http://devrylaw.ca/ At Devry Smith Frank LLP's Human Resource Seminar, Toronto employment lawyer Meghan Ferguson covers important topics in relation to dealing with mental illness accommodation in the workplace. Statistically, mental illness is no longer an issue that we can ignore. We try to distinguish the stigma of talking about mental health, but in the workplace, there is still a shy on it. When you look on 500 000 Canadians are unable to work due to mental illness issues. 1 in 4 Canadians will suffer from a mental disability. Now mental illness costs the Canadian economy 51 billion dollars each year. The Ontario Human Rights Commission produced a report titled the Mind that Matter on human rights and mental health. From that, they addressed issues affecting employment. They found that many employees don't ask for help in regards to mental health as they are afraid of discrimination and termination. Ferguson covers all of these important topics and more regarding mental illness accommodation in the workplace. Our law offices are easily located in the Lawrence and Don Mills location of Toronto and we have plenty of free parking. Devry Smith Frank LLP 95 Barber Greene Road #100 Toronto, ON M3C 3E9 (416) 449-1400 http://www.devrylaw.ca To view other Ontario law videos regarding employment law, immigration law and other practice areas, please visit our media page at http://www.devrylaw.ca/media-page/. For further information or assistance in regards to mental illness or other issues related to employment law, please contact one of our Toronto employment lawyers or Meghan Ferguson at http://www.devrylaw.ca/meet-our-team/.
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Mental health is a significant business issue that requires the attention of organizations. Mental illness affects everyone sooner or later—one in five people will experience a mental illness directly. Those of us who do not have a mental health problem ourselves, will have a friend, colleague, or family member who is dealing with a mental health issue. Join us for a discussion that will empower you with the information you need to know concerning the laws and regulations governing mental health disabilities in the workplace. Topics that will be discussed include: What qualifies as a mental health disability The dos and don’ts of discussing these issues with employees Practical tips for optimizing production while complying with the FMLA and ADA regulations on reasonable accommodations of mental health disabilities *Presented by Jackson Lewis Labor & Employment Law Attorneys
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This On-Demand Webinar will focus on Physical and Mental Disability Discrimination and Requests for In-Office Reasonable Accommodation. Tully Rinckey PLLC is one of the nation's largest federal sector labor and employment and military law firms. Our offices in Washington, D.C. and Arlington, Va. are home to former MSPB Chairman Neil A.G. McPhie and the Department of the Air Force's former deputy general counsel for fiscal, ethics and administrative law at the Pentagon, Cheri Cannon. They are key components of a team whose targeted, aggressive legal approach has secured positive results for clients in virtually every aspect of federal employment and labor law. Don't leave the future of your federal career to chance - call (202) 803-7330 or email email@example.com to schedule your FREE consultation with a member of our team. Through our new partnership, Federally Employed Women members are entitled to one free half-hour phone consult per year. Members pursuing claims receive a 10% discount on legal fees. Tully Rinckey will donate 5% of any legal fees into a FEW Legal Defense Fund.
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James Burns is voluntarily spending 30 days in solitary confinement. Learn more at solitary.vice.com: http://bit.ly/2icVUGb ---- America’s relationship with its mentally ill population continues to suffer as a result of inadequacies in the country’s mental health care system. For the mentally ill in Chicago, the effects of this inadequacy are felt on a magnified scale, as budget cuts and a lack of community-based mental health resources have left these individuals with minimal support. More often than not, this means being repeatedly swept up into the criminal justice system for low-level, non-violent crimes VICE News takes an immersive look at this issue by going inside the Cook County Jail and speaking with community members on Chicago's south side. Watch “Last Chance High” - http://bit.ly/1Gldj57 Watch "Migrant Prisons of Libya: Europe or Die (Full Length)” - http://bit.ly/1NYyaMA Read "Chicagoans Are Stopped and Frisked by Police Even More Than New Yorkers” - http://bit.ly/1F6OvNV Subscribe to VICE News here: http://bit.ly/Subscribe-to-VICE-News Check out VICE News for more: http://vicenews.com Follow VICE News here: Facebook: https://www.facebook.com/vicenews Twitter: https://twitter.com/vicenews Tumblr: http://vicenews.tumblr.com/ Instagram: http://instagram.com/vicenews More videos from the VICE network: https://www.fb.com/vicevideos
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How do you mind your own mental health in a college campus? How do self assess and help to maintain and improve your mental health? How do you seek help from the resources that are available to you? Cathy Plocinik has a Masters in Public Administration from Rutgers University and is the current Business Development Manager for Scott Cars, Inc. She was previously the Administrator for Lehigh Valley Community Mental Health Centers where she was responsible for the oversight of 5 outpatient offices here in the Lehigh Valley. She has been involved with organizations like NAMI and NIH in supporting ongoing efforts for mental health awareness. As such, she has organized health and safety events, and worked on community engagement throughout the Lehigh Valley. Prior to her work in mental health, Cathy spent 20 years as a paralegal for a labor and employment law firm in Philadelphia. She has utilized her background in labor-management relations in fighting for the rights of workers with mental health issues. She sees a need for a call to action on behalf of students with mental health issues who are not being supported by available resources. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
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The BC PSR Advanced Practice is pleased to offer a webinar wherein two Vancouver-based workplace and health law experts will guide a discussion centering on various aspects related to workplace law and mental health, including: o Mental health and discrimination; o Pre-employment and the recruitment process; o Duty to accommodate in employment; o Mental illness and workplace stigma. Session Objectives: 1. To provide an overview and basic understanding of discrimination principles; 2. To provide some tools to understand and navigate work place issues arising from mental illness 3. To outline key professional responsibilities; and perhaps 4. To provide of some important and informing resources The webinar originally took place on Friday, April 1st, 2016, and was presented by Suzanne Kennedy and Lou L. Poskitt. Archived webinar info and materials can be found at http://www.psyrehab.ca/events/show/a01b1 All material copyright BC PSR Advanced Practice and related parties © 2016
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This webinar was organised by Mental Health Europe on March 15th 2017. It explores labour market participation and existing international employment schemes for people living with mental ill health. In this webinar, speakers: - Discuss obstacles to access the labour market for people living with mental ill health - Explain Article 27 of the UN CRPD on work and employment of people with disabilities and psychosocial disabilities - Explore the evidence about the effectiveness of existing employment schemes and how they can support better inclusion in the workplace - Examine what employers can do to make a workplace more inclusive - Address the economic case for employing people living with mental ill health Speakers: - Dr Bob Grove, Senior Policy Advisor, Mental Health Europe - Stefan Trömel, Senior Disability Specialist, International Labour Organization - Maria Nyman, Director, Mental Health Europe More at: www.mhe-sme.org facebook.com/mentalhealtheurope twitter.com/MHESME
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Something is clearly wrong. In an era of chronic labor shortages, 75 per cent of Australians with a mental illness are unemployed. Getting and keeping a job is vital to community connection, self-confidence and independence. We need to do more to find people with a mental illness meaningful, appropriate work.
