Tackling the Bullies: in the Classroom and in the Staffroom
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Referring Youth in Juvenile Justice Settings to Mentoring Programs
Referring Youth in Juvenile Justice Settings to Mentoring Programs: Effective Strategies and Practices to Improving the Mentoring Experience for At-Risk and High-Risk Youth A RESOURCE COMPENDIUM CONTRIBUTING AUTHORS J. Mitchell Miller, Ph.D. Holly Ventura Miller, Ph.D. J.C. Barnes, Ph.D. Pamela A. Clark, National Partnership for Juvenile Services Michael A. Jones, National Partnership for Juvenile Services Ronald J. Quiros, National Partnership for Juvenile Services September 2012 Scott Bernard Peterson, Global Youth Justice A Findings and Implications of the Research A new study supported by the Office of Juvenile Justice and Delinquency Prevention (OJJDP), U.S. Department of Justice, identifies effective practices and strategies to improve the mentoring experience for at-risk and high-risk youth who are involved in the juvenile justice system. Researching the Referral Stage of Youth Mentoring in Six Juvenile Justice Settings: An Exploratory Analysis examines best practices for referring youth to mentoring when they are in certain juvenile justice system settings, including Juvenile Detention, Juvenile Corrections, Juvenile Probation, Delinquency Court, Youth/Teen Court and Dependency Court. As a low-cost delinquency prevention and intervention option that capitalizes on the resources of local communities and caring individuals, mentoring has emerged as a promising delinquency reduction strategy for at-risk or high-risk youth. This research study, which used multiple methods to capture data from mentoring and juvenile justice settings, provides a deeper understanding of how youth are referred to mentoring, challenges faced during the referral process, examples of effective strategies to face the challenges and action steps. The research was conducted by a team that included Global Youth Justice, National Partnership for Juvenile Services, MENTOR: The National Mentoring Partnership and criminal justice researchers from the University of Texas at San Antonio. -
Telecommuting Pluses & Pitfalls
Telecommuting Pluses & Pitfalls Brenda B. Thompson Attorney M. LEE SMITH PUBLISHERS LLC Brentwood, Tennessee This special report provides practical information concerning the subject matters covered. It is sold with the understanding that neither the publisher nor the writer is rendering legal advice or other professional service. Some of the information provided in this special report contains a broad overview of federal law. The law changes regularly, and the law may vary from state to state and from one locality to another.You should consult a competent attorney in your state if you are in need of specific legal advice concerning any of the subjects addressed in this special report. © 1996, 1999 M. Lee Smith Publishers LLC 5201 Virginia Way P.O. Box 5094 Brentwood,Tennessee 37024-5094 All rights reserved. No part of this book may be reproduced or transmitted in any form or by any means without permission in writing from the publisher. Library of Congress Cataloging-in-Publication Data Thompson, Brenda B. Telecommuting pluses & pitfalls / Brenda B.Thompson. p. cm. ISBN 0-925773-30-1 (coil binding) 1.Telecommunication — Social aspects — United States. 2.Telecommunication policy — United States. 3. Information technology — Social aspects — United States. I.Title. HE7775.T47 1996 96-21827 658.3'128 — dc20 CIPiw Printed in the United States of America Contents INTRODUCTION ....... 1 1 — THE TELECOMMUTING TREND....... 3 Types of Telecommuting....... 3 The Benefits of Telecommuting....... 4 A Sampling of Current Telecommuting Programs....... 5 To Telecommute or Not to Telecommute....... 7 2 — DECIDING WHO WILL TELECOMMUTE....... 9 Selecting Employees....... 9 Dealing with a Union...... -
Background - EMPLOYEE DISMISSAL
