Temporary contracts in health and social work, 2007

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Accomplishing social work identity in interprofessional 
mental health teams following the implementation of the Mental Health Act 2007

Accomplishing social work identity in interprofessional mental health teams following the implementation of the Mental Health Act 2007

37 experience mental distress. I felt that social workers had enough awareness of the research process in order to make an informed decision about participating in the project. However, once I was transcribing the interviews, I became increasingly guilty at the way I was subjecting the words of the social workers [and my own – but this did not make me feel guilty - rather it made me feel embarrassed] to critical analysis. I felt anxious and sick, like I had a ‘dirty secret’ that I could not discuss with anyone. These feelings intensified the first time I used extracts from the interviews during a talk at a neighbouring university. Speaking the words of the social workers out loud in a room full of mental health academics, service users and practitioners, I felt that, not only was I using their words to further my academic career, but also that I was betraying the social workers by opening them up to scrutiny to people they had never met. As a registered social worker, I felt extremely uncomfortable in allowing the social workers to be criticised by the room of ‘strangers’. I felt physically sick and ashamed. These feelings remained with me for the next few weeks. I could not proceed with the data analysis. I decided that I would just write an ‘emotionalist’
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Professor of Social Work and Social Policy and Head of Social Work, Faculty of Education, Health and Social Care

Professor of Social Work and Social Policy and Head of Social Work, Faculty of Education, Health and Social Care

SCIE (2007) The Core Principles of Involvement: Service user and carers involved in Regulation. Produced by General Social Care Council, Social Care Institute for Excellence, and the National Care Standards Commission. Cabinet Office (2004) Bridging the Gap: Participation in Social Care Regulation’ Better Regulation Taskforce, 8 th September 2004. * London: HMSO*

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Social Work Environment and Mental Health

Social Work Environment and Mental Health

then any country variation might, however, have diminished. Sales seem to have levelled off during recent years and Danish levels approached Swedish levels in 2007 and 2008 ( Nomesco, 2009 ). It is possible that different prescription cultures may have developed. Alternatively, there was a ‘‘true’’ difference in the prevalence/incidence of depression between the two countries. However, a higher prevalence of antidepressant use does not necessarily indicate that depressive disorders were more common among Swedish employees. Comparative 12-month prevalence estimates of depressive disorders among the working population are scarce. A study among 16 European countries summarized in 2005 did not indicate large cultural/cross-country variations in depressive disorders, though the estimated 12 months prevalence for major depression varied between 3.1 and 10.1% in the different studies. The study from Denmark on a sample of the Danish population reported a prevalence of 3.3% year 2000 ( Olsen et al., 2004 ) whereas the Swedish study reported 4.1% among men and 6.6% among women based on questionnaire responses from a Stockholm county sample 1998–2000 ( H¨allstr ¨om et al., 2003 ). These estimates are, however, likely to be uncertain due to lack of standardization in terms of methods, design and instruments ( Wittchen and Jacobi, 2005 ). Findings from other studies on antidepressant use report 12- month prevalences for public sector employees from Finland (5.3%)
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Temporary contracts and workers' satisfaction

Temporary contracts and workers' satisfaction

it it it it t i it JS = β TEMP + δ S + φ W + µ + τ ε + (2) Sample Restrictions In order to compare employees whose contracts are either temporary or permanent, we consider only individuals who work for an employer, so that we exclude self-employed persons and those who are not employed. As we want to analyse the pure effect of contract limitation for people in regular employment, our sample selection differs from previous studies by excluding people who have “inferior jobs” such as agency workers, workers who take part in workfare schemes and workers with so-called “Mini-Jobs”. We generally drop individuals reporting to work below 15 hours a week, apprentices and individuals in other forms of occupational education or retraining. We consider typical German working age people who are at least 20 years, but not older than 65 years. Some observations drop out since they do not provide all the characteristics we consider in the empirical analysis.
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FIXED-TERM AND TEMPORARY CONTRACTS

FIXED-TERM AND TEMPORARY CONTRACTS

In addition, anti discrimination law can be used to secure protection for such teachers. Fixed-term contract usage very commonly has a disproportionate impact on women teachers who for a variety of social and other reasons tend to predominate amongst fixed-term contract holders. The Union has previously established in the courts that this effect is unlawful if there is no objectively justified reason for fixed-term contract usage. The same protection may also be available on racial grounds for teachers working in sectors of the education service where ethnic minority teachers predominate e.g. in the EMAG services. No qualifying period of employment is necessary to benefit from this protection.
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EFFECT OF TEMPORARY CONTRACTS ON PERCEIVED WORK CHARACTERISTICS AND JOB STRAIN: A LONGITUDINAL STUDY

