Science.gov

Sample records for alleging employee human

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

    Code of Federal Regulations, 2014 CFR

    2014-10-01

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

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

    Code of Federal Regulations, 2013 CFR

    2013-10-01

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

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

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... employee human factor as cause; Employee Human Factor Attachment; notice to employee; employee supplement... cause; Employee Human Factor Attachment; notice to employee; employee supplement. (a) Rail Equipment... Attachment. If, in reporting a rail equipment accident/incident to FRA, a railroad cites an employee...

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

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

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

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

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

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

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

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

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

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  9. Managing human resources to improve employee retention.

    PubMed

    Arnold, Edwin

    2005-01-01

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

  10. 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.…

  11. 45 CFR 73.735-1302 - Responsibility for reporting allegations of misconduct.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Responsibility for reporting allegations of misconduct. 73.735-1302 Section 73.735-1302 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL... of misconduct. An employee who has information which he or she reasonably believes indicates...

  12. 42 CFR 93.402 - ORI allegation assessments.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... RESEARCH MISCONDUCT Responsibilities of the U.S. Department of Health and Human Services Research Misconduct Issues § 93.402 ORI allegation assessments. (a) When ORI receives an allegation of research misconduct directly or becomes aware of an allegation or apparent instance of research misconduct, it...

  13. 28 CFR 0.29b - Reporting allegations of waste, fraud, or abuse.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  14. 28 CFR 0.29b - Reporting allegations of waste, fraud, or abuse.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

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

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

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

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

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

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Reporting allegations of waste, fraud, or... OF JUSTICE 4-Office of the Inspector General § 0.29b Reporting allegations of waste, fraud, or abuse. Employees shall report evidence and non-frivolous allegations of waste, fraud, or abuse relating to...

  18. 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…

  19. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus

    This first chapter of "The Yearbook of School Law, 1986" summarizes and analyzes over 250 state and federal court decisions handed down in 1985 affecting the legal rights of employees of public schools and state education agencies. Among the topics examined are discrimination on the basis of race, religion, sex, national origin, age, and handicap;…

  20. Employees.

    ERIC Educational Resources Information Center

    Levin, Betsy

    This chapter summarizes recent state supreme court and federal court decisions involving school employees. The cases discussed are generally limited to those decided during 1975 and reported in the General Digest as of March 1976. In her discussion, the author attempts to integrate related cases and to illuminate any unifying legal principles that…

  1. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus

    This chapter analyzes more than 200 cases reported in 1986 involving public-sector employees in elementary and secondary education. Also included, where appropriate, are relevant 1986 Supreme Court cases from outside the field of education, as well as leading cases from prior years. Legal issues covered by the review include the following: (1)…

  2. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 230 cases reported in 1988 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  3. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 220 cases reported in 1989 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  4. 42 CFR 93.201 - Allegation.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 1 2010-10-01 2010-10-01 false Allegation. 93.201 Section 93.201 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES HEALTH ASSESSMENTS AND HEALTH EFFECTS STUDIES OF HAZARDOUS SUBSTANCES RELEASES AND FACILITIES PUBLIC HEALTH SERVICE POLICIES ON...

  5. False allegation of child abduction.

    PubMed

    Canning, Kathleen E; Hilts, Mark A; Muirhead, Yvonne E

    2011-05-01

    Cases in which a child has been falsely reported as missing or abducted can be extremely challenging to the law enforcement agencies responsible for their investigation. In the absence of a witnessed abduction or an obvious crime scene, it is difficult to determine whether a child has actually been abducted or has become a victim of a homicide and a false allegation. The purpose of this study was to examine falsely alleged kidnapping cases and identify successful investigative strategies. Sixty-one adjudicated false allegation cases involving 66 victims were analyzed. The mean age of the victim was 5 years. Victims came from generally unstable, high-risk family situations and were killed primarily by biological parents. Victims were killed because they were unwanted or viewed as an obstacle to a desired goal, or they were victims of abuse or maltreatment that ended in fatality.

  6. The human side of quality: service oriented employees.

    PubMed

    Wagner, D M

    1991-01-01

    Motivating employees to care about the quality of the services they provide is an essential ingredient in quality improvement. In this article the author presents eight methods that employers can use to translate expectations into actions. Becoming aware of what today's employees want is the first step; money and job security are not as important as respect, challenging work that shows results, and managers who listen. Since customer relations mirror management's attitudes toward employees, caring about staff is basic in a quality service organization. Education and training of workers are also crucial, as are communication of expectations and providing prompt feedback. Employees also need reward and recognition. Hiring the right people is another necessity for quality service. Finally, managers must be leaders who can articulate values and the organization's vision in order to enlist employees in the cause of quality service.

  7. 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 must be reported to OWCP? 30.609 Section 30.609 Employees' Benefits OFFICE OF WORKERS' COMPENSATION... of allegations of medical malpractice in treating an illness covered by EEOICPA a recovery that...

  8. 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…

  9. 42 CFR 405.1861 - Oral argument and written allegations.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 42 Public Health 2 2014-10-01 2014-10-01 false Oral argument and written allegations. 405.1861 Section 405.1861 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES MEDICARE PROGRAM FEDERAL HEALTH INSURANCE FOR THE AGED AND DISABLED Provider...

  10. 42 CFR 405.1861 - Oral argument and written allegations.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 2 2010-10-01 2010-10-01 false Oral argument and written allegations. 405.1861 Section 405.1861 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES MEDICARE PROGRAM FEDERAL HEALTH INSURANCE FOR THE AGED AND DISABLED Provider...

  11. 42 CFR 93.402 - ORI allegation assessments.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 42 Public Health 1 2012-10-01 2012-10-01 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...

  12. 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...

  13. 42 CFR 93.402 - ORI allegation assessments.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 42 Public Health 1 2013-10-01 2013-10-01 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...

  14. 42 CFR 93.402 - ORI allegation assessments.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 42 Public Health 1 2014-10-01 2014-10-01 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...

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

    SciTech Connect

    Not Available

    1994-01-01

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

  16. 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

  17. Suit alleges cosmetology school targeted gays for removal.

    PubMed

    1995-09-08

    A former executive at the [name removed] School of Beauty Culture has filed a lawsuit alleging that the school identifies employees who have higher than average health-care costs and then initiates a harassment campaign against these employees. According to the executive, [name removed], the school president discussed a plan to reduce expenses by decreasing health care insurance benefits. The suit states that the Philadelphia-based company follows a policy of identifying cancer patients and homosexuals and then targets these individuals for harassment and abuse. When Mr. [Name removed] was diagnosed with a brain tumor, he was subjected to a range of tactics that encouraged him to quit, including a barrage of verbal abuse, being barred from meetings of his peers, and an expanded workload. The former executive charges the school and its president with violating the Americans with Disabilities Act (ADA). Discovery in the litigation has begun, but no trial date has been scheduled.

  18. 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.…

  19. 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…

  20. Alleged allergy to local anaesthetics.

    PubMed

    Fisher, M M; Bowey, C J

    1997-12-01

    The aim of this study was to determine the incidence of true local anaesthetic allergy in patients with an alleged history of local anaesthetic allergy and whether subsequent exposure to local anaesthetics is safe. Two hundred and eight patients with a history of allergy to local anaesthesia were referred over a twenty-year period to our Anaesthetic Allergy Clinic. In this open study, intradermal testing was performed in three patients and progressive challenge in 202 patients. Four patients had immediate allergy and four patients delayed allergic reactions. One hundred and ninety-seven patients were not allergic to local anaesthetics. In 39 patients an adverse response to additives in local anaesthetic solutions could not be excluded. In all but one patient local anaesthesia has been given uneventfully subsequently. A history of allergy to local anaesthesia is unlikely to be genuine and local anaesthetic allergy is rare. In most instances LA allergy can be excluded from the history and the safety of LA verified by progressive challenge.

  1. 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

  2. 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...

  3. Analysis of the alleged Kyshtym disaster

    SciTech Connect

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

    1982-01-01

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

  4. 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.

  5. 20 CFR 10.717 - Is a settlement or judgment received as a result of allegations of medical malpractice in...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... result of allegations of medical malpractice in treating an injury covered by the FECA a gross recovery that must be reported to OWCP or SOL? 10.717 Section 10.717 Employees' Benefits OFFICE OF WORKERS... injury covered by the FECA a gross recovery that must be reported to OWCP or SOL? Since an injury...

  6. 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... SERVICES Specific Notarial Acts § 92.27 Affiant's allegations in affidavit. (a) Substance of allegations... the affiant's attention to the following generally accepted criteria as regards the substance of...

  7. Alleged biological father incest: a forensic approach.

    PubMed

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

    2014-01-01

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

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

    ERIC Educational Resources Information Center

    Howard, Beth; Gould, Karen E.

    2000-01-01

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

  9. 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.

  10. 18 CFR 1316.8 - Employee protected activities.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... discrimination against employees for engaging in certain protected activities. The Secretary of Labor has determined that “discrimination” means discharge or any other adverse actions that relate to compensation... employer or to the NRC. Contractor shall aggressively pursue any employee allegation of discrimination...

  11. 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…

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

    ERIC Educational Resources Information Center

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

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

  13. 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.

  14. Employee Handbook

    SciTech Connect

    Bello, Madelyn

    2008-09-05

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

  15. 6 CFR 17.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  16. 6 CFR 17.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  17. 6 CFR 17.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  18. 31 CFR 28.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  19. 31 CFR 28.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  20. 6 CFR 17.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  1. 31 CFR 28.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  2. 31 CFR 28.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  3. 14 CFR § 1253.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  4. 31 CFR 28.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... under these Title IX regulations, including any investigation of any complaint communicated to such recipient alleging its noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX regulations. The recipient shall notify all its students and employees of...

  5. Assessing historical abuse allegations and damages.

    PubMed

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

    2010-03-01

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

  6. 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.

  7. 43 CFR 41.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  8. 15 CFR 8a.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  9. 15 CFR 8a.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  10. 14 CFR 1253.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  11. 14 CFR 1253.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  12. 40 CFR 5.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  13. 40 CFR 5.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  14. 14 CFR 1253.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  15. 15 CFR 8a.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  16. 15 CFR 8a.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  17. 43 CFR 41.135 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... employee to coordinate its efforts to comply with and carry out its responsibilities under these Title IX... noncompliance with these Title IX regulations or alleging any actions that would be prohibited by these Title IX... these Title IX regulations....

  18. 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…

  19. 22 CFR 92.27 - Affiant's allegations in affidavit.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Section 92.27 Foreign Relations DEPARTMENT OF STATE LEGAL AND RELATED SERVICES NOTARIAL AND RELATED... 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...

  20. 37 CFR 2.76 - Amendment to allege use.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  1. 37 CFR 2.76 - Amendment to allege use.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  2. Motives for Filing a False Allegation of Rape.

    PubMed

    De Zutter, André W E A; Horselenberg, Robert; van Koppen, Peter J

    2017-02-17

    The list of motives by Kanin (1994) is the most cited list of motives to file a false allegation of rape. Kanin posited that complainants file a false allegation out of revenge, to produce an alibi or to get sympathy. A new list of motives is proposed in which gain is the predominant factor. In the proposed list, complainants file a false allegation out of material gain, emotional gain, or a disturbed mental state. The list can be subdivided into eight different categories: material gain, alibi, revenge, sympathy, attention, a disturbed mental state, relabeling, or regret. To test the validity of the list, a sample of 57 proven false allegations were studied at and provided by the National Unit of the Dutch National Police (NU). The complete files were studied to ensure correct classification by the NU and to identify the motives of the complainants. The results support the overall validity of the list. Complainants were primarily motivated by emotional gain. Most false allegations were used to cover up other behavior such as adultery or skipping school. Some complainants, however, reported more than one motive. A large proportion, 20% of complainants, said that they did not know why they filed a false allegation. The results confirm the complexity of motivations for filing false allegations and the difficulties associated with archival studies. In conclusion, the list of Kanin is, based on the current results, valid but insufficient to explain all the different motives of complainants to file a false allegation.

