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... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS...

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

Code of Federal Regulations, 2013 CFR

2013-04-01

... result of allegations of medical malpractice in treating an illness covered by EEOICPA a recovery that... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS...

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

Code of Federal Regulations, 2014 CFR

2014-04-01

... result of allegations of medical malpractice in treating an illness covered by EEOICPA a recovery that... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS...

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

Code of Federal Regulations, 2012 CFR

2012-04-01

... result of allegations of medical malpractice in treating an illness covered by EEOICPA a recovery that... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS...

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

Code of Federal Regulations, 2011 CFR

2011-04-01

... result of allegations of medical malpractice in treating an illness covered by EEOICPA a recovery that... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS...

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

PubMed

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

2010-02-01

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.

Outcome-Based Practice: Disclosure Rates of Child Sexual Abuse Comparing Allegation Blind and Allegation Informed Structured Interviews.

ERIC Educational Resources Information Center

Cantlon, Julie; And Others

1996-01-01

This study evaluated the use of "allegation blind" interviews (in which interviewers did not know the specific allegation involved) with children (n=1535) suspected of being victims of child sexual abuse. The "allegation blind" interview technique yielded a statistically higher disclosure rate than the "allegation informed" interviews. (Author/DB)

42 CFR 93.402 - ORI allegation assessments.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 42 Public Health 1 2011-10-01 2011-10-01 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 ON...

42 CFR 93.201 - Allegation.

Code of Federal Regulations, 2011 CFR

2011-10-01

... STUDIES OF HAZARDOUS SUBSTANCES RELEASES AND FACILITIES PUBLIC HEALTH SERVICE POLICIES ON RESEARCH MISCONDUCT Definitions § 93.201 Allegation. Allegation means a disclosure of possible research misconduct...

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

10 CFR 733.5 - Allegations received by DOE.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Allegations received by DOE. 733.5 Section 733.5 Energy DEPARTMENT OF ENERGY ALLEGATIONS OF RESEARCH MISCONDUCT § 733.5 Allegations received by DOE. If DOE receives directly a written allegation of research misconduct with regard to research under a DOE contract or...

10 CFR 733.5 - Allegations received by DOE.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 10 Energy 4 2011-01-01 2011-01-01 false Allegations received by DOE. 733.5 Section 733.5 Energy DEPARTMENT OF ENERGY ALLEGATIONS OF RESEARCH MISCONDUCT § 733.5 Allegations received by DOE. If DOE receives directly a written allegation of research misconduct with regard to research under a DOE contract or...

10 CFR 733.5 - Allegations received by DOE.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 10 Energy 4 2012-01-01 2012-01-01 false Allegations received by DOE. 733.5 Section 733.5 Energy DEPARTMENT OF ENERGY ALLEGATIONS OF RESEARCH MISCONDUCT § 733.5 Allegations received by DOE. If DOE receives directly a written allegation of research misconduct with regard to research under a DOE contract or...

10 CFR 733.5 - Allegations received by DOE.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 4 2013-01-01 2013-01-01 false Allegations received by DOE. 733.5 Section 733.5 Energy DEPARTMENT OF ENERGY ALLEGATIONS OF RESEARCH MISCONDUCT § 733.5 Allegations received by DOE. If DOE receives directly a written allegation of research misconduct with regard to research under a DOE contract or...

10 CFR 733.5 - Allegations received by DOE.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 10 Energy 4 2014-01-01 2014-01-01 false Allegations received by DOE. 733.5 Section 733.5 Energy DEPARTMENT OF ENERGY ALLEGATIONS OF RESEARCH MISCONDUCT § 733.5 Allegations received by DOE. If DOE receives directly a written allegation of research misconduct with regard to research under a DOE contract or...

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.…

Employee assistance programs: an employer's guide to emerging liability issues.

PubMed

Parliman, G C; Edwards, E L

1992-01-01

Increasing numbers of employers are implementing employee assistance programs (EAPs) designed to assist employees with personal issues that affect their work performance. Studies show that EAPs can dramatically increase employee productivity, but the benefits from EAPs have been accompanied by a less welcome development: lawsuits filed against employers by employees who allege that they suffered harm in the course of obtaining services through their employers' EAPs. Although the potential for liability will always exist, the employer that adheres to certain guidelines will be able to minimize its risk and make its EAP well worth the investment.

37 CFR 2.76 - Amendment to allege use.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 37 Patents, Trademarks, and Copyrights 1 2012-07-01 2012-07-01 false Amendment to allege use. 2.76... COMMERCE RULES OF PRACTICE IN TRADEMARK CASES Amendment of Application § 2.76 Amendment to allege use. (a.... If an amendment to allege use is filed outside the time period specified in this paragraph, it will...

29 CFR 4.155 - Employee coverage does not depend on form of employment contract.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 1 2013-07-01 2013-07-01 false Employee coverage does not depend on form of employment... Employee coverage does not depend on form of employment contract. The Act, in section 8(b), makes it plain... contractual relationship that may be alleged to exist between the contractor or subcontractor and such persons...

29 CFR 4.155 - Employee coverage does not depend on form of employment contract.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 1 2014-07-01 2013-07-01 true Employee coverage does not depend on form of employment... Employee coverage does not depend on form of employment contract. The Act, in section 8(b), makes it plain... contractual relationship that may be alleged to exist between the contractor or subcontractor and such persons...

29 CFR 4.155 - Employee coverage does not depend on form of employment contract.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 1 2011-07-01 2011-07-01 false Employee coverage does not depend on form of employment... Employee coverage does not depend on form of employment contract. The Act, in section 8(b), makes it plain... contractual relationship that may be alleged to exist between the contractor or subcontractor and such persons...

29 CFR 4.155 - Employee coverage does not depend on form of employment contract.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 1 2012-07-01 2012-07-01 false Employee coverage does not depend on form of employment... Employee coverage does not depend on form of employment contract. The Act, in section 8(b), makes it plain... contractual relationship that may be alleged to exist between the contractor or subcontractor and such persons...

29 CFR 4.155 - Employee coverage does not depend on form of employment contract.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Employee coverage does not depend on form of employment... Employee coverage does not depend on form of employment contract. The Act, in section 8(b), makes it plain... contractual relationship that may be alleged to exist between the contractor or subcontractor and such persons...

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

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-15

... Activities: e-Allegations Submission AGENCY: U.S. Customs and Border Protection, Department of Homeland... (OMB) for review and approval in accordance with the Paperwork Reduction Act: e- Allegations Submission.... Title: e-Allegations Submission. OMB Number: 1651-0131. Abstract: In the interest of detecting trade...

False allegations of abuse and Munchausen syndrome by proxy.

PubMed Central

Meadow, R

1993-01-01

Fourteen children from seven families are reported for whom false allegations of abuse were made by the mother. Twelve children were alleged to have incurred sexual abuse, one both sexual and physical abuse, and one physical abuse alone. Thirteen of the children had incurred, or were currently victims of, factitious illness abuse invented by the mother. The one child with no history of factitious illness abuse had a sibling who had incurred definite factitious illness abuse. The false allegations of abuse did not occur in the context of parental separation, divorce, or custody disputes concerning the children. They occurred in the context of Munchausen syndrome by proxy abuse. The age of the children, 3 to 9 years, was older than the usual age for Munchausen syndrome by proxy abuse. The mother was the source of the false allegations and was the person who encouraged or taught six of the children to substantiate allegations of sexual abuse. PMID:8503664

38 CFR 14.605 - Suits against Department of Veterans Affairs employees arising out of a wrongful act or omission...

Code of Federal Regulations, 2010 CFR

2010-07-01

... against a Federal employee, or the employee's estate, for damage to property, personal injury, or death... damage, personal injury, or death allegedly occurring as a result of malpractice or negligence committed..., or death will not lie against such personnel under the circumstances set forth in this subparagraph...

The differential diagnosis of ritual abuse allegations.

PubMed

Bernet, W; Chang, D K

1997-01-01

Because psychiatrists do not have a consistent way to classify and define the forms of child abuse that may be mistaken for ritual abuse, the objective of this paper is to create a comprehensive differential diagnosis of allegations of ritual abuse. The authors reviewed 60 articles, chapters, and books that contained allegations of ritual abuse or behaviors that might be mistaken for ritual abuse, that were made by patients or caretakers. This paper clarifies the behaviors that represent or may be mistaken for ritual abuse: Cult-based ritual abuse, pseudoritualistic abuse, activities by organized satanic groups, repetitive psychopathological abuse, sexual abuse by pedophiles, child pornography portraying ritual abuse, distorted memory, false memory, false report due to a severe mental disorder, pseudologia phantastica, adolescent behavior simulating ritual abuse, epidemic hysteria, deliberate lying, and hoaxes. The differential diagnosis of allegations of ritual abuse is important in both clinical and forensic psychiatry. In some cases, it will not be possible to tell whether a particular allegation is factual or what the underlying mental processes are. It is important to separate the role of the mental health professional as therapist from the role as an expert witness in court.

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 alleging...

32 CFR 516.18 - Litigation alleging individual liability.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 3 2011-07-01 2009-07-01 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 alleging...

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... of his knowledge and belief. (3) If the allegations made on information and belief are material, the sources of information and grounds of belief should be set out and a good reason given why a positive...

22 CFR 92.27 - Affiant's allegations in affidavit.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Affiant's allegations in affidavit. 92.27... of his knowledge and belief. (3) If the allegations made on information and belief are material, the sources of information and grounds of belief should be set out and a good reason given why a positive...

22 CFR 92.27 - Affiant's allegations in affidavit.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Affiant's allegations in affidavit. 92.27... of his knowledge and belief. (3) If the allegations made on information and belief are material, the sources of information and grounds of belief should be set out and a good reason given why a positive...

22 CFR 92.27 - Affiant's allegations in affidavit.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Affiant's allegations in affidavit. 92.27... of his knowledge and belief. (3) If the allegations made on information and belief are material, the sources of information and grounds of belief should be set out and a good reason given why a positive...

22 CFR 92.27 - Affiant's allegations in affidavit.

Code of Federal Regulations, 2010 CFR

2010-04-01

... allegations: (1) Material facts within the personal knowledge of the affiant should be alleged directly and positively. Facts are not to be inferred where the affiant has it in his power to state them positively and... rather than on facts within his personal knowledge, he should aver that such matters are true to the best...

Repeated Interviews with Children Who Are the Alleged Victims of Sexual Abuse

ERIC Educational Resources Information Center

Katz, Carmit; Hershkowitz, Irit

2013-01-01

Objective: The present study was designed to test the effects of repeated retrievals in the course of forensic investigations with children who are the alleged victims of sexual abuse. Method: Using the National Institute of Child Health and Human Development protocol, 56 children participated in a first free-recall interview that was followed by…

Resolution of the Korean War biological warfare allegations.

PubMed

Leitenberg, M

1998-01-01

Recently acquired documents from the former Soviet Union prove that the accusations of United States use of biological weapons during the Korean conflict were fraudulent. The article discusses the history of the allegations of biological weapons use by the United States during the Korean conflict. It also considers the basis for making false allegations of biological weapons utilization.

Allegations of children's involvement in ritual sexual abuse: clinical experience of 20 cases.

PubMed

Weir, I K; Wheatcroft, M S

1995-04-01

Twenty cases were evaluated in which allegations had been made of children being involved in ritual sexual abuse (RSA). A selection of case histories are presented together with a summary of the salient points in the other cases. Using a standard format developed for assessing the validity of allegations in sexual abuse cases, it was concluded that false allegations of ritual sexual abuse occurred in three-quarters of the cases and true allegations only in one-quarter. This high rate of false allegations is unlike the author's clinical experience in other cases of child sexual abuse where the rate of false allegations is much lower and similar to other published series. Reasons for the high rate of false allegations are discussed.

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... 40 Protection of Environment 31 2014-07-01 2014-07-01 false Allegations subject to this part. 717.10 Section 717.10 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) TOXIC...

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…

Interviewing Youthful Suspects in Alleged Sex Crimes: A Descriptive Analysis

ERIC Educational Resources Information Center

Hershkowitz, Irit; Horowitz, Dvora; Lamb, Michael E.; Orbach, Yael; Sternberg, Kathleen J.

2004-01-01

Objective: To introduce and evaluate a structured interview protocol designed for investigative interviews of youthful alleged perpetrators of child sexual abuse. Method: Seventy-two alleged perpetrators ranging from 9 to 14 years of age (M=12 years) were interviewed by 1 of 13 experienced youth investigators, employed by the Israeli Ministry of…

Toward a Theoretical Model of Employee Turnover: A Human Resource Development Perspective

ERIC Educational Resources Information Center

Peterson, Shari L.

2004-01-01

This article sets forth the Organizational Model of Employee Persistence, influenced by traditional turnover models and a student attrition model. The model was developed to clarify the impact of organizational practices on employee turnover from a human resource development (HRD) perspective and provide a theoretical foundation for research on…

An investigation into alleged 'hauntings'.

PubMed

Wiseman, Richard; Watt, Caroline; Stevens, Paul; Greening, Emma; O'Keeffe, Ciarán

2003-05-01

In cases of alleged hauntings, a large number of seemingly trustworthy witnesses consistently report experiencing unusual phenomena (e.g. apparitions, sudden changes in temperature, a strong sense of presence) in certain locations. The two studies reported here explored the psychological mechanisms that underlie this apparent evidence of 'ghostly' activity. The experiments took place at two locations that have a considerable reputation for being haunted-Hampton Court Palace (Surrey, England) and the South Bridge Vaults (Edinburgh, Scotland). Both studies involved participants walking around these locations and reporting where they experienced unusual phenomena. Results revealed significantly more reports of unusual experiences in areas that had a reputation for being haunted. This effect was not related to participants' prior knowledge about the reputation of these areas. However, the location of participants' experiences correlated significantly with various environmental factors, including, for example, the variance of local magnetic fields and lighting levels. These findings strongly suggest that alleged hauntings may not necessarily represent evidence for 'ghostly' activity, but could be, at least in part, the result of people responding to 'normal' factors in their surroundings.

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

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Information concerning alleged violations of the Act. 1626.4 Section 1626.4 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.4 Information concerning alleged violations...

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

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Information concerning alleged violations of the Act. 1626.4 Section 1626.4 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.4 Information concerning alleged violations...

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

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Information concerning alleged violations of the Act. 1626.4 Section 1626.4 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.4 Information concerning alleged violations...

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

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 4 2011-07-01 2011-07-01 false Information concerning alleged violations of the Act. 1626.4 Section 1626.4 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.4 Information concerning alleged violations...

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

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Information concerning alleged violations of the Act. 1626.4 Section 1626.4 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PROCEDURES-AGE DISCRIMINATION IN EMPLOYMENT ACT § 1626.4 Information concerning alleged violations...

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, the...

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

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 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, the...

Clinical Correlates of Alleged Satanic Abuse and Less Controversial Sexual Molestation.

ERIC Educational Resources Information Center

Leavitt, Frank

1994-01-01

This study found that 39 women alleging satanic ritual abuse and 47 women reporting less controversial forms of sexual trauma as children were characterized by high but nondiscriminating levels of psychiatric pathology. Patients alleging satanic ritual abuse reported higher levels of dissociation, in the range often exhibited by patients with…

Community College Employee Job Satisfaction: The Influence of Leadership and Human Resource Practices

ERIC Educational Resources Information Center

Boies, Christopher Michael

2017-01-01

This case study research examined employee job satisfaction best practices at three community college receiving recognition through the Chronicle of Higher Education Great College to Work For designation. The leadership and human resource practices at these institutions were explored through employee interviews, collection of documents, and…

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…

Plato alleges that God forever geometrizes

NASA Astrophysics Data System (ADS)

Ne'Eman, Yuval

1996-05-01

Since 1961, the experimental exploration at the fundamental level of physical reality has surprised physists by revealing to them a highly geometric scenery. Like Einstein's (classical) theory of gravity, the “standard model,” describing the strong, weak, and electromagnetic interaction, testifies in favor of Plato's reported allegation.

Alleged sexual abuse at a day care center: impact on parents.

PubMed

Dyb, Grete; Holen, Are; Steinberg, Alan M; Rodriguez, Ned; Pynoos, Robert S

2003-08-01

This report describes the cascade of stressful events and secondary life changes experienced by parents in a case of alleged sexual abuse at a day care program. The study evaluated parents' Posttraumatic Stress Disorder (PTSD) symptoms and general psychological responses to the stressful events 4 years after the alleged abuse, and explored predictive factors of parental distress. A total of 39 parents were interviewed about stressful events, life changes, and social support. Current distress reactions, psychological wellbeing, and locus of control were assessed with a battery of standardized measures. Hearing about the sexual abuse, testifying in court, hearing the verdict, and being exposed in media reports were all rated by the parents as distressing events. The majority of the parents experienced secondary life changes after the alleged sexual abuse. Four years after the alleged sexual abuse, one-third of the parents reported a high level of PTSD Intrusive symptoms and one-fourth reported a high level of PTSD Avoidance symptoms. There was a significant positive correlation between a measure of psychological wellbeing and PTSD. Secondary life changes and locus of control significantly predicted PTSD. This study demonstrates that the alleged sexual abuse of children in day care and the resulting events in the legal system and the media constitute significant and chronic stressors in the lives of the children's parents. These findings underscore the need to expand the focus of trauma-related sequelae from the child victim to their parents and family.

Do Allegations of Emotional Maltreatment Predict Developmental Outcomes beyond that of Other Forms of Maltreatment?

ERIC Educational Resources Information Center

Schneider, M.W.; Ross, A.; Graham, J.C.; Zielinski, A.

2005-01-01

Objectives:: To understand the features of child abuse/neglect (CA/N) allegations in cases with emotional maltreatment (EMT) allegations, as well as the features of the EMT allegations themselves, and to describe any associations of EMT with distinct impairments of children's behavior, emotion and functioning. Method:: The sample consisted of 806…

Assessing Historical Abuse Allegations and Damages

ERIC Educational Resources Information Center

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

2010-01-01

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…

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.

Report on FAA's Alleged Discrimination Against White Males

DOT National Transportation Integrated Search

1996-11-08

This report responds to a complaint received by the Office of Inspector General (OIG), Department of Transportation (DOT), alleging the Federal Aviation Administration (FAA) discriminated against white males, wasted funds, and compromised safety.

ADA Title I allegations and the Mining, Quarrying, and Oil/Gas Extraction industry.

PubMed

Van Wieren, Todd A; Rhoades, Laura; McMahon, Brian T

2017-01-01

The majority of research about employment discrimination in the U.S. Mining, Quarrying, and Oil/Gas (MQOGE) industries has concentrated on gender and race, while little attention has focused on disability. To explore allegations of Americans with Disabilities Act (ADA) Title I discrimination made to the Equal Employment Opportunity Commission (EEOC) by individuals with disabilities against MQOGE employers. Key data available to this study included demographic characteristics of charging parties, size of employers, types of allegations, and case outcomes. Using descriptive analysis, allegation profiles were developed for MQOGE's three main sectors (i.e., Oil/Gas Extraction, Mining except Oil/Gas, and Support Activities). These three profiles where then comparatively analyzed. Lastly, regression analysis explored whether some of the available data could partially predict MQOGE case outcomes. The predominant characteristics of MQOGE allegations were found to be quite similar to the allegation profile of U.S. private-sector industry as a whole, and fairly representative of MQOGE's workforce demographics. Significant differences between MQOGE's three main sector profiles were noted on some important characteristics. Lastly, it was found that MQOGE case outcomes could be partially predicted via some of the available variables. The study's limitations were presented and recommendations were offered for further research.

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. © 2013 American Academy of Forensic Sciences.

Claims for compensation after alleged birth asphyxia: a nationwide study covering 15 years.

PubMed

Andreasen, Stine; Backe, Bjørn; Øian, Pål

2014-02-01

To analyze compensation claims with neurological sequela or death following alleged birth asphyxia. A cohort study. A nationwide study in Norway. All claims made to The Norwegian System of Compensation to Patients (NPE) concerning sequela related to alleged birth asphyxia, between 1994 and 2008. A total of 315 claims of which 161 were awarded compensation. Examination of hospital records, experts' assessments and the decisions made by the NPE, the appeal body and courts of law. Characteristics of deliveries resulting in intrapartum asphyxia and causes of substandard care categorized in eight groups. In the 161 compensated cases, 107 children survived (96 with neurological sequela), and 54 children died. Human error was a frequent reason of substandard care, seen as inadequate fetal monitoring (50%), lack of clinical knowledge and skills (14%), noncompliance with clinical guidelines (11%), failure in referral for senior medical help (10%) and error in drug administration (4%). System errors were registered in only 3%, seen as poor organization of the department, lack of guidelines and time conflicts. The health personnel held responsible for substandard care was an obstetrician in 49% and a midwife in 46%. Substandard care is common in birth asphyxia, and human error is the cause in most cases. Inadequate fetal monitoring and lack of clinical knowledge and skills are the most frequent reasons for compensation after birth asphyxia. © 2013 Nordic Federation of Societies of Obstetrics and Gynecology.