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December 13, 2017.
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Anne Makovec reports on officials in San Francisco drafting legislation to put state conservator ship law into effect (10-4-2018)
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Think you've been wrongfully dismissed? Know your rights. With our extensive expertise and wide range of services in BC employment law, our legal advisors will help you understand the issues and deal with situations involving wrongful dismissal, human rights complaints, labour arbitrations and collective bargaining. RDM Lawyers – your lawyers for life. Looking for advice? Not sure where to start? Contact us and we’ll get back to you within 24 hours. https://rdmlawyers.com/service/employment-law/
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Who decides what a ment@l illness is? Is suic!dality always a sign of insanity? ★★★ Patreon: http://www.patreon.com/PhilosophyTube Subscribe! http://tinyurl.com/pr99a46 Paypal.me/PhilosophyTube Wanna get me a book for the show? http://amzn.eu/5JAYdOd Check out my other videos on: Why Do I Hate My Self? https://www.youtube.com/watch?v=0AuFvboGKrQ When Will Security Go Back to Normal? https://www.youtube.com/watch?v=yyzd_a6vLWY Elon Musk https://www.youtube.com/watch?v=5gnlhmaM-dM Facebook: http://tinyurl.com/jgjek5w Twitter: @PhilosophyTube Email: firstname.lastname@example.org Google+: google.com/+thephilosophytube realphilosophytube.tumblr.com Recommended Reading: S.R. Blauner, How I Stayed Alive When My Brain Was Trying to Kill Me https://tinyurl.com/ybehp5y2 Thomas Szasz, Fatal Freedom https://tinyurl.com/yb22k9vw Mary Shelley, The Last Man https://tinyurl.com/y9gn2gpg Mark Fisher, Capitalist Realism https://tinyurl.com/y9bepjbz Mark Brown, What is It Like to Be Sectioned? https://www.shortlist.com/news/what-is-it-like-to-be-sectioned/367733 AngieSpeaks, Ment@l Health Under Late Capitalism https://www.youtube.com/watch?v=N7aS1Aabboc David Bowie - Blackstar https://www.youtube.com/watch?v=RPbuxapYWFc Music by Ibrahim: https://soundcloud.com/ibr Pusher – by Zoë Blade https://zoeblade.bandcamp.com/track/pusher Focused – by Zoë Blade Coldrum Stones – by Zoë Blade https://zoeblade.bandcamp.com/track/coldrum-stones Disconnected – by Zoë Blade Unsafe (Quiet Mix) – by Zoë Blade Lamb – by Zoë Blade Slick – by Zoë Blade https://zoeblade.bandcamp.com/track/slick Epidemic Sound (Epidemicsound.com) Aerial View of Masada by Andrew Shiva If you or your organisation would like to financially support Philosophy Tube in distributing philosophical knowledge to those who might not otherwise have access to it in exchange for credits on the show, please get in touch! Any copyrighted material should fall under fair use for educational purposes or commentary, but if you are a copyright holder and believe your material has been used unfairly please get in touch with us and we will be happy to discuss it.
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George F. Indest III and The Health Law Firm's attorneys lecture a Health Law Administration Class at Webster University. The course introduces the law and legal processes that affect health administration. The course presents an overview of legal principles concerned with torts, contracts, and liability in health administration, including the legal standing of individuals covered by various types of health insurance. Legal elements of labor relations in the health care field and the legal obligations and malpractice law are discussed as they apply to health professionals.
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T. R. U. T. H (Telling Reality Underneath The Heavens).... Please Visit: http://www.ForBetterConditions-Org.webs.com and support the cause. The British Psychological Society in the United Kingdom stated in it's June 2011 response to the American Psychiatric Association's (APA) Diagnostic and Statistical Manual of Mental Disorders.: "We recommend a revision of the way mental distress is thought about, starting with recognition of the overwhelming evidence that it is on a spectrum with 'normal' experience, and that psychosocial factors such as poverty, unemployment and trauma are the most strongly-evidenced causal factors." Statistical discrimination is an economic theory of racial, social, or gender inequality based on stereotypes. According to this theory, inequality may exist and persist between demographic groups even when economic agents (consumers, workers, employers, etc.) are rational and non-prejudiced. This type of preferential treatment is labeled "statistical" because stereotypes may be based on the discriminated group's average behavior. House Speaker Paul Ryan (R-Wis.) fielded questions at a CNN town hall on Tuesday ― including one from Mark Hughes, the man police wrongly identified as a suspect in last week’s shooting of Dallas police officers. “What are you going to do to ensure that guns do not fall into the hands of individuals with some type of mental disorder, and what is your plan for vets to come back that has the potential disease of mental illness?” Hughes asked. Hughes mentioned gunman Micah Johnson, an Army Reserve veteran whose parents said he became “a hermit” after returning from Afghanistan. A female soldier had accused him of sexual harassment and said he should seek “mental health” help, according to The Washington Post. None of Paul Ryan's earnestly-spoken word addressed the question, which is how to keep guns out of the hands of an at-least-momentarily deranged lunatic who wants to kill cops, or gay people, or children. -- In the near future, algorithms may be used to see if people have signs of Mental-Health issues.
