Science.gov

Sample records for alleging employee human

  1. 49 CFR 225.12 - Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement..., AND INVESTIGATIONS § 225.12 Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement. (a) Rail...

  2. 49 CFR 225.12 - Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement..., AND INVESTIGATIONS § 225.12 Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement. (a) Rail...

  3. 49 CFR 225.12 - Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 4 2010-10-01 2010-10-01 false Rail Equipment Accident/Incident Reports alleging employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement. 225.12 Section 225.12 Transportation Other Regulations Relating to Transportation (Continued) FEDERAL RAILROAD ADMINISTRATION, DEPARTMENT...

  4. 28 CFR 0.29c - Reporting allegations of employee misconduct.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... Investigation Office of Professional Responsibility (FBI-OPR). Evidence and non-frivolous allegations of serious misconduct by employees of the Federal Bureau of Investigation (FBI) shall be reported by the OIG to the...

  5. 28 CFR 0.29c - Reporting allegations of employee misconduct.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... Investigation Office of Professional Responsibility (FBI-OPR). Evidence and non-frivolous allegations of serious misconduct by employees of the Federal Bureau of Investigation (FBI) shall be reported by the OIG to the...

  6. 28 CFR 0.29c - Reporting allegations of employee misconduct.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Investigation Office of Professional Responsibility (FBI-OPR). Evidence and non-frivolous allegations of serious misconduct by employees of the Federal Bureau of Investigation (FBI) shall be reported by the OIG to the...

  7. 28 CFR 0.29c - Reporting allegations of employee misconduct.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Investigation Office of Professional Responsibility (FBI-OPR). Evidence and non-frivolous allegations of serious misconduct by employees of the Federal Bureau of Investigation (FBI) shall be reported by the OIG to the...

  8. 28 CFR 0.29c - Reporting allegations of employee misconduct.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... Investigation Office of Professional Responsibility (FBI-OPR). Evidence and non-frivolous allegations of serious misconduct by employees of the Federal Bureau of Investigation (FBI) shall be reported by the OIG to the...

  9. Investigating Allegations of Inappropriate Physical Punishment of Students by School Employees.

    ERIC Educational Resources Information Center

    Pearce, Alexis C.

    1992-01-01

    Any complaint against a school employee regarding inappropriate physical punishment should be taken seriously by administrators and pursued vigorously by an investigating attorney. The standards (especially regarding probable cause and obtaining warrants) for investigating such allegations are less stringent than those imposed in criminal…

  10. 25 CFR 900.210 - If the contractor or contractor's employee receives a summons and/or complaint alleging a non...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... summons and/or complaint alleging a non-medical related tort covered by FTCA, what should an Indian tribe... Provisions Non-Medical Related Claims § 900.210 If the contractor or contractor's employee receives a summons and/or complaint alleging a non-medical related tort covered by FTCA, what should an Indian tribe...

  11. 25 CFR 900.210 - If the contractor or contractor's employee receives a summons and/or complaint alleging a non...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... summons and/or complaint alleging a non-medical related tort covered by FTCA, what should an Indian tribe... Provisions Non-Medical Related Claims § 900.210 If the contractor or contractor's employee receives a summons and/or complaint alleging a non-medical related tort covered by FTCA, what should an Indian tribe...

  12. Do human figure diagrams help alleged victims of sexual abuse provide elaborate and clear accounts of physical contact with alleged perpetrators?

    PubMed Central

    Teoh, Yee-San; Yang, Pei-Jung; Lamb, Michael E.; Larsson, Anneli S.

    2009-01-01

    The present study examined whether the use of human figure diagrams within a well-structured interview was associated with more elaborate and clearer accounts about physical contact that had occurred in the course of an alleged abuse. The sample included investigative interviews of 88 children ranging from 4 to 13 years of age. Children were interviewed using the NICHD Investigative Interview Protocol, and were then asked a series of questions in association with unclothed gender-neutral outline diagrams of a human body. A new coding scheme was developed to examine the types and clarity of touch-related information. Use of the HFDs was associated with reports of new touches not mentioned before and elaborations regarding the body parts reportedly touched. The HFDs especially helped clarify reports by the oldest rather than the youngest children. The clarity of children’s accounts of touch was also greater when details were sought using recall prompts. PMID:20174591

  13. Managing human resources to improve employee retention.

    PubMed

    Arnold, Edwin

    2005-01-01

    Managers face increased challenges as the demand for health care services increases while the supply of employees with the requisite skills continues to lag. Employee retention will become more important in the effort to service health care needs. Appropriate human resource management strategies and policies implemented effectively can significantly assist managers in dealing with the employee retention challenges ahead.

  14. Human Capital Development Policies: Enhancing Employees Satisfaction

    ERIC Educational Resources Information Center

    Wan, Hooi Lan

    2007-01-01

    Purpose--The aim of this article is to gain insight into some of the human capital development (HCD) policies that enhance employee satisfaction. A salient focus of the study is to assess whether employees in globalised foreign-owned MNCs are likely to be more satisfied with the HCD policies than with the practices employed by locally owned MNCs.…

  15. 28 CFR 0.29b - Reporting allegations of waste, fraud, or abuse.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 1 2014-07-01 2014-07-01 false Reporting allegations of waste, fraud, or... OF JUSTICE 4-Office of the Inspector General § 0.29b Reporting allegations of waste, fraud, or abuse. Employees shall report evidence and non-frivolous allegations of waste, fraud, or abuse relating to...

  16. 28 CFR 0.29b - Reporting allegations of waste, fraud, or abuse.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 1 2013-07-01 2013-07-01 false Reporting allegations of waste, fraud, or... OF JUSTICE 4-Office of the Inspector General § 0.29b Reporting allegations of waste, fraud, or abuse. Employees shall report evidence and non-frivolous allegations of waste, fraud, or abuse relating to...

  17. 28 CFR 0.29b - Reporting allegations of waste, fraud, or abuse.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 28 Judicial Administration 1 2011-07-01 2011-07-01 false Reporting allegations of waste, fraud, or... OF JUSTICE 4-Office of the Inspector General § 0.29b Reporting allegations of waste, fraud, or abuse. Employees shall report evidence and non-frivolous allegations of waste, fraud, or abuse relating to...

  18. 28 CFR 0.29b - Reporting allegations of waste, fraud, or abuse.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 1 2012-07-01 2012-07-01 false Reporting allegations of waste, fraud, or... OF JUSTICE 4-Office of the Inspector General § 0.29b Reporting allegations of waste, fraud, or abuse. Employees shall report evidence and non-frivolous allegations of waste, fraud, or abuse relating to...

  19. The Adult Learning Disabled Employee: The Organization's Hidden Human Resource.

    ERIC Educational Resources Information Center

    Macomber, Janet A.

    This paper describes an experiment with background material designed to promote problem (learning disabled) employees as human resources rather than rejects. The material is presented in the form of the transcript of a fictional advisory committee meeting attended by the human resources manager, assistant corporate counsel, training director, line…

  20. 20 CFR 410.643 - Oral argument and written allegations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Oral argument and written allegations. 410.643 Section 410.643 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL COAL MINE HEALTH AND... Determinations, Administrative Review, Finality of Decisions, and Representation of Parties § 410.643...

  1. 20 CFR 410.643 - Oral argument and written allegations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Oral argument and written allegations. 410.643 Section 410.643 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL COAL MINE HEALTH AND... Determinations, Administrative Review, Finality of Decisions, and Representation of Parties § 410.643...

  2. Human rights issues and employee benefit plans.

    PubMed

    Campbell, F

    2001-03-01

    Canadians have human rights protections at both provincial and federal levels of government. At the federal level, the most important legislative enactments are the Canadian Charter of Rights and Freedoms (the "Charter") and the Canadian Human Rights Act. Provincially and territorially, human rights are legislatively safeguarded primarily by provincial human rights codes. Both federally and provincially, human rights may also be impacted by a variety of other statutes and regulations such as employment standards acts, workers' compensation acts, occupational health and safety acts, and pay equity legislation.

  3. The Human Side of Quality: Employee Care and Empowerment.

    ERIC Educational Resources Information Center

    Thor, Linda M.

    Frequently, educational institutions seeking to implement Total Quality Management (TQM) as a means to improve institutional effectiveness, overemphasize training in the application of TQM tools and fail to fully address human needs and concerns, such as the critical issue of employee empowerment. Four principal barriers exist to adequately…

  4. 42 CFR 93.201 - Allegation.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 42 Public Health 1 2014-10-01 2014-10-01 false Allegation. 93.201 Section 93.201 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES HEALTH ASSESSMENTS AND HEALTH EFFECTS STUDIES OF HAZARDOUS SUBSTANCES RELEASES AND FACILITIES PUBLIC HEALTH SERVICE POLICIES ON...

  5. 42 CFR 93.201 - Allegation.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 42 Public Health 1 2013-10-01 2013-10-01 false Allegation. 93.201 Section 93.201 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES HEALTH ASSESSMENTS AND HEALTH EFFECTS STUDIES OF HAZARDOUS SUBSTANCES RELEASES AND FACILITIES PUBLIC HEALTH SERVICE POLICIES ON...

  6. 42 CFR 93.201 - Allegation.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 42 Public Health 1 2011-10-01 2011-10-01 false Allegation. 93.201 Section 93.201 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES HEALTH ASSESSMENTS AND HEALTH EFFECTS STUDIES OF HAZARDOUS SUBSTANCES RELEASES AND FACILITIES PUBLIC HEALTH SERVICE POLICIES ON...

  7. 42 CFR 93.201 - Allegation.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 42 Public Health 1 2012-10-01 2012-10-01 false Allegation. 93.201 Section 93.201 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES HEALTH ASSESSMENTS AND HEALTH EFFECTS STUDIES OF HAZARDOUS SUBSTANCES RELEASES AND FACILITIES PUBLIC HEALTH SERVICE POLICIES ON...

  8. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    This chapter examines cases reported during 1981 concerning school employees. In the format used, federal questions are addressed first, then issues associated with state laws. The author deals with cases in the areas of discrimination in employment, substantive constitutional rights of speech and association and privacy, and procedural due…

  9. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    Decisions made by federal and state courts during 1983 concerning the employment, dismissal, and tenuring of the employees of public agencies--in particular, public schools--are reported in this chapter. The chapter first addresses discrimination in employment based on race, sex, age, or physical limitations and notes that the shifting burden of…

  10. Employees.

    ERIC Educational Resources Information Center

    Nordin, Virginia Davis

    Cases involving employment interests of teachers, administrators, and other school employees generally continue trends set in earlier years. Discrimination considerations continue to play an important role. One area in which the courts might be said to intervene somewhat more than in others is the prevention and remediation of race discrimination.…

  11. Employees.

    ERIC Educational Resources Information Center

    Biggs, Thomas S., Jr.

    In 1979 judicial activity continued to add to the body of law available relative to relationships between universities and colleges and their employees. Cases touched on the nature of the contract when an offer of employment has been made and accepted, benefits and working conditions, and termination and the procedural safeguards involved.…

  12. 28 CFR 0.29b - Reporting allegations of waste, fraud, or abuse.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... abuse. 0.29b Section 0.29b Judicial Administration DEPARTMENT OF JUSTICE ORGANIZATION OF THE DEPARTMENT OF JUSTICE 4-Office of the Inspector General § 0.29b Reporting allegations of waste, fraud, or abuse. Employees shall report evidence and non-frivolous allegations of waste, fraud, or abuse relating to...

  13. Department of Energy: Allegations about the Director of the Office of Minority Economic Impact

    SciTech Connect

    Not Available

    1986-01-01

    Rosslee G. Douglas was nominated to be Director of the Office of Minority Economic Impact in March 1981. She requested a reorganization (proposed reduction in force) of her office May 1985. Shortly after she proposed the RIF, allegations were made that the purpose of her proposal was to get rid of two employees whom she did not trust. Other allegations were made against Mrs. Douglas, including allegations that she abused travel, telephone, and Department of Energy motor pool privileges, and that she engaged in illegal contracting practices. GAO found support for some of the allegations regarding the proposed RIF.

  14. Recognizing and Accommodating Employees with PTSD: The Intersection of Human Resource Development, Rehabilitation, and Psychology

    ERIC Educational Resources Information Center

    Hughes, Claretha; Lusk, Stephanie L.; Strause, Stephanie

    2016-01-01

    All employees within the workplace must be treated fairly and equitably including those with disabilities who may require accommodations that serve to increase access to and maintenance of competitive employment. Human Resource Development (HRD) researchers and practitioners have experience in accommodating employees with disabilities but are now…

  15. 42 CFR 93.402 - ORI allegation assessments.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 1 2010-10-01 2010-10-01 false ORI allegation assessments. 93.402 Section 93.402 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES HEALTH ASSESSMENTS AND HEALTH EFFECTS STUDIES OF HAZARDOUS SUBSTANCES RELEASES AND FACILITIES PUBLIC HEALTH SERVICE POLICIES...

  16. Reassessment of the NRC`s program for protecting allegers against retaliation

    SciTech Connect

    Not Available

    1994-01-01

    On July 6, 1993, the Nuclear Regulatory Commission`s (NRC`s) Executive Director for Operations established a review team to reassess the NRC`s program for protecting allegers against retaliation. The team evaluated the current system, and solicited comments from various NRC offices, other Federal agencies, licensees, former allegers, and the public. This report is subject to agency review. The report summarizes current processes and gives an overview of current problems. It discusses: (1) ways in which licensees can promote a quality-conscious work environment, in which all employees feel free to raise concerns without fear of retaliation; (2) ways to improve the NRC`s overall handling of allegations; (3) the NRC`s involvement in the Department of Labor process; (4) related NRC enforcement practices; and (5) methods other than investigation and enforcement that may be useful in treating allegations of potential or actual discrimination. Recommendations are given in each area.

  17. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

    PubMed Central

    2011-01-01

    Background Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs) and human resource managers (HRM). Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Methods Concept mapping methodology was used to elicit and map statements (ideas) from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Results Participants generated 35 statements. Each group (LMs and HRM) sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. Conclusions There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health researchers and planners should

  18. The Essential Need for Research Misconduct Allegation Audits.

    PubMed

    Loikith, Lisa; Bauchwitz, Robert

    2016-08-01

    Nearly 90 % of allegations of biomedical research misconduct in the United States are dismissed by responsible institutions without any faculty assessment or auditable record. Recently, members of the U.S. Congress have complained that the penalties for those against whom findings of research misconduct are made are too light and that too few grant funds associated with research misconduct have been recovered for use by other researchers and taxpayers. Here we discuss the laws that empower federal agencies that can oversee investigations of biomedical research misconduct: the Office of Research Integrity (ORI) and the Office of the Inspector General (OIG), both located within the Department of Health and Human Services (HHS). Research misconduct investigations pertaining to U.S. physical sciences funded through the National Science Foundation (NSF) are overseen by the NSF's OIG. While OIGs may provide some improvement over the ORI in the handling of research misconduct, we have found that a much more serious flaw exists which undermines an ability to conduct performance audits of the effectiveness by which allegations of research misconduct are handled in the United States. Specifically, sufficient data do not need to be retained by U.S. research institutions funded by HHS or NSF to allow effective audit of why allegations of research misconduct are dismissed before being seen by faculty inquiry or investigative committees. U.S. federal Generally Accepted Government Auditing Standards (GAGAS/Yellow Book), if applied to the research misconduct oversight process, would allow a determination of whether the handling of allegations of biomedical research misconduct actually functions adequately, and if not, how it might be improved. In particular, we propose that independent, external peer review under GAGAS audit standards should be instituted without delay in assessing the performance of ORI, or any other similarly tasked federal agency, in handling allegations of

  19. Human Service Employees Coping with Job Stress, Family Stress and Work-Family Conflict.

    ERIC Educational Resources Information Center

    Carbone, Dominic J.

    The intersection of work and family life has always been a popular topic of discussion among family theorists. This study examined human service employees in direct service positions coping with work stress, family stress, and work-family conflict. The effects of work stress, family stress and work-family conflict on depression were examined.…

  20. Human Resource Management: Accountability, Reciprocity and the Nexus between Employer and Employee

    ERIC Educational Resources Information Center

    Charlton, Donna; Kritsonis, William Allan

    2009-01-01

    The article addresses teacher retention challenges employers are experiencing in the quest to effectively meet standard human resource management practices. The quality of the employer-employee relationship forms the foundation upon which effective management practices thrive. Teachers who remain in education value students and their personal…

  1. Analysis of the alleged Kyshtym disaster

    SciTech Connect

    Soran, D.M.; Stillman, D.B.

    1982-01-01

    The alleged Kyshtym disaster has been an intriguing intelligence puzzle for almost 25 years. Zhores Medvedev, a Soviet dissident, has written numerous journal articles as well as two books on the subject. He has argued that a vast contaminated area exists east of the city of Kyshtym in the southern Ural Mountains. Further, he has alleged that a nuclear waste disposal accident in 1957 to 1958 caused the contamination. The authors of this report are in partial disagreement with Medvedev's first allegation and in complete disagreement with his second. A contaminated area does exist east of Kyshtym, but Soviet carelessness coupled with general disregard for the citizenry and the environment are the prime causative factors, not a nuclear waste accident.

  2. Clinician Responses to Sexual Abuse Allegations.

    ERIC Educational Resources Information Center

    Jackson, Helene; Nuttall, Ronald

    1993-01-01

    A survey of 656 social workers, pediatricians, psychiatrists, and psychologists rated the credibility of vignettes alleging child sexual abuse. Seven case factors affected credibility: perpetrator's race, relationship to victim, and history of substance abuse; and victims' race, affect, age, and behavioral changes. Several clinician factors were…

  3. 18 CFR 1316.8 - Employee protected activities.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... things, employees raising nuclear safety or quality controls complaints either internally to their... Representative of such allegation or complaint in writing, together with a copy of any complaint. Contractor... written description of any management action taken in response to any such allegation or complaint....

  4. 18 CFR 1316.8 - Employee protected activities.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... things, employees raising nuclear safety or quality controls complaints either internally to their... Representative of such allegation or complaint in writing, together with a copy of any complaint. Contractor... written description of any management action taken in response to any such allegation or complaint....

  5. 22 CFR 12.2 - Claimants denied access to employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Claimants denied access to employees. 12.2 Section 12.2 Foreign Relations DEPARTMENT OF STATE PERSONNEL COMPLAINTS AGAINST EMPLOYEES BY ALLEGED... during the hours set apart for the transaction of public business or while the employees concerned are...

  6. Alleged lethal sorcery in East Timor.

    PubMed

    Pollanen, Michael S

    2004-01-01

    A wide range of cultural and social perspectives exists on the concept of sudden and unexpected death. In countries, without a formal system of death investigation, sudden death is shrouded in mysticism often based on traditional belief systems. This cultural perspective on sudden death is often at variance with medical and forensic concepts and may include explanations such as sorcery, magic, and voodoo. In this case report, the postmortem findings in an alleged victim of lethal 'black magic', known as ema halo by the indigenous people of East Timor, is described. The alleged victim died suddenly in front of witnesses. At autopsy, marked dilation of a bicuspid aortic valve with annuloaortic ectasia and a sinus of Valsalva aneurysm was found after exhumation of the body. The findings mitigated the local belief in witchcraft and established a natural manner of death.

  7. Alleged biological father incest: a forensic approach.

    PubMed

    Gomes, Vânia; Jardim, Patrícia; Taveira, Francisco; Dinis-Oliveira, Ricardo J; Magalhães, Teresa

    2014-01-01

    Paternal incest is one of the most serious forms of intrafamilial sexual abuse with clinical, social, and legal relevance. A retrospective study was performed, based on forensic reports and judicial decisions of alleged cases of biological paternal incest of victims under 18 years old (n = 215) from 2003 to 2008. Results highlight that in a relevant number of cases: victims were female; the abuse begun at an early age with reiteration; the alleged perpetrator presented a history of sexual crimes against children; sexual practices were physically poorly intrusive, which associated with a forensic medical evaluation performed more than 72 h after the abuse, explain partially the absence of physical injuries or other evidence-these last aspects are different from extrafamilial cases. In conclusion, observations about paternal incest are likely to exacerbate the psychosocial consequences of the abuse and may explain the difficulty and delay in detect and disclose these cases. Few cases were legally prosecuted and convicted.

  8. Strategic Planning for Employee Happiness: A Business Goal for Human Service Organizations.

    ERIC Educational Resources Information Center

    Howard, Beth; Gould, Karen E.

    2000-01-01

    This paper reviews evidence that employee happiness can substantially affect an organization's performance by influencing employee retention, absenteeism, and work performance. It reviews the workforce and environmental characteristics involved in planning for employee happiness and the steps needed to create an organizational culture in which…

  9. Investigation of Alleged Scientific Misconduct on Grants MH-32206 and MH-37449. Final Report and Summary.

    ERIC Educational Resources Information Center

    National Inst. of Mental Health (DHHS), Rockville, MD.

    The report presents results of a Department of Health and Human Services (DHHS) investigation into alleged scientific misconduct by Dr. Stephen Bruening in relation to two federally supported projects concerning tardive dyskinesia in retarded populations and stimulant drug use with mentally retarded children. The investigative panel of scientists…

  10. Nova Southeastern University's Employees Respond to a 1999 Office of Human Resources Customer Satisfaction Survey. Research and Planning Report.

    ERIC Educational Resources Information Center

    MacFarland, Thomas W.

    In 1999 the Office of Human Resources at Nova Southeastern University (Florida) prepared a survey, based on a previous study, to gather information about employee satisfaction with the University's services. This report summarizes the results of this customer satisfaction survey. Surveys were returned by 466 of the 1,941 potential respondents, a…

  11. Assessing historical abuse allegations and damages.

    PubMed

    Wolfe, David A; Jaffe, Peter G; Leschied, Alan W; Legate, Barbara L

    2010-03-01

    Practitioners may be called upon to assess adults who have alleged child abuse as a minor and are seeking reparations. Such assessments may be used by the courts to determine harm and assess damages related to their claim or testimony. Our clinical/research team has conducted many such evaluations and reported the findings pertaining to the psychological harm stemming from historical abuse in published studies. We use the opportunity provided by this new section on Practical Strategies to describe the role of the assessor, and to provide details concerning our methods for preparing these assessments and reporting the findings for the purpose of civil or criminal actions. Specific recommendations for wording of written reports are provided.

  12. Testing alleged mediumship: methods and results.

    PubMed

    O'keeffe, Ciarán; Wiseman, Richard

    2005-05-01

    Mediums claim to be able to communicate with the deceased. Such claims attract a considerable amount of public interest and, if valid, have important implications for many areas of psychology. For over 100 years, researchers have tested alleged mediums. This work has obtained mixed results and provoked a considerable amount of methodological debate. This paper reviews the key issues in this debate, describes how the authors devised a method of testing that aimed to prevent the many problems that have hindered past research, and how they then used this method to test several professional mediums. The results of this work did not support the existence of genuine mediumistic ability. Competing interpretations of these results are discussed, along with ways in which the methodology presented in the paper could be used to assess conceptually similar, but non-paranormal, claims made in clinical, occupational and forensic contexts.

  13. More on the alleged 1970 geomagnetic jerk

    USGS Publications Warehouse

    Alldredge, L.R.

    1985-01-01

    French and United Kingdom workers have published reports describing a sudden change in the secular acceleration, called an impulse or a jerk, which took place around 1970. They claim that this change took place in a period of a year or two and that the sources of the alleged jerk are internal. An earlier paper by this author questioned their method of analysis pointing out that their method of piecemeal fitting of parabolas to the data will always create a discontinuity in the secular acceleration where the parabolas join and that the place where the parabolas join is an a priori assumption and not a result of the analysis. This paper gives a very brief summary of this first paper and then adds additional reasons for questioning the allegation that there was a worldwide sudden jerk in the magnetic field of internal origin around 1970. These new reasons are based largely on new field models which give cubic approximations of the field right through the 1970 timeframe and therefore have no discontinuities in the second derivative (jerk) around 1970. Some recent Japanese work shows several sudden changes in the secular variation pattern which cover limited areas and do not seem to be closely related to each other or to the irregularity noted in the European area near 1970. The secular variation picture which seems to be emerging is one with many local or limited-regional secular variation changes which appear to be almost unrelated to each other in time or space. A worldwide spherical harmonic model including coefficients up to degree 13 could never properly depict such a situation. ?? 1985.

  14. 42 CFR 405.1861 - Oral argument and written allegations.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 42 Public Health 2 2012-10-01 2012-10-01 false Oral argument and written allegations. 405.1861... Determinations and Appeals § 405.1861 Oral argument and written allegations. The parties, upon their request, shall be allowed a reasonable time for the presentation of oral argument or for the filing of briefs...

  15. 42 CFR 405.1861 - Oral argument and written allegations.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 2 2010-10-01 2010-10-01 false Oral argument and written allegations. 405.1861... Determinations and Appeals § 405.1861 Oral argument and written allegations. The parties, upon their request, shall be allowed a reasonable time for the presentation of oral argument or for the filing of briefs...

  16. 42 CFR 405.1861 - Oral argument and written allegations.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 42 Public Health 2 2014-10-01 2014-10-01 false Oral argument and written allegations. 405.1861... Determinations and Appeals § 405.1861 Oral argument and written allegations. The parties, upon their request, shall be allowed a reasonable time for the presentation of oral argument or for the filing of briefs...

  17. 42 CFR 405.1861 - Oral argument and written allegations.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 42 Public Health 2 2013-10-01 2013-10-01 false Oral argument and written allegations. 405.1861... Determinations and Appeals § 405.1861 Oral argument and written allegations. The parties, upon their request, shall be allowed a reasonable time for the presentation of oral argument or for the filing of briefs...

  18. 42 CFR 405.1861 - Oral argument and written allegations.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 42 Public Health 2 2011-10-01 2011-10-01 false Oral argument and written allegations. 405.1861... Determinations and Appeals § 405.1861 Oral argument and written allegations. The parties, upon their request, shall be allowed a reasonable time for the presentation of oral argument or for the filing of briefs...

  19. 37 CFR 2.76 - Amendment to allege use.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... COMMERCE RULES OF PRACTICE IN TRADEMARK CASES Amendment of Application § 2.76 Amendment to allege use. (a) An application under section 1(b) of the Act may be amended to allege use of the mark in commerce... authorized to sign on behalf of the applicant (see § 2.193(e)(1)) that: (i) The applicant believes it is...

  20. 37 CFR 2.76 - Amendment to allege use.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... COMMERCE RULES OF PRACTICE IN TRADEMARK CASES Amendment of Application § 2.76 Amendment to allege use. (a) An application under section 1(b) of the Act may be amended to allege use of the mark in commerce... authorized to sign on behalf of the applicant (see § 2.193(e)(1)) that: (i) The applicant believes it is...

  1. 28 CFR 115.368 - Post-allegation protective custody.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Post-allegation protective custody. 115.368 Section 115.368 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION... § 115.368 Post-allegation protective custody. Any use of segregated housing to protect a resident who...

  2. 28 CFR 115.368 - Post-allegation protective custody.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Post-allegation protective custody. 115.368 Section 115.368 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION... § 115.368 Post-allegation protective custody. Any use of segregated housing to protect a resident who...

  3. Reviewing the Relationship between Human Resource Practices and Psychological Contract and Their Impact on Employee Attitude and Behaviours: A Conceptual Model

    ERIC Educational Resources Information Center

    Aggarwal, Upasana; Bhargava, Shivganesh

    2009-01-01

    Purpose: The purpose of this paper is to review and synthesise literature on the role of human resource practices (HRP) in shaping employee psychological contract (PC). Based on this review, a conceptual framework for examining the relationship between HRP and PC and their impact on employee attitudes as well as behaviour has been put forward for…

  4. Employee Handbook

    SciTech Connect

    Bello, Madelyn

    2008-09-05

    , and responsibilities of being an employee at Berkeley Lab. In this organization, as in the rest of the world, circumstances are constantly changing. Policies and procedures can change at any time, so it is advisable to keep apprised of these changes by checking in frequently to the electronic version of this Employee Handbook found at www.lbl.gov/Workplace/HumanResources/EmployeeHandbook.