25 CFR 42.5 - When can a school use ADR processes to address an alleged violation?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false When can a school use ADR processes to address an alleged... RIGHTS § 42.5 When can a school use ADR processes to address an alleged violation? (a) The school may address an alleged violation through the ADR processes described in § 42.4, unless one of the conditions...

25 CFR 42.5 - When can a school use ADR processes to address an alleged violation?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false When can a school use ADR processes to address an alleged... RIGHTS § 42.5 When can a school use ADR processes to address an alleged violation? (a) The school may address an alleged violation through the ADR processes described in § 42.4, unless one of the conditions...

25 CFR 42.5 - When can a school use ADR processes to address an alleged violation?

Code of Federal Regulations, 2013 CFR

2013-04-01

... school must address alleged violations through the formal disciplinary proceeding described in § 42.8. ... 25 Indians 1 2013-04-01 2013-04-01 false When can a school use ADR processes to address an alleged... RIGHTS § 42.5 When can a school use ADR processes to address an alleged violation? (a) The school may...

25 CFR 42.5 - When can a school use ADR processes to address an alleged violation?

Code of Federal Regulations, 2014 CFR

2014-04-01

... school must address alleged violations through the formal disciplinary proceeding described in § 42.8. ... 25 Indians 1 2014-04-01 2014-04-01 false When can a school use ADR processes to address an alleged... RIGHTS § 42.5 When can a school use ADR processes to address an alleged violation? (a) The school may...

25 CFR 42.5 - When can a school use ADR processes to address an alleged violation?

Code of Federal Regulations, 2012 CFR

2012-04-01

... school must address alleged violations through the formal disciplinary proceeding described in § 42.8. ... 25 Indians 1 2012-04-01 2011-04-01 true When can a school use ADR processes to address an alleged... RIGHTS § 42.5 When can a school use ADR processes to address an alleged violation? (a) The school may...

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…

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

Federal Register 2010, 2011, 2012, 2013, 2014

2012-03-12

... Federal Acquisition Regulation Supplement: Alleged Crimes By or Against Contractor Personnel (DFARS Case... (DFARS) to expand coverage on contractor requirements and responsibilities relating to alleged crimes by or against contractor personnel. DATES: Comment Date: Comments on the proposed rule should be...

Suggestibility and compliance among alleged false confessors and resisters in criminal trials.

PubMed

Gudjonsson, G H

1991-04-01

This paper describes a study which compares the interrogative suggestibility and compliance scores of 20 alleged false confessors and 20 subjects who had persistently denied their involvement in the crime they were charged with in spite of forensic evidence against them (labelled 'resisters'). The two groups were 'matched' for age, sex, intelligence, memory recall capacity, and the seriousness of the offence. It was hypothesized that the resisters would score significantly lower on tests of suggestibility and compliance than the alleged false confessors. The findings were confirmed at a high level of significance. A separate analysis of 14 resisters and 72 alleged false confessors, where IQ and memory were used as covariates rather than 'matching' the two groups on the relevant variables, gave almost identical results. The clinical implications of the findings are discussed.

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 Inmate...

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 Inmate...

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 Inmate...

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 one...

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 one...

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 CHILDREN'S...

An Exploratory Study of the Role of Human Resource Management in Models of Employee Turnover

ERIC Educational Resources Information Center

Ozolina-Ozola, Iveta

2016-01-01

The purpose of this paper is to present the study results of the human resource management role in the voluntary employee turnover models. The mixed methods design was applied. On the basis of the results of the search and evaluation of publications, the 16 models of employee turnover were selected. Applying the method of content analysis, the…

Impact of euthanasia rates, euthanasia practices, and human resource practices on employee turnover in animal shelters.

PubMed

Rogelberg, Steven G; Reeve, Charlie L; Spitzmüller, Christiane; DiGiacomo, Natalie; Clark, Olga L; Teeter, Lisa; Walker, Alan G; Starling, Paula G; Carter, Nathan T

2007-03-01

To examine the effects of euthanasia rates, euthanasia practices, and human resource practices on the turnover rate among employees with euthanasia responsibilities at animal shelters. Cross-sectional original study. 36 shelters across the United States that employed at least 5 full-time employees and performed euthanasia on site. By mail, 1 survey was sent to each shelter. Surveys were completed by a senior member of management and were returned by mail. Questions assessed characteristics (eg, euthanasia rates) and practices of the animal shelter, along with employee turnover rates. By use of correlation coefficients and stepwise regression analyses, key predictors of turnover rates among employees with euthanasia responsibilities were investigated. Employee turnover rates were positively related to euthanasia rate. Practices that were associated with decreased turnover rates included provision of a designated euthanasia room, exclusion of other live animals from vicinity during euthanasia, and removal of euthanized animals from a room prior to entry of another animal to be euthanized. Making decisions regarding euthanasia of animals on the basis of factors other than behavior and health reasons was related to increased personnel turnover. With regard to human resources practices, shelters that used a systematic personnel selection procedure (eg, standardized testing) had comparatively lower employee turnover. Data obtained may suggest several specific avenues that can be pursued to mitigate turnover among employees with euthanasia responsibilities at animal shelters and animal control or veterinary medical organizations.

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.

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.

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.

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…

Multiplex network analysis of employee performance and employee social relationships

NASA Astrophysics Data System (ADS)

Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

2018-01-01

In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

Effectiveness of Child Advocacy Centers and the multidisciplinary team approach on prosecution rates of alleged sex offenders and satisfaction of non-offending caregivers with allegations of child sexual abuse: a systematic review.

PubMed

Nwogu, Ngozi N; Agrawal, Lynet; Chambers, Stephanie; Buagas, Archiel B; Daniele, Rose Mary; Singleton, Joanne K

2016-01-15

Child sexual abuse is a multifaceted issue that negatively affects the lives of millions of children worldwide. These children suffer numerous medical and psychological long-term adverse effects both in childhood and adulthood. It is imperative to implement evidence- based interventions for the investigation of this crime. The use of Child Advocacy Centers and the multidisciplinary team approach may improve the investigation of child sexual abuse. To evaluate the effectiveness of Child Advocacy Centers and the multidisciplinary team approach on prosecution rates of alleged sex offenders and satisfaction of non-offending caregivers of children less than 18 years of age, with allegations of child sexual abuse. Children under 18 years, of any race, ethnicity or gender with allegations of child sexual abuse. Other participants included in this review are non-offending caregivers of children with allegations of child sexual abuse, and alleged sex offenders. Type of intervention : The use of Child Advocacy Centers and the multidisciplinary team approach on child sexual abuse investigations. Types of outcomes : Prosecution rates of alleged sex offenders and the satisfaction of non-offending caregivers of children with allegations of child sexual abuse. Types of studies: This review includes quasi-experimental and descriptive studies. The search strategy aimed to find published and unpublished articles in the English language published from 1985 through April 2015 for inclusion. The databases searched include: PubMed, CINAHL, EMBASE, PsycINFO, Cochrane Central Register of Controlled Trials (CENTRAL), Health Source: Nursing/Academic Edition, Criminal Justice Periodicals, ProQuest Dissertations & Theses and Criminal Justice Collections. An additional grey literature search was conducted. Two reviewers evaluated the included studies for methodological quality using standardized critical appraisal instruments from the Joanna Briggs Institute. Data were extracted using

Guidance for Inspecting Alleged Cases of Pesticide-Related Bee Incidents

EPA Pesticide Factsheets

Explains how to conduct an investigation into an alleged pesticide-related incident involving bee deaths including general information on beekeeping as a reference for federal, state and tribal inspectors.

Court Cases Alleging Employment Discrimination in Public Schools

ERIC Educational Resources Information Center

Speers, Gary M.

2014-01-01

The purpose of this research was to examine Court Cases Alleging Employment Discrimination in Public Schools by analyzing 115 law based court cases ranging during 1980-2012, through the most available publication of "West's Educational Law Digest" of 2012. Employment is a means to provide sustainable income to support the individual(s)…

An Integrative Literature Review on Employee Engagement in the Field of Human Resource Development: Exploring Where We Are and Where We Should Go

ERIC Educational Resources Information Center

Lee, Yunsoo; Shin, Heh Youn; Park, Jiwon; Kim, Woocheol; Cho, Daeyeon

2017-01-01

Numerous studies on employee engagement in the HRD (human resource development) field have contributed to the promotion of employee engagement in organizations, yet issues and challenges remain. The purpose of this study is to investigate how employee engagement has been discussed in four representative HRD journals: "Human Resource…

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…

Plagiarism Allegations Account for Most Retractions in Major Latin American/Caribbean Databases.

PubMed

Almeida, Renan Moritz V R; de Albuquerque Rocha, Karina; Catelani, Fernanda; Fontes-Pereira, Aldo José; Vasconcelos, Sonia M R

2016-10-01

This study focuses on retraction notices from two major Latin American/Caribbean indexing databases: SciELO and LILACS. SciELO includes open scientific journals published mostly in Latin America/the Caribbean, from which 10 % are also indexed by Thomson Reuters Web of Knowledge Journal of Citation Reports (JCR). LILACS has a similar geographical coverage and includes dissertations and conference/symposia proceedings, but it is limited to publications in the health sciences. A search for retraction notices was performed in these two databases using the keywords "retracted", "retraction" "withdrawal", "withdrawn", "removed" and "redress". Documents were manually checked to identify those that actually referred to retractions, which were then analyzed and categorized according to the reasons alleged in the notices. Dates of publication/retraction and time to retraction were also recorded. Searching procedures were performed between June and December 2014. Thirty-one retraction notices were identified, fifteen of which were in JCR-indexed journals. "Plagiarism" was alleged in six retractions of this group. Among the non-JCR journals, retraction reasons were alleged in fourteen cases, twelve of which were attributed to "plagiarism". The proportion of retracted articles for the SciELO database was approximately 0.005 %. The reasons alleged in retraction notices may be used as signposts to inform discussions in Latin America on plagiarism and research integrity. At the international level, these results suggest that the correction of the literature is becoming global and is not limited to mainstream international publications.

How frequently do allegations of scientific misconduct occur in ecology and evolution, and what happens afterwards?

PubMed

Moreno-Rueda, Gregorio

2013-03-01

Scientific misconduct obstructs the advance of knowledge in science. Its impact in some disciplines is still poorly known, as is the frequency in which it is detected. Here, I examine how frequently editors of ecology and evolution journals detect scientist misconduct. On average, editors managed 0.114 allegations of misconduct per year. Editors considered 6 of 14 allegations (42.9%) to be true, but only in 2 cases were the authors declared guilty, the remaining being dropped for lack of proof. The annual rate of allegations that were probably warranted was 0.053, although the rate of demonstrated misconduct was 0.018, while the rate of false or erroneous allegations was 0.024. Considering that several cases of misconduct are probably not reported, these findings suggest that editors detect less than one-third of all fraudulent papers.

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

Code of Federal Regulations, 2010 CFR

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Who should receive information or allegations of waste, fraud, and abuse? 101.301 Section 101.301 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION ADMINISTRATION Inspector General § 101.301 Who should receive information or allegations of waste...

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

Code of Federal Regulations, 2011 CFR

2011-01-01

... 13 Business Credit and Assistance 1 2011-01-01 2011-01-01 false Who should receive information or allegations of waste, fraud, and abuse? 101.301 Section 101.301 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION ADMINISTRATION Inspector General § 101.301 Who should receive information or allegations of waste...

Long-term Medicaid excess payments from alleged price manipulation of generic lorazepam.

PubMed

Bian, Boyang; Gorevski, Elizabeth; Kelton, Christina M L; Guo, Jeff J; Martin Boone, Jill E

2012-09-01

Cost savings from the use of generic drugs versus brand-name drugs are well known. Both private and public prescription drug plans encourage the use of generic drugs through a variety of mechanisms. The magnitude of cost savings for a given generic drug is dependent on the degree to which the generic market is competitive. Should the competitive structure become compromised, higher prices and reduced cost savings may result. An alleged conspiracy between Mylan Laboratories and its active-ingredient suppliers in 1997 was associated with an increase in seller concentration in the generic lorazepam market. The Federal Trade Commission (FTC) alleged that Mylan raised costs to consumers by $120 million because of price increases for generic lorazepam from March through December 1998 and for generic clorazepate from January through December 1998. In November 2002, a settlement with Mylan was approved by the FTC, and a federal district court required Mylan to pay $147 million, including $28.2 million to state agencies including Medicaid. To (a) describe the seller concentration in the national Medicaid generic lorazepam market over a 19-year period from January 1991 through December 2009, (b) estimate the excess payments for generic lorazepam by Medicaid between 1998 and 2009, and (c) investigate potentially increased utilization and prices of 2 substitute pharmaceuticals: branded lorazepam (Ativan) and generic alprazolam (another widely used intermediate-acting benzodiazepine). Using Medicaid State Drug Utilization Data from the Centers for Medicare Medicaid Services, we calculated the 4-firm concentration ratio (CR₄) and the Herfindahl-Hirschman Index (HHI) for the Medicaid generic lorazepam market, along with pre-rebate reimbursement for pharmacy claims, number of claims (utilization), and average pre-rebate reimbursement per claim (average "price") for generic lorazepam, from 1991 through 2009. Medicaid's excess payments were estimated under 2 different assumptions

An Analysis of Allegations of Sexual Abuse in a Multi-Victim Day-Care Center Case.

ERIC Educational Resources Information Center

Bybee, Deborah; Mowbray, Carol T.

1993-01-01

This study applied criteria from Statement Validity Analysis (SVA) protocols to aggregate record review data of alleged sexual abuse of over 100 children in a day-care center. The use of SVA criteria supported the veritability of allegations in this case, with the data analysis reflecting consistency, logical structure, and spontaneity of…

Clinician responses to sexual abuse allegations.

PubMed

Jackson, H; Nuttall, R

1993-01-01

We conducted a survey using an experimental design to identify how and to what extent specific personal and case factors affect clinicians' judgments about sexual abuse allegations. We drew a stratified random sample of 1,635 United States clinicians from national directories of clinical social work, pediatrics, psychiatry and psychology. Six hundred and fifty-six completed questionnaires were obtained, yielding a 42% response rate. We asked each subject to read and rate, on a 6 point scale, 16 vignettes alleging sexual abuse. The scale ranged from 1 (very confident it did not occur), to 6 (very confident it did occur). On average, respondents were "slightly confident sexual abuse had occurred" (M = 4.03; SD = 0.6). This finding was significantly different from a mean of 3.50, which is the expected null result. Seven case factors affected credibility ratings at the .01 level; perpetrators' race (Caucasians viewed as perpetrators more than minorities); perpetrators' relationship to victim (family members more often seen as perpetrators); victims' race (minorities more credible as victims); victims' affect (those showing negative affect more believable); age (younger victims more often seen as victimized); behavioral changes in the victim; and perpetrator's history of substance abuse. Six clinician factors were significant at the .05 level: age (younger clinicians were more credulous), gender (females more credulous), discipline (clinical social workers more credulous), theoretical orientation (family systems oriented more credulous) and personal history of sexual or physical abuse (abuse history more credulous).

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…

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 the...

7 CFR 900.201 - Investigation and disposition of alleged violations.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 7 Agriculture 8 2011-01-01 2011-01-01 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 OF...

7 CFR 900.201 - Investigation and disposition of alleged violations.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 7 Agriculture 8 2013-01-01 2013-01-01 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 OF...

7 CFR 900.201 - Investigation and disposition of alleged violations.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 7 Agriculture 8 2012-01-01 2012-01-01 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 OF...

7 CFR 900.201 - Investigation and disposition of alleged violations.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 7 Agriculture 8 2014-01-01 2014-01-01 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 OF...

Inspection Report: FAA's Alleged Circumvention of National Performance Review Staffing Requirements

DOT National Transportation Integrated Search

1996-12-09

This report responds to a complaint received by the Office of Inspector General : (OIG), Department of Transportation. The complainant alleges the Federal : Aviation Administration (FAA) planned to circumvent National Performance : Review (NPR) staff...

Tobacco industry allegations of "illegal lobbying" and state tobacco control.

PubMed

Bialous, S A; Fox, B J; Glantz, S A

2001-01-01

This study assessed the perceived effect of tobacco industry allegations of "illegal lobbying" by public health professionals on policy interventions for tobacco control. Structured interviews were conducted with state health department project managers in all 17 National Cancer Institute-funded American Stop Smoking Intervention Study (ASSIST) states. Documentation and media records related to ASSIST from the National Cancer Institute, health advocates, and the tobacco industry were analyzed. The tobacco industry filed formal complaints of illegal lobbying activities against 4 ASSIST states. These complaints had a temporary chilling effect on tobacco control policy interventions in those states. ASSIST states not targeted by the tobacco industry developed an increased awareness of the industry's tactics and worked to prepare for such allegations to minimize disruption of their activities. Some self-reported self-censorship in policy activity occurred in 11 of the 17 states (65%). Public health professionals need to educate themselves and the public about the laws that regulate lobbying activities and develop their strategies, including their policy activities, accordingly.

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

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

PubMed

Haafkens, Joke A; Kopnina, Helen; Meerman, Martha G M; van Dijk, Frank J H

2011-05-17

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. 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. 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. 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 address in developing job retention

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.…

Desk Reference to the Toolkit for Assessing Potential Allegations of Environmental Injustice

EPA Pesticide Factsheets

This document provides an overview of tools and other reference materials to assist U.S. Environmental Protection Agency (EPA) personnel in assessing and addressing potential allegations of environmental injustice.

Allegations of Failure to Obtain Informed Consent in Spinal Surgery Medical Malpractice Claims

PubMed Central

Grauberger, Jennifer; Kerezoudis, Panagiotis; Choudhry, Asad J.; Alvi, Mohammed Ali; Nassr, Ahmad; Currier, Bradford

2017-01-01

Importance Predictive factors associated with increased risk of medical malpractice litigation have been identified, including severity of injury, physician sex, and error in diagnosis. However, there is a paucity of literature investigating informed consent in spinal surgery malpractice. Objective To investigate the failure to obtain informed consent as an allegation in medical malpractice claims for patients undergoing a spinal procedure. Design, Setting, and Participants In this retrospective cohort study, a national medicolegal database was searched for malpractice claim cases related to spinal surgery for all years available (ie, January 1, 1980, through December 31, 2015). Main Outcomes and Measures Failure to obtain informed consent and associated medical malpractice case verdict. Results A total of 233 patients (117 [50.4%] male and 116 [49.8%] female; 80 with no informed consent allegation and 153 who cited lack of informed consent) who underwent spinal surgery and filed a malpractice claim were studied (mean [SD] age, 47.1 [13.1] years in the total group, 45.8 [12.9] years in the control group, and 47.9 [13.3] years in the informed consent group). Median interval between year of surgery and year of verdict was 5.4 years (interquartile range, 4-7 years). The most common informed consent allegations were failure to explain risks and adverse effects of surgery (52 [30.4%]) and failure to explain alternative treatment options (17 [9.9%]). In bivariate analysis, patients in the control group were more likely to require additional surgery (45 [56.3%] vs 53 [34.6%], P = .002) and have more permanent injuries compared with the informed consent group (46 [57.5%] vs 63 [42.0%], P = .03). On multivariable regression analysis, permanent injuries were more often associated with indemnity payment after a plaintiff verdict (odds ratio [OR], 3.12; 95% CI, 1.46-6.65; P = .003) or a settlement (OR, 6.26; 95% CI, 1.06-36.70; P = .04). Informed consent

Allegations of Failure to Obtain Informed Consent in Spinal Surgery Medical Malpractice Claims.