Background - EMPLOYEE DISMISSAL The dismissal of an employee is never an easy or pleasant task and is also one that, if not handled properly, can result in future costly and time consuming problems. However if a few simple rules are followed, the potential problems of cost and time may be avoided. Any employee (other than a unionized employee covered by a Collective Agreement)* can be released at any time, with or without just cause, if the relevant rules and regulations of the applicable provincial or territorial Employment Standards Legislation are adhered too. *(A Collective Agreement covering unionized employees will contain provisions concerning discipline, suspension, discharge and an arbitration procedure which must be followed in an employee dismissal process). The applicable Employment Standards Legislation will include a required notice period (a number of weeks based on length of employment) that must be provided to an employee whose employment is to be terminated. The employer has the unilateral right to provide pay in lieu of the notice period which is the usual choice in the case of an employee dismissal. An employer is not required to provide any notice, or pay in lieu of notice, if an employee is dismissed for what is commonly referred to as “Just Cause”. What is “Just Cause”? Jurisprudence, in the case of an employee dismissal, considers it as follows. “If an employee has been guilty of serious misconduct, habitual neglect of duty, incompetence, or conduct incompatible with his duties, or prejudicial to the employer’s business, or if he has been guilty of willful disobedience to the employer’s orders in a matter of substance, the law recognizes the employer’s right summarily to dismiss the delinquent employee”. -
Workplace Harassment And/Or Discrimination
Section 10.04 Complaints of Unlawful Workplace Harassment and/or Discrimination I. PURPOSE a. To establish procedures for the reporting and investigation of discriminatory incidents in the workplace; to emphasize that discrimination, harassment, and retaliation will not be tolerated in the workplace. II. REFERENCE a. Age Discrimination in Employment Act of 1967, as amended (ADEA), 29 U.S.C.’621 et seq. b. Americans with Disabilities Act of 1990, as amended (ADA), 42 U.S.C. ‘12111 et seq. c. Code of Federal Regulations Title 29, Part 1605.1 d. Pregnancy Discrimination Act (PDA) e. Title VII of the Civil Rights Act of 1964, as amended (Title VII), 42 U.S.C. ‘2000e et seq. f. Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), 38 U.S.C. ‘4301 et seq. III. GENERAL It is the policy of Burke County to comply with all applicable federal and state laws, rules, regulations, and guidelines regarding employment discrimination and retaliation. Discrimination or harassment against employees and applicants due to race, color, religion, sex, gender identity, national origin, disability, age, or military status is illegal. It is unlawful for any person to discriminate in any manner against any other person because that person has opposed any unlawful discrimination practice. It is also unlawful to retaliate against any person who has made a charge of employment discrimination, testified, assisted or participated in any manner in an investigation, proceeding, or hearing. Burke County encourages all employees to assist in the effort to achieve equal opportunity in the workplace. Violations of this policy may be cause for disciplinary action, including termination. -
ON DOCTORS and BOMBS Supermarkets Being Brought in to Colonise ESSAY As We Take a Step Back from the Events of the Primary Care
BaTHcE k Pages Contents Viewpoint 840 ON DOCTORS AND BOMBS supermarkets being brought in to colonise ESSAY As we take a step back from the events of the primary care. Management speak dominates The 21st century GP: summer, perhaps now it is possible to look the discourse, divide-and-rule is the modus physician and priest? Jim Pink, Lionel Jacobson rationally at the effects of the alleged terrorist operandi and drug company research rules and Mike Pritchard attacks in Glasgow and London on the the roost. League tables and other punitive medical profession in this country. measures are manifestations of the 842 Firstly, we need to recognise that the issues pathological culture of bullying and EDO Michael Lasserson are those of criminality and global politics and intimidation that defines transnational are in no way medico-legal or related to capitalist structures. Many diseases of 843 overseas recruitment procedures. We must affluence are actually diseases of ESSAY not