...Work 30 (2008) 311–316 IOS Press 311 Disclosure of mental health Kathy Hatchard∗ Hatchard Rehabilitation, Penticton, British Columbia, Canada Abstract. As today’s workplaces strive toward a climate of inclusiveness for persons with disabilities, much work remains for employers in developing a process to achieve this ideal. While survivors of mental illness are encouraged to disclose related concerns to their employer, such sharing of personal information remains daunting. Similarly, employers attempting to assist the process are often awed by the extent of collaborations involved in integrating employees with mental health issues back to work as well as concern about compliance with human rights legislation. Needed accommodations in terms of approach to the work itself are often simple; however substantiating the need for adjustments is more complex. This case study introduces a model to support the development of shared goals and shared understandings for return to work (RTW) among workers with mental health concerns, employers, co-workers and therapists. The model of occupational competence is used as a basis to guide dialogue, identify challenges and generate solutions that take into consideration a worker’s preferences, sensitivities, culture and capacities in relationship to the occupational demands in a given workplace environment. A case study is used to demonstrate the potential utility of the model in assisting stakeholders to strengthen collaborations and...
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...Diversity In Organizations: Disability. Disability can be descibed as a person who has a physical or mental condition that limits their movements, senses, or activities. We use the terms 'mental' and 'physical' to describe disabilities. This definition is very broad though, and we will look at how organizations integrate people affected by disabilities in their organizations. In Ireland, The Disability Act 2005, aimed to persuade public and private compnaies to be proactive about employing people with disabilities within their organizations. In Taiwan, The People With Disabilities Rights Protection Act 2007, staetes that disabled people must comprise at least 1% of the work force at private organizations, and at least 3% of government offices over a certain size (67 employees), including public schools and state-owned enterprises. In The U.S., the Americans With Disabilities Act ADA, was introduced in 1990. The ADA immediately led to a surge in the amount of people classified as disabled joining the workforce. The ADA states that employers must mate 'reasonable accommodations' to their working environments for people with disabilities. It can be hard to measure the the relationship between disability and employment because the definiton of disabled is so broad. Just think of certain neurological disorders that are impossible to notice at a glance, like depression, addiction, or other personality disorders. The Equal Employment Commission in the US uses 'physical or mental...
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...lansford@psu.edu Office Hours: Fridays 1:30 pm – 4:30 pm, and by appointment TA: Chase Livengood Office: 305A Business Building E-mail: ctl5040@psu.edu Office Hours: Wednesdays 12:15 pm – 3:15 pm I. Course Objectives This course emphasizes the use of accounting information for internal purposes, as opposed to the external disclosure focus of the financial accounting courses. We cover the vocabulary and mechanics of cost accounting and the design of management accounting systems for planning and controlling operations, and for motivating personnel. The course integrates accounting with ideas from data analysis, decision analysis, finance, microeconomics, and operations management. The themes stressed throughout the course are: the notion that information is costly; the circumstances that necessitate cost allocation, and the idea that different costs and different allocation schemes apply for different purposes; and the fundamentals of incentive and compensation plans. Among the topics covered are cost behavior, cost-volume analysis, relevant costs, and the use of cost information for decision-making. II. Course Materials Required Text: “Cost Accounting: A Managerial Emphasis” by Horngren, Datar, and Rajan, 14th edition (2012), published by Prentice Hall. Note: you do not need to purchase the version of the text that is bundled with the My Accounting Lab website license Various course materials...
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...Semester: Fall 2014 August 27, 2014 – December 17, 2014 Course: ACCT 307 Intermediate Accounting I Credits: (3) Credit Hours Prerequisites: ACCT 206 Location: Woodhaven, Room 4 Days/Times T/TH (8:00am–9:30am) Instructor: Stephen B. Bates MBA, CPA, CGMA Office: Aquinas Hall, Rm. 17 Office Hours: T (1:30-4:30 p.m.)NE / TH (1:00-2:30 p.m.)WH Telephone: (267) 341-3522 E-mail: sbates@holyfamily.edu Catalog Course Description Preparation and interpretation of complex accounting statements, in particular assets using contemporary reporting techniques. Study of financial statements as well as in-depth analysis of the individual components of statements, with specific emphasis on current FASB statements and International Financial Reporting Standards. Students will utilize computerized spreadsheets to solve problems. Required Textbook Kieso, Weygandt, Warfield. INTERMEDIATE ACCOUNTING 15th Edition, 2013. John Wiley & Sons, Inc. Hoboken, N.J. ISBN – 978-1-118-14729-0 Other Required Resources Students will be required to access portions of selected financial statements of publicly held corporations via the internet. Additionally, three financial statements, Tootsie Roll, Hershey, and DuPont will be handed out. These statements will be used for reference throughout the course. Course Goals (Student Learning Outcomes) At the...