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Welcome to Employment Law This Week®! Subscribe to our channel for new episodes every Monday! (1) The Year Ahead: 2017 - http://bit.ly/2icnNwV Welcome to 2017, where 19 states have new minimum wages and California alone has at least 10 new legal requirements that apply to most employers. Federally, public corporations must now disclose the ratio of CEO compensation to the “median compensation” of their employees. (2) Trump Picks Fast-Food CEO for Labor Secretary - http://bit.ly/2ixIwsZ President-elect Donald J. Trump has nominated fast-food CEO Andrew Puzder as his Secretary of Labor. The Senate confirmation hearing is currently set to begin the week of January 16. Mr. Puzder has said that regional minimum wages “make sense” as opposed to federal minimum wage increases “that kill jobs.” He has also opposed the Department of Labor’s proposed expansion of overtime eligibility. David Garland, from Epstein Becker Green, has more on this nomination. (3) Persuader Case in Limbo Pending Trump Action - http://bit.ly/2j1sICn New leadership at Labor might spell the end of one Obama-era policy already in limbo—the so called “Persuader Rule.” A federal judge in Minnesota recently halted a case challenging the rule pending action by the Trump administration. The judge noted that it would be a waste of resources to proceed if the Trump administration plans to scrap the rule entirely—a likely scenario. The administration has until March 1 to inform the court of its plans. The controversial Persuader Rule would require both employers and consultants, including lawyers, to report activity in connection with labor union and other employment matters. (4) New York Raises Salary Thresholds for Overtime Exemption - http://bit.ly/2ixEhgW- Another Department of Labor action currently in limbo is the new federal salary thresholds for the overtime exemption. But New York went ahead with its own increased thresholds, sealing the deal at the end of 2016. In New York City, the threshold is now $825 a week, or $42,950 annually, for an executive or administrative worker at a company with 11 or more employees. The salary thresholds will increase each year, topping out at $1,125 per week in New York City and in Nassau, Suffolk, and Westchester counties. For more on New York’s thresholds, click here: http://bit.ly/2iVTBHg (5) EEOC Highlights Protections for Workers with Mental Health Conditions - http://bit.ly/2iWEn2x The year 2017 will likely bring continued attention to mental health issues in the workplace. The Equal Employment Opportunity Commission (EEOC) recently released a document outlining the rights of employees with depression, posttraumatic stress disorder, and other mental health conditions under the Americans with Disabilities Act. According to EEOC Chair Jenny Yang, the agency’s work with disabled veterans uncovered a need for increased awareness around these issues. Mental health discrimination claims have increased in recent years—preliminary data shows that the agency resolved almost 5,000 of these charges in fiscal year 2016. For more on the EEOC’s guidance, click here: http://bit.ly/2iUWyWq (6) Tip of the Week - http://bit.ly/2iWFTBV Jonathan Fitzgarrald, Managing Partner of Equinox Strategy Partners, has some advice on the importance of building cross-generational teams: Visit http://www.EmploymentLawThisWeek.com. These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The “Tip of the Week” offers one perspective on possible human resource ideas or business practices. It presents the perspective of an individual not affiliated with Epstein Becker Green and should not be considered legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.
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Much of the public discussion about the recent Germanwings plane crash that killed 150 people on board speculates about the reported mental health issues of the co-pilot as the likely cause. That speculation, in turn, leads to questions about what his employer knew or should have known about his mental health and what all employers— including nonprofits—can and should do to better assure their members, supporters, customers, clients, employees, and the general public of the mental fitness of their employees. Mental health issues in the workplace are deceptively difficult. They are largely invisible, hard to treat, the subject of many misconceptions, and stigmatized. Well-meaning nonprofit employers must proceed with caution before making employment-related decisions based on assumptions about an employee’s or applicant’s mental health. The legal risks of failing to do so can be significant. Leaving aside the common issues, how do you know if a person has a mental impairment? Is there an accommodation that will work? Is the accommodation reasonable and does it impose an undue burden on your nonprofit? Will this employee pose a risk to the health or safety of others? There are numerous competing considerations that can be difficult and challenging to balance. Our experienced employment lawyer panelists—who work regularly with our nonprofit clients—will discuss these questions and more about mental health issues in the nonprofit workplace, what employers need to consider and take into account, how to navigate the legal traps and pitfalls, best practices in the area, and practical tips for how to best balance competing obligations. DISCLAIMER: The contents of this site, including all articles, opinions, and other postings, are offered for informational purposes only and should not be construed as legal advice. A visit to this site or an exchange of information through this site does not create a client-attorney relationship. You should consult directly with an attorney for individual advice regarding your particular situation. ATTORNEY ADVERTISING.
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John Cardillo reports on the shooting at YouTube HQ and explains why mental illness, not guns, is the problem. MORE: https://www.therebel.media/off_the_cuff_april_4_2018 SIGN UP to see John Cardillo's Off the Cuff Declassified videos before anyone else: http://www.TheRebel.media/Shows
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Works Cited Altman, C. “When The Nightmare Doesn’t End.” Online video clip. Youtube. Youtube, 25 Apr. 2014. Web. 10 Oct. 2014. Ditton, Paula. “Mental Health and Treatment of Inmates and Probationers.” Bureau of Justice and Labor Statistics. U.S. Department of Justice - Office of Justice Programs, July 1999. Web. 9 Oct. 2014. “Epic Build Up Music.” YouTube. Fesliyan Studios. 5 Nov. 2012. Web. 9 Oct. 2014. The Free Dictionary. Farlex, Inc, n.d. Web. 25 Sep. 2014. Kroft, Steve, Graham Messick, Coleman Cowan. “Untreated Mental Illness an Imminent Danger?” Online video clip. CBSNews. CBSNews, 29 Sep. 2013. Web. 9 Oct. 2014. Lavora, Sydney. “Photos of People Holding up a Statistic.” 2014. JPEG file. Tandon, Rajiv. "Schizophrenia Spectrum And Other Psychotic Disorders: DSM-5 Revisions And Their Clinical Implications. (Cover Story)."Psychopharm Review 48.5 (2013): 33-39. Academic Search Complete. Web. 13 Oct. 2014. “What’s it Like to Experience Schizophrenia Symptoms?” Online video clip. Youtube. Youtube, 29 Jan. 2012. Web. 9 Oct. 2014.
