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POLICY BACKGROUND

Transcript: Developing innovative approaches in the provision of social services could also boost the EU's employment and job creation The opportunities of Job creation in the social service sector are important due to the development of new needs driven by: demographic changes economical and social consequences of the crisis growing inequalities technological development changing social patterns Health and social Service of the EU Employment and Social Situation Quarterly review: social and health service continued to gnerate on third of the new jobs between 2000 and 2011 and that the sector was growing even during the crisi The Commission Comunictaion : "Implementing the Community Lisbon Programme: Social service of general interest in the European Union" (COM 2006) identifide two main categories of services Services can be provided by public as well as private organizations: social enterprises and NGO. Other actors such as the work integration social enterprises (WISE) have a double function of providing social services to the community and to integrated low-skilled workers into the labour market. LONG TERM CARE Challenges and opportunities vertical integration Policy backgropund Horizontal integration Access to LTC might be restricted by many kinds of barriers: lack of insurance coverage lack of coverage/provision of certain types of care high individual financial care costs geographical disparities in supply Vertical Integration integrated services are likely: to promote continuous care, avoid duplication and gaps in the delivery and reduce waiting times. to facilitate information and knowledge sharing between professionals who play a role in identifying the needs and the adequate responses to improve the responses to complex needs and would better serve citizens, especially the population in nedd of priority services such as homeless Financial Impact Integration of services refers to different approaches in order to enhance outcome s for service users Important is the coordination between different public bodies but also ensure proper partnerships with the private (profit and non profit) brings together previously separated social services User's perspective Integrated approaches to service delivery can improve effectiveness and efficiency of service delivery: from a user's perspective from a financial perspectiv e call for proposals VP/2014/008 EaSI 2014 Progress axis In the EU the most commonly reported reason for "unmet healthcare needs" is that the usage of healthcare services was considered too expensive. The financial and economic crisis il likely to have affected health care services in two ways: 1) it has increased demand for certain healthcare services 2) Financing has come under pressure, in particular as a result of reduced public budgets, in combination with decreased income levels among service users integrated service delivery il likely: to reduce administrative burden of delivering support as multiple visits Services provided directly to the persons social assistance service employment and training services housing suppport and social housing childcare long-term care services heathcare Horizonatal integration HEALTH CARE Ensuring coherence between the benefits and the provision of social services ramains a challenge as they are oftem organised and financed through different channels. Multi-level-governace Insufficient and unequal access to CC is the result from various obstacles CHILDCARE Social Investement Package (SIP) February 2013 Voluntary European quality Framework for Social Services 8/10/2010 Progress call for proposals The Staff Working Document (SWD) on active inclusion, wich is part of the SIP has identified that access to social services needs improvement in the Member States. Some Member States have reported increased access to employment and training, mainly linked to a stronger use of activation measures, but have not increased access and coverage for: childcare healthcare housing long term care stronger coordination between different levels of governement

Policy Presentation

Transcript: "Overtime will be distributed based upon ability to do the job, seniority, and availability, by location" "Employees shall have the obligation to work any overtime hours which have been scheduled by the employer." "The employer agrees to post a work schedule for the following work week by 3:00 pm each Tuesday. This shall provide a 7 day notice. This provision shall apply to known and foreseeable catering events..." Yvonne's Grievance Local 23 UFCW CBA: Policy Presentation The Agreement should change the language of the contract for employees to better understand Include the definition and policy for "immediate fill" The Union should review filed grievances and advise employees on how to strengthen their claim Union should help Yvonne collect better evidence Perhaps there was a better approach If this case can't be won, Union should help encourage a compromise Yvonne filed a grievance against Parkhurst in violation of the CBA The agreement stated "The Employer will give the affected employees notice of such overtime as far in advance as possible which in most cases will be as soon as the Employer has received such notice from the client." The Union supported her claim but did not have evidence to prove it Parkhurst refused to retract its actions against Yvonne She has the ability to appeal Protection of Union Members Case: Before current position, was a baker for 15 years She currently has the most seniority Hours of Work: Group 1: Ashley Longstreth & Gilah Salas Do you agree that the language of the CBA was not specific enough? Do you think the head chef should be held accountable for favoring non-union members? Could Yvonne still win her case? Yvonne, an employee of Parkhurst Dining Services, customer relations representative Has held current position for 10 years Under a collective bargaining agreement Member of the Local 23 UFCW since 1993 Recommendations Yvonne works overtime in the Bakery Parkhurst hired a non-union chef to run the kitchen and bakery The Chef has expressed anti-union views In September, an alumni event required a number of baked goods which would require overtime Company procedure of posting overtime hours is by seniority On Wednesday, before the event, the position was deemed an "immediate fill" Hours were granted to a non-union employee Yvonne filed a grievance with the union, and was denied due to the language of the contract Questions Employee Profile: A company must be fully aware of the protection of unionized members within their organization. National Labor Relations Board: Forbids employers from interfering with the rights of exercising organized labor. Promising benefits to employees to discourage their union support. Assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity

