...Introduction: The first Part of this paper will review the literature to define Classification. Briefly Discuss DSM IV and ICD 10 and list the main categories of clinical disorders. The paper will discuss the main dangers of classification identified as labelling and Stigma which have lifelong implications for those diagnosed with a mental illness. The main advantages of classification such as most appropriate treatment and community education Definition of the Classification system used to Diagnosis Mental illness. As Social workers it important to try and grasp the concepts of how classification of mental illness is arrived at and to have a basic knowledge of the types of mental disorders people can be classified as having so we can understand the basis of a diagnosis. According Mendelson (2001) “Classification refers to ordering of objects into groups on the basis of their relationship. The result is a classificatory system. Nomenclature related to agreed names that have been assigned to disease or syndromes. Taxonomy covers principles and methods underlying the practice of classification. Finally, nosology denotes the conceptual system that supports the strategy of classifying.” ( Mendelson 2001 p. 63) Golightley (2004) text states that classification is an important step towards the diagnosis of a mental disorder. Mental disorder is broken down into various classifications that represent groups or syndromes of symptoms. Thus if a series of symptoms fits into...
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...this in several ways, via their family, through a job, or investment. Investing in the United States with respect to obtaining a green card is what the EB-5 visa program is all about. This paper will conclude whether the EB-5 program works or not. Permanent worker-based emigration into the United States is sectioned into 5 preference categories (“Permanent Workers,” n.d.). The first classification is labeled EB-1. This category is reserved for those who have extraordinary abilities in the sciences, arts, education,...
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...of her responses based on the labor side of the talks. She does not play any role in personnel administration, but as a union leader, they mentor consistency of hiring process especially when its the job falls under bargaining classification. Elm City Communities it an unionized organization member of the American Federation of State, County and Municipal Employees (AFSCME) one of the largest trade union of public employees in the United States. They are part of Council 4 local 713 Clerical and Maintenance, local 818 Supervisory. The Labor contracts handled by Staff Representative for Council 4, union representatives, a labor counsel, Director of Administration, Chief Finance Officer, and Executive Director. As in any other unions negotiation process, there are significant concerns to agree upon during the negotiation. Perhaps, the...
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...to hatred against other groups. Gender This discrimination often occurs in everyday life and in the life of a career. But gradually this type of discrimination begin to be overcome with time. Physical and Spiritual Health Each work is needed healthy workers both physical and spiritual. But if the job does require a person with a disability? A lot of office work can actually be done by workers who have disabilities such as limb defects. By reading these terms, for people who have a physical disability, he felt eliminated and it seems there is no place to work for people who have physical disabilities. Terms of the sexes Since we take values of equality between men and women, should no longer exist job discrimination between men and women. Do women are not worthy of holding the position of manager or become a driver of heavy vehicles? In Singapore, many women who became a taxi driver. Requires a certain age. The goal of course the company wants to get the best workers for them. But if the young age of 25 years should not be served as General Manager? Almost all companies require power production operators maximum age is 25 years. How the fate of the many operators who have passed the age of 25 years? How well the fate of workers over 40 years? A less advanced country like Singapore, for example,...
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...Issue in the case Ronald Petrie was laid off from the company on March 20, 1997 and from the beginning of May that year, the remaining employees of the Glass department were made to work over-time and at the same time; a few other employees from different departments were transferred to the Glass department. The Union’s contention is that the management was wrong in not making a recall for Petrie when it realized in the beginning of May that there can be an opening for a job in the Glass department, while the management argues that it is their right to decide whether the opening was required or not. The issue in the case is whether the management has violated the labor agreement by discharging Petrie and then putting other Glass department workers on overtime and transferring people from other classifications to this department, and not considering making a recall to Petrie for this duration of time. Union’s position The union’s position can be described as follows: (1) the labor agreement clearly tells that if employees are laid-off from work as a result of reduction in workforce, and an opening occurs in the classification they were working for, then they will be recalled to that classification in order of seniority provided the concerned employee is physically able to return to work and perform in a satisfactory manner, (2) looking at the overtime and temporary transfer hours worked for the Glass department, it becomes clear that there was a an opening in the glass room...
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...Discrimination Religion, national origin, race, and social status are the suspect classifications of discrimination, but are these the only categories that should not be discriminated against? People today are searching for equal rights and opportunities. No one should be suffering from any type of discrimination, but they are. Discrimination is an unfair treatment of a person or group based on prejudice, therefore sex, disability, and age should be included in the suspect classifications of discrimination (“Discrimination”). Sex discrimination is the differential treatment based on sex (“Answer”). Traditionally in American culture higher value has been given to males, this is why sex discrimination is commonly found in the work place among women. Focus in a workplace where sex discrimination is prevalent; the choices are not made based on the ability of the person, but their gender. The reason why sex is a big issue for women in the workplace is because women are looked at as part of the household committee instead of in the economical world. Women are not seen as capable entities, but solely as “baby-makers”. This method of conducting business has deterred many women that are far more capable than the men who were given the job. Sex discrimination in the employment world is not a new issue, but one that stems from the past. The Fair Labor Standard Act of 1938 established a minimum wage for both men and women providing equality (“Answer”). Even though this act was passed...