  5. 77 FR 14490 - Defense Federal Acquisition Regulation Supplement: Alleged Crimes By or Against Contractor...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-03-12

    ... Regulation Supplement: Alleged Crimes By or Against Contractor Personnel (DFARS Case 2012-D006) AGENCY... coverage on contractor requirements and responsibilities relating to alleged crimes by or against... contractor requirements and responsibilities regarding alleged crimes by or against contractor personnel....

  6. Effects of Human Resource Audit on Employee Performance in Secondary Schools in Kenya; a Case of Non Teaching Staff in Secondary Schools in Nyamache Sub County

    ERIC Educational Resources Information Center

    Moke, Oeri Lydia; Muturi, Willy

    2015-01-01

    Human Resources Audit measures human resource outputs and effectiveness under the given circumstances and the degree of utilization of human resource skills. The purpose of the study was to assess the effect of Human resource Audit on employee performance in secondary schools in Nyamache Sub County. The specific objectives for the study included…

  7. 40 CFR 717.10 - Allegations subject to this part.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... REACTIONS TO HEALTH OR THE ENVIRONMENT General Provisions § 717.10 Allegations subject to this part. (a... writing and signed. (2) Implicate a substance that caused the stated significant adverse reaction by...

  8. 40 CFR 717.10 - Allegations subject to this part.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... REACTIONS TO HEALTH OR THE ENVIRONMENT General Provisions § 717.10 Allegations subject to this part. (a... writing and signed. (2) Implicate a substance that caused the stated significant adverse reaction by...

  9. 40 CFR 717.10 - Allegations subject to this part.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... REACTIONS TO HEALTH OR THE ENVIRONMENT General Provisions § 717.10 Allegations subject to this part. (a... writing and signed. (2) Implicate a substance that caused the stated significant adverse reaction by...

  10. 40 CFR 717.10 - Allegations subject to this part.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... REACTIONS TO HEALTH OR THE ENVIRONMENT General Provisions § 717.10 Allegations subject to this part. (a... writing and signed. (2) Implicate a substance that caused the stated significant adverse reaction by...

  11. 40 CFR 717.10 - Allegations subject to this part.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... REACTIONS TO HEALTH OR THE ENVIRONMENT General Provisions § 717.10 Allegations subject to this part. (a... writing and signed. (2) Implicate a substance that caused the stated significant adverse reaction by...

  12. 22 CFR 92.27 - Affiant's allegations in affidavit.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    .... Notarizing officers are not required to examine into the truth of the affiant's allegations or to pass upon... may, in certain circumstances, refuse to take an affidavit. (See § 92.9 regarding the types...

  13. The relationship between employees' perceptions of human resource systems and organizational performance: examining mediating mechanisms and temporal dynamics.

    PubMed

    Piening, Erk P; Baluch, Alina M; Salge, Torsten Oliver

    2013-11-01

    Given the limited understanding of temporal issues in extant theorizing about the link between human resource management (HRM) and performance, in this study we aim to shed light on how, when, and why HR interventions affect organizational performance. On the basis of longitudinal, multi-informant and multisource data from public hospital services in England, we provide new insights into the complex interplay between employees' perceptions of HR systems, job satisfaction, and performance outcomes over time. The dynamic panel data analyses provide support for changes in employees' experience of an HR system being related to subsequent changes in customer satisfaction, as mediated by changes in job satisfaction, albeit these effects decrease over time. Moreover, our longitudinal analyses highlight the importance of feedback effects in the HRM-performance chain, which otherwise appears to evolve in a cyclical manner.

  14. The relationship between employees' perceptions of human resource systems and organizational performance: examining mediating mechanisms and temporal dynamics.

    PubMed

    Piening, Erk P; Baluch, Alina M; Salge, Torsten Oliver

    2013-11-01

    Given the limited understanding of temporal issues in extant theorizing about the link between human resource management (HRM) and performance, in this study we aim to shed light on how, when, and why HR interventions affect organizational performance. On the basis of longitudinal, multi-informant and multisource data from public hospital services in England, we provide new insights into the complex interplay between employees' perceptions of HR systems, job satisfaction, and performance outcomes over time. The dynamic panel data analyses provide support for changes in employees' experience of an HR system being related to subsequent changes in customer satisfaction, as mediated by changes in job satisfaction, albeit these effects decrease over time. Moreover, our longitudinal analyses highlight the importance of feedback effects in the HRM-performance chain, which otherwise appears to evolve in a cyclical manner. PMID:23915431

  15. The effects of domestic violence allegations on custody evaluators' recommendations.

    PubMed

    Hans, Jason D; Hardesty, Jennifer L; Haselschwerdt, Megan L; Frey, Laura M

    2014-12-01

    Judges and attorneys often request professional assessments from child custody evaluators when allegations of adult domestic violence (DV) have been made, but it is unclear whether and how evaluators' recommendations are impacted by these allegations. Custody evaluators (N = 607) in the United States responded to a multiple-segment factorial vignette designed to examine the effects of 2 key factors in DV allegations: type of alleged violence (conflict-based, control-based) and counterallegations (none, mutual, and female-initiated). Effects of control- versus conflict-based DV allegations by the mother on custody recommendations were small and the majority of evaluators recommended joint custody regardless of violence type. Reported confidence in making a recommendation increased once the father responded to the allegation, but to a smaller degree when a counterallegation of mutual or female-initiated violence was made. Evaluators were no more skeptical about the potential motive of a counterallegation in the context of controlling behavior than in the context of conflict-based behavior. Overall, results indicate that most custody evaluators are not sufficiently sensitized to distinguish between situational couple violence and coercive controlling behavior, and the postseparation safety of mothers and their children may therefore be jeopardized.

  16. Performance Feedback and Probabilistic Bonus Contingencies among Employees in a Human Service Organization

    ERIC Educational Resources Information Center

    Cook, Tracy; Dixon, Mark R.

    2006-01-01

    The present study examined the effects of performance feedback on the behavior of front line supervisory employees at a social service agency. A multiple baseline across three participants was used with three different feedback procedures consisting of verbal feedback, verbal plus individual comparative graphic feedback, and verbal feedback,…

  17. 42 CFR 457.232 - Refunding of Federal Share of CHIP overpayments to providers and referral of allegations of waste...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 4 2010-10-01 2010-10-01 false Refunding of Federal Share of CHIP overpayments to providers and referral of allegations of waste, fraud or abuse to the Office of Inspector General. 457.232 Section 457.232 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES (CONTINUED) STATE...

  18. 42 CFR 93.201 - Allegation.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES HEALTH ASSESSMENTS AND HEALTH EFFECTS... through any means of communication. The disclosure may be by written or oral statement or other communication to an institutional or HHS official....

  19. [Credibility of allegations of under age minors regarding sexual abuse].

    PubMed

    Hayez, J Y; Vervier, J F; Charlier, D

    1994-01-01

    When a child under age states he/she has been sexually abused, there seldom exists an objective certainty to support the allegation. Whereas clinicians know that a child who speaks spontaneously probably speaks the truth, it is nonetheless difficult to exclude the possibility of fabulating, lying or mistaking. The error probability is sharply increased when abuse is referred by a parent, specially in a context of parental separation. This article thus presents a review of criteria which help to better assess the truth or error of allegations. Criteria include analysis of the child's talk, application of projective techniques, observation of his/her behavior, etc. The author also describes some differential diagnoses based on the behaviors and sexual allegations of children under age. PMID:7878137

  20. An Evaluation of the Performance Diagnostic Checklist-Human Services to Assess an Employee Performance Problem in a Center-Based Autism Treatment Facility

    ERIC Educational Resources Information Center

    Ditzian, Kyle; Wilder, David A.; King, Allison; Tanz, Jeanine

    2015-01-01

    The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool designed to assess the environmental variables that contribute to poor employee performance in human services settings. We administered the PDC-HS to 3 supervisors to assess the variables that contributed to poor performance by 4 staff members when securing…

  1. 28 CFR 115.68 - Post-allegation protective custody.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Post-allegation protective custody. 115.68 Section 115.68 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Adult Prisons and Jails Official Response Following An...

  2. 28 CFR 115.68 - Post-allegation protective custody.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Post-allegation protective custody. 115.68 Section 115.68 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Adult Prisons and Jails Official Response Following An...

  3. 28 CFR 115.68 - Post-allegation protective custody.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Post-allegation protective custody. 115.68 Section 115.68 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Adult Prisons and Jails Official Response Following An...

  4. 78 FR 43118 - Allegations of Anticompetitive Behavior in Satellite Industry

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-07-19

    ... and Operating Rules for Satellite Services, Proposed Rules, 77 FR 67172 (Nov. 8, 2012). c. License... Proceedings, 63 FR 24121 (1998). Electronic Filers: Comments may be filed electronically using the Internet by... COMMISSION 47 CFR Part 25 Allegations of Anticompetitive Behavior in Satellite Industry AGENCY:...

  5. 32 CFR 516.18 - Litigation alleging individual liability.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 32 National Defense 3 2010-07-01 2010-07-01 true Litigation alleging individual liability. 516.18 Section 516.18 National Defense Department of Defense (Continued) DEPARTMENT OF THE ARMY AID OF CIVIL AUTHORITIES AND PUBLIC RELATIONS LITIGATION Reporting Legal Proceedings to HQDA § 516.18 Litigation...

  6. Filial Dependency and Recantation of Child Sexual Abuse Allegations

    ERIC Educational Resources Information Center

    Malloy, Lindsay C.; Lyon, Thomas D.; Quas, Jodi A.

    2007-01-01

    Objective: Controversy abounds regarding the process by which child sexual abuse victims disclose their experiences, particularly the extent to which and the reasons why some children, once having disclosed abuse, later recant their allegations. This study examined the prevalence and predictors of recantation among 2- to 17-year-old child sexual…

  7. 22 CFR 92.27 - Affiant's allegations in affidavit.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Affiant's allegations in affidavit. 92.27 Section 92.27 Foreign Relations DEPARTMENT OF STATE LEGAL AND RELATED SERVICES NOTARIAL AND RELATED... sources of information and grounds of belief should be set out and a good reason given why a...

  8. The Impact of Early Alleged Maltreatment on Behavioral Trajectories

    ERIC Educational Resources Information Center

    Thompson, Richard; Tabone, Jiyoung K.

    2010-01-01

    Objective: The purpose of this research was to examine the impact of alleged early child maltreatment (before age 4) on the trajectory patterns of 3 different behavioral outcomes (anxiety/depression, aggression, and attention problems) through age 10. Methods: Two hundred forty-two children and their primary caregivers were assessed as part of a…

  9. An Abuse Allegation: The Top Ten Expectations for Administrators.

    ERIC Educational Resources Information Center

    Bordin, Judith

    1998-01-01

    The majority of child-care-center abuse allegations are proven unfounded, but the experience of an investigation can transform a child-care facility. Survey responses of 28 post-investigation facilities in California provide 10 common facets of an investigation and 8 tips for protecting child care centers from accusations. (LBT)

  10. Sexual Abuse Allegations by Children with Neuropsychiatric Disorders

    ERIC Educational Resources Information Center

    Lindblad, Frank; Lainpelto, Katrin

    2011-01-01

    All Swedish court cases from 2004 and 2006 concerning alleged child sexual abuse (sexual harassment excluded) were identified through criminal registers. Fourteen cases (one boy) concerned a child with a neuropsychiatric disorder. The diagnostic groups were mental retardation (10 cases), autism (three cases), and ADHD (one case). Psychiatric…

  11. 22 CFR 92.27 - Affiant's allegations in affidavit.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... preparation of legal documents by attorneys; § 92.11(b) regarding the preparation of legal documents by... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Affiant's allegations in affidavit. 92.27 Section 92.27 Foreign Relations DEPARTMENT OF STATE LEGAL AND RELATED SERVICES NOTARIAL AND...

  12. 22 CFR 92.27 - Affiant's allegations in affidavit.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... preparation of legal documents by attorneys; § 92.11(b) regarding the preparation of legal documents by... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Affiant's allegations in affidavit. 92.27 Section 92.27 Foreign Relations DEPARTMENT OF STATE LEGAL AND RELATED SERVICES NOTARIAL AND...

  13. 22 CFR 92.27 - Affiant's allegations in affidavit.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... preparation of legal documents by attorneys; § 92.11(b) regarding the preparation of legal documents by... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Affiant's allegations in affidavit. 92.27 Section 92.27 Foreign Relations DEPARTMENT OF STATE LEGAL AND RELATED SERVICES NOTARIAL AND...

  14. Retaining Staff Employees: The Relationship between Human Resources Management Strategies and Organizational Commitment.

    ERIC Educational Resources Information Center

    Buck, Jeffrey M.; Watson, John L.

    2002-01-01

    Explored whether an institution's human resources management (HRM) strategies can influence individuals' organizational commitment levels, which ultimately can affect staff turnover rates. Found significant relationship between certain HRM strategies and commitment constructs. (EV)

  15. 29 CFR 1626.4 - Information concerning alleged violations of the Act.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.4 Information concerning alleged violations... 29 Labor 4 2010-07-01 2010-07-01 false Information concerning alleged violations of the Act. 1626... 6 and 7 of the Act. The Commission shall also receive information concerning alleged violations...

  16. True and False Allegations of Child Sexual Abuse: Assessment and Case Management.

    ERIC Educational Resources Information Center

    Ney, Tara, Ed.

    This book addresses the clinical, legal, and ethical issues arising in child sexual abuse cases; the assessment and case management of allegations; research issues; and practice recommendations. Chapter titles are as follows: "Assessing Allegations in Child Sexual Abuse: An Overview" (Tara Ney); "The Nature of Allegations of Child Sexual Abuse"…

  17. 25 CFR 42.3 - How should a school address alleged violations of school policies?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false How should a school address alleged violations of school... RIGHTS § 42.3 How should a school address alleged violations of school policies? (a) In addressing alleged violations of school policies, each school must consider, to the extent appropriate,...

  18. Sexual abuse allegations by children with neuropsychiatric disorders.

    PubMed

    Lindblad, Frank; Lainpelto, Katrin

    2011-03-01

    All Swedish court cases from 2004 and 2006 concerning alleged child sexual abuse (sexual harassment excluded) were identified through criminal registers. Fourteen cases (one boy) concerned a child with a neuropsychiatric disorder. The diagnostic groups were mental retardation (10 cases), autism (three cases), and ADHD (one case). Psychiatric experts were engaged in only two cases. When experts were involved, the courts focused on credibility issues. When the courts applied neuropsychiatric arguments in the absence of an expert, they used developmental arguments. When the authors found that significant neuropsychiatric issues were not discussed by the court it concerned interpretations of symptoms and developmental standpoints. The results illustrate the complexity and pitfalls of drawing conclusions about associations between symptoms and personality characteristics on one side and accuracy of sexual abuse allegations on the other. Moreover, the results highlight the importance of a high quality system for providing courts with adequate neuropsychiatric knowledge.

  19. Orthodontic allegations raised against registrants by the General Dental Council.

    PubMed

    Singh, P

    2016-09-23

    An allegation calling a dental professional's Fitness to Practise (FtP) into question is probably one of the most stressful events a General Dental Council (GDC) registrant could face during their career. The practise of dentistry is experiencing unprecedented levels of complaints against registrants with orthodontics traditionally being seen as a low risk area. However, as a recently appointed clinical advisor and expert witness to the GDC, I can testify this may no longer be the case. The last twelve months has seen me provide advice on seven cases associated with orthodontics. This review of frequently occurring allegations in cases being investigated by the GDC should stimulate greater levels of awareness for all members of the dental team and increase the standard of care being provided to our patients. PMID:27659629

  20. One hundred alleged false confession cases: some normative data.

    PubMed

    Gudjonsson, G H

    1990-05-01

    This paper describes the psychological characteristics of individuals who retract self-incriminating admissions made during police interviewing. A group of 100 alleged false confessors was compared with 104 other forensic referrals on four psychological variables. The two groups differed significantly on tests of intelligence, suggestibility, compliance and acquiescence. Normative data are provided for clinicians to evaluate test scores when assessing the psychological characteristics of individuals who claim to have made false confessions. PMID:2364207

  1. One hundred alleged false confession cases: some normative data.

    PubMed

    Gudjonsson, G H

    1990-05-01

    This paper describes the psychological characteristics of individuals who retract self-incriminating admissions made during police interviewing. A group of 100 alleged false confessors was compared with 104 other forensic referrals on four psychological variables. The two groups differed significantly on tests of intelligence, suggestibility, compliance and acquiescence. Normative data are provided for clinicians to evaluate test scores when assessing the psychological characteristics of individuals who claim to have made false confessions.

  2. An Assessment-based Solution to a Human-Service Employee Performance Problem

    PubMed Central

    Carr, James E.; Wilder, David A.; Majdalany, Lina; Mathisen, David; Strain, Leigh Ann

    2013-01-01

    The PDC-HS implicated a lack of proper training on participant duties and a lack of performance feedback as contributors to the performance problems. As a result, an intervention targeting training on participant duties and performance feedback was implemented across eight treatment rooms; the intervention increased performance in all rooms. This preliminary validation study suggests the PDC-HS may prove useful in solving performance problems in human-service settings. PMID:25729505

  3. Investigation of an alleged mechanism of finger injury in an automobile crash.

    PubMed

    Stacey, Stephen; Kent, Richard

    2006-07-01

    This investigation centers on the case of an adult male whose finger was allegedly amputated by the steering wheel of his car during a crash. The subject claimed to have been driving with his left index finger inserted through a hole in the spoke of his steering wheel and was subsequently involved in an offset frontal collision with a tree. The finger was found to be cleanly severed at the mid-shaft of the proximal phalanx after the crash. This injury was alleged to have been caused by inertial loading from the rotation of the steering wheel during the crash. To determine whether this injury mechanism was plausible, three laboratory tests representing distinct loading scenarios were carried out with postmortem human surrogates loaded dynamically by the subject's steering wheel. It was found that the inertial loads generated in this loading scenario are insufficient to amputate the finger. Additionally, artificially constraining the finger to force an amputation to occur revealed that a separation at the proximal interphalangeal joint occurs rather than a bony fracture of the proximal phalanx. Based on these biomechanical tests, it can be concluded that the subject's injury did not occur during the automobile crash in question. Furthermore, it can be shown that the injury was self-inflicted to fraudulently claim on an insurance policy.

  4. New Investigations of the Alleged Meteorite from Igast, Estonia

    NASA Technical Reports Server (NTRS)

    OKeefe, John A.; Lowman, Paul D., Jr.

    1961-01-01

    This paper presents the results of a reinvestigation of the object which allegedly fell at Igast, Estonia, in 1855, and which may be the only example of a meteorite with the chemical composition of a tektite. R is concluded that generally quoted opinions of the artificial nature of this object are based on spurious samples, specifically melted brick and quartz basalt porphyry distributed by a Russian collector. Possibly genuine specimens from this observed fall are in the British Museum, the Paris Museum, and perhaps at the University of Dorpat, Estonia. It is recommended that these specimens be re-examined and that a search for similar objects be made.

  5. Shared snorkel leads to coerced HIV test, suit alleges.

    PubMed

    1998-08-21

    An African-American mother is suing an Illinois clinic and a community center, alleging that they pressured her into having her son tested for HIV and strep throat because he shared a snorkel with a white boy at a public swimming pool. The mother contends that the community center pressured her because the white boy's mother insisted on the tests and threatened to sue the community center. The American Civil Liberties Union of Illinois has accused the community center and the clinic that performed the tests of racially motivated discrimination and violations of the state HIV testing and confidentiality laws. Also named in the suit is the doctor who performed the tests.

  6. Employee relations.

    PubMed

    Demann, Eric T K; Stein, Pamela S; Levitt, Christine; Shelton, Keith E

    2008-07-01

    This review highlights some of the more important employee relation aspects involved in starting, establishing, or expanding an existing dental practice. Despite a competitive compensation package, staff-related conflicts can sometimes hamper the progress of a dental practice. Such conflicts can be reduced by having policies and procedures in place for each employee that set expectations concerning the hours of operation, professional manner, dress code, job tasks, performance evaluations, disciplinary actions, and termination if violations occur. Understanding the legal requirements set by various governmental agencies such as OSHA can help ensure that the rights and well-being of every employee are protected.

  7. Employee health.

    PubMed

    2015-09-01

    The National Institute for Health and Care Excellence has produced a new guideline looking at improving the health and wellbeing of employees, with a particular focus on organisational culture and context, and the role of line managers. PMID:26309009

  8. Flight into sanity. Jones's allegation of Ferenczi's mental deterioration reconsidered.

    PubMed

    Bonomi, C

    1999-06-01

    In 'The Life and Work of Sigmund Freud', Volume III, Ernest Jones explained Ferenczi's final contributions as the product of a mental deterioration based on a progressive psychosis. Erich Fromm collected various testimonies by witnesses of Ferenczi's last years, all contrasting with Jones's assertions, and challenged Jones's manner of writing history. However, since Fromm was himself a dissident, and his witnesses were pupils, relatives or friends of Ferenczi's, they were discarded as 'partisans'. The present study aims at reconsidering the question of Ferenczi's insanity on the basis of many unpublished documents. The consulted documents do not support Jones's allegation of Ferenczi's insanity. At the same time, they show that Jones's allegation was not a one-man fabrication, but reflected a shared belief, eliciting many questions about the nature of this belief, the lack of scrutiny that characterised its spreading, and its possible function within the psychoanalytic community. It is suggested that Ferenczi's personality and teaching, especially his emphasis on the need to accept the patient's criticism, contrasted with the dominant conception of psychoanalysis, based on the analyst's infallibility.

  9. 45 CFR 7.0 - Who are employees.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 1 2014-10-01 2014-10-01 false Who are employees. 7.0 Section 7.0 Public Welfare Department of Health and Human Services GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.0 Who are employees. As used in this part, the term Government employee means any officer or employee, civilian...

  10. 45 CFR 7.0 - Who are employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Who are employees. 7.0 Section 7.0 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.0 Who are employees. As used in this part, the term Government employee means any officer or employee, civilian...

  11. 45 CFR 7.0 - Who are employees.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 1 2011-10-01 2011-10-01 false Who are employees. 7.0 Section 7.0 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.0 Who are employees. As used in this part, the term Government employee means any officer or employee, civilian...

  12. Supplemental standards of ethical conduct and financial disclosure requirements for employees of the Department of Health and Human Services. Interim final rule with request for comments.

    PubMed

    2005-02-01

    The Department of Health and Human Services, with the concurrence of the Office of Government Ethics (OGE), is amending the HHS regulation that supplements the OGE Standards of Ethical Conduct. This interim final rule specifies additional procedural and substantive requirements that are necessary to address ethical issues at the National Institutes of Health (NIH) and updates nomenclature, definitions, and procedures applicable to other components of the Department. The rule: Revises the definition of a significantly regulated organization for the Food and Drug Administration (FDA); Updates the organization titles of designated separate agencies; Amends the gift exception for native artwork and craft items received from Indian tribes or Alaska Native organizations; Aligns the FDA prohibited holdings limit with the de minimis holdings exemption in OGE regulations; Revises prior approval procedures for outside activities; and, subject to certain exceptions: Prohibits NIH employees from engaging in certain outside activities with supported research institutions, health care providers or insurers, health-related trade or professional associations, and biotechnology, pharmaceutical, medical device, and other companies substantially affected by the programs, policies, or operations of the NIH; Bars NIH employees who file a public or confidential financial disclosure report from holding financial interests in substantially affected organizations; Subjects NIH non-filer employees to a monetary cap on holdings in such organizations; Specifies for NIH employees prior approval procedures for and limitations on the receipt of certain awards from outside sources; and Imposes a one-year disqualification period during which NIH employees are precluded from official actions involving an award donor. In addition, the Department is adding a new supplemental part to expand financial disclosure reporting requirements for certain outside activities and to ensure that prohibited

  13. Suit alleges that dental clinic fired hygenist for having HIV.

    PubMed

    1999-02-19

    A private Atlanta dental clinic is being sued in Federal court for removing a hygienist after learning he was HIV-positive. The lawsuit alleges that the clinic was afraid of losing business. The hygienist, [name removed], claims he was told he could no longer treat patients after his doctor notified his employer of his HIV status. He was offered a clerical position at substantially less pay. Although Federal and Georgia statutes allow employers to fire or reassign workers if their disability poses a threat to the health or safety of others, the suit contends [name removed] posed no threat. A second lawsuit has been filed against the physician who informed the clinic, charging him with wrongful disclosure of HIV-related information.

  14. [Surgical procedures involved in claims for alleged defects in praxis].

    PubMed

    Arimany-Manso, Josep; Benet-Travé, J; Bruguera-Cortada, M; Torné-Escasany, R; Klamburg-Pujol, J; Gómez-Durán, Esperanza L

    2014-03-01

    Medical professional liability and adverse events in health care are major concerns worldwide and the analysis of claims for alleged defects in praxis is a potential source of knowledge. High rates of adverse events and complaints have been reported in surgical procedures. This article analyzes the claims registered by the Council of Medical Colleges in Catalonia between 1986 and 2012, and explores surgical procedures claimed (ICD- 9-CM coding), as well as the final outcome of the claim. Among the 5,419 records identified on surgical procedures, the interventions of the musculoskeletal system and skin and integument showed the highest frequencies. Interventions related to "non-curative" medicine should be emphasized because of their higher rates of economical agreement or condemnation outcomes, which were significantly higher for mastopexia. The results underscore the importance of the surgical area in medical professional liability and the high risk of payouts among those procedures belonging to the so-called "non-curative" medicine.

  15. Preschool child development: implications for investigation of child abuse allegations.

    PubMed

    Sivan, A B

    1991-01-01

    Allegations of mistreatment by adults made by children of preschool age are often dismissed as fictitious with the suggestion that children of this age are prone to fantasy and unable to discriminate fact from fiction. This paper is intended to familiarize those with a general concern about child abuse with the research and theories in child development. Specifically, it reviews those aspects of normal child development which have direct relevance to the question of the veracity of reports made by children ages 2 to 5 years. Examination of the research on children's thought and language, memory and learning, fears, fantasy, and play, as well as the research on the influence of television on children of this age, led to the conclusion that preschoolers base their play on the reality of their experience.

  16. The Alleged Crisis and the Illusion of Exact Replication.

    PubMed

    Stroebe, Wolfgang; Strack, Fritz

    2014-01-01

    There has been increasing criticism of the way psychologists conduct and analyze studies. These critiques as well as failures to replicate several high-profile studies have been used as justification to proclaim a "replication crisis" in psychology. Psychologists are encouraged to conduct more "exact" replications of published studies to assess the reproducibility of psychological research. This article argues that the alleged "crisis of replicability" is primarily due to an epistemological misunderstanding that emphasizes the phenomenon instead of its underlying mechanisms. As a consequence, a replicated phenomenon may not serve as a rigorous test of a theoretical hypothesis because identical operationalizations of variables in studies conducted at different times and with different subject populations might test different theoretical constructs. Therefore, we propose that for meaningful replications, attempts at reinstating the original circumstances are not sufficient. Instead, replicators must ascertain that conditions are realized that reflect the theoretical variable(s) manipulated (and/or measured) in the original study.

  17. Forensic evaluation in alleged sibling incest against children.

    PubMed

    Falcão, Vera; Jardim, Patrícia; Dinis-Oliveira, Ricardo Jorge; Magalhães, Teresa

    2014-01-01

    Sibling incest is a serious form of intrafamilial sexual abuse with health, social, and legal relevance. A retrospective study was conducted through the analysis of forensic medical reports of the alleged sibling incest of victims under 18 years old (n = 68) from 2004 to 2011 as well as the respective judicial outcomes. Results demonstrated that sibling's sexual abuse is associated with several circumstances that might exacerbate its severity such as vaginal, anal, and/or oral penetration. Moreover, the victim's young age, the proximity between victim and abuser, and the fact that it is committed at the victim's and/or abuser's home and by using physical violence and verbal threats justify a late detection of these cases.

  18. [Surgical procedures involved in claims for alleged defects in praxis].