Background presentation

Transcript: Go on Exchange present your country abroad Work with different mentalities Diversity Explore different cultures Be a Member Develop your skills Have an impact Enrich your knowledge AIESEC Be a Leader Lead your team Achieve your vision Coach others Be a mentor EXPERIENCE YOUR AIESEC JOURNEY Gives you a great experience

Employee Background Check policy

Transcript: No person in the United States shall, on the basis of sex, be excluded from participation in, be denied benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance... misdemeanors felonies. Two states, North Carolina and Ohio, have passed laws that recognize an individual’s rehabilitation and thereby reduce employment sanctions and disqualifications. TITLE VII EEOC ADEA Scott Queen Lonnie Griffin Rosa McAllister-McRae Nadya Maisak Implementation North Carolina House Bill 641 Employee Background Check Policy Purpose, Procedure and Implementation Wingate Community College Two Types of Offenses Types of Crime North Carolina House Bill 641 Implications Procedures Effective December 1, 2011, the North Carolina General Assembly enacted a new Article 6 of G.S. Chapter 15A (G.S. 15A-173.1 through 15A-173.6), allowing certain ex-offenders to apply for a certificate of relief from collateral consequences. Procedures Fair Credit Reporting Act (FCRA) Compliance Felony Crime Examples New process for people convicted of no more than two low level felonies or misdemeanors to petition the court for relief from collateral sanctions and disqualifications. The certificate does not expunge an individual’s record nor is it a pardon. Courts may issue a certificate if the individual meets certain requirements, including that 12 months must have elapsed since completion of the sentence. Includes a provision protecting employers and others against negligence actions. The certificate acts as a bar to any action alleging lack of due care in employment, licensing, admission to a school or program, or business transaction if the person knew of the certificate at the time of the alleged negligence. Felonies are punishable by more than one year in prison and the labeling of being a convicted felon. These are very general categories and the severity of offenses contained within them can vary considerably. For Employment Background Checks In order to be in compliance with The Fair Credit Reporting Act (FCRA), WCC will adhere to the following process when conducting an employee background check. 1. The College will have a “Permissible Purpose” (i.e. employment purposes) for the background check as defined under Section 604 of the FCRA. 2. The College will obtain the applicant’s signed authorization for the background check prior to initiating the check on the applicant. This signed authorization will be obtained through a Disclosure and Authorization form that will be provided by the Office of Human Resources. The applicant must receive the following documents from the College prior to the background check being conducted: a. Background Disclosure and Authorization Form b. Summary of Consumer Rights Under the FCRA 3. The Office of Human Resources will send a Pre-Adverse Action letter to the applicant including a copy of the completed background check report, Summary of Consumer Rights under the FCRA and contact information for the College’s CRA. Information regarding the hiring decision cannot be disclosed in this notification. The purpose of this step is to provide the applicant with the opportunity to address any erroneous information found in the report with the CRA. 4. The Office of Human Resources will send an Adverse Action notification to the applicant disclosing the final decision to deny employment based on the results of the background check. A copy of the completed background check report and Summary of Consumer Rights under the FCRA must be included with the Adverse Action letter. The purpose of this step is to provide the applicant with the opportunity to address any erroneous information found in the report with the CRA. Justifications There are two main categories of offenses under North Carolina criminal law: Wingate Community College Employee Background Check Felonies Wingate Community College Employee Background Check Title IX A Class A Felony is the most serious, and a Class I felony is the least serious. The State of North Carolina organizes felony crimes into 10 different lettered categories, from Class A to I, with Class B felonies further divided into Class BI and Class B2. ADA IRCA GINA Title IX is administrated by the Office of Civil Rights (OCR) of the Department of Education. The department's regulations specify that educational institutions may not discriminate on the basis of sex in the employment of faculty and staff members(34 C.F.R. Part 106). Misdemeanors are punishable by up to one year in jail, not prison, and fines. OVERVIEW: ROSA MCALLISTER-MCRAE PURPOSE: LONNIE GRIFFIN PROCESS AND PROCEDURES: ROSA MCALLISTER-MCRAE, SCOTT QUEEN AND NADYA MAISAK IMPLEMENTATION: SCOTT QUEEN Misdemeanors Employee Background Check Policy THANK YOU This policy and its corresponding procedures are effective January 1, 2015. All WCC hiring supervisors will be trained through mandatory professional development workshops on how to implement the policy and