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Business Law II: Professor Sharma Lecture #5, Chapter 31 Chapter 31: Employment, Worker Protection, and Immigration Law Date: March 7, 2015 Please visit our website at http://raw.rutgers.edu Time Stamps: 0:11 Workers' Compensation Acts 4:05 Workers' Compensation Insurance 7:19 Employment Related Injury 9:44 Exclusive Remedy 14:42 Case 31.1: Workers' Compensation 20:16 Occupational Safety and Health Act 23:20 Occupational Safety and Health Administration 25:14 Types of OSHA Standards 26:48 Fair Labor Standards Act (FLSA) 27:46 Child Labor 28:32 Department of Labor Regulations 31:11 Minimum Wage and Overtime Pay 34:37 Case 31.2: U.S. Supreme Court Fair Labor Standards Act 39:19 Exemptions from Minimum Wage and Overtime Pay Requirements 40:25 Family and Medical Leave Act 51:40 Consolidated Omnibus Budget Reconciliation Act (COBRA) 56:00 Employee Retirement Income Security Act (ERISA) 58:38 Government Programs 1:04:02 Immigration Law Summary of Lecture: Workers Compensation is compensation paid to workers and their families when workers are injured in connection with their jobs. States require employers to purchase workers' compensation insurance, or self-insure by making payments, if they have the ability to pay compensation claims. Employment related injury is an injury to an employee that arises out of and in the course of employment. Workers' compensation insurance covers physical injuries, stress, and mental illness that are employment related. The Occupational Safety and Health Act promotes safety in the workplace, imposes record-keeping and reporting requirements on employers, and requires employers to post notices in the workplace to inform employees of their rights. Two types of OSHA Standards includes specific duty standards and general duty standards. Specific duty standards are developed and apply to specific equipment, procedures, type of work, individual industry, unique work conditions, and the like. General duty standards imposes on an employer a duty to provide a work environment that is free from recognized hazards. The Fair Labor Standards Act prohibits child labor, establishes minimum wage requirements, and establishes overtime pay requirements. The Family and Medical Leave Act guarantees workers unpaid time off from works for family and medical emergencies, and it applies to companies with 50 or more workers; federal, state, and local government workers. The Consolidated Omnibus Budget Reconciliation Act (COBRA) says that a terminated employee must be offered the opportunity to continue group health insurance. The employer must notify covered employees of their rights under COBRA. Also, the group rate premium should be paid to continue coverage. The Employee Retirement Income Security Act (ERISA) applies to employer-offered pension, 401(k), and health plans. It is designed to prevent fraud and abuses in private pension plans, and the employers are subjected to record-keeping and disclosure requirements. Vesting occurs when an employee has a nonforfeitable right to receive pension benefits. Under government programs, unemployment compensation is paid to workers who are temporarily unemployed. Please subscribe to our channel to get the latest updates on the RU Digital Library. To receive additional updates regarding our library please subscribe to our mailing list using the following link: http://rbx.business.rutgers.edu/subscribe.html
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Please join us for the second of three Aird & Berlis LLP Labour & Employment webinars from the convenience of your desktop. These webinars provide important updates for human resources professionals and legal counsel, as well as an opportunity to stay current with the law. Topics covered will include: Workplace Accommodation and Mental Illness: A New Challenge, A Different Approach •When is Mental Illness a Disability? ◦Disciplinary Behaviour and Mental Illness in the Workplace ◦Admissibility of Post-Termination Evidence Accommodating Mental Illness ◦The Element of Denial ◦Constructive Knowledge ◦Subjective Fears ◦Health and Safety Managing Behaviour ◦Importance of Medical Information ◦Ensuring a Safe Work Environment ◦Practical Tips to Avoid Liability Aird & Berlis LLP speakers include: Lorenzo Lisi, Fiona Brown and Meghan Cowan
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Welcome to Employment Law This Week® - subscribe to our channel for new episodes every Monday! This week's stories include . . . (1) Ninth Circuit Affirms Conviction for Unauthorized Password Sharing - http://bit.ly/29YT6qk Our top story: The Ninth Circuit says unapproved use of a former co-worker’s password can be criminal. An ex-recruiting firm employee used a current worker's credentials to gain unauthorized access to a company database. The Ninth Circuit held that this act violated the "without authorization" prong of the Computer Fraud and Abuse Act, noting that permission for legal access must be given by a computer system’s owner. This decision could have wide-reaching implications in an area of law that has become increasingly criminalized over the past few years. Jim Flynn, from Epstein Becker Green, has more. "The Nosal case takes the criminalization trend forward in three important ways. First, it takes the statute out of a very technical hacking basis and applies it to a very common-sense situation. .The second way it brings it forward is to really couple what's going on in the Computer Fraud and Abuse Act with what's going on in the Economic Espionage Act. And that's an important development. The Nosal case deals with both of them and shows that enforcement can be very effective. The third way that it brings forward trade secret law is to show that there is the availability of criminal relief, but all of these developments also apply on the civil side, because the statutes have civil remedies as well. I, as an attorney representing private litigants, can bring forward claims very similar to what prosecutors do." (2) NLRB Changes Rules for Organizing Mixed Units - http://bit.ly/29CgVTb Unions can now organize employees of two companies together without the permission of either employer. That’s according to the NLRB, which ruled this week in Miller & Anderson that it would recognize these mixed units when they find that the companies are joint employers and share a “community of interest.” The Board’s decision overrules their 2004 Oakwood Care Center decision, which held that these mixed units would only be ordered where both employers agreed. This decision will impact many employers and is likely to increase union efforts to represent leased and temporary workers along with an employer’s own workforce. For more on this case, click here: http://bit.ly/29VleLq (3) Seventh Circuit Appeal Clarifies Mental Health Accommodations in the Workplace - http://bit.ly/29UFFJu In Felix v. Wisconsin Dept. of Transportation, the Seventh Circuit Appeals Court ruled in favor of an employer who terminated a longstanding worker with an anxiety disorder. After the employee was found in a public area rolling around on the floor, the company placed her on leave under the Family and Medical Leave Act and ordered an independent medical examination. She was ultimately fired. The worker then filed a lawsuit claiming that she was fired because of her disability. The appeals court found that an employer isn't required to ignore disruptive behavior even if it's the result of a disability, noting that the employer gave careful consideration to the incident before deciding to terminate. (4) EU Leaders Approve Privacy Shield Deal - http://bit.ly/29Jv1Sn The “Privacy Shield” data transfer pact goes into effect: The European Commission has approved the Privacy Shield, which will allow personal data to be transferred from the EU to the United States. The previous Safe Harbor framework was ruled invalid in 2015 by the European Court of Justice, leaving US companies operating internationally in legal limbo. The new framework tightens restrictions and imposes stronger obligations on US companies to protect the data of Europeans. (5) Tip of the Week - http://bit.ly/29KhCw9 Sharon Scrima, Human Resources Specialist at Nippon Life Global Investors Americas, tells us some advice on the importance of management training for new supervisors. Visit http://www.EmploymentLawThisWeek.com. These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.