PubMed

Grauberger, Jennifer; Kerezoudis, Panagiotis; Choudhry, Asad J; Alvi, Mohammed Ali; Nassr, Ahmad; Currier, Bradford; Bydon, Mohamad

2017-06-21

Predictive factors associated with increased risk of medical malpractice litigation have been identified, including severity of injury, physician sex, and error in diagnosis. However, there is a paucity of literature investigating informed consent in spinal surgery malpractice. To investigate the failure to obtain informed consent as an allegation in medical malpractice claims for patients undergoing a spinal procedure. In this retrospective cohort study, a national medicolegal database was searched for malpractice claim cases related to spinal surgery for all years available (ie, January 1, 1980, through December 31, 2015). Failure to obtain informed consent and associated medical malpractice case verdict. A total of 233 patients (117 [50.4%] male and 116 [49.8%] female; 80 with no informed consent allegation and 153 who cited lack of informed consent) who underwent spinal surgery and filed a malpractice claim were studied (mean [SD] age, 47.1 [13.1] years in the total group, 45.8 [12.9] years in the control group, and 47.9 [13.3] years in the informed consent group). Median interval between year of surgery and year of verdict was 5.4 years (interquartile range, 4-7 years). The most common informed consent allegations were failure to explain risks and adverse effects of surgery (52 [30.4%]) and failure to explain alternative treatment options (17 [9.9%]). In bivariate analysis, patients in the control group were more likely to require additional surgery (45 [56.3%] vs 53 [34.6%], P = .002) and have more permanent injuries compared with the informed consent group (46 [57.5%] vs 63 [42.0%], P = .03). On multivariable regression analysis, permanent injuries were more often associated with indemnity payment after a plaintiff verdict (odds ratio [OR], 3.12; 95% CI, 1.46-6.65; P = .003) or a settlement (OR, 6.26; 95% CI, 1.06-36.70; P = .04). Informed consent allegations were significantly associated with less severe (temporary or emotional) injury (OR

Preschool Child Development: Implications for Investigation of Child Abuse Allegations.

ERIC Educational Resources Information Center

Sivan, Abigail B.

1991-01-01

This article reviews research on child development relevant to the question of the veracity of mistreatment allegations made by children ages two to five years. The article covers research on thought and language, memory and learning, fears, fantasy, play, and television's effects. It is concluded that preschoolers base their play on the reality…

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

Code of Federal Regulations, 2010 CFR

2010-07-01

... resolve an allegation that open and nondiscriminatory access was denied? 291.102 Section 291.102 Mineral Resources MINERALS MANAGEMENT SERVICE, DEPARTMENT OF THE INTERIOR APPEALS OPEN AND NONDISCRIMINATORY ACCESS... Hotline to informally resolve an allegation that open and nondiscriminatory access was denied? Before...

Tobacco industry allegations of "illegal lobbying" and state tobacco control.

PubMed Central

Bialous, S A; Fox, B J; Glantz, S A

2001-01-01

OBJECTIVES: This study assessed the perceived effect of tobacco industry allegations of "illegal lobbying" by public health professionals on policy interventions for tobacco control. METHODS: Structured interviews were conducted with state health department project managers in all 17 National Cancer Institute-funded American Stop Smoking Intervention Study (ASSIST) states. Documentation and media records related to ASSIST from the National Cancer Institute, health advocates, and the tobacco industry were analyzed. RESULTS: The tobacco industry filed formal complaints of illegal lobbying activities against 4 ASSIST states. These complaints had a temporary chilling effect on tobacco control policy interventions in those states. ASSIST states not targeted by the tobacco industry developed an increased awareness of the industry's tactics and worked to prepare for such allegations to minimize disruption of their activities. Some self-reported self-censorship in policy activity occurred in 11 of the 17 states (65%). CONCLUSIONS: Public health professionals need to educate themselves and the public about the laws that regulate lobbying activities and develop their strategies, including their policy activities, accordingly. PMID:11189827

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

Code of Federal Regulations, 2010 CFR

2010-04-01

...-compliance. 214.52 Section 214.52 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT ADVISORY COMMITTEE MANAGEMENT Administrative Remedies § 214.52 Administrative review of other alleged non-compliance. With... International Development, 21st and Virginia Avenue, NW., Washington, DC 20523. (c) The complaint must be filed...

Report: Investigation of Allegations Concerning Environmental Justice Issues in EPA Region 4

EPA Pesticide Factsheets

Report #10-N-0145, June 14, 2010. The OIG undertook a detailed review of the allegations to determine whether the OIG had investigative jurisdiction in terms of EPA contracts, assistance agreements, programs, or personnel involvement.

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... OPEN AND NONDISCRIMINATORY ACCESS TO OIL AND GAS PIPELINES UNDER THE OUTER CONTINENTAL SHELF LANDS ACT... allegation concerning open and nondiscriminatory access by calling the toll-free MMS Hotline at 1-888-232...

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.

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 to...

Using the Child's Testimony in Defending the Alleged Child Molester.

ERIC Educational Resources Information Center

Castro, Carolyn D.

Analysis of the transcript of a social worker's interview with a five-and-a-half-year-old girl allegedly sexually abused by a man focuses on how the interview was conducted and elements that suggest it should not be used as testimony. First, inconsistencies in the transcript that cast doubt on the child's reliability are noted, and the truth of…

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 Responsive...

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 Responsive...

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 Responsive...

Illicit drug exposure in patients evaluated for alleged child abuse and neglect.

PubMed

Oral, Resmiye; Bayman, Levent; Assad, Abraham; Wibbenmeyer, Lucy; Buhrow, Jakob; Austin, Andrea; Bayman, Emine O

2011-06-01

Substantiation of drug exposure in cases with alleged maltreatment is important to provide proper treatment and services to these children and their families. A study performed at University of Iowa Hospitals and Clinics showed that 30% of pediatric patients with burn injuries, which were due to child maltreatment, were also exposed to illicit drugs. The children presenting to the University of Iowa Hospitals and Clinics with alleged maltreatment have been tested for illicit substances since 2004. The objective of this study was to analyze the presence of illicit drug exposure in the pediatric subpopulation admitted to pediatric inpatient and outpatient units for an evaluation for abuse/neglect. The study design is a retrospective chart review. Using hospital databases, every pediatric chart with a child abuse/neglect allegation was retrieved. The association between risk factors and clinical presentation and illicit drug test result was assessed. Excel and SAS were used for statistical analysis. Institutional review board approval was obtained to conduct this study. Six hundred sixty-five charts met study inclusion criteria for child abuse/neglect allegation. Of those, 232 cases were tested for illicit drugs between 2004 and 2008 per the testing protocol. Thirty-four cases (14.7%) tested positive on a drug test. Positive test rates based on clinical presentation were 28.6% (18/63) in neglect cases, 16.1% (5/31) in cases with soft tissue injuries, 14.3% (4/28) in burn injuries, 10.0% (2/20) in cases with sexual abuse, 7.1% (2/28) in cases with fractures, and 4.8% (3/62) in abusive head trauma cases. There were long-term abuse findings in 129 children (55.6%). Logistic regression analysis revealed that positive drug testing was most significantly associated with clinical symptoms suggesting physical abuse or neglect versus sexual abuse (odds ratio [OR] = 6.70; 95% confidence interval [CI], 1.26-35.49; P = 0.026), no or public health insurance versus those with

Home-based telecommuting and quality of life: further evidence on an employee-oriented human resource practice.

PubMed

Hornung, Severin; Glaser, Jürgen

2009-04-01

Building on previous research, further evidence for the potential of home-based telecommuting as an employee-oriented human resource practice is provided from a study in the German public administration. Survey data from 1,008 public employees were analyzed using structural equation modeling. Mean age of the sample was 43.6 yr. (SD = 8.8 yr.), and 27.5% (277) of the participants were women. Analysis supported the roles of higher Autonomy and lower Work-Family Conflict as psychological mediators between Telecommunication Intensity and both Job Satisfaction and Quality of Life. Implications for the design of flexible working arrangements are discussed.

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 § 115...

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 § 115...

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 § 115...

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.

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 Planning...

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 Planning...

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 Planning...

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

Code of Federal Regulations, 2014 CFR

2014-01-01

... misconduct. 3022.6 Section 3022.6 Agriculture Regulations of the Department of Agriculture (Continued) OFFICE...-FUNDED EXTRAMURAL RESEARCH; RESEARCH MISCONDUCT § 3022.6 Notification of USDA of allegations of research misconduct. (a) Research institutions that conduct USDA-funded extramural research must promptly notify OIG...

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

Code of Federal Regulations, 2012 CFR

2012-01-01

... misconduct. 3022.6 Section 3022.6 Agriculture Regulations of the Department of Agriculture (Continued) OFFICE...-FUNDED EXTRAMURAL RESEARCH; RESEARCH MISCONDUCT § 3022.6 Notification of USDA of allegations of research misconduct. (a) Research institutions that conduct USDA-funded extramural research must promptly notify OIG...

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

Code of Federal Regulations, 2011 CFR

2011-01-01

... misconduct. 3022.6 Section 3022.6 Agriculture Regulations of the Department of Agriculture (Continued) OFFICE...-FUNDED EXTRAMURAL RESEARCH; RESEARCH MISCONDUCT § 3022.6 Notification of USDA of allegations of research misconduct. (a) Research institutions that conduct USDA-funded extramural research must promptly notify OIG...

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

Code of Federal Regulations, 2013 CFR

2013-01-01

... misconduct. 3022.6 Section 3022.6 Agriculture Regulations of the Department of Agriculture (Continued) OFFICE...-FUNDED EXTRAMURAL RESEARCH; RESEARCH MISCONDUCT § 3022.6 Notification of USDA of allegations of research misconduct. (a) Research institutions that conduct USDA-funded extramural research must promptly notify OIG...

Bufo toads and bufotenine: fact and fiction surrounding an alleged psychedelic.

PubMed

Lyttle, T; Goldstein, D; Gartz, J

1996-01-01

This paper investigates the supposedly psychedelic Bufo toad and the allegedly psychedelic drug bufotenine, which is contained in the skin and glands of this toad. The bufo toad has held a place in human mythologies and medicines worldwide since archaic times. Used by ancient peoples for a variety of purposes, its most spectacular effects, according to lore, involve magical and shamanic or occult uses for casting spells and for divination. In the Middle Ages, the Bufo toad was celebrated as a panacea and persecuted as a powerful poison. More recently, in the 1960s the Bufo toad was resurrected as a countercultural icon, with people purportedly licking or smoking the secretions to get high. Bufotenine has been at the center of a scientific debate since its discovery in 1893. This paper examines the extensive literature surrounding the Bufo toad and bufotenine, and untangles many of the myths and the misinformation that continue to vex both science and popular reporting. Finally, to promote further investigation, a comprehensive bibliography is provided that charts the history of the Bufo toad and bufotenine.

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 CONDUCT Responsibilities § 73.735-201 Employees and supervisors. (a) Employees and special Government...

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 § 7.7 Notice to employee of determination. The employee-inventor shall be notified in writing of the...

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…

28 CFR 115.222 - Policies to ensure referrals of allegations for investigations.

Code of Federal Regulations, 2014 CFR

2014-07-01

... abuse and sexual harassment. (b) The agency shall have in place a policy to ensure that allegations of sexual abuse or sexual harassment are referred for investigation to an agency with the legal authority to... administrative or criminal investigations of sexual abuse or sexual harassment in community confinement...

28 CFR 115.222 - Policies to ensure referrals of allegations for investigations.

Code of Federal Regulations, 2013 CFR

2013-07-01

... abuse and sexual harassment. (b) The agency shall have in place a policy to ensure that allegations of sexual abuse or sexual harassment are referred for investigation to an agency with the legal authority to... administrative or criminal investigations of sexual abuse or sexual harassment in community confinement...

28 CFR 115.222 - Policies to ensure referrals of allegations for investigations.

Code of Federal Regulations, 2012 CFR

2012-07-01

... abuse and sexual harassment. (b) The agency shall have in place a policy to ensure that allegations of sexual abuse or sexual harassment are referred for investigation to an agency with the legal authority to... administrative or criminal investigations of sexual abuse or sexual harassment in community confinement...

Children's religious knowledge: implications for understanding satanic ritual abuse allegations.

PubMed

Goodman, G S; Quas, J A; Bottoms, B L; Qin, J; Shaver, P R; Orcutt, H; Shapiro, C

1997-11-01

The goals of the present study were to examine the extent of children's religious, especially satanic, knowledge and to understand the influence of children's age, religious training, family, and media exposure on that knowledge. Using a structured interview, 48 3- to 16-year-old children were questioned about their knowledge of: (a) religion and religious worship; (b) religion-related symbols and pictures; and (c) movies, music, and television shows with religious and horror themes. Although few children evinced direct knowledge of ritual abuse, many revealed general knowledge of satanism and satanic worship. With age, children's religious knowledge increased and became more sophisticated. Increased exposure to nonsatanic horror media was associated with more nonreligious knowledge that could be considered precursory to satanic knowledge, and increased exposure to satanic media was associated with more knowledge related to satanism. Our results suggest that children do not generally possess sufficient knowledge of satanic ritual abuse to make up false allegations on their own. However, many children have knowledge of satanism as well as nonreligious knowledge of violence, death, and illegal activities. It is possible that such knowledge could prompt an investigation of satanic ritual abuse or possibly serve as a starting point from which an allegation is erected.

[Employee satisfaction in hospitals - validation of the Picker employee questionnaire: the German version of the "survey of employee perceptions of health care delivery" (Picker Institute Boston)].

PubMed

Riechmann, M; Stahl, K

2013-05-01

The aim of this study was the validation of a questionnaire specially developed for the German health-care market to measure workplace-related satisfaction of all employees in direct or indirect contact to patients. Beside this, its suitability for use in human resource and quality management was tested. Based on data from a postal survey of 38 054 employees from 37 hospitals a psychometric evaluation was done via exploratory factor analysis and reliability as well as regression analysis. For testing the capability to differentiate, subgroup analyses were conducted. 14 factors (Cronbach's alpha between 0.6 and 0.9) were extracted, explaining 44% of the variance. The factors leadership and organisational culture, conditions of employment, work load and relationship to direct line manager had the strongest influence on overall employee satisfaction. Age, gender, employment status, and senior position influence job satisfaction or relevant satisfaction-related factors. Psychometric properties, the ability to differentiate between employee groups and practicability render the questionnaire well suited for use in human resource and quality management of hospitals. © Georg Thieme Verlag KG Stuttgart · New York.

Understanding Employee Wellness among Non-Supervisory, Front-Line Employees in Three Maryland Industries: A Focus Group Study

ERIC Educational Resources Information Center

Russell, Mia B.

2017-01-01

Organizations are increasingly interested in improving the personal wellness of employees. The purpose of this qualitative study was to explore perceptions of wellness and workplace influences among a diverse sample of employees (n = 22) in three Maryland industries. Data were collected using focus group methodology and integrating human needs…

Emergency department documentation of alleged excessive use of force.

PubMed

Strote, Jared; Verzemnieks, Erik; Walsh, Mimi

2013-12-01

Patients' complaints of excessive use of force (EUOF) by police occur frequently in emergency departments (EDs). Limited, if any, education or guidelines exist for documenting alleged EUOF despite extensive instruction for other forms of potential abuse or assault. Our objective was to examine the documentation by ED staff when patients complained of EUOF. A retrospective cohort design was used, identifying every use of force over a 1-year period by a single law enforcement agency that was followed by an ED visit within 24 hours. Charts were then analyzed for complaints of excessive force. For these cases, documentation was evaluated using standards for other forms of abuse and assault. Of 187 ED visits, 32 (17%) involved patients who were unable to give a history and 20 (11%) had nontrauma evaluations only. Of the remaining 135, there were 13 documented complaints (10%) of EUOF. Of these, 8 complaints (62%) described the mechanism of injury completely and 10 complaints (77%) had a complete description of the injury. No charts discussed whether the examination was consistent with the history. Inappropriate subjective terminology was used in 7 charts (54%), and the police description of events was described as fact in 7 charts (54%). Guilt was assigned in 5 charts (39%). In one ED, EUOF complaints were not documented to the standards for other forms of alleged assault and abuse. There may be a benefit to further education and guidelines on how to deal with ED presentations of EUOF.

Two brothers' alleged paternity for a child: who is the father?

PubMed

Dogan, Muhammed; Kara, Umut; Emre, Ramazan; Fung, Wing Kam; Canturk, Kemal Murat

2015-06-01

In paternity cases where individuals are close relatives, it may be necessary to evaluate mother's DNA profile (trio test) and to increase the number of polymorphic STR loci that are analyzed. In our case, two alleged fathers who are brothers and the child (duo case) were analyzed based on 20 STR loci; however, no exclusions could be achieved. Then trio test (with mother) was performed using the Identifiler Plus kit (Applied Biosystems) and no exclusions could be achieved again. Analysis performed with the ESS Plex Plus kit (Qiagen), the paternity of one of the two alleged fathers was rejected only on 2 STR loci. We made the calculations of power of exclusion values to interpret our results more properly. The probability of exclusion (PE) is calculated as 0.9776546 in 15 loci of Identifiler Plus kit without mother. The PE is calculated as 0.9942803, if 5 additional loci from ESS Plex Plus kit are typed. The PE becomes 0.9961048 for the Identifiler Plus kit in trio analysis. If both Identifiler Plus and ESS Plex Plus kits are used for testing, the PE is calculated as 0.999431654, which indicates that the combined kits are highly discriminating.

45 CFR 7.1 - Duty of employee to report inventions.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Duty of employee to report inventions. 7.1 Section 7.1 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to...

Characteristics of alleged homicide offenders with and without schizophrenia in Sichuan, China.

PubMed

Chen, Xiacan; Zhang, Xueli; Wong, Stephen C P; Yang, Min; Kong, Di; Hu, Junmei

2018-04-01

Little is known about the characteristics of people with and without schizophrenia who have been charged with homicide in China. Our research question was what differences are there between alleged homicide offenders with and without psychosis? All archival records of alleged homicide cases referred for assessment to the West China Forensic Central Medical Service during 1998-2006 were retrieved. The centre serves a large catchment area in the mainly rural province of Sichuan. A random 20% of cases with schizophrenia and all cases without psychosis were selected for comparison. Demographic, criminological and mental health data were extracted from the records, and violence was rated by using the Violence Risk Scale (Chinese version). The two groups differed significantly in age, education, occupation, marital status and relationships to victim. The estimated risk of reoffending was higher in the schizophrenia group than the non-psychotic group, even after controlling for demographic differences. Despite many individuals reporting long histories of mental illness, about 40% of those with schizophrenia had never had any psychiatric treatment and less than 4% were in treatment at the time of the alleged homicide. The tendency for homicidal people with schizophrenia to be older, less educated and more socially isolated than their non-psychotic peers is similar to experience in Western countries, but the apparently higher risk scale scores of the Chinese schizophrenia group and their greater tendency to attack strangers are different. The lack of reported previous engagement with mental health services by a clearly ill and risky group of people is a likely explanation. Similar rural problems compared with better served urban areas have been reported in the Chuvash Republic. The case for better rural mental health services seems strong. Copyright © 2017 John Wiley & Sons, Ltd. Copyright © 2017 John Wiley & Sons, Ltd.

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.

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.

Beyond Munchausen by proxy: a proposed conceptualization for cases of recurring, unsubstantiated sexual abuse allegations.

PubMed

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 many cases unclassified that do not fit the Munchausen by proxy criteria, involve significant risks to the child, and ultimately fall outside of existing structures for Child Protective Services/legal intervention. This paper presents a reconceptualization of such cases, proposing to label them "recurring sexual abuse allegation" cases. Defining the set of cases more clearly can aid child protection workers in their management and encourage research on prevalence, consequences to children, treatment strategies, and needed legal reforms.

Improve employee engagement to retain your workforce.

PubMed

Tullar, Jessica M; Amick, Benjamin C; Brewer, Shelley; Diamond, Pamela M; Kelder, Steven H; Mikhail, Osama

2016-01-01

Turnover hurts patient care quality and is expensive to hospitals. Improved employee engagement could encourage employees to stay at their organization. The aim of the study was to test whether participants in an employee engagement program were less likely than nonparticipants to leave their job. Health care workers (primarily patient care technicians and assistants, n = 216) were recruited to participate in an engagement program that helps employees find meaning and connection in their work. Using human resources data, we created a longitudinal study to compare participating versus nonparticipating employees in the same job titles on retention time (i.e., termination risk). Participants were less likely to leave the hospital compared to nonparticipating employees (hazard ratio = 0.22, 95% CI [0.11, 0.84]). This finding remained significant after adjusting for covariates (hazard ratio = 0.37, 95% CI [0.17, 0.57]). Improving employee engagement resulted in employees staying longer at the hospital.

Workplace support for employees with cancer

PubMed Central

Nowrouzi, B.; Lightfoot, N.; Cote, K.; Watson, R.