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...MEMORANDUM TO: Chief Executive Officer FROM: Financial Controller DATE: January 29, 2015 SUBJECT: Required Reporting for Pensions and Other Postretirement Plans Several issues have to be considered in the wake of the firm’s recent acquisition of a new company. First, the acquired company has two different pension plans whose reporting requirements are unfamiliar to the firm. Second, the acquired company has two segments that do not fit the firm’s requirements, and should be targeted for closure. This memo describes the reporting requirements of pension plans, namely, defined contribution plans, defined benefit plans and Other Postretirement Plans or OPEBs. In addition, this memo describes how to close an unwanted segment. A defined contribution plan sets forth a certain amount that the employer is to contribute to the plan each period. In the other hand, defined benefit plans specify the amount of pension to be paid out to plan recipients in the future (Cathey, Clark & Schroeder, 2011). The fixed monthly income to be paid to the employee is calculated using a pre-determined formula that usually takes into account the employee’s years of service, annual salary, and in some instances, age (Ruppel, 2010). Both pension plans guarantee the employee will receive monetary compensations, either directly or indirectly, from the employer at retirement. The financial reporting of defined contribution plans is straightforward. The employer only records...
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...Induction Pack Induction Pack f Table of Contents WELCOME LETTER 1 INDUCTION FORM 1 POLICY SUMMARY 1 PERSONAL DETAILS FORM 1 EMPLOYMENT MEDICAL QUESTIONNAIRE 1 EQUAL OPPORTUNITIES MONITORING FORM 1 ADDITIONAL EMPLOYMENT DISCLOSURE FORM 1 WELCOME LETTER Dear <employee>, Welcome to HJH Retail Please find enclosed an induction pack containing the following documents: - * Induction Form * Personal Details Form * Medical Questionnaire * Additional Employment Disclosure (if relevant) You will also have been provided with the following documents: - * Terms and Conditions of Employment * Job Description Please read the documents carefully and complete and sign where appropriate. When complete, please return to your manager. May I take this opportunity to welcome you to our organisation and trust you will enjoy your time working here. Yours sincerely Joanne Head of Personnel & HR INDUCTION FORM Name: ………………………………………...……. Job title: …………………………………………………… Employee number: ………………….…..….. Department: …………………………………………….. Location: …………………………………….…… Date of appointment: ……………………..………… Manager: ……………………………………....…. Activity | Inducted by | Date | Comments | Introduction to the company | Who’s who in the organisation | | | | History | | | | Products/services/markets | | | | Future plans and developments | | | | Terms and conditions of employment | Personnel documentation...
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...Statement of Advice Prepared for Mr Brian and Leanne Prepared 21 August 2013 Prepared by Michelle Tee, MFP Senior Financial Planner Authorised Representative Number 123456 Level 1, 123 Camordy Road St lucia, QLD 4067 Phone: 07 2345 2345 michelle@insfunds.com.au Authorised Representatives of XYZ Financial Planning Pty Ltd ABN 12 222 222 222 AFS Licence Number 222222 GPO Box 2222 Brisbane QLD 1234 Scope of Advice Thank you for discussing your financial planning problems with me. My aim is to help you to achieve your objectives and ensuring that your lifestyle is maintained. You have requested our advice to the following areas which you stated are important: You want to know your insurance needs so that you are able to meet financial obligations in case of any serious accident or illness. It is important you understand that all advice is scaled – only you can limit the scope of our advice. Please note that I have limited my recommendations, thus please consider my advices towards your financial goals and objectives. It is important you understand that all advice is scaled - that is, all advice is limited to some extent. Please note that my following recommendations are based on the information you have provided me and only relate to the areas above. This advice does not take into account all of your personal situations. Since you did not provide sufficient details of your current cash flow position in order for reviewing your financial...