  3. 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…

  4. 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.

  5. 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...

  6. 40 CFR 717.10 - Allegations subject to this part.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

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

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

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

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

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

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

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

    PubMed

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

    2014-12-01

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

  11. Human Capital. Monitoring of Safeguards and Addressing Employee Perceptions Are Key to Implementing a Civilian Performance Management System in DOD

    DTIC Science & Technology

    2009-10-01

    negatively about others, such as the performance appraisal process. According to the most recent survey data, the negative perceptions of employees who...Percentage of Responses from NSPS and Non- NSPS Employees to Selected Questions about Performance Appraisals in the 2008 Status of Forces Survey of...performance, and provide an equitable method for appraising and compensating employees

  12. 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...

  13. 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...

  14. 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...

  15. Filial Dependency and Recantation of Child Sexual Abuse Allegations

    ERIC Educational Resources Information Center

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

    2007-01-01

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

  16. 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)…

  17. The Impact of Early Alleged Maltreatment on Behavioral Trajectories

    ERIC Educational Resources Information Center

    Thompson, Richard; Tabone, Jiyoung K.

    2010-01-01

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

  18. 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...

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

    ERIC Educational Resources Information Center

    Buck, Jeffrey M.; Watson, John L.

    2002-01-01

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

  20. Employee relations.

    PubMed

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

    2008-07-01

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

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

    PubMed Central

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

    2013-01-01

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

  2. 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…

  3. 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…

  4. 76 FR 8767 - Agency Information Collection Activities: e-Allegations Submission

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-02-15

    ... SECURITY U.S. Customs and Border Protection Agency Information Collection Activities: e-Allegations... approval in accordance with the Paperwork Reduction Act: e- Allegations Submission. This is a proposed..., mechanical, or other technological techniques or other forms of information. Title: e-Allegations...

  5. 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.

  6. 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.

  7. 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.

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

    NASA Technical Reports Server (NTRS)

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

    1961-01-01

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

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

    PubMed

    2005-02-03

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

  10. Strategies for Electronic Career Support to Employees.

    ERIC Educational Resources Information Center

    Stevens, Paul

    As more organizations reduce their human resources management (HRM) staff and look for ways for fewer employees to do more work, interest in developing electronic career support for employees is increasing. An Intranet-based solution uses technology to provide the means for bringing career development support to employees' workstations or their…

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

    PubMed

    Bonomi, C

    1999-06-01

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

  12. 45 CFR 7.0 - Who are employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

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

  13. The Effects of Employer Size and Human Capital on Rural Wages and Employee Benefits. SRDC Series No. 170.

    ERIC Educational Resources Information Center

    Kraybill, David S.; Variyam, Jayachandran N.

    Community leaders and rural development specialists must decide which economic development strategies will provide the greatest benefit to the local labor force and the community. To aid in the evaluation of the small business approach to rural development, this report analyzes the effects of employer size on wages and employee benefits. A survey…

  14. 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.

  15. 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.

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

    PubMed

    Stroebe, Wolfgang; Strack, Fritz

    2014-01-01

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

  17. 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.

  18. 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…

  19. 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…

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

    ERIC Educational Resources Information Center

    Leavitt, Frank

    1999-01-01

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

  1. 26 CFR 601.507 - Evidence required to substantiate facts alleged by a recognized representative.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  2. 26 CFR 601.507 - Evidence required to substantiate facts alleged by a recognized representative.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 20 2010-04-01 2010-04-01 false Evidence required to substantiate facts alleged... Practice Requirements § 601.507 Evidence required to substantiate facts alleged by a recognized... perjury) that the recognized representative prepared such submission and that the facts contained...

  3. 13 CFR 101.301 - Who should receive information or allegations of waste, fraud, and abuse?

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  4. 13 CFR 101.301 - Who should receive information or allegations of waste, fraud, and abuse?

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  5. 28 CFR 115.222 - 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. 115.222 Section 115.222 Judicial Administration DEPARTMENT OF JUSTICE... Responsive Planning § 115.222 Policies to ensure referrals of allegations for investigations. (a) The...

  6. 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 the Commissioner of Patents, pursuant...

  7. 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 Department's determination of the rights to...

  8. Allegations of wrongdoing: the effects of reinforcement on children's mundane and fantastic claims.

    PubMed

    Garven, S; Wood, J M; Malpass, R S

    2000-02-01

    S. Garven, J. M. Wood, R. S. Malpass, and J. S. Shaw (1998) found that the interviewing techniques used in the McMartin Preschool case can induce preschool children to make false allegations of wrong doing against a classroom visitor. In this study, 2 specific components of the McMartin interviews, reinforcement and cowitness information, were examined more closely in interviews of 120 children, ages 5 to 7 years. Children who received reinforcement made 35% false allegations against a classroom visitor, compared with 12% made by controls. When questioned about "fantastic" events (e.g., being taken from school in a helicopter), children receiving reinforcement made 52% false allegations, compared with 5% made by controls. In a second interview, children repeated the allegations even when reinforcement had been discontinued. The findings indicate that reinforcement can swiftly induce children to make persistent false allegations of wrong doing.

  9. [False allegations of child sexual abuse and paranoid disorder: a report of 2 cases].

    PubMed

    Karanfil, Ramazan; Akçan, Ramazan; Orhan, F Özlem

    2011-01-01

    Allegations of child sexual abuse have considerable consequences for individuals and society. Herein, we report 2 cases of false allegations of child sexual abuse by mothers diagnosed as paranoid disorder. Case 1, a 31-year-old mother accused her husband of sexually abusing her 3 daughters, aged 2, 4, and 6 years. Case 2 is a 30-year-old mother that went to the public prosecutor with allegations of sexual abuse of her 6-year-old daughter by a nursery teacher and a stranger. Examination of both alleged victims did not reveal objective findings of sexual abuse. Based on psychiatric examinations, both mothers were diagnosed with paranoid disorder. Consequently, the public prosecutor decided not to prosecute. Considering the possibility of false allegations in such cases, psychiatric examination of the complainant should be performed in order to provide accurate information necessary for legal proceedings and to protect the child.

  10. Understanding clinical immunological testing in alleged chemically induced environmental illnesses.

    PubMed

    Salvaggio, J E

    1996-08-01

    Some believe that an abnormal immunoregulatory response based on environmental damage to T cells is fundamental to the production of symptoms in patients with alleged "multiple chemical sensitivity" and/or "environmental illness." According to this theory stimulation of T cells or T cell phenotypic subsets by environmental chemicals results in release of cytokines that can effect appropriate target cells of multiple organ systems, resulting in a wide range of symptoms. This concept is reinforced by frequent media reporting of pollution incidents and environmental disasters plus continued isolated reports of immunologic abnormalities in patients with various forms of alleged environmental illness, multiple chemical sensitivities, or other related syndromes. These include reports of slight perturbations in quantity and function of immunoglobulins, complement and its components, B cells, natural killer cells, T cells, phenotypic T cell subsets, and helper suppressor T cell ratios. There are also reports of increased or decreased interleukin levels including IL-1 and IL-2 or their receptors (IL-2R) in these patients. Such assays are not infrequently performed even though there is no evidence for their diagnostic efficacy in these alleged conditions. It is reasonable, however, to anticipate that with the wide development of assays for many of the interleukins and their receptors, these assays may become important in the future diagnosis of many autoimmune, allergic, neoplastic, and infectious diseases. At this time, however, the induction of environmental illness or multiple chemical sensitivity by exposure to trace levels of environmental "immunotoxins" is unproven and remains a matter of speculation. The reproducibility of immunologic test abnormalities reported under these conditions has not been documented, and the data have often not been analyzed statistically. Appropriate controls also have not usually been employed, nor have control values been provided in many

  11. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ....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...

  12. 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...

  13. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ....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...

  14. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ....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...

  15. 5 CFR 9701.507 - Employee rights.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ....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...

  16. 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…

  17. 76 FR 41857 - Petition Under Section 302 on Alleged Expropriations by the Dominican Republic; Decision Not To...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-07-15

    ... adequate compensation by the Government of the Dominican Republic, resulting in an alleged breach of the... more recent acts, policies, and practices of the Dominican Republic that petitioners allege to...

  18. 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.

  19. Are the alleged remains of Johann Sebastian Bach authentic?

    PubMed

    Zegers, Richard H C; Maas, Mario; Koopman, A Ton G; Maat, George J R

    2009-02-16

    A skeleton alleged to be that of Johann Sebastian Bach (1685-1750) was exhumed from a graveyard in Leipzig, Germany, in 1894, but its authenticity is not established. In 1895, anatomist Wilhelm His concluded from his examination of the skeleton and reconstruction of the face that it most likely belonged to Bach. In 1949, surgeon Wolfgang Rosenthal noticed exostoses on the skeleton and on x-rays of 11 living organists and proposed a condition, Organistenkrankheit, which he interpreted as evidence that the skeleton was Bach's. However, our critical assessment of the remains analysis raises doubts: the localisation of the grave was dubious, and the methods used by His to reconstruct the face are controversial. Also, our study of the pelvic x-rays of 12 living professional organists failed to find evidence for the existence of Organistenkrankheit. We believe it is unlikely that the skeleton is that of Bach; techniques such as DNA analysis might help resolve the question but, to date, church authorities have not approved their use on the skeleton.

  20. 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.

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

    ERIC Educational Resources Information Center

    Frels, Kelly; Schneider-Vogel, Merri

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

  2. 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.

  3. 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.

  4. 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.

  5. 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.

  6. 45 CFR 7.8 - Employee's right of appeal.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.8 Employee... Executive Order 10930, and regulations issued thereunder, by filing a written appeal with the Commissioner... receiving written notice of such determination....

  7. Hotline Allegations Regarding Accounting for the Defense Information Systems Agency Working Capital Fund

    DTIC Science & Technology

    2007-11-02

    HOTLINE ALLEGATIONS REGARDING ACCOUNTING FOR THE DEFENSE INFORMATION SYSTEMS AGENCY WORKING CAPITAL FUND Report No. D-2001- 123 ...May 2001 Report Type N/A Dates Covered (from... to) ("DD MON YYYY") Title and Subtitle Hotline Allegations Regarding Accounting for the Defense...Room 801) Arlington, VA 22202-2884 Performing Organization Number(s) D-2001- 123 Sponsoring/Monitoring Agency Name(s) and Address(es) Monitoring Agency

  8. 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.

  9. Dinosaur demise in light of their alleged perennial polar residency

    NASA Astrophysics Data System (ADS)

    Lewy, Zeev

    2016-12-01

    disarticulated. Accordingly, the alleged `polar dinosaurs' do not challenge the logical conclusion that the non-avian dinosaurs were cold-blooded, as a result of which they became inactive and subjected to predation during the end-Cretaceous dark period.

  10. 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.

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

    SciTech Connect

    Jeffrey Joe; Larry G. Blackwood

    2006-06-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

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

    ERIC Educational Resources Information Center

    Kilcrease, Kelly M.

    2013-01-01

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

  14. 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…

  15. 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...

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

    PubMed Central

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

    2016-01-01

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

  17. 45 CFR 7.7 - Notice to employee of determination.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ....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 Department's determination of the rights to his invention and of his right of appeal, if any. Notice need...