    PubMed

    Arimany-Manso, Josep; Benet-Travé, J; Bruguera-Cortada, M; Torné-Escasany, R; Klamburg-Pujol, J; Gómez-Durán, Esperanza L

    2014-03-01

    Medical professional liability and adverse events in health care are major concerns worldwide and the analysis of claims for alleged defects in praxis is a potential source of knowledge. High rates of adverse events and complaints have been reported in surgical procedures. This article analyzes the claims registered by the Council of Medical Colleges in Catalonia between 1986 and 2012, and explores surgical procedures claimed (ICD- 9-CM coding), as well as the final outcome of the claim. Among the 5,419 records identified on surgical procedures, the interventions of the musculoskeletal system and skin and integument showed the highest frequencies. Interventions related to "non-curative" medicine should be emphasized because of their higher rates of economical agreement or condemnation outcomes, which were significantly higher for mastopexia. The results underscore the importance of the surgical area in medical professional liability and the high risk of payouts among those procedures belonging to the so-called "non-curative" medicine. PMID:24913754

  19. 76 FR 8767 - Agency Information Collection Activities: e-Allegations Submission

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-02-15

    ... Federal Register (75 FR 77892) on December 14, 2010, allowing for a 60-day comment period. This notice... SECURITY U.S. Customs and Border Protection Agency Information Collection Activities: e-Allegations... approval in accordance with the Paperwork Reduction Act: e- Allegations Submission. This is a...

  20. The Polygraph, Its Use in Cases of Alleged Sexual Abuse: An Exploratory Study.

    ERIC Educational Resources Information Center

    Faller, Kathleen Coulborn

    1997-01-01

    This exploratory study of 42 cases with sexual abuse allegations and polygraph results found that polygraph findings were unrelated to other evidence of likelihood of sexual abuse, including the child's statements, medical evidence, psychological symptoms, or indicators of sexual abuse. When alleged offenders passed polygraphs, criminal…

  1. 7 CFR 3022.6 - Notification of USDA of allegations of research misconduct.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 7 Agriculture 15 2011-01-01 2011-01-01 false Notification of USDA of allegations of research... OF THE CHIEF FINANCIAL OFFICER, DEPARTMENT OF AGRICULTURE RESEARCH INSTITUTIONS CONDUCTING USDA-FUNDED EXTRAMURAL RESEARCH; RESEARCH MISCONDUCT § 3022.6 Notification of USDA of allegations of...

  2. 7 CFR 3022.6 - Notification of USDA of allegations of research misconduct.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 7 Agriculture 15 2013-01-01 2013-01-01 false Notification of USDA of allegations of research... OF THE CHIEF FINANCIAL OFFICER, DEPARTMENT OF AGRICULTURE RESEARCH INSTITUTIONS CONDUCTING USDA-FUNDED EXTRAMURAL RESEARCH; RESEARCH MISCONDUCT § 3022.6 Notification of USDA of allegations of...

  3. 7 CFR 3022.6 - Notification of USDA of allegations of research misconduct.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 7 Agriculture 15 2012-01-01 2012-01-01 false Notification of USDA of allegations of research... OF THE CHIEF FINANCIAL OFFICER, DEPARTMENT OF AGRICULTURE RESEARCH INSTITUTIONS CONDUCTING USDA-FUNDED EXTRAMURAL RESEARCH; RESEARCH MISCONDUCT § 3022.6 Notification of USDA of allegations of...

  4. 7 CFR 3022.6 - Notification of USDA of allegations of research misconduct.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 7 Agriculture 15 2014-01-01 2014-01-01 false Notification of USDA of allegations of research... OF THE CHIEF FINANCIAL OFFICER, DEPARTMENT OF AGRICULTURE RESEARCH INSTITUTIONS CONDUCTING USDA-FUNDED EXTRAMURAL RESEARCH; RESEARCH MISCONDUCT § 3022.6 Notification of USDA of allegations of...

  5. 13 CFR 101.301 - Who should receive information or allegations of waste, fraud, and abuse?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... allegations of waste, fraud, and abuse? 101.301 Section 101.301 Business Credit and Assistance SMALL BUSINESS..., fraud, and abuse? The Office of Inspector General should receive all information or allegations of waste, fraud, or abuse regarding SBA programs and operations....

  6. Young Children's References to Temporal Attributes of Allegedly Experienced Events in the Course of Forensic Interviews

    ERIC Educational Resources Information Center

    Orbach, Yael; Lamb, Michael E.

    2007-01-01

    Developmental differences in references to temporal attributes of allegedly experienced events were examined in 250 forensic interviews of 4- to 10-year-old alleged victims of sexual abuse. Children's ages, the specific temporal attributes referenced, and the types of memory tapped by the interviewers' questions significantly affected the quantity…

  7. Manufactured Memory, Altered Belief and Self Report Mirage: The Alleged False Memory of Jean Piaget Revisited.

    ERIC Educational Resources Information Center

    Leavitt, Frank

    1999-01-01

    It is argued that a Jean Piaget anecdote about an alleged memory implanted in a young child leading to both a visual and semantic memory that persists despite disconfirming evidence is entirely different than the recovered memory debate, which is about the alleged introduction of memories to grown adults. (CR)

  8. 26 CFR 601.507 - Evidence required to substantiate facts alleged by a recognized representative.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 20 2011-04-01 2011-04-01 false Evidence required to substantiate facts alleged... Practice Requirements § 601.507 Evidence required to substantiate facts alleged by a recognized... perjury) that the recognized representative prepared such submission and that the facts contained...

  9. 13 CFR 101.301 - Who should receive information or allegations of waste, fraud, and abuse?

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... allegations of waste, fraud, and abuse? 101.301 Section 101.301 Business Credit and Assistance SMALL BUSINESS..., fraud, and abuse? The Office of Inspector General should receive all information or allegations of waste, fraud, or abuse regarding SBA programs and operations....

  10. 32 CFR 507.18 - Processing complaints of alleged breach of policies.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... AID OF CIVIL AUTHORITIES AND PUBLIC RELATIONS MANUFACTURE AND SALE OF DECORATIONS, MEDALS, BADGES... 32 National Defense 3 2010-07-01 2010-07-01 true Processing complaints of alleged breach of... Program § 507.18 Processing complaints of alleged breach of policies. The Institute of Heraldry may...

  11. 22 CFR 214.52 - Administrative review of other alleged non-compliance.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... MANAGEMENT Administrative Remedies § 214.52 Administrative review of other alleged non-compliance. With... must file a written complaint which contains specific information regarding the alleged non-compliance. (b) The written complaint must be addressed to the Administrator or Deputy Administrator, Agency...

  12. 'It's still bending': verbal suggestion and alleged psychokinetic ability.

    PubMed

    Wiseman, Richard; Greening, Emma

    2005-02-01

    Some alleged psychics appear to be able to deform metallic objects, such as keys and cutlery, by thought alone. This paper describes two studies that examined whether one aspect of these demonstrations could be created by verbal suggestion. In the first study, participants were shown a videotape in which a fake psychic placed a bent key on a table. Participants in one condition heard the fake psychic suggest that the key was continuing to bend, whilst those in the other condition did not. Participants in the suggestion condition were significantly more likely to report that the key continued to bend. These findings were replicated in the second study. In addition, participants who reported that the key continued to bend displayed a significantly higher level of confidence in their testimony than others, and were significantly less likely to recall that the fake psychic had suggested the continued bending of the key. Neither experiment revealed any differences between participants who expressed a prior belief in the paranormal compared with those who did not. The paper discusses the implications of these results for the psychology of suggestion and the assessment of eyewitness testimony for anomalous events.

  13. Deficient cognitive control fuels children's exuberant false allegations.

    PubMed

    Poole, Debra Ann; Dickinson, Jason J; Brubacher, Sonja P; Liberty, Allison E; Kaake, Amanda M

    2014-02-01

    In eyewitness studies as in actual investigations, a minority of children generate numerous false (and sometimes incredulous) allegations. To explore the characteristics of these children, we reinterviewed and administered a battery of tasks to 61 children (ages 4-9 years) who had previously participated in an eyewitness study where a man broke a "germ rule" twice when he tried to touch them. Performance on utilization, response conflict (Luria tapping), and theory of mind tasks predicted the number of false reports of touching (with age and time since the event controlled) and correctly classified 90.16% of the children as typical witnesses or exuberant (more than 3) false reporters. Results of a factor analysis pointed to a common process underlying performance on these tasks that accounted for 49% of the variability in false reports. Relations between task performance and testimony confirmed that the mechanisms underlying occasional intrusions are different from those that drive persistent confabulation and that deficient cognitive control fuels young children's exuberant false reports. PMID:24157217

  14. 'It's still bending': verbal suggestion and alleged psychokinetic ability.

    PubMed

    Wiseman, Richard; Greening, Emma

    2005-02-01

    Some alleged psychics appear to be able to deform metallic objects, such as keys and cutlery, by thought alone. This paper describes two studies that examined whether one aspect of these demonstrations could be created by verbal suggestion. In the first study, participants were shown a videotape in which a fake psychic placed a bent key on a table. Participants in one condition heard the fake psychic suggest that the key was continuing to bend, whilst those in the other condition did not. Participants in the suggestion condition were significantly more likely to report that the key continued to bend. These findings were replicated in the second study. In addition, participants who reported that the key continued to bend displayed a significantly higher level of confidence in their testimony than others, and were significantly less likely to recall that the fake psychic had suggested the continued bending of the key. Neither experiment revealed any differences between participants who expressed a prior belief in the paranormal compared with those who did not. The paper discusses the implications of these results for the psychology of suggestion and the assessment of eyewitness testimony for anomalous events. PMID:15826327

  15. Clinical and immunologic approach to patients with alleged environmental injury

    SciTech Connect

    Salvaggio, J.E. )

    1991-06-01

    Many of the challenging clinical evaluations facing today's practitioner and particularly today's allergist involve suspected hidden environmental exposure, not only to traditional allergens that induce classic symptoms of IgE-mediated disease, but to a wide range of simple chemicals encountered in trace amounts that may be associated with multisystemic symptoms including behavioral and neurologic manifestations. In the litigious social climate in which we live, the increased number of disability and personal injury claims and the ambiguous posturing by the legal profession often dictate a new set of diagnostic rules and norms. These must be considered by allergists and other practitioners in evaluating patients with polysomatic complaints allegedly due to trace environmental contaminants and with little or no identifiable pathology by gross or microscopic examination of tissues or laboratory data. These patients may have been declared totally disabled and may be seeking or receiving large amounts of personal injury compensation. Furthermore, they may be under treatment with multiple unproven diagnostic and therapeutic modalities and properly controlled challenge procedures may be necessary to prove or disprove the necessity for these diagnostic tests and therapies. With the ever increasing industrialization of our environment, it is likely that patients with these problems, who present for evaluation, will increase in number. It is therefore prudent for the practitioner to consider sound, comprehensive approaches to diagnoses and management of these conditions and above all to allay morbid fears of clinically relevant disease or immune system dysfunction based on results of isolated laboratory test findings. 83 references.

  16. Little Albert's alleged neurological impairment: Watson, Rayner, and historical revision.

    PubMed

    Digdon, Nancy; Powell, Russell A; Harris, Ben

    2014-11-01

    In 2012, Fridlund, Beck, Goldie, and Irons (2012) announced that "Little Albert"-the infant that Watson and Rayner used in their 1920 study of conditioned fear (Watson & Rayner, 1920)-was not the healthy child the researchers described him to be, but was neurologically impaired almost from birth. Fridlund et al. also alleged that Watson had committed serious ethical breaches in regard to this research. Our article reexamines the evidentiary bases for these claims and arrives at an alternative interpretation of Albert as a normal infant. In order to set the stage for our interpretation, we first briefly describe the historical context for the Albert study, as well as how the study has been construed and revised since 1920. We then discuss the evidentiary issues in some detail, focusing on Fridlund et al.'s analysis of the film footage of Albert, and on the context within which Watson and Rayner conducted their study. In closing, we return to historical matters to speculate about why historiographical disputes matter and what the story of neurologically impaired Albert might be telling us about the discipline of psychology today. PMID:25068585

  17. 42 CFR 457.232 - Refunding of Federal Share of CHIP overpayments to providers and referral of allegations of waste...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... providers and referral of allegations of waste, fraud or abuse to the Office of Inspector General. 457.232... to providers and referral of allegations of waste, fraud or abuse to the Office of Inspector General... during any quarter to be an overpayment. (c) Allegations or indications of waste fraud and abuse...

  18. 42 CFR 457.232 - Refunding of Federal Share of CHIP overpayments to providers and referral of allegations of waste...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... providers and referral of allegations of waste, fraud or abuse to the Office of Inspector General. 457.232... to providers and referral of allegations of waste, fraud or abuse to the Office of Inspector General... during any quarter to be an overpayment. (c) Allegations or indications of waste fraud and abuse...

  19. 42 CFR 447.90 - FFP: Conditions related to pending investigations of credible allegations of fraud against the...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... of credible allegations of fraud against the Medicaid program. 447.90 Section 447.90 Public Health... § 447.90 FFP: Conditions related to pending investigations of credible allegations of fraud against the... to which there is pending an investigation of a credible allegation of fraud except under...

  20. An evaluation of the Performance Diagnostic Checklist-Human Services to assess an employee performance problem in a center-based autism treatment facility.

    PubMed

    Ditzian, Kyle; Wilder, David A; King, Allison; Tanz, Jeanine

    2015-01-01

    The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool designed to assess the environmental variables that contribute to poor employee performance in human services settings. We administered the PDC-HS to 3 supervisors to assess the variables that contributed to poor performance by 4 staff members when securing clients in therapy rooms at a treatment center for children with autism. The PDC-HS identified a lack of appropriate consequences as contributing to poor staff performance. We then evaluated a PDC-HS-indicated intervention as well as an intervention not suggested by PDC-HS results. The PDC-HS-indicated intervention (graphed feedback) was effective to increase performance; the non-PDC-HS-based intervention was ineffective.

  1. Reducing suboptimal employee decisions can build the business case for employee benefits.

    PubMed

    Goldsmith, Christopher; Cyboran, Steven F

    2013-01-01

    Suboptimal employee decisions are prevalent in employee benefit plans. Poor decisions have significant consequences for employees and employers. Improving participant decisions produces beneficial outcomes such as lower labor costs, higher productivity and better workforce management. The business case for employee benefits can be strengthened by applying lessons learned from the field of behavioral economics to employee benefit plan design and to workforce communication. This article explains the types of behavioral biases that influence suboptimal decisions and explores how enlightened employee benefit plan choice architecture and vivid behavioral messaging contribute to human and better organizational outcomes.

  2. 45 CFR 7.8 - Employee's right of appeal.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 1 2012-10-01 2012-10-01 false Employee's right of appeal. 7.8 Section 7.8 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.8 Employee's right of appeal. An employee who is aggrieved by a determination of the Department may appeal...

  3. 45 CFR 7.8 - Employee's right of appeal.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Employee's right of appeal. 7.8 Section 7.8 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.8 Employee's right of appeal. An employee who is aggrieved by a determination of the Department may appeal...

  4. Eliciting accounts of alleged child sexual abuse: how do children report touch?

    PubMed

    Teoh, Yee-San; Pipe, Margaret-Ellen; Johnson, Zephyr H; Lamb, Michael E

    2014-01-01

    Investigative interviewers frequently question alleged victims of child sexual abuse about any touching or bodily contact that might have occurred. In the present study of forensic interviews with 192 alleged sexual abuse victims, between 4 and 13 years of age, we examined the frequency with which alleged victims reported bodily contact as "touch" and the types of prompts associated with "touch" reports. Even young alleged victims of sexual abuse reported bodily contact as "touch," and they used the word "touch" more frequently in response to recall than recognition prompts. Regardless of age, children typically referred to "touch" before interviewers used this term, suggesting that even young children are able to report "touch" without being cued by interviewers.

  5. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ....507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.507 Employee rights. Each employee has...

  6. The First Amendment and School Employees: A Practical Management Guide. How to Prevent the First Amendment Case--Suggested Actions and Forms Applying the First Amendment Standards to the School Environment.

    ERIC Educational Resources Information Center

    Frels, Kelly; Schneider-Vogel, Merri

    This guide reviews legal standards inherent in the First Amendment and recommends management techniques that ensure employees' free speech rights while maintaining school efficiency. Section 1, "Introduction," presents an overview of the trend toward litigation in which public employees allege that school officials have violated First Amendment…

  7. An Empirical Analysis of Human Performance and Nuclear Safety Culture

    SciTech Connect

    Jeffrey Joe; Larry G. Blackwood

    2006-06-01

    The purpose of this analysis, which was conducted for the US Nuclear Regulatory Commission (NRC), was to test whether an empirical connection exists between human performance and nuclear power plant safety culture. This was accomplished through analyzing the relationship between a measure of human performance and a plant’s Safety Conscious Work Environment (SCWE). SCWE is an important component of safety culture the NRC has developed, but it is not synonymous with it. SCWE is an environment in which employees are encouraged to raise safety concerns both to their own management and to the NRC without fear of harassment, intimidation, retaliation, or discrimination. Because the relationship between human performance and allegations is intuitively reciprocal and both relationship directions need exploration, two series of analyses were performed. First, human performance data could be indicative of safety culture, so regression analyses were performed using human performance data to predict SCWE. It also is likely that safety culture contributes to human performance issues at a plant, so a second set of regressions were performed using allegations to predict HFIS results.

  8. 42 CFR 93.402 - ORI allegation assessments.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES HEALTH ASSESSMENTS AND HEALTH EFFECTS STUDIES OF HAZARDOUS SUBSTANCES RELEASES AND FACILITIES PUBLIC HEALTH SERVICE POLICIES ON RESEARCH MISCONDUCT Responsibilities of the U.S. Department of Health and Human Services...

  9. A Social Identity Approach to Understanding Responses to Child Sexual Abuse Allegations

    PubMed Central

    Minto, Kiara; Hornsey, Matthew J.; Gillespie, Nicole; Healy, Karen; Jetten, Jolanda

    2016-01-01

    Two studies investigated the role of group allegiances in contributing to the failure of institutions to appropriately respond to allegations of child sexual abuse. In Study 1, 601 participants read a news article detailing an allegation of child sexual abuse against a Catholic Priest. Catholics were more protective of the accused–and more skeptical of the accuser—than other participants, an effect that was particularly pronounced among strongly identified Catholics. In Study 2 (N = 404), the tendency for Catholics to be more protective of the accused and more skeptical of the accuser than non-Catholics was replicated. Moreover, these effects held independently of the objective likelihood that the accused was guilty. Overall, the data show that group loyalties provide a psychological motivation to disbelieve child abuse allegations. Furthermore, the people for whom this motivation is strongest are also the people who are most likely to be responsible for receiving and investigating allegations: highly identified ingroup members. The findings highlight the psychological mechanisms that may limit the ability of senior Church figures to conduct impartial investigations into allegations of child abuse within the Church. PMID:27111546

  10. Employee Training Needs and Perceived Value of Training in the Pearl River Delta of China: A Human Capital Development Approach

    ERIC Educational Resources Information Center

    Au, Alan Kai Ming; Altman, Yochanan; Roussel, Josse

    2008-01-01

    Purpose: This paper aims to explore Hong Kong firms' training needs in the Pearl River Delta, a booming region in the fast growing People Republic of China economy, by resorting to a human capital approach. Also, to identify the training policies selected by those firms in order to cater for those needs. Design/methodology/approach: A survey based…

  11. Outplacement Services for Displaced Employees: Attitudes of Human Resource Managers Based on Differences in Internal and External Delivery

    ERIC Educational Resources Information Center

    Kilcrease, Kelly M.

    2013-01-01

    The results from a survey of 238 human resources executives from organizations that offer outplacement counseling (OPC) internally and 168 that offer it externally suggest that internal OPC delivery is inferior to external OPC delivery. The author found that most internal OPC organizations did not offer the 13 traditional OPC services, even when…

  12. A Behavior-Based Employee Performance System.

    ERIC Educational Resources Information Center

    Abernathy, William B.

    2003-01-01

    Discusses human performance technology models for describing and understanding factors involved in day-to-day functioning of employees and then to develop specific remedial interventions as needed, and contrasts it to an organizational performance system perspective used to design an organization before employees are even hired to prevent bad…

  13. 45 CFR 150.311 - Responses to allegations of noncompliance.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Section 150.311 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES REQUIREMENTS RELATING TO HEALTH...) Include an effective monitoring system to identify practices that do not comply with HIPAA requirements and to provide reasonable assurance that fraud, abuse, and systemic errors are detected in a...

  14. Frequency of traumatic lesions alleged by victims of assault during police custody.

    PubMed

    Lorin de la Grandmaison, G; Houssaye, C; Bourokba, N; Durigon, M

    2007-08-01

    A retrospective study was undertaken to determine the frequency of traumatic lesions found in individuals alleging police brutality during official custody in the département of Hauts-de-Seine, located in the west suburbs of Paris. All medical certificates relating to the examination of 11,653 individuals detained during the year 2004 were analysed. From this population, there were 119 cases where victimized individuals alleged police assault and 245 revealed aggressive police manhandling, as indicated by traces of tight handcuffs. Among the individuals alleging police violence, most of them showed recent traumatic lesions (n=91). The majority of lesions were superficial contusions frequently located in the cervico-cephalic area. All traumatic lesions were compatible with the allegations of police assault. Neurological complications secondary to the application of handcuffs were encountered in less than 2% of the cases. Although no death was recorded in police custody during the period of the study, approximately 5% of the population that had encountered some form of police violence was found to require emergency hospitalization. PMID:17631458

  15. 28 CFR 115.322 - Policies to ensure referrals of allegations for investigations.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Policies to ensure referrals of allegations for investigations. 115.322 Section 115.322 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Juvenile Facilities...

  16. 28 CFR 115.322 - Policies to ensure referrals of allegations for investigations.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Policies to ensure referrals of allegations for investigations. 115.322 Section 115.322 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Juvenile Facilities...

  17. 28 CFR 115.122 - Policies to ensure referrals of allegations for investigations.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Policies to ensure referrals of allegations for investigations. 115.122 Section 115.122 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Lockups Responsive Planning §...

  18. 28 CFR 115.322 - Policies to ensure referrals of allegations for investigations.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Policies to ensure referrals of allegations for investigations. 115.322 Section 115.322 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Juvenile Facilities...

  19. 28 CFR 115.22 - Policies to ensure referrals of allegations for investigations.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Policies to ensure referrals of allegations for investigations. 115.22 Section 115.22 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Adult Prisons and Jails Responsive...

  20. 28 CFR 115.22 - Policies to ensure referrals of allegations for investigations.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Policies to ensure referrals of allegations for investigations. 115.22 Section 115.22 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Adult Prisons and Jails Responsive...

  1. 28 CFR 115.22 - Policies to ensure referrals of allegations for investigations.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Policies to ensure referrals of allegations for investigations. 115.22 Section 115.22 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Adult Prisons and Jails Responsive...

  2. 28 CFR 115.122 - Policies to ensure referrals of allegations for investigations.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Policies to ensure referrals of allegations for investigations. 115.122 Section 115.122 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Lockups Responsive Planning §...

  3. 28 CFR 115.122 - Policies to ensure referrals of allegations for investigations.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Policies to ensure referrals of allegations for investigations. 115.122 Section 115.122 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) PRISON RAPE ELIMINATION ACT NATIONAL STANDARDS Standards for Lockups Responsive Planning §...

  4. Frequency of traumatic lesions alleged by victims of assault during police custody.

    PubMed

    Lorin de la Grandmaison, G; Houssaye, C; Bourokba, N; Durigon, M

    2007-08-01

    A retrospective study was undertaken to determine the frequency of traumatic lesions found in individuals alleging police brutality during official custody in the département of Hauts-de-Seine, located in the west suburbs of Paris. All medical certificates relating to the examination of 11,653 individuals detained during the year 2004 were analysed. From this population, there were 119 cases where victimized individuals alleged police assault and 245 revealed aggressive police manhandling, as indicated by traces of tight handcuffs. Among the individuals alleging police violence, most of them showed recent traumatic lesions (n=91). The majority of lesions were superficial contusions frequently located in the cervico-cephalic area. All traumatic lesions were compatible with the allegations of police assault. Neurological complications secondary to the application of handcuffs were encountered in less than 2% of the cases. Although no death was recorded in police custody during the period of the study, approximately 5% of the population that had encountered some form of police violence was found to require emergency hospitalization.

  5. Beyond Munchausen by Proxy: A Proposed Conceptualization for Cases of Recurring, Unsubstantiated Sexual Abuse Allegations

    ERIC Educational Resources Information Center

    Lindahl, Mary W.

    2009-01-01

    In the emerging literature, cases involving recurring, unsubstantiated allegations of child sexual abuse have generally been categorized as Munchausen by proxy. Recent scholars have recommended restricting the label to the original conceptualization, involving purposeful deception motivated by psychological needs for medical attention. This leaves…

  6. Psychological aspects of sexual functioning among cleric and noncleric alleged sex offenders.

    PubMed

    Haywood, T W; Kravitz, H M; Grossman, L S; Wasyliw, O E; Hardy, D W

    1996-06-01

    Cleric sexual misconduct with minors is a problem receiving increased attention from the media, victims groups, and church authorities. Mental health professionals are increasingly being asked to assist church and civil authorities to help better understand the problem of cleric sexual misconduct with minors. In the current study we compared self-reported sexual functioning among cleric alleged child molesters, noncleric alleged child molesters, and normal control subjects. We hypothesized clerics would differ from nonclerics and normals in reported sexual functioning. Our sample included 30 Roman Catholic clerics and 39 nonclerics who were alleged to have engaged in sexual misconduct with minors, and 38 normal control subjects, all of whom took the Derogatis Sexual Functioning Inventory (DSFI) as part of their forensic psychiatric evaluation. Our results indicated clerics were more likely to report fewer victims, older victims, and victims of male gender than noncleric alleged child molesters. Clerics differed from nonclerics and normal control subjects on several dimensions of self-reported sexual functioning. Lower offense rate histories among clerics suggest that, as a group, clerics may be less seriously psychologically disordered than noncleric child molesters. Low DSFI scores among Roman Catholic clerics may be accounted for in part by their unique training and socialization process. Future studies should attempt to study the influence of social desirability on DSFI scores. Normative data from nonoffending celibate clergy are needed. PMID:8800527

  7. Allegations of diversion and substitution of crude oil. Bayou Choctaw Storage Site, Strategic Petroleum Reserve

    SciTech Connect

    Not Available

    1984-03-30

    Investigation did not substantiate allegations that crude oil destined for the Strategic Petroleum Reserve storage site at Bayou Choctaw was diverted to private use and some other material substituted in its place. However, recommendations are made for handling intermediate transport and storage systems for crude oil to tighten security aspects. (PSB)

  8. Custody Evaluators' Beliefs about Domestic Violence Allegations during Divorce: Feminist and Family Violence Perspectives

    ERIC Educational Resources Information Center

    Haselschwerdt, Megan L.; Hardesty, Jennifer L.; Hans, Jason D.

    2011-01-01

    Approximately, 20% of divorcing couples in the United States require judicial intervention to reach a custody agreement. In such cases, courts often call on child custody evaluators to conduct comprehensive evaluations and recommend custody agreements and services that meet children's best interests. Estimates suggest that allegations of domestic…

  9. Report on Student Academic Integrity and Allegations of Contract Cheating by University Students

    ERIC Educational Resources Information Center

    Australian Government Tertiary Education Quality and Standards Agency, 2015

    2015-01-01

    On 12 November 2014 the Fairfax media reported allegations of cheating by students at a number of Australian higher education providers through the purchase of assignments, particularly through the MyMaster website. The Honorable Christopher Pyne MP, Minister for Education and Training, referred the matter to the Tertiary Education Quality and…

  10. Factors Impacting the Assessment of Maternal Culpability in Cases of Alleged Fetal Abuse

    ERIC Educational Resources Information Center

    McCoy, Monica L.

    2003-01-01

    These studies explored attitudes toward maternal culpability in cases of alleged fetal abuse. In experiment one, general culpability for the use of various substances during pregnancy was assessed as well as the impact of other potentially relevant factors. One hundred and twenty students completed the survey. Participants overwhelmingly supported…

  11. 7 CFR 868.8 - Complaints and reports of alleged violations.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 7 2010-01-01 2010-01-01 false Complaints and reports of alleged violations. 868.8... REGULATIONS AND STANDARDS FOR CERTAIN AGRICULTURAL COMMODITIES Regulations Administration § 868.8 Complaints..., complaints and reports of violations involving the Act or the regulations, standards, and instructions...