2009-01-01

Objective The aim of the present study was to survey human resources personnel about how their northeastern Ontario workplaces assist employees with cancer. Study Design and Setting This cross-sectional study was conducted from December 2007 to April 2008. Surveys were sent to 255 workplaces in northeastern Ontario with 25 or more employees, and 101 workplaces responded (39.6% response rate). Logistic regression modelling was used to identify factors associated with more or less workplace support. More or less workplace support was defined by provision of paid time to employees with medical appointments and an offer of a return-to-work meeting and reduced hours for employees with cancer. Factors considered in the model included organization size, geographic location (urban, rural), and workplace type (private sector, public sector). Results Most of the human resources staff who completed the surveys were women (67.4%), and respondents ranged in age from 25 to 70 years (mean: 45.30 ± 8.10 years). Respondents reported working for organizations that ranged in size from 25 to more than 9000 employees. In the logistic regression model, large organization size [odds ratio (or): 6.97; 95% confidence interval (ci): 1.34 to 36.2] and public sector (or: 4.98; 95% ci: 1.16 to 21.3) were associated with employer assistance. Public sector employers provided assistance at a rate 5 times that of private sector employers, and large organizations (>50 employees) provided assistance at a rate 7 times that of smaller organizations. Conclusions In the population studied, employees with cancer benefit from working in larger and public sector organizations. The data suggest a need for further support for employees with cancer in some other organizations. PMID:19862358

45 CFR 7.1 - Duty of employee to report inventions.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 1 2013-10-01 2013-10-01 false Duty of employee to report inventions. 7.1 Section 7.1 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to the Assistant Secretary (Health and Scientific...

Assessment of work compatibility across employees' demographics: a case study.

PubMed

Basha, S A; Maiti, J

2017-03-01

'Work compatibility' (WC) is a multi-dimensional diagnostic tool for measuring human performance that affects safety performance of work force. There are a dearth of literature on the use of WC in industrial applications. In this study, the status of WC and its components across employees' demographics such as age, experience, designation and location of work were examined in a steel plant in India. Data on 119 employees collected using Demand-Energizer Instrument was analysed. The results revealed that supervisors perceive higher energizers, higher demands and low WC as compared to workers. Older and high experience employees perceive higher energizers, lower demands and high WC as compared to younger and less experienced employees. All employee groups perceive higher demand for physical environment and physical task content. The problematic work groups identified are less experienced employees and workers in 'allied sections'. The outcomes of the study help the management in three ways to improve human performance at work places: (i) it provides useful information about the work factors to be considered for intervention design, (ii) it identifies the work groups to be targeted while preparing intervention strategies and (iii) it can be used as a leading indicator of human performance.

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.

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…

Medico-legal aspects of alleged rape victims in Lahore.

PubMed

Manzoor, Iram; Hashmi, Noreen Rahat; Mukhtar, Fatima

2010-12-01

To describe the socio-demographic along with the medico-legal characteristics of rape victims reporting to a female police station of Lahore. Observational study. Female Police Station in Shadman, Lahore, from, June 1995 to January 2009. A total of 74 cases of alleged rape victims were identified while reviewing all available police files concerning reported rapes and attempted rapes from 1995 to 2008. The data was gathered on preformed questionnaires after conducting the pilot study. All information about victims and alleged offenders were extracted from the police files including socio-demographic profile of the accused and victim both. Use of weapon, evidence of physical and genital trauma, assailant identification and his relationship with the victim, number of accused persons and location of rape was noted in each case. Examination by doctor and obtaining the specimens were also identified and was related to the outcome of the court case. Chi-square test was applied to determine the association of rape with age and educational status of the victim and the accused. A total of 74 cases of alleged rape were reported in the study period at Shadman Female Police Station. Maximum number of victims was reported in the age group 10-19 years (n=46, 62.2%). Majority of the accused belonged to 20-39 years' age group constituting 64.8% of the total. Regarding educational status 45 (60.8%) of the victims and 51 (68.9%) of the accused were illiterate. Significant association was found between the educational status of rape victims and accused (p = 0.016) but not between their ages (p = 0.862). The maximum incidence of rape was reported in unmarried (n = 55, 74.3%) and unemployed (n =61, 82.4%) women. In 14 cases (19%) use of weapon was reported. Physical trauma was reported in 29 (39%) and genital trauma in 14 (19%) cases. The accused were identified as family friends (25%) and neighbours (23%) respectively. Only 21% of the victims were examined by doctor and specimens were

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.

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…

Strategic planning for employee happiness: a business goal for human service organizations.

PubMed

Howard, B; Gould, K E

2000-09-01

Employee happiness can impact substantially on an organization's performance. It can influence employee retention, absenteeism, and work performance. Because of this importance, such happiness is inseparable from the real business of the organization and should be considered a business goal. Implementation and development of the strategic plan associated with this goal becomes the responsibility of a highly placed project team that has as its mission ensuring employee satisfaction. The strategic plan includes procedures that allow management to listen effectively to employees, assessing and responding to their values and needs. In this paper we discuss the workforce and environmental characteristics that are involved planning for employee happiness and the steps in creating an organizational culture in which this can become a business goal.

45 CFR 302.19 - Bonding of employees.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 2 2010-10-01 2010-10-01 false 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 following...

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.

Bridge Over an Aging Population: Examining Longitudinal Relations Among Human Resource Management, Social Support, and Employee Outcomes Among Bridge Workers

PubMed Central

Veth, Klaske N.; Van der Heijden, Beatrice I. J. M.; Korzilius, Hubert P. L. M.; De Lange, Annet H.; Emans, Ben J. M.

2018-01-01

This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader–member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees (N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time. PMID:29755386

Bridge Over an Aging Population: Examining Longitudinal Relations Among Human Resource Management, Social Support, and Employee Outcomes Among Bridge Workers.

PubMed

Veth, Klaske N; Van der Heijden, Beatrice I J M; Korzilius, Hubert P L M; De Lange, Annet H; Emans, Ben J M

2018-01-01

This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader-member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees ( N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time.

9 CFR 3.32 - Employees.

Code of Federal Regulations, 2010 CFR

2010-01-01

... WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of Guinea Pigs and Hamsters Animal Health and Husbandry Standards § 3.32 Employees. A sufficient number of...

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)

Report: Alleged Misuse of Tribal Clean Water Act Section 106 Funds in EPA Region 8

EPA Pesticide Factsheets

Report #12-P-0453, May 4, 2012. On the first allegation, we found that Region 8 funded tribal Section 106 programs based on the region’s review of tribal work plans and did not inappropriately withhold funds.

Inappropriate publication of trial results and potential for allegations of illegal share dealing.

PubMed

Freestone, D S; Mitchell, H

1993-04-24

There is increasing evidence of fraud in clinical research, and one aspect concerns trading in pharmaceutical company shares by people who may have confidential information about the results of clinical trials. Plainly this has implications for honest investigators, who may find themselves exposed to such allegations. In this paper Dr D S Freestone and Mr H Mitchell, QC, identify three interlinked issues which they think underlie the potential for these allegations. They are pressure for premature or inappropriate communication of research results; trading in pharmaceutical company shares by academic clinical investigators; and the possibility that clinical investigators might succumb to temptation. Dr Freestone and Mr Mitchell suggest that whenever possible results of clinical studies should be published in appropriate medical journals without prior public disclosure. This conflicts with Stock Exchange rules, which require that price sensitive information should be published at the earliest opportunity and preclude priority of publication in medical journals. Freestone and Mitchell believe that rarely rapid public disclosure is acceptable if it is to protect patients' interests but that it must not prejudice publication in the medical or scientific press. When rapid public disclosure is needed, they say, every attempt should be made to inform prescribers before patients. Dr Freestone and Mr Mitchell warn that academic clinical investigators who have access to unpublished price sensitive information about pharmaceutical companies whose shares they trade in will almost certainly be in breach of the Company Securities (Insider Dealing) Act 1985. Furthermore, disclosing such information to third parties, they say, exposes those people also to potential criminal liability. Freestone and Mitchell advise that when potential for allegations of conflict of interest exists clinical investigators should consider declaring their position to ethics committees and any

Inappropriate publication of trial results and potential for allegations of illegal share dealing.

PubMed Central

Freestone, D S; Mitchell, H

1993-01-01

There is increasing evidence of fraud in clinical research, and one aspect concerns trading in pharmaceutical company shares by people who may have confidential information about the results of clinical trials. Plainly this has implications for honest investigators, who may find themselves exposed to such allegations. In this paper Dr D S Freestone and Mr H Mitchell, QC, identify three interlinked issues which they think underlie the potential for these allegations. They are pressure for premature or inappropriate communication of research results; trading in pharmaceutical company shares by academic clinical investigators; and the possibility that clinical investigators might succumb to temptation. Dr Freestone and Mr Mitchell suggest that whenever possible results of clinical studies should be published in appropriate medical journals without prior public disclosure. This conflicts with Stock Exchange rules, which require that price sensitive information should be published at the earliest opportunity and preclude priority of publication in medical journals. Freestone and Mitchell believe that rarely rapid public disclosure is acceptable if it is to protect patients' interests but that it must not prejudice publication in the medical or scientific press. When rapid public disclosure is needed, they say, every attempt should be made to inform prescribers before patients. Dr Freestone and Mr Mitchell warn that academic clinical investigators who have access to unpublished price sensitive information about pharmaceutical companies whose shares they trade in will almost certainly be in breach of the Company Securities (Insider Dealing) Act 1985. Furthermore, disclosing such information to third parties, they say, exposes those people also to potential criminal liability. Freestone and Mitchell advise that when potential for allegations of conflict of interest exists clinical investigators should consider declaring their position to ethics committees and any

Forensic differentiation between peripheral and menstrual blood in cases of alleged sexual assault-validating an immunochromatographic multiplex assay for simultaneous detection of human hemoglobin and D-dimer.

PubMed

Holtkötter, Hannah; Dias Filho, Claudemir Rodrigues; Schwender, Kristina; Stadler, Christian; Vennemann, Marielle; Pacheco, Ana Claudia; Roca, Gabriela

2018-05-01

Sexual assault is a serious offense and identification of body fluids originating from sexual activity has been a crucial aspect of forensic investigations for a long time. While reliable tests for the detection of semen and saliva have been successfully implemented into forensic laboratories, the detection of other body fluids, such as vaginal or menstrual fluid, is more challenging. Especially, the discrimination between peripheral and menstrual blood can be highly relevant for police investigations because it provides potential evidence regarding the issue of consent. We report the forensic validation of an immunochromatographic test that allows for such discrimination in forensic stains, the SERATEC PMB test, and its performance on real casework samples. The PMB test is a duplex test combining human hemoglobin and D-dimer detection and was developed for the identification of blood and menstrual fluid, both at the crime scene and in the laboratory. The results of this study showed that the duplex D-dimer/hemoglobin assay reliably detects the presence of human hemoglobin and identifies samples containing menstrual fluid by detecting the presence of D-dimers. The method distinguished between menstrual and peripheral blood in a swab from a historical artifact and in real casework samples of alleged sexual assaults. Results show that the development of the new duplex test is a substantial progress towards analyzing and interpreting evidence from sexual assault cases.

78 FR 13547 - Defense Federal Acquisition Regulation Supplement: Alleged Crimes By or Against Contractor Personnel

Federal Register 2010, 2011, 2012, 2013, 2014

2013-02-28

... Contractor Personnel AGENCY: Defense Acquisition Regulations System, Department of Defense (DoD). ACTION... (FY) 2009 and expand coverage on contractor requirements and responsibilities relating to alleged crimes by or against contractor personnel. DATES: Effective February 28, 2013. FOR FURTHER INFORMATION...

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…

Coordination Procedures between the Scientific Integrity Official and the Office of Inspector General regarding Scientific Misconduct Allegations

EPA Pesticide Factsheets

Coordination Procedures between the Scientific Integrity Official and the Office of Inspector General regarding Scientific Misconduct Allegations written March 30, 2015 by the Office of the Science Advisor

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…

Happy employees lead to loyal patients. Survey of nurses and patients shows a strong link between employee satisfaction and patient loyalty.

PubMed

Atkins, P M; Marshall, B S; Javalgi, R G

1996-01-01

A strong relationship exists between employee satisfaction and patients' perceptions of the quality of their care, measured in terms of their intent to return and to recommend the hospital to others. Employee dissatisfaction can negatively affect quality of care and have an adverse effect on patient loyalty and, thus hospital profitability. Therefore, health care marketers should regularly measure employee satisfaction as one way to monitor service quality. Health care marketers must work more closely with their human-resource departments to understand and influence employees' work environment and maintain a high level of job satisfaction. Marketers also should place an increased emphasis on both employee and patient perceptions of satisfaction when developing internal and external strategic marketing plans and formulating future research.

Regulation of Electromagnetic Radiation: A Confusing Course through Modulating E and H Waves.

DTIC Science & Technology

1982-02-15

29 Biological Effects of RFR: Clinical Findings ......... 30 Cataract ........... . o . o ....... o 30 Psychological Effects...Claims Act alleges injuries to a contractor employee conducting tests of potential effects of electromagnetic pulse radiation on a Minuteman missile site...absorption is the position of the receiving object (e.g. human being, animal or simulated model test subject) relative to the E, H or K planes (K is a

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.

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. Copyright © 2015 Elsevier Ltd. All rights reserved.

NSF's Handling of Allegations of Misconduct in Science

NASA Astrophysics Data System (ADS)

Manka, Aaron

2000-03-01

Under NSF's Office of Inspector General mandate to prevent fraud, waste, abuse, or mismanagement involving NSF's proposals and awards, our office is unique in that it also investigates allegations of misconduct in science. I will discuss our office's handling of such matters, focusing on the ethical and legal obligations of proposal submitters and awardees and the role of the scientific community. To illustrate some of these points that are of interest to the physics community, I will discuss some of our investigative activities relevant to: duplicate funding, cost sharing, and the accuracy of information in proposals. If the OSTP policy on research misconduct has been released for public comment, I will briefly discuss this policy, which is meant to be adopted by all federal funding agencies, and what it will mean for us and the community we serve.

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…

Employee Benefit Status from E-Employee Service

ERIC Educational Resources Information Center

Gündüz, Semseddin; Çoklar, Ahmet Naci

2017-01-01

The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

FAA Alleged Waste and Mismanagement of Air Route Traffic Control Centers Critical and Essential Power Systems Project

DOT National Transportation Integrated Search

1996-10-16

The Office of Inspector General (OIG) reviewed a complaint from Congressman Deal on behalf of a constituent. The constituent alleged waste and mismanagement occurred in the Federal Aviation Administration (FAA) Air Route Traffic Control Centers Criti...

16 CFR 1702.15 - Petitions alleging the incompatiability of child resistant packaging with the particular...

Code of Federal Regulations, 2010 CFR

2010-01-01

... is based upon the fact that package choice is limited by a new drug application filed with the FDA, the petition shall state the limitation of package choice and a description of a time schedule to revise the NDA in order to allow additional package choice. (c) If the allegation of incompatibility is...

16 CFR 1702.15 - Petitions alleging the incompatiability of child resistant packaging with the particular...

Code of Federal Regulations, 2011 CFR

2011-01-01

... is based upon the fact that package choice is limited by a new drug application filed with the FDA, the petition shall state the limitation of package choice and a description of a time schedule to revise the NDA in order to allow additional package choice. (c) If the allegation of incompatibility is...

Employee assistance program treats personal problems.

PubMed

Bednarek, R J; Featherston, H J

1984-03-01

Though the concept of employee assistance programs (EAPs) is widely accepted throughout business and industry, few hospitals have established similar channels for dealing with workers whose personal problems cause work-related problems. Among the reasons for the health care profession's lack of involvement in this area are: lack of information about costs and benefits of EAPs; the hospital's multidisciplinary environment in which standards of employee competence and behavior are set by persons from many disciplines; hospital working hours; and health care workers' attitudes about their vulnerability to illness. St. Benedict's Hospital, Ogden, UT, however, has confronted the question of how to demonstrate Christian concern for its employees. St. Benedict's EAP, the Helping Hand, which was created in 1979, combines progressive disciplinary action with the opportunity for early intervention in and treatment of employees' personal problems. When a worker with personal problems is referred to the EAP coordinator, he or she is matched with the appropriate community or hospital resource for treatment. Supervisors are trained to identify employee problems and to focus on employee job performance rather than on attempting to diagnose the problem. St. Benedict's records during the program's first three years illustrate the human benefits as well as the cost savings of an EAP. Of 92 hospital employees who took part in the EAP, 72 improved their situations or resolved their problems. The hospital's turnover rates declined from 36 percent to 20 percent, and approximately $40,800 in turnover and replacement costs were saved.

The prevalence of abnormal genital findings, vulvovaginitis, enuresis and encopresis in children who present with allegations of sexual abuse.

PubMed

Anderson, B; Thimmesch, I; Aardsma, N; Ed D, M Terrell; Carstater, S; Schober, J

2014-12-01

To assess the prevalence of vulvovaginitis, enuresis and encopresis in children who were referred for allegations of sexual abuse. A retrospective chart review of 1280 children presenting for non-acute examination after allegations of sexual abuse during a 15-year time span. Interview documentation, physical examination documentation, urinalysis, urine and vaginal cultures were reviewed. Of the 1280 children, 73.3% were female and 26.7% male. The ages of the children ranged from 6 months to 18 years (median age was 6 years). Interviews revealed that fondling contact was the most common allegation, followed by oral, vaginal, and anal penetration. Interviews also disclosed lower urinary tract symptoms, UTI, constipation, encopresis and enuresis. Physical examination revealed no abnormal genital findings in 44.7% of cases. Examinations of the vagina noted: erythema (18.1%); hymenal notching (posterior 16.8%, anterior 4.4%); vuvlovaginitis (14.0%); laceration or transection (0.6%); and bruising (0.4%). Examination of the anus noted: anal fissure/tear (14.9%); loss of anal tone (10.6%); reflex anal dilatation (9.2%); venous congestion (3.8%); and proctitis (0.9%). Vulvovaginitis was noted in 14% (131/936) and encopresis in 2.3% (21/936). Enuresis according to age was reported in 13% of 5-9 year olds, 14.7% of 10-16 year olds and 18.2% of 17-18 year olds suspected of being abused. Prevalence of vulvovaginitis and enuresis were increased, and encopresis was decreased in children with allegations of sexual abuse when compared to the general pediatric population. Physicians should continue to be aware of the possibility of the presence of these conditions in children who have been sexually abused, and offer appropriate treatment. Copyright © 2014 Journal of Pediatric Urology Company. Published by Elsevier Ltd. All rights reserved.

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.

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

DOE Office of Scientific and Technical Information (OSTI.GOV)

None

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 determinemore » 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.« less

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 Guinea...

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 Guinea...

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 Guinea...

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 Guinea...

9 CFR 3.85 - Employees.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees. 3.85 Section 3.85 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 Nonhuman...

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 Rabbits...

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 Rabbits...

5 CFR 5501.104 - Prohibited financial interests applicable to employees of the Food and Drug Administration.

Code of Federal Regulations, 2013 CFR

2013-01-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.104 Prohibited financial interests applicable to employees of...

5 CFR 5501.104 - Prohibited financial interests applicable to employees of the Food and Drug Administration.

Code of Federal Regulations, 2012 CFR

2012-01-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.104 Prohibited financial interests applicable to employees of...

5 CFR 5501.104 - Prohibited financial interests applicable to employees of the Food and Drug Administration.

Code of Federal Regulations, 2014 CFR

2014-01-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.104 Prohibited financial interests applicable to employees of...

5 CFR 5501.104 - Prohibited financial interests applicable to employees of the Food and Drug Administration.

Code of Federal Regulations, 2011 CFR

2011-01-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.104 Prohibited financial interests applicable to employees of...

20 CFR 345.104 - Employees and employee representatives not liable.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employees and employee representatives not liable. 345.104 Section 345.104 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE... and Definitions § 345.104 Employees and employee representatives not liable. The amount of...

Roadmap to a Sustainable Structured Trusted Employee Program

DOE Office of Scientific and Technical Information (OSTI.GOV)

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 Trustedmore » Employee Program (STEP).« less

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. (c) 2013 APA, all rights reserved.

Outcomes of a hospital-based employee lactation program.