  18. 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…

  19. The (in)credible words of women: false allegations in European rape research.

    PubMed

    Kelly, Liz

    2010-12-01

    The issue of false allegations in rape cases cannot be understood without reference to the ways in which rape law and its interpretation has historically problematized "the words of a woman" when what they were speaking about was sexual violation. Whilst the letter of the law has been reformed in many countries, legacies remain sedimented into institutional cultures and practices, creating a risk of over-identification of false allegations by police and prosecutors. Findings from two European studies on attrition in reported rape cases are drawn on to highlight both the mechanisms and processes which create the category of false allegations, especially the opaque "no crime/unfounded" designations and that CJS personnel believe the rates to be considerably higher than their own data. The article concludes by raising the possibility of internationally agreed standards for designating a rape report "false."

  20. 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

  1. Hotline Allegations Regarding Defense Contract Management Agency Contracting Officer Actions on Several Business System Audit Reports

    DTIC Science & Technology

    2014-06-20

    2 0 , 2 0 1 4 Report No. DODIG-2014-084 Hotline Allegations Regarding Defense Contract Management Agency Contracting Officer Actions on...control number. 1. REPORT DATE 20 JUN 2014 2. REPORT TYPE 3. DATES COVERED 00-00-2014 to 00-00-2014 4. TITLE AND SUBTITLE Hotline Allegations...i l / h o t l i n e HOTLINE Department of Defense F r a u d , W a s t e , & A b u s e Mission Our mission is to provide independent, relevant, and

  2. 25 CFR 1000.283 - If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 25 Indians 2 2011-04-01 2011-04-01 false If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint alleging a tort covered by FTCA, what should the Tribe/Consortium do...-DETERMINATION AND EDUCATION ACT Federal Tort Claims § 1000.283 If the Tribe/Consortium or...

  3. 25 CFR 1000.283 - If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 25 Indians 2 2012-04-01 2012-04-01 false If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint alleging a tort covered by FTCA, what should the Tribe/Consortium do...-DETERMINATION AND EDUCATION ACT Federal Tort Claims § 1000.283 If the Tribe/Consortium or...

  4. 25 CFR 1000.283 - If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 25 Indians 2 2014-04-01 2014-04-01 false If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint alleging a tort covered by FTCA, what should the Tribe/Consortium do...-DETERMINATION AND EDUCATION ACT Federal Tort Claims § 1000.283 If the Tribe/Consortium or...

  5. 25 CFR 1000.283 - If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 25 Indians 2 2013-04-01 2013-04-01 false If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint alleging a tort covered by FTCA, what should the Tribe/Consortium do...-DETERMINATION AND EDUCATION ACT Federal Tort Claims § 1000.283 If the Tribe/Consortium or...

  6. 25 CFR 1000.283 - If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false If the Tribe/Consortium or Tribe's/Consortium's employee receives a summons and/or a complaint alleging a tort covered by FTCA, what should the Tribe/Consortium do...-DETERMINATION AND EDUCATION ACT Federal Tort Claims § 1000.283 If the Tribe/Consortium or...

  7. 43 CFR 30.128 - What happens if an error in BIA's estate inventory is alleged?

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... decedent's lifetime, and BIA had not, as of the time of death, determined whether to approve the gift deed... inventory is alleged, the OHA deciding official will refer the matter to BIA for resolution under 25 CFR... proceeding, the probate decision will reflect the inventory determination. (2) If BIA does not make a...

  8. 25 CFR 42.3 - How should a school address alleged violations of school policies?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... policies? 42.3 Section 42.3 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR EDUCATION STUDENT RIGHTS § 42.3 How should a school address alleged violations of school policies? (a) In addressing... under § 42.7 consistent with the due process rights described in § 42.7....

  9. 25 CFR 42.3 - How should a school address alleged violations of school policies?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... policies? 42.3 Section 42.3 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR EDUCATION STUDENT RIGHTS § 42.3 How should a school address alleged violations of school policies? (a) In addressing... under § 42.7 consistent with the due process rights described in § 42.7....

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

    ERIC Educational Resources Information Center

    Lindahl, Mary W.

    2009-01-01

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

  11. 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…

  12. 43 CFR 30.128 - What happens if an error in BIA's estate inventory is alleged?

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ...'s estate inventory is alleged? This section applies when, during a probate proceeding, an interested... proceeding, the probate decision will reflect the inventory determination. (2) If BIA does not make a final... proceeding, the final probate decision will: (i) Include a reference to the pending inventory challenge;...

  13. 43 CFR 30.128 - What happens if an error in BIA's estate inventory is alleged?

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ...'s estate inventory is alleged? This section applies when, during a probate proceeding, an interested... a final decision in the probate proceeding, the probate decision will reflect the inventory... issues a final decision in the probate proceeding, the final probate decision will: (i) Include...

  14. 43 CFR 30.128 - What happens if an error in BIA's estate inventory is alleged?

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ...'s estate inventory is alleged? This section applies when, during a probate proceeding, an interested... proceeding, the probate decision will reflect the inventory determination. (2) If BIA does not make a final... proceeding, the final probate decision will: (i) Include a reference to the pending inventory challenge;...

  15. 43 CFR 30.128 - What happens if an error in BIA's estate inventory is alleged?

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ...'s estate inventory is alleged? This section applies when, during a probate proceeding, an interested... proceeding, the probate decision will reflect the inventory determination. (2) If BIA does not make a final... proceeding, the final probate decision will: (i) Include a reference to the pending inventory challenge;...

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

    SciTech Connect

    Not Available

    1984-03-30

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

  17. 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.

  18. 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...

  19. 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 §...

  20. 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...

  1. 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 §...

  2. 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...

  3. 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...

  4. 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 §...

  5. 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...

  6. 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...

  7. 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…

  8. 18 CFR 292.210 - Petition alleging commitment of substantial monetary resources before October 16, 1986.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 18 Conservation of Power and Water Resources 1 2011-04-01 2011-04-01 false Petition alleging commitment of substantial monetary resources before October 16, 1986. 292.210 Section 292.210 Conservation of... substantial monetary resources before October 16, 1986. (a) An applicant covered by § 292.203(c)...

  9. 18 CFR 292.210 - Petition alleging commitment of substantial monetary resources before October 16, 1986.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 18 Conservation of Power and Water Resources 1 2014-04-01 2014-04-01 false Petition alleging commitment of substantial monetary resources before October 16, 1986. 292.210 Section 292.210 Conservation of... substantial monetary resources before October 16, 1986. (a) An applicant covered by § 292.203(c)...

  10. 76 FR 42707 - Amendment of OIG Hotline Allegation System (EPA-30)

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-07-19

    ... AGENCY Amendment of OIG Hotline Allegation System (EPA-30) AGENCY: Environmental Protection Agency... System (EPA-30) to the Inspector General Enterprise Management System (IGEMS) Hotline Module. DATES.... ADDRESSES: Submit your comments, identified by Docket ID No. EPA-HQ- OEI-2011-0349, by one of the...

  11. 9 CFR 320.7 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 320.7 Section 320.7 Animals and..., REGISTRATION, AND REPORTS § 320.7 Reports by consignees of allegedly adulterated or misbranded products; sale... location of the product and the respects in which it is alleged to be adulterated or misbranded, and...

  12. 9 CFR 320.7 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 320.7 Section 320.7 Animals and..., REGISTRATION, AND REPORTS § 320.7 Reports by consignees of allegedly adulterated or misbranded products; sale... location of the product and the respects in which it is alleged to be adulterated or misbranded, and...

  13. 9 CFR 320.7 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 320.7 Section 320.7 Animals and..., REGISTRATION, AND REPORTS § 320.7 Reports by consignees of allegedly adulterated or misbranded products; sale... location of the product and the respects in which it is alleged to be adulterated or misbranded, and...

  14. 9 CFR 320.7 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 320.7 Section 320.7 Animals and..., REGISTRATION, AND REPORTS § 320.7 Reports by consignees of allegedly adulterated or misbranded products; sale... location of the product and the respects in which it is alleged to be adulterated or misbranded, and...

  15. 9 CFR 320.7 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 320.7 Section 320.7 Animals and..., REGISTRATION, AND REPORTS § 320.7 Reports by consignees of allegedly adulterated or misbranded products; sale... location of the product and the respects in which it is alleged to be adulterated or misbranded, and...

  16. 30 CFR 291.103 - May I use alternative dispute resolution to informally resolve an allegation that open and...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... informally resolve an allegation that open and nondiscriminatory access was denied? 291.103 Section 291.103 Mineral Resources MINERALS MANAGEMENT SERVICE, DEPARTMENT OF THE INTERIOR APPEALS OPEN AND... alternative dispute resolution to informally resolve an allegation that open and nondiscriminatory access...

  17. 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…

  18. 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)

  19. 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 the Assistant Secretary (Health and...

  20. The Alleged Importance of Being Tough, Really Tough

    NASA Astrophysics Data System (ADS)

    Klee, Robert

    2008-11-01

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

  1. Age determination of asylum seekers and alleged people smugglers.

    PubMed

    Bassed, Richard; Ranson, David

    2012-12-01

    This column discusses the issues encountered when courts attempt to determine if an individual who has no reliable age at birth documentation has reached adulthood, or is still a legal minor. This issue has recently received a high level of public interest due to the wrongful imprisonment in Australian adult prisons of Indonesian minors accused of people smuggling following the determination, subsequently shown to be incorrect, that they were adults. The discussion explains current deficits existing in the science of age estimation with reference to the recent Australia Human Rights Commission "Inquiry into the Treatment of Individuals Suspected of People Smuggling Who Say That They are Children". Future research possibilities in the science of age estimation which may help to resolve many of the issues are explored.

  2. 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.

  3. 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.

  4. Employee Exit Interviews.

    ERIC Educational Resources Information Center

    Paulk, Larry J.

    1984-01-01

    Describes an exit interview procedure for employees leaving the school system designed to identify potential personnel problems, maintain good employee relations, provide statistics on reasons for turnover, and provide assessment data for inservice education programs. Reports statistical data based on interview implementation, 1981-83. (TE)

  5. Federal Employees' Compensation Act.

    PubMed

    Ladou, Joseph

    2009-01-01

    The Federal Employees' Compensation Act (FECA) program provides wage loss compensation and payments for medical treatment to federal civilian employees. Administered by the Department of Labor (DOL), FECA covers over 2.7 million federal employees in more than 70 different agencies. FECA costs rose from $1.4 billion in 1990 to $2.6 in 2006, while the federal workforce remained essentially unchanged. While federal civilian employees represent only 2.1% of all workers eligible for workers' compensation benefits, federal programs account for 6% of the benefits paid. Disability benefits under FECA are far greater than those in the state workers' compensation programs. The benefit payments often exceed the former salary of the injured employee. The last congressional hearings on the FECA program were held over thirty years ago. It is unlikely that Congressional review will occur any time soon, as the entrenched bureaucracy that benefits from the FECA program defines and protects its future.

  6. 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.

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

    PubMed

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

    2013-05-01

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

  8. 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.

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

    SciTech Connect

    2009-08-01

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

  10. Applications of Mass Spectrometry in Investigations of Alleged Use of Chemical Warfare Agents

    NASA Astrophysics Data System (ADS)

    Read, Robert W.

    Chemical warfare agents were used extensively throughout the twentieth century. Many such uses are well documented; however some allegations of use of chemical warfare agents were not easily confirmed. During the early 1980s interest developed into investigation of alleged use by analytical techniques, particularly mass spectrometry. Since that time, many combined chromatographic - mass spectrometric methods have been developed, both for application to the analysis of environmental and biomedical samples and for investigation of physiological interactions of chemical warfare agents. Examples are given of some of the investigations in which the author has been involved, including those into Yellow Rain and uses of chemical warfare agents in Iraq and Iran. These examples illustrate the use of combined chromatographic-mass spectrometric methods and emphasise the importance of controls in analytical investigations.

