her out. The claimant felt “undue pressure” from Mr. Liu, who continuously pointed out every mistake she made throughout her training. She said that Mr. Liu would “talk down to her.” …show more content…
Shortly after 4:00 p.m., on 12/20/2015, while still on duty, the claimant stated she excused herself from her training to use the women’s restroom because Mr.
Liu got her nervous. After finished to use the restroom, she pulled up her pants and immediately noticed the flesh below her naval area had a raised to a “reddish rash” that extended to the front of her chest, shoulders, and arms. Ms. Rouse became acutely aware of the rash and never recalled having a rash such as this before. She claimed not to have any allergic reactions that she is aware of to any pesticides, dust, mold, or liquids. The claimant said as she stepped out of the restroom stall and continued to look at her rash inside a mirror within the women’s restroom she said her co-worker, Witness Gutierrez came into the restroom to check on
her. During their conversation, Claimant Rouse stated she told Witness Gutierrez that the rash was the result of the pressure she was experiencing with Mr. Liu due to his negative attitude that got her nervous and scared. She said Mr. Liu singling her out throughout the training. She stated she felt nervous and was embarrassed; therefore, needed to use the restroom before continuing with the intense training with Mr. Liu. The claimant recalled Supervisor Ms. Laura Celio had walked in on them while she and Witness Gutierrez had been looking at her rash in the mirror inside the restroom. The claimant became an overly concern with her rash throughout her body, as she did not have the rash before she started work on 12-20-2015. She stated she reported her rash believed to be due to the stress associated with the training from Mr. Liu. The claimant stated her supervisor, Ms. Celio, completed a Workers’ Compensation Investigation Report on the same day of the loss regarding her statements, as she completed and signed an incident report. The claimant said she left work after she was authorized to receive medical treatment at the company’s pre-designated medical clinic on 12-20-2015 at Family Medical Center in Chino, CA. Claimant Rouse stated she drove herself to the Family Medical Center, but the medical center was closed. Claimant Rouse then traveled to the Chino Valley Medical Center Emergency Room where she waited approximately two hours to be seen by an emergency room physician. Claimant Rouse got hungry and therefore, walked out of the emergency room without receiving medical treatment. She subsequently self-medicated using Benadryl after she arrived at her home. Claimant Rouse went to see her personal doctor at Vista Medical Group in Chino, CA and received treatment at a later date which she could not recall. She did not receive antibiotics or medication. Rather, her doctor referred her for psychiatric help for her “anxiety.” Claimant Rouse did not miss any days of work and did not take any excessive time off from work due to her alleged injury. She did not receive any doctor excuse work slips for time off from work and her physician did not place her under any psychiatric or medical care.
The merit system standards case is based on Congressman Wally Herger’s comments regarding the United States Department of Agriculture’s (USDA) civil rights program (Reeves, 2006). In an attempt to persuade the House of Representatives that change was necessary, Herger quoted several United States Forest Service job announcements that included language such as “only unqualified applicants may apply” and “only applicants who do not meet Office of Personnel Management (OPM) qualification requirements will be considered” (Reeves, 2006). The This case study analysis will focus on the Forest Service’s unfair practice of actively recruiting and hiring unqualified applicants, the reasons for discontinuing this practice, and the increase in Equal Employment Opportunity Commission (EEOC) complaints due to this practice and suggestions for increasing diversity without compromising the merit system (Reeves, 2006).
Maetta Vance was picked on by some coworkers, and eventually, one of them got a position acting like a supervisor, while she was working for the Ball State University Banquet and Catering Division of University Dining. These coworkers were Saundra Davis and Connie McVicker. Vance and one of her co-workers, Saundra Davis, had some oral argument that ended with Davis’s slapping Vance in the head (Cornell University Law). Vance’s matter with Connie McVicker was that “Vance was told that co-worker Connie McVicker had bragged about McVicker’s family ties to the Ku Klux Klan and referred to Vance using a racial slur” (Cornell University Law). Davis complained the Ball State University about both co-workers. But, the Ball State University did not solve the problems, and did not fire Davis and/or McVicker that the university gave a written warning to McVicker and formally warned Davis, too (Cornell University Law). Then, Vance sued the Ball State University at the district court, but The district court did not satisfy Vance’s desires about the court outcomes that the university was not able to “be liable for Davis’s actions as a supervisor under Title VII because Davis did not have the power to hire, fire, demote, promote, transfer, or disciple Vance” (Cornell University Law).
An attending physician statement completed by Ann Nichols, LMFT, dated 06/23/2017, indicated that the claimant was unable to perform her work duties due to panic attacks, chest pain, and difficulty breathing. She was diagnosed with major depressive disorder and adjustment disorder with severe anxiety. She was relieved of work duties from 05/12/2017 - 08/12/2017.
Some symptoms of an allergic reaction to latex are the following: red skin; itchy rashes; hives; wel...
Other lesions, such as eczema, body lice, insect bites, fungal infections, poison ivy, and various forms of dermatitis can make a person susceptible to this infection.... ... middle of paper ... ... The New York Times.
On 09/28/2016, I spoke with Carol Budai in the District II Lobby of the Pasco Sheriff`s Office.
After the change in supervisors, Smith’s previous five occurrences from Reed were supposed to be removed, but they were not. Rather, Knutson continued to give Smith occurrences that were added to Reed’s. Knutson gave Smith one-half occurrence marks for being less than an hour tardy on November 26, 2012, December 21, 2012, December 26, 2012, January 8, 2013, January 14, 2013, and January 22, 2013. Knutson gave Smith two occurrences for not being at work on April 29, 2013, and July 3, 2013. After July 3, 2013, Smith had accrued nine occurrences. Smith was subjected to multiple Corrective Action Conferences and a Performance Improvement Plan for those incidents. Smith’s disciplinary issues prevented her from getting a
This issue does not have any resolutions or a solution. You could consider taking the advice of an immigration lawyer but you will be putting yourself under the scrutiny of the INS
...d and will be published in JSciMed Central, one of the International peer reviewed dermatologic journals.
This is an area where Southwest Airlines needs to focus more of their attention. Currently, Southwest Airlines, is approximately 85% unionized and the airline is trying to negotiate seven contracts concurrently. The ramp, operations and cargo unions have been working without a contract since 2011. The pilots and mechanics have not had a contract since 2012 and the flight attendants contract expired in 2013 (Leff, 2015). In a statement made by the president of Southwest Airlines’ Pilots Association, union representatives must do something while ongoing poor decisions are being made by management that are affecting our airlines passengers (Schlangenstein, 2016). Additionally, the union is also demanding the removal of CEO Gary
Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
Conflict exists in every organization as a result of incompatible needs, goals, and objectives of two people while aligning to the overall business requirements. Though disagreement is linked with negative impact, the approach has healthy considerations (Leung, 2008). For instance, some conflicts create an avenue for the exchange of ideas and creativity to meet the set organizational purposes. However, damaging disagreement in organizations results in employee dissatisfaction, turnover, and poor services and reduced productivity. The paper establishes different types of interpersonal conflict and key resolution strategies used to address the problem. Human resource managers need to have the capacity to identify different levels of conflicts and the best methods to negate them.
The relationship between employer and employees plays a pivotal role in the performance of the organization. Employers and employees have certain responsibilities towards each other which facilitate a fair and productive workplace. Positive work relationships create a cooperative climate with effort towards the same goals. Conflict, on the other hand, is likely to divert attention away from organizational performance.
How difficult (or easy) is it for an employer to prevent an employee working for others (or themselves), both during the employment and after it has ended? Refer to relevant cases and legislation.