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China's first law to protect the rights of the mentally ill was adopted on Friday. Human rights activists applauded the move, but questioned whether it would halt the practice of locking up dissidents and other so-called troublemakers against their will. The new law bans involuntary mental health examinations and inpatient treatment, unless the patient expresses the intent to harm themselves or others, according to a report from state-run Xinhua News Agency. It also requires patients be given the right to an independent review of their cases, said Nicholas Bequelin, a researcher at Human Rights Watch, a New York-based advocacy group. Mr. Bequelin said that now there will be clear procedures in China for appealing involuntary commitment. Unfortunately, Mr. Bequelin added that China's Ministry of Public Security still has the authority to run its own psychiatric institutions apart from the Ministry of Health's and private institutions. This gives the police the power to lock up anyone they choose. Questions also remain how strictly China's new mental health law will be enforced, since legal enforcement in China is often limited. China has long been criticized for not adopting such a mental health law, which was called for by the Convention on the Rights of Persons with Disabilities, a UN treaty signed by China in 2008. Approximately 100 million Chinese people have mental illness, 16 million with severe conditions, according to a 2007 survey by the Chinese Center for Disease Control and Prevention. For more news and videos visit ☛ http://ntdtv.org Follow us on Twitter ☛ http://twitter.com/NTDTelevision Add us on Facebook ☛ http://on.fb.me/s5KV2C
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There is no federal law that expressly gives workplace rights to applicants and employees who find themselves victims of domestic violence, sexual assault, or stalking. However, Title VII of and the Americans with Disabilities Act do protect against employers' use of stereotypes rooted in protected classes such as sex or mental illness. Maria Flores, a 24-year veteran of the U.S. Equal Employment Opportunity Commission (EEOC), will explain how these laws may apply to employment situations involving these victims including hire/fire, sexual harassment, accommodations for disability (e.g., time off for treatment), medical confidentiality, and prohibited retaliation. Information will also be provided on how to file an employment discrimination charge with the EEOC.
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Mental illnesses or disabilities are not well understood by the common people and lack of awareness can create issues at the workplace. Here are some steps to address mental illness at the workplace: Become aware about the employee's illness and its effects. Have access to take expert advice on how mental disability can affect employee’s performance. Don’t gossip or allow gossip about an employee’s mental disability. Do not tolerate harassment, negative comments or teasing of employees with mental health conditions. Make sure to let employees know that mental illness will be treated like any other illness in the workplace. If there are any cases of mistreatment or harassment, quickly investigate and respond just as other forms of discrimination in the workplace. There is no standard accommodation or changes at the workplace for those with mental disabilities and illnesses. So, work with employees with mental problems and include them in the development of policies suitable for them and the company. Supporting employees when they experience mental health problems helps to keep valuable staff members and also sends a message to the society about your organization’s values.
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Subscribe now for more! http://bit.ly/1JM41yF Kerry Katona speaks candidly about her battle with her bipolar disorder, and reveals that she's hoping to have another baby. Broadcast on 18/04/2017 Like, follow and subscribe to This Morning! Website: http://bit.ly/1MsreVq YouTube: http://bit.ly/1BxNiLl Facebook: http://on.fb.me/1FbXnjU Twitter: http://bit.ly/1Bs1eI1 This Morning - every weekday on ITV from 10:30am. Join Holly Willoughby and Phillip Schofield, Ruth Langsford and Eamonn Holmes as we meet the people behind the stories that matter, chat to the hottest celebs and cook up a storm with your favourite chefs! Dr Zoe and Dr Ranj answer all your health questions, stay stylish with Gok Wan's fabulous fashion, be beautiful with Bryony Blake's top make-up tips, and save money with Martin Lewis. http://www.itv.com http://www.stv.tv
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This video features North Carolina Public Workers struggle for justice. It includes excerpts from a public hearing to document abuses against North Carolina Mental Health Workers. This public hearing was organized by North Carolina Pubic Service Workers Union - UE Local 150 and co-sponsored by NC NAACP President Rev. Dr. William Barber II. Excerpt from "Public worker hearing launches statewide Labor and Civil Rights Coalition in Defense of the Public Sector" By Dante Strobino "A legislative mental health workers bill of rights is especially needed to establish fair standards for workers to provide quality in a state that denies public sector workers the right to collective bargaining to help establish enforceable standards. The working conditions place an undue burden on the worker who is forced to work overtime, work understaffed, without family-supporting wages under policies that blame workers for the systematic problems of the Department of Health and Human Services and lack of adequate funding and resources from the state General Assembly. In fact, it was pointed out that the median wage at all these facilities was under $28, 000 per year yet the workers live in areas that require more than $44, 000 per year to sustain a healthy family." Learn more at: www.IWJC.org Produced for IWJC by: www.CheemaCommunications.com
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Stewart Lecture in Labor and Employment Law The relationship between the American labor movement and identity-based social movements has long been a complicated one. Organized labor has often been an ally of civil rights struggles, and major civil rights leaders have often supported the claims and campaigns of organized labor. This cooperative relationship may be best exemplified by the reason Dr. Martin Luther King was in Memphis on the day he was assassinated—to lend his support to a strike by unionized sanitation workers. But unions and civil rights groups have found themselves on the opposite sides of intense battles as well. These battles have included fights over race and sex discrimination and harassment in union-dominated workplaces (which pitted civil rights groups against the public-safety-worker and craft unions that themselves often had a history of discrimination), as well as the struggles over sex-specific protective labor legislation (legislation supported by a wide swath of the labor movement, but that severely limited job opportunities for women). The relationship between the labor movement and the disability rights movement is just as complicated. Organized labor has often been an ally of disability rights efforts. But in some of the highest stakes battles for workers and individuals with disabilities, unions and disability rights groups have opposed each other. Although many commentators have written about the tensions and collaborations between labor unions and civil rights groups promoting race or sex equality, the very similar dynamics of the relationship between unions and disability rights groups have largely escaped comment. In this lecture, I hope to do two things. First, I try to put the current labor-disability controversy into that broader context. Second, and perhaps more important, I take a position on how disability rights advocates should approach both the current controversy and labor-disability tensions more broadly. As to the narrow dispute over wage-and-hour protections for personal-assistance workers, I argue both that those workers have a compelling normative claim to full FLSA protection—a claim that disability rights advocates should recognize—and that supporting the claim of those workers is pragmatically in the best interests of the disability rights movement. As to the broader tensions, I argue that disability rights advocates go wrong, both normatively and pragmatically, in treating the interests of individuals with disabilities as inevitably superordinate to those of individuals who do the work of providing community-based services and supports. Although this wrong turn is completely understandable in light of the history of paternalist subordination of people with disabilities at the hands of the helping professions, today’s situation calls for an accommodation of the legitimate claims of each side. Samuel Bagenstos is the Frank G. Millard Professor of Law at Michigan Law. He specializes in constitutional and civil rights litigation. From 2009 to 2011, he was a political appointee in the U.S. Department of Justice, where he served as the principal deputy assistant attorney general for civil rights, the number-two official in the Civil Rights Division. His accomplishments included the promulgation of the 2010 Americans with Disabilities Act regulations—the first comprehensive update of those regulations since they were first promulgated in 1991—and the reinvigoration of the Civil Rights Division's enforcement of the U.S. Supreme Court's decision in Olmstead v. L.C., which guarantees people with disabilities the right to live and receive services in the most integrated setting appropriate. He led the negotiations of significantOlmstead settlements with the states of Delaware and Georgia, which guarantee appropriate, community-based services to thousands of people with disabilities. He also personally argued major cases in federal district courts and courts of appeals.