  11. 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.

  12. 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

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

    SciTech Connect

    Gupta, V.; Pabian, F.

    1997-01-01

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

  14. Perceived credibility of children's sexual abuse allegations: effects of gender and sexual attitudes.

    PubMed

    O'Donohue, W T; Elliott, A N; Nickerson, M; Valentine, S

    1992-01-01

    We investigated whether sex role stereotyping, adversarial sexual beliefs, acceptance of interpersonal violence, sex of the subject, characteristics of the child (age, sex), and characteristics of the alleged perpetrator (stranger, father) affect judgments of the credibility of children's reports that they have been sexually abused. Two hundred and fifty-five college students in a 3 x 2 x 2 factorial arrangement were given the Burt (1980) scales and asked to read a short vignette in which a child alleged that he/she was sexually abused and the accused male denied the abuse. Although the vast majority of subjects indicated that they believed the child was telling the truth, females rated the child's credibility significantly higher than males F(1, 253) = 6.29, p = .01226. No other significant relationships were found. The results imply that the vast majority of individuals in a college sample tended to believe children's sexual abuse allegations and that this credibility assessment is not influenced by characteristics of the child or perpetrator examined in this study. Implications of the truncated range of the dependent variable and of the Burt scales are discussed.

  15. 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.

  16. Hiring the right employees.

    PubMed

    Reigle, Dale A

    2014-01-01

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

  17. Employees with Sleep Disorders

    MedlinePlus

    ... essential functions Allow the employee to listen to music or white noise with a headset Memory Deficits: ... sleep disorders, and how anxiety and diet may influence rest. Retrieved September 5, 2008, from http://www. ...

  18. Employees with Chronic Pain

    MedlinePlus

    ... Home | Accommodation and Compliance Series: Employees with Chronic Pain By Beth Loy, Ph.D. Preface Introduction Information ... at http://AskJAN.org/soar. Information about Chronic Pain How prevalent is chronic pain? Chronic pain has ...

  19. Employees Who Use Wheelchairs

    MedlinePlus

    ... of Disabilities Publications Resources Home | Accommodation and Compliance Series: Employees Who Use Wheelchairs By Linda Carter Batiste, ... Audio Version Share Introduction JAN’s Accommodation and Compliance Series is designed to help employers determine effective accommodations ...

  20. 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.

  1. Intrapreneurship: tapping employee creativity.

    PubMed

    Marszalek-Gaucher, E; Elsenhans, V D

    1988-12-01

    Seeking ways to produce new products, processes, and programs that would result in cost savings or increased revenue for nursing services and the institution, as well as attracting and retaining bright, creative nursing employees, the authors developed a pilot program to allow intrapreneurs to "run with" their ideas. The authors discuss the mechanics of their program development, implementation, and evaluation as well as examples of innovative projects under development by nursing employees.

  2. Newfield Production agrees to resolve alleged wetlands violations at production sites in Uintah and Duchesne counties (Utah)

    EPA Pesticide Factsheets

    (Denver, Colo.-February 2, 2015) The U.S. Environmental Protection Agency (EPA) announced today that Denver, Colorado-based Newfield Production Company (Newfield) has agreed to resolve alleged Clean Water Act violations and complete wetlands restoration an

  3. 78 FR 22361 - Social Security Ruling, SSR 13-1p; Titles II and XVI: Agency Processes for Addressing Allegations...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-04-15

    ... From the Federal Register Online via the Government Publishing Office SOCIAL SECURITY ADMINISTRATION 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...

  4. 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

    ... From the Federal Register Online via the Government Publishing Office SOCIAL SECURITY ADMINISTRATION 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...

  5. 78 FR 8217 - Social Security Ruling, SSR 13-1p; Titles II and XVI: Agency Processes for Addressing Allegations...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-02-05

    ... From the Federal Register Online via the Government Publishing Office SOCIAL SECURITY ADMINISTRATION 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...

  6. LC-(TOF) MS analysis of benzodiazepines in urine from alleged victims of drug-facilitated sexual assault.

    PubMed

    ElSohly, Mahmoud A; Gul, Waseem; Murphy, Timothy P; Avula, Bharathi; Khan, Ikhlas A

    2007-10-01

    The present study employs a recently reported liquid chromatography-(time of flight) mass spectrometry procedure for the simultaneous analysis of 22 benzodiazepines in human urine specimens. The analysis focused on the most commonly prescribed benzodiazepines and/or their metabolites. Using this method, the limit of quantitation for the benzodiazepines tested ranged from 2 to 10 ng/mL, while the limit of detection range was 0.5 to 3.0 ng/mL. Urine specimens collected from alleged victims of drug-facilitated sexual assault (156 specimens) were tested. Only 19 out of the 22 benzodiazepines analyzed were detected in these specimens. These same specimens were previously screened for benzodiazepines by various immunoassay techniques using a 50 ng/mL cut-off level and confirmed by a gas chromatography-mass spectrometry method after acid hydrolysis to their benzophenone skeletons, thus making the identification of the specific benzodiazepine(s) involved impossible for most specimens. This study aims to offer an alternative methodology that would allow such identification for similar specimens. Additionally, the distribution of the individual benzodiazepines of interest among the 156 specimens as well as their prevalence in specimens originating in different U.S. states is presented.

  7. 9 CFR 3.57 - Employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

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

  8. 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...

  9. 9 CFR 3.57 - Employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

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

  10. 9 CFR 3.57 - Employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

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

  11. 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...

  12. 9 CFR 3.85 - Employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 9 Animals and Animal Products 1 2012-01-01 2012-01-01 false Employees. 3.85 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...

  13. 9 CFR 3.85 - Employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 9 Animals and Animal Products 1 2013-01-01 2013-01-01 false Employees. 3.85 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...

  14. 9 CFR 3.85 - Employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 9 Animals and Animal Products 1 2011-01-01 2011-01-01 false Employees. 3.85 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...

  15. 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...

  16. 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...

  17. 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...

  18. 9 CFR 3.85 - Employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 9 Animals and Animal Products 1 2014-01-01 2014-01-01 false Employees. 3.85 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...

  19. 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…

  20. 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...

  1. Motivating medical employees toward high quality work.

    PubMed

    Zinober, J W

    1992-01-01

    In her continuing series on human relation, Joan Wagner Zinober, Ph.D., M.B.A., discusses the intricacies of motivating medical staff. This article looks at the principles of motivation and provides ideas for improving the quality and quantity of employee work.

  2. Enhancing Employee Skills.

    ERIC Educational Resources Information Center

    1999

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

  3. Employees on the Move!

    ERIC Educational Resources Information Center

    Levin, Sarah

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

  4. Managing Employee Assistance Programmes.

    ERIC Educational Resources Information Center

    Schmidenberg, Olive C.; Cordery, John L.

    1990-01-01

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

  5. 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.

  6. 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.

  7. 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…

  8. Employee involvement: motivation or manipulation?

    PubMed

    McConnell, C R

    1998-03-01

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

  9. Professional Employees Turn to Unions

    ERIC Educational Resources Information Center

    Chamot, Dennis

    1976-01-01

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

  10. 16 CFR 1000.22 - Office of Human Resources Management.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... ORGANIZATION AND FUNCTIONS § 1000.22 Office of Human Resources Management. The Office of Human Resources... executive development, employee and labor relations, employee benefits and retirement assistance,...

  11. Evaluation of Defense Hotline Allegations at the Defense Contract Audit Agency Santa Barbara Suboffice

    DTIC Science & Technology

    2014-10-08

    No. DODIG-2015-005 O C T O B E R 8 , 2 0 1 4 Evaluation of Defense Hotline Allegations at the Defense Contract Audit Agency Santa Barbara...inside back cover. I N T E G R I T Y  E F F I C I E N C Y  A C C O U N T A B I L I T Y  E X C E L L E N C E dodig.mil/ hotline |800.424.9098... HOTLINE Department of Defense F r a u d , W a s t e & A b u s e FOR OFFICIAL USE ONLY FOR OFFICIAL USE ONLY DODIG-2015-005 (Project No. D2009

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

    PubMed

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

    2011-05-01

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

  13. Failures of foreseeability: Risk management considerations in reducing allegations of sexual violence in psychiatric units.

    PubMed

    Banja, John D

    2017-01-01

    This article begins with a brief discussion of findings on causal factors leading to allegations of sexual violence in health care facilities and then offers the author's account of 4 such cases that he reviewed, 3 of which occurred in psychiatric units. These cases show remarkably similar variables, especially involving decisions to allow male and female patients to commingle, the inadequate physical layout of the units, poor or absent video surveillance, and staff unacquainted with institutional policies on patient safety or refusing to enforce relevant rules. These variables arguably amount to "failures of foreseeability" that reasonably cautious health care personnel should recognize as facilitating or enabling sexual violence. As such, the proactive message of this article for health care risk management urges critical and robust attention paid to a unit's environmental/physical design as well as to performance factors among personnel so as to prevent sexual attacks and diminish the probability of malpractice actions.

  14. Office of Inspector General inspection report on ``Inspection of an allegation regarding the voluntary separation program at the Savannah River Operations Office``

    SciTech Connect

    1998-10-01

    In April 1996, the Savannah River Operations Office received approval from DOE Headquarters to offer Westinghouse Savannah River Company (WSRC) and Bechtel Savannah River, Inc. (BSRI) employees early termination incentives to facilitate downsizing of the contractor workforce thereby minimizing involuntary separations. In 1996, 217 individuals at the Savannah River Site (SRS) accepted a Voluntary Separation Program (VSP) incentive. The Office of Inspector General (OIG) received an allegation that a former senior manager of the WSRC was provided an opportunity to terminate employment through a VSP. The complainant wrote that after separating from WSRC, and receiving a large bonus for doing so, the former senior manager returned to work at the Savannah River Site (SRS) without observing a required waiting period of one year. The inspection determined that the former senior manager terminated employment with WSRC under the VSP program. It was found that the former senior manager`s departure from WSRC was delayed for six months, until December 31, 1996, in order for a replacement to be relocated from Pittsburgh, Pennsylvania, to SRS and be familiarized with the position. The underlying principle of the VSP was to allow WSRC and BSRI employees to voluntarily leave the SRS workforce, and, if necessary, only be replaced by current SRS employees. The Office of Inspector General concluded that WSRC allowed the former senior manager to participate in the VSP, and then replaced the senior manager with an individual from Westinghouse`s headquarters in Pittsburgh. Consequently, WSRC did not meet the test of prudent business judgment required by its contract with DOE. It was recommended that both the former senior manager`s VSP bonus payment of $99,762, as well as $36,892 in travel and relocation costs expended to move the replacement from Pittsburgh to SRS, be recovered from WSRC. They also recommended that the Manager, Savannah River Operations Office, determine whether any

  15. New method for retrospective detection of exposure to organophosphorus anticholinesterases: application to alleged sarin victims of Japanese terrorists.

