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******** 1The ****** ** ***** ********** ****** ******* ** *** enforcement ******** **** **** ********** ****** the ****** *** *** own **** ********* ******** *** ************ ******* ***** Protective Services ***** ************ *** *********** ************* ***** ***** claims in **** jurisdictions **** ** ******* ****** *** ***** ** ***** or neglect)As * ****** ******* agency CPS ** concerned about *** ******* safety *** *** family's stability(Besharov 1990) *** ********** is ***** ** help *** ********** rehabilitate ***** and ******* *********** ************ goals *** ******* standards *** ***** family preservation ** ******* circumstances CPS *********** **** ********* case ****** after ********** **** supervisors ** lawyers **** *** ****** ******** from one's houseChildren's ******* organizations *** ******* ** hours * *** * **** a **** *********** calls *** ***** ** ********* ** ********* ******* hotlines" ******** ** ******* ********* ******* ***** ***** *** ******** ** police *** *********** uses *** term ********* ** describe * CPS ********** *** is always ********* to **** clients(Besharov ***** *** ****** rely **** ** ****** *********** during ************ ***** ** ******** these ********** some governments *** ******* ***** ** ****** **** *** ******** of complaints *** ** ******* or ***** In **** ********* ******* occurrences **** ****** ******* ** ***** *** *** only **** **** **** ****** actionThe ******** **** ** *** *********** officials ** ** **** *** ********* ********* As * *********** *** ****** department *** a command and control structure ********** * military ******* post **** ******** **** ******* ******* ********** ***** superiors *** prosecutor *** ***** ******* **** ** victim ********* ******* ****** ************** ** ********* cases *** ******* *************** ******** ** *** of the **** *** allows *** party ** * ***** ******** ** terminate the employment ************ * ***** termination of ********** ********* *** following elements under ****** ************** ******** *********** ** ********** When *** employer and the ******** ***** ** *** *** ********** ******** ** ********** **** *** ***** ** the ********* **** ***** be *** **** ***** ********** an ************** ********* ***** *** ******** period ** ******* *** contract will *********** **** ** an endAutomatic ************ ** ********** contract *** ** ************* ********** ** *** employer **** or **** *** ** business ******** *********************** ****** when ** ******** chooses to leave *** or *** job ** * ****** ** *** employer's ***** violation ** ******** *********** ** employment ** ** ********* ** ******** *** terminate an employee's employment *** he ** *** **** follow *** *********** ************ ** *** *** *** *** ************ *** *** ******* for ** ******** *********** ** ********** ********* ** ******** *** ****** ** employment contract for *** ** *** ********* reasons:By ****** ********* between *** ******** *** *** employee *********** ******** *** ******* ** (1) ******* employer ** *********** ** an ******** **** ****** the *** ** *** ** her service **** If a medical check reveals **** the ******** ** ********** *** **** *** ******** *** fire **** ******* of ******** ** ** accident the ******** ** unable ** ******** *** or her duties *********** *** ******* ****** Because ** the ********** misbehavior *********** *** ******* ** **** What should ** employer do if ** ** she decides to terminate ** employee's ********** contract?Question *** ********** ** ***** ***** ** ***** *********** ** *** *********** ***** welfare officers *** ******* to a ******* ********* of ******************* 1990) ********* ********* ** juvenile ** ****** ***** divorce ***** (where ****** ** ***** are being ********** ** **** ****** ***** ************** *********** such as *** **** ********* ****** ** * possibility in ***** ********* **** ****** health ************* ******** ******** ******* ******* ********** ********** educators ********* organizations and ***** ******* ** the *********** ***** ****** ****** *** *** known ** *** *********** ********* **** should ** The **** ** *** *********** ** *** ***** ******* ***** ***** **** *** *********** ********* ** "most ******* ***** that **** or ****** *** ***** ** ********** ***** abuse ** ***** ******* *** ******* *** that **** ********** ******* to ***** abuse and **************** ***** * ** a *********** the ****** ***** *********** their ******* ** ********* ******** ** ***** to **** ******** ******* ******* ****** ****** *** ***** who **** **** ****** ** *** **** ** ***** safety *** *********** *********** ***** *** ****** ***** ** family ****************** believe **** parents *** abuse or neglect ***** ******** *** ********** ***** ******** responsibilities *** that ***** ******** do *** deserve ** be ***** *** by the ****** ** ********* *** ***** ******** ** ****** ******** **** ******* that *********** the ****** or *********** *********** *** *** ******* ************* ** *** *********** course ** ****** ****** their training and ********** ******** ***** ***** *** civil protection ************ ********* *** Child ********** Services the importance ** ******** *** the importance ** ************ ******** ******* resorting ** *********** ************** ***** *** ******* investigations ****** from other ***** ** ************** *** ***** ******** ** ****** ******* *** ******** Ex: ** Mrs Jones **** *** ***** has **** broken **** responding ****** *** ****** * ***** *** been committed *** ***** searching *** *** perpetrator(s) *** However in ***** ** ***** ***** *** police **** ***** ***** a crime He ** *** ****** establish that the alleged ****** ** sexual ******* occurred and **** *** ******* ********* is *** *********** ** intentional ** ********* **** ** ********* ** actuality 47% ** *** child ***** *** ******* ****** ** Child ********** ******** (CPS) *** unsubstantiated * To be **** *** *********** officers ****** ****** a ******* ********** of ******** occurrences than **** ***** ********* ****** *** police ** **** as the *** caseworker **** first ********* ******* ***** ** neglect *** ******** *** if ** who ** *********** ****** *********** **** actions ** *** *** necessary to ******* *** *** **** *** **** could focus **** on ********* evidence for a ******** ************ rights ** **** and **** unions *** ********* ** *** National ***** ********* *** ** is ***** ******** ** ****** in ******* to ******* working ********** ********* are ********** **** *********** **** or ******** ***** ********** ******** ** these ****** and *** National Labor ********* *** ***** ** illegal in ******* ************* Employees' constitutional ****** cannot ** ******* or ******* ** ***** ****** *** unions *** ********** from ***** ********** ** illegal ******** ******** ******* *** *** *** limited ****** ********* of * ***** ** ********* ********** ****** *** ****** in an ********** ********** or ******** being terminated The possibility ** ***** fired ** * ****** ******* among ************* ********* **** ********** ** ******* ***** enterprises ** ***** employees seek ** form ****** and demand representation Obtaining information ** *** union ********** or activities ** employees *** **** ***** ********** ******** ** restrict ***** ** ****** employees **** exercising their rights ***** *** ***** ** ****** practice ** ******* incentives to ********* ** order ** ********** **** **** ******* * ******* ** illegal ** ******** **** lay off or ****** **** ********* **** assignments ** ********* *** *********** ** ********* ********** ****** ********* who have complained ***** unfair ***** ********* ** who have ********** **** ** NLRB investigation *** be transferred **** *** or ********* ** **** *** **** ***** ***** ** disciplineHere *** **** ******** of ******* ***** organization ******************** workers face *** *********** ** ****** ***** **** ** they do not **** * ***** union ********* **** *** ********* ** ********** ********* *** ******* ** **** * ***** **** if *** employee paid ** ******** to pay *** appropriate ********** fee ** well ** ****** monthly paymentsRefusing to ******* * ********* ******* ** ******** *** ******** ***** officials ** is *** * ***** ****** in ***** where union security ******** are not permitted ** a ************ offense Employees who *********** ******** **** their ***** and **** ****** ** protected coordinated ********** ** ***** an ******* ****** **** may face disciplinary actionPicket **** ********** includes threatening ********** ** ******** ************ **** *** employer's premises ******** *** ******* **** ****** part in a labor dispute or ******** *** ******* ********* to ***** ************** **** ****** ******** ********** ********** *** *** **** ** ********* ******* ***** a union ** ********* ***** ********* in collective bargaining the ***** *** *** ******** **** **** ** * regular ***** ** conduct **** ***** ** ****** such ** ******** ***** vacation **** insurance *** ********* *********** etal ***** ********** decisions **** as ************** *** ***** *********** ******* ** *** have ** ** discussed; ******* the ******** **** communicate the ****** of ***** ********* on *** workforceDespite *** **** that refusing ** engage ** ********** ********** ** ******* ***** labor *** neither side ** ********* ** **** *********** or reach ** *********** no ********* ** ******* ***** * ********** ****** ** **** faith efforts the *********** *** ******* * stalemate and accept *** ******* **** offer *** union ** *** ***** **** *** ******** *** *** the company *** ****** ***** ********* *** ******* to ******* in good ***** ***** ** ******** *********** and **** ******** ************** the National ***** Relations Board (NLRB) **** decide ******* * significant ********* *** *********** *** Agency determines **** *** *********** **** *** ***** ************** *** employer will be ***** ** return ** *** *********** ***** with * *** proposal If ** ******** ******* ** *********** ** ********** ********** *** National ***** ********* ***** *** the ********* to issue * court ***** compelling them to do soNot *** obligations stop with a ******** ****** ******** an expired ******** **** **** negotiate in **** ***** *** * *** ******** or *** *** ********* ** be ******* ****** * ******** *** party **** ****** *** ***** ** writing ** ***** ** **** ****** *** ********** ********** date(Kean **** 1988) ** *** ******** is *** ********* *** opposite party will ** ***** * ******* with *** ******* mediation and ************ ****** to examine the ********* an ******** cancels ** ********** employment ******** *** ******** **** ** ***** adequate ****** *** ** the *** ** **** *** for daily ********* one ***** ** **** *** ******* contracts) *** at ***** of *** ** **** ** ******** *** ***** ***** *** month or **** ** **** of ******* *** contracts)What **** ** ****** ****** * **** ** employees?Termination ************ must ** ** ******* The ******** **** ******* the ******** the ****** ** a ******** **** ********** ******** 35(2)(3)) ** ******** **** ***** *** give ****** ** *** time throughout *** *** ** ******* ** ******** ** **** ****** or ******** *** ****** period ** one week; ** **** ******* *** week's *** ** ******** ** lieu ** ******** an ******** ** **** monthly *** ****** ****** ** ** ***** ** not *** ******* ****** is ******** ** **** ** notice **** * contract ** ********** specifies * ****** ****** ** more than *** month *** ******** *** ******** **** ***** in writing Section 35 *** ******* **** *** ****** ****** be ***** *** **** partiesReferenceBesharov D * ****** ********* ***** ****** Guidelines *** *********** ******* *** *********** *** ***** protective ******** *** ** 24 ******** * **** ************* ** Child ****** Abuse ****** A **** ********* for Law *********** ******** ********** Service ******* *** *********** ********* ****** **** *** Arkansas Child ****** ***** ********* ********** 1987Kean * and ******* * * ** ****** *** Enforcement ******* ** * ****** ** *** ***** ********** Team” ** *** *** Child ********** **** ******** ****** by * * ***** * * ******* M * ******* * * ********* and * * ******* *** ***** ******* Press ****