What did Amanda do wrong Chapter 6 Case Study?

- found in dirt, water, and plants. grows in cool, moist environments. uncommon in healthy people, inc. risk for pregnant women
food linked
raw meat, unpasteurized dairy products, ready-to-eat food.
prevention
throw out product expired, cook raw meat min temp., prevent cross-contamination, avoid using unpasteurized dairy products, control time and temperature

- found in humans - hair, nose, throat, and infected cut. cooking does not destroy
food linked
food that requires handling during prepping, salads containing TCS food, deli meat
prevention
washing hands, cover wounds on hands and arms, hold, cool, and reheat food correctly, practice personal hygiene

Family Relationships Parrish (2014) describes separation-individuation as “the desired result of children gaining a sense of identity distinct from that of their mothers” (p. 90). During infancy and childhood, Amanda’s family describes her as an easy-going, trusting child. She was happy to spend time with others and was not easily destressed when left in the care of an individual other than her mother. Part of this easy-going nature Amanda has with others could be a result of spending time in the care of her maternal grandmother during infancy and childhood. Amanda’s mother returned to work 6 weeks after Amanda’s birth, however her grandmother ran a licensed daycare facility and cared for Amanda. The nature of the daycare facility exposed Amanda to the comings and goings of many people at a very young age. It is possible that this experience helped her develop a sense of self separate from that of her mother while still maintaining the trust that her mother would always return for her. As Amanda was discussing the death of…show more content…
She began drinking, sneaking out of her parent’s house, her grades began to fall, and she started getting in trouble at school. Amanda described her parents as hurt and worried during this time because they did not know what was wrong or how to help Amanda. According to Zastrow & Kirst-Ashman (2013), this time in adolescence is marked by a “need for social acceptance” that leads youths to have a kind of group mentality where they tend to act as a whole rather than as individuals (p. 341). Adolescence is a time of learning to move from this kind of social dependence to social independence. People who have reached social independence are described as “self-directed people [who] think things out for themselves and make decisions based on their personal interests” (Zastrow & Krist-Ashman, 2013, p.

Case Study Assignment

Student's Name Institutional Affiliation Course Date

Case Study Assignment

Issues

Amanda, who is the chief complainant, seeks justice for having been terminated from her place of work. According to Amanda, the Union in which she is registered failed to represent her fully when her employment place decided to terminate her contract. According to Amanda, the Union failed to represent her but chose to represent the care aide who did worse than she did. To Amanda, this is injustice, and she, therefore, seeks justice from the British Columbia Labor Relations Board.

On the other hand, the Union argues that Amanda failed to fail her complaint on time. For this reason, the Union states that the case should be dismissed as Amanda delayed.

The issue the Board must decide upon is whether the Union failed to represent Amanda when she was terminated from work.

Tests to be applied

The Board has a task to determine whether Amanda's complaint is appropriate. In determining this, the Board will have to consider Part 2 section 5(1), which states the following;

A person must not (a) Refuse to employ or refuse to continue to employ a person, (b) Threaten dismissal of or otherwise threaten a person, (c) Discriminate against or threaten to discriminate against a person with respect to employment or a term or condition of employment or membership in a trade union, or

group or any other group vulnerable to discrimination. Such means that people fall victim to discrimination because they come from a different race than the most popular one at their workplace are impaired in any manner, or come from a different country.

Also, the Board will have to determine whether there was indeed a delay in filing the complaint. As stated in the case, the Union accuses Amanda of reporting the issue late, and for this reason, the case should be dismissed. However, Amanda says that she delayed filing the complaint since the Union failed to respond early to her. The court will, therefore, have to weigh which side has more weight.

Analysis and Decision

The Union says that Amanda waited for too long to report the case, and it should be dismissed. In other words, the Union admits that Amanda's complaint was viable, and the only problem with it is that Amanda took a long time to report it. The Union also states that Amanda's case was an abuse. Due to the sensitivity of the matter, the Union chose not to represent her because it would have ruined the relationship between the Union and the Home if Amanda was to proceed to arbitration. In its defense, the Union as well as states that Amanda responded the wrong way to the charges against her as she said the resident was not aware of what had happened.

On the other hand, Amanda admits that she delayed filing the complaint. However, she says that her delay was justified due to the actions of the Union, which involved failing to respond to her decision about proceeding to arbitration. Amanda also says that there was discrimination in her case since the care aid, who was the chief mastermind of braiding the resident's hair, was reinstated after being dismissed. Amanda says the care aide's actions were worse than hers since

the only thing she did was tie a green ribbon, with no bad intention. Furthermore, she says she forgot to report the issue since she was on night duty.

Upon reviewing points raised from both sides, the Board has decided that the Union failed to perform its duties by not representing Amanda.

The decision was arrived at since, according to the BC Labor Relations Board, a person must not threaten an employee due to the belief that the employee is about to participate in a proceeding that might otherwise ruin their reputation or put them at risk of losing good relations with others. In Amanda's case, she was threatened by the Union. The Union told her to consider resigning, and after doing that, the Home will not notify the College of Nurses, a professional body that accredits nurses. In addition to the first threat, the Union also told Amanda that if she were to proceed to arbitration, the Home would automatically notify the College about her misconduct. The Union knew telling Amanda that she will be reported to the College of Nurses will somehow convince her not to take the necessary legal action due to the fear of being accredited. According to the laws stipulated by the BC Labor Relations Board, this is a threat, and any person, a trade union, or an employer found doing this should be punished by the law.

In addition to the above, the BC Labor Relations Board states that a person is not supposed to discriminate against a person who has a membership in a trade union because of a belief the person is about to make a disclosure. The care aide was the one responsible for the mistake that preceded Amanda's dismissal since she is the one who braided the resident's hair. However, the Union made it known to Amanda that after her resignation, the care aide would go back to her job. Such is reason enough to prove that Amanda was discriminated against by the Union. If the right measures were to be taken, the care aide was supposed to be dismissed since what she did was against the Code of conduct of the Home. Also, in its response, through Donothing, the

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