    PubMed

    Polhuijs, M; Langenberg, J P; Benschop, H P

    1997-09-01

    With regard to detection of exposure to anticholinesterase, the presently used methods have the disadvantage that they cannot detect either low-level exposures with certainty or the structure of the agent and the extent of poisoning. In principle, organophosphate-inhibited butyrylcholinesterase in human plasma is the most persistent and abundant source for biomonitoring of exposure to organophosphate anticholinesterases. Fluoride ions reactivate the inhibited enzyme readily at pH 4, converting the organophosphate moiety into the corresponding phosphofluoridate. Subsequent quantitation of the latter product provides a reliable, highly sensitive and retrospective method for detection of exposure to, or handling of, organophosphates such as nerve agents and organophosphorus pesticides. We applied the new procedure to serum samples from victims of the Tokyo subway attack by the AUM Shinriyko sect and from an earlier incident at Matsumoto. In serum of 10 of 11 victims from the Tokyo incident and of 2 of the 7 samples from the Matsumoto incident, reactivation with fluoride ions yielded sarin concentrations in the range of 0.2-4.1 ng/ml serum. Evidently, these victims had been exposed to an organophosphate with the structure PriO(CH3)P(O)X, presumably with X = F (sarin). Several applications of the new procedure to establish nerve agent and/or organophosphate (OP) pesticide exposure can be envisaged, e.g., (i) in biomonitoring of exposure for health surveillance of those handling organophosphates, (ii) in cases of alleged exposure to nerve agents and/or OP pesticides in armed conflict situations or terrorist attacks, (iii) in medical treatment of intoxication, and (iv) in forensic cases against suspected terrorists that may have handled anticholinesterases.

  16. 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.

  17. 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.

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

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-01-13

    ...) Requirements AGENCY: Occupational Safety and Health Administration (OSHA), Labor. ACTION: Request for public... Occupational Safety and Health Administration OSHA-7 Form (``Notice of Alleged Safety and Health Hazards... information collection requirements specified in the OSHA-7 Form. DATES: Comments must be...

  19. 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…

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

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  1. 31 CFR 536.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  2. 31 CFR 598.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

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

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  4. 31 CFR 598.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  5. 31 CFR 598.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  6. 31 CFR 536.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  7. 31 CFR 598.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  8. 31 CFR 536.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  9. 31 CFR 536.408 - Alleged change in ownership or control of an entity designated as a specially designated...

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  10. 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

    ... 30 Mineral Resources 2 2010-07-01 2010-07-01 false May I call the MMS Hotline to informally... Hotline to informally resolve an allegation that open and nondiscriminatory access was denied? Before... and nondiscriminatory access by calling the toll-free MMS Hotline at 1-888-232-1713. (a) MMS...

  11. 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

    ... violation? 42.5 Section 42.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR EDUCATION STUDENT RIGHTS § 42.5 When can a school use ADR processes to address an alleged violation? (a) The school may... special education disciplinary proceeding where use of ADR would not be compatible with the...

  12. 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

    ... violation? 42.5 Section 42.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR EDUCATION STUDENT RIGHTS § 42.5 When can a school use ADR processes to address an alleged violation? (a) The school may... special education disciplinary proceeding where use of ADR would not be compatible with the...

  13. 9 CFR 381.181 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 381.181 Section 381.181 Animals and... allegedly adulterated or misbranded products; sale or transportation as violations. Whenever the consignee... product on the grounds that it is adulterated or misbranded, the consignee shall notify the...

  14. 9 CFR 381.181 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 381.181 Section 381.181 Animals and... allegedly adulterated or misbranded products; sale or transportation as violations. Whenever the consignee... product on the grounds that it is adulterated or misbranded, the consignee shall notify the...

  15. 9 CFR 381.181 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 381.181 Section 381.181 Animals and... allegedly adulterated or misbranded products; sale or transportation as violations. Whenever the consignee... product on the grounds that it is adulterated or misbranded, the consignee shall notify the...

  16. 9 CFR 381.181 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 381.181 Section 381.181 Animals and... allegedly adulterated or misbranded products; sale or transportation as violations. Whenever the consignee... product on the grounds that it is adulterated or misbranded, the consignee shall notify the...

  17. 9 CFR 381.181 - Reports by consignees of allegedly adulterated or misbranded products; sale or transportation as...

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... adulterated or misbranded products; sale or transportation as violations. 381.181 Section 381.181 Animals and... allegedly adulterated or misbranded products; sale or transportation as violations. Whenever the consignee... product on the grounds that it is adulterated or misbranded, the consignee shall notify the...

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

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

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

    Code of Federal Regulations, 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...

  20. 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...

  1. 42 CFR 447.90 - FFP: Conditions related to pending investigations of credible allegations of fraud against the...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

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

  2. 18 CFR 2.300 - Statement of policy concerning allegations of fraud, abuse, or similar grounds under section 601...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... passthrough of gas prices incurred by an interstate pipeline. (a) In order for the issue of fraud, as that... intervenors must file a complaint alleging that: (1) The interstate pipeline, any first seller who sells natural gas to the interstate pipeline, or both acting together, have made a fraudulent...

  3. 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

    ... passthrough of gas prices incurred by an interstate pipeline. (a) In order for the issue of fraud, as that... intervenors must file a complaint alleging that: (1) The interstate pipeline, any first seller who sells natural gas to the interstate pipeline, or both acting together, have made a fraudulent...

  4. Emotional, Behavioral, and Physical Symptoms Reported by Parents of Sexually Abused, Nonabused, and Allegedly Abused Prepubescent Females.

    ERIC Educational Resources Information Center

    Wells, Robert D.; And Others

    1995-01-01

    Girls who had been sexually abused (n=68) or had alleged being sexually abused (n=68) exhibited sleep problems, fearfulness, emotional and behavioral changes, concentration problems, and sexual curiosity and knowledge. Girls known to have been abused were more self-conscious, fearful of being left alone, and had more nightmares than the allegedly…

  5. 42 CFR 447.90 - FFP: Conditions related to pending investigations of credible allegations of fraud against the...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

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

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

    SciTech Connect

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

    1995-03-01

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

  7. 45 CFR 73.735-1302 - Responsibility for reporting allegations of misconduct.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... formal government-wide review system has been established by the Federal government. ... of misconduct. An employee who has information which he or she reasonably believes indicates the... danger to the public health and safety, shall immediately report such information to his or...

  8. 77 FR 14490 - Defense Federal Acquisition Regulation Supplement: Alleged Crimes By or Against Contractor...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-03-12

    ... laws; (ii) Provisions of the law of war, as well as any other applicable treaties and international... shall institute and implement an effective program to prevent violations of the law of war by its employees and subcontractors, including law of war training in accordance with paragraph (e)(1)(vii) of...

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

  10. 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.…

  11. 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

  12. European Court of Human Rights rejects prisoner's plea for prison needle exchange.

    PubMed

    Chu, Sandra Ka Hon

    2008-07-01

    On 4 January 2008, the European Court of Human Rights declared inadmissible an application from prisoner John Shelley alleging a violation of his rights under the Convention for the Protection of Human Rights and Fundamental Freedoms (European Convention).

  13. 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.

  14. 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.

  15. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  16. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  17. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

  18. 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...

  19. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

  20. Motivating pharmacy employees.

    PubMed

    White, S J; Generali, J A

    1984-07-01

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

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

    PubMed Central

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

    2015-01-01

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

  2. Clothing damage analysis in alleged sexual assaults--the need for a systematic approach.

    PubMed

    Boland, C A; McDermott, S D; Ryan, J

    2007-04-11

    Clothing damage analysis is an integral part of the examinations carried out in sexual assault type cases. This analysis can be used to corroborate different versions of events and is at its most powerful in elucidating false allegation cases and consent cases. The purpose of this study was to determine to what extent people with varying levels of forensic awareness, experience and training could correctly carry out damage analysis. Two participant groups were asked to take part in this study. Group A ('forensic group') comprised participants at a forensic science conference, and Group B ('student group') comprised students undertaking a degree course in Forensic Science. Each group was given a practical workshop consisting of a lecture outlining common fabric types and general features observed in different damage types. Each participant was subsequently shown 25 pieces of 'damage' and asked to identify both the type of fabric construction (knit or weave) and the type of damage (cut, tear, rip, wear and tear). The ability to identify fabric construction and damage types varied within the two groups studied and across the groups. The forensic group performed better both in fabric and damage assessment than the student group. This paper suggests a systematic approach to clothing damage analysis to maximise the benefits that can be obtained from this area of forensic science and to minimise the subjectivity within the field.

  3. Employee Ownership, Motivation and Productivity.

    ERIC Educational Resources Information Center

    Michie, Jonathan; Oughton, Christine; Bennion, Yvonne

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

  4. Counseling Employees: A Multifaceted Approach.

    ERIC Educational Resources Information Center

    Sandhu, Daya Singh, Ed.

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

  5. Professional Employees and Collective Bargaining.

    ERIC Educational Resources Information Center

    Douglas, Joel M., Ed.

    1987-01-01

    The status of professional employees at colleges and their role within the unionized workplace are considered in two articles. In "The Position of Professional Employees," Eliot Freidson discusses findings of a study on professionals and implications for college collective bargaining. Attention is directed to the validity of the position…

  6. Sexual Misconduct by School Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    1992-01-01

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

  7. [Psychosocial factors and health status of employees].

    PubMed

    Dudek, Bohdan

    2005-01-01

    An issue of relationship between exposure to psychosocial factors and health status of employees is presented in this review. It is difficult to find hard evidence that could reliably confirm this relationship. Methodological difliculties encountered in measuring psychosocial factors and health effects and in designing research procedures are responsible for equivocal study results. However, a huge number of articles presenting the results of numerous studies make us convinced that many human organs are targets of dangerous impact of stress evoked by job conditions. Bearing in mind that work processes and working conditions become more and snore stressogenic. one can expect that in the near future psychosocial factors will form a group of the most dangerous health hazards. Therefore, it is an urgent challenge facing the occupational health service (OHS) to adapt its system of prevention to the specificity of threats, and thus better protect employees against harmful impact of the psychosocial factors.

  8. 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.

  9. 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.

  10. 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…

  11. 5 CFR 9701.351 - Setting an employee's starting pay.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  12. 5 CFR 9701.351 - Setting an employee's starting pay.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 3 2012-01-01 2012-01-01 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...

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

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  14. If your employees were the customers.

    PubMed

    Markowich, M M; Farber, J A

    1989-09-01

    Orientation programs that introduce employees to the company can promote the company product and organizational values to employees. United Hospital Inc. is a multi-health-care corporation that has experienced positive results from a new-employee orientation program.

  15. Allegations that a Political Appointee at the Environmental Protection Agency was Exercising Control over the Office of the Inspector General.

    DTIC Science & Technology

    1981-06-25

    Political Appointee at the / Environmental Protection Agency was Exercising -. Pqntrol over the Office of the Inspector General , (AFMD-81-77). This letter...and are commonly referred to as political appointments. 2 B-203744 that time there was neither an Inspector General nor a Deputy Inspector General . l...AD-AI07 190 GENERAL ACCOUNTING OFFICE WASHINGTON DC ACCOUNTING A--ETC FIG 5/4 ALLEGATIONS THAT A POLITI CAL APPOINTEE AT THE ENV IRONMENTAL PRO--ETC

  16. 75 FR 4822 - Decision To Evaluate a Petition To Designate a Class of Employees for Linde Ceramics, Tonawanda...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-01-29

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

  17. Employee Assistance Program Issues

    NASA Technical Reports Server (NTRS)

    Gettleman, Alan G.; McGuire, William

    1999-01-01

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

  18. 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.

  19. 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.

  20. 28 CFR 115.331 - Employee training.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  1. Every employee an owner. Really.

    PubMed

    Rosen, Corey; Case, John; Staubus, Martin

    2005-06-01

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

  2. 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.

  3. Employee leasing ... then and now.

    PubMed

    Cogdill, D M

    1989-01-01

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

  4. Employee Resistance to Computer Technology.

    ERIC Educational Resources Information Center

    Ewert, Alan

    1984-01-01

    The introduction of computers to the work place may cause employee stress. Aggressive, protective, and avoidance behaviors are forms of staff resistance. The development of good training programs will enhance productivity. Suggestions for evaluating computer systems are offered. (DF)

  5. Employee Benefit Reporting After ERISA

    ERIC Educational Resources Information Center

    Steen, Wesley W.