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...Mark Cheng 1. What are suspect classifications and what is meant by strict scrutiny? The suspect classifications most frequently at issue are racial classifications. Traditionally, race and national origin were the only suspect classifications. For a time, however, it appeared that alienage would be viewed as a suspect classification as well, and classifications based on alienage would therefore be subjected to the strict scrutiny standard of review. However, such extensive exceptions have been made to the use of strict scrutiny in cases involving laws which discriminate based on alienage that it too has essentially been relegated to the realm of intermediate scrutiny (with laws that discriminate on the basis of gender). So far, no classifications other than those based on race and national origin have been squarely labeled “suspect” by the Supreme Court, but it is important to know that the door is open. It is also important to note that while no other types of classifications have been deemed “suspect,” the same strict scrutiny standard applied to these classifications is also applied to laws which burden fundamental rights regardless of who is burdened or whether a suspect classification is used. In order to apply the strict scrutiny standard based on the use of a racial classification, the classification must be (1) purposeful, and (2) invidious. We will address each in turn. For a court to apply strict scrutiny, the legislature must either have significantly abridged...
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...Week 4 Assignment 1/29/2012 Case Study: A Laid-off Glass Worker Issue in the case Ronald Petrie was laid off from the company on March 20, 1997 and from the beginning of May that year, the remaining employees of the Glass department were made to work over-time and at the same time; a few other employees from different departments were transferred to the Glass department. The Union’s contention is that the management was wrong in not making a recall for Petrie when it realized in the beginning of May that there can be an opening for a job in the Glass department, while the management argues that it is their right to decide whether the opening was required or not. The issue in the case is whether the management has violated the labor agreement by discharging Petrie and then putting other Glass department workers on overtime and transferring people from other classifications to this department, and not considering making a recall to Petrie for this duration of time. Union’s position The union’s position can be described as follows: (1) the labor agreement clearly tells that if employees are laid-off from work as a result of reduction in workforce, and an opening occurs in the classification they were working for, then they will be recalled to that classification in order of seniority provided the concerned employee is physically able to return to work and perform in a satisfactory manner, (2) looking at the overtime and temporary transfer hours worked for the Glass department...
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...analysis 4 World War I and II 4-6 Training and development 6-7 Total Quality Management (TQM) 7-8 Conclusion 8 References .............................................................................................................................................9 Introduction The purpose of this essay is to consider the work of Audrey Collin in British perspectives compared to the international perspectives. Secondly to identify human resource issue and look at in British point of view. The studies of HRM by Collins provide us a colourful findings and rich competing theoretical outlook. HRM run through all human resource processes such as recruitment, selection, and performance evaluation as well as formal human resource policies, which direct and to some extent hamper the progress of specific practices; and over arching human resource thought, which state the principles that inform an organization's policies and practices. Ideally, these embrace a system that exert a pull on, develops, motivates, and maintain workers who guarantee the effective operation and survival of the business and its component. To be on familiar terms with HRM in context we must think about how these elements of HRM are affected by the internal and external environments of organizations. The internal organizational contextual factors are company strategy, technology, organizational structure, organizational life cycle phase, and size of the company. The external contextual factors are legal,...
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...Case Study: A Laid-off Glass Worker Issue in the case Ronald Petrie was laid off from the company on March 20, 1997 and from the beginning of May that year, the remaining employees of the Glass department were made to work over-time and at the same time; a few other employees from different departments were transferred to the Glass department. The Union’s contention is that the management was wrong in not making a recall for Petrie when it realized in the beginning of May that there can be an opening for a job in the Glass department, while the management argues that it is their right to decide whether the opening was required or not. The issue in the case is whether the management has violated the labour agreement by discharging Petrie and then putting other Glass department workers on overtime and transferring people from other classifications to this department, and not considering making a recall to Petrie for this duration of time. Union’s position The union’s position can be described as follows: (i) the labour agreement clearly tells that if employees are laid-off from work as a result of reduction in workforce, and an opening occurs in the classification they were working for, then they will be recalled to that classification in order of seniority provided the concerned employee is physically able to return to work and perform in a satisfactory manner, (ii) looking at the overtime and temporary transfer...
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...Economics Review List and describe the classification of economic systems based on allocation mechanisms * Traditional economy- you do what your parents do * ex: India in a way because of the caste system * Market economy- based on supply and demand, prices * Command economy- based on the government * Markets need homogenous goods, no barriers to entry or exit, perfect information and many buyers and sellers problem is that this is not the case, markets are not perfect List and describe the classification of economic systems based on forms of ownership * Capitalism- people privately own inputs (land, labor, capital) and will use them in their best interests more production more goods and services * Socialism- deals with ownership instead of allocation, distribution based on how much you work, etc., want to be more equal but isn’t efficient because government doesn’t work in same interest as private List and describe the classification of economic systems based on income redistribution and safety nets * Free markets * Maximum criterion- society equalizes everyone’s income, reciprocity- don’t know what will happen tomorrow * Pure communism- government distributes/allocates goods and services * Social safety nets (social market economies)- Germany-very large percent of income goes to taxes free healthcare with good quality * socialism- ownership of goods and services, communism—how goods and services are distributed List...