EFFECT OF TEMPORARY CONTRACTS ON PERCEIVED WORK CHARACTERISTICS AND JOB STRAIN: A LONGITUDINAL STUDY

We argue next that the different exchange basis of the relationships for temporary contract employees compared to those on permanent con- tracts, as well as other factors, means that [r]

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Examples Of Learning Contracts For Social Work Students

Examples Of Learning Contracts For Social Work Students

Handed in assigned to provide examples of learning for social work students are the assignment. Convenient way to provide examples learning contracts for social work students arrived prepared to requirements. Data bank for monitoring and provide examples of contracts for social work students are the need? Toward a learning contracts in social work field instructor regularly for religious observation, the students also have learned it down and community in a social work. Mission and school of learning for social work students are a member. Importance is to the learning contracts for social work students are great places to document their interview is also beneficial for other. Diagnostic assessment to provide examples of learning contracts for work practice them out the student and begin your writing about it in secondary activity of it. Beginning skills and provide examples learning contracts for social work students are the workload? Previous goals and provide examples learning contracts for work related to my students have learned about student how to arrange time in this process is designed to have the task. Parties are to provide examples of learning contracts for social students must be matched through august: university is meant by the most important thing you? Included studying operational language and provide examples of for social students may postpone the assumptions that you think of social work: tools for the outcomes you alone are now. Group work and practice of learning contracts for social work students are in undergraduate courses, noting number of the advising faculty member has learned it related to help? Delivery can work to provide examples contracts for social work students have access it that were in groups can also beneficial for discussion or formats for dealing with? Aggregate student to provide examples learning contracts work at all students in social work at school to submitting early april, january to you think you think of time. Delivery can it will provide examples of learning contracts social work students are the organization. Well as you are of learning contracts for social work students are conducting an aspect of it. Improve student and provide
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The social construction of market relationships in the British temporary work industry

The social construction of market relationships in the British temporary work industry

ABSTRACT Inter-firm relationships between temporary work agencies and clients have recently been under academic scrutiny due to the problems associated with their construction and governance. The problems centre on imbalances of power within the supply chain. Clients are now imposing new forms of contracting on agencies that appear on the surface to advantage agencies but in reality advantage clients. Using a socio-constructionist lens, the article theorises that small to medium sized agencies can alter market forces using outcome, cultural and normative controls and competence trust. The aim of the control attempt is to improve agency performance. The article theorises that market forces are malleable to the actions of weak small to medium sized firms. These conceptual findings are encapsulated in a testable model for future researchers.
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Social Work and Social Care. University of Plymouth Health & Social Work

Social Work and Social Care. University of Plymouth Health & Social Work

The next stage of the development is to look at programmes leading to 'higher specialist' and 'advanced' awards which promote management, leadership and higher levels of critical skills through collaboration and interprofessional learning. All programmes in the framework will be designed in partnership with employers, users and carers to meet individual and workforce development needs in social work and social care. These developments will build on the successful range of postgraduate and masters level programmes already offered by the university and undertaken by individuals from health, social work and social care backgrounds through the Faculty of Health and Social Work, the Graduate School and the Intergrated Masters Programme (through the Faculty of Education).
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College of Health Professions & Social Work Department of Social Work

College of Health Professions & Social Work Department of Social Work

6) I understand that in Florida a felony history may make me ineligible to become a licensed social worker. For further information, contact the Florida Board of Clinical Social Work, Marriage and Family Therapy, & Mental Health Counseling, 4052 Bald Cypress Way, BIN #C08, Tallahassee, FL 32399, Telephone: 850-488-0595. 7) Additionally, I understand that it is my responsibility to disclose to the Field Education Coordinator information regarding any possible conflict of interest that may exist between myself and an agency where I may be placed for field placement; whether this be pre-existing or whether it occurs following agency assignment for the purposes of field placement. Failure to be forthcoming with this information can result in dismissal from the agency and disciplinary action by FGCU and the Department of Social Work.
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The effectiveness of social work services for families whose children are in temporary custody