  12. 75 FR 77892 - Agency Information Collection Activities: e-Allegations Submission

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-12-14

    ... SECURITY U.S. Customs and Border Protection Agency Information Collection Activities: e-Allegations... public and other Federal agencies to comment on an information collection requirement concerning the e... techniques or the use of other forms of information technology; and (e) the annual costs burden...

  13. 7 CFR 900.201 - Investigation and disposition of alleged violations.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 8 2010-01-01 2010-01-01 false Investigation and disposition of alleged violations. 900.201 Section 900.201 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements and Orders; Fruits, Vegetables, Nuts), DEPARTMENT...

  14. Psychological aspects of sexual functioning among cleric and noncleric alleged sex offenders.

    PubMed

    Haywood, T W; Kravitz, H M; Grossman, L S; Wasyliw, O E; Hardy, D W

    1996-06-01

    Cleric sexual misconduct with minors is a problem receiving increased attention from the media, victims groups, and church authorities. Mental health professionals are increasingly being asked to assist church and civil authorities to help better understand the problem of cleric sexual misconduct with minors. In the current study we compared self-reported sexual functioning among cleric alleged child molesters, noncleric alleged child molesters, and normal control subjects. We hypothesized clerics would differ from nonclerics and normals in reported sexual functioning. Our sample included 30 Roman Catholic clerics and 39 nonclerics who were alleged to have engaged in sexual misconduct with minors, and 38 normal control subjects, all of whom took the Derogatis Sexual Functioning Inventory (DSFI) as part of their forensic psychiatric evaluation. Our results indicated clerics were more likely to report fewer victims, older victims, and victims of male gender than noncleric alleged child molesters. Clerics differed from nonclerics and normal control subjects on several dimensions of self-reported sexual functioning. Lower offense rate histories among clerics suggest that, as a group, clerics may be less seriously psychologically disordered than noncleric child molesters. Low DSFI scores among Roman Catholic clerics may be accounted for in part by their unique training and socialization process. Future studies should attempt to study the influence of social desirability on DSFI scores. Normative data from nonoffending celibate clergy are needed.

  15. Employee Training: Current Trends, Future Challenges.

    ERIC Educational Resources Information Center

    Gorovitz, Elizabeth

    1983-01-01

    Issues currently affecting employee training are the impact of high technology, worker adaptability, the communications revolution, job satisfaction, underinvestment in human capital, demographic shifts, and interest in productivity improvement. (SK)

  16. 76 FR 41857 - Petition Under Section 302 on Alleged Expropriations by the Dominican Republic; Decision Not To...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-07-15

    ... TRADE REPRESENTATIVE Petition Under Section 302 on Alleged Expropriations by the Dominican Republic... adequate compensation by the Government of the Dominican Republic, resulting in an alleged breach of the Dominican Republic's obligations under the Dominican Republic-Central America-United States Free...

  17. 20 CFR 30.609 - Is a settlement or judgment received as a result of allegations of medical malpractice in...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... result of allegations of medical malpractice in treating an illness covered by EEOICPA a recovery that... of allegations of medical malpractice in treating an illness covered by EEOICPA a recovery that must be reported to OWCP? Since an injury caused by medical malpractice in treating an...

  18. 76 FR 2417 - OSHA-7 Form (“Notice of Alleged Safety and Health Hazards”); Extension of the Office of...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-01-13

    ... Occupational Safety and Health Administration OSHA-7 Form (``Notice of Alleged Safety and Health Hazards... officer of safety and health hazards regulated by the Agency that they believe exist in their workplaces...: Extension of a currently approved collection. Title: Notice of Alleged Safety and Health Hazards,...

  19. 42 CFR 457.232 - Refunding of Federal Share of CHIP overpayments to providers and referral of allegations of waste...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... providers and referral of allegations of waste, fraud or abuse to the Office of Inspector General. 457.232... SERVICES (CONTINUED) STATE CHILDREN'S HEALTH INSURANCE PROGRAMS (SCHIPs) ALLOTMENTS AND GRANTS TO STATES... to providers and referral of allegations of waste, fraud or abuse to the Office of Inspector...

  20. 16 CFR 1112.49 - How may a person submit information alleging grounds for adverse action, and what information...

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... TO THIRD PARTY CONFORMITY ASSESSMENT BODIES Adverse Actions: Types, Grounds, Allegations, Procedural Requirements, and Publication § 1112.49 How may a person submit information alleging grounds for adverse action... grounds for adverse action, and what information should be submitted? 1112.49 Section 1112.49...

  1. The Alleged Importance of Being Tough, Really Tough

    NASA Astrophysics Data System (ADS)

    Klee, Robert

    2008-11-01

    Christina Hoff Sommers and Sally Satel, a philosopher and a psychiatrist, now both policy analysts at the American Enterprise Institute, write in their recent book One Nation Under Therapy: How the Helping Culture Is Eroding Self-Reliance that empirically unsupported psychological theories ultimately descended from the cultural upheavals of the 1960s have slowly wormed their way into the educational and social scientific mainstream. These theories, the authors argue, promote a view of the human person as someone who is ‘too fragile for this world’, and in need of ceaseless counseling and coddling from the cradle to the grave. The case the authors make for their thesis is, I argue, uneven strong in specific cases, but weak and overwrought in many others. In the end, I argue, they misidentify the main cause of the increasing shallowness that, to a growing number of critics, is slowly infesting contemporary social science and education.

  2. Why employees resist change in medical group practice acquisitions.

    PubMed

    Fabrizio, N

    1999-01-01

    Understanding employees' values and considerations is important in undergoing major organizational change. This research provides an insight of the business and financial aspects vs. the human relations aspects of acquiring a medical group practice. The five employees interviewed in this analysis provide insight as to the factors that employees consider in resisting change. Considering how employees feel through communicating will have a significant impact on efficiency, effectiveness and turnover. PMID:10351697

  3. Bovine spongiform encephalopathy induces misfolding of alleged prion-resistant species cellular prion protein without altering its pathobiological features.

    PubMed

    Vidal, Enric; Fernández-Borges, Natalia; Pintado, Belén; Ordóñez, Montserrat; Márquez, Mercedes; Fondevila, Dolors; Torres, Juan María; Pumarola, Martí; Castilla, Joaquín

    2013-05-01

    Bovine spongiform encephalopathy (BSE) prions were responsible for an unforeseen epizootic in cattle which had a vast social, economic, and public health impact. This was primarily because BSE prions were found to be transmissible to humans. Other species were also susceptible to BSE either by natural infection (e.g., felids, caprids) or in experimental settings (e.g., sheep, mice). However, certain species closely related to humans, such as canids and leporids, were apparently resistant to BSE. In vitro prion amplification techniques (saPMCA) were used to successfully misfold the cellular prion protein (PrP(c)) of these allegedly resistant species into a BSE-type prion protein. The biochemical and biological properties of the new prions generated in vitro after seeding rabbit and dog brain homogenates with classical BSE were studied. Pathobiological features of the resultant prion strains were determined after their inoculation into transgenic mice expressing bovine and human PrP(C). Strain characteristics of the in vitro-adapted rabbit and dog BSE agent remained invariable with respect to the original cattle BSE prion, suggesting that the naturally low susceptibility of rabbits and dogs to prion infections should not alter their zoonotic potential if these animals became infected with BSE. This study provides a sound basis for risk assessment regarding prion diseases in purportedly resistant species.

  4. Special Report on "Allegations of Conflict of Interest Regarding Licensing of PROTECT by Argonne National Laboratory"

    SciTech Connect

    2009-08-01

    In February 2009, the Office of Inspector General received a letter from Congressman Mark Steven Kirk of Illinois, which included constituent allegations that an exclusive technology licensing agreement by Argonne National Laboratory was tainted by inadequate competition, conflicts of interest, and other improprieties. The technology in question was for the Program for Response Options and Technology Enhancements for Chemical/Biological Terrorism, commonly referred to as PROTECT. Because of the importance of the Department of Energy's technology transfer program, especially as implementation of the American Recovery and Reinvestment Act matures, we reviewed selected aspects of the licensing process for PROTECT to determine whether the allegations had merit. In summary, under the facts developed during our review, it was understandable that interested parties concluded that there was a conflict of interest in this matter and that Argonne may have provided the successful licensee with an unfair advantage. In part, this was consistent with aspects of the complaint from Congressman Kirk's constituent.

  5. Forensic urinalysis of drug use in cases of alleged sexual assault.

    PubMed

    Hindmarch, I; ElSohly, M; Gambles, J; Salamone, S

    2001-12-01

    The results of 3303 analyses of urine samples, collected in an independent testing programme from individuals who claimed to have been sexually assaulted and believed that drugs were involved, were examined in detail. Of the samples provided, 2026 (61.3%) proved positive for one or more substances. Alcohol, either alone or in combination with other drugs, was by far the commonest substance found, being present in 1358 samples (67.0% of positives). Cannabis was the second most prevalent drug, present in 613 samples, (30.3% of positives). Detailed examination of the testing results does not support the contention that any single drug, apart from alcohol, can be particularly identified as a 'date rape' drug. Rather, the alleged sexual assaults may often take place against a background of licit or recreational alcohol or drug use, where alcohol and other drugs are frequently taken together. The extensive forensic database examined here does not support the concept of a commonly occurring 'date rape' scenario, in which the victim's drink is covertly 'spiked' with a tablet, capsule or powder containing a sedative-hypnotic. This research highlights the need for the early collection of forensic samples in cases of alleged sexual assault. Law enforcement agencies and health professionals should establish guidelines and procedures to ensure that appropriate forensic samples (blood and urine) are collected in a timely manner following allegations of possible drug mediated sexual assault. PMID:16083685

  6. Investigating the allegations of Indian nuclear test preparations in the Rajasthan Desert

    SciTech Connect

    Gupta, V.; Pabian, F.

    1997-01-01

    This paper describes how commercial satellite imagery was used along with news reports and published scientific articles to investigate the December 1995 allegations of Indian nuclear test preparations in the Rajasthan Desert. Taking the allegations against India as an example of a future CTB compliance dispute, the investigation was conducted to test the utility of commercial satellite imagery for CTB verification. The technical inquiry produced a series of findings on India`s nuclear testing history and on the recent nuclear test allegations. These findings included the exact location of the subsidence crater created by the May 18, 1974 nuclear test, the discovery of an adjacent military range near Khetolai village, and the observation of recent large-scale, unusual activity at this military range in the immediate vicinity of the 1974 test site. The image-derived information was used to sift fact from fiction in the conflicting media reports. It was then integrated into the collection of credible evidence and analyzed to determine whether the observed activity at the Khetolai military range was conventional, missile testing, nuclear, or innocuous. 95 refs., 1 tab.

  7. Diagnosis of torture after 32 years: assessment of three alleged torture victims during the 1980 military coup in Turkey.

    PubMed

    Unuvar, Umit; Ulas, Halis; Fincanci, Sebnem Korur

    2014-11-01

    Torture is a crime against humanity and it is frequently encountered in countries that have a history of military intervention such as Turkey. Torture still exists despite absolute prohibition by human rights and humanitarian law. More than 1 million people were tortured in Turkey since 1980 coup d'état. Documentation of medical evidence is a prominent step for prevention of torture. Manual on the Effective Investigation and Documentation of Torture and Other Cruel, Inhuman or Degrading Treatment or Punishment (Istanbul Protocol) provides international standards for medical documentation of torture. A holistic approach to trauma stories together with physical and psychological findings has been the main frame of the Protocol. The aim of this study is to discuss physicians' responsibility for prevention of torture, and to emphasize the importance of holistic approach to the assessment of particularly chronic patients. A team of two forensic medicine experts and a psychiatrist examined three male patients, who allegedly had been tortured severely during the 1980 military coup. The team arranged necessary referrals and diagnostic examinations. After conducting a comprehensive medical examination, some physical and psychological findings of trauma were observed and documented even after 32 years. The medico-legal evaluation and documentation of these cases many years after torture under the guidance of Istanbul Protocol were presented and significance of psychological assessment was especially emphasized. Furthermore, possible evidence of torture after a long period and physicians' responsibility for prevention of torture is discussed.

  8. Employee Spirituality in the Workplace: A Cross-Cultural View for the Management of Spiritual Employees.

    ERIC Educational Resources Information Center

    Lewis, Jeffrey S.; Geroy, Gary D.

    2000-01-01

    Discusses six entry points to initiate discussion of employee spirituality in management education: cross-cultural management, workplace diversity, leadership, team management, organizational culture, and human resource development. (SK)

  9. Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

    ERIC Educational Resources Information Center

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

  10. Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

    PubMed

    Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

    2005-02-01

    Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.

  11. Risk of Fatal Injury in Young Children Following Abuse Allegations: Evidence From a Prospective, Population-Based Study

    PubMed Central

    Cleves, Mario A.; Licht, Robyn; Needell, Barbara

    2013-01-01

    Objectives. We examined variations in children’s risk of an unintentional or intentional fatal injury following an allegation of physical abuse, neglect, or other maltreatment. Methods. We linked records of 514 232 children born in California from 1999 to 2006 and referred to child protective services for maltreatment to vital birth and death data. We used multivariable Cox regression models to estimate variations in risk of fatal injury before age 5 years and modeled maltreatment allegations as time-varying covariates. Results. Children with a previous allegation of physical abuse sustained fatal injuries at 1.7 times the rate of children referred for neglect. Stratification by manner of injury showed that children with an allegation of physical abuse died from intentional injuries at a rate 5 times as high as that for children with an allegation of neglect, yet faced a significantly lower risk of unintentional fatal injury. Conclusions. These data suggest conceptual differences between physical abuse and neglect. Findings indicate that interventions consistent with the form of alleged maltreatment may be appropriate, and heightened monitoring of young children referred for physical abuse may advance child protection. PMID:23947328

  12. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Employee rights. 9701.507 Section 9701.507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management...

  13. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 3 2014-01-01 2014-01-01 false Employee rights. 9701.507 Section 9701.507 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Labor-Management...

  14. Managing employee performance.

    PubMed

    McConnell, Charles R

    2004-01-01

    Performance management consists of significantly more than periodic evaluation of performance. It is the art and science of dealing with employees in a manner intended to positively influence their thinking and behavior to achieve a desired level of performance. It is essential for the manager to always model positive behavior concerning performance; what one does or says as a manager always has an influence on others. The kinds of employee behavior most likely encountered relative to performance management efforts stem from resistance to change and lack of complete understanding of what is expected. Employee participation must be elicited whenever possible for performance improvement; as far as the inner working details of a specific job are concerned, there is no one who knows the job better than the person who does it everyday. For each task to be done, an employee needs to know what output is expected, how this output will be measured, and what standards are applied in assessing the output. Managing employee performance requires ongoing contact with each employee, regular feedback, and whatever coaching, counseling, and training are necessary to bring an employee back on track when a problem appears. Sustaining efficient and effective employee performance requires the manager's ongoing attention and involvement. PMID:15457845

  15. Understanding Generation X employees.

    PubMed

    Kupperschmidt, B R

    1998-12-01

    Understanding Generation X employees--those born between 1961 and 1981--is essential if they are to be recruited into and retained in nursing and their potential maximized. The author discusses the times, characteristics, and work values and demands of Generation X. Armed with an enhanced understanding, nurse administrators are better prepared to maximize the potential of Generation X employees.

  16. Managing employee performance.

    PubMed

    McConnell, Charles R

    2004-01-01

    Performance management consists of significantly more than periodic evaluation of performance. It is the art and science of dealing with employees in a manner intended to positively influence their thinking and behavior to achieve a desired level of performance. It is essential for the manager to always model positive behavior concerning performance; what one does or says as a manager always has an influence on others. The kinds of employee behavior most likely encountered relative to performance management efforts stem from resistance to change and lack of complete understanding of what is expected. Employee participation must be elicited whenever possible for performance improvement; as far as the inner working details of a specific job are concerned, there is no one who knows the job better than the person who does it everyday. For each task to be done, an employee needs to know what output is expected, how this output will be measured, and what standards are applied in assessing the output. Managing employee performance requires ongoing contact with each employee, regular feedback, and whatever coaching, counseling, and training are necessary to bring an employee back on track when a problem appears. Sustaining efficient and effective employee performance requires the manager's ongoing attention and involvement.

  17. Theme: Employee Ownership.

    ERIC Educational Resources Information Center

    Gordon, Michael E.; And Others

    1991-01-01

    Includes "Introduction" (Gordon); "Employee Ownership: Opportunities for Unions" (Blasi, Kruse); "Participation, Control, and Performance" (Rosen); Beyond the Contract: Taking on Ownership" (Mackin); "Worker Participation on Boards of Directors" (Hammer); and "Case Study of Employee Ownership and Governance in the Shipbuilding and Maritime…

  18. Employer-employee relations.

    PubMed

    Copeland, J D

    1993-09-01

    As an employer, a veterinarian must be vigilant to protect the rights of both job applicants and employees. Federal and state statutes guarantee that applicants and employees will not be subjected to discrimination in any aspect of employment, including recruitment, hiring, promotion, compensation, and termination of employment. An employer may not discriminate on the basis of sex, race, color, national origin, religion, age, or physical disability. In addition, common law tort actions give employees powerful causes of action be against those employers who injure employees. More than ever, employers must be diligent in obeying the law. Employers must also take measures to protect themselves from employee claims by instituting risk management plans and purchasing adequate insurance coverage.

  19. Employee engagement: a prescription for organizational transformation.

    PubMed

    Halm, Barry

    2011-01-01

    Ivanitskaya, Glazer, and Erofeev (2009) suggest that "the most fundamental element of any organization that helps the organization to survive is the individual person" (p. 109). It is the motivation of human capital that makes a health-care organization come to life. Health-care is a unique industry; its accomplishments are directly dependent upon the competencies and technical skills of its employees. "When people in the workplace fulfill their organizational roles, then the organization thrives" (Ivanitskaya et al., 2009, p. 110). Health-care systems will require organizations that thrive and exhibit characteristics of continuous growth, expressing excessive levels of energy and an immense capacity for flourishing. Anticipating the challenges of the next decade, health-care organizations must achieve a higher degree of employee engagement to enhance organizational performance and profitability. The data analyzed for this chapter indicate that employees who are engaged are more enthusiastic and aspired to achieve both individual and organizational success. The chapter concludes by suggesting five operating practices to establish an employee engagement culture--defining the employee's role in fulfilling the organization's purpose, selecting employees with capability and passion, supporting and valuing the employee, creating sustainable reward systems, and developing feedback and reinforcement mechanisms. PMID:21887939

  20. Employee engagement: a prescription for organizational transformation.

    PubMed

    Halm, Barry

    2011-01-01

    Ivanitskaya, Glazer, and Erofeev (2009) suggest that "the most fundamental element of any organization that helps the organization to survive is the individual person" (p. 109). It is the motivation of human capital that makes a health-care organization come to life. Health-care is a unique industry; its accomplishments are directly dependent upon the competencies and technical skills of its employees. "When people in the workplace fulfill their organizational roles, then the organization thrives" (Ivanitskaya et al., 2009, p. 110). Health-care systems will require organizations that thrive and exhibit characteristics of continuous growth, expressing excessive levels of energy and an immense capacity for flourishing. Anticipating the challenges of the next decade, health-care organizations must achieve a higher degree of employee engagement to enhance organizational performance and profitability. The data analyzed for this chapter indicate that employees who are engaged are more enthusiastic and aspired to achieve both individual and organizational success. The chapter concludes by suggesting five operating practices to establish an employee engagement culture--defining the employee's role in fulfilling the organization's purpose, selecting employees with capability and passion, supporting and valuing the employee, creating sustainable reward systems, and developing feedback and reinforcement mechanisms.

  1. Repeated false allegations of sexual abuse presenting to sheriffs: when is it Munchausen by Proxy?

    PubMed

    Schreier, H A

    1996-10-01

    Munchausen by proxy syndrome, wherein a caretaker (most often a mother) simulates or fabricates illness in a child in order to assume the sick role through another has now been described involving a variety of psychiatric problems and false allegations of sexual abuse. Given that a proposed dynamic appears to be a need in a dependent and/or hostile relationship with powerful transferential people from the past, it was expected that professionals (school psychologists, social workers, lawyers) other than doctors would be involved. A case involving law enforcement agents as a primary "target" is described and its significance discussed.

  2. Confusing the terms "guilty" and "not guilty": implications for alleged offenders with mental retardation.

    PubMed

    Smith, S A

    1993-10-01

    Evaluations of competency to stand trial of 45 alleged offenders with mental retardation were inspected to examine their understanding of "guilty" and "not guilty." Seven defendants (16%) had virtually no knowledge of "guilty" and were judged not competent after a thorough evaluation. None received a jail sentence. Although the criminal justice system served well this group with mental retardation, questions remain about the fate of those not identified. Are some pleading guilty when actually meaning "I did not do it" and being surprised by an unexpected jail sentence?

  3. Alleged abuses in health care in the 1990s: a critical assessment of causation and corrections.

    PubMed

    Liberman, A; Rolle, R

    1998-09-01

    Allegations of fraud in the health care field are being directed at a multitude of providers. This article, which follows an earlier one published in The Health Care Supervisor (16:2), seeks to address three questions surrounding the issue: what manner of fraud has occurred in the health care industry; which methods are being employed by our nation's legal system to address the problem, and, in the growing number of instances in which culpability is unclear, how alternative dispute resolution can be utilized to both address and resolve problems that arise. PMID:10182169

  4. Job-related motivational factors among Malaysian employees.

    PubMed

    Manshor, Amat Taap; Abdullah, Adilah

    2002-12-01

    This study identified job-related motivational factors among Malaysian employees in several telecommunication companies. Responses were obtained from 1,179 employees at all levels up to senior managers and six different functional divisions, sales and marketing, human resources, finance, technical, information, technology, and support division. All employees were asked to rate the importance of Kovach's 10 job-motivational factors. These factors were good wages, job security, opportunity for career growth in the organization, good working conditions, interesting work, company loyalty to employees, tactful discipline, full appreciation of work done, sympathetic help with personal problems, and feeling of being involved in the organization. The top five factors employees identified as motivating them in their jobs were good wages, job security, company loyalty to employees, good working conditions, and full appreciation for work done. Findings were in accordance with Kovach for U.S. employees, in which the top motivational factors were good wages and job security.

  5. Perceived importance of employees' traits in the service industry.

    PubMed

    Lange, Rense; Houran, James

    2009-04-01

    Selection assessments are common practice to help reduce employee turnover in the service industry, but as too little is known about employees' characteristics, which are valued most highly by human resources professionals, a sample of 108 managers and human resources professionals rated the perceived importance of 31 performance traits for Line, Middle, and Senior employees. Rasch scaling analyses indicated strong consensus among the respondents. Nonsocial skills, abilities, and traits such as Ethical Awareness, Self-motivation, Writing Skills, Verbal Ability, Creativity, and Problem Solving were rated as more important for higher level employees. By contrast, traits which directly affect the interaction with customers and coworkers (Service Orientation, Communication Style, Agreeableness, Sense of Humor, Sensitivity to Diversity, Group Process, and Team Building) were rated as more important for lower level employees. Respondents' age and sex did not substantially alter these findings. Results are discussed in terms of improving industry professionals' perceived ecological and external validities of generic and customized assessments of employee. PMID:19610487

  6. Hiring the right employees.

    PubMed

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers. PMID:25807621

  7. Employees with Cerebral Palsy

    MedlinePlus

    ... Resources Home | Accommodation and Compliance Series: Employees with Cerebral Palsy (CP) By Eddie Whidden, MA Preface Introduction Information About ... SOAR) at http://AskJAN.org/soar. Information about Cerebral Palsy (CP) What is CP? Cerebral palsy is a ...

  8. Understanding Employee Motivation.

    ERIC Educational Resources Information Center

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  9. Does Information About Neuropsychiatric Diagnoses Influence Evaluation of Child Sexual Abuse Allegations?

    PubMed

    Lainpelto, Katrin; Isaksson, Johan; Lindblad, Frank

    2016-04-01

    This study aimed at investigating if attitudes toward children with neuropsychiatric disorders influence evaluations concerning allegations of child sexual abuse. Law students (n = 107) at Stockholm University, Sweden, were presented a transcript of a mock police interview with a girl, 11 years of age. This interview was based on a real case, selected as a "typical" example from these years concerning contributions from the interviewer and the alleged victim. After having read the transcript, the students responded to a questionnaire concerning degree of credibility, if the girl talked about events that had really occurred, richness of details, and if the narrations were considered truthful and age-adequate. Fifty-four of the students were also told that the girl had been given the diagnoses of attention deficit/hyperactivity disorder and Asperger syndrome. Students who were informed about the diagnoses gave significantly lower scores concerning credibility of the interviewee. To a lesser degree they regarded her narrations as expressions of what had really occurred and considered her statements less truthful. Furthermore, they found that the narrations contained fewer details. Finally, they found the girl less competent to tell about abuse. We conclude that a neuropsychiatric disorder may infer risks of unjustified skeptical attitudes concerning trustworthiness and cognitive capacity. PMID:27135382

  10. Illegal discharges in Spanish waters. Analysis of the profile of the Alleged Offending Vessel.

    PubMed

    Martín Alonso, J M; Ortega Piris, Andrés; Pérez Labajos, Carlos

    2015-08-15

    There is at present a growing concern, on an international level, over environmental offences caused by oil discharges into the sea from vessels. The objective of the Spanish Maritime Administration is to prevent the illegal discharges of polluting substances in Spanish maritime waters by vessels in transit. To combat such discharges, since 2007 Spain has reinforced its means of response with the use of aircrafts that provide services of maritime surveillance, identifying the Alleged Offending Vessels and acting as a deterrent. The objective of the present study is both to introduce the concept and to analyze certain aspects of the so-called "Alleged Offending Vessel" (AOV) that have been detected within Spanish Search and Rescue (SAR) jurisdiction waters in the period 2008-2012, in order to build a profile of such a vessel. For this purpose, an analysis methodology is formalized based on the GINI index and Lorenz curves, associated with certain aspects of vessels: type, flag and sailing area. PMID:26070959

  11. Alleged silk spigots on tarantula feet: electron microscopy reveals sensory innervation, no silk.

    PubMed

    Foelix, Rainer; Erb, Bruno; Rast, Bastian

    2013-05-01

    Several studies on tarantulas have claimed that their tarsi could secrete fine silk threads which would provide additional safety lines for maintaining a secure foot-hold on smooth vertical surfaces. This interpretation was seriously questioned by behavioral experiments, and more recently morphological evidence indicated that the alleged spigots ("ribbed hairs") were not secretory but most likely sensory hairs (chemoreceptors). However, since fine structural studies were lacking, the sensory nature was not proven convincingly. By using transmission electron microscopy we here present clear evidence that these "ribbed hairs" contain many dendrites inside the hair lumen - as is the case in the well-known contact chemoreceptors of spiders and insects. For comparison, we also studied the fine structure of regular silk spigots on the spinnerets and found them distinctly different from sensory hairs. Finally, histological studies of a tarantula tarsus did not reveal any silk glands, which, by contrast, are easily found within the spinnerets. In conclusion, the alleged presence of silk spigots on tarantula feet is refuted. PMID:23474440

  12. Examining the evidence: reporter identity, allegation type, and sociodemographic characteristics as predictors of maltreatment substantiation.