    1976-01-01

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

  6. Roadmap to a Sustainable Structured Trusted Employee Program

    SciTech Connect

    Coates, Cameron W; Eisele, Gerhard R

    2013-08-01

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

  7. Strategies for improving employee retention.

    PubMed

    Verlander, Edward G; Evans, Martin R

    2007-03-28

    This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined.

  8. 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'...

  9. Evaluation of Classified Employees. Research into Practice

    ERIC Educational Resources Information Center

    Williamson, Ronald

    2012-01-01

    Evaluation is an important tool to develop and retain skilled employees. It should be used to recognize employees that are performing well, to identify areas for growth and to provide employees with clear, explicit feedback about their performance. An agreed upon appraisal system lets employees know what is expected, what is recognized and…

  10. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  11. 22 CFR 210.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Employee. 210.640 Section 210.640 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a...

  12. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  13. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  14. 22 CFR 1509.640 - Employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Employee. 1509.640 Section 1509.640 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

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

    ERIC Educational Resources Information Center

    Stern, Robert N.

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

  16. 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 Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly...

  17. 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 Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a...

  18. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 15 2011-07-01 2011-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  19. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 15 2010-07-01 2010-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  20. 28 CFR 83.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  1. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 40 Protection of Environment 16 2014-07-01 2014-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  2. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 40 Protection of Environment 16 2013-07-01 2013-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  3. 40 CFR 68.83 - Employee participation.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 40 Protection of Environment 16 2012-07-01 2012-07-01 false Employee participation. 68.83 Section...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... employee participation required by this section. (b) The owner or operator shall consult with employees...

  4. 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...

  5. 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...

  6. 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...

  7. 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...

  8. 31 CFR 20.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  9. 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...

  10. 29 CFR 1904.35 - Employee involvement.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  11. 28 CFR 97.12 - Employee training.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  12. 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,…

  13. Base rates, multiple indicators, and comprehensive forensic evaluations: why sexualized behavior still counts in assessments of child sexual abuse allegations.

    PubMed

    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 diagnostic value of sexualized behavior, including the claim that when population base rates for abuse are properly taken into account, the diagnostic value of sexualized behavior is insignificant. This article also identifies a best practice comprehensive evaluation model with a methodology that is effective in mitigating such concerns.

  14. 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…

  15. 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…

  16. 45 CFR 86.8 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

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

  17. 45 CFR 86.8 - Designation of responsible employee and adoption of grievance procedures.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

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

  18. 45 CFR 4.1 - Suits against the Department and its employees in their official capacities.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Suits against the Department and its employees in 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 official capacities. Summonses and complaints...

  19. 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…

  20. Book Swap Now Open to All Employees | Poster

    Cancer.gov

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

  1. 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…

  2. Employee contract issues for dermatologists.

    PubMed

    Brown, Christopher E; Indest, George F

    2013-12-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  4. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  5. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  6. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  7. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  8. 20 CFR 226.10 - Employee tier I.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee tier I. 226.10 Section 226.10... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.10 Employee tier I. Tier I of an employee annuity is an amount similar to the social security benefit the employee...

  9. Inspection of alleged design and construction deficiencies in the Nuclear Materials Storage Facility at the Los Alamos National Laboratory

    SciTech Connect

    1997-01-16

    On June 8, 1994, the Office of Inspections, Office of Inspector General (OIG), Department of Energy (DOE), received a letter dated May 31, 1994, from a complainant concerning the Nuclear Materials Storage Facility (NMSF) at the Los Alamos National Laboratory. The complainant alleged that the NMSF, completed in 1987, was so poorly designed and constructed that it was never usable and that DOE proposed to gut the entire facility and sandblast the walls. According to the complainant, ``these errors are so gross as to constitute professional malpractice in a commercial design setting.`` The complainant further stated that ``DOE proposes to renovate this facility to store large amounts of plutonium (as much as 30 metric tons, by some accounts), and it is imperative that the public receive some assurance that this waste will not recur and that the facility will be made safe.`` The purpose of our inspection was to determine if the allegations regarding the design and construction of the NMSF were accurate, and if so, to determine if the Government could recover damages from the Architect/Engineer and/or the construction contractor. We also reviewed the Department`s proposed actions to renovate the NMSF.

  10. Biological mercury measurements before and after administration of a chelator (DMPS) and subjective symptoms allegedly due to amalgam.

    PubMed

    Schuurs, A; Exterkate, R; ten Cate, J M; ten Cate, B

    2000-12-01

    The aim of the study was to explore multivariately the relationship between subjective symptoms allegedly due to amalgam and mercury measurements before and after administration of a chelator. Of 120 participants, the mercury concentrations in urine (U-Hg) and plasma (P-Hg) before and after a chelating agent or placebo were determined as were the numbers of fillings and symptoms allegedly due to subjective symptoms. The dental status was charted. Blood was analysed on 13 parameters. The analysis revealed neither the parameters in blood nor the subjective symptoms to be associated with a dimension dominated by 'mercury indicators'. The final analysis was therefore performed with 'number of subjective symptoms' and enabled to distinguish two subsamples. One subsample was characterised by > 2 subjective "symptoms", highest scores for U-Hg, P-Hg and filled surfaces, and chewing gum for > 1 h a day. The other subsample comprised the subjects with few filled surfaces and low U-Hg and P-Hg, but was not characterised by "no subjective symptoms". The chelator was considered neither to invalidate nor to improve these findings and was concluded not to be helpful in diagnosing "symptoms". The chelator caused side effects in 42% of the subjects and the placebo in 27%. A relationship between amalgam fillings and subjective symptoms could not be shown. Therefore, the mere fact of knowing to have amalgam fillings was assumed to be the reason why subjective symptoms were attributed to amalgam and side effects were ascribed to the treatment.

  11. Multigeneration employees: strategies for effective management.

    PubMed

    Kupperschmidt, B R

    2000-09-01

    Today's health care workforce comprises Traditional, Baby Boomer, and Generation X employees. Effective managers must understand the times and generational characteristics of these employees and they must assure that employees understand and respect one another's differences. They must foster open discussion of how generational differences influence attitudes toward work and organizations. They must provide opportunities for multigeneration employees to contribute their best concurrent with meeting organizational goals. Employees must be offered a conditional security based upon value-added results and collaboration. Managers must use leadership practices that encourage the hearts of dispirited employees.

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

    ERIC Educational Resources Information Center

    Mihm, J. Christopher

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

  13. 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.

  14. SEA - A Simplified Employee Assessment

    SciTech Connect

    Busby, L

    2001-04-23

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

  15. The Federal Employees' Compensation Act.

    ERIC Educational Resources Information Center

    Nordlund, Willis J.

    1991-01-01

    The 1916 Federal Employees' Compensation Act is still the focal point around which the federal workers compensation program works today. The program has gone through many changes on its way to becoming a modern means of compensating workers for job-related injury, disease, and death. (Author)

  16. THE CASE FOR EMPLOYEE EDUCATION.

    ERIC Educational Resources Information Center

    DUBOIS, EDWARD A.C.

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

  17. Organizational Silence in Sports Employees

    ERIC Educational Resources Information Center

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

    2016-01-01

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

  18. Economic Literacy among Corporate Employees.

    ERIC Educational Resources Information Center

    Wood, William C.; Doyle, Joanne M.

    2002-01-01

    Reports the results of a telephone survey of employees (n=1001) of large corporations (n=7) conducted for the Business Roundtable. Embeds 20 questions keyed to the Voluntary National Content Standards in Economics to measure economic literacy. Finds that economic literacy was associated with education level, courses in economics, high income, and…

  19. Applying Employee Involvement in Schools.

    ERIC Educational Resources Information Center

    Mohrman, Susan Albers; And Others

    1992-01-01

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

  20. Recruiting Employees for ESL Classes.

    ERIC Educational Resources Information Center

    Arlington County Public Schools, VA. REEP, Arlington Education and Employment Program.

    Specific ideas and procedures for motivating employees to sign up for and attend classes in English are outlined. The roles of the management in general and the supervisor in particular in supporting and encouraging attendance are emphasized. These individuals are seen as important in motivating, scheduling, implementing and retaining students,…

  1. Motivating employees: an incentive program.

    PubMed

    Barczewski, R W; Michelson, L D

    1991-01-01

    Motivating employees is a challenging and critical task for all managers--no matter what the field. Robert Barczewski, M.B.A., and Linda Michelson describe how a successful incentive program at the Washington University School of Medicine was developed.

  2. 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.

  3. 76 FR 70148 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-10

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

  4. 76 FR 70147 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-10

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

  5. 76 FR 7852 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-02-11

    ... HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure... Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice concerning the final effect of the HHS decision to designate a class of employees from BWX Technologies, Inc., Lynchburg, Virginia, as an...

  6. 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.

  7. The "Seven Cs" for Employee Retention.

    ERIC Educational Resources Information Center

    Taguchi, Sherrie Gong

    2001-01-01

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

  8. Corporate Benefits of Employee Recreation Programs.

    ERIC Educational Resources Information Center

    Finney, Craig

    1984-01-01

    Employee recreation programs have been shown to reduce absenteeism, increase performance and productivity, reduce stress levels, and increase job satisfaction. Studies that present positive results of employee recreation are discussed. (DF)

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

    PubMed Central

    Rafiei, Sima; Pourreza, Abolghasem

    2013-01-01

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

  10. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An...

  11. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An...

  12. 22 CFR 120.39 - Regular employee.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Regular employee. 120.39 Section 120.39 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS PURPOSE AND DEFINITIONS § 120.39 Regular employee. (a) A regular employee means for purposes of this subchapter: (1) An...

  13. 30 CFR 56.18006 - New employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  14. 30 CFR 57.18006 - New employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  15. 30 CFR 56.18006 - New employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  16. 30 CFR 57.18006 - New employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  17. 48 CFR 725.703 - Contractor employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Contractor employees. 725... SOCIOECONOMIC PROGRAMS FOREIGN ACQUISITION Source, Origin, and Nationality 725.703 Contractor employees. (a... on employees or consultants of either contractors or subcontractors providing services under an...

  18. 49 CFR 199.115 - Contractor employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.115 Section 199.115... § 199.115 Contractor employees. With respect to those employees who are contractors or employed by a contractor, an operator may provide by contract that the drug testing, education, and training required...

  19. 49 CFR 199.245 - Contractor employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.245 Section 199.245... Prevention Program § 199.245 Contractor employees. (a) With respect to those covered employees who are contractors or employed by a contractor, an operator may provide by contract that the alcohol...

  20. 76 FR 2142 - Employee Benefits Security Administration

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-01-12

    ... Benefits Security Administration Hearing on Definition of ``Fiduciary'' AGENCY: Employee Benefits Security... that the Employee Benefits Security Administration will hold a hearing to consider issues attendant to... and Interpretations, Employee Benefits Security Administration, U.S. Department of Labor, at (202)...

  1. 24 CFR 21.640 - Employee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 24 Housing and Urban Development 1 2011-04-01 2011-04-01 false Employee. 21.640 Section 21.640 Housing and Urban Development Office of the Secretary, Department of Housing and Urban Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee...

  2. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 7 Agriculture 3 2011-01-01 2011-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  3. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 4 2011-01-01 2011-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  4. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 4 2014-01-01 2014-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  5. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 7 Agriculture 3 2014-01-01 2014-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  6. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 4 2013-01-01 2013-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  7. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 3 2010-01-01 2010-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  8. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  9. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 7 Agriculture 3 2013-01-01 2013-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  10. 10 CFR 1060.301 - Government employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 4 2012-01-01 2012-01-01 false Government employees. 1060.301 Section 1060.301 Energy DEPARTMENT OF ENERGY (GENERAL PROVISIONS) PAYMENT OF TRAVEL EXPENSES OF PERSONS WHO ARE NOT GOVERNMENT EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable...