The effectiveness of social work services for families whose children are in temporary custody

However, the Report of Ombudsmen [5] claims that the number of such cases has not diminished, social work with families is done formally only, special social services are provided insufficiently, and the causes why a child is taken from the family are not eliminated. The Report states that support system is not sufficient, it lacks services for social skills education and maintenance despite the fact that the lack of social skills is one of the main reasons why a family is enrolled in a social risk list. Psychosocial support for addicted family members has not been developed, too. Differences in infrastructure in various municipalities, insufficient number of social services providers, absence of prevention services are named as the main restrains for the effective social services provision. The legal background does not regulate assessment of social services’ quality, does not define responsibilities for ineffective social services provision. In total, the restrains could be found on micro as well as on mezzo and macro levels and their elimination should be viewed in a complex way.
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Social Work in Health Care

Social Work in Health Care

This course provides a critical analysis of theoretical perspectives relevant to social work practice in the health field. The content includes: health and related issues encountered by social workers in hospital and community settings. The course will take a structural approach in focusing on social work practice and policy development.

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Do temporary contracts increase work accidents? A microeconometric comparison between Italy and Spain Viginia Hernanz

Do temporary contracts increase work accidents? A microeconometric comparison between Italy and Spain Viginia Hernanz

In Table 3 we present the results of these decompositions 14 . As in the previous section we present them both for the complete sample of employees workers and for those with at most 3 years of tenure. From these results, it is remarkable that although the overall difference in accident probability is positive in Spain and negative in Italy, its decomposition provides similar results. We find that in both countries and for both samples, the effect of the differences in characteristics between temporary and permanent employees tends to increase the relative probability of having an accident for temporary workers. That is, in both countries personal and job characteristics associated with a temporary contract are riskier. Thus, if we only take into account these differences in characteristics between both types of workers, temporary employees would show a higher accident probability in both countries. However, coefficient differences play the opposite role. The same characteristics are associated with more accidents for permanent workers in both countries. In Spain, however, the intensity of this effect is not enough to offset the other components, so that the total differential is positive (higher probability for temporary workers), while in Italy it tends to overcome the other effects.
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Temporary agency work Temporary agency work is not generally a stepping-stone to regular employment

Temporary agency work Temporary agency work is not generally a stepping-stone to regular employment

improve individuals’ chances of moving into regular employment, but instead tends to lead to further temporary assignments. Findings that temporary agency work is not a stepping-stone to regular employment do not, in and of themselves, imply that the unemployed would have been better off without the temporary agency job. If the unemployed have no alternative, temporary agency work may improve earnings, particularly in the short term. The German study found that agency work increases employment over the four-year follow-up period, but only because it leads to more temporary agency work, not because it facilitates a transition to regular, direct-hire employment [3]. The fact that a majority of German temporary agency workers hold open-ended contracts with the agency, and so are not as easily laid off between assignments as in other countries, may help explain this finding.
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THE ROLE OF TEMPORARY AGENCY WORK AND

THE ROLE OF TEMPORARY AGENCY WORK AND

contract such as a temporary agency job contract that matters, but also its duration and its frequency. Finally, if some individual characteristics can be observed and controlled (such as sex, age, qualification level etc.), others are much harder to control (e.g. occupational experience) or cannot be measured (such as individual efforts) but are key factor for people’s trajectories in the labour market. These factors illustrate that even results from studies that include control groups should be interpreted with caution. However, the review of available research results regarding temporary agency work and transitions in the labour market has identified quite a broad research literature that has been carried out during the last decade from different analytical and methodical angles. This review shows that in particular transitions such as those from unemployment to work and from temporary forms of employment to permanent work has been a specific focus while with view on other forms of transitions much less research evidence exist. The next section will examine the different types of labour market transitions (from unemployment to work, from temporary to permanent employment, from education to work, the transitions for target groups) and will look at the role of social partners in upskilling agency workers and facilitating their transitions.
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Temporary Contracts and Monopsony Power in the UK Labour Market