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At Martin Tolhurst we endeavour to provide clear and plain employment advice based not only on the law but also on practical and common sense considerations. You will find us approachable and professional in dealing with your employment matter. We fully understand that employment law is an ever expanding and complex area of law which continues to have new legislation introduced enshrining existing and additional rights for employees. Unfortunately, problems and disputes between employer and employee sometimes occur that cannot be resolved either quickly or amicably. In such circumstances we can provide support, representation, or simply advice in an attempt to resolve the issues or if need be advice regarding possible applications to the Tribunal. Our advice will be practical, pragmatic and sensitive at all times to the costs involved. Find out more at : http://www.martintolhurst.co.uk/services/employment/employees--the-facts.html
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The Afghan government is failing to protect tens of thousands of children, some as young as 5, from hazardous conditions in the workplace, in violation of Afghanistan’s labor laws. Children work dangerous jobs in Afghanistan’s carpet industry; as bonded labor in brick kilns; and as metal workers. They perform tasks that could result in illness, injury, or even death due to hazardous working conditions and poor enforcement of safety and health standards. Many children who work under those conditions combine the burdens of a job with school, or forego education altogether. Working compels many children in Afghanistan to leave school prematurely. Only half of children involved in child labor attend school.
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The Job Accommodation Network (JAN) is a service provided by the U.S. Department of Labor's Office of Disability Employment Policy (ODEP). Introduce yourself to the nation's premier technical assistance service for providing consultation on the Americans with Disabilities Act (ADA), job accommodations, and entrepreneurship.
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Sometimes life is shit, but it's much better to laugh than cry right!? Like and subscribe for more laughs! Is University Worth it? Yes you're more likely to be employed if you have a degree. Yes Graduates earn £6,000 more than non-graduates But... What if University isn't for you? You might prefer to pick up skills and work at the same time. What happens when all the jobs you can get, are the ones that you are OVERQUALIFIED for? What if the job you get, is a job that didn't require a degree? What if the job you get is not at all relevant to your degree at all? I'm not saying don't go to university, but just consider other options like work, apprenticeships etc. It's important to take the time out and research what you want to do in life. As well as its worth to consider knowing that you'll be paying back student loans for the next +10 years. I wanted to give my own opinion on whether University is still worth it in 2017. I feel like as children especially during GCSES/A-Levels, we're pushed into the box of going to university in order to get a career. But there are ways to become successful without going to university. Here are some links from where I got my facts: http://www.independent.co.uk/student/career-planning/thousands-of-graduates-working-in-jobs-that-dont-require-any-qualifications-a7114056.html https://blogs.spectator.co.uk/2013/05/britains-great-university-rip-off/ https://www.theguardian.com/commentisfree/2016/may/03/the-guardian-view-on-graduates-and-employment-degrees-but-not-destinations http://www.telegraph.co.uk/education/11799502/Top-university-chief-You-might-well-be-better-off-not-going-to-Uni.html http://www.bbc.co.uk/bbcthree/item/d323ccd9-e6f0-4075-aa92-c819eac29f70 https://www.theguardian.com/education/2016/mar/13/tuition-fees-have-led-to-surge-in-students-seeking-counselling https://www.theguardian.com/education/2015/dec/14/majority-of-students-experience-mental-health-issues-says-nus-survey https://www.theguardian.com/society/2017/may/23/number-university-dropouts-due-to-mental-health-problems-trebles
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National Employment Law Institute Director David Fram on NELI's 2016 ADA/FMLA Update. For more information visit http://www.neli.org/.