PubMed

Spatz, Diane L; Kim, Gabriella S; Froh, Elizabeth B

2014-12-01

Little has been published about employee lactation support in hospitals and other healthcare facilities. The Children's Hospital of Philadelphia (CHOP), Philadelphia, PA, has a comprehensive employee lactation program. The objective of this study was to describe the breastfeeding practices of our employees and compare these results with national Centers for Disease Control and Prevention (CDC) data. The human resources department generated a list of all employees who filed for maternity leave between 2007 and 2011. These employees were contacted confidentially via e-mail to complete an electronic-based (SurveyMonkey.com) questionnaire. An initial message and three reminder messages were sent over a 3-month period during the last quarter of 2012, with 545 women completing the survey (response rate, 40%). Women who responded to the survey had significantly higher breastfeeding initiation rates compared with national CDC data (94.5% vs. 76.9%; p<0.0001). At 6 months, significantly more CHOP employees were breastfeeding (78.6% vs. 47.2%; p<0.0001). At 12 months 32.4% of CHOP employees were still breastfeeding compared with CDC data of 25.5% (p=0.0003). Additionally, over 20% of CHOP employees breastfed their infants for over 12 months (no national data for comparison). Within CHOP's comprehensive employee lactation program, women achieved breastfeeding milestones that well exceeded national data and the Healthy People 2020 targets for breastfeeding initiation and duration. CHOP's employee lactation program can serve as a model for other institutions.

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…

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 HUMAN SERVICES § 5501.111 Awards tendered to employees of the National Institutes of Health. (a... approved in writing in advance in accordance with procedures specified by the designated agency ethics...

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

Code of Federal Regulations, 2011 CFR

2011-01-01

... HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.111 Awards tendered to employees of the National Institutes of Health. (a... approved in writing in advance in accordance with procedures specified by the designated agency ethics...

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

Code of Federal Regulations, 2012 CFR

2012-01-01

... HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.111 Awards tendered to employees of the National Institutes of Health. (a... approved in writing in advance in accordance with procedures specified by the designated agency ethics...

9 CFR 3.12 - Employees.

Code of Federal Regulations, 2014 CFR

2014-01-01

... WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of Dogs and... 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...

9 CFR 3.12 - Employees.

Code of Federal Regulations, 2013 CFR

2013-01-01

... WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of Dogs and... 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...

9 CFR 3.12 - Employees.

Code of Federal Regulations, 2012 CFR

2012-01-01

... WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of Dogs and... 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...

9 CFR 3.12 - Employees.

Code of Federal Regulations, 2011 CFR

2011-01-01

... WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of Dogs and... 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...

9 CFR 3.12 - Employees.

Code of Federal Regulations, 2010 CFR

2010-01-01

... WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of Dogs and... 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...

Alleged Health Effects of Electric or Magnetic Fields: Additional Misconceptions in the Literature

DTIC Science & Technology

1993-01-01

investigation of mortality in men who were clarification of a few points. I did not mention the animal employed in an electromagnetic pulse (EMP) test ...and employment ing the alleged link between EMFs and cancer is based on an in the EMP test program" questionable. In addition, there is examination of...control studies can result in an overes- would be published close to the time when mine citing it timate of relative risk [Diamond and Lilienfeld

Relationship between managerial skills and employees job stress in health centers.

PubMed

Hamidi, Yadollah; Mehri, Majid; Zamanparvar, Alireza; Imani, Behzad

2012-12-13

Job stress is one of the important issues in the health sector and its high effect on workers' productivity. Managerial skills can help organizations to improve employees' effectiveness and reduce job stress. The present study investigated the relationship between employees' job stress and managers' professional skills. This cross-sectional and correlation study was conducted in 2010.We selected 90 health workers of 13 Health and Treatment Centers in Razan Health Center, western Iran. All data were gathered using self-administered questionnaires. Employees' job stress levels were measured using the Eliot Stress Questionnaire and managers' professional skills were assessed using the standard Questionnaire with 40- items in Likert format. Data were analyzed u SPSS software and Pearson correlation coefficient and Kendall correlation tests. 87.7% of employees had mid- level of job stress. The professional skills level was high in 36.7% of health managers; moderate in 56.6%, and low in 6.7%. In addition the human skill was highest level among all managers' professional skills. A significant and negative correlation was found between job stress and managers' human, conceptual and design skills (P <0.005). The level of managers' professional skills was significantly related with employees' job stress, thus training and developing managerial skills especially human, conceptual and design skills in supervisors and managers of health centers can reduce job stress and enhance effective performance.

Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors.

PubMed

Stedham, Yvonne; Mitchell, Merwin C.

1998-01-01

This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in the study and 330 responses were generated from casino employees. The study results show that sexual harassment of and by casino employees is perceived to occur at about the same rate as in other industries. Sexually harassed employees were compared to employees who indicated that they had not been sexually harassed. Sexually harassed employees were less satisfied with their jobs and less committed to the organization. However, they were not more likely to quit their jobs. Sexually harassed employees tended to be younger, Caucasian, and in dealer positions. Hence, in addition to the well-publicized cost of sexual harassment lawsuits, the study shows that sexual harassment in casinos may well be the source of hidden costs important to human resources managers. A result of major interest was that employees who had been harassed held management responsible for not ensuring a work environment that is free of sexual harassment. Implications for casino management are discussed.

16 CFR 1702.15 - Petitions alleging the incompatibility of child resistant packaging with the particular substance...

Code of Federal Regulations, 2012 CFR

2012-01-01

... is based upon the fact that package choice is limited by a new drug application filed with the FDA, the petition shall state the limitation of package choice and a description of a time schedule to revise the NDA in order to allow additional package choice. (c) If the allegation of incompatibility is...

16 CFR 1702.15 - Petitions alleging the incompatibility of child resistant packaging with the particular substance...

Code of Federal Regulations, 2014 CFR

2014-01-01

... is based upon the fact that package choice is limited by a new drug application filed with the FDA, the petition shall state the limitation of package choice and a description of a time schedule to revise the NDA in order to allow additional package choice. (c) If the allegation of incompatibility is...

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,…

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…

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…

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).

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…

Employee assistance program evaluation. Employee perceptions, awareness, and utilization.

PubMed

Moore, T

1989-12-01

Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.

Evaluation by employees of employee management on large US dairy farms.

PubMed

Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

2018-05-23

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (<10 to >100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal

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.

28 CFR 27.3 - Investigations: The Department of Justice's Office of Professional Responsibility and Office of...

Code of Federal Regulations, 2013 CFR

2013-07-01

... FBI employee who believes that another employee of the FBI, or of any other Departmental component... subpart, references to the FBI include any other Departmental component in which the person or persons... Receiving Offices, in the absence of a reprisal allegation by an FBI employee under this part, from...

28 CFR 27.3 - Investigations: The Department of Justice's Office of Professional Responsibility and Office of...

Code of Federal Regulations, 2014 CFR

2014-07-01

... FBI employee who believes that another employee of the FBI, or of any other Departmental component... subpart, references to the FBI include any other Departmental component in which the person or persons... Receiving Offices, in the absence of a reprisal allegation by an FBI employee under this part, from...

28 CFR 27.3 - Investigations: The Department of Justice's Office of Professional Responsibility and Office of...

Code of Federal Regulations, 2012 CFR

2012-07-01

... FBI employee who believes that another employee of the FBI, or of any other Departmental component... subpart, references to the FBI include any other Departmental component in which the person or persons... Receiving Offices, in the absence of a reprisal allegation by an FBI employee under this part, from...

28 CFR 27.3 - Investigations: The Department of Justice's Office of Professional Responsibility and Office of...

Code of Federal Regulations, 2011 CFR

2011-07-01

... FBI employee who believes that another employee of the FBI, or of any other Departmental component... subpart, references to the FBI include any other Departmental component in which the person or persons... Receiving Offices, in the absence of a reprisal allegation by an FBI employee under this part, from...

45 CFR 4.1 - Suits against the Department and its employees in their official capacities.

Code of Federal Regulations, 2010 CFR

2010-10-01

... their official capacities. 4.1 Section 4.1 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION SERVICE OF PROCESS § 4.1 Suits against the Department and its employees in their... Services, the Secretary of Health and Human Services, or other employees of the Department in their...

20 CFR 361.7 - Written decision following a hearing.

Code of Federal Regulations, 2010 CFR

2010-04-01

... RECOVERY OF DEBTS OWED TO THE UNITED STATES GOVERNMENT BY GOVERNMENT EMPLOYEES § 361.7 Written decision... shall issue a written decision stating the facts evidencing the nature and origin of the alleged debt; the amount and validity of the alleged debt; and the judge or hearing official's analysis, findings...

Employee retention: an issue of survival in healthcare.

PubMed

Collins, Sandra K; Collins, Kevin S

2004-01-01

Successful healthcare organizations emphasize attracting human resource assets and aggressively seek to resolve and prevent high employee turnover. Understanding the key components surrounding the importance of measuring employee turnover, learning how it affects patient care, and realizing what is needed to retain quality employees is central to the resolution. Measuring employee turnover in a healthcare department is fundamental to the success of the organization and the quality of care it delivers. Some studies indicate the cost of turnover can average 150% of the employee's annual salary. Furthermore, when employees leave, their duties are shifted to the remaining personnel who feel obligated to shoulder the additional burden. The most important impact of employee turnover may be the effect on patient care. Generally, all patients prefer to be cared for by the same members of a healthcare team each time they require treatment. This involves building relationships between the patients and their respective healthcare organizations. These relationships are important to the success of the facility, especially in cases where the same treatment/care can be received elsewhere. Creating an organizational environment that is dedicated to the retention of talented personnel is the first step in reducing employee turnover. Determining why employees are leaving an organization is an important part of developing an effective strategy. One way this information can be obtained is by conducting detailed exit interviews. Organizations should focus on the following issues in order to maintain their qualified workforce in the long term: communication; decision making; compensation, benefits, and career development; recruitment; appreciation and understanding; and management.

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.

High performance HRM: NHS employee perspectives.

PubMed

Hyde, Paula; Sparrow, Paul; Boaden, Ruth; Harris, Claire

2013-01-01

The purpose of this paper is to examine National Health Service (NHS) employee perspectives of how high performance human resource (HR) practices contribute to their performance. The paper draws on an extensive qualitative study of the NHS. A novel two-part method was used; the first part used focus group data from managers to identify high-performance HR practices specific to the NHS. Employees then conducted a card-sort exercise where they were asked how or whether the practices related to each other and how each practice affected their work. In total, 11 high performance HR practices relevant to the NHS were identified. Also identified were four reactions to a range of HR practices, which the authors developed into a typology according to anticipated beneficiaries (personal gain, organisation gain, both gain and no-one gains). Employees were able to form their own patterns (mental models) of performance contribution for a range of HR practices (60 interviewees produced 91 groupings). These groupings indicated three bundles particular to the NHS (professional development, employee contribution and NHS deal). These mental models indicate employee perceptions about how health services are organised and delivered in the NHS and illustrate the extant mental models of health care workers. As health services are rearranged and financial pressures begin to bite, these mental models will affect employee reactions to changes both positively and negatively. The novel method allows for identification of mental models that explain how NHS workers understand service delivery. It also delineates the complex and varied relationships between HR practices and individual performance.

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 Setting...

29 CFR 788.15 - Multiple crews.

Code of Federal Regulations, 2010 CFR

2010-07-01

... employees splits his employees into several allegedly “independent businesses” in order to take advantage of... are delivered or whether each such crew is a truly independently owned and operated business. If the number of employees in such a truly independently owned and operated business does not exceed eight, the...

20 CFR 636.3 - Complaint and hearing procedures at the grantee level.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Complaint and hearing procedures at the grantee level. 636.3 Section 636.3 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT... complaint is filed. (6) When a participant is an employee of a grantee or subrecipient and alleges that an...

Employee Assistance Programs: Effective Tools for Counseling Employees.

ERIC Educational Resources Information Center

Kraft, Ed

1991-01-01

College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

The Inter-American Human Rights Court; Some Recent Decisions Affecting the Independence of Partner Nations Military Justice Systems, and Their Impact on the Future of Human Rights.

DTIC Science & Technology

2017-05-23

Court of Human Rights. The Inter-American Court of Human Rights In post -totalitarian Latin America, multiple ways to handle allegations of human rights...of Study Clearly, while the Human Rights System in the Americas dates back to the early days of the post -World War II era, and was inspired even...penalizes post - conflict or post -authoritarian governments… And forces them to remove from public 54

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.

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…

Employee Attitudes toward an Internal Employee Assistance Program.

ERIC Educational Resources Information Center

Harlow, Kirk C.

1998-01-01

Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

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…

16 CFR § 1702.15 - Petitions alleging the incompatibility of child resistant packaging with the particular substance...

Code of Federal Regulations, 2013 CFR

2013-01-01

... is based upon the fact that package choice is limited by a new drug application filed with the FDA, the petition shall state the limitation of package choice and a description of a time schedule to revise the NDA in order to allow additional package choice. (c) If the allegation of incompatibility is...

Evaluating Feedback Systems by Civil Service Employees. HRDV 6000 Integrated Studies in Human Resources Development

DTIC Science & Technology

2001-07-01

Specifically, it gives leaders an azimuth check in their self-awareness, Evaluating feedback systems by civil service employees 16 gives feedback to assist ...constructive feedback and that managers needed to be taught how to communicate with employees . Currently, DOE has run this program since 1996 and...providing employees with developmental information. Information that would be used to assist leaders in improving in both their managerial and

Delivering ideal employee experiences.

PubMed

Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

2009-05-01

Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

78 FR 77686 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-24

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Designation of a Class of Employees for Addition to the... Disease Control and Prevention, Department of Health and Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice of a decision to designate a class of employees from the Rocky Flats Plant in Golden...

78 FR 64501 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-29

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Designation of a Class of Employees for Addition to the... Disease Control and Prevention, Department of Health and Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice of a decision to designate a class of employees from the Pantex Plant in Amarillo...

77 FR 76489 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

Federal Register 2010, 2011, 2012, 2013, 2014

2012-12-28

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Designation of a Class of Employees for Addition to the... Disease Control and Prevention, Department of Health and Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice of a decision to designate a class of employees from the Mound Plant in Miamisburg...

The challenges that employees who abuse substances experience when returning to work after completion of employee assistance programme (EAP).

PubMed

Soeker, Shaheed; Matimba, Tandokazi; Machingura, Last; Msimango, Henry; Moswaane, Bobo; Tom, Sinazo

2015-01-01

Employee assistance programs (EAPs) are responsible for helping employees cope with problems such as: mental distress, alcoholism and other drug dependencies, marital and financial difficulties--in short, the whole host of personal and family troubles endemic to the human condition. The study explored the challenges that employees who abuse substances experience when returning to work after the completion of an employee assistance program. The study used a qualitative exploratory descriptive research design. Three male participants and two key informants participated in the study. One semi structured interview was conducted with each one of the participants and one semi structured interview with the key informants. Four themes emerged: 1) Loss of one's worker role identity, 2) Negative influences of the community continues to effect the success of EAP, 3) EAP as a vehicle for change and, 4) Healthy occupations strengthen EAP. This study portrayed the following: how substance abuse effect the worker role of individuals employed in the open labor market, the challenges and facilitators experienced by employees who abuse substances when returning to their previous work roles and how occupation based interventions can be incorporated in EAP programs. Occupational therapists could use the health promotion approach, work simplification, energy conservation techniques and ergonomic analysis techniques.

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. © The Author(s) 2013.

78 FR 9987 - Social Security Ruling, SSR 13-1p; Titles II and XVI: Agency Processes for Addressing Allegations...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-02-12

... SOCIAL SECURITY ADMINISTRATION [Docket No. SSA-2012-0071] Social Security Ruling, SSR 13-1p; Titles II and XVI: Agency Processes for Addressing Allegations of Unfairness, Prejudice, Partiality, Bias, Misconduct, or Discrimination by Administrative Law Judges (ALJs); Correction AGENCY: Social Security...

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

... DEPARTMENT OF LABOR Occupational Safety and Health Administration [Docket No. OSHA-2010-0056] OSHA-7 Form (``Notice of Alleged Safety and Health Hazards''); Extension of the Office of Management and Budget's (OMB) Approval of Information Collection (Paperwork) Requirements AGENCY: Occupational Safety...

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.

77 FR 2545 - Designation of a Class of Employees for Addition to the Special Exposure Cohort

Federal Register 2010, 2011, 2012, 2013, 2014

2012-01-18

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Designation of a Class of Employees for Addition to the... of Health and Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice of a decision to designate a class of employees from the Pantex Plant in Amarillo, Texas, as an addition to the Special...

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.

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 OF...

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 OF...

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 OF...

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 OF...

Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality.

PubMed

Liao, Hui; Toya, Keiko; Lepak, David P; Hong, Ying

2009-03-01

Extant research on high-performance work systems (HPWSs) has primarily examined the effects of HPWSs on establishment or firm-level performance from a management perspective in manufacturing settings. The current study extends this literature by differentiating management and employee perspectives of HPWSs and examining how the two perspectives relate to employee individual performance in the service context. Data collected in three phases from multiple sources involving 292 managers, 830 employees, and 1,772 customers of 91 bank branches revealed significant differences between management and employee perspectives of HPWSs. There were also significant differences in employee perspectives of HPWSs among employees of different employment statuses and among employees of the same status. Further, employee perspective of HPWSs was positively related to individual general service performance through the mediation of employee human capital and perceived organizational support and was positively related to individual knowledge-intensive service performance through the mediation of employee human capital and psychological empowerment. At the same time, management perspective of HPWSs was related to employee human capital and both types of service performance. Finally, a branch's overall knowledge-intensive service performance was positively associated with customer overall satisfaction with the branch's service. (c) 2009 APA, all rights reserved.

Employee satisfaction and employee retention: catalysts to patient satisfaction.

PubMed

Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven

2008-01-01

Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.

Criminal allegations in disciplinary cases involving health practitioners.

PubMed

Manning, Joanna

2008-12-01

Recently the Supreme Court of New Zealand decided that the standard of proof in disciplinary proceedings against a registered health practitioner is the ordinary, civil "balance of probabilities" standard, even in cases where criminal or serious allegations are made. Adopting recent House of Lords' case law, it rejected the existence of a third standard of proof, the "flexible" or "heightened" civil standard commensurate with the seriousness of the issue involved. Neither did the court consider direct application of the criminal, "beyond reasonable doubt" standard appropriate in disciplinary proceedings. Secondly, the court adopted a new principle that it is an abuse of process to bring a disciplinary charge against a practitioner, which is the same or substantially the same as that which he or she faced in the criminal proceedings and which resulted in an acquittal. It is not, however, an abuse to bring disciplinary charges after a criminal acquittal based on the same conduct, providing the disciplinary charges address wider aspects of the practitioner's conduct. The court was split on both issues. This column analyses the decision, supporting it on the first issue, but not the second.

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.

The Impact of Employee Illiteracy on Canadian Business. Report 58-90-E.

ERIC Educational Resources Information Center

DesLauriers, Robert C.

A study was conducted to analyze the impact of employee illiteracy on Canadian businesses. The opinions of 626 vice presidents of human resources or general managers were collected in a random sample of 2,000 Canadian establishments with more than 50 employees and 300 head offices of larger firms (25 percent return). The information was…

45 CFR 63.36 - Fees to Federal employees.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 1 2011-10-01 2011-10-01 false Fees to Federal employees. 63.36 Section 63.36 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION GRANT PROGRAMS ADMINISTERED... activities in connection with the grant. ...

45 CFR 63.36 - Fees to Federal employees.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Fees to Federal employees. 63.36 Section 63.36 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION GRANT PROGRAMS ADMINISTERED... activities in connection with the grant. ...

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, and made available to, each employee and special... further be brought to the attention of such employees at least annually thereafter. (b) The provisions of this part shall be brought to the attention of each new employee and new special Commission employee by...

Employee benefits managers' opinions about addiction treatment.

PubMed

McFarland, Bentson H; Lierman, Walter K; Penner, Norman R; McCamant, Lynn E; Zani, Brigid G

2003-01-01

Employee benefits managers arrange addictive disease treatment insurance coverage for the majority of people in the United States but little is known about these decision-makers. Managers were surveyed to learn their opinions about addiction treatment. Subjects were 131 people (61 percent female, 94 percent white, average age 46, average of 14 years in the human resources field). Managers were asked to rank health benefits (physical health, dental, alcohol-drug, vision, mental health, employee assistance program, and pharmaceuticals) on 15 dimensions. Managers ranked alcohol-drug abuse treatment worst on fiveitems and second to the worst on another four of the 15 dimensions. On the item considered most important by the managers, respondents noted that employees often (2.8) ask for improved physical health benefits but rarely do so for alcohol and drug (4.1) benefits (p < .001). Education of workers and payers will be needed to change opinions about treatment of addictive disorders.

Employees.

ERIC Educational Resources Information Center

Delon, Floyd G.

While the nature of disputes between school employees and employers remained constant in 1977, the number of cases increased to 300. This chapter discusses some of those cases including Mt. Healthy Community School District v. Doyle, a key decision on employee substantive constitutional rights. General topics covered include discrimination in…

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…

Low prevalence of oral and nasal human papillomavirus in employees performing CO2-laser evaporation of genital warts or loop electrode excision procedure of cervical dysplasia.