    PubMed

    King, Bryn; Lawson, Jennifer; Putnam-Hornstein, Emily

    2013-11-01

    Using linked administrative data from child protection and birth records in California, this study examined whether the mandated status and type of reporter are independent predictors of substantiation among infants and young children across maltreatment types and after adjusting for characteristics of the child and family. Of the 59,413 children born in 2002 who were reported and investigated for maltreatment before the age of 5 years, 26% were substantiated. Reports originating from mandated sources were 2.5 times as likely (95% confidence interval, CI [2.40, 2.60]) to be substantiated as those from nonmandated reporters. Findings demonstrated that children whose allegations were reported by law enforcement, medical professionals, and workers in public agencies were consistently substantiated at higher rates than allegations from other mandated reporters. Results also indicated that the relationship between reporter type and the likelihood of substantiation varied by maltreatment type. Children reported by law enforcement for physical abuse were 6.3 times as likely (95% CI [4.86, 8.04]) to be substantiated as those reported by nonmandated sources. PMID:24121416

  13. Perspective: Innocence and due diligence: managing unfounded allegations of scientific misconduct.

    PubMed

    Goldenring, James R

    2010-03-01

    While the incidence of fraud in science is well documented, issues related to the establishment of innocence in cases of fallacious allegations remain unaddressed. In this article, the author uses his own experience to examine issues that arise when investigators are falsely accused of scientific fraud. Investigators must understand the processes in place to protect themselves against false accusations. The present system takes a position of guilty until proven innocent, a concept that is antithetical to American principles of jurisprudence. Yet this stance is acceptable as a requirement for membership in the scientific community, more reflective of the rules within a guild organization. The necessity for proof of innocence by members of the scientific community carries obligations that transcend normal legal assumptions. Scientists must safeguard their reputations by organizing and maintaining all original image files and data relevant to publications and grant proposals. Investigators must be able to provide clear documentation rapidly whenever concerns are raised during the review process. Moreover, peer-reviewed journals must be diligent not only in the identification of fraud but also in providing rapid due process for adjudication of allegations. The success of the scientific guild rules of conduct lies in the practice of due diligence by both scientists and journal editors in questions of scientific misconduct.

  14. Employee Selection Process: Integrating Employee Needs and Employer Motivators.

    ERIC Educational Resources Information Center

    Carroll, Brian J.

    1989-01-01

    Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

  15. 45 CFR 7.7 - Notice to employee of determination.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Notice to employee of determination. 7.7 Section 7.7 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS... Department's determination of the rights to his invention and of his right of appeal, if any. Notice need...

  16. 45 CFR 302.19 - Bonding of employees.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 2 2013-10-01 2012-10-01 true Bonding of employees. 302.19 Section 302.19 Public... ENFORCEMENT PROGRAM), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES STATE PLAN REQUIREMENTS § 302.19 Bonding of employees. The State plan shall provide that the...

  17. How Federal Employees and Supervisors View Performance Standards.

    ERIC Educational Resources Information Center

    Rampp, Lary C.; And Others

    A semantic differential instrument of four scales was used to evaluate employees' and supervisors' attitudes toward a differentiated performance appraisal training process. The sample included 237 employees and 83 supervisors in the Health Resources Administration of the U.S. Department of Health and Human Services. The study found the instrument…

  18. 9 CFR 3.12 - Employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Welfare regulations (9 CFR parts 1, 2, and 3) maintaining dogs and cats must have enough employees to..., background, and experience in proper husbandry and care of dogs and cats to supervise others. The employer... WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of Dogs...

  19. 21 CFR 1250.70 - Employee conveniences.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 21 Food and Drugs 8 2011-04-01 2011-04-01 false Employee conveniences. 1250.70 Section 1250.70 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH AND HUMAN SERVICES (CONTINUED) REGULATIONS UNDER CERTAIN OTHER ACTS ADMINISTERED BY THE FOOD AND DRUG ADMINISTRATION INTERSTATE...

  20. Employee Engagement and Organizational Behavior Management

    ERIC Educational Resources Information Center

    Ludwig, Timothy D.; Frazier, Christopher B.

    2012-01-01

    Engagement is a "buzz" word that has gained popularity in Industrial/Organizational Psychology. Based on a "Positive Psychology" approach, engagement is perceived as a valuable state for employees, because surveys on the construct have found it correlates with some organizational tactics (e.g., human resource policies, procedural justice) and…

  1. 9 CFR 3.12 - Employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Welfare regulations (9 CFR parts 1, 2, and 3) maintaining dogs and cats must have enough employees to... WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of Dogs and..., background, and experience in proper husbandry and care of dogs and cats to supervise others. The...

  2. 9 CFR 3.32 - Employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 9 Animals and Animal Products 1 2011-01-01 2011-01-01 false Employees. 3.32 Section 3.32 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of...

  3. 9 CFR 3.32 - Employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees. 3.32 Section 3.32 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of...

  4. 9 CFR 3.57 - Employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 9 Animals and Animal Products 1 2011-01-01 2011-01-01 false Employees. 3.57 Section 3.57 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment and Transportation of...

  5. 9 CFR 3.32 - Employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 9 Animals and Animal Products 1 2012-01-01 2012-01-01 false Employees. 3.32 Section 3.32 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of...

  6. 9 CFR 3.32 - Employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 9 Animals and Animal Products 1 2014-01-01 2014-01-01 false Employees. 3.32 Section 3.32 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of...

  7. 9 CFR 3.57 - Employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 9 Animals and Animal Products 1 2012-01-01 2012-01-01 false Employees. 3.57 Section 3.57 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment and Transportation of...

  8. 9 CFR 3.57 - Employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees. 3.57 Section 3.57 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment and Transportation of...

  9. 9 CFR 3.57 - Employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 9 Animals and Animal Products 1 2013-01-01 2013-01-01 false Employees. 3.57 Section 3.57 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment and Transportation of...

  10. 9 CFR 3.57 - Employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 9 Animals and Animal Products 1 2014-01-01 2014-01-01 false Employees. 3.57 Section 3.57 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment and Transportation of...

  11. 9 CFR 3.32 - Employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 9 Animals and Animal Products 1 2013-01-01 2013-01-01 false Employees. 3.32 Section 3.32 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of...

  12. Sexually intrusive behavior among alleged CSA male victims: a prospective study.

    PubMed

    Hershkowitz, Irit

    2014-06-01

    Child Sexual Abuse (CSA) is one widely cited risk factor for Sexually Intrusive Behavior (SIB) among boys. To identify variables that moderate the early onset of SIB in a sample of boys, alleged victims of sexual abuse, the current study involved a prospective examination of all investigations of male CSA victims and those of boys aged under 14 who were suspected of committing SIBs on other children in Israel over a 10-year period. Comparing victims with and without SIB records revealed differences on personal and family factors as well as on the characteristics of abuse. A regression model controlling for age and family factors correctly classified over three quarters of the subjects based on reported experiences of abuse. The data help identify characteristics of the abuse that facilitate the early onset of SIB among male victims of CSA. PMID:23698743

  13. Custody evaluators' beliefs about domestic violence allegations during divorce: feminist and family violence perspectives.

    PubMed

    Haselschwerdt, Megan L; Hardesty, Jennifer L; Hans, Jason D

    2011-05-01

    Approximately, 20% of divorcing couples in the United States require judicial intervention to reach a custody agreement. In such cases, courts often call on child custody evaluators to conduct comprehensive evaluations and recommend custody agreements and services that meet children's best interests. Estimates suggest that allegations of domestic violence (DV) are raised and substantiated in about 75% of these cases. Custody evaluators are thus in a position to ensure that divorcing parents with DV receive effective services and enter into safe custody agreements. They are also in a position to minimize or deny the seriousness of DV and its relevance to custody decisions. The present study uses grounded theory methods to examine how custody evaluators' theoretical perspectives on DV and beliefs about custody disputes in the context of DV are related to their evaluation process and recommendations.

  14. Lack of performance: the top reasons for terminating healthcare employees.

    PubMed

    McKinnies, Richard C; Collins, Sandra K; Collins, Kevin S; Matthews, Eric

    2010-01-01

    One of the responsibilities of being a radiology manager unfortunately involves terminating employees. This task can be unpleasant and difficult for both the employee and the manager. It can also be filled with legal ramifications if not handled appropriately. Therefore, it is important for radiology managers to be keenly aware of the typical reasons healthcare employees are terminated. Recognizing the most common reasons for termination can provide radiology managers with an avenue by which to create initiatives. These initiatives should be aimed at reducing the problem areas which lead to the undesirable task of firing employees. A survey of human resource managers in the healthcare industry was conducted and identified the most recurrent reasons healthcare employees are terminated. It also explored the root causes pertaining to terminations involving lack of employee performance.

  15. 31 CFR 598.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... control of an entity designated as a specially designated narcotics trafficker. 598.408 Section 598.408... ASSETS CONTROL, DEPARTMENT OF THE TREASURY FOREIGN NARCOTICS KINGPIN SANCTIONS REGULATIONS... narcotics trafficker. (a) A change or alleged change in ownership or control of an entity designated as...

  16. 31 CFR 536.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... of an entity designated as a specially designated narcotics trafficker. 536.408 Section 536.408 Money... CONTROL, DEPARTMENT OF THE TREASURY NARCOTICS TRAFFICKING SANCTIONS REGULATIONS Interpretations § 536.408 Alleged change in ownership or control of an entity designated as a specially designated...

  17. 31 CFR 536.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... of an entity designated as a specially designated narcotics trafficker. 536.408 Section 536.408 Money... CONTROL, DEPARTMENT OF THE TREASURY NARCOTICS TRAFFICKING SANCTIONS REGULATIONS Interpretations § 536.408 Alleged change in ownership or control of an entity designated as a specially designated...

  18. 31 CFR 598.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... of an entity designated as a specially designated narcotics trafficker. 598.408 Section 598.408 Money... CONTROL, DEPARTMENT OF THE TREASURY FOREIGN NARCOTICS KINGPIN SANCTIONS REGULATIONS Interpretations § 598.408 Alleged change in ownership or control of an entity designated as a specially designated...

  19. 31 CFR 598.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... of an entity designated as a specially designated narcotics trafficker. 598.408 Section 598.408 Money... CONTROL, DEPARTMENT OF THE TREASURY FOREIGN NARCOTICS KINGPIN SANCTIONS REGULATIONS Interpretations § 598.408 Alleged change in ownership or control of an entity designated as a specially designated...

  20. 31 CFR 536.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... of an entity designated as a specially designated narcotics trafficker. 536.408 Section 536.408 Money... CONTROL, DEPARTMENT OF THE TREASURY NARCOTICS TRAFFICKING SANCTIONS REGULATIONS Interpretations § 536.408 Alleged change in ownership or control of an entity designated as a specially designated...

  1. 31 CFR 598.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... of an entity designated as a specially designated narcotics trafficker. 598.408 Section 598.408 Money... CONTROL, DEPARTMENT OF THE TREASURY FOREIGN NARCOTICS KINGPIN SANCTIONS REGULATIONS Interpretations § 598.408 Alleged change in ownership or control of an entity designated as a specially designated...

  2. 31 CFR 536.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... control of an entity designated as a specially designated narcotics trafficker. 536.408 Section 536.408... ASSETS CONTROL, DEPARTMENT OF THE TREASURY NARCOTICS TRAFFICKING SANCTIONS REGULATIONS Interpretations... narcotics trafficker. (a) A change or alleged change in ownership or control of an entity designated as...

  3. 31 CFR 598.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... of an entity designated as a specially designated narcotics trafficker. 598.408 Section 598.408 Money... CONTROL, DEPARTMENT OF THE TREASURY FOREIGN NARCOTICS KINGPIN SANCTIONS REGULATIONS Interpretations § 598.408 Alleged change in ownership or control of an entity designated as a specially designated...

  4. 31 CFR 536.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... of an entity designated as a specially designated narcotics trafficker. 536.408 Section 536.408 Money... CONTROL, DEPARTMENT OF THE TREASURY NARCOTICS TRAFFICKING SANCTIONS REGULATIONS Interpretations § 536.408 Alleged change in ownership or control of an entity designated as a specially designated...

  5. Developmental Differences in the Function and Use of Anatomical Dolls During Interviews with Alleged Sexual Abuse Victims

    ERIC Educational Resources Information Center

    Thierry, Karen L.; Lamb, Michael E.; Orbach, Yael; Pipe, Margaret-Ellen

    2005-01-01

    The impact of anatomical dolls on reports provided by 3- to 12-year-old alleged sexual abuse victims (N = 178) was examined. Children produced as many details in response to open-ended invitations with and without the dolls. In response to directive questions, the 3- to 6-year-olds were more likely to reenact behaviorally than to report verbally,…

  6. 30 CFR 291.103 - May I use alternative dispute resolution to informally resolve an allegation that open and...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... informally resolve an allegation that open and nondiscriminatory access was denied? 291.103 Section 291.103 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, REGULATION, AND ENFORCEMENT, DEPARTMENT OF THE INTERIOR APPEALS OPEN AND NONDISCRIMINATORY ACCESS TO OIL AND GAS PIPELINES UNDER THE OUTER...

  7. 30 CFR 291.102 - May I call the MMS Hotline to informally resolve an allegation that open and nondiscriminatory...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... resolve an allegation that open and nondiscriminatory access was denied? 291.102 Section 291.102 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, REGULATION, AND ENFORCEMENT, DEPARTMENT OF THE INTERIOR APPEALS OPEN AND NONDISCRIMINATORY ACCESS TO OIL AND GAS PIPELINES UNDER THE OUTER CONTINENTAL SHELF LANDS...

  8. 9 CFR 381.181 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 9 Animals and Animal Products 2 2011-01-01 2011-01-01 false Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as violations. 381.181 Section 381.181 Animals and Animal Products FOOD SAFETY AND INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE AGENCY ORGANIZATION...

  9. 9 CFR 320.7 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 9 Animals and Animal Products 2 2011-01-01 2011-01-01 false Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as violations. 320.7 Section 320.7 Animals and Animal Products FOOD SAFETY AND INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE AGENCY ORGANIZATION...

  10. The Impact of a History of Child Sexual Abuse on Maternal Response to Allegations of Sexual Abuse Concerning Her Child.

    ERIC Educational Resources Information Center

    Deblinger, Esther; And Others

    1994-01-01

    Compares nonoffending mothers with and without a history of child sexual abuse (CSA) to the sexual abuse allegations concerning their children. Nonoffending mothers with a history of CSA exhibited more distress and reported greater feelings of aloneness in facing the crisis. However, maternal history of CSA did not differentiate the groups with…

  11. 18 CFR 2.300 - Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... concerning allegations of fraud, abuse, or similar grounds under section 601(c) of the NGPA. 2.300 Section 2..., abuse, or similar grounds under section 601(c) of the NGPA. Recognizing the potential for an increasing number of intervenor complaints predicated on the fraud, abuse, or similar grounds exception...

  12. 42 CFR 447.90 - FFP: Conditions related to pending investigations of credible allegations of fraud against the...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... of credible allegations of fraud against the Medicaid program. 447.90 Section 447.90 Public Health... of fraud against the Medicaid program. (a) Basis and purpose. This section implements section 1903(i... fraud except under specified circumstances. (b) Denial of FFP. No FFP is available with respect to...

  13. 42 CFR 447.90 - FFP: Conditions related to pending investigations of credible allegations of fraud against the...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... of credible allegations of fraud against the Medicaid program. 447.90 Section 447.90 Public Health... of fraud against the Medicaid program. (a) Basis and purpose. This section implements section 1903(i... fraud except under specified circumstances. (b) Denial of FFP. No FFP is available with respect to...

  14. 42 CFR 447.90 - FFP: Conditions related to pending investigations of credible allegations of fraud against the...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... of credible allegations of fraud against the Medicaid program. 447.90 Section 447.90 Public Health... of fraud against the Medicaid program. (a) Basis and purpose. This section implements section 1903(i... fraud except under specified circumstances. (b) Denial of FFP. No FFP is available with respect to...

  15. 30 CFR 291.103 - May I use alternative dispute resolution to informally resolve an allegation that open and...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 30 Mineral Resources 2 2010-07-01 2010-07-01 false May I use alternative dispute resolution to... alternative dispute resolution to informally resolve an allegation that open and nondiscriminatory access was... parties; (2) The Department's Office of Collaborative Action and Dispute Resolution (CADR); or (3)...

  16. Base Rates, Multiple Indicators, and Comprehensive Forensic Evaluations: Why Sexualized Behavior Still Counts in Assessments of Child Sexual Abuse Allegations

    ERIC Educational Resources Information Center

    Everson, Mark D.; Faller, Kathleen Coulborn

    2012-01-01

    Developmentally inappropriate sexual behavior has long been viewed as a possible indicator of child sexual abuse. In recent years, however, the utility of sexualized behavior in forensic assessments of alleged child sexual abuse has been seriously challenged. This article addresses a number of the concerns that have been raised about the…

  17. 18 CFR 2.300 - Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 18 Conservation of Power and Water Resources 1 2014-04-01 2014-04-01 false Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601(c) of the NGPA. 2.300 Section 2.300 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT...

  18. 18 CFR 2.300 - Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 18 Conservation of Power and Water Resources 1 2013-04-01 2013-04-01 false Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601(c) of the NGPA. 2.300 Section 2.300 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT...

  19. 18 CFR 2.300 - Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 18 Conservation of Power and Water Resources 1 2012-04-01 2012-04-01 false Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601(c) of the NGPA. 2.300 Section 2.300 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT...

  20. 18 CFR 2.300 - Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601(c) of the NGPA. 2.300 Section 2.300 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT...

  1. Enhancing Employee Skills.

    ERIC Educational Resources Information Center

    1999

    This document contains four symposium papers on enhancing employee skills. "The Effect of Study Skills Training Intervention on United States Air Force Aeromedical Apprentices" (John C. Griffith) demonstrates how study skills intervention resulted in a significant increase in the end-of-course scores of a sample of 90 randomly selected Air Force…

  2. Assessing Employee Skills.

    ERIC Educational Resources Information Center

    1997

    This document contains four papers from a symposium on assessing employee skills. "Bridging the Training Gap: Identifying Work Place Transferable Skills Needs in Manufacturing Organizations in East Central Minnesota" (K. Peter Kuchinke, James M. Brown, Howie Anderson, Joe Hobson) reports a study of a workplace education program in rural Minnesota…

  3. Managing Employee Assistance Programmes.

    ERIC Educational Resources Information Center

    Schmidenberg, Olive C.; Cordery, John L.

    1990-01-01

    Interviews with 20 branch managers and 20 accountants in an Australian bank determined factors influencing the success of an employee assistance program (EAP). It was found that policies requiring supervisors to act against normal managerial practice doom EAPs to failure. Organizational analysis to integrate the EAP within existing organizational…

  4. Employee Communication: A Bibliography.

    ERIC Educational Resources Information Center

    Balachandran, Sarojini

    This partially annotated bibliography of several hundred items includes material published since 1965. Entries are listed alphabetically by author. The following subject headings were used in the literature search for this bibliography: communication in management, communication in personnel management, reports to employees, attitude surveys,…

  5. Employees on the Move!

    ERIC Educational Resources Information Center

    Levin, Sarah

    This paper describes a method for designing, implementing, and evaluating a work-site physical activity campaign aimed at employees who are currently sedentary in their leisure time. Inactivity is a major but modifiable risk factor for coronary heart disease. Increasing the activity levels of underactive adults would have a positive impact on…

  6. The NOW Employee.

    ERIC Educational Resources Information Center

    Nadler, David

    The focus of this book is the relationship between the new generation of young people and the world of work. Basically the NOW (New Orientation to Work) employee views work as a means of self-actualization instead of merely a vehicle to economic security. The group under discussion is composed of those persons born between 1944 and 1951 who have…

  7. Coaching and counseling employees.

    PubMed

    Herakovic, J

    1992-01-01

    "To be effective, coaches need to exercise different forms of power," writes Dr. Herakovic in lesson two of his correspondence course on coaching and counseling employees. According to the professor, power has five forms: reward, coercive, legitimate, referent (charismatic) and expert power. He defines the five types of power and describes the uses and abuses of each type.

  8. Employee Perceptions of Quality Management: Effects of Employee Orientation Training

    ERIC Educational Resources Information Center

    Akdere, Mesut; Schmidt, Steven W.

    2008-01-01

    This empirical study examines employee perceptions of quality management at three different time periods. New employees at a large United States manufacturing organization were surveyed regarding their perceptions of their organization's quality management practices before they attended a new employee orientation training, immediately after the…

  9. Employee involvement: motivation or manipulation?

    PubMed

    McConnell, C R

    1998-03-01

    Employee involvement is subject to a great deal of verbal tribute; there is hardly a manager at work today who will not praise the value of employee input. However, many employee involvement efforts leave employees feeling more manipulated than motivated. This occurs because supervisors and managers, while expecting employees to change the way they work, are themselves either unwilling to change or remain unconscious of the need to change. The result is that, although employee input is regularly solicited in a number of forms, it is often discounted, ignored, or altered to fit the manager's preconceptions. Often the employee is left feeling manipulated. Since the opportunity for involvement can be a strong motivator, it becomes the manager's task to learn how to provide involvement opportunity in manipulative fashion. This can be accomplished by providing involvement opportunity accompanied by clear outcome expectations and allowing employees the freedom to pursue those outcomes in their own way.

  10. Employee guide to respiratory protection

    SciTech Connect

    Wright, E.M.

    1982-01-01

    This employee guide discusses use of respiratory protective equipment for particulates, gases, vapors, supplied air, and self-contained breathing apparatus. It also covers equipment selection medical factors, fitting criteria; care; and employee responsibilities. (PSB)

  11. Report of the South Texas Project Allegations Review Team. Docket Nos. 50-498 and 50-499, Houston Lighting and Power Company et al.

    SciTech Connect

    Kokajko, L.; Skay, D.; Wang, H.; Murphy, D.

    1995-03-01

    This report provides the results of the South Texas Project Allegations Review Team of the US Nuclear Regulatory Commission. This team was formed to obtain and review allegations from individuals represented by three attorneys who had contacted Congressional staff members. The allegers were employed in various capacities at South Texas Project Electric Generating Station, licensed by Houston Lighting and Power Company, et al.; therefore, the allegations are confined to this site. The South Texas Project Allegations Review Team reviewed, referred, and dispositioned concerns related to discriminatory issues (harassment and intimidation), falsification of records and omission of information, and various technical issues. The team was able to substantiate certain technical issues of minor safety significance or regulatory concern at the South Texas Project facility, but it did not find widespread discriminatory practices such as harassment and intimidation.

  12. 5 CFR 5501.111 - Awards tendered to employees of the National Institutes of Health.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND... to the acceptance by an employee of an award pursuant to 5 CFR 2635.204(d): (1) Limitations... subcomponent under the employee's official responsibility; (ii) Does business or seeks to do business with...

  13. 75 FR 22410 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-04-28

    ... Employer employees who worked at Westinghouse Electric Corp., Bloomfield, New Jersey, from August 13, 1942... HUMAN SERVICES Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY...). ACTION: Notice. SUMMARY: HHS gives notice of a decision to designate a class of employees at...

  14. 77 FR 32640 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-06-01

    ... designate a class of employees from Sandia National Laboratories in Albuquerque, New Mexico, as an addition to the Special Exposure Cohort (SEC) under the Energy Employees Occupational Illness Compensation... HUMAN SERVICES Designation of a Class of Employees for Addition to the Special Exposure Cohort...

  15. 77 FR 32641 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-06-01

    ... designate a class of employees from the Brookhaven National Laboratory in Upton, New York, as an addition to the Special Exposure Cohort (SEC) under the Energy Employees Occupational Illness Compensation Program... HUMAN SERVICES Designation of a Class of Employees for Addition to the Special Exposure Cohort...

  16. Does employee fitness decrease employee absenteeism and medical cost?

    PubMed

    White, P

    In recent years American have become increasingly interested in physical fitness and optimum health care. Health care is big business in the United States. American industry has lead the nation in a quest for wellness by establishing wellness programs for it's employees. This article will attempt to determine: 1) if employees on a fitness program facilitate cost containment for industry when compared to employees not participating in a fitness program; and 2) if employees on a fitness program experience reduced absenteeism due to health reasons and reduced medical costs compared to employees not participating in a fitness program.

  17. Managerial Responsibility for Employee Discipline.

    ERIC Educational Resources Information Center

    Hafner, Arthur W.; Kibble-Smith, Brian G.

    1988-01-01

    Discusses corrective action and employee discipline in library management, covering: (1) factors affecting the library manager's right to discipline; (2) employee orientation and training; (3) employee performance measurement; (4) corrective strategies; (5) termination as an option; (6) the importance of fairness; and (7) positive results of…

  18. Temporary Employees: A Permanent Boon?

    ERIC Educational Resources Information Center

    Simonetti, Jack L.; And Others

    1988-01-01

    Discusses the growing use of temporary employees by companies, including the reasons that temporary help is popular. Describes the types of people likely to become temporary employees and reports results from a survey of 144 members of the American Society for Personnel Administration regarding their organizations' use of temporary employees. (CH)

  19. Professional Employees Turn to Unions

    ERIC Educational Resources Information Center

    Chamot, Dennis

    1976-01-01

    White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

  20. Nongenital malformations following exposure to progestational drugs: the last chapter of an erroneous allegation.

    PubMed

    Brent, Robert L

    2005-11-01

    In the late 1960s and 1970s, a number of epidemiological studies were published indicating that pregnant women who were exposed to an array of sex steroids delivered infants with an increased incidence of nongenital congenital malformations. Because of these publications, the Food and Drug Administration (FDA), in conjunction with various pharmaceutical companies, labeled the therapeutic exposure of progestational drugs and contraceptives in pregnant women as a risk factor for limb-reduction defects (LRDs) and congenital heart defects (CHDs). Subsequently there was a rapid decrease in the exposure of pregnant women to these drugs and the initiation of numerous lawsuits alleging that a particular progestational drug was responsible for a child's nongenital congenital malformation. Wilson and Brent (1981) published an article indicating that epidemiological and animal studies of these drugs, and basic science did not support the package insert's warnings. Many new and previous animal and epidemiological studies did not support the FDA box warning. In 1987 the FDA held a hearing in which the FDA, the Teratology Society, the Centers for Disease Control and Prevention, the American College of Obstetrics and Gynecology, and other organizations supported the position that progestational agents did not result in nongenital malformations. An editorial appeared in Teratology congratulating the FDA for removing the warning label on oral contraceptives regarding nongenital malformations. In 1999 the FDA published new wording for package inserts that removed warnings for nongenital malformations for all progestational agents. In spite of the recent changes in the package inserts, lawsuits have alleged that progestational drugs cause nongenital malformations. It took 22 years from the time a box warning was required by the FDA until the warnings were removed in 1999. The 1999 FDA publication, which is a scholarly and objective document, should put an end to 2 decades of concern

  1. Competency Mapping of the Employees

    NASA Astrophysics Data System (ADS)

    Anisha, N.

    2012-10-01

    Human resource management is a process of bringing people and organizations together so that the goals of each other are met. Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order. Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. Competency Mapping is a process of identifying key competencies for an organization, the jobs and functions within it. Competency mapping, the buzz word in any industry is not complicated as it may appear. At the heart of any successful activity lies a competence or skill. In the recent years, various thought leaders in business strategy have emphasized the need to identify what competencies a business needs, in order to compete in a specific environment. In this article explains the why competencies needed and how is measured competency of employees in the organization.

  2. Cruise ship's doctors - company employees or independent contractors?

    PubMed

    Dahl, Eilif

    2016-01-01

    Traditionally, cruise companies have stated that they are in the transport business but not in the business of providing medical services to passengers. They have claimed not to be able to supervise or control the ship's medical personnel and cruise ship's doctors have therefore mostly been signed on as independent contractors, not employees. A United States court decision from 1988, Barbetta versus S/S Bermuda Star, supported this view and ruled that a ship's owner cannot be held vicariously liable for the negligence of the ship's doctor directed at the ship's passengers. Some years ago a cruise passenger fell and hit his head while boarding a trolley ashore. Hours later he was seen aboard by the ship's doctor, who sent him to a local hospital. He died 1 week later, and his daughter filed a complaint alleging the cruise company was vicariously liable for the purported negligence of the ship's doctor and nurse, under actual or apparent agency theories. A United States district court initially dismissed the case, but in November 2014 the United States Court of Appeals for the Eleventh Circuit disagreed and reversed. From then on independently contracted ship's doctors may be considered de facto employees of the cruise line. The author discusses the employment status of physicians working on cruise ships and reviews arguments for and against the Appellate Court's decision. PMID:27681214

  3. Cruise ship's doctors - company employees or independent contractors?

    PubMed

    Dahl, Eilif

    2016-01-01

    Traditionally, cruise companies have stated that they are in the transport business but not in the business of providing medical services to passengers. They have claimed not to be able to supervise or control the ship's medical personnel and cruise ship's doctors have therefore mostly been signed on as independent contractors, not employees. A United States court decision from 1988, Barbetta versus S/S Bermuda Star, supported this view and ruled that a ship's owner cannot be held vicariously liable for the negligence of the ship's doctor directed at the ship's passengers. Some years ago a cruise passenger fell and hit his head while boarding a trolley ashore. Hours later he was seen aboard by the ship's doctor, who sent him to a local hospital. He died 1 week later, and his daughter filed a complaint alleging the cruise company was vicariously liable for the purported negligence of the ship's doctor and nurse, under actual or apparent agency theories. A United States district court initially dismissed the case, but in November 2014 the United States Court of Appeals for the Eleventh Circuit disagreed and reversed. From then on independently contracted ship's doctors may be considered de facto employees of the cruise line. The author discusses the employment status of physicians working on cruise ships and reviews arguments for and against the Appellate Court's decision.