  11. 7 CFR 97.154 - Government employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 7 Agriculture 3 2012-01-01 2012-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... attorneys or agents in proceedings or other matters before government departments or agencies, shall not...

  12. 12 CFR 612.2155 - Employee reporting.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... residing in the employee's household, any business partner, or any entity controlled by the employee or... entity transacts business with the employing institution or any institution supervised by the employing institution; and (2) The name and the nature of the business of any entity in which the employee has...

  13. 12 CFR 612.2155 - Employee reporting.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... residing in the employee's household, any business partner, or any entity controlled by the employee or... entity transacts business with the employing institution or any institution supervised by the employing institution; and (2) The name and the nature of the business of any entity in which the employee has...

  14. 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 Housing and Urban Development Office of the Secretary, Department of Housing and Urban Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee...

  15. 36 CFR 21.8 - Employee certification.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 36 Parks, Forests, and Public Property 1 2011-07-01 2011-07-01 false Employee certification. 21.8 Section 21.8 Parks, Forests, and Public Property NATIONAL PARK SERVICE, DEPARTMENT OF THE INTERIOR HOT SPRINGS NATIONAL PARK; BATHHOUSE REGULATIONS § 21.8 Employee certification. (a) Employees engaged...

  16. 29 CFR 779.112 - Office employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Office employees. 779.112 Section 779.112 Labor Regulations... Engaged in Commerce Or in the Production of Goods for Commerce § 779.112 Office employees. Similarly office employees of retail businesses who regularly and recurrently check records of and make...

  17. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

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

  18. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

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

  19. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

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

  20. 14 CFR 1212.700 - NASA employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

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

  1. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  2. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  3. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  4. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  5. 28 CFR 105.24 - Employee's rights.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy...

  6. 29 CFR 401.6 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 2 2010-07-01 2010-07-01 false Employee. 401.6 Section 401.6 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR LABOR-MANAGEMENT STANDARDS MEANING OF TERMS USED IN THIS SUBCHAPTER § 401.6 Employee. Employee means any individual employed by an...

  7. 22 CFR 171.41 - Covered employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... Foreign Relations DEPARTMENT OF STATE ACCESS TO INFORMATION AVAILABILITY OF INFORMATION AND RECORDS TO THE PUBLIC Ethics in Government Act Provisions § 171.41 Covered employees. (a) Officers and employees (including special Government employees as defined in 18 U.S.C. 202) whose positions are classified at...

  8. 29 CFR 1917.122 - Employee exits.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 7 2013-07-01 2013-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED... marked. (b) If an employee exit is not visible from employees' work stations, directional...

  9. 29 CFR 1917.122 - Employee exits.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 7 2011-07-01 2011-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR (CONTINUED... marked. (b) If an employee exit is not visible from employees' work stations, directional...

  10. Employers' Perspectives of Employees' Personal Financial Literacy

    ERIC Educational Resources Information Center

    Davis, Rita; Carnes, Lana

    2005-01-01

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

  11. 40 CFR 273.16 - Employee training.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  12. 40 CFR 273.36 - Employee training.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  13. 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...

  14. 5 CFR 575.305 - Applicability to employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... special need of the agency for the employee's services makes it essential to retain the employee; and (2... employees or a special need of the agency for the employees' services makes it essential to retain...

  15. 5 CFR 575.305 - Applicability to employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... special need of the agency for the employee's services makes it essential to retain the employee; and (2... employees or a special need of the agency for the employees' services makes it essential to retain...

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

    PubMed

    Brew-Graves, Emmeline; Morgan, Louise

    2015-08-01

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

  17. Employee discipline: a changing paradigm.

    PubMed

    Raper, J L; Myaya, S N

    1993-12-01

    To increase the receptiveness of health care supervisors to a broader meaning of discipline and to simulate investigation of nontraditional methods of encouragement to employees who fail to meet minimum standards of conduct and thereby negatively affect the quality of patient care, a subjectively realistic view of the implications of the traditional punitive disciplinary paradigm is presented. Through the use of a case study, the authors present, explain, and apply the contemporary concept of discipline without punishment as first described by J. Huberman.

  18. Copyright in Government Employee Works

    DTIC Science & Technology

    1981-01-01

    34 Government shop right" exists despite the comment to the contrary in the House Judici- ary Committee’s discussion of section 201.Ŝ Supportive of this...NUMBERS Copyright in Government Employee Works 5. AUTHOR(S) John 0. Tresansky 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) 8. PERFORMING... Government and is not subject to copyright protection in the United States. Foreign copyrights may apply. 12. ABSTRACT (Maximum 200 words) Section 105 of

  19. Alleged drug facilitated sexual assault (DFSA) in Northern Ireland from 1999 to 2005. A study of blood alcohol levels.

    PubMed

    Hall, Janet; Goodall, Edward A; Moore, Tara

    2008-11-01

    Alleged sexual assault cases, identified from the forensic science Northern Ireland (FSNI) database, which had toxicology assays carried out on either blood or urine samples, were examined for the years 1999 up to and including 2005. In 1999 there were 30 toxicology requests while in 2005 there were 51, representing a 70% increase. The percentage of cases containing alcohol, drugs or both increased from 66% in 1999 to 78% in 2005. The estimated average blood alcohol concentration remained broadly similar throughout the spread of years. It was found to be 218mg% (milligrams per 100 millilitres) in 1999 and 217mg% in 2005. The actual number of cases studied within the 12h cut-off time rose from 9 in 1999 to 22 in 2005. The relationship between negative toxicology results and time delay between the alleged assault and forensic sampling was examined. This showed that between 44% and 74% of cases were found to have a time delay of >12h. Some of these cases may therefore represent false negative results. The presence of drugs, either alone or in combination with other drugs, doubled between 1999 and 2005. Increased identification was found with antidepressants, recreational drugs, benzodiazepines and analgesics, some of which were also associated with alcohol consumption. The findings are sufficient to cause alarm for the health and safety of certain individuals and their increased vulnerability to sexual assault in some social settings. Additionally, the legal implications of what constitutes valid consent needs to be considered further in the light of these findings, if attrition rates are to improve.

  20. Employee incentives in the healthcare industry.

    PubMed

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

    2008-01-01

    *Employee incentives are an important part of a radiology department's ability to attract and maintain employees. For incentive programs to be successful, radiology managers must diligently look for the incentives that motivate each particular employee. *The types of incentives being used frequently in the field of healthcare vary between technical, managerial, and executive positions. The process of identifying the right employee incentive for each group of individuals may be challenging, but if the result is a more productive and satisfied group of employees, the process is worth the effort.

  1. Educating supervisors of employees with diabetes.

    PubMed

    Wood, Felecia G; Jacobson, Sharol

    2008-06-01

    The worksite presents special challenges not only for employees with diabetes, but also for their supervisors. Supervisors wonder whether certain behaviors are willful misconduct or indicative of health problems, as well as if and how to accommodate employees with diabetes to meet the needs of the employees and the company, within the law. The purpose of this research was to pilot test an innovative educational program for supervisors of employees with diabetes to benefit employees' health and diabetes control while meeting the legal requirements of the Americans with Disabilities Act (ADA). Nine supervisors completed a 6-hour program that included innovative teaching strategies--"living the life" of a person with diabetes for 2 days and case studies to practice decision making according to the ADA. The program increased supervisors' reported self-efficacy for supervising employees with diabetes and should improve work life for employees with diabetes, ultimately decreasing employers' health care costs.

  2. Multicultural Nursing: Providing Better Employee Care.

    PubMed

    Rittle, Chad

    2015-12-01

    Living in an increasingly multicultural society, nurses are regularly required to care for employees from a variety of cultural backgrounds. An awareness of cultural differences focuses occupational health nurses on those differences and results in better employee care. This article explores the concept of culturally competent employee care, some of the non-verbal communication cues among cultural groups, models associated with completing a cultural assessment, and how health disparities in the workplace can affect delivery of employee care. Self-evaluation of the occupational health nurse for personal preferences and biases is also discussed. Development of cultural competency is a process, and occupational health nurses must develop these skills. By developing cultural competence, occupational health nurses can conduct complete cultural assessments, facilitate better communication with employees from a variety of cultural backgrounds, and improve employee health and compliance with care regimens. Tips and guidelines for facilitating communication between occupational health nurses and employees are also provided.

  3. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  4. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  5. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  6. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  7. 20 CFR 226.11 - Employee tier II.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Employee tier II. 226.11 Section 226.11... EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.11 Employee tier II. The tier II of an employee annuity is based only on railroad service. For annuities awarded...

  8. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  9. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  10. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  11. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  12. 29 CFR 541.402 - Executive and administrative computer employees.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Executive and administrative computer employees. 541.402..., COMPUTER AND OUTSIDE SALES EMPLOYEES Computer Employees § 541.402 Executive and administrative computer employees. Computer employees within the scope of this exemption, as well as those employees not within...

  13. 12 CFR 612.2150 - Employees-prohibited conduct.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... business partner of the employee, or any entity controlled by the employee or such persons (alone or in... person residing in the employee's household, any business partner of the employee, any entity controlled... household, any business partner of the employee, any entity controlled by the employee or such...

  14. 12 CFR 612.2150 - Employees-prohibited conduct.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... business partner of the employee, or any entity controlled by the employee or such persons (alone or in... person residing in the employee's household, any business partner of the employee, any entity controlled... household, any business partner of the employee, any entity controlled by the employee or such...

  15. 5 CFR 531.243 - Promotion of a GM employee.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Promotion of a GM employee. 531.243... Promotion of a GM employee. (a) Upon promotion, an employee's status as a GM employee ends, as provided in § 531.241(b). (b) When an employee loses status as a GM employee because of a temporary promotion and...

  16. Does job complexity mitigate the negative effect of emotion-rule dissonance on employee burnout?

    PubMed Central

    Kubicek, Bettina; Korunka, Christian

    2015-01-01

    ABSTRACT In interactions with clients or patients, human service workers are at risk of experiencing discrepancies between felt and organizationally mandated emotions (i.e. emotion-rule dissonance). Given the documented detrimental effects of such discrepancies on employee strain, the present study investigated whether job complexity mitigates the relation between emotion-rule dissonance and employee burnout using data from a two-wave panel study of eldercare workers (N = 583, 16-month time lag). Structural equation modelling revealed that emotion-rule dissonance at Time 1 preceded emotional exhaustion and depersonalization at Time 2. Beyond that, employees whose work offered job complexity were found to suffer less from emotional exhaustion and depersonalization when encountering discrepancies between felt and stipulated emotions compared to employees who conducted noncomplex work. Thus, designing complex tasks appears to be a crucial starting point for alleviating employee burnout in jobs that provoke emotion-rule dissonance. PMID:26681818

  17. 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.

  18. 29 CFR 458.54 - Complaints alleging violations of § 458.2, Bill of rights of members of labor organization, or...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

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

  19. 30 CFR 585.108 - When must I notify BOEM if an action has been filed alleging that I am insolvent or bankrupt?

    Code of Federal Regulations, 2013 CFR

    2013-07-01

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

  20. 30 CFR 285.108 - When must I notify MMS if an action has been filed alleging that I am insolvent or bankrupt?

    Code of Federal Regulations, 2011 CFR

    2011-07-01

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

  1. 30 CFR 585.108 - When must I notify BOEM if an action has been filed alleging that I am insolvent or bankrupt?

    Code of Federal Regulations, 2012 CFR

    2012-07-01

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

  2. 30 CFR 585.108 - When must I notify BOEM if an action has been filed alleging that I am insolvent or bankrupt?