PubMed

Kofoed, Kristian; Norrbom, Christina; Forslund, Ola; Møller, Charlotte; Frøding, Ligita P; Pedersen, Anders Elm; Markauskas, Algirdas; Blomberg, Maria; Baumgartner-Nielsen, Jane; Madsen, Jakob Torp; Strauss, Gitte; Madsen, Klaus G; Sand, Carsten

2015-02-01

Risk of human papillomavirus (HPV) transmission during laser vaporisation of genital warts or loop electrode excision procedure is controversial. An oral rinse, a nasal swabs, history of HPV related diseases and data on HPV exposure were collected from 287 employees at departments of dermato-venerology and gynaecology in Denmark. A mucosal HPV type was found among 5.8% of employees with experience of laser treatment of genital warts as compared to 1.7% of those with no experience (p = 0.12). HPV prevalence was not higher in employees participating in electrosurgical treatment or cryotherapy of genital warts, or loop electrode excision procedure compared with those who did not. HPV 6 or 11 were not detected in any samples. Hand warts after the age of 24 years was more common among dermatology than among non-dermatology personnel (18% vs. 8.0%, p = 0.03). Mucosal HPV types are infrequent in the oral and nasal cavity of health care personnel, however, employees at departments of dermato-venereology are at risk of acquiring hand warts.

Determinants of job motivation among frontline employees at hospitals in Tehran.

PubMed

Zarei, Ehsan; Najafi, Marziye; Rajaee, Roya; Shamseddini, Abbas

2016-04-01

Human resources are the most strategic resource and the most significant input for health systems. Their behavior and motivation can strongly affect the overall performance of the health systems. The aim of this study was to determine the factors that affect motivation in frontline employees at teaching hospitals affiliated with Shahid Beheshti University of Medical Sciences (SBMU) in Tehran, Iran. This cross-sectional study was conducted in 2015. The participants (nurses, physiotherapists, radiology and laboratory technicians, operating room and pharmacy staff) were 300 employees selected by the stratified random sampling method from two general and teaching hospitals. The data collection instrument was a questionnaire that consisted of 42 questions in the 7 domains of motivational factors. Data analysis was performed using descriptive statistics and independent samples t-test by SPSS software, version 23. The findings indicated that working relationships (mean of 3.95) were the main determinant of job motivation of frontline employees. Job content (3.76) career development (3.75), social respect (3.75), and autonomy (3.30) were the next four affective factors. Recognition and remuneration had the least influence on the job motivation of frontline employees. The results of the Friedman test indicated that the difference between the mean scores of different dimensions was significant (χ(2) (6) = 607.00, p < 0.001). A hospital that seeks to engender increased motivation of its frontline employees should have in place a human resources strategy that includes facilitating communication between personnel and management, supporting employees in the community, and promoting social respect for health professions, providing educational opportunities and career development, development of appropriate promotional policies, employee participation in goal setting, facilitating a good working environment and job security, job enrichment, and delegation.

Determinants of job motivation among frontline employees at hospitals in Tehran

PubMed Central

Zarei, Ehsan; Najafi, Marziye; Rajaee, Roya; Shamseddini, Abbas

2016-01-01

Introduction Human resources are the most strategic resource and the most significant input for health systems. Their behavior and motivation can strongly affect the overall performance of the health systems. The aim of this study was to determine the factors that affect motivation in frontline employees at teaching hospitals affiliated with Shahid Beheshti University of Medical Sciences (SBMU) in Tehran, Iran. Methods This cross-sectional study was conducted in 2015. The participants (nurses, physiotherapists, radiology and laboratory technicians, operating room and pharmacy staff) were 300 employees selected by the stratified random sampling method from two general and teaching hospitals. The data collection instrument was a questionnaire that consisted of 42 questions in the 7 domains of motivational factors. Data analysis was performed using descriptive statistics and independent samples t-test by SPSS software, version 23. Results The findings indicated that working relationships (mean of 3.95) were the main determinant of job motivation of frontline employees. Job content (3.76) career development (3.75), social respect (3.75), and autonomy (3.30) were the next four affective factors. Recognition and remuneration had the least influence on the job motivation of frontline employees. The results of the Friedman test indicated that the difference between the mean scores of different dimensions was significant (χ2(6) = 607.00, p < 0.001). Conclusion A hospital that seeks to engender increased motivation of its frontline employees should have in place a human resources strategy that includes facilitating communication between personnel and management, supporting employees in the community, and promoting social respect for health professions, providing educational opportunities and career development, development of appropriate promotional policies, employee participation in goal setting, facilitating a good working environment and job security, job enrichment

Employees.

ERIC Educational Resources Information Center

Sorenson, Gail Paulus; Mawdsley, Ralph D.

This chapter covers the nearly 250 cases reported in 1987 involving precollegiate public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. Although no United States Supreme Court cases in 1987 related to school employees, those from prior years are…

Assessing exclusionary power of a paternity test involving a pair of alleged grandparents.

PubMed

Scarpetta, Marco A; Staub, Rick W; Einum, David D

2007-02-01

The power of a genetic test battery to exclude a pair of individuals as grandparents is an important consideration for parentage testing laboratories. However, a reliable method to calculate such a statistic with short-tandem repeat (STR) genetic markers has not been presented. Two formulae describing the random grandparents not excluded (RGPNE) statistic at a single genetic locus were derived: RGPNE = a(4 - 6a + 4a(2)- a(3)) when the paternal obligate allele (POA) is defined and RGPNE = 2[(a + b)(2 - a - b)][1 - (a + b)(2 - a - b)] + [(a + b)(2 - a - b)] when the POA is ambiguous. A minimum number of genetic markers required to yield cumulative RGPNE values of not greater than 0.01 was calculated with weighted average allele frequencies of the CODIS STR loci. RGPNE data for actual grandparentage cases are also presented to empirically examine the exclusionary power of routine casework. A comparison of RGPNE and random man not excluded (RMNE) values demonstrates the increased difficulty involved in excluding two individuals as grandparents compared to excluding a single alleged parent. A minimum of 12 STR markers is necessary to achieve RGPNE values of not greater than 0.01 when the mother is tested; more than 25 markers are required without the mother. Cumulative RGPNE values for each of 22 nonexclusionary grandparentage cases were not more than 0.01 but were significantly weaker when calculated without data from the mother. Calculation of the RGPNE provides a simple means to help minimize the potential of false inclusions in grandparentage analyses. This study also underscores the importance of testing the mother when examining the parents of an unavailable alleged father (AF).

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…

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

Code of Federal Regulations, 2014 CFR

2014-07-01

... 30 Mineral Resources 2 2014-07-01 2014-07-01 false May I call the BSEE Hotline to informally... the BSEE Hotline to informally resolve an allegation that open and nondiscriminatory access was denied... open and nondiscriminatory access by calling the toll-free BSEE Pipeline Open Access Hotline at 1-888...

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

Code of Federal Regulations, 2013 CFR

2013-07-01

... 30 Mineral Resources 2 2013-07-01 2013-07-01 false May I call the BSEE Hotline to informally... the BSEE Hotline to informally resolve an allegation that open and nondiscriminatory access was denied... open and nondiscriminatory access by calling the toll-free BSEE Pipeline Open Access Hotline at 1-888...

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

Code of Federal Regulations, 2012 CFR

2012-07-01

... 30 Mineral Resources 2 2012-07-01 2012-07-01 false May I call the BSEE Hotline to informally... the BSEE Hotline to informally resolve an allegation that open and nondiscriminatory access was denied... open and nondiscriminatory access by calling the toll-free BSEE Pipeline Open Access Hotline at 1-888...

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.

Organizational Hierarchy, Employee Status, and Use of Employee Assistance Programs.

ERIC Educational Resources Information Center

Gerstein, Lawrence; And Others

1993-01-01

Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…

49 CFR 219.405 - Co-worker report policy.

Code of Federal Regulations, 2014 CFR

2014-10-01

..., DEPARTMENT OF TRANSPORTATION CONTROL OF ALCOHOL AND DRUG USE Identification of Troubled Employees § 219.405... that affords more favorable conditions to employees troubled by alcohol or drug abuse problems... relationship with the railroad following an alleged first offense under this part or the railroad's alcohol and...

49 CFR 219.405 - Co-worker report policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

..., DEPARTMENT OF TRANSPORTATION CONTROL OF ALCOHOL AND DRUG USE Identification of Troubled Employees § 219.405... that affords more favorable conditions to employees troubled by alcohol or drug abuse problems... relationship with the railroad following an alleged first offense under this part or the railroad's alcohol and...

49 CFR 219.405 - Co-worker report policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

..., DEPARTMENT OF TRANSPORTATION CONTROL OF ALCOHOL AND DRUG USE Identification of Troubled Employees § 219.405... that affords more favorable conditions to employees troubled by alcohol or drug abuse problems... relationship with the railroad following an alleged first offense under this part or the railroad's alcohol and...

76 FR 76873 - Personnel Appeals Board; Procedural Rules

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-09

... employees with prohibited personnel practice claims. We are taking this opportunity to change some specific... to 31 U.S.C. 751-755, to hear and decide cases brought by GAO employees concerning various personnel matters including adverse or performance- based actions, claims of discrimination, alleged prohibited...

Civilian Employee Training

DTIC Science & Technology

1985-01-30

employee development needs for a well-trained work force of employees and potential managers and executives, and integrate such programs with other...Department of Defense ’ ’ ; - DIRECTIVE lanu;irv 30, 1985 AD-A270 223 NUMBER 1 SUBJECT: Civilian Employee Training References: (a) DoD Directive...34Providing for the Further Training of Government Employees " (d) Title 5, Code of Federal Regulations, Part 410, "Training" (e) Federal Personnel Manual

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.

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... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

Statement of Glenn A. Fine, Acting Inspector General, Department of Defense on Department of Defense Office of Inspector General Report of Investigation on Allegations Related to USCENTCOM Intelligence Products

DTIC Science & Technology

2017-02-28

systematic distortion of intelligence. Similarly, we did not find sufficient evidence to substantiate the allegations that CCJ2 leadership suppressed...CCJ2 leadership at the time, and does not 6 indicate any intent to present a rosier picture of the fight against ISIL. However, the CCJ2...to the early perception that the leadership did not trust the analysts and wanted to control the “narrative.” Similarly, the allegation raised in

Effect of Job Satisfaction and Motivation towards Employee's Performance in XYZ Shipping Company

ERIC Educational Resources Information Center

Octaviannand, Ramona; Pandjaitan, Nurmala K.; Kuswanto, Sadikin

2017-01-01

In the digital and globalization era which are demanding for tech progress. Human resources need to work more closely and concentration. Small errors can lead to fatal errors that result in high costs for the company. The loss of motivation at work influences employee satisfaction and have a negative impact on employee performance. Research was…

78 FR 70949 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-27

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for... (NIOSH), Centers for Disease Control and Prevention, Department of Health and Human Services (HHS... class of employees from the Pantex Plant in Amarillo, Texas, as an addition to the Special Exposure...

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.

Job Stress, Employee Health, and Organizational Effectiveness: A Facet Analysis, Model, and Literature Review.

ERIC Educational Resources Information Center

Beehr, Terry A.; Newman, John E.

1978-01-01

The empirical research on job stress and employee health is reviewed within the context of six facets (environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress-employee health research domain. Models are proposed for tying the facets together. (Author/SJL)

Assessing the effectiveness of the NICHD investigative interview protocol when interviewing French-speaking alleged victims of child sexual abuse in Quebec.

PubMed

Cyr, Mireille; Lamb, Michael E

2009-05-01

The study was designed to assess the effectiveness of the flexibly structured NICHD Investigative Interview Protocol for child sexual abuse (CSA) investigative interviews by police officers and mental health workers in Quebec. The NICHD Protocol was designed to operationalize "best practice" guidelines and to help forensic interviewers use open-ended prompts to facilitate free recall by alleged victims. A total of 83 interviews with 3- to 13-year-old alleged victims were matched with 83 interviews conducted by the same interviewers before they were trained to use the Protocol. Interviews were matched with respect to the children's ages, children-perpetrator relationships, and the types and frequency of abuse. Coders categorized each of the prompts used to elicit information about the abuse and tabulated the numbers of new forensically relevant details provided in each response. Interviewers used three times as many open-ended prompts in Protocol interviews than in non-Protocol interviews, whereas use of all other types of questions was halved, and the total number of questions asked decreased by 25%. Protocol-guided interviews yielded more details than comparison interviews. The mean number of details per prompt increased from 3 to 5 details when the Protocol was used. Even with young children, interviewers using the Protocol employed more invitations to elicit forensically relevant details. French-speaking investigators using the NICHD Protocol used open-ended prompts rather than focused questions when interviewing alleged victims. In addition, these interviewers needed fewer questions to get relevant information when using the Protocol. A French version of the NICHD Protocol is now available to police officers and social workers who investigate the alleged sexual abuse of young children in French-speaking countries. This French version allowed trained interviewers to increase the use of invitations and reduce the use of more focused and risky questions. When the

Employee Perceptions of Vision and Leadership: Effects of Employee Orientation Training

ERIC Educational Resources Information Center

Schmidt, Steven W.; Akdere, Mesut

2007-01-01

This empirical study examines employee perceptions of organizational vision and leadership at three different time periods. New employees at a large manufacturing organization were surveyed regarding their perceptions of their organization's vision and leadership before they attended new employee orientation training, immediately after new…

Employee vs independent contractor.

PubMed

Kolender, Ellen

2012-01-01

Finding qualified personnel for the cancer registry department has become increasingly difficult, as experienced abstractors retire and cancer diagnoses increase. Faced with hiring challenges, managers turn to teleworkers to fill positions and accomplish work in a timely manner. Suddenly, the hospital hires new legal staff and all telework agreements are disrupted. The question arises: Are teleworkers employees or independent contractors? Creating telework positions requires approval from the legal department and human resources. Caught off-guard in the last quarter of the year, I found myself again faced with hiring challenges.

Determinants of employee punctuality.

PubMed

Dishon-Berkovits, Miriam; Koslowsky, Meni

2002-12-01

Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.

43 CFR 43.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

Documenting Employee Conduct

ERIC Educational Resources Information Center

Dalton, Jason

2009-01-01

One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

Employee Performance in the Context of the Problems of Measurement and Evaluation in Practice

NASA Astrophysics Data System (ADS)

Szabó, Peter; Mĺkva, Miroslava; Vaňová, Jaromíra; Marková, Petra

2017-09-01

Employee performance is a condition and an assumption for the performance and success of a company on the market. In order to ensure competitive ability, the quality of human resources, their management, and related measurement and performance assessment are at the forefront of company interest. Employee assessment affects the performance, development and motivation of people and also provides the necessary information about the employees. It allows the organization to monitor employee performance and compare their work with other collaborators. Many companies have the problem of setting up evaluation system so that it carried itself elements of responsibility and objectivity. The result of conceptual work in this area is the ultimate use of tools whose deployment, if possible, motivates employees to perform better. The aim of the paper is to refer to problems that arise in companies in evaluating the performance of employees.

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.…

45 CFR 73.735-201 - Employees and supervisors.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 45 Public Welfare 1 2012-10-01 2012-10-01 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 deputy...

45 CFR 73.735-201 - Employees and supervisors.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 1 2013-10-01 2013-10-01 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 deputy...

45 CFR 73.735-201 - Employees and supervisors.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 1 2011-10-01 2011-10-01 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 deputy...

45 CFR 73.735-201 - Employees and supervisors.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 45 Public Welfare 1 2014-10-01 2014-10-01 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 deputy...

30 CFR 865.12 - Procedures for filing an application for review of discrimination.

Code of Federal Regulations, 2011 CFR

2011-07-01

... for filing an application for review of discrimination. (a) Who may file. Any employee, or any... violation of § 865.11(a) of this part may file an application for review. For the purpose of these... alleged discrimination. (b) Where to file. The employee or representative may file the application for...

30 CFR 865.12 - Procedures for filing an application for review of discrimination.

Code of Federal Regulations, 2010 CFR

2010-07-01

... for filing an application for review of discrimination. (a) Who may file. Any employee, or any... violation of § 865.11(a) of this part may file an application for review. For the purpose of these... alleged discrimination. (b) Where to file. The employee or representative may file the application for...

20 CFR 341.3 - Notice of lien.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Notice of lien. 341.3 Section 341.3 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT STATUTORY LIEN WHERE SICKNESS BENEFITS PAID § 341.3 Notice of lien. (a) Notice to alleged tortfeasor. The Board shall...

24 CFR 7.33 - Contents of the complaint.

Code of Federal Regulations, 2010 CFR

2010-04-01

... is a group of employees, former employees or applicants for employment who, it is alleged, have been... discriminates against the group on the basis of their common race, color, religion, sex, national origin, age... counseling process in 29 CFR 1614.105, no additional counseling is required. Class certification shall be...

22 CFR 21.1 - Policy.

Code of Federal Regulations, 2013 CFR

2013-04-01

... decision. (h) Personal services contractors of the Department are considered employees for purposes of the... Department of State may settle or compromise a personal damages claim against an employee by the payment of available funds at any time, provided the alleged conduct giving rise to the personal damages claim was...

22 CFR 21.1 - Policy.

Code of Federal Regulations, 2012 CFR

2012-04-01

... decision. (h) Personal services contractors of the Department are considered employees for purposes of the... Department of State may settle or compromise a personal damages claim against an employee by the payment of available funds at any time, provided the alleged conduct giving rise to the personal damages claim was...

22 CFR 21.1 - Policy.

Code of Federal Regulations, 2014 CFR

2014-04-01

... decision. (h) Personal services contractors of the Department are considered employees for purposes of the... Department of State may settle or compromise a personal damages claim against an employee by the payment of available funds at any time, provided the alleged conduct giving rise to the personal damages claim was...

29 CFR 1978.102 - Filing of discrimination complaint.

Code of Federal Regulations, 2010 CFR

2010-07-01

... with the OSHA Area Director responsible for enforcement activities in the geographical area where the employee resides or was employed, but filing with any OSHA officer or employee is sufficient. Addresses and... pursuant to section 11(c) of the OSHA Act, which alleges discrimination relating to safety or health, shall...

Supporting the Health of Low Socioeconomic Status Employees: Qualitative Perspectives from Employees and Large Companies.

PubMed

Parrish, Amanda T; Hammerback, Kristen; Hannon, Peggy A; Mason, Caitlin; Wilkie, Michelle N; Harris, Jeffrey R

2018-03-13

The aim of this study was to identify alignments between wellness offerings low socioeconomic status (SES) employees need and those large companies can provide. Focus groups (employees); telephone interviews (large companies). Employees were low-SES, insured through their employers, and employed by large Washington State companies. Focus groups covered perceived barriers to healthy behaviors at work and potential support from companies. Interviews focused on priorities for employee health and challenges reaching low-SES employees. Seventy-seven employees participated in eight focus groups; 12 companies completed interviews. Employees identified facilitators and barriers to healthier work environments; companies expressed care for employees, concerns about employee obesity, and reluctance to discuss SES. Our findings combine low-SES employee and large company perspectives and indicate three ways workplaces could most effectively support low-SES employee health: create healthier workplace food environments; prioritize onsite physical activity facilities; use clearer health communications.

Employees' views on outsourcing and its impact on employee turnover: A phenomenological study

NASA Astrophysics Data System (ADS)

Przybelinski, Steven A.

Increasing use of outsourcing gives employees concern about personal job security. Using a modified van Kaam approach, this qualitative phenomenological study examined perceptions and experiences of 12 employees' on the influence outsourcing had on employee turnover. Five themes describing employee perceptions emerged: (a) preparation---education gives job security, (b) plausibility---all believed job loss plausible, (c) emotional influence---feelings of stress, threat, betrayal, and not being valued, (d) environment---value of communication and interaction with leaders, and (e) confidence---gained from increased education, skills, and knowledge protected from outsourcing. Significance of this study to leadership is the identification of employee perceptions of outsourcing and motivating factors influencing employee turnover during times of outsourcing. Findings might present new information and assist leaders with employee retention concerns for future outsourcing activities.

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…

Trade unionism in the information technology (IT) industry: an employee's perspective.