  4. On the definition and identifiability of the alleged "hiatus" in global warming.

    PubMed

    Lewandowsky, Stephan; Risbey, James S; Oreskes, Naomi

    2015-01-01

    Recent public debate and the scientific literature have frequently cited a "pause" or "hiatus" in global warming. Yet, multiple sources of evidence show that climate change continues unabated, raising questions about the status of the "hiatus". To examine whether the notion of a "hiatus" is justified by the available data, we first document that there are multiple definitions of the "hiatus" in the literature, with its presumed onset spanning a decade. For each of these definitions we compare the associated temperature trend against trends of equivalent length in the entire record of modern global warming. The analysis shows that the "hiatus" trends are encompassed within the overall distribution of observed trends. We next assess the magnitude and significance of all possible trends up to 25 years duration looking backwards from each year over the past 30 years. At every year during the past 30 years, the immediately preceding warming trend was always significant when 17 years (or more) were included in the calculation, alleged "hiatus" periods notwithstanding. If current definitions of the "pause" used in the literature are applied to the historical record, then the climate system "paused" for more than 1/3 of the period during which temperatures rose 0.6 K. PMID:26597713

  5. On the definition and identifiability of the alleged "hiatus" in global warming.

    PubMed

    Lewandowsky, Stephan; Risbey, James S; Oreskes, Naomi

    2015-11-24

    Recent public debate and the scientific literature have frequently cited a "pause" or "hiatus" in global warming. Yet, multiple sources of evidence show that climate change continues unabated, raising questions about the status of the "hiatus". To examine whether the notion of a "hiatus" is justified by the available data, we first document that there are multiple definitions of the "hiatus" in the literature, with its presumed onset spanning a decade. For each of these definitions we compare the associated temperature trend against trends of equivalent length in the entire record of modern global warming. The analysis shows that the "hiatus" trends are encompassed within the overall distribution of observed trends. We next assess the magnitude and significance of all possible trends up to 25 years duration looking backwards from each year over the past 30 years. At every year during the past 30 years, the immediately preceding warming trend was always significant when 17 years (or more) were included in the calculation, alleged "hiatus" periods notwithstanding. If current definitions of the "pause" used in the literature are applied to the historical record, then the climate system "paused" for more than 1/3 of the period during which temperatures rose 0.6 K.

  6. A Genetic Comparison of Two Alleged Subspecies of Philippine Cynomolgus Macaques

    PubMed Central

    Smith, David Glenn; Ng, Jillian; George, Debra; Trask, Jessica Satkoski; Houghton, Paul; Singh, Balbir; Villano, Jason; Kanthaswamy, Sreetharan

    2014-01-01

    Two subspecies of cynomolgus macaques (Macaca fascicularis) are alleged to co-exist in the Philippines, M. f. philippensis in the north and M. f. fascicularis in the south. However, genetic differences between the cynomolgus macaques in the two regions have never been studied to document the propriety of their subspecies status. We genotyped samples of cynomolgus macaques from Batangas in southwestern Luzon and Zamboanga in southwestern Mindanao for 15 short tandem repeat (STR) loci and sequenced an 835 bp fragment of the mtDNA of these animals. The STR genotypes were compared with those of cynomolgus macaques from southern Sumatra, Singapore, Mauritius and Cambodia, and the mtDNA sequences of both Philippine populations were compared with those of cynomolgus macaques from southern Sumatra, Indonesia and Sarawak, Malaysia. We conducted STRUCTURE and PCA analyses based on the STRs and constructed a median joining network based on the mtDNA sequences. The Philippine population from Batangas exhibited much less genetic diversity and greater genetic divergence from all other populations, including the Philippine population from Zamboanga. Sequences from both Batangas and Zamboanga were most closely related to two different mtDNA haplotypes from Sarawak from which they are apparently derived. Those from Zamboanga were more recently derived than those from Batangas, consistent with their later arrival in the Philippines. However, clustering analyses do not support a sufficient genetic distinction of cynomolgus macaques from Batangas from other regional populations assigned to subspecies M. f. fascicularis to warrant the subspecies distinction M. f. philippensis. PMID:24979664

  7. [Alleged assault in a forest: An unusual case of self-inflicted blunt injury].

    PubMed

    Kunz, Sebastian Niko; Tutsch-Bauer, Edith

    2014-01-01

    The medico-legal assessment of potentially self-inflicted injuries is an important field of clinical forensic medicine. Compared with sharp force injuries, it is much more difficult to distinguish blunt injuries caused by another party from self-inflicted lesions. We present a case of a young female doctor, who was allegedly attacked by an unknown stranger during her evening walk in the woods. She claimed to have been hit repeatedly on the head and arms with a stone. During the forensic investigation, blunt injuries could be confirmed on her head and forearms. Based on the arrangement and intensity of the injuries, together with the result of a bloodstain pattern analysis of the weapon, the victim's statement could be disproved. After being confronted with the results of the investigation, the woman admitted to have inflicted the injuries herself. This case is an unusual and rare example of self-inflicted blunt injury. It shows that the criteria of self-inflicted injuries can also be applied to blunt trauma. However, due to the small number of cases, a high degree of caution is required from the forensic expert. PMID:26548021

  8. On the definition and identifiability of the alleged “hiatus” in global warming

    PubMed Central

    Lewandowsky, Stephan; Risbey, James S.; Oreskes, Naomi

    2015-01-01

    Recent public debate and the scientific literature have frequently cited a “pause” or “hiatus” in global warming. Yet, multiple sources of evidence show that climate change continues unabated, raising questions about the status of the “hiatus”. To examine whether the notion of a “hiatus” is justified by the available data, we first document that there are multiple definitions of the “hiatus” in the literature, with its presumed onset spanning a decade. For each of these definitions we compare the associated temperature trend against trends of equivalent length in the entire record of modern global warming. The analysis shows that the “hiatus” trends are encompassed within the overall distribution of observed trends. We next assess the magnitude and significance of all possible trends up to 25 years duration looking backwards from each year over the past 30 years. At every year during the past 30 years, the immediately preceding warming trend was always significant when 17 years (or more) were included in the calculation, alleged “hiatus” periods notwithstanding. If current definitions of the “pause” used in the literature are applied to the historical record, then the climate system “paused” for more than 1/3 of the period during which temperatures rose 0.6 K. PMID:26597713

  9. [Alleged assault in a forest: An unusual case of self-inflicted blunt injury].

    PubMed

    Kunz, Sebastian Niko; Tutsch-Bauer, Edith

    2014-01-01

    The medico-legal assessment of potentially self-inflicted injuries is an important field of clinical forensic medicine. Compared with sharp force injuries, it is much more difficult to distinguish blunt injuries caused by another party from self-inflicted lesions. We present a case of a young female doctor, who was allegedly attacked by an unknown stranger during her evening walk in the woods. She claimed to have been hit repeatedly on the head and arms with a stone. During the forensic investigation, blunt injuries could be confirmed on her head and forearms. Based on the arrangement and intensity of the injuries, together with the result of a bloodstain pattern analysis of the weapon, the victim's statement could be disproved. After being confronted with the results of the investigation, the woman admitted to have inflicted the injuries herself. This case is an unusual and rare example of self-inflicted blunt injury. It shows that the criteria of self-inflicted injuries can also be applied to blunt trauma. However, due to the small number of cases, a high degree of caution is required from the forensic expert.

  10. How Fleet Bank fought employee flight.

    PubMed

    Nalbantian, Haig R; Szostak, Anne

    2004-04-01

    In the late 1990s, Fleet Bank was facing high and rising employee turnover, particularly in its retail operations. Overall turnover had reached 25% annually, and among some groups, such as tellers and customer service reps, turnover was as high as 40%. Using a new methodology developed by Mercer Human Resource Consulting, Fleet set out to determine why so many employees were leaving and what could be done to retain them. It began examining data from HR, finance, operations, and sales about employee behavior and the factors that influence it in different locations and labor markets, departments or work groups, in positions with different pay and benefits, and under different supervisors. Fleet's analysis showed that people were leaving not so much for better pay--their personal testimony notwithstanding--but for broader experience, which they thought would enhance their marketability. Additionally, the analysis revealed a link between the turnover problem and the company's busy history of mergers and acquisitions. Fleet's mergers and acquisitions. frequently meant that it had to consolidate operations. That consolidation resulted in layoffs, which provoked higher levels of voluntary turnover, perhaps because remaining employees began worrying about their job security. While the obvious solution to the turnover problem might have been to compensate the remaining employees--say, with higher pay--the more effective and less costly solution, Fleet discovered, was to focus on employees' career opportunities within the company. Those who moved up the hierarchy, or who even made lateral moves, stayed longer. By offering better internal opportunities for career development, the bank was able to stanch much of the hemorrhaging in personnel. Its solutions required only modest investments, which in the end saved the company millions of dollars. PMID:15077372

  11. Effects of an Informational Brochure, Lottery-Based Financial Incentive, and Public Posting on Absenteeism of Direct-Care Human Services Employees

    ERIC Educational Resources Information Center

    Luiselli, James K.; DiGennaro Reed, Florence D.; Christian, Walter P.; Markowski, Andrea; Rue, Hanna C.; St. Amand, CarrieAnne; Ryan, Chad J.

    2009-01-01

    Chronic absenteeism is a problem encountered by many human services organizations. Large-scale intervention projects to reduce staff absences have incorporated applied behavior analysis methods but there are few studies in the extant literature. In the present study, the authors record staff absenteeism at a specialized school for students with…

  12. Can People With Intellectual Disability Resist Implications of Fault When Police Question Their Allegations of Sexual Assault and Rape?

    PubMed

    Antaki, Charles; Richardson, Emma; Stokoe, Elizabeth; Willott, Sara

    2015-10-01

    When people alleging sexual assault are interviewed by police, their accounts are tested to see if they would stand up in court. Some tests are in the form of tendentious questions carrying implications (e.g., that the sex was consensual) damaging to the complainant's allegation. In a qualitative analysis of 19 English police interviews with people with intellectual disability (ID) defined in a variety of ways, we show how people with ID deal with the pragmatic complexity of such tendentious questions. We give examples in which the complainants detect and resist the questions' damaging implications; but we focus on occasions when the complainants do not do so. We discuss the use of tendentious questions in the light of national United Kingdom guidelines on the treatment of vulnerable witnesses. PMID:26458170

  13. Employee recruitment: using behavioral assessments as an employee selection tool.

    PubMed

    Collins, Sandra K

    2007-01-01

    The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort. PMID:17938588

  14. Forensic Interviews for Child Sexual Abuse Allegations: An Investigation into the Effects of Animal-Assisted Intervention on Stress Biomarkers.

    PubMed

    Krause-Parello, Cheryl A; Gulick, Elsie E

    2015-01-01

    The use of therapy animals during forensic interviews for child sexual abuse allegations is a recommendation by the Therapy Animals Supporting Kids Program to help ease children's discomfort during the forensic interview process. Based on this recommendation, this study incorporated a certified therapy canine into the forensic interview process for child sexual abuse allegations. This study investigated changes in salivary cortisol, immunoglobulin A, blood pressure, and heart rate as a result of forensic interview phenomenon (e.g., outcry) incorporating animal-assisted intervention versus a control condition in children (N = 42) interviewed for alleged child sexual abuse. The results supported significantly greater heart rate values for the control group (n = 23) who experienced sexual contact and/or indecency than the experience of aggravated sexual assault compared to no difference in HR for the intervention group (n = 19). The results suggest that the presence of the canine in the forensic interview may have acted as a buffer or safeguard for the children when disclosing details of sexual abuse. In the intervention group, children's HR was lower at the start of the forensic interview compared to the control group. Finding an effect of having a certified handler-canine team available during the forensic interview on physiological measures of stress has real-world value for children, child welfare personnel, and clinical therapists. It is suggested that animal-assisted intervention be expanded to children facing other types of trauma and to treatment programs for child survivors of sexual abuse.

  15. Using employee experts to offer an interprofessional diabetes risk reduction program to fellow employees.

    PubMed

    Lenz, Thomas L; Gillespie, Nicole D; Skrabal, Maryann Z; Faulkner, Michele A; Skradski, Jessica J; Ferguson, Liz A; Pagenkemper, Joni J; Moore, Geri A; Jorgensen, Diane

    2013-03-01

    A recent increase in the incidence of diabetes and pre-diabetes is causing many employers to spend more of their healthcare benefit budgets to manage the conditions. A self-insured university in the USA has implemented an interprofessional diabetes mellitus risk reduction program using its own employee faculty and staff experts to help fellow employees manage their diabetes and pre-diabetes. The interprofessional team consists of five pharmacists, a dietitian, an exercise physiologist, a health educator and a licensed mental health practitioner. In addition, the participant's physician serves as a consultant to the program, as does a human resources healthcare benefits specialist and a wellness coordinator. The volunteer program takes place at the worksite during regular business hours and is free of charge to the employees. The faculty and staff delivering the program justify the cost of their time through an interprofessional educational model that the program will soon provide to university students. PMID:22957897

  16. Evaluation of the impact of employee ergonomics training in industry.

    PubMed

    King, P M; Fisher, J C; Garg, A

    1997-08-01

    This study examined the effects of three different types of ergonomics training methods upon employee knowledge, attitude and behavior. Employees within intact processing lines (N = 104) were randomized into four groups, one group serving as a control group. Pre- and post-test measures were implemented. Results showed training to have a significant effect upon knowledge of ergonomics. No significant differences were noted among all four groups according to empowerment and human factors measures. Training had a significant impact upon employee's job satisfaction, and the recognition and reporting of health hazards associated with their jobs.

  17. Fitness and employee productivity.

    PubMed

    Howard, J; Mikalachki, A

    1979-09-01

    What should management consider when deciding whether to sponsor a company fitness program? This article gives pragmatic answers to the business community as well as outlining critical avenues for future research for both academics and corporations. Understanding the nature of the commitment is a prerequisite for success. Whether the program should be short term and serve as a catalyst for future individual efforts, or a long-term commitment, is a question which must be considered. Decisions of this type are partially dependent on what criteria are used to evaluate success. As measurements of employee productivity are very subjective or non-existent, absenteeism and turnover are potential yardsticks. Details of employee programs must also address the issue of participation as well as the frequency, intensity and duration. Future research must separate the effect of the fitness improvement from the benfits derived from just being in a program. The measurement of productivity and the long-term effect of fitness programs, especially short-term programs, are also areas for future work.

  18. Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

    PubMed

    Yam, Kai Chi; Fehr, Ryan; Barnes, Christopher M

    2014-11-01

    In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved). PMID:24911178

  19. Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

    PubMed

    Yam, Kai Chi; Fehr, Ryan; Barnes, Christopher M

    2014-11-01

    In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

  20. Employee Perceived Training Effectiveness Relationship to Employee Attitudes

    ERIC Educational Resources Information Center

    Sahinidis, Alexandros G.; Bouris, John

    2008-01-01

    Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…

  1. Analysis on Causes of Employees' Damaged Rights in Perspective of Property Rights

    NASA Astrophysics Data System (ADS)

    Zheng, Xiuzhi; Lin, Lijie

    An employment contract is a contract of human capital property rights transaction between employees and employer. Due to its incompleteness, the employees' rights can not be fully defined in the employment contract. Therefore, some rights of employees lie in "Public Domain". Due to the rule of "Power Defining Property" in the prosperity dealing, employers with great power are able to grab at employees' rights in "Public Domain". In this paper, the theoretical foundation on the source of violations to employees' rights, the value of labor contract law and the role of labor union playing in the labor relationship are presented in perspective of property rights.

  2. Motivating pharmacy employees.

    PubMed

    White, S J; Generali, J A

    1984-07-01

    Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented.

  3. Motivating pharmacy employees.

    PubMed

    White, S J; Generali, J A

    1984-07-01

    Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented. PMID:6465152

  4. 77 FR 40059 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-07-06

    ... HUMAN SERVICES Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY..., Department of Health and Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice of a decision to... (SEC) under the Energy Employees Occupational Illness Compensation Program Act of 2000. On June...

  5. 76 FR 28436 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-05-17

    ... HUMAN SERVICES Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health (NIOSH), Department of Health and Human Services (HHS...) under the Energy Employees Occupational Illness Compensation Program Act of 2000. On April 29, 2011,...

  6. 77 FR 32640 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-06-01

    ... HUMAN SERVICES Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY..., Department of Health and Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice of a decision to... the Special Exposure Cohort (SEC) under the Energy Employees Occupational Illness Compensation...

  7. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 25 Indians 2 2014-04-01 2014-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  8. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  9. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 25 Indians 2 2011-04-01 2011-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  10. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 25 Indians 2 2013-04-01 2013-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  11. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 25 Indians 2 2012-04-01 2012-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  12. Employees' perceptions of justice in performance appraisals.

    PubMed

    Vasset, Frøydis; Marnburg, Einar; Furunes, Trude

    2010-05-01

    Of all the tasks undertaken by human resource managers, performance appraisals (PAs) are one of the most unpopular among employees (Meyer 1991, Murphy and Cleveland 1995, Holbrook 2002, Jackman and Strober 2003). As PA guides and plans show (Fletcher 2004, CatalystOne 2010), PAs can be implemented in similar ways in organisations throughout Europe and developed countries elsewhere. But, if employees perceive PA processes as unfair, they may reject the usefulness and validity of the information they receive and so may not be motivated to change behaviour. This article concerns perceptions of organisational justice and explains the results of a study of perceived fairness in PAs among nurses and auxiliary nurses in Norway's municipal health service.

  13. 5 CFR 9701.351 - Setting an employee's starting pay.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting an employee's starting pay. 9701.351 Section 9701.351 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.351...

  14. Keeping the Best: A Practical Guide to Retaining Key Employees.

    ERIC Educational Resources Information Center

    Bevan, Stephen; Barber, Linda; Robinson, Dilys

    This book, which is intended to assist human resource professionals and line managers in the United Kingdom, is a practical guide to retaining key employees. Discussed in the introduction are the relationship between downsizing and retention, problems that retention difficulties pose for human resource management, and the effects of retention…

  15. 5 CFR 9701.351 - Setting an employee's starting pay.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.351 Setting... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Setting an employee's starting pay. 9701.351 Section 9701.351 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN...

  16. Helping the New Employee Adjust.

    ERIC Educational Resources Information Center

    Hayes, James L.

    1981-01-01

    A manager training a new employee should explain what is expected, encourage questions, allow flexibility, expect mistakes, and review procedures. When problems arise, the manager must be honest, set guidelines, and inform the employee of his/her progress. (Author/MLF)

  17. Employee Ownership, Motivation and Productivity.

    ERIC Educational Resources Information Center

    Michie, Jonathan; Oughton, Christine; Bennion, Yvonne

    The relationship between employee ownership, motivation, and productivity was explored. The main data collection activities were as follows: (1) a literature review; (2) interviews with management and employees from 10 selected companies across the United Kingdom; (3) surveys of ICOM (the federation of worker cooperatives) member companies and…

  18. Sexual Misconduct by School Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    1992-01-01

    The recent United States Supreme Court decision in "Franklin v. Gwinnett County Public Schools" highlights the additional risks facing school districts and employees under federal statutes and the common law as a result of sexual misconduct by school employees. The "Franklin" case illustrates that damages could be available to the student and that…

  19. Training Guidelines for Employee Relations.

    ERIC Educational Resources Information Center

    Hotel and Catering Training Board, Wembley (England).

    This set of guidelines is intended for use by employers desiring to establish the training needs of those involved in employee relations. The 16 guidelines cover the following principal activities normally associated with employee relations: staff management policy and aims, staff recruitment and selection, terms and conditions of employment,…

  20. Employee Incentive System for Hospitals.

    ERIC Educational Resources Information Center

    Community Health Service (DHEW/PHS), Arlington, VA. Div. of Health Resources.

    The purpose of this monograph is to discuss employee incentive plans with a potential for cost containment in order to assist hospitals in providing efficient and effective delivery of health care. Based on an examination of employee incentive systems both in and outside the health care field, the information is intended to aid the administrative…

  1. Assessing New Employee Orientation Programs

    ERIC Educational Resources Information Center

    Acevedo, Jose M.; Yancey, George B.

    2011-01-01

    Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…

  2. Community College Employee Wellness Programs

    ERIC Educational Resources Information Center

    Thornton, L. Jay; Johnson, Sharon

    2010-01-01

    This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…

  3. Counseling Employees: A Multifaceted Approach.

    ERIC Educational Resources Information Center

    Sandhu, Daya Singh, Ed.

    This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…

  4. Diversity management: the treatment of HIV-positive employees.

    PubMed

    Yap, Matthew H T; Ineson, Elizabeth M

    2012-01-01

    Socio-demographic dimensions such as age, gender, sexual orientation, race and ethnicity are commonly included in diversity studies. With a view to helping Asian hospitality managers to manage HIV-positive employees in their workplaces through diversity management (DM) theory, this research extends the boundaries of previous diversity studies by considering Human Immunodeficiency Virus (HIV) infection as a diverse characteristic. Both quantitative and qualitative primary data were collected from purposively selected Asian hospitality managers through postal questionnaire and follow-up telephone interviews. Transformed raw data were analysed using summary statistics and template analysis. Asian hospitality managers agreed that DM would be appropriate in the management of HIV-positive employees and that it could generate substantial benefits for employees and employers. However, they believe that the successful adoption and implementation of DM is not easy; it requires training and, ideally, the recruitment of experienced directors. Nevertheless, Asian hospitality managers are confident that implementing DM to manage HIV-positive employees can enhance tolerance, improve understanding and promote equality. The purposive sampling technique and the small number of respondents have impacted the external validity of the study. However, this exploratory study initiates an equality discussion to include HIV-positive employees in DM discourse beyond antidiscrimination legislation. It also supplements the sparse literature addressing HIV-positive employees in the Asian hospitality workplace. Asian hospitality managers are advised to understand and employ DM to treat HIV-positive employees fairly to overcome hospitality workplace marginalisation, discrimination and stigmatisation.

  5. Diversity management: the treatment of HIV-positive employees.

    PubMed

    Yap, Matthew H T; Ineson, Elizabeth M

    2012-01-01

    Socio-demographic dimensions such as age, gender, sexual orientation, race and ethnicity are commonly included in diversity studies. With a view to helping Asian hospitality managers to manage HIV-positive employees in their workplaces through diversity management (DM) theory, this research extends the boundaries of previous diversity studies by considering Human Immunodeficiency Virus (HIV) infection as a diverse characteristic. Both quantitative and qualitative primary data were collected from purposively selected Asian hospitality managers through postal questionnaire and follow-up telephone interviews. Transformed raw data were analysed using summary statistics and template analysis. Asian hospitality managers agreed that DM would be appropriate in the management of HIV-positive employees and that it could generate substantial benefits for employees and employers. However, they believe that the successful adoption and implementation of DM is not easy; it requires training and, ideally, the recruitment of experienced directors. Nevertheless, Asian hospitality managers are confident that implementing DM to manage HIV-positive employees can enhance tolerance, improve understanding and promote equality. The purposive sampling technique and the small number of respondents have impacted the external validity of the study. However, this exploratory study initiates an equality discussion to include HIV-positive employees in DM discourse beyond antidiscrimination legislation. It also supplements the sparse literature addressing HIV-positive employees in the Asian hospitality workplace. Asian hospitality managers are advised to understand and employ DM to treat HIV-positive employees fairly to overcome hospitality workplace marginalisation, discrimination and stigmatisation. PMID:22293097

  6. Blastocystis hominis in hospital employees.

    PubMed

    Grossman, I; Weiss, L M; Simon, D; Tanowitz, H B; Wittner, M

    1992-06-01

    Several reports have appeared that either support or deny the importance of the protozoan Blastocystis hominis as an intestinal pathogen in humans. In this report, we describe the clinical characteristics of B. hominis and its response to therapy in hospital employees found to have the parasite on routine screening of stools. During the study, 49 patients with B. hominis were identified, and 413 stools were examined from these patients. Twenty-nine patients were asymptomatic (59%), and 20 had symptoms of bloating, flatulence, soft/loose stools, or constipation. Of these 20 patients, 10 had symptoms that correlated with the presence or absence of B. hominis, four had symptoms that were independent of B. homonis, and six had other intestinal parasites that could account for their symptoms. Nineteen percent of patients without treatment had eradication of B. hominis from stool on follow-up examination. Metronidazole did not increase this rate. Iodoquinol treatment eradicated the organism in 41% of patients (p less than 0.05), and resulted in the reduction or eradication of the parasite in 62%, as determined by follow-up examination. PMID:1590309

  7. Meaning and Value: Human Action and Matrices of Relevance in Philosophies of Education

    ERIC Educational Resources Information Center

    Stanage, Sherman M.

    1976-01-01

    Works of A. Schutz, J. L. Austin, R. G. Collingwood, and J. Ortega y Gasset are sources for the philosophy of human action and relevance offered here to fill an alleged gap in educational theory. (GW)

  8. 75 FR 4822 - Decision To Evaluate a Petition To Designate a Class of Employees for Linde Ceramics, Tonawanda...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-01-29

    ... HUMAN SERVICES Decision To Evaluate a Petition To Designate a Class of Employees for Linde Ceramics... employees for Linde Ceramics, Tonawanda, New York, to be included in the Special Exposure Cohort under the...: Facility: Linde Ceramics. Location: Tonawanda, New York. Job Titles and/or Job Duties: All employees...

  9. 75 FR 17920 - Decision To Evaluate a Petition to Designate a Class of Employees for the Ames Laboratory, Ames...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-04-08

    ... HUMAN SERVICES Decision To Evaluate a Petition to Designate a Class of Employees for the Ames Laboratory... employees for the Ames Laboratory, Ames, Iowa, to be included in the Special Exposure Cohort under the Energy Employees Occupational Illness Compensation Program Act of 2000. The initial proposed...

  10. 78 FR 36550 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-06-18

    ... notice of a determination concerning a petition to add a class of employees from the Brookhaven National Laboratory in Upton, New York, to the Special Exposure Cohort (SEC) under the Energy Employees Occupational... HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special...

  11. 75 FR 24957 - Decision to Evaluate a Petition to Designate a Class of Employees From the Los Alamos National...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-05-06

    ... designate a class of employees from the Los Alamos National Laboratory, Los Alamos, New Mexico, to be..., New Mexico. Job Titles and/or Job Duties: All employees of the Department of Energy, its predecessor... HUMAN SERVICES Decision to Evaluate a Petition to Designate a Class of Employees From the Los...

  12. 76 FR 72929 - Decision To Evaluate a Petition To Designate a Class of Employees From Titanium Alloys...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-28

    ... class of employees from Titanium Alloys Manufacturing in Niagara Falls, New York, to be included in the Special Exposure Cohort under the Energy Employees Occupational Illness Compensation Program Act of 2000... HUMAN SERVICES Decision To Evaluate a Petition To Designate a Class of Employees From Titanium...

  13. 5 CFR 5501.107 - Teaching, speaking and writing by special Government employees in the Public Health Service.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Government employees in the Public Health Service. 5501.107 Section 5501.107 Administrative Personnel DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE... employees in the Public Health Service. (a) Applicability. This section applies to special...

  14. 75 FR 27783 - Decision To Evaluate a Petition To Designate a Class of Employees From the Mound Site in...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-05-18

    ... HUMAN SERVICES Decision To Evaluate a Petition To Designate a Class of Employees From the Mound Site in... employees from the Mound site in Miamisburg, Ohio, to be included in the Special Exposure Cohort under the...: Facility: Mound site. Location: Miamisburg, Ohio. Job Titles and/or Job Duties: All employees of...

  15. Employee Assistance Program Issues

    NASA Technical Reports Server (NTRS)

    Gettleman, Alan G.; McGuire, William

    1999-01-01

    Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He

  16. The role of computer networking in investigating unusual disease outbreaks and allegations of biological and toxin weapons use.