succumb to the blind panic that overtook corporatism. From a non-patient’s perspective government and regulatory bodies following A few weeks ago, a colleague of mine in Peter Tomson the Shipman revelations. As a consequence Glasgow was stabbed in the middle of her of this ethos, a lawyer specialising in medical morning surgery. Are we now going to 844 negligence was put in charge of the suspect all patients and install CCTV in our REPORTAGE investigation and with stunning intellectual waiting and consulting-rooms? No, of course The 61st Edinburgh International Film Festival laziness, promptly succeeded in conflating not. Bad eggs do bad things, whether they David Watson criminality with competence issues. -
Why My Child? a Guide for Parents of Children Who Have Been Sexually Abused
Why my child? A guide for parents of children who have been sexually abused CONTENTS Introduction 4 What is Child Sexual Abuse? 4 Children’s Reactions 5 Behaviour Changes 6 Dealing With The Police 6 Parents’ Feelings 7 Incest 8 What If You Were Sexually Abused? 9 Your Feelings Are Natural 9 What About Your Family? 9 Whose Fault Is It? 10 Why Didn’t My Child Tell? 11 When a Child Tells - 12 Ways to Respond What Should We Say to Everyone? 13 How Can I Help My Child? 14 Take Care of Yourself 16 Teaching Personal Safety Skills 17 What if my Child is Sexually 18 Provocative with another Child? Commonly Asked Questions 20-21 Questions That Children Ask 21-22 Helpful Organisations 23 INTRODUCTION challenges, but with the help of this guide, other resources, and the support of those The sexual abuse of your child can unleash you turn to - family, professionals, self-help one of the most difficult crises you and groups - you will survive. What is more, your your family will ever encounter. Besides the child can go on to lead a happy, productive stress of negotiating the criminal justice life. It will take time and effort, but the work system, helping your child, and supporting is worth it. your family, can create nearly unbearable pressure, and you may feel you don’t know WHat IS CHILD SEXUAL ABUSE? where to turn. Your child could be displaying Child sexual abuse is any sexual exploitation a bundle of contradictory behaviours, and of a child under the age of sixteen for the be full of confused emotions - angry one sexual pleasure or profit of an adult or much moment, withdrawn the next. -
INDIANA STATE BOARD of NURSING Will Meet On
INDIANA STATE BOARD OF NURSING Will meet on Thursday, February 18, 2016 at 8:30 a.m. in the Auditorium of the Indiana Government Center-South 302 West Washington Street Indianapolis, Indiana 46204 I. CALL TO ORDER AND ESTABLISHMENT OF QUORUM 8:30 a.m. II. ADOPTION OF THE AGENDA III. ADOPTION OF THE MINUTES FROM THE JANUARY 21, 2016 MEETING OF THE BOARD IV. INDIANA STATE NURSES ASSISTANCE PROGRAM A. ISNAP Monthly Report –January 2016- V. EDUCATION A MJS School of Nursing quarterly in person and site visit report/ response (Annette Murray MSN, RN) B. Brown Mackie South Bend Systematic Plan of Evaluation, January monthly written and February quarterly in person report (Ellen Noll MSN/Ed., RN) C. V,R, Ashwood quarterly in person report ( Dr. Nellie Smith EdD, MSN.) D. Fortis School of Nursing quarterly in person report ( Laura Darnell MSN, RN, Dr. James Cox) E. St. Elizabeth School of Nursing quarterly in person report (Deacon John Jezierski MSN, RN) F. ITT Indianapolis quarterly in person report (Alice Marie Holder MSN, RN) G. ITT Merrillville monthly in person report (Karen Helmecy MSN, RN, Mariah Wood MSN, RN, Myra Selby J.D ) H. ITT South Bend quarterly in person report (Linda Newton MSN, RN) I. ITT Newburgh NLCEX review ( Sarah Seaton MSN, RN) J. Brown Mackie Ft. Wayne NCLEX review (Susan Holm MSN, RN) K. Brightwood College ( Kaplan) NCLEX review – (Robin Nelson MSN, RN) L. FYI only – Fortis College dean Katheryn Plankenhorn MSN, RN resigns effective Jan. 13, 2016 and Laura Darnell MSN, RN named interim dean effective Jan. -
Improving Business Performance Through Gender Equality Strategies for the Apparel Supply Chain