PubMed

Dhar, Rajib Lochan

2012-01-01

This research aimed to understand the information technology (IT) employees' perception and approach towards union formation in the Indian IT Industry. Fifty IT professionals from three different organizations participated in this study who were dispersed throughout the organizational hierarchy and were selected via randomized quota sampling to reflect a mix of age, experience, gender and position they held with the organization. Qualitative methods were used in order to collect the data, through phenomenological principles. Discussion with the participants led to the emergence of four themes which influence the employees' perception of trade union formation the Indian IT industry. These were: (a) feeling of a blue collar, (b) collective to individual bargaining, (c) changing role of HR and (d) other reasons. This study provided a tentative starting point towards the greater understanding of the employee's perceived notion of organizational life that influences employee's outlook towards trade unionism. Based on the study findings, there is an imperative that the human resource department, organizational forerunners and trade union philosophers continue to use research findings to understand employees' views about union formation in the IT industry.

Employee Compensation.

ERIC Educational Resources Information Center

Osif, Bonnie A.; Harwood, Richard L.

1995-01-01

Presents an overview of selected literature about employee compensation. Highlights include the foundations of reward and recognition systems, incentive plans, problems with merit pay, a historical perspective on performance pay, evaluation criteria and processes, self-rating, job motivation and satisfaction, employee attitudes, collective…

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.

14 CFR 1267.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

Reference News Release: U.S. Files Complaint, Announces Settlement to Address Alleged Renewable Fuel Standard Violations by NGL Crude Logistics and Western Dubuque Biodiesel

EPA Pesticide Factsheets

Reference news release on the complaint against NGL Crude Logistics, LLC and Western Dubuque Biodiesel, LLC and a settlement with Western Dubuque to address alleged violations of the Renewable Fuel Standard.

7 CFR 3021.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-01-01

... work under the award and who are on the recipient's payroll. (b) This definition does not include... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

7 CFR 3021.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-01-01

... work under the award and who are on the recipient's payroll. (b) This definition does not include... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

Employee, State of Alaska

Science.gov Websites

Center New Employee Orientation New Employee Forms Ethics Prospective Employee State Job Openings State Statutes BASIS Ethics Forms Personnel Forms AlaskaCare Insurance Forms Procurement Information Retirement

Nonappropriated Fund Employees: Development of Revised NAF (Nonappropriated Fund) Employee Appraisal Form.

DTIC Science & Technology

1984-07-01

practices to ensure the health and well-being of self and co- workers . NAF 15 22. [MANAGERIAL ABILITY] The employee demonstrates the ability to plan...ABILITY] 21. The employee uses safe work practices to ensure the health and "- well-being of self and co- workers . [SAFETY MINDEDNESS] 22. The employee ...5 Outstanding COL COL APPRAISAL ITEMS 2 19. The employee uses safe work practices to ensure the health and well-being of self and co- workers . [SAFETY

22 CFR 210.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

22 CFR 312.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 1509.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

49 CFR 32.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

22 CFR 133.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

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...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 1008.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

The Criteria-Based Content Analysis and Its Utility in Distinguishing Between Truthful and Fabricated Criminal Allegations: A Critical Review

DTIC Science & Technology

1994-01-01

systems, other European descriptions of similar statement analyses can be found in Arntzen (1970) (cited in Kdhnken & Steller, 1988), Szewczyk (1973...deals solely with the verbal content of the witness’ statement or allegation. Arntzen provided the first classification of the specific CBCA criteria...criteria as unsystematic and unconvincing. Steller and Kdhnken (1989) integrated the criteria provided by Arntzen and previous investigators to

Diabetes, employment and fatigue-related complaints: a comparison between diabetic employees, "healthy" employees, and employees with other chronic diseases.

PubMed

Weijman, Iris; Kant, Ijmert; Swaen, Gerard M; Ros, Wynand J G; Rutten, Guy E H M; Schaufeli, Wilmar B; Schabracq, Marc J; Winnubst, Jacques A M

2004-08-01

The work situation and fatigue-related complaints of employees with diabetes (N = 141) were compared with "healthy" employees (N = 8946) and employees with other chronic diseases (N = 1883). Baseline data from a Dutch Cohort Study on Fatigue at Work were used to test differences in background variables, work characteristics, lifestyle factors, and fatigue-related complaints. Odds ratios were calculated for prolonged fatigue, the need for recovery, burnout, and psychological distress. Results showed that employees with diabetes work more daytime hours and work less overtime than the other groups. If they have no comorbidity, they are no more likely to report fatigue-related complaints than "healthy" employees, except for a depressed mood. Comorbidity (the presence of one or more additional chronic diseases) is associated with increased fatigue-related complaints. Therefore, this group will need special attention from professionals.

45 CFR 1155.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

45 CFR 1173.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

29 CFR 94.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

21 CFR 1405.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

77 FR 42306 - Agency Information Collection Activities; Submission to OMB for Review and Approval; Comment...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-07-18

... Requirements for Allegations of Significant Adverse Reactions to Human Health or the Environment AGENCY... Requirements for Allegations of Significant Adverse Reactions to Human Health or the Environment; EPA ICR No... and Reporting Requirements for Allegations of Significant Adverse Reactions to Human Health or the...

Employees, Careers, and Job Creation: Developing Growth-Oriented Human Resource Strategies and Programs. First Edition. A Joint Publication in the Jossey-Bass Management Series and the Jossey-Bass Social and Behavioral Science Series.

ERIC Educational Resources Information Center

London, Manuel, Ed.

The 13 chapters in this volume detail how industrial and organizational psychologists, human resource professionals, and consultants have created innovative human resource development and training programs. "Employee Development and Job Creation" (Jennifer Jarratt, Joseph F. Coates) looks at several trends that have important consequences for…

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.

Catnip and the alteration of human consciousness.

PubMed

Osterhoudt, K C; Lee, S K; Callahan, J M; Henretig, F M

1997-12-01

Uncertainty exists regarding the ability of catnip (Nepeta cataria) to affect human consciousness. We report a case of a toddler exhibiting central nervous system depression after consuming a large quantity of catnip. His obtundation was not attributable to another cause. We review the published literature describing the alleged psychoactive capabilities of catnip and present our case as further information for use in this ongoing controversy.

EEOC raps hospital. Equal Employment Opportunity Commission.

PubMed

1998-02-06

Baltimore's Veterans Affairs Medical Center lost a $260,000 judgement to a former medical clerk discriminated against by the hospital. The hospital alleged the employee was unreliable and had poor attendance, and the employee lost his home and custody of his daughter after being fired. The Equal Employment Opportunity Commission (EEOC) found the medical center's position implausible. In addition to the cash award, the EEOC recommended that the employee be reinstated.

Do no more harm: the psychological stress of the medical examination for alleged child sexual abuse.

PubMed

Marks, Susan; Lamb, Robyn; Tzioumi, Dimitra

2009-03-01

Currently, there is some controversy that the medical examination following allegations of child sexual abuse may further traumatise the child. Access for children to appropriate care may be hindered if decisions about referral are influenced by personal beliefs, rather than by recognition of the potential health and psychological benefits of the assessment. We aimed to study the expectations and emotional responses of children and their parents to the medical examination. We conducted a prospective quantitative and qualitative study at the Children's Hospital at Westmead. Participants completed questionnaires pre-examination and post-examination, including Children's Anxiety and Pain Scales. Clinicians recorded a Genital Examination Distress Scale and a questionnaire about potentially prognostic variables. Parents found the medical examination significantly less stressful than they had anticipated. They highlighted the importance of being involved in the process, the child's reaction, staff attitudes and the doctor's explanations. Although most parents expected that the medical would be stressful for their child, this did not correlate with the children's reports of feeling scared beforehand. Increased parental and child distress were significantly associated with the child being 12 years or older. The type of abuse was not significantly linked to any of the parent or child self-reports. Our findings indicate that the medical examination is not as stressful as expected and support the recommendation that timely medical assessment by appropriately trained professionals should be offered for all children following allegations of sexual abuse.

20 CFR 430.101 - Policy.

Code of Federal Regulations, 2010 CFR

2010-04-01

... award which is rendered against any such employee, provided that the conduct giving rise to the verdict... indemnification is in the interest of the United States, as determined by the Commissioner, or his or her designee... employee by the payment of available funds, at any time, provided the alleged conduct giving rise to the...

48 CFR 852.228-71 - Indemnification and insurance.

Code of Federal Regulations, 2010 CFR

2010-10-01

... negligence or alleged negligence of the Government, its officers, agents, servants, and employees, shall not... liability coverage will conform to applicable State law requirements for the service contemplated, whereas...

5 CFR 5501.104 - Prohibited financial interests applicable to employees of the Food and Drug Administration.

Code of Federal Regulations, 2010 CFR

2010-01-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE... employee under 18 U.S.C. 208—whether by purchase, gift, bequest, marriage, or otherwise, except that with... prospective and current investors or participants, does not indicate the objective or practice of...

The Invisible Employee: University Housekeeping Employees' Perceptions of Physical Activity.

PubMed

Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T

2016-09-01

A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.

Application Profile Matching Method for Employees Online Recruitment

NASA Astrophysics Data System (ADS)

Sunarti; Rangga, Rahmadian Y.; Marlim, Yulvia Nora

2017-12-01

Employees is one of the determinant factors of company’s success. Thus, reliable human resources are needed to support the survival of the company. This research takes case study at PT. Asuransi Bina Dana Arta, Tbk Pekanbaru Branch. Employee recruitment system at PT. Asuransi Bina Dana Arta, Tbk Pekanbaru Branch still uses manual system as seen in application letter files file so it needs long time to determine accepted and rejected the application. For that it needs to built a system or application that allows companies in determining employees who accepted or rejected easily. Pofile Matching Method is a process of competency assessment that is done by comparing the value of written, psychological and interview test between one applicationt with other. PT. Asuransi Bina Dana Arta, Tbk Pekanbaru branch set the percentage to calculate NCF (Core Factor Value) by 60% and NSF (Secondary Factor Value) by 40%, and set the percentage to calculate the total value of written test by 40%, the total value of psycho test by 30%, and the total value of interview 30%. The final result of this study is to determine the rank or ranking of each applicant based on the greater value which, the greater that score of final result of an application get, the greater the chance of the applicant occupy a position or vacancy. Online Recruitment application uses profile matching method can help employee selection process and employee acceptance decisions quickly. This system can be viewed by directors or owners anywhere because it is online and used for other company branch

[Occupational stress, coping styles and eating habits among Polish employees].

PubMed

Potocka, Adrianna; Mościcka, Agnieszka

2011-01-01

The aim of the study was to analyze potential relations between occupational stress, coping styles and ing habits. Questionnaires administered to 160 public administration employees allowed for assessing eating habits, occupational stress and coping styles. The eating habits correlated with work stress (ro-Spearman's = 0.17-0.29). More unhealthy eating patterns were observed in employees characterized by a higher level of stress. Such stressors as overload, lack of control over work and inappropriate work organization were especially related to poorer eating habits. Among the analyzed coping styles, focusing on emotions (ro-S = 0.19) and searching for emotional support most significantly correlated with poorer eating behaviors (ro-S = 0.16). There were statistically significant differences in eating habits, depending on the level of job stress (U = 1583.50, p < 0.05). Employees with high job stress had a stronger tendency to habitual and emotional eating more than those with a medium level of job stress. The relationship between subjective assessment of job stress, coping and eating habits has been confirmed. Taking into account the role of stress and coping, as the potential determinants of eating patterns in humans, more attention should be paid to education and promotion of knowledge about the relationship between stress and human eating behaviors to prevent obesity and eating disorders.

The effects of corporate social responsibility on employees' affective commitment: a cross-cultural investigation.

PubMed

Mueller, Karsten; Hattrup, Kate; Spiess, Sven-Oliver; Lin-Hi, Nick

2012-11-01

This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed. (c) 2012 APA, all rights reserved.

Are Your Employees Retirement-Ready?

PubMed

Vorchheiner, Alan H; Zaleta, Cynthia O

2016-01-01

Much of the discussion on the decumulation phase of retirement savings has focused on the lack of any lifetime annuities. But there is a whole range of options sponsors can employ to facilitate the generation of retirement income and bolster financial wellness. As U.S. employers show no sign of substantially increasing spending on compensation or benefits, it is imperative that human resources professionals help employees--particularly the retiring baby boomers--to maximize what they have saved. This article presents five first-step ideas toward achieving that goal.

5 CFR 550.1103 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Definitions. 550.1103 Section 550.1103...) Collection by Offset From Indebted Government Employees § 550.1103 Definitions. For purposes of this subpart... allegedly owed by an employee to an agency as permitted or required by 5 U.S.C. 5584, 10 U.S.C. 2774, or 32...

77 FR 40494 - Procedures for the Handling of Retaliation Complaints Under Section 219 of the Consumer Product...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-07-10

... cases involving important or novel legal issues, large numbers of employees, alleged violations that... computation of time before those tribunals and express filing deadlines as days rather than business days...

45 CFR 261.70 - What safeguards are there to ensure that participants in work activities do not displace other...

Code of Federal Regulations, 2010 CFR

2010-10-01

... complaints of alleged violations of the displacement rule in this section. (c) This section does not preempt or supersede State or local laws providing greater protection for employees from displacement. ...

45 CFR 261.70 - What safeguards are there to ensure that participants in work activities do not displace other...

Code of Federal Regulations, 2014 CFR

2014-10-01

... complaints of alleged violations of the displacement rule in this section. (c) This section does not preempt or supersede State or local laws providing greater protection for employees from displacement. ...

45 CFR 261.70 - What safeguards are there to ensure that participants in work activities do not displace other...

Code of Federal Regulations, 2013 CFR

2013-10-01

... complaints of alleged violations of the displacement rule in this section. (c) This section does not preempt or supersede State or local laws providing greater protection for employees from displacement. ...

45 CFR 261.70 - What safeguards are there to ensure that participants in work activities do not displace other...

Code of Federal Regulations, 2012 CFR

2012-10-01

... complaints of alleged violations of the displacement rule in this section. (c) This section does not preempt or supersede State or local laws providing greater protection for employees from displacement. ...

45 CFR 261.70 - What safeguards are there to ensure that participants in work activities do not displace other...

Code of Federal Regulations, 2011 CFR

2011-10-01

... complaints of alleged violations of the displacement rule in this section. (c) This section does not preempt or supersede State or local laws providing greater protection for employees from displacement. ...

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 engaged...

13 CFR 147.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient...

29 CFR 1472.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

36 CFR 1212.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employee. 1212.640 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

38 CFR 48.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Employee. 48.640 Section...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

31 CFR 20.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 31 Money and Finance: Treasury 1 2011-07-01 2011-07-01 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 of...

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 of...

31 CFR 20.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 31 Money and Finance: Treasury 1 2012-07-01 2012-07-01 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 of...

31 CFR 20.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 31 Money and Finance: Treasury 1 2014-07-01 2014-07-01 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 of...

31 CFR 20.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 31 Money and Finance: Treasury 1 2013-07-01 2013-07-01 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 of...

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 the...

21 CFR 19.55 - Permanent disqualification of former employees.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 21 Food and Drugs 1 2010-04-01 2010-04-01 false Permanent disqualification of former employees. 19.55 Section 19.55 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH AND HUMAN SERVICES... connection with any judicial or other proceeding, application, request for a ruling or other determination...

21 CFR 19.55 - Permanent disqualification of former employees.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 21 Food and Drugs 1 2011-04-01 2011-04-01 false Permanent disqualification of former employees. 19.55 Section 19.55 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH AND HUMAN SERVICES... connection with any judicial or other proceeding, application, request for a ruling or other determination...

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

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2014 CFR

2014-01-01

... 10 Energy 4 2014-01-01 2014-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2011 CFR

2011-01-01

... 10 Energy 4 2011-01-01 2011-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 4 2013-01-01 2013-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2012 CFR

2012-01-01

... 10 Energy 4 2012-01-01 2012-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

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.

32 CFR 26.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 1 2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

24 CFR 21.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Employee. 21.640 Section 21.640... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

31 CFR 0.107 - Employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employees. 0.107 Section 0.107 Money and Finance: Treasury Office of the Secretary of the Treasury DEPARTMENT OF THE TREASURY EMPLOYEE RULES OF CONDUCT General Provisions Responsibilities § 0.107 Employees. (a) Employees are required to...

40 CFR 36.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

How to Keep Gen X Employees from Becoming X-Employees.

ERIC Educational Resources Information Center

Ruch, Will

2000-01-01

Examines the marketing influences (robust economy, low unemployment, young employees, changes in work arrangements) that are converging to create the recruiting and retention challenges that companies face. Offers suggestions such as marketing a business as a brand and seeking continuous feedback from employees. (JOW)

Job Tasks and the Participation of Low-Skilled Employees in Employer-Provided Continuing Training in Germany

ERIC Educational Resources Information Center

Mohr, Sabine; Troltsch, Klaus; Gerhards, Christian

2016-01-01

This study analyses the participation of low-skilled employees in employer-provided training and examines the mechanisms that encourage the training participation of low-skilled employees. Building on theoretical considerations of human capital theory and the task-based approach, we seek to show that job tasks play an important role in explaining…

48 CFR 3.907-5 - Access to investigative file of Inspector General.

Code of Federal Regulations, 2014 CFR

2014-10-01

... reprisal brings a civil action under section 1553(c)(3) of the Recovery Act, the employee alleging the... additional information the Inspector General determines disclosure of which would impede a continuing...

Employee Assistance on the Campus: Considerations for Student Personnel Administrators.

ERIC Educational Resources Information Center

Ansley, James A.

1983-01-01

Suggests that student personnel services could be expanded to provide employee assistance programs for college faculty and staff. Outlines steps to implement an EAP including planning, organizing, budgeting, staffing, directing, and evaluating. Suggests more effective use of campus resources to preserve human resources. (JAC)

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…

Give the Employee What He Wants in the Corporate Newspaper: Improve Employee Relations.

ERIC Educational Resources Information Center

Surlin, Stuart H.; Walker, Barry

Undertaken to isolate employee characteristics and to determine how they relate to several aspects of employee attitudes toward the corporate newspaper, this study measured the characteristics of employee tenure, job rank, and perceived "self-newspaper" agreement on the manner in which topics were handled within corporate publications. The random…

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.

20 CFR 404.1208 - Ineligible employees.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Ineligible employees. 404.1208 Section 404.1208 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Coverage of Employees of State and Local Governments What Groups of Employees May Be...

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.

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 EXISTING...

Change in Psychosocial Work Factors Predicts Follow-up Employee Strain: An Examination of Australian Employees.

PubMed

Jimmieson, Nerina L; Hobman, Elizabeth V; Tucker, Michelle K; Bordia, Prashant

2016-10-01

This research undertook a time-ordered investigation of Australian employees in regards to their experiences of change in psychosocial work factors across time (decreases, increases, or no change) in the prediction of psychological, physical, attitudinal, and behavioral employee strain. Six hundred and ten employees from 17 organizations participated in Time 1 and Time 2 psychosocial risk assessments (average time lag of 16.7 months). Multi-level regressions examined the extent to which change in exposure to six demands and four resources predicted employee strain at follow-up, after controlling for baseline employee strain. Increases in demands and decreases in resources exacerbated employee strain, but even constant moderate demands and resources resulted in poor employee outcomes, not just constant high or low exposure, respectively. These findings can help employers prioritize hazards, and guide tailored psychosocial organizational interventions.

GDOT employee survey.

DOT National Transportation Integrated Search

2017-07-04

The research team worked in collaboration with GDOT to conduct the 2016 GDOT Employee Survey. This research study aimed to increase the response rate and the usefulness of the feedback from the GDOT employee survey to support organizational decisions...

Mentoring as an HRD Approach: Effects on Employee Attitudes and Contributions Independent of Core Self-Evaluation

ERIC Educational Resources Information Center

Thurston, Paul W., Jr.; D'Abate, Caroline P.; Eddy, Erik R.

2012-01-01

Mentoring as a form of strategic human resource management is an interesting addition to the HRD literature because it provides a mechanism of change for individual employees. Numerous studies have demonstrated the benefits of mentoring to both the employee and the firm; yet, a recent review of mentoring research argues that mentoring has less…

Towards Effective Employee Communications: A Uses and Gratifications Approach to Employee Newsletter Readership.