Background Presentation

Transcript: 14th Week Consulting interns can be expensive Time and Money Personal Experience Preliminary Design Stage NFPA 101 and NFPA 13 New and Existing Education, Business, and Mercantile Definition of Project This app would be used to provide interns and recent graduates with an outline of guidelines for how to design and review designs of specific occupancies. With the given time frame, I will be writing the information that will go into the app Begin parametric study: Speak with my mentor and Jason to understand more about what critical variables I could concentrate on for this app. Choose those parameters and begin my study Gather information from NFPA 101 and NFPA 13 for new and existing education, business, and mercantile occupancies. By: Breanne Thompson Next Steps (Continued) Finish preparing for Draft of Analysis Pull together and discuss results of project Draw my conclusions and state future work needed Turn in Final Paper! 10th and 11th Week Turn in my parametric study Begin draft of analysis Map out the process of the app for the key elements 15th Week References Next Steps 7th Week Prepare for Final Presentation Summarize my draft of analysis into presentation Work on how to incorporate a live demonstration for my presentation App Development Background Information 8th-9th Week Continuous Process Objective-C for Apple products Java for Android products 6 months of studying Places to Learn: Codecademy, iOS Dev Center, Android Developers Training Hire App Developer will cost thousands Prepare Final Paper Dive into Shark Tank! 1. http://lifehacker.com/5401954/programmer-101-teach-yourself-how-to-code 2. http://www.bluecloudsolutions.com/blog/cost-develop-app/ 6th Week Background Presentation 12th-13th Week

Background Presentation

Transcript: Real action and accountability Amnesty International Non-state actors/ Rebel Groups?? ...and what about men?? ignoring male rape victims? would rape exist without a man? Weapons of War: Rape UN as an Arena - NGO's - Discussion and dialogue Arena Instrument Actor Critical Thinking Weapons of War: Rape UN as an instrument UNSC Resolution 1820 (2008) UN as an Actor - UN Action Against Sexual Violence in Conflict Weapons of War: Rape Problems with 1820 "Roles and Functions of International Organizations" "Sexual violence, when used as a tactic of war in order to deliberately target civilians or as a part of a widespread or systematic attack against civilian populations, can significantly exacerbate situations of armed conflict and may impede the restoration of international peace and security… effective steps to prevent and respond to such acts of sexual violence can significantly contribute to the maintenance of international peace and security" (UNSC Resolution 1820, p. 2)" http://www.stoprapenow.org/uploads/advocacyresources/1282164625.pdf Background Presentation- Kristin Mann Weapons of War: Rape Brief Insight - used to manipulate social control - destabilize communities - weaken ethnic groups and identities Examples: - Sudanese Militia - Rwanda Genocide - DRC Critical Thinking http://www.womenundersiegeproject.org/blog/entry/the-need-for-numbers-on-rape-in-warand-why-theyre-nearly-impossible-to-get Critical Thinking Increased Data Collection by international organizations - determine humanitarian responses - ensures justice and reparation - provides recognition and dignity

Policy Presentation

Transcript: Elected Officials Institutional Processes Interest Groups National Mood Implementing Elsewhere Politics Stream Problem Stream A Creative Way Forward Policy Stream Window of Opportunity Oregon Coordinated Care Organizations

Employee Background Check Policy

Transcript: Step One Selected candidate name is submitted to HR. Step Two HR submits Background Check Authorization to selected candidate for signature. Step Three: HR forwards signed authorization to IntegraScan and background check is completed. Step Four: Satisfactory report is received and hiring supervisor is informed. or Adverse information is received requiring more scrutiny in which case Director of HR made aware. Adverse information does not necessarily preclude employment. Employee Background Checks Wingate County Community College Criminal background Prior Employment Driving Records Credit checks Professional license verification Scope Key words. * Fair Credit Reporting Act * Before Obtaining a Background Check * Before Taking Adverse Action * After Taking Adverse Action * Disposal of Records * Case Law * Policy Development Welcome to Wingate County Community College Selected Candidate Hiring Committee Hiring Supervisor Consumer Reporting Agency Procedure Factors to consider upon receipt of an unfavorable check: Nature of the job. Nature and gravity of adverse or negative information. Facts and context surrounding criminal matter are particularly relevant. Time elapsed since any adverse or negative information. Future likelihood of illegal activity by the selected candidate, as may be indicated by a pattern of criminal convictions.

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