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...events, and test them in the HRIS. | * Establish procedures that meet all legal requirements, as well as the objectives of the organisation. | * Prepare and develop policies and procedures for use in the event of either voluntary or involuntary redundancies, retirement, resignation and other types of departures. | * Develop redeployment procedures that take into account the situation, performance and personal qualifications of employees affected. | * Allow enough time for employees to make appropriate decisions about separation/termination events that affect them. | * Protect confidentiality and ensure respect for individuals involved. | 2) What are some questions you could ask when doing a training needs analysis that would clarify whether staff were appropriately skilled to manage disciplinary action? * For what purpose is the research being done and what does the...
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...a A Career in the Inspectorate Trainee Inspector The Society's Inspectorate employs approximately 530 uniformed Field Officers throughout England and Wales. The Inspectorate offers a worthwhile and rewarding career to the right person. All communications should be addressed to: Chief Superintendent Training RSPCA Wilberforce Way Southwater West Sussex RH13 9RS. The number of personnel recruited will vary in accordance with local inspectorate requirements. Candidates must fulfil the following requirements: 1. Must have 5 GCSE’s - Grade C or above or the equivalent to include English and Maths. 2. Unless you have applied for a vacancy within a specified location, by completing the application form you are accepting that you are able to relocate anywhere within England or Wales at the Society’s discretion. 3. Must hold a full, current, UK licence to drive a car with a manual gearbox 4. Must be able to swim 50 metres fully clothed within 2.5 minutes. 5. Must possess proven interpersonal skills. 6. Must have animal handling experience. 7. Must possess good administrative skills. 8. Must be prepared to work unsociable hours including some evenings, weekends and Bank Holidays Further considerations:The practical aspects of the work require the lifting, carrying and moving of equipment and animals. You should consider that dogs, for example, may weigh 30-40 kg, and sheep more than 70kg. You will find yourself subjected to intermittent, highly physical activity. On occasion, the position...
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...Executive Summary This paper is about the concepts behind and an analysis of an employment contract between Sam Marafioti and the Sunnybrook Health Sciences Center. The goal of this paper is to better understand contract law and the legal, ethical and contractual issues that can arise when dealing with an employment contract. The paper begins by explaining the objective of the paper and the used in order to complete the objective. The methodology used is a five step process beginning with the clauses within the contract being defined. This creates an easier reference for a reader without any legal background. The clauses are stated in an easily understandable format in order to better understand the agreement used in the analysis. This precedes the section where all legal concepts within the contract are defined. The legal concepts are used in order to better understand the meaning of the contract. They explain both the what, and the why each clauses exists and how they interact with the signer. The ethical issues within the contract are then showcased. The law is considered the minimum standard of ethics and as such there can be ethical issues for the signer. The process of termination is then analysed to better understand how the clauses within the contract work in a real scenario and can prepare the reader for their own employment termination. Finally, my personal recommendations regarding legal issues and lessons learned are displayed. This section shows how the...
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...following information summarizes Danle’s exposure to the two asbestos claims over the past three years. The amount of damages sought in the complaints is considered material to Danle’s financial statements for each period presented. Fiscal Year 2008 In November 2008, Danle was served a complaint in the U.S. District Court alleging that 50 mechanics suffered severe illnesses that led to death or disability as a result of exposure to asbestos from parts manufactured by Danle. The case was brought against Danle as a class-action lawsuit seeking damages totaling approximately $100 million. Danle did not believe the asbestos used in the manufacturing of the brake shoes and gaskets led to the mechanics’ illnesses and immediately retained external legal counsel to vigorously defend the claim made against Danle in this complaint. Since this legal matter was in its early stages of discovery and development, Danle determined that (1) the risk of potential loss at that time was remote and (2) no amount of potential damages could be reasonably estimated. Therefore, Danle made no disclosure of the legal matter in its Form 10-K for the year ended December 31, 2008. Fiscal Year 2009 In October 2009, Danle was served a second complaint alleging that an additional 100 mechanics suffered severe illnesses because of exposure to...