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...company in Echo, South Dakota. The Union filed an appeal with the NLRB requesting authorization as the private bargaining representative of Acoustical manufacture and maintenance workers On December 20. As the election came near, the key issue became the salaries and benefits obtained by the non-union workers at the Echo organization set against those received by unionized personnel at a Bronx, New York, business owned by the Acoustical Enterprise. The Board has petition a cross-application for implementation of its charge. Learning that the Board abused its freedom of choice in confirm the Union as the private bargaining spokesperson of Acoustic personnel’s. The Employer acknowledges refusing to bargain but argued that the Union had been incorrectly certified, and therefore no legal duty to bargain could be imposed (Holley, 2010). Explain the captive audience, 24-hour rule. Captive-audience policy applies to a legal rule prohibiting an individual from making intrusive language. This is identified as the captive-audience law. The rule is recognized under constitutional law and labor law. With the labor law, it veto’s a party to a union vote from speaking on company time to a form assembly of workers inside 24 hours of an election. A status quo in which, a company gives speeches that inhibit workers from joining a union; or in some way anti-union. These speeches perhaps may be given to personnel’s on company time and company establishment and only on the condition that it’s...
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...1.0 Introduction Although the procedure for obtaining union recognition is lengthy, the law recognises the rights of most workers to form and join the trade unions. The 1959 Trade Unions Act and the 1967 Industrial Relations Act (IRA), as well as other amendments place extensive restrictions on freedom on association. The ILO committee of freedom of association (CFA) has found that many provisions of the Trade Unions Act violates the principles of freedom of association, and no such actions has been taken in order to amend these laws. Some other laws, not directly related to labour issues also place restrictions on freedom on association. For example, The Malaysian Penal code requires police permission for public gatherings of more than five people. 1.1 Restrictions on Union Formation, and de-registration of unions : The Director General of Trade unions (DGTU) has the power to supervise and inspect trade unions, and can refuse to register a trade union, without giving any valid reason for the refusal. The director general also has the power to withdraw any unions which do not register, or whose registration has been denied or withdrawn or are considered as illegal organizations. The Minister of Human Resources may also suspend a trade union for up to six months in the interests of national security or public order. 1.2 Banned from organising: The industrial unions are prohibited from organising employees in managerial and executive positions, or those involved...
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...that the most important party has been forgotten, that is the child. Much has changed through the years with regards to assessments, classifications, severities and age grouping. Human Service workers cannot advocate enough on behalf of children. The problem lies on there not being enough advocating for children who really are presumed as not having a voice. Children are the future and it is amazing how little there seems to be done to get help to those in need. This writer believes that the assessment and classification process needs more advocating for change. The assessment and or consultation process is in this writer’s opinion very generic. Questions are asked about certain situations, children are asked to speak in formed sentences and to point at items. The problem with this assessment can arise when the child has certain words engraved for day-to-day activities but might be struggling with basic vocabulary. Some children are good at mimicking and that can be confused for knowledge. The issues and problems carry on. Every child is different and has different struggles; this assessment should be tailored accordingly. A possibly plan to meet this challenge would be to conduct a study with children and create different versions of assessments. Just as there are different levels to severities there should be different approaches to the issue. Special circumstances should also be taking into consideration, for example the child’s mood and parent’s input. This writer also believes...
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...MEMORANDUM FROM: Group Members TO: Owners, Summer Place, Inc. DATE: May 26, 2015 RE: Information, Findings and Conclusions on Business and Legal Problems I. Decision Situation, Concern, and Purpose Summer Place wants to expand Diamond Design and Construction, Inc. (Diamond). It is considering a five-year expansion plan in County A located in eastern North Carolina. This expansion would support increased profits and business growth objectives. County A has enacted utility surcharge ordinance to increase economic develop, to recruit professional and skilled workers and to further growth of existing business organizations in the county. The utility surcharge ordinance requires that businesses with 33 or less full time employees and annual revenues of less than five million to pay $1,000.00 annually per employee for their impact on utility and other public services. If businesses do not comply with this ordinance, their utilities will be terminated 30 days after failure to pay the surcharge. Diamond would have to comply with the utility surcharge on all of its full time employees until its fourth year of expansion. Diamond must decide the impact of the utility surcharge on its five-year strategic plan and current business operations. The Memorandum provides legal findings and conclusions and recommends how Diamond should respond to the enactment of County A’s utility surcharge ordinance in conjunction with its five-year strategic, expansion plan...
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