IMPROVING BUSINESS PERFORMANCE THROUGH GENDER EQUALITY STRATEGIES FOR THE APPAREL SUPPLY CHAIN ANNIE S. O’CONNOR AND MANAUS. OCTOBER 2017 TABLE OF CONTENTS 3 THE OPPORTUNITY 11 FRAMEWORK FOR ACTION 5 TEN STRATEGIES TO IMPROVE BUSINESS PERFORMANCE 12 RELATIVE MERITS OF THE TEN STRATEGIES FOCUS AREAS FOR INVESTMENT: 13 CONCLUDING REMARKS 6 SKILL DEVELOPMENT 14 RELATIVE MERITS CALCULATION 7 PREGNANCY & PARENTHOOD 15 GENDER EQUALITY METRICS 8 MENSTRUATION 16 ACKNOWLEDGEMENTS 9 WAGES & WORK HOURS 17 NOTES 10 HARASSMENT & GENDER BASED VIOLENCE IMPROVING BUSINESS PERFORMANCE THROUGH GENDER EQUALITY: STRATEGIES FOR THE APPAREL SUPPLY CHAIN THE OPPORTUNITY GARMENT MANUFACTURERS WHO INVEST IN EQUALITY INCREASE ALL WORKERS’ WELL-BEING, IMPROVE THEIR BUSINESS PERFORMANCE, AND ARE MORE COMPETITIVE. LEVI STRAUSS & CO’S. COMMITMENT TO WORKER WELL-BEING IMPORTANCE OF GENDER EQUALITY “Profits through principles”. This ethos drives Levi Strauss & Co’s. LS&Co. promotes gender equality because it understands that (LS&Co.) business decisions and its vision for the global supply chain. all workers benefit when the most vulnerable thrive. Across the Twenty-five years after introducing the first Terms of Engagement to international apparel supply chain, women are more vulnerable than the protect workers’ rights and the environment, LS&Co. is leading the next men they work with.7 On average, women make up 80 percent of apparel wave of industry evolution. Through the Worker Well-being initiative, workers, and their basic human needs — safety, respect, fairness, and LS&Co. is partnering with global manufacturers to go beyond labor growth — are often unmet.8 compliance and improve health, financial empowerment, and equality Female workers in the supply chain are commonly paid lower wages, for the workers who make its products1. -
Effectiveness of Juvenile Mentoring Programs on Recidivism Author(S): Stephanie A
OFFICE OF JUSTICE PROGRAMS ~ BJS N/J OJJ[F OVC SMART The author(s) shown below used Federal funding provided by the U.S. Department of Justice to prepare the following resource: Document Title: Mentoring Best Practices Research: Effectiveness of Juvenile Mentoring Programs on Recidivism Author(s): Stephanie A. Duriez, M.S., Carrie Sullivan, M.A., Christopher J. Sullivan, Ph.D., Sarah M. Manchak, Ph.D., Edward J. Latessa, Ph.D. Document Number: 251378 Date Received: November 2017 Award Number: 2013-JU-FX-0004 This resource has not been published by the U.S. Department of Justice. This resource is being made publically available through the Office of Justice Programs’ National Criminal Justice Reference Service. Opinions or points of view expressed are those of the author(s) and do not necessarily reflect the official position or policies of the U.S. Department of Justice. Final Report Mentoring Best Practices Research: Effectiveness of Juvenile Mentoring Programs on Recidivism Stephanie A. Duriez, M.S. Research Assistant [email protected] Carrie Sullivan, M.A. Project Director [email protected] Christopher J. Sullivan, Ph.D. Consultant [email protected] Sarah M. Manchak, Ph.D. Consultant [email protected] Edward J. Latessa, Ph.D. Principal Investigator [email protected] November 2017 Center for Criminal Justice Research University of Cincinnati School of Criminal Justice PO Box 210389 Cincinnati, OH 45221 This project was supported by Grant No. 2013-JU-FX-0004 awarded by the Office of Juvenile Justice and Delinquency Prevention, Office of Justice Programs, U.S. Department of Justice. Points of view or opinions in this document are those of the author and do not necessarily represent the official position or policies of the U.S. -
What Is 'Workplace Bullying'
‘The Boy In The Photograph’ ANTI-BULLYING PRESENTATION PERFORMED BY ROB HIGGS ‘The Boy In The Photograph’ is inspired by my own experiences... AM I BEING BULLIED? Several Times On Purpose The ‘Victim State’ FEAR SHAME SELF- BULLYING Strategies To Help Yourself If You Are Ever Bullied… Smash The Silence: Tell Someone & Report It Immediately. Allow Others To Support You. Keep A Diary. Collect Evidence. Build Confidence & Self-Esteem through Personal Challenge. Acknowledge your emotions. It’s OK To Feel Angry or Scared. Release the energy in a therapeutic way: Writing Performing Creating https://www.childline.org.u k/toolbox/art-box/ ‘BANTER’ vs ‘BULLYING’ http://www.telegraph.c o.uk/news/uknews/defe nce/11844639/Army- must-not-lose-banter-in- harassment- crackdown.html ROLEPLAY LOSER YOUR MUM.. UGLY WEIRDO THICK FREAK FAT I DON’T LIKE YOU. Creative Exercise Idea 1: Deflect With Humour Idea 2: Broken Record: “I don’t lose all the time” “Whatever, whatever, whatever” “Clearly not” or “That’s not true” “Thanks!..Thanks!..Thanks!..” “I’m pretty clever actually” “Blah, blah, blah..” “Thanks so much for telling me that.” Idea 3: Direct Question: “Everyone’s a bit weird. It’s a weird world.” “Is this banter or bullying?” “Great banter” “Why are you saying that?” “#Drama” or “#Banter” “What do you mean by that?” “Oh well” or “I don’t need you to like me” Idea 4: Use an ‘I Feel..’ Statement: “My Mum’s great, thanks for asking.” “You can’t talk to me like that.” “I’m just going to write that “You keep saying that…..and it down…and then not care.” makes me feel like…….” Top Tips. -
Divide and Conquer
ISSN 1936-5349 (print) ISSN 1936-5357 (online) HARVARD JOHN M. OLIN CENTER FOR LAW, ECONOMICS, AND BUSINESS DIVIDE AND CONQUER Eric A. Posner, Kathryn Spier, & Adrian Vermeule Discussion Paper No. 639 5/2009 Harvard Law School Cambridge, MA 02138 This paper can be downloaded without charge from: The Harvard John M. Olin Discussion Paper Series: http://www.law.harvard.edu/programs/olin_center/ The Social Science Research Network Electronic Paper Collection: http://ssrn.com/abstract=1349971 Divide and Conquer Eric A. Posner,* Kathryn Spier,** & Adrian Vermeule*** Abstract: The maxim “divide and conquer” (divide et impera) is invoked frequently in law, history, and politics, but often in a loose or undertheorized way. We suggest that the maxim is a placeholder for a complex of ideas related by a family resemblance, but differing in their details, mechanisms and implications. We provide an analytic taxonomy of divide and conquer mechanisms in the settings of a Stag Hunt Game and an indefinitely-repeated Prisoners’ Dilemma. A number of applications are considered, including labor law, bankruptcy, constitutional design and the separation of powers, imperialism and race relations, international law, litigation and settlement, and antitrust law. Conditions under which divide and conquer strategies reduce or enhance social welfare, and techniques that policy makers can use to combat divide and conquer tactics, are also discussed. JEL: K0 * University of Chicago Law School. ** Harvard Law School. *** Harvard Law School. Thanks to Adam Badawi, Anu Bradford, Jim Dana, Mary Anne Franks, Aziz Huq, Claudia Landeo, Jonathan Masur, Madhavi Sunder, Lior Strahilevitz, and an audience at the University of Chicago Law School for valuable comments, and Paul Mysliwiec and Colleen Roh for helpful research assistance. -
M.D. Handbook and Policies
M.D. Handbook and Policies 1 Please note that information contained herein is subject to change during the course of any academic year. Wayne State University School of Medicine (WSUSOM) reserves the right to make changes including, but not limited to, changes in policies, course offerings, and student requirements. This document should not be construed in any way as forming the basis of a contract. The WSUSOM Medicine M.D. Handbook and Policies is typically updated yearly, although periodic mid-year updates may occur when deemed necessary. Unlike degree requirements, changes in regulations, policies and procedures are immediate and supersede those in any prior Medical Student Handbook. The most current version of the WSUSOM of Medicine M.D. Handbook and Policies can always be found on the School of Medicine website. UPDATED 09.15.2021 UNDERGRADUATE MEDICAL EDUCATION MAJOR COMMITTEES • Admissions Committee • Curriculum Committee • Institutional Effectiveness Committee • Professionalism Committee • Promotions Committee 2 DOCUMENT OUTLINE 1. GENERAL STANDARDS 1.1 NEW INSTITUTIONAL DOMAINS OF COMPETENCY AND COMPETENCIES • Domain 1: Knowledge for Practice (KP) • Domain 2: Patient Care (PC) • Domain 3: Practice-Based Learning and Improvement (PBLI) • Domain 4: Interpersonal and Communication Skills (ICS) • Domain 5: Professionalism (P) • Domain 6: Systems-Based Practice (SBP) • Domain 7: Interprofessional Collaboration (IPC) • Domain 8: Personal and Professional Development (PPD) • Domain 13: Entrustable Professional Activities for Entering