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What's the most transformative thing that you can do for your brain today? Exercise! says neuroscientist Wendy Suzuki. Get inspired to go to the gym as Suzuki discusses the science of how working out boosts your mood and memory -- and protects your brain against neurodegenerative diseases like Alzheimer's. Check out more TED Talks: http://www.ted.com The TED Talks channel features the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and more. Follow TED on Twitter: http://www.twitter.com/TEDTalks Like TED on Facebook: https://www.facebook.com/TED Subscribe to our channel: https://www.youtube.com/TED
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Welcome to Employment Law This Week! Subscribe to our channel for new episodes every Monday! This week's stories include . . . (1) EEOC Calls for Increased Harassment Prevention - http://bit.ly/29sdd24 Our top story: The Equal Employment Opportunity Commission (EEOC) urges increased harassment prevention measures in the workplace. About one third of charges filed with the agency in 2015 involved claims of some form of harassment. The agency recommends that employers update their worker training to focus on bystander intervention and workplace civility. In addition, employers should increase their own awareness of risk factors. These include physical isolation of workers and significant power disparities. Bill Milani, from Epstein Becker Green, has more: "The report suggests employers should take a number of actions concerning harassment in the workplace. First, an audit of organizational risk factors as outlined by EEOC. ... Second, a review of your policies against discrimination and harassment to ensure that they are current, they reference all of the protected classes, not just sexual harassment, but harassment based on race, color, religion, ethnicity. Training. Training is vital. Training for all employees on anti-harassment. ... On top of the training that all employees received, managers trained to understand their heightened responsibilities as the employer, managers trained to understand their role in the complaint procedure. And finally, crucial that leadership embrace and be accountable for issues of workplace conduct." (2) SEC Chairman Pushes Board Diversity Disclosure - http://bit.ly/29tVdzX The Securities and Exchange Commission (SEC) calls for board diversity disclosure. SEC Chairwoman Mary Jo White is advocating a new regulation requiring companies to disclose information about the racial and gender diversity of their boards. White contends that existing disclosures do not provide investors with enough information and pointed out that female directors comprise just 20 percent of Fortune 500 companies. The timeline for issuing the proposed regulation has not yet been announced. (3) Chicago City Council Approves Paid Sick Leave - http://bit.ly/29zlrqA Employers in the city of Chicago will soon be required to offer up to 40 hours of paid sick leave a year. The City Council unanimously approved the paid sick leave ordinance, which will apply to all individuals and businesses with at least one employee. Chicago will now join more than two dozen other U.S. cities that require employers to provide paid sick leave. The mayor is expected to sign the ordinance, which is scheduled to go into effect July 1, 2017. For more on this story, click here: http://bit.ly/2a2yLzz (4) NJ Justices Extend Reach of Law Against Discrimination - http://bit.ly/29zl2UT The New Jersey Supreme Court extends the state’s Law Against Discrimination. A medical response services company fired an employee who was going through a marital separation with a coworker. The termination was based on a supervisor’s assumption that it would likely lead to an "ugly divorce." The Court ruled that the marital status protection in the New Jersey Law Against Discrimination applies in this case, effectively expanding the law to include protections for separated, divorced, and widowed employees. (5) Tip of the Week - http://bit.ly/29sdJgC Diane DiResta, Founder and CEO of DiResta Communications, shares some advice for in-house counsel on how to be more media savvy: "Today more than ever before, everybody needs broadcasting skills, even if you’re in-house counsel. Maybe you’re never talking to the national media, but you will be interviewed at a conference, and it may be over telepresence or live stream. So it’s really important that people have media and broadcasting skills. ... The first thing you need to know is, what is your message? Create message points for yourself and always remember the rule of three. Three is that magical number. People remember things in threes. So have three distinct messages. The second thing to be aware of is you need to keep it simple. ... The way you do that is to create sound bites. A sound bite is a quotable quote. It’s a sentence or two that can easily be lifted. ... The third thing is to stay on message. And what I mean by that is that it’s easy to go off in another direction, so use the skill of bridging. What bridging is, is you answer the reporter or interviewer’s question, and then you always bridge back to your message. ...Those messages are your home base. And that’s how you succeed in a media interview." Visit http://www.EmploymentLawThisWeek.com. These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.
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David Menzies of The Rebel.Media reports: In the department of bad timing and insensitivity, the powers-that-be in Toronto, are giving a mentally-ill cop-killer a conditional discharge. What could possibly go wrong? MORE: https://www.therebel.media/_rehabilitated_mentally_ill_toronto_cop_killer_released_what_could_go_wrong PS: WATCH David Menzies’ “What’s the Deal” (PLUS shows hosted by Ezra Levant, John Cardillo and MORE): http://www.TheRebel.media/Shows Subscribe to the Rebel’s YouTube channel: http://www.youtube.com/c/RebelMediaTV PLUS http://www.Facebook.com/JoinTheRebel *** http://www.Twitter.com/TheRebelTV #Toronto #MentalIllness #PublicSafety
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Keep your golf club shooting straight with more HR tips & Advice. Download our free guide here: http://www.golfhr.co.uk/free-guide “The 7 COSTLY Management Mistakes That Successful Golf Clubs AVOID” In this video of a workshop with managers from UK golf clubs, Carolyne Wahlen from Golf HR asks: what does UK employment law define as a disability? As an employer, you need to know what constitutes as a disability and what constitutes as an illness, but it's not always easy to differentiate between the two. In short, a disability is an impairment – either physical or mental - which has a significant and lasting adverse effect on an employee's ability to do everyday activities. As Carolyne points out in this video, certain unexpected afflictions might fall under this definition while others might not. Make sure you and your golf club are fighting fit, healthy and under par with the help of Golf HR - the UK's leading HR service provider for golf clubs. Call today for a free HR audit & 18 minute meeting on 01491 693 385.
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Discount Code: LABOR2018 Get massive savings @http://bit.ly/LAborSale Get started with the FREE 7 Day Quickstart course @http://bit.ly/7DayFreeCor Attend a live FasterEFT™ seminar @https://fastereft.com/events/ How to do the Basic Faster EFT Tap @http://bit.ly/2pMAUaK We have the most comprehensive list of articles on FasterEFT™ available right here: http://bit.ly/2E20Nsf Programs for fast, effective and easy change with lasting results: http://bit.ly/2upAc8W To book a session with a practitioner visit: http://bit.ly/2I8A93y Join the FasterEFT™ Happy Journal Community @http://bit.ly/2E2cRcQ Join the FasterEFT™ and Eutaptics™ Self Love Club @http://bit.ly/2pMHqzh Keep sharing with us on Facebook @http://bit.ly/2uujhlB ; Google+ @http://bit.ly/2IdX0e3 ; Twitter @http://bit.ly/2I81Mte ; Pinterest @http://bit.ly/2J26CK7 ; Vimeo @http://bit.ly/2E2uYj3 FasterEFT™ videos make it possible for many people all around the world to heal themselves and live a more fulfilling life. You can tap along as Robert demonstrates what to do and notice the difference for yourself. These videos are absolutely free because we want to help as many people as we can to enrich and empower themselves and their lives. Try our free 7 Day Quick Start Program @http://bit.ly/2pMy3zr Disclaimer: Skills to Change Institute, Inc. and its affiliates are not physicians or medical professionals and the FasterEFT™ techniques, ideas, and healing modalities suggested in this video are not intended to be a substitute for professional care. The FasterEFT™ techniques and other information provided in this video are not intended to render medical or psychological advice and should not be used for diagnosing or treating a medical or psychological problem or disease, whether physical, emotional, mental or of any other nature. The term “heal” as used in this video may refer to an enhanced sense of well-being, but it is not intended to refer to the treatment of a medical or psychological problem or disease. If you have or suspect you may have a medical or psychological problem, you should consult your appropriate health care provider. Never disregard professional medical advice or delay in seeking it because of something you have heard or seen in this video. Any story shared in this video that may be regarded as a testimonial or endorsement does not constitute a guarantee, warranty, or prediction regarding the outcome of implementing the FasterEFT™ techniques. Although some clients have reported “healing experiences” after having implemented the FasterEFT™ techniques, any testimonials in this video represent the anecdotal experience of individual clients and should not be considered to represent evidence of the treatment of a medical or psychological problem or disease. Individual experiences are not a substitute for scientific research. Skills to Change Institute, Inc. accepts no liability whatsoever for any damages or adverse effects arising from your use or receipt of FasterEFT™ techniques as a result of having watched this video. By viewing this video, you signify your agreement to the information above.