    Code of Federal Regulations, 2014 CFR

    2014-07-01

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

  3. EPA, California Notify Volkswagen of Clean Air Act Violations / Carmaker allegedly used software that circumvents emissions testing for certain air pollutants

    EPA Pesticide Factsheets

    WASHINGTON -- Today, EPA is issuing a notice of violation (NOV) of the Clean Air Act (CAA) to Volkswagen AG, Audi AG, and Volkswagen Group of America, Inc. (collectively referred to as Volkswagen). The NOV alleges that four-cylinder Volkswagen and A

  4. 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...

  5. 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

  6. 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.

  7. 20 CFR 10.717 - Is a settlement or judgment received as a result of allegations of medical malpractice in...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

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

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

    Code of Federal Regulations, 2013 CFR

    2013-04-01

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

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

    Code of Federal Regulations, 2011 CFR

    2011-04-01

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

  10. 20 CFR 10.717 - Is a settlement or judgment received as a result of allegations of medical malpractice in...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

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

  11. Improving retention and motivation in non-clinical dialysis employees.

    PubMed

    Campbell, Anne

    2004-02-01

    For no additional expense, little intrusion into the schedule or duties of the day, and no additional personnel to hire, dialysis facilities can make a dramatic impact on the training, motivation, and retention of employees through the use of classes designed specifically for the needs of newly employed non-clinical personnel. In today's world where many are expected to do a task with little or no orientation to the overall values and goals of the organization and how their tasks matter, what other action can accomplish so much for employee motivation and retention for so little time and expense? At DCI Mid-Missouri this program has been successful in retaining many excellent employees over many years and has been part of an ongoing effort to increase employees' interest and commitment to their work and the organization. It has also made them much more aware of treatments, other personnel and most of all, of our patients and their needs. It fulfills the needs of humans to be valued and have meaningful work. It contains costs and helps efficiency and productivity. Most of all, it keeps excellent people on the job and enjoying their work more than they would have. Participants' words when evaluating the most recent series of classes speak for themselves in demonstrating these important benefits that can be achieved easily in dialysis facilities throughout the United States and the world.

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

    PubMed

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

    2006-06-01

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

  13. Max Schüller and an alleged microbial cause of rheumatoid arthritis.

    PubMed

    Benedek, Thomas G

    2014-06-01

    Max Schüller (1843-1907) was a German surgeon and microbiologist. From 1884 to 1905, he published histopathologic and bacteriological research on bacterial infection of human joints. Beginning in 1892, he focused on a bacterium he had identified in joints of patients with rheumatoid arthritis and surmised that he had discovered the cause of this disease. He persisted in conducting various experiments, some original at the time, with which he convinced himself of the validity of his discovery, without considering the possibility that he was working on contaminants. Contemporaneous attempts to confirm Schüller's findings gave inconsistent results. A century of microbiological research with ever more sensitive techniques has not definitively answered the etiologic question. This history is a cautionary tale of the difficulty of disproving an erroneous premise.

  14. Iodinated Contrast Media and the Alleged "Iodine Allergy": An Inexact Diagnosis Leading to Inferior Radiologic Management and Adverse Drug Reactions.

    PubMed

    Böhm, Ingrid; Nairz, Knud; Morelli, John N; Keller, Patricia Silva Hasembank; Heverhagen, Johannes T

    2017-03-01

    Purpose To test the hypothesis that the incomplete diagnosis "iodine allergy" is a possibly dangerous concept for patients under routine radiologic conditions. Materials and Methods 300 patients with a history of an "iodine allergy" were retrospectively screened and compared with two age-, sex-, and procedure-matched groups of patients either diagnosed with a nonspecific "iodine contrast medium (ICM) allergy" or an allergy to a specific ICM agent. For all groups, the clinical symptoms of the most recent past adverse drug reaction (ADR), prophylactic actions taken for subsequent imaging, and ultimate outcome were recorded and analyzed. Results The diagnosis "iodine allergy" was not otherwise specified in 84.3 % patients. For this group, in most cases, the symptoms of the previous ADRs were not documented. In contrast, the type of ADR was undocumented in only a minority of patients in the comparison groups. In the group of patients with an "iodine allergy" the percentage of unenhanced CT scans was greater than within the other two groups (36.7 % vs. 28.7 %/18.6 %). ADRs following prophylactic measures were only observed in the "iodine allergy" group (OR of 9.24 95 % CI 1.16 - 73.45; p < 0.04). Conclusion This data confirms the hypothesis that the diagnosis "iodine allergy" is potentially dangerous and results in uncertainty in clinical management and sometimes even ineffective prophylactic measures. Key points  · The term "iodine allergy" is imprecise, because it designates allergies against different substance classes, such as disinfectants with complexed iodine and contrast media containing covalently bound iodine.. · There is a clear correlation between the exactness of the diagnosis - from the alleged "iodine allergy" to "contrast media allergy" to naming the exact culprit CM - and the quality of documentation of the symptoms.. · Management of patients diagnosed with "iodine allergy" was associated with uncertainty leading to

  15. Role ambiguity, employee gender, and workplace friendship.

    PubMed

    Chen, Chien-Yu; Mao, Hsiao-Yen; Hsieh, An-Tien

    2012-06-01

    The importance of workplace friendship is recognized by researchers and practitioners, but its antecedents with respect to work roles are not well understood. Employees' gender might moderate a relationship between work roles and friendships. Data from a survey of 221 international tourist hotel employees showed that a key aspect of job support, role ambiguity, was negatively related to having workplace friendships. However, employees' gender did not moderate this relationship. Role clarity (the opposite of role ambiguity) may facilitate workplace friendships.

  16. Employee Commitment to Organizations: A Conceptual Review.

    DTIC Science & Technology

    1981-08-01

    7 A A03 357 OREGON UNIV EUGENE GRADUATE SCHOOLSOF MANAGEMENT AND--ETC F/ 5/1 EMPLOYEE COMMITMENT TO ORGANIZATIONS: A CONC PTUAL REVIEW.CU...Management University of Oregon Eugene, Oregon 97403 \\ . ’k. Employee Commitment to Organizations: A Conceptual Review Richard M. Steers, University of...Review. 5 TYPE OF REPORT 8 PERIO’ COVERED .’ Employee Commitment to Organizations: A Concep- ’ tual Review. 6 PERFORMING ORG. REPORT NUMBER 7. AUTHOR(*) 8

  17. Employee and customer satisfaction in healthcare.

    PubMed

    Jackson, Todd; Wood, Ben D

    2010-01-01

    There were multiple factors identified in a literature review that have a relationship to customer satisfaction, customer loyalty, employee satisfaction, and links between employee and customer satisfaction. Some of the factors identified were communication, wait times, perceived value, trust, dissatisfaction with management, changes in the workplace, vision,and fun at work. Managers must identify these topics to ensure customer satisfaction, customer loyalty,and employee satisfaction which will ultimately have a positive impact on their organizations.

  18. 75 FR 51817 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-08-23

    ... Safety and Health Final Effect of Designation of a Class of Employees for Addition to the Special... and Human Services (HHS). ACTION: Notice. SUMMARY: HHS gives notice concerning the final effect of the HHS decision to designate a class of employees from BWX Technologies, Inc., in Lynchburg, Virginia,...

  19. 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…

  20. 78 FR 64501 - Determination Concerning a Petition to Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-10-29

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition to Add a Class of Employees to the Special Exposure... notice of a determination concerning a petition to add a class of employees from Baker Brothers,...

  1. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... to add a class of employees from the Dow Chemical Company in Madison, Illinois, to the...

  2. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... to add a class of employees from the Chapman Valve Manufacturing Company (i.e., Building 23 and...

  3. 78 FR 64502 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-10-29

    ... From the Federal Register Online via the Government Publishing Office ] DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... notice of a determination concerning a petition to add a class of employees from the Pantex Plant...

  4. 78 FR 18351 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-03-26

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... notice of a determination concerning a petition to add a class of employees from General Steel...

  5. 78 FR 98 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-01-02

    ... From the Federal Register Online via the Government Publishing Office ] DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... notice of a determination concerning a petition to add a class of employees from the United...

  6. 78 FR 18351 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-03-26

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... notice of a determination concerning a petition to add a class of employees from the Hanford site...

  7. 77 FR 58383 - Determination Concerning a Petition To Add a Class of Employees to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-09-20

    ... From the Federal Register Online via the Government Publishing Office ] DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... notice of a determination concerning a petition to add a class of employees from Titanium...

  8. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Determination Concerning a Petition To Add a Class of Employees to the Special Exposure... to add a class of employees from the Bliss & Laughlin Steel Company located at 110 Hopkins...

  9. 76 FR 72929 - Decision To Evaluate a Petition To Designate a Class of Employees From Titanium Alloys...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-28

    ... HUMAN SERVICES Decision To Evaluate a Petition To Designate a Class of Employees From Titanium Alloys... class of employees from Titanium Alloys Manufacturing in Niagara Falls, New York, to be included in the... evaluation, is as follows: Facility: Titanium Alloys Manufacturing. Location: Niagara Falls, New York....

  10. 45 CFR 2.4 - Procedures when voluntary testimony is requested or when an employee is subpoenaed.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Procedures when voluntary testimony is requested or when an employee is subpoenaed. 2.4 Section 2.4 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION TESTIMONY BY EMPLOYEES AND PRODUCTION OF DOCUMENTS IN PROCEEDINGS WHERE THE UNITED STATES IS NOT A PARTY § 2.4...

  11. 76 FR 64948 - Decision To Evaluate a Petition To Designate a Class of Employees From Oak Ridge National...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-19

    ... HUMAN SERVICES Decision To Evaluate a Petition To Designate a Class of Employees From Oak Ridge National Laboratory (X-10), Oak Ridge, TN, To Be Included in the Special Exposure Cohort AGENCY: National Institute... designate a class of employees from Oak Ridge National Laboratory (X-10), Oak Ridge, Tennessee, to...

  12. 77 FR 69845 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-11-21

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure... notice concerning the final effect of the HHS decision to designate a class of employees from the...

  13. 75 FR 37812 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-06-30

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure... notice concerning the final effect of the HHS decision to designate a class of employees at the...

  14. 75 FR 27784 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-05-18

    ... [Federal Register Volume 75, Number 95 (Tuesday, May 18, 2010)] [Notices] [Page 27784] [FR Doc No: 2010-11881] DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees... concerning the final effect of the decision to designate a class of employees from Lawrence...

  15. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure... notice concerning the final effect of the HHS decision to designate a class of employees from the...

  16. 75 FR 27785 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-05-18

    ... [Federal Register Volume 75, Number 95 (Tuesday, May 18, 2010)] [Notices] [Page 27785] [FR Doc No: 2010-11878] DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees... concerning the final effect of the decision to designate a class of employees from Area IV of the...

  17. 78 FR 3897 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-01-17

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure... notice concerning the final effect of the HHS decision to designate a class of employees from the...

  18. 75 FR 27784 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-05-18

    ... [Federal Register Volume 75, Number 95 (Tuesday, May 18, 2010)] [Notices] [Page 27784] [FR Doc No: 2010-11880] DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees... concerning the final effect of the decision to designate a class of employees from the Nevada Test Site as...

  19. 75 FR 55792 - Decision To Evaluate a Petition To Designate a Class of Employees From the Wah Chang Facility...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-09-14

    ... HUMAN SERVICES Decision To Evaluate a Petition To Designate a Class of Employees From the Wah Chang... class of employees from the Wah Chang facility, Albany, Oregon, to be included in the Special Exposure... as follows: Facility: Wah Chang. Location: Albany, Oregon. Job Titles and/or Job Duties:...

  20. 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…