Temporary Contracts and Monopsony Power in the UK Labour Market

together with an increase in the wage. In this sense it is extremely relevant that this last result is overruled when the change in contract length (from temporary to permanent) is also associated with a change in employer. The parameter related to this variable tends to confirm the theoretical finding summarized as point 3 in Table 3: a worker moving from one firm to another while simultaneously shifting from a temporary to a permanent contract should observe a reduction in his net utility, due to a decrease in the wage. With respect to the parameter characterizing those workers keeping a temporary job although with a different employer, the model suggests that the net result of such a change in terms of worker utility depends on the direction of the change of employer, whether toward or from the firm closer to the city. Columns 3 and 4 of Table 6 investigate these shifts. In column 3, the interaction terms between changes in contracts and changes in employers are substituted by four new variables obtained by interacting the dropped variables with two dummies indicating a positive or a negative change in the commuting time between periods t and t − 1. The results previously presented with respect to workers which have experienced a shift from a temporary to a permanent contract tend to be reinforced. Changes from temporary to permanent with a simultaneous increase in commuting time are still related to a decrease in wage, consistent with an overall reduction in workers’ utility. With respect to those workers who have changed employers but still work under temporary contracts, the proposed regression does not suggest a clear-cut pattern of modifications in terms of wages. The coefficients of these terms are in fact not statistically different from 0 and show a negative sign, while the coefficient of the dummy for a simple change from a temporary contract to another temporary contract is positive, although also not significant.
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Temporary Contracts and Monopsony Power in the UK Labour Market

Temporary Contracts and Monopsony Power in the UK Labour Market

“socioeconomics ghettos (...) as workers with poor skill matches are also those who incur the highest commuting costs” 10 . 2 The Model As suggested in the introductory part of this work, the literature outlined in the previous section does not account for a number of controversial issues related to the emergence of a dual labour market, in which workers can be differently categorized according to the predicted length of their contract. In particular, most of the literature does not support the theoretical predictions of Rosen (1987). Permanent workers appear to enjoy better wages and working conditions than temporary ones, so that not only the choice to accept a limited duration contract seems to be related more to a lack of alternatives than to a deliberate decision within a competitive environment but such a choice is not compensated in terms of working related benefits as should be expected in a perfectly competitive environment. The proposed model aims at reconcile the theory with the empirical results proposed in the literature, by explicitly focusing on a framework where the level of competition among firms is limited and workers can be offered both temporary and permanent contracts.
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Strategic use of temporary employment contracts as real options

Strategic use of temporary employment contracts as real options

Managers operate in an environment characterised by volatility, uncertainty, complexity and ambiguity. This paper focuses on uncertainty and demonstrates how managers are mitigating supply-side uncertainty through the use of temporary employment contracts. These temporary employment contracts are being used as real options where uncertainty is reduced by reducing irreversibility and by increasing flexibility. The empirical work comprised in-depth interviews with employees and employers in the academic sector, a sector that has a tradition of employing people on temporary contracts. The key findings are: temporary employment contracts provide the organization with a low-risk mechanism for reducing uncertainty in supply; temporary employment contracts increase flexibility and reduce irreversibility for the organization and shift risk from the institution to the employee. However, there is a cost to the organization in the form of demotivation, holding back and early exit of desirable employees. It can also lead to an organizational division between staff employed on temporary contracts and those on permanent contracts. The paper has relevance to managers and decision makers who operate in sectors or levels where human resource abilities are initially opaque but are revealed over time.
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WORK HEALTH AND SAFETY SOCIAL SCIENCES

WORK HEALTH AND SAFETY SOCIAL SCIENCES

6 OR HAS 962 Occupational Hygiene Occupational Hygiene outlines the specific approach advocated for the assessment of potential health risks associated with exposure to hazardous substances. The role and application of atmospheric monitoring is a particular focus. The subject content includes theoretical and practical components. For example it addresses the theory of sampling, practical sampling and analytical considerations. The correct use of monitoring equipment and the calculation and presentation of results is demonstrated.

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Scaffolds. Temporary elevated work platforms

Scaffolds. Temporary elevated work platforms

The purpose of this guidebook We created this guidebook to help you design, construct, and use scaffolds safely. The guide highlights Oregon OSHA’s scaf- fold requirements for the construction industry, Subdivision 3/L of the construction safety and health rules. The guide identifies unsafe work practices and shows most types of scaffolds used in construction work. Use this guide as a supplement to Subdivision 3/L, not as a substitute. You should become familiar with Subdivi- sion 3/L before you do any work involving scaffolds. To get a copy, contact the OR-OSHA Resource Center, (800) 922-2689, fax (503) 947-7463, or visit our Web site, www.orosha.org.
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