    PubMed

    Woodall, J

    1998-01-01

    Computer networking can aid in the epidemiological investigation of unusual disease outbreaks and possible uses of biological weapons. Exchange of computerized data over the Internet has many advantages in facilitating the investigation of the source of a disease outbreak. It is especially useful in the investigation of suspected or alleged releases of biological weapons. Computer networking through the Internet a fosters a truly global disease outbreak early warning system in which both government and non-government sources are contributing. Such information exchange is of great potential benefit to the Biological Weapons Convention and the attempts to develop a verification protocol. PMID:9800103

  17. Every employee an owner. Really.

    PubMed

    Rosen, Corey; Case, John; Staubus, Martin

    2005-06-01

    Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.

  18. 28 CFR 115.331 - Employee training.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... and professionally with residents, including lesbian, gay, bisexual, transgender, intersex, or gender... the gender of the residents at the employee's facility. The employee shall receive additional...

  19. Employee Wellness Program in a small rural industry: employee evaluation.

    PubMed

    Carter, Melondie; Gaskins, Susan; Shaw, Lynda

    2005-06-01

    The primary purpose of this study was to determine employees' perceptions of a wellness program resulting from collaboration between a small rural industry and a College of Nursing. Focus group methods were used to elicit evaluative data from 27 employees. A semi-structured interview guide of open-ended questions was used to elicit information. The employees readily identified the screenings and information they had received related to hypertension, blood sugar, and cholesterol to be helpful. Health behavior changes the employees identified based on the health promotion activities and screenings included diet changes, different food preparations, and exercise. The screenings were found to be beneficial because they helped them to understand the significance of the results and how they could alter them with health behaviors. The repeated screenings provided an opportunity for them to see how health behavior changes had affected their results.

  20. Addressing problems of employee performance.

    PubMed

    McConnell, Charles R

    2011-01-01

    Employee performance problems are essentially of 2 kinds: those that are motivational in origin and those resulting from skill deficiencies. Both kinds of problems are the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes ordinarily do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility in ensuring that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.

  1. Roadmap to a Sustainable Structured Trusted Employee Program

    SciTech Connect

    Coates, Cameron W; Eisele, Gerhard R

    2013-08-01

    Organizations (facility, regulatory agency, or country) have a compelling interest in ensuring that individuals who occupy sensitive positions affording access to chemical biological, radiological and nuclear (CBRN) materials facilities and programs are functioning at their highest level of reliability. Human reliability and human performance relate not only to security but also focus on safety. Reliability has a logical and direct relationship to trustworthiness for the organization is placing trust in their employees to conduct themselves in a secure, safe, and dependable manner. This document focuses on providing an organization with a roadmap to implementing a successful and sustainable Structured Trusted Employee Program (STEP).

  2. Employee leasing ... then and now.

    PubMed

    Cogdill, D M

    1989-01-01

    This paper examines the case history of an employee leasing plan for the Green Clinic, beginning in 1980 and terminating in 1987. The advantages, disadvantages and effects on the Clinic's operation are noted within.

  3. Responding to the NOW Employee

    ERIC Educational Resources Information Center

    Nadler, David

    1970-01-01

    The NOW employee (New Orientation to Work) of the 1970s will come to work in great numbers, with a high educational level, and with a values system much different than that of their parents or older colleagues. (EB)

  4. Employee Benefit Reporting After ERISA

    ERIC Educational Resources Information Center

    Steen, Wesley W.

    1976-01-01

    The statutory reporting requirements of ERISA and some of the regulations recently promulgated are discussed. All type of employee benefit plans are covered. For journal availability see HE 508 741. (LBH)

  5. 34 CFR 84.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in...

  6. 29 CFR 1904.35 - Employee involvement.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... former employee. (iii) If an employee or representative asks for access to the OSHA 300 Log, when do I... representative asks for copies of your current or stored OSHA 300 Log(s) for an establishment the employee or former employee has worked in, you must give the requester a copy of the relevant OSHA 300 Log(s) by...

  7. 28 CFR 97.12 - Employee training.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent...

  8. 31 CFR 20.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee...

  9. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  10. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  11. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  12. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  13. 29 CFR 779.114 - Transportation employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  14. 10 CFR 607.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF ENERGY (CONTINUED) ASSISTANCE REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly...

  15. Employee Ownership Plans. Background Paper No. 34.

    ERIC Educational Resources Information Center

    Stern, Robert N.

    Employee ownership through employee stock ownership plans (ESOPs) was first mentioned in federal legislation in the Regional Rail Reorganization Act of 1973. Since then, at least 19 pieces of federal legislation have been enacted that deal with employee ownership in some way, including the Employee Retirement Income Security Act (ERISA) and tax…

  16. 29 CFR 94.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 1 2011-07-01 2011-07-01 false Employee. 94.640 Section 94.640 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the...

  17. 28 CFR 83.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in...

  18. 22 CFR 171.41 - Covered employees.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... PUBLIC Ethics in Government Act Provisions § 171.41 Covered employees. (a) Officers and employees (including special Government employees as defined in 18 U.S.C. 202) whose positions are classified at grades... Director of the Office of Government Ethics to be of equal classification to GS-16; (c) Employees in...

  19. 22 CFR 171.41 - Covered employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... PUBLIC Ethics in Government Act Provisions § 171.41 Covered employees. (a) Officers and employees (including special Government employees as defined in 18 U.S.C. 202) whose positions are classified at grades... Director of the Office of Government Ethics to be of equal classification to GS-16; (c) Employees in...

  20. Improving Employee Performance.

    ERIC Educational Resources Information Center

    Civil Service Commission, Washington, DC. Library.

    This publication in the Personnel Bibliography Series supplements two previous bibliographies on productivity, motivation, and incentive awards and on managing human behavior. It covers materials received in the Civil Service Commission's Library during 1970 and 1971. Categories for which annotated references are provided include…

  1. Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism.

    PubMed

    Hoxsey, Dann

    2010-01-01

    In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors. PMID:21132939

  2. Below the Salary Line: Employee Engagement of Non-Salaried Employees

    ERIC Educational Resources Information Center

    Shuck, Brad; Albornoz, Carlos

    2007-01-01

    This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

  3. 77 FR 5711 - Guidelines for Determining Probability of Causation Under the Energy Employees Occupational...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-02-06

    ... the Energy Employees Occupational Illness Compensation Program Act of 2000; Revision of Guidelines on... Department of Health and Human Services (HHS) proposed to treat chronic lymphocytic leukemia (CLL) as a radiogenic cancer under the Energy Employees Occupational Illness Compensation Program Act of 2000...

  4. Organizational Commitment among Employees at a Private Nonprofit University in Virginia

    ERIC Educational Resources Information Center

    Calland, David R.

    2012-01-01

    The purpose of this quantitative study was to investigate the similarity between the human resource strategies (benefits, due process, employee participation, employee skill level, general training, job enrichment, social interactions, wages) currently utilized at a private, nonprofit university in Virginia, and those reported in the research…

  5. 45 CFR 86.8 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Designation of responsible employee and adoption of grievance procedures. 86.8 Section 86.8 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES... FEDERAL FINANCIAL ASSISTANCE Introduction § 86.8 Designation of responsible employee and adoption...

  6. 45 CFR 86.8 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 1 2011-10-01 2011-10-01 false Designation of responsible employee and adoption of grievance procedures. 86.8 Section 86.8 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES... FEDERAL FINANCIAL ASSISTANCE Introduction § 86.8 Designation of responsible employee and adoption...

  7. 76 FR 51035 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-08-17

    ... HUMAN SERVICES Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY...). ACTION: Notice. SUMMARY: HHS gives notice of a decision to designate a class of employees from Sandia National Laboratories in Albuquerque, New Mexico, as an addition to the Special Exposure Cohort (SEC)...

  8. 45 CFR 73a.735-502 - Employees in regulatory activities.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Employees in regulatory activities. 73a.735-502 Section 73a.735-502 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION...; (ii) Occupies an FDA position below GS-11 with duties of a nature that the employee could in...

  9. Employee Commitment in Context: The Nature and Implication of Commitment Profiles

    ERIC Educational Resources Information Center

    Meyer, John P.; Stanley, Laura J.; Parfyonova, Natalya M.

    2012-01-01

    It is well established that employee commitment can take different forms (e.g., affective, normative, and continuance), yet it is only recently that theory has been advanced to explain how these different forms combine to influence behavior (Meyer & Herscovitch, 2001). We tested this theory with data from employees in three human services…

  10. The Culture of Employee Learning--Which Way for South Africa?

    ERIC Educational Resources Information Center

    Mavunga, George; Cross, Michael

    2015-01-01

    Employee learning which is known by terms such as "human capital development" and "lifelong learning" is an aspect of post-school learning which people engage in for purposes of enhancing their work-related competencies and possibly achieve upward professional mobility. There are different views on how best employee learning…

  11. Human Capital: Practices That Empowered and Involved Employees. Ranking Member, Subcommittee on Oversight of Government Management, Restructuring, and the District of Columbia, Committee on Governmental Affairs, U.S. Senate.

    ERIC Educational Resources Information Center

    Mihm, J. Christopher

    The General Accounting Office (GAO) examined selected experiences that six government agencies implemented to help empower or involve frontline employees. The agencies reviewed were as follows: the Federal Aviation Administration; the Federal Emergency Management Agency; the Internal Revenue Service; the Office of Personnel Management; and the…

  12. HRD Interventions, Employee Competencies and Organizational Effectiveness: An Empirical Study

    ERIC Educational Resources Information Center

    Potnuru, Rama Krishna Gupta; Sahoo, Chandan Kumar

    2016-01-01

    Purpose: The purpose of the study is to examine the impact of human resource development (HRD) interventions on organizational effectiveness by means of employee competencies which are built by some of the selected HRD interventions. Design/methodology/approach: An integrated research model has been developed by combining the principal factors…

  13. 45 CFR 302.19 - Bonding of employees.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 2 2012-10-01 2012-10-01 false Bonding of employees. 302.19 Section 302.19 Public Welfare Regulations Relating to Public Welfare OFFICE OF CHILD SUPPORT ENFORCEMENT (CHILD SUPPORT ENFORCEMENT PROGRAM), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES STATE PLAN REQUIREMENTS § 302.19 Bonding...

  14. 45 CFR 73.735-201 - Employees and supervisors.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Employees and supervisors. 73.735-201 Section 73.735-201 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION STANDARDS OF..., they should consult their supervisor, personnel office, or the Department Ethics Counselor or a...

  15. 9 CFR 3.108 - Employees or attendants.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 9 Animals and Animal Products 1 2014-01-01 2014-01-01 false Employees or attendants. 3.108 Section 3.108 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment,...

  16. 9 CFR 3.108 - Employees or attendants.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees or attendants. 3.108 Section 3.108 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment,...

  17. 9 CFR 3.108 - Employees or attendants.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 9 Animals and Animal Products 1 2012-01-01 2012-01-01 false Employees or attendants. 3.108 Section 3.108 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment,...

  18. 9 CFR 3.108 - Employees or attendants.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 9 Animals and Animal Products 1 2011-01-01 2011-01-01 false Employees or attendants. 3.108 Section 3.108 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment,...

  19. 9 CFR 3.108 - Employees or attendants.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 9 Animals and Animal Products 1 2013-01-01 2013-01-01 false Employees or attendants. 3.108 Section 3.108 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment,...

  20. Book Swap Now Open to All Employees | Poster

    Cancer.gov

    Not only did the year 2000 mark the start of a new millennium, the beginning of the Human Genome Project, and the opening of the International Space Station, but it was also the first year that the Scientific Library held its annual Book & Media Swap. Starting Nov. 12, the 15th annual Book Swap is open to all NCI at Frederick employees.

  1. Injuries and allegations of oral rape: A retrospective review of patients presenting to a London sexual assault referral centre.

    PubMed

    Brew-Graves, Emmeline; Morgan, Louise

    2015-08-01

    A retrospective review was carried out of patients seen at the Haven sexual assault referral centre in South East London between January 2009 and September 2010 to determine the frequency and nature of oral injuries found in people reporting oral rape. Ninety five eligible patients were identified and relevant information was extracted from standardised Haven forms completed during forensic medical examination. The main outcome measures were prevalence, type and location of oral injury. Eighteen (19%) were found to have sustained an oral injury. The most common injury was abrasions, followed by bruising and petechiae. The lips were the most common site of injury followed by the soft palate and the inside of the cheeks. It was concluded that injuries in the mouth were not common after an allegation of oral rape. Injuries were minor and did not require treatment.

  2. Critical control points for foods prepared in households whose members had either alleged typhoid fever or diarrhea.

    PubMed

    Michanie, S; Bryan, F L; Alvarez, P; Olivo, A B; Paniagua, A

    1988-10-01

    Hazard analysis of food preparation practices were conducted in four households and eleven others were visited to survey both food preparation practices and environmental conditions. Households selected had members who were suffering from either diarrhea of unknown etiology or alleged typhoid fever. Hazard analyses and sanitary surveys included gathering data on time-temperature exposures of foods, collecting samples of food and drinking water, sampling sewage or drains, and obtaining stool specimens from persons with diarrhea and from family controls. Food samples were tested for aerobic mesophilic colony counts and common foodborne pathogens; specimens were tested for Salmonella, Shigella, Campylobacter and Yersinia. Campylobacter was isolated from two persons purported to have diarrhea, but neither Salmonella, Shigella nor Yersinia were recovered from alleged cases or controls. Salmonella agona was recovered from a latrine. Most foods were cooked to internal temperatures to or near to boiling. Those not promptly eaten were held at ambient room or outside temperatures until a subsequent meal, until a family member returned home, or until lunch time when taken to the fields. During these intervals, microorganisms multiplied and mesophilic aerobic organisms increased often reaching 10(8)/g or greater before consumption. None of these foods were reheated before eating. Bacillus cereus was isolated from 4 of 10 samples; one sample of 'moro' (beans and rice) exceeded 10(6)/g, two other samples exceeded 10(3)/g. Staphylococcus aureus was isolated from 7 of 14 samples, one exceeded 10(5)/g. Fecal coliforms were isolated from 8 of 14 food samples, five exceeded 10(5)/g. Neither Salmonella nor Shigella were isolated from any food, the community water supplies or from vessels of water within houses. Fecal coliform counts of water were less than 3/ml, except one sample from a clay vessel (9/ml). Risks associated with cooked foods which were not promptly eaten appeared to be

  3. Employee contract issues for dermatologists.

    PubMed

    Brown, Christopher E; Indest, George F

    2013-12-01

    Employees and employers routinely face negotiating and preparing physician employment contracts. It is important for both sides to know and understand the basic information on what a comprehensive employment contract for a dermatologist should contain. There are various employment contract provisions from both the employee's perspective and the employer's perspective that must be considered when preparing physician employment contracts. This article provides basic advice and recommendations on requirements that should be included in such contracts. It suggests legal pitfalls that can be avoided through various contract clauses.

  4. Employee contract issues for dermatologists.

    PubMed

    Brown, Christopher E; Indest, George F

    2013-12-01

    Employees and employers routinely face negotiating and preparing physician employment contracts. It is important for both sides to know and understand the basic information on what a comprehensive employment contract for a dermatologist should contain. There are various employment contract provisions from both the employee's perspective and the employer's perspective that must be considered when preparing physician employment contracts. This article provides basic advice and recommendations on requirements that should be included in such contracts. It suggests legal pitfalls that can be avoided through various contract clauses. PMID:24800433

  5. Exploring Employee Engagement from the Employee Perspective: Implications for HRD

    ERIC Educational Resources Information Center

    Shuck, M. Brad; Rocco, Tonette S.; Albornoz, Carlos A.

    2011-01-01

    Purpose: The purpose of this paper is to examine an employee's unique experience of being engaged in their work. Design/methodology/approach: Following Yin's case study design method, researchers collected documents, conducted semi-structured interviews and recorded observations at a large multinational service corporation ranked as one of the…

  6. Adjudication of the Alleged Role of Vitamin D in the Antimicrobial Pathway

    PubMed Central

    Higa, Gerald M.; Hicks, Jason; Isabella, Christopher

    2012-01-01

    Dynamic interactions between microorganism and host have evolved in such a way that while microbial pathogens are the cause of many human infections, a symbiotic relationship is also known to exist. Another important anomaly is that exposure to pathogenic organisms does not necessarily result in development of clinical disease. The latter conclusion infers that susceptibility to infectious disease can be modified by host-related factors. Arguably the two most prominent factors are genetic variability and immunologic status of the exposed individual. Because of the Human Genome and the HapMap projects, developments in genotyping technology have brought the possibility of identifying associations between specific genetic alterations and common diseases closer to reality. In addition, a growing body of evidence suggests vitamin D has an important contributory role in the antimicrobial pathway. PMID:24278668

  7. 76 FR 37114 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-06-24

    ... HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice of a determination concerning a petition to add a class of employees from the Dow Chemical Company in Madison, Illinois, to the...

  8. Quebec: employer who disclosed employee's HIV-positive status violated rights to dignity and freedom from discrimination.

    PubMed

    Kazatchkine, Cécile

    2011-04-01

    The Quebec human rights tribunal held that an employer who disclosed the HIV-positive status of an employee to his staff violated the employee's right to the safeguard of his dignity, without distinction or exclusion based on disability, contrary to Sections 4 and 10 of the Charter of Human Rights and Freedoms (the Quebec Charter).

  9. 76 FR 70148 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-10

    ... HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice of a determination concerning a petition to add a class of employees from the Norton Co. (or a subsequent owner), Worcester, Massachusetts,...

  10. 76 FR 70147 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-10

    ... HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice of a determination concerning a petition to add a class of employees from the Piqua Organic Moderated Reactor, Piqua, Ohio, to the...

  11. 75 FR 57024 - Decision To Evaluate a Petition To Designate a Class of Employees From the Grand Junction...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-09-17

    ... HUMAN SERVICES Decision To Evaluate a Petition To Designate a Class of Employees From the Grand Junction... Institute for Occupational Safety and Health (NIOSH), Department of Health and Human Services (HHS). ACTION... included in the Special Exposure Cohort under the Energy Employees Occupational Illness...

  12. 77 FR 12594 - Decision To Evaluate a Petition To Designate a Class of Employees From the Rocky Flats Plant in...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-03-01

    ... HUMAN SERVICES Decision To Evaluate a Petition To Designate a Class of Employees From the Rocky Flats... Human Services. ACTION: Notice. SUMMARY: NIOSH gives notice as required by 42 CFR 83.12(e) of a decision..., Colorado, to be included in the Special Exposure Cohort under the Energy Employees Occupational...

  13. 77 FR 12593 - Decision To Evaluate a Petition To Designate a Class of Employees From the Ventron Corporation...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-03-01

    ... HUMAN SERVICES Decision To Evaluate a Petition To Designate a Class of Employees From the Ventron... Human Services. ACTION: Notice. SUMMARY: NIOSH gives notice as required by 42 CFR 83.12(e) of a decision..., Massachusetts, to be included in the Special Exposure Cohort under the Energy Employees Occupational...

  14. 30 CFR 285.108 - When must I notify MMS if an action has been filed alleging that I am insolvent or bankrupt?

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 30 Mineral Resources 2 2010-07-01 2010-07-01 false When must I notify MMS if an action has been filed alleging that I am insolvent or bankrupt? 285.108 Section 285.108 Mineral Resources MINERALS MANAGEMENT SERVICE, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY ALTERNATE USES OF...

  15. 30 CFR 585.108 - When must I notify BOEM if an action has been filed alleging that I am insolvent or bankrupt?

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 30 Mineral Resources 2 2012-07-01 2012-07-01 false When must I notify BOEM if an action has been filed alleging that I am insolvent or bankrupt? 585.108 Section 585.108 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY AND ALTERNATE USES...

  16. 30 CFR 585.108 - When must I notify BOEM if an action has been filed alleging that I am insolvent or bankrupt?

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 30 Mineral Resources 2 2014-07-01 2014-07-01 false When must I notify BOEM if an action has been filed alleging that I am insolvent or bankrupt? 585.108 Section 585.108 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY AND ALTERNATE USES...

  17. 30 CFR 585.108 - When must I notify BOEM if an action has been filed alleging that I am insolvent or bankrupt?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 30 Mineral Resources 2 2013-07-01 2013-07-01 false When must I notify BOEM if an action has been filed alleging that I am insolvent or bankrupt? 585.108 Section 585.108 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY AND ALTERNATE USES...

  18. 30 CFR 285.108 - When must I notify MMS if an action has been filed alleging that I am insolvent or bankrupt?

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 30 Mineral Resources 2 2011-07-01 2011-07-01 false When must I notify MMS if an action has been filed alleging that I am insolvent or bankrupt? 285.108 Section 285.108 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, REGULATION, AND ENFORCEMENT, DEPARTMENT OF THE INTERIOR OFFSHORE...

  19. 29 CFR 458.54 - Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or...

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... of members of labor organization, or § 458.37, prohibition of certain discipline. 458.54 Section 458... Involving Bill of Rights Or Prohibited Discipline § 458.54 Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or § 458.37, prohibition of certain discipline....

  20. 29 CFR 458.54 - Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... of members of labor organization, or § 458.37, prohibition of certain discipline. 458.54 Section 458... Involving Bill of Rights Or Prohibited Discipline § 458.54 Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or § 458.37, prohibition of certain discipline....

  1. 29 CFR 458.54 - Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... of members of labor organization, or § 458.37, prohibition of certain discipline. 458.54 Section 458... Involving Bill of Rights Or Prohibited Discipline § 458.54 Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or § 458.37, prohibition of certain discipline....

  2. 29 CFR 458.54 - Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... of members of labor organization, or § 458.37, prohibition of certain discipline. 458.54 Section 458... Involving Bill of Rights Or Prohibited Discipline § 458.54 Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or § 458.37, prohibition of certain discipline....

  3. 29 CFR 458.54 - Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... of members of labor organization, or § 458.37, prohibition of certain discipline. 458.54 Section 458... Involving Bill of Rights Or Prohibited Discipline § 458.54 Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or § 458.37, prohibition of certain discipline....

  4. The National Council of Churches' Alleged Leftist Bias: To What Degree Did Two Major Media Set the Agenda for Debate on the Issue?

    ERIC Educational Resources Information Center

    Gentry, Richard H.

    In January 1983, the American public read or saw hard-hitting allegations of leftist bias by the National Council of Churches (NCC) in the largest circulation magazine, "Reader's Digest," and on the top-rated television program, "60 Minutes." A study examined the extent to which the media set the agenda for debate on this issue. It was…

  5. Manager-employee interaction in ambulance services: an exploratory study of employee perspectives on management communication.

    PubMed

    Nordby, Halvor

    2015-01-01

    Managers of ambulance stations face many communicative challenges in their interaction with employees working in prehospital first-line services. The article presents an exploratory study of how paramedics experience these challenges in communication with station leaders. On the basis of a dialogue perspective in qualitative method, 24 paramedics were interviewed in one-to-one and focus group settings. Naturalistic and phenomenological approaches were used to analyze the interviews. All the paramedics said that they wished to be more involved in decision processes and that station managers should provide better explanations of information "from above." The paramedics understood that it was difficult for the managers to find time for extensive dialogue, but many thought that the managers should give more priority to communication. The paramedics' views correspond to theoretical assumptions in human resource management. According to this model, employees should be involved in decision processes on management levels, as long as it is realistically possible to do so. Furthermore, expressing emotional support and positive attitudes does not take much time, and the study suggests that many ambulance managers should focus more on interpersonal relations to employees. It has been extensively documented that management communication affects organizational performance. The study indicates that managers of ambulance stations should be more aware of how their leadership style affects professional commitment and motivation in the first-line services.

  6. Manager-employee interaction in ambulance services: an exploratory study of employee perspectives on management communication.

    PubMed

    Nordby, Halvor

    2015-01-01

    Managers of ambulance stations face many communicative challenges in their interaction with employees working in prehospital first-line services. The article presents an exploratory study of how paramedics experience these challenges in communication with station leaders. On the basis of a dialogue perspective in qualitative method, 24 paramedics were interviewed in one-to-one and focus group settings. Naturalistic and phenomenological approaches were used to analyze the interviews. All the paramedics said that they wished to be more involved in decision processes and that station managers should provide better explanations of information "from above." The paramedics understood that it was difficult for the managers to find time for extensive dialogue, but many thought that the managers should give more priority to communication. The paramedics' views correspond to theoretical assumptions in human resource management. According to this model, employees should be involved in decision processes on management levels, as long as it is realistically possible to do so. Furthermore, expressing emotional support and positive attitudes does not take much time, and the study suggests that many ambulance managers should focus more on interpersonal relations to employees. It has been extensively documented that management communication affects organizational performance. The study indicates that managers of ambulance stations should be more aware of how their leadership style affects professional commitment and motivation in the first-line services. PMID:25909398

  7. Employee Associations and Charter Schools.

    ERIC Educational Resources Information Center

    DiLorenzo, Andrea

    This report reviews the opinions of the National Education Association (NEA) and the approaches taken by and concerns of employee associations that are state affiliates of the NEA. The NEA supports the concept of charters if appropriate standards are upheld and appropriate practices are enforced. The energy and enthusiasm being brought to the…

  8. SEA - A Simplified Employee Assessment

    SciTech Connect

    Busby, L

    2001-04-23

    This paper presents a proposal for modifying the current employee annual evaluation process in SCAD. It purports to simplify that process, primarily by breaking up the resultant document into a set of more or less independent components. It claims to reduce the overall time and effort required from each actor.

  9. Good Endings: Managing Employee Terminations.

    ERIC Educational Resources Information Center

    Finnie, Robert A., Jr.; Sniffin, Paul B.

    A guide to managing employee terminations and resulting changes is presented for administrators. Three reasons for termination that are legitimate, nondiscriminatory, and acceptable in today's marketplace and courts are: cause (serious misconduct, dishonesty, unethical, or dangerous behavior); job elimination (reduction in force, economic…

  10. Employee Development in Student Affairs.

    ERIC Educational Resources Information Center

    Jones, Susan Holtzer

    A survey was undertaken of staff in Student Affairs of the University of California at Davis in December 1979. Data gathered in that survey and relating to professional development activities of the staff are presented. The objective is to provide information on development opportunities for those employees, staff participation in them, and need…

  11. Empowerment managers promote employee growth.

    PubMed

    Boyadjis, G

    1990-03-01

    Organizations that encourage individual abilities and hold employees accountable for achieving goals are more likely to succeed. Groups that take an empowerment approach to management prefer action in place of further study; decisions made by subordinates rather than managers; personal responsibility instead of strict rules; and specific rewards for achievement, not broad gestures of thanks.

  12. Managing Employees through Progressive Discipline.

    ERIC Educational Resources Information Center

    Stone, Ronald F.

    1981-01-01

    The process of "progressive discipline" is one method of improving employee performance by documenting areas needing improvement. Each disciplinary case must be dealt with as though the administrator would be asked to argue it before an arbitrator or a court of law. (Author/MLF)

  13. Employee and independent contractor relationships.

    PubMed

    Wren, K R; Wren, T L; Monti, E J; Turco, S J

    1999-05-01

    Most practitioners find themselves at a disadvantage in dealing with business issues and relationships. As health care continues to change, knowledge of contracts and business relationships will help CRNA practitioners navigate new as well as traditional practice settings. This article discusses the advantages and disadvantages of two business relationships: employee and independent contractor. PMID:10504911

  14. Applying Employee Involvement in Schools.

    ERIC Educational Resources Information Center

    Mohrman, Susan Albers; And Others

    1992-01-01

    The applicability of employee-involvement approaches to the management of schools is explored, describing three approaches (parallel-suggestion involvement, job involvement, and high involvement). Design issues (technology; organizational structure; leadership; organizational boundaries, customer definition, and relation to stakeholder; measures;…

  15. NASA grievance system: Employee handbook

    NASA Technical Reports Server (NTRS)

    1981-01-01

    This revised handbook updates the minimum provisions of the agency-wide Grievance System and applies to NASA Headquarters and field installations. All grievances initiated on or after June 15, 1981, will be processed under these provisions. NASA recognizes and endorses the importance of bringing to light and adjusting grievances promptly and of treating all employees reasonably and fairly. Achieving these objectives requires great competence, mature judgment, and true willingness to reach a satisfactory solution. Provisions of the NASA Grievance System are directed to this purpose. Grievances and misunderstandings can arise in almost any working situation. It follows then that an employee's initiation of a grievance in good faith should not cast any reflection on the employee's standing with his or her supervisor or loyalty and importance to the organization. At the same time, the initiation of a grievance should not automatically be considered as a reflection on the employee's supervisor or on the general management of the activity. This handbook should be used in conjunction with Office of Personnel Management regulations in 5 CFR Part 771 and Chapter 771 of the Federal Personnel Manual. Installations may issue implementing instructions, e.g. specifying when fact-finding is required or when an unresolved grievance must be referred to a higher level of authority.