ERIC Educational Resources Information Center

Pavlik, John V.; And Others

A survey of 320 employees of Honeywell, Inc., was conducted to collect data on interactions between employees' levels of integration into the organizational hierarchy, amount and type of employee newsletter reading, and purposes for reading newsletters (keeping track of friends, finding out what was going on in the company, improving one's…

A Pilot Study Investigating Employee Utilization of Corporate Telehealth Services

PubMed Central

Edgerton, Seena Shazowee

2017-01-01

In line with the vision of the University of Mississippi Medical Center (UMMC) to improve health outcomes and eliminate healthcare disparities in Mississippi, a corporate telehealth program was initiated beginning May 2014. A descriptive study was performed to discover common characteristics among enrolled employee users who took advantage of UMMC's corporate telehealth services offered in their workplace throughout the program's first year of operation. This pilot study examined the number of videoconference visits (e-visits) throughout the first year of operation, from May 2014 through April 2015. This examination of common user traits may help identify characteristics that indicate an employee's likelihood of using corporate telehealth. The study revealed the highest use among employees between the ages of 30 and 49 years and among those who attended a formal orientation session including both the employer's human resources personnel and a UMMC corporate telehealth representative. Corporations may find that offering corporate telehealth serves as an effective means to reduce overall healthcare costs and productivity loss. Furthermore, the identification of common variables in this study may help the UMMC corporate telehealth program develop additional methods to reach and assist employees who may not otherwise seek medical treatment. PMID:29118684

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 States...

29 CFR 1917.122 - Employee exits.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations...) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be clearly marked. (b) If an employee exit is not visible from employees' work stations, directional signs...

5 CFR 2635.106 - Disciplinary and corrective action.

Code of Federal Regulations, 2011 CFR

2011-01-01

... example, an individual who alleges that an employee has failed to adhere to laws and regulations that provide equal opportunity regardless of race, color, religion, sex, national origin, age, or handicap is...

5 CFR 2635.106 - Disciplinary and corrective action.

Code of Federal Regulations, 2014 CFR

2014-01-01

... example, an individual who alleges that an employee has failed to adhere to laws and regulations that provide equal opportunity regardless of race, color, religion, sex, national origin, age, or handicap is...

5 CFR 2635.106 - Disciplinary and corrective action.

Code of Federal Regulations, 2013 CFR

2013-01-01

... example, an individual who alleges that an employee has failed to adhere to laws and regulations that provide equal opportunity regardless of race, color, religion, sex, national origin, age, or handicap is...

5 CFR 2635.106 - Disciplinary and corrective action.

Code of Federal Regulations, 2012 CFR

2012-01-01

... example, an individual who alleges that an employee has failed to adhere to laws and regulations that provide equal opportunity regardless of race, color, religion, sex, national origin, age, or handicap is...

5 CFR 2635.106 - Disciplinary and corrective action.

Code of Federal Regulations, 2010 CFR

2010-01-01

... example, an individual who alleges that an employee has failed to adhere to laws and regulations that provide equal opportunity regardless of race, color, religion, sex, national origin, age, or handicap is...

Human Resource Managers Rank Their Pressure Points.

ERIC Educational Resources Information Center

Herring, Jack

1983-01-01

A survey of 700 top-level human resource executives that elicited 309 responses revealed the highest priority ranking of 24 human resource issues to be: productivity improvement, controlling costs of employee benefits, compensation planning and administration, employee communications, upgrading management training development programs,…

VIEW OF SITE EMPLOYEES CHECKINGIN IN THE CLOCK ROOM. EMPLOYEES ...

Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

VIEW OF SITE EMPLOYEES CHECKING-IN IN THE CLOCK ROOM. EMPLOYEES WERE REQUIRED TO HAVE A SEPARATE BADGE FOR EACH AREA OF THE SITE THAT THEY ENTERED. (7/31/67) - Rocky Flats Plant, Offices, Print Shop & Photography Lab, Northwest quad of plant near terminus of Central Avenue, Golden, Jefferson County, CO

Federal employees health benefits program modification of eligibility to certain employees on temporary appointments and certain employees on seasonal and intermittent schedules. Final rule.

PubMed

2014-10-17

The United States Office of Personnel Management (OPM) is issuing a final rule to modify eligibility for enrollment under the Federal Employees Health Benefits (FEHB) Program to certain temporary, seasonal, and intermittent employees who are identified as full-time employees. This final rule follows a notice of proposed rulemaking published July 29, 2014. This regulation will allow newly eligible Federal employees to enroll no later than January 2015.

OSHA: Employee Workplace Rights

DTIC Science & Technology

2000-01-01

illnesses and their related costs. To assist employers and employees in developing effective safety and health programs , OSHA published recommended Safety...workplace hazards and to implement safety and health programs . In so doing, this gave employees many new rights and responsibilities, including the right to...Administration Charles N. Jeffress, Assistant Secretary OSHA 3021 2000 (Reprinted) OSHA: Employee Workplace Rights Contents Contents iii Page

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.

5 CFR 177.106 - Authority to adjust, determine, compromise, and settle.

Code of Federal Regulations, 2010 CFR

2010-01-01

... SERVICE REGULATIONS ADMINISTRATIVE CLAIMS UNDER THE FEDERAL TORT CLAIMS ACT § 177.106 Authority to adjust... alleged negligence or wrongful act or omission of an OPM employee, with the exception of claims involving...

5 CFR 315.908 - Appeals.

Code of Federal Regulations, 2010 CFR

2010-01-01

... nonsupervisory position, has no appeal right. (b) An employee who alleges that an agency action under this subpart was based on partisan political affiliation or marital status, may appeal to the Merit Systems...

Tort Liability of School Districts, Officers, and Employees.

ERIC Educational Resources Information Center

Hudgins, H. C., Jr.

School personnel are expected to exercise a reasonable degree of care in foreseeing and preventing accident or injury. Court challenges in this area come as tort suits--the legal recourse of an injured party against the allegedly responsible party. As previous governmental immunity erodes, tort suits against educators are increasing. This chapter…

Development and implementation of a human accuracy program in patient foodservice.

PubMed

Eden, S H; Wood, S M; Ptak, K M

1987-04-01

For many years, industry has utilized the concept of human error rates to monitor and minimize human errors in the production process. A consistent quality-controlled product increases consumer satisfaction and repeat purchase of product. Administrative dietitians have applied the concepts of using human error rates (the number of errors divided by the number of opportunities for error) at four hospitals, with a total bed capacity of 788, within a tertiary-care medical center. Human error rate was used to monitor and evaluate trayline employee performance and to evaluate layout and tasks of trayline stations, in addition to evaluating employees in patient service areas. Long-term employees initially opposed the error rate system with some hostility and resentment, while newer employees accepted the system. All employees now believe that the constant feedback given by supervisors enhances their self-esteem and productivity. Employee error rates are monitored daily and are used to counsel employees when necessary; they are also utilized during annual performance evaluation. Average daily error rates for a facility staffed by new employees decreased from 7% to an acceptable 3%. In a facility staffed by long-term employees, the error rate increased, reflecting improper error documentation. Patient satisfaction surveys reveal satisfaction, for tray accuracy increased from 88% to 92% in the facility staffed by long-term employees and has remained above the 90% standard in the facility staffed by new employees.

Employee resistance and injury during commercial robberies.

PubMed

Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne

2015-05-01

To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.

Employee Assistance Programs.

ERIC Educational Resources Information Center

Levine, Hermine Zagat

1985-01-01

The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…

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

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... determination concerning a petition to add a class of employees from the Linde Ceramics Plant in Tonawanda, New...

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

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... determination concerning a petition to add a class of employees from the Dow Chemical Company in Madison...

76 FR 37115 - 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

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... determination concerning a petition to add a class of employees from the Bliss & Laughlin Steel Company located...

76 FR 37115 - 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

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... determination concerning a petition to add a class of employees from the Wah Chang facility in Albany, Oregon...

76 FR 37115 - 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

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... determination concerning a petition to add a class of employees from the Chapman Valve Manufacturing Company (i...

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

Code of Federal Regulations, 2012 CFR

2012-01-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.107 Teaching, speaking and writing by special Government...

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

Code of Federal Regulations, 2014 CFR

2014-01-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.107 Teaching, speaking and writing by special Government...

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

Code of Federal Regulations, 2013 CFR

2013-01-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.107 Teaching, speaking and writing by special Government...

Does employee involvement work? Yes, sometimes.

PubMed

Cotton, J L

1997-12-01

Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

Employee Records: What to Keep, How to Keep, and When to Shred.

PubMed

Viau, Joshua H

2015-01-01

Offices receive, generate, and maintain an inordinate volume of documents related to employees. Office managers, supervisors, and human resource professionals are always looking for ways to clear the clutter in what are often overcrowded administrative desks and records areas. While most are well versed in the various legal requirements concerning maintenance and destruction of patient records, there also are a myriad of laws that cover confidential information and records of employees. It is important for those in charge of maintaining such records to know what to keep, where to keep it, and for how long.

Combating employee benefit cost and control issues: the case for coalition purchasing.

PubMed

Anastasio, Louis N

2005-01-01

Growing in popularity, employee benefit coalitions can impact an employer's bottom line and are becoming a market factor to be dealt with in every industry and business setting. This article examines how modern-day coalitions are bringing classic aggregation theory into the 21st century and the reasons behind the growing popularity of employee benefit coalitions. It also suggests several strategic initiatives that human resource (HR) and benefit managers can take within their own organization to unlock the power of the coalition movement toward a better, more efficient buying model.

Employee retention: a customer service approach.

PubMed

Gerson, Richard F

2002-01-01

Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the

Report: Review of Hotline Complaint 2010-282

EPA Pesticide Factsheets

Report #10-P-0165, July 15, 2010. We could not substantiate the allegation of fraud; however, the actions of the employee and his supervisor were contrary to existing travel policies and were unnecessarily costly.

25 CFR 900.233 - When must an Indian tribe or tribal organization regulate its employees or subcontractors to...

Code of Federal Regulations, 2010 CFR

2010-04-01

... its employees or subcontractors to avoid a personal conflict of interest? 900.233 Section 900.233... HEALTH AND HUMAN SERVICES CONTRACTS UNDER THE INDIAN SELF-DETERMINATION AND EDUCATION ASSISTANCE ACT Conflicts of Interest § 900.233 When must an Indian tribe or tribal organization regulate its employees or...

[Return to Work Strategies of Employees who Experienced Depression: Employers and HR's Perspectives].

PubMed

Corbière, Marc; Lecomte, Tania; Lachance, Jean-Philippe; Coutu, Marie-France; Negrini, Alessia; Laberon, Sonia

Major depression is one of the leading causes of work disability across the world. In Canada, the lifetime prevalence of depression varies from 10 to 12%. Depression impacts not only the employee who is often stigmatized and can lose his professional identity, but also has consequences on colleagues and supervisors in organizations. In the literature, four models are described from which employers and managers use in their organizations to make decisions regarding the work disability of employees on sick leave: biomedical, financial management, personnel management, and organizational development. These models can also be supported by economic, legal and ethical interests. Even though these models are essential to better understand the decision of employers and HR regarding work disability, information remains scarce regarding the concrete strategies used by these stakeholders to facilitate the return to work for employees on sick leave due to depression.Objectives the aim of this paper is to document, considering employers' and human resources' perspectives, the best strategies to put in place to facilitate the return to work of employees on sick leave due to depression.Method This study was part of a larger study carried out in Canada to assess factors influencing the return to work after a depression-related sick leave, taking into account the viewpoint of four types of stakeholders: employers/human resources, supervisors, unions and people diagnosed with depression. 219 employers (68.5%) and human resources directors (31.5%) from 82.6% organizations having more than 100 employees accepted to answer a telephone semi-structured interview. The question of interest in this study is: In your opinion, what are the best strategies to help an employee who has had a depression to return to work? Coding was influenced by empirical findings and theories related to psychosocial risk factors that the authors use in their respective disciplines as well as return to work

Smoking habits of oil refinery employees.

PubMed Central

Van Peenen, P F; Blanchard, A G; Wolkonsky, P M

1984-01-01

Smoking habits of White male employees of a large oil company were analyzed. There were only slight differences in smoking habits between refinery and nonrefinery employees. Salaried employees, both at refineries and elsewhere, smoked much less than hourly employees. PMID:6507698

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…

Access to Federal Employees Health Benefits (FEHB) for Employees of Certain Indian Tribal Employers. Final rule.

PubMed

2016-12-28

This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.

Stennis employees join Feds Feed Families effort

NASA Image and Video Library

2010-07-09

Cabrina Bell (l to r) and Jeanie Frederick with the Stennis Space Center Office of Human Capital help Hancock County Food Pantry representatives Edward Catone and Frank Manchester load collected food items July 9 as part of the 2010 Feds Feed Families campaign. The second annual national food drive was launched last month and involves federal agencies and employees across the country. Organizers hope to collect 1.2 million pounds of food items throughout the summer.

45 CFR 155.720 - Enrollment of employees into QHPs under SHOP.

Code of Federal Regulations, 2012 CFR

2012-10-01

....720 Section 155.720 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES REQUIREMENTS RELATING TO HEALTH CARE ACCESS EXCHANGE ESTABLISHMENT STANDARDS AND OTHER RELATED STANDARDS UNDER THE AFFORDABLE CARE ACT Exchange Functions: Small Business Health Options Program (SHOP) § 155.720 Enrollment of employees...

45 CFR 155.720 - Enrollment of employees into QHPs under SHOP.

Code of Federal Regulations, 2013 CFR

2013-10-01

....720 Section 155.720 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES REQUIREMENTS RELATING TO HEALTH CARE ACCESS EXCHANGE ESTABLISHMENT STANDARDS AND OTHER RELATED STANDARDS UNDER THE AFFORDABLE CARE ACT Exchange Functions: Small Business Health Options Program (SHOP) § 155.720 Enrollment of employees...

Identifying At-Risk Employees: Modeling Psychosocial Precursors of Potential Insider Threats

DOE Office of Scientific and Technical Information (OSTI.GOV)

Greitzer, Frank L.; Kangas, Lars J.; Noonan, Christine F.

In many insider crimes, managers and other coworkers observed that the offenders had exhibited signs of stress, disgruntlement, or other issues, but no alarms were raised. Barriers to using such psychosocial indicators include the inability to recognize the signs and the failure to record the behaviors so that they can be assessed. A psychosocial model was developed to assess an employee's behavior associated with an increased risk of insider abuse. The model is based on case studies and research literature on factors/correlates associated with precursor behavioral manifestations of individuals committing insider crimes. To test the model's agreement with human resourcesmore » and management professionals, we conducted an experiment with positive results. If implemented in an operational setting, the model would be part of a set of management tools for employee assessment to identify employees who pose a greater insider threat.« less

5 CFR 6301.102 - Prior approval for certain outside activities.

Code of Federal Regulations, 2014 CFR

2014-01-01

... witnessed an automobile accident involving two privately owned cars on her way to work. Some time later she... plaintiff, who was injured in the car accident, in a civil case alleging negligence. The Department employee...

5 CFR 6301.102 - Prior approval for certain outside activities.

Code of Federal Regulations, 2013 CFR

2013-01-01

... witnessed an automobile accident involving two privately owned cars on her way to work. Some time later she... plaintiff, who was injured in the car accident, in a civil case alleging negligence. The Department employee...

5 CFR 6301.102 - Prior approval for certain outside activities.

Code of Federal Regulations, 2011 CFR

2011-01-01

... witnessed an automobile accident involving two privately owned cars on her way to work. Some time later she... plaintiff, who was injured in the car accident, in a civil case alleging negligence. The Department employee...

5 CFR 6301.102 - Prior approval for certain outside activities.

Code of Federal Regulations, 2012 CFR

2012-01-01

... witnessed an automobile accident involving two privately owned cars on her way to work. Some time later she... plaintiff, who was injured in the car accident, in a civil case alleging negligence. The Department employee...

5 CFR 511.608 - Employee representatives.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Employee representatives. 511.608 Section... CLASSIFICATION UNDER THE GENERAL SCHEDULE Classification Appeals § 511.608 Employee representatives. An employee... appeal. An agency may disallow an employee's representative when the individual's activities as a...

Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

PubMed

Holton, M Kim; Barry, Adam E; Chaney, J Don

2015-01-01

Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p < 0.05) contributions to predicting employee's perceived stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also

Turning workplace anger and anxiety into peak performance. Strategies for enhancing employee health and productivity.

PubMed

Helge, D

2001-08-01

Traditional corporate approaches toward anger and anxiety in the workplace have ignored or exacerbated the problem. Human emotions are not only essential for job performance, they are a free resource that can be harnessed in ethical ways to enhance job productivity. Most of the causes and costs of workplace anger and anxiety can be prevented. In an ideal workplace, employees are internally motivated and self regulating because they are hired with care, placed in jobs serving them as well as the company, and supported with the required resources to accomplish their jobs. When companies treat employees with dignity and make efforts to empower them, employee self confidence and performance grows. Occupational and environmental health nurses are in positions to alter dysfunctional aspects of corporate culture while simultaneously working with individual employees who are angry or anxious. Successful companies are those that nurture their workers while achieving their mission. They treat employees with dignity and respect while challenging them to reach their full potential.

20 CFR 404.1045 - Employee expenses.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

43 CFR 20.103 - Employee responsibilities.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee responsibilities. 20.103 Section 20.103 Public Lands: Interior Office of the Secretary of the Interior EMPLOYEE RESPONSIBILITIES AND CONDUCT General Provisions § 20.103 Employee responsibilities. It is the responsibility of each employee...

20 CFR 404.1045 - Employee expenses.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

20 CFR 404.1045 - Employee expenses.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

20 CFR 404.1045 - Employee expenses.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

20 CFR 404.1045 - Employee expenses.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses. Amounts...

20 CFR 229.45 - Employee benefit.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

20 CFR 229.45 - Employee benefit.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

20 CFR 229.45 - Employee benefit.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

20 CFR 229.45 - Employee benefit.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

20 CFR 229.45 - Employee benefit.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The original...

10 CFR 72.10 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

10 CFR 72.10 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

5 CFR 5501.112 - One-year disqualification of employees of the National Institutes of Health from certain matters...

Code of Federal Regulations, 2010 CFR

2010-01-01

....112 Administrative Personnel DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.112 One-year disqualification...

5 CFR 5501.112 - One-year disqualification of employees of the National Institutes of Health from certain matters...

Code of Federal Regulations, 2013 CFR

2013-01-01

....112 Administrative Personnel DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.112 One-year disqualification...

5 CFR 5501.112 - One-year disqualification of employees of the National Institutes of Health from certain matters...

Code of Federal Regulations, 2014 CFR

2014-01-01

....112 Administrative Personnel DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.112 One-year disqualification...

5 CFR 5501.112 - One-year disqualification of employees of the National Institutes of Health from certain matters...

Code of Federal Regulations, 2012 CFR

2012-01-01

....112 Administrative Personnel DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.112 One-year disqualification...

5 CFR 5501.112 - One-year disqualification of employees of the National Institutes of Health from certain matters...

Code of Federal Regulations, 2011 CFR

2011-01-01

....112 Administrative Personnel DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF HEALTH AND HUMAN SERVICES § 5501.112 One-year disqualification...

Employee occupational stress in banking.

PubMed

Michailidis, Maria; Georgiou, Yiota

2005-01-01

Occupational stress literature emphasizes the importance of assessment and management of work related stress. The recognition of the harmful physical and psychological effects of stress on both individuals and organizations is widely studied in many parts of the world. However, in other regions such research is only at the introductory stages. The present study examines occupational stress of employees in the banking sector. A sample of 60 bank employees at different organizational levels and educational backgrounds was used. Data collection utilized the Occupational Stress Indicator (OSI). Results of data analysis provided evidence that employees' educational levels affect the degree of stress they experience in various ways. Bank employees cannot afford the time to relax and "wind down" when they are faced with work variety, discrimination, favoritism, delegation and conflicting tasks. The study also shows the degree to which some employees tend to bring work-related problems home (and take family problems to work) depends on their educational background, the strength of the employees' family support, and the amount of time available for them to relax. Finally, the drinking habits (alcohol) of the employees were found to play a significant role in determining the levels of occupational stress.

29 CFR 780.522 - Nonprocessing employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Nonprocessing employees. 780.522 Section 780.522 Labor... Agricultural Employees in Processing Shade-Grown Tobacco; Exemption From Minimum Wage and Overtime Pay Requirements Under Section 13(a)(14) Exempt Processing § 780.522 Nonprocessing employees. Only those employees...

29 CFR 2200.38 - Employee contests.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 9 2010-07-01 2010-07-01 false Employee contests. 2200.38 Section 2200.38 Labor... Pleadings and Motions § 2200.38 Employee contests. (a) Secretary's statement of reasons. Where an affected employee or authorized employee representative files a notice of contest with respect to the abatement...

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' helpers...

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' helpers...

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' helpers...

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' helpers...

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' helpers...

10 CFR 60.9 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 63.9 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...

10 CFR 30.7 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 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 a...

10 CFR 61.9 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 50.7 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2011-01-01 2011-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

10 CFR 30.7 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2011-01-01 2011-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

10 CFR 52.5 - Employee protection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2011-01-01 2011-01-01 false Employee protection. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...

10 CFR 70.7 - Employee protection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 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, or...