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According to a study conducted by the Mental Health Commission of Canada (MHCC), 1 in 6 Canadians need mental health care. The Ministry of Labour estimates that treatment for mental illness costs the Canadian economy $51 billion a year. For immigrant families, mental health issues can be an even greater challenge. On top of dealing with the possible stigmatization surrounding mental disorders, language barriers add to the difficulties of seeking professional help. If I am elected, I will advocate increasing mental health screening at schools and access to mental health services.
Просмотров: 90 Jeffrey Lee
If you're looking for legal help and would like to talk with an Employee Rights Lawyer or a Paralegal who specializes in labour law, call (647) 496-1395 today! If you have actually been dismissed from your place of employment and are unsure if you have actually been dealt with in a fair manner, or have actually obtained inadequate settlement for your years of service, you should talk with an Employee Rights Lawyer or certified Paralegal that has the capacity to aid you in navigating Ontario Work Laws and Regulations, and provide you sound advice to help to solve your issue. For any kind of labour law related concerns, you ought to make sure to have an extremely competent Employee Rights Lawyer or Labour Law Paralegal to aid you in discussing a fair result. You should always consult a legal specialist for advice. You may like to call a Legal Expert to aid you and assess if you have been dealt with in a reasonable way. If you are worried about wage troubles, hourly rate/pay issues, dangerous job environments, legal issues, or prejudice of any sort kind, then you need assistance to know just what the regulations and laws are for your rights and your circumstances. Mediation is often the very best course to seek. Nonetheless in order to be readied for this, you should make certain that you engage with an Employee Rights Lawyer, certified Paralegal or Legal Professional who can provide you sound legal advice for your situation. A common first step is a stern letter drawn up by a Lawyer which will many times be enough to change a company's initial action. Engaging a Labour Lawyer will certainly give you the confidence that your best interests are being attended to and that they have the experience and expertise to aid you resulting in a fair outcome. Related Videos About Employment Lawyers In Toronto https://www.youtube.com/edit?o=U&video_id=PixGiaYLKdI *Related Information* attorney employee rights In Toronto attorney for employee rights attorneys for employee rights In Toronto casual employee rights company relocation employee rights disabled employee rights employee discrimination law employee employment rights employee harassment rights employee labor rights employee law advice employee maternity rights employee pay rights employee protection rights employee rights after termination employee rights at work employee rights at workplace employee rights attorney employee rights attorneys In Toronto employee rights discrimination employee rights getting fired employee rights law employee rights law firm In Toronto employee rights lawyer employee rights lawyers In Toronto employee rights legislation employee rights ontario employee rights protected by law employee rights sickness employee rights under employment law employee rights violations employee rights when fired employee rights wrongful termination employee termination rights employee vacation rights employee workplace rights employees law rights employees rights employees rights dismissal In Toronto employees rights lawyer In Toronto employer law employer rights employment & labor law employment and labor law employment and labour law employment discrimination lawyer employment discrimination lawyers employment labor law employment labour law employment law advice In Toronto employment law advice for employees employment law attorney In Toronto employment law consultants In Toronto employment law employee employment law employee rights employment law for employees In Toronto employment law for employers In Toronto employment law lawyers In Toronto employment law legislation employment law protection employment law services employment law specialists In Toronto employment protection law employment rights federal employees rights fired employee rights labor law on overtime labor rights law labour employment law labour protection law labour rights law and employment law on employment laws for employee rights lawyer for employee rights In Toronto lawyers employee rights In Toronto lawyers for employee rights In Toronto legal employee rights legislation employment law list of employee rights office relocation employee rights part time employees rights restaurant employee rights salaried employee rights salary employees rights small business employee rights temp employee rights temporary employee rights terminated employee rights violation of employee rights what are employee rights in the workplace work employment law worker rights workers rights workplace discrimination law https://www.youtube.com/watch?v=6mGzFIiy_9E #Labourlaw #employeerights #Lawyer
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A woman says she's "1,000 percent" certain she's pregnant -- and has been for three years, seven months -- although doctors say tests show she's not. https://www.drphil.com Subscribe to Dr. Phil: http://bitly.com/SubscribeDrPhil LIKE us on Facebook: http://bitly.com/DrPhilFacebook Follow us on Twitter: http://bitly.com/DrPhilTwitter Dr. Phil uses the power of television to tell compelling stories about real people. The Dr. Phil show provides the most comprehensive forum on mental health issues in the history of television. For over a decade, Dr. McGraw has used the show's platform to make psychology accessible and understandable to the general public by addressing important personal and social issues. Using his top-rated show as a teaching tool, he takes aim at the critical issues of our time, including the "silent epidemics" of bullying, drug abuse, domestic violence, depression, child abuse, suicide and various forms of severe mental illness.
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Sacramento librarians are getting trained to help patrons with mental illnesses. About 35 librarians went through a training last week, with the help of the group 'Mental Health First Aid. The goal is to have about 50 librarians trained by the end of the year. The program has been introduced to other library systems throughout California. Subscribe to KCRA on YouTube now for more: http://bit.ly/1kjRAAn Get more Sacramento news: http://kcra.com/ Like us:http://facebook.com/KCRA3 Follow us: http://twitter.com/kcranews GGoogle+: http://plus.google.com/+kcra
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