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...The following information summarizes Danle’s exposure to the two asbestos claims over the past three years. The amount of damages sought in the complaints is considered material to Danle’s financial statements for each period presented. Fiscal Year 2008 In November 2008, Danle was served a complaint in the U.S. District Court alleging that 50 mechanics suffered severe illnesses that led to death or disability as a result of exposure to asbestos from parts manufactured by Danle. The case was brought against Danle as a class-action lawsuit seeking damages totaling approximately $100 million. Danle did not believe the asbestos used in the manufacturing of the brake shoes and gaskets led to the mechanics’ illnesses and immediately retained external legal counsel to vigorously defend the claim made against Danle in this complaint. Since this legal matter was in its early stages of discovery and development, Danle determined that (1) the risk of potential loss at that time was remote and (2) no amount of potential damages could be reasonably estimated. Therefore, Danle made no disclosure of the legal matter in its Form 10-K for the year ended December 31, 2008. Fiscal Year 2009 In October 2009, Danle was served a second complaint alleging that an additional 100 mechanics suffered severe illnesses because of exposure to asbestos from Danle’s...
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...MFRS 119 Employee Benefits MFRS 119 define employee benefits as to prescribe the accounting and disclosure by employers for employee benefits. Thus, it replaces MASB Approved Accounting Standard IAS 19 Accounting for Retirement Benefits in the Financial Statements of Employees. The major changes from old IAS 19 are set out in the Basis for Conclusions. The Standard does not deal with reporting by employee benefit plans (see FRS 126 Accounting and Reporting by Retirement Benefit Plans ). From MFRS 119, there are four categories of employee benefits to be identified which are: (a) short-term employee benefits, such as wages, salaries and social security contributions, paid annual leave and paid sick leave, profit-sharing and bonuses (if payable within twelve months of the end of the period) and non-monetary benefits (such as medical care, housing, cars and free or subsidised goods or services) for current employees; (b) post-employment benefits such as pensions, other retirement benefits, post-employment life insurance and post-employment medical care; (c) other long-term employee benefits, including long-service leave or sabbatical leave, jubilee or other long-service benefits, long-term disability benefits and, if they are payable twelve months or more after the end of the period, profit-sharing, bonuses and deferred compensation; and (d) termination benefits. 3.1 Accounting Policy Used on MFRS 119 Employee Benefits for AZRB AZRB act or implement the employee benefits...
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...Commerce 4AF3 Accounting Theory Winter 2014 Course Outline Accounting and Financial Management Services DeGroote School of Business McMaster University Course Objectives This course is designed to give an overview of topics relevant to current accounting theory, research, standard setting and practice through relevant readings and by detailed examination of various accounting models. Instructor and Contact Information Name: HT Hao E-mail: haohorn@mcmaster.ca Office: DSB323 Office Hours: Wednesday 11:30-12:20, Friday10:30-11:20 and by appointment. Tel: (905) 525-9140 Ext: 23984 Class Time and Location: C02 Friday 11:30-14:20 @BSB/138 C03 Wednesday 8:30-11:20 @KTH/B105 |Course Website: |http://avenue.mcmaster.ca/ | Course Elements |Credit Value: |3 |Leadership: |Yes |Global View: |Yes |IT Skill: |No | |Avenue: |Yes |Numeracy: |Yes |Written Skill: |Yes |Ethics: |Yes | |Participation: |Yes |Innovation: |Yes |Group Work: |Yes |Oral Skill: |Yes | |Evidence-Based: |Yes |Experiential: |No |Final Exam: |Yes |Guest Speaker: |No | | ...
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...veteran candidates for employment. Additionally, organizations fail to successfully acclimate and socialize new veteran employees (who do or may suffer from PTSD) into the organization’s culture. Such failures can lead veteran employees to quit their job. Together, the deficient hiring and employment practices displayed towards former service members have significant ethical implications that serve as the catalyst for high unemployment rates for the veteran population. To minimize these implications and to improve veteran employment opportunities, organizations’ human resources (HR) departments must develop and incorporate new approaches to hiring and employing veterans who do or may suffer from PTSD. Keywords: PTSD, invisible disability, human resources, implicit bias Post-Traumatic Stress Disorder: Unethical Business Practices and their Influence on Veteran Unemployment Since the onset of World War II, United States military veterans have been plagued by high unemployment rates. Prima facie, many may assume that such high rates seem counterintuitive, considering the wide variety of skills and capabilities military veterans have attained during their time in the...
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