  16. Organizational Silence in Sports Employees

    ERIC Educational Resources Information Center

    Bastug, Gulsum; Pala, Adem; Yilmaz, Taner; Duyan, Mehdi; Gunel, Ilker

    2016-01-01

    Organizational silence can be defined as a way of behaviour belonging to men and women employees in the organization exhibited without reflecting their feelings, ideas, concerns and suggestions related with their workplaces, works for which they are responsible or other activities of the organization. In the period of organizational silence,…

  17. THE CASE FOR EMPLOYEE EDUCATION.

    ERIC Educational Resources Information Center

    DUBOIS, EDWARD A.C.

    BUSINESS HAS A MORAL RESPONSIBILITY TO PROVIDE EDUCATION FOR ITS EMPLOYEES SINCE IT PROFITS FROM THE FACT THAT AMERICA HAS BECOME AN EDUCATION STATE, WITH THE INCREASED EDUCATION OF THE LABOR FORCE ACCOUNTING FOR 23 PERCENT OF ECONOMIC GROWTH BETWEEN 1929 AND 1957, AND SINCE BUSINESS ITSELF HAS CONTRIBUTED TO THE CRISIS IN EDUCATION BY INSISTING…

  18. Evaluation of a vocational robot with a quadriplegic employee.

    PubMed

    Hammel, J M; Van der Loos, H F; Perkash, I

    1992-07-01

    A vocational robotic workstation capable of performing activities of daily living (ADL) and vocational tasks was placed for 18 months in the work site of an employee with C4 to C5 quadriplegia. A single-subject study was conducted to evaluate the performance of the robot vs that of a human attendant. The employee preferred the robot over the attendant for performance of all vocational tasks and ADLs, with the exception of feeding. Results indicated that the robot was capable of safely replacing the attendant for two five-hour periods during the workday, thus proving to be a cost-effective alternative to full-time, on-the-job attendant care. The study demonstrated the potential of robotics technology for returning independence and control to disabled employees and for offering corporate employers a solution to the problem of reasonable accommodation in the workplace. PMID:1622327

  19. Job satisfaction and motivation: how do we inspire employees?

    PubMed

    Alshallah, Sahar

    2004-01-01

    Productivity is defined as the efficient and effective use of resources with minimum waste and effort to achieve outcome. We live in a world that has limited resources. The health care industry faces this limitation more than any other industry. With these challenges facing health care administrators, the concept of productivity, job satisfaction and motivation become very important. Employee satisfaction and retention have always been an important issue for physicians, medical centers and businesses in general. Conventional human resources theories, developed some 50 years ago by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation. Maslow's theory consists of a 5-level pyramid: physiologic or basic survival; physical and mental safety; sense of belonging; accomplishment, creativity, and growth; and self-actualization. Herzberg's theory suggests there are 2 groups of factors: hygiene (which satisfy) and motivation. The terms "job satisfaction" and "motivation" have, in my experience, become used interchangeably. There is a difference. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be easily applied to the workplace. Managers can help employees achieve overall job satisfaction, which, with the employee's internal motivation drive, increase performance on the job.

  20. Job satisfaction and motivation: how do we inspire employees?

    PubMed

    Alshallah, Sahar

    2004-01-01

    Productivity is defined as the efficient and effective use of resources with minimum waste and effort to achieve outcome. We live in a world that has limited resources. The health care industry faces this limitation more than any other industry. With these challenges facing health care administrators, the concept of productivity, job satisfaction and motivation become very important. Employee satisfaction and retention have always been an important issue for physicians, medical centers and businesses in general. Conventional human resources theories, developed some 50 years ago by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation. Maslow's theory consists of a 5-level pyramid: physiologic or basic survival; physical and mental safety; sense of belonging; accomplishment, creativity, and growth; and self-actualization. Herzberg's theory suggests there are 2 groups of factors: hygiene (which satisfy) and motivation. The terms "job satisfaction" and "motivation" have, in my experience, become used interchangeably. There is a difference. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be easily applied to the workplace. Managers can help employees achieve overall job satisfaction, which, with the employee's internal motivation drive, increase performance on the job. PMID:15098904

  1. The "Seven Cs" for Employee Retention.

    ERIC Educational Resources Information Center

    Taguchi, Sherrie Gong

    2001-01-01

    Defines the "Seven Cs," traditional yet effective business fundamentals used to engage employees. Discusses how many companies are leveraging the basics of good employee relations in order to inspire staff productivity and loyalty. (GCP)

  2. The Myth of Employee Planning for Retirement

    ERIC Educational Resources Information Center

    Morrison, Malcolm H.

    1975-01-01

    A survey of male hourly-wage earners indicates employees face serious problems in planning for income security in retirement. Retirement preparation programs that supply information and technical planning expertise are needed to assist employees in realistic retirement planning. (EA)

  3. Toward a Confederation of American Public Employees

    ERIC Educational Resources Information Center

    Flynn, Ralph J.

    1972-01-01

    Combining the strength of three public employee organizations, National Education Association, American Federation of State, County, and Municipal Employees, and the International Association of Fire Fighters, for mutual assistance in the fact of periodic crises. (CB)

  4. Developing Your Employee Handbook: Job Descriptions.

    ERIC Educational Resources Information Center

    Perreault, Joe

    1988-01-01

    A job description is a brief document that conveys to employees the importance of their jobs to the overall success of the day-care center. If properly written, it can contribute to effective employee motivation and supervision. (RJC)

  5. Employee Sabbaticals: Who Benefits and Why.

    ERIC Educational Resources Information Center

    Toomey, Edmund L.; Connor, Joan M.

    1988-01-01

    Discusses benefits of employee sabbaticals including (1) continuing employee education; (2) avoiding technical obsolescence; (3) reducing job-related stress and burnout; (4) creating a more productive work force; and (5) stemming the tide of early retirement. (JOW)

  6. Kefir: a symbiotic yeasts-bacteria community with alleged healthy capabilities.

    PubMed

    Lopitz-Otsoa, Fernando; Rementeria, Aitor; Elguezabal, Natalia; Garaizar, Javier

    2006-06-01

    Kefir is a fermented milk beverage. The milk fermentation is achieved by the of kefir grains, a cluster of microorganisms held together by a polysaccharide matrix named kefiran. Kefir grains are an example of symbiosis between yeast and bacteria. They have been used over years to produce kefir, a fermented beverage that is consumed all over the world, although its origin is Caucasian. A vast variety of different species of organisms forming the kefir grains, comprising yeast and bacteria, have been isolated and identified. Kefir is a probiotic food. Probiotics have shown to be beneficial to health, being presently of great interest to the food industry. Kefir has been accredited with antibacterial, antifungal and antitumoural activities among other beneficial attributes. This review includes a critical revision of the microbiological composition of kefir along with its beneficial properties to human health.

  7. The Moderating Role of Power Distance on the Relationship between Employee Participation and Outcome Variables

    PubMed Central

    Rafiei, Sima; Pourreza, Abolghasem

    2013-01-01

    Background: Many organisations have realised the importance of human resource for their competitive advantage. Empowering employees is therefore essential for organisational effectiveness. This study aimed to investigate the relationship between employee participation with outcome variables such as organisational commitment, job satisfaction, perception of justice in an organisation and readiness to accept job responsibilities. It further examined the impact of power distance on the relationship between participation and four outcome variables. Methods: This was a cross sectional study with a descriptive research design conducted among employees and managers of hospitals affiliated with Tehran University of Medical Sciences, Tehran, Iran. A questionnaire as a main procedure to gather data was developed, distributed and collected. Descriptive statistics, Pearson correlation coefficient and moderated multiple regression were used to analyse the study data. Results: Findings of the study showed that the level of power distance perceived by employees had a significant relationship with employee participation, organisational commitment, job satisfaction, perception of justice and readiness to accept job responsibilities. There was also a significant relationship between employee participation and four outcome variables. The moderated multiple regression results supported the hypothesis that power distance had a significant effect on the relationship between employee participation and four outcome variables. Conclusion: Organisations in which employee empowerment is practiced through diverse means such as participating them in decision making related to their field of work, appear to have more committed and satisfied employees with positive perception toward justice in the organisational interactions and readiness to accept job responsibilities. PMID:24596840

  8. 20 CFR 10.717 - Is a settlement or judgment received as a result of allegations of medical malpractice in...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... that must be reported to OWCP or SOL? 10.717 Section 10.717 Employees' Benefits OFFICE OF WORKERS... injury covered by the FECA a gross recovery that must be reported to OWCP or SOL? Since an injury caused... reported to OWCP or SOL....

  9. 20 CFR 10.717 - Is a settlement or judgment received as a result of allegations of medical malpractice in...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... that must be reported to OWCP or SOL? 10.717 Section 10.717 Employees' Benefits OFFICE OF WORKERS... injury covered by the FECA a gross recovery that must be reported to OWCP or SOL? Since an injury caused... reported to OWCP or SOL....

  10. 40 CFR 273.36 - Employee training.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.36 Section 273.36 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A large quantity handler of universal waste must ensure that all employees...

  11. 40 CFR 273.16 - Employee training.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.16 Section 273.16 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A small quantity handler of universal waste must inform all employees who handle or...

  12. 30 CFR 57.18006 - New employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 30 Mineral Resources 1 2011-07-01 2011-07-01 false New employees. 57.18006 Section 57.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE... Surface and Underground § 57.18006 New employees. New employees shall be indoctrinated in safety rules...

  13. 30 CFR 56.18006 - New employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 30 Mineral Resources 1 2011-07-01 2011-07-01 false New employees. 56.18006 Section 56.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE... New employees. New employees shall be indoctrinated in safety rules and safe work procedures....

  14. 30 CFR 57.18006 - New employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 57.18006 Section 57.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE... Surface and Underground § 57.18006 New employees. New employees shall be indoctrinated in safety rules...

  15. 30 CFR 56.18006 - New employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 56.18006 Section 56.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE... New employees. New employees shall be indoctrinated in safety rules and safe work procedures....

  16. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 1 2013-01-01 2013-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for...

  17. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... in 10 CFR 19.11(c). This form must be posted at locations sufficient to permit employees protected by... 10 Energy 1 2014-01-01 2014-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  18. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for...

  19. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 2 2014-01-01 2014-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  20. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... in 10 CFR 19.11(c). This form must be posted at locations sufficient to permit employees protected by... 10 Energy 1 2013-01-01 2013-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  1. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  2. 10 CFR 50.7 - Employee protection.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... in 10 CFR 19.11(c). This form must be posted at locations sufficient to permit employees protected by... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  3. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 2 2013-01-01 2013-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  4. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 2 2012-01-01 2012-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  5. 10 CFR 30.7 - Employee protection.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 1 2014-01-01 2014-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for...

  6. 10 CFR 70.7 - Employee protection.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... post the revision of NRC Form 3, “Notice to Employees,” referenced in 10 CFR 19.11(c). (2) The posting... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license,...

  7. 20 CFR 439.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees' Benefits SOCIAL SECURITY ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL... definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used...

  8. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 14 Aeronautics and Space 5 2011-01-01 2010-01-01 true NASA employees. 1212.700 Section 1212.700 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION PRIVACY ACT-NASA REGULATIONS NASA Authority and Responsibilities § 1212.700 NASA employees. (a) Each NASA employee is responsible for...

  9. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 14 Aeronautics and Space 5 2012-01-01 2012-01-01 false NASA employees. 1212.700 Section 1212.700 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION PRIVACY ACT-NASA REGULATIONS NASA Authority and Responsibilities § 1212.700 NASA employees. (a) Each NASA employee is responsible for...

  10. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 14 Aeronautics and Space 5 2013-01-01 2013-01-01 false NASA employees. 1212.700 Section 1212.700 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION PRIVACY ACT-NASA REGULATIONS NASA Authority and Responsibilities § 1212.700 NASA employees. (a) Each NASA employee is responsible for...

  11. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false NASA employees. 1212.700 Section 1212.700 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION PRIVACY ACT-NASA REGULATIONS NASA Authority and Responsibilities § 1212.700 NASA employees. (a) Each NASA employee is responsible for...

  12. A Union Member's Guide to Employee Involvement.

    ERIC Educational Resources Information Center

    Juravich, Tom; Harris, Howard

    This guide is intended to be a first-time, general introduction to employee involvement for trade unionists--local leaders, stewards, and rank-and-file members. It makes no attempt to be comprehensive, but instead raises the major issues concerning employee involvement framed in trade union terms. Part I looks at the kinds of employee involvement…

  13. Employers' Perspectives of Employees' Personal Financial Literacy

    ERIC Educational Resources Information Center

    Davis, Rita; Carnes, Lana

    2005-01-01

    The objective of this study was to determine employers' perspectives of employees' personal financial literacy. Executives rated credit card use and budgeting as the most important personal financial literacy skills that employees should have. They stated that strong personal financial literacy skills allow an employee to focus on work activity…

  14. Employee motivation: training, idea generation, incentive approaches.

    PubMed

    Alpert, M S

    1986-05-01

    If the terms "skill-building," "idea generation" and "rewards programming system" are not part of your vocabulary or strategy to motivate employees in your medical record department, this article will provide some valuable insights. A successful motivation program based on these elements will benefit both employee and employer by providing stronger employee participation, more job satisfaction, enhanced productivity and overall increased success.

  15. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 3 2012-10-01 2012-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR... direct charge employees; (2) All indirect charge employees, unless their impact or involvement in...

  16. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 3 2011-10-01 2011-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR... direct charge employees; (2) All indirect charge employees, unless their impact or involvement in...

  17. 45 CFR 630.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 3 2014-10-01 2014-10-01 false Employee. 630.640 Section 630.640 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR... direct charge employees; (2) All indirect charge employees, unless their impact or involvement in...

  18. Employee Volunteering: More than Good Feelings.

    ERIC Educational Resources Information Center

    Lee, Louise

    2001-01-01

    A study gathered perspectives of business, employee volunteers, and community organizations in New Zealand regarding employee volunteering. Benefits and issues for each group were identified, and the role of volunteer centers in managing successful employee volunteer programs was highlighted. (Contains 19 references.) (SK)

  19. Epistemological Agency and the New Employee

    ERIC Educational Resources Information Center

    Smith, Raymond

    2005-01-01

    The necessary learning actions new employees must undertake to meet the performance requirements of their new job may be said to constitute a constructivist epistemology of necessity. This view forms a useful basis of inquiry into new employee workplace learning as it seeks to explicate the significance of what new employees "do" in and through…

  20. 19 CFR 19.46 - Employee lists.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... new employees. The operator shall, within 10 calendar days, advise the port director if the employment... 19 Customs Duties 1 2011-04-01 2011-04-01 false Employee lists. 19.46 Section 19.46 Customs Duties... Employee lists. A permit shall not be granted to an operator to transfer a container or containers to...

  1. 19 CFR 19.46 - Employee lists.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... new employees. The operator shall, within 10 calendar days, advise the port director if the employment... 19 Customs Duties 1 2010-04-01 2010-04-01 false Employee lists. 19.46 Section 19.46 Customs Duties... Employee lists. A permit shall not be granted to an operator to transfer a container or containers to...

  2. 36 CFR 21.8 - Employee certification.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 36 Parks, Forests, and Public Property 1 2010-07-01 2010-07-01 false Employee certification. 21.8 Section 21.8 Parks, Forests, and Public Property NATIONAL PARK SERVICE, DEPARTMENT OF THE INTERIOR HOT SPRINGS NATIONAL PARK; BATHHOUSE REGULATIONS § 21.8 Employee certification. (a) Employees engaged...

  3. 27 CFR 10.22 - Employee associations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 27 Alcohol, Tobacco Products and Firearms 1 2011-04-01 2011-04-01 false Employee associations. 10..., DEPARTMENT OF THE TREASURY LIQUORS COMMERCIAL BRIBERY Commercial Bribery § 10.22 Employee associations. Gifts... employee associations are considered the same as bonuses, premiums, compensation, or other things of...

  4. 27 CFR 10.22 - Employee associations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 27 Alcohol, Tobacco Products and Firearms 1 2010-04-01 2010-04-01 false Employee associations. 10..., DEPARTMENT OF THE TREASURY LIQUORS COMMERCIAL BRIBERY Commercial Bribery § 10.22 Employee associations. Gifts... employee associations are considered the same as bonuses, premiums, compensation, or other things of...

  5. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 4 2013-01-01 2013-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  6. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 3 2010-01-01 2010-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  7. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 4 2014-01-01 2014-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  8. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 4 2012-01-01 2012-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  9. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 4 2011-01-01 2011-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  10. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 7 Agriculture 3 2012-01-01 2012-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  11. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 7 Agriculture 3 2013-01-01 2013-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  12. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  13. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 7 Agriculture 3 2011-01-01 2011-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  14. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 7 Agriculture 3 2014-01-01 2014-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  15. 49 CFR 218.22 - Utility employee.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 4 2010-10-01 2010-10-01 false Utility employee. 218.22 Section 218.22..., DEPARTMENT OF TRANSPORTATION RAILROAD OPERATING PRACTICES Blue Signal Protection of Workers § 218.22 Utility employee. (a) A utility employee shall be subject to the Hours of Service Act, and the requirements...

  16. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2013-07-01 2013-07-01 false Post-employee restrictions on activities by former...

  17. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2010-07-01 2010-07-01 false Post-employee restrictions on activities by former...

  18. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2011-07-01 2011-07-01 false Post-employee restrictions on activities by former...

  19. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2014-07-01 2014-07-01 false Post-employee restrictions on activities by former...

  20. 29 CFR 102.120 - Post-employee restrictions on activities by former Officers and employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... BOARD RULES AND REGULATIONS, SERIES 8 Post-employment Restrictions on Activities by Former Officers and Employees § 102.120 Post-employee restrictions on activities by former Officers and employees. Former... 29 Labor 2 2012-07-01 2012-07-01 false Post-employee restrictions on activities by former...

  1. 11 CFR 7.3 - Notification to employees and special Commission employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... this part shall be brought to the attention of each new employee and new special Commission employee by... 11 Federal Elections 1 2011-01-01 2011-01-01 false Notification to employees and special Commission employees. 7.3 Section 7.3 Federal Elections FEDERAL ELECTION COMMISSION STANDARDS OF...

  2. 11 CFR 7.3 - Notification to employees and special Commission employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... this part shall be brought to the attention of each new employee and new special Commission employee by... 11 Federal Elections 1 2010-01-01 2010-01-01 false Notification to employees and special Commission employees. 7.3 Section 7.3 Federal Elections FEDERAL ELECTION COMMISSION STANDARDS OF...

  3. 36 CFR 905.735-106 - Notification to employees and special Government employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... special Government employees. 905.735-106 Section 905.735-106 Parks, Forests, and Public Property... to employees and special Government employees. (a) At the time these regulations are published, or... special Government employees with a copy of the regulations. The Administrative Officer shall insure...

  4. 36 CFR 905.735-106 - Notification to employees and special Government employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... special Government employees. 905.735-106 Section 905.735-106 Parks, Forests, and Public Property... to employees and special Government employees. (a) At the time these regulations are published, or... special Government employees with a copy of the regulations. The Administrative Officer shall insure...

  5. Employee discipline: a changing paradigm.

    PubMed

    Raper, J L; Myaya, S N

    1993-12-01

    To increase the receptiveness of health care supervisors to a broader meaning of discipline and to simulate investigation of nontraditional methods of encouragement to employees who fail to meet minimum standards of conduct and thereby negatively affect the quality of patient care, a subjectively realistic view of the implications of the traditional punitive disciplinary paradigm is presented. Through the use of a case study, the authors present, explain, and apply the contemporary concept of discipline without punishment as first described by J. Huberman.

  6. 39 CFR 961.4 - Employee petition for a hearing.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... employee, the employee's work address, home address, work telephone number, home telephone number, and... hardship on the employee, his or her spouse, and dependents, the employee shall identify an...

  7. Child abduction: aged-based analyses of offender, victim, and offense characteristics in 550 cases of alleged child disappearance.

    PubMed

    Boudreaux, M C; Lord, W D; Dutra, R L

    1999-05-01

    Crimes against children, particularly cases involving abduction and/or homicide, continue to be problematic as both a social phenomenon and judicial responsibility. Such cases routinely receive immense community and media attention and rapidly overwhelm investigative resources. Research in the area of childhood victimization, however, has only recently gained national prominence. While numerous studies on child abuse and neglect have been conducted, research on child abduction and homicide remains scant. Previous studies examining child abduction suffer from limited geographical scope or fail to base predictive analyses on victim characteristics. The current study reports the results of a nationally representative sample (47 states, the District of Columbia, and Puerto Rico) of 550 cases of alleged child abduction obtained from Federal Bureau of Investigation files for the period 1985 through 1995. Study results demonstrate that both offender and offense characteristics vary significantly according to victim age, gender, and race. Such differences appear critical to crime reconstruction, criminal profiling, and investigative resolution. Additionally, these data suggest that current child abduction prevention programs may emphasize inaccurate offender traits.

  8. Genitalia in human figure drawings: childrearing practices and child sexual abuse.

    PubMed

    Hibbard, R A; Hartman, G

    1990-05-01

    To replicate and explore the associations of drawing genitalia on a human figure, child-rearing practices, and a history of alleged sexual abuse, we designed a cross-sectional study of 109 alleged child sexual abuse victims, ages 3 through 8 years, and a group of 109 comparison children matched for age, sex, race, and socioeconomic status but with no history of abuse. A standardized format was used to collect drawings, administer the Peabody Picture Vocabulary Test, and gather background data on medical, developmental, and child-rearing issues. Seven alleged sexual abuse victims and one comparison child spontaneously drew genitalia (p = 0.02, one-tailed Fisher Exact Test, estimated relative risk 7.96). No differences in drawing maturity (Draw-A-Man score) were identified, although Peabody Picture Vocabulary Test scores were higher in comparison children (82.1 vs. 91.0, p less than 0.01). Neither drawing genitalia nor history of alleged sexual abuse were significantly associated with histories of medical problems, enuresis, encopresis, urinary tract infection, or child-rearing practices related to sleeping, nudity, bathing, sexual abuse education, or exposure to sexually explicit materials. The similar patterns of child-rearing practices in both samples should make professionals cautious in attributing allegations of abuse to specific child-rearing practices. This study confirms our previous report that the presence of genitalia spontaneously drawn on a child's drawing of a human figure is associated with alleged sexual abuse. PMID:2329432

  9. Educating supervisors of employees with diabetes.

    PubMed

    Wood, Felecia G; Jacobson, Sharol

    2008-06-01

    The worksite presents special challenges not only for employees with diabetes, but also for their supervisors. Supervisors wonder whether certain behaviors are willful misconduct or indicative of health problems, as well as if and how to accommodate employees with diabetes to meet the needs of the employees and the company, within the law. The purpose of this research was to pilot test an innovative educational program for supervisors of employees with diabetes to benefit employees' health and diabetes control while meeting the legal requirements of the Americans with Disabilities Act (ADA). Nine supervisors completed a 6-hour program that included innovative teaching strategies--"living the life" of a person with diabetes for 2 days and case studies to practice decision making according to the ADA. The program increased supervisors' reported self-efficacy for supervising employees with diabetes and should improve work life for employees with diabetes, ultimately decreasing employers' health care costs. PMID:18604922

  10. Multicultural Nursing: Providing Better Employee Care.

    PubMed

    Rittle, Chad

    2015-12-01

    Living in an increasingly multicultural society, nurses are regularly required to care for employees from a variety of cultural backgrounds. An awareness of cultural differences focuses occupational health nurses on those differences and results in better employee care. This article explores the concept of culturally competent employee care, some of the non-verbal communication cues among cultural groups, models associated with completing a cultural assessment, and how health disparities in the workplace can affect delivery of employee care. Self-evaluation of the occupational health nurse for personal preferences and biases is also discussed. Development of cultural competency is a process, and occupational health nurses must develop these skills. By developing cultural competence, occupational health nurses can conduct complete cultural assessments, facilitate better communication with employees from a variety of cultural backgrounds, and improve employee health and compliance with care regimens. Tips and guidelines for facilitating communication between occupational health nurses and employees are also provided. PMID:26199294

  11. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  12. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  13. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  14. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  15. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  16. Does job complexity mitigate the negative effect of emotion-rule dissonance on employee burnout?

    PubMed Central

    Kubicek, Bettina; Korunka, Christian

    2015-01-01

    ABSTRACT In interactions with clients or patients, human service workers are at risk of experiencing discrepancies between felt and organizationally mandated emotions (i.e. emotion-rule dissonance). Given the documented detrimental effects of such discrepancies on employee strain, the present study investigated whether job complexity mitigates the relation between emotion-rule dissonance and employee burnout using data from a two-wave panel study of eldercare workers (N = 583, 16-month time lag). Structural equation modelling revealed that emotion-rule dissonance at Time 1 preceded emotional exhaustion and depersonalization at Time 2. Beyond that, employees whose work offered job complexity were found to suffer less from emotional exhaustion and depersonalization when encountering discrepancies between felt and stipulated emotions compared to employees who conducted noncomplex work. Thus, designing complex tasks appears to be a crucial starting point for alleviating employee burnout in jobs that provoke emotion-rule dissonance. PMID:26681818

  17. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    In this chapter the author notes that only one conclusion concerning the litigation covered is warranted: the extremely large number of cases dealing with employment issued continued unabated in 1980. The main areas of litigation are discrimination (primarily on the basis of race and sex); substantive constitutional rights; due process; immunity…

  18. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    This chapter analyzes 1982 decisions involving legal issues in public school employment. Cases in areas of federal law are discussed first, including: discrimination in employment (race, sex, religion, age, and handicap); substantive constitutional rights (speech, association, and religion); and procedural due process (property interest, liberty…

  19. Understanding mass allegations of satanist child abuse in early modern Sweden: demographic data relevant to the Rättvik outbreak of 1670-1671.

    PubMed

    Sjöberg, Rickard L

    2003-02-01

    Demographic characteristics of 79 women who were accused of satanist child abductions in the parish of Rättvik, Sweden, in 1670-1671; 53 adults who promoted such accusations by bringing children to interrogations; and samples from the general population of Rättvik were compared. Results indicate that men were more likely to promote allegations of satanism than women and that these men were more likely to be married than the average Rättvik male. Promoters of allegations were older than average parishioners, and land-owning people who were involved in the panic owned more land than landowners who were not involved. People who were involved in the panic knew less about Luther's catechism than members of the general population. It is suggested that most of these findings may reflect a tendency of people who lived in the proximity of children to become involved in the panic.

  20. Exploring Increased Productivity Through Employee Engagement

    NASA Astrophysics Data System (ADS)

    Richards, Wayne K., Jr.

    Disengaged employees cost U.S. companies billions of dollars annually in lowered productivity, a cost which has been compounded by the difficult economic situations in the country. The potential for increasing productivity through increased employee engagement was examined in this study. Using personal engagement theory and the theory of planned behavior, the purpose of this phenomenological study was to explore how the experiences of salaried aerospace employees affected productivity and the financial performance of an organization. Interviews were conducted with a purposive sample of 20 aerospace employees whose responses were codified and analyzed to identify themes. The analysis indicated that (a) the lived experiences of employees influenced employee engagement, (b) employee engagement affects organizational commitment and performance, and (c) trust and respect and leadership are essential components to keep employees engaged. Eighty percent of the participants indicated that as employee engagement increases so too does organizational performance. The implications for positive social change include new insights for leaders seeking to increase productivity and financial performance, and to support employee engagement for maintaining sustainability, retaining talent, increasing profits, and improving the economy.