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Joshua Gomez
Joshua Gomez

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In Douglas v. CUIAB a 1976 appellate court case, the claimant requested a leave of absence to accompany her husband to Washington, where he was assigned for three months. She received no response to her proposal and requested a meeting with the hospital administrator, but the meeting was not arranged before she left work. Instead, she was given a copy of a note from the hospital administrator to the personnel department stating that the administrator did not wish to risk part-time leadership during her absence. The note also instructed personnel to hire a replacement, and if the replacement did not work out and the claimant was available on her return from Washington, the position would be available to her. Mrs. Douglas testified that, if the administrator had refused to grant her request for a leave, she would not have gone to Washington with her family. In its decision, the court found:




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When the employer has an established leave of absence policy but fails to inform its employees of the policy, or fails to offer a leave when advised of the employee's compelling need for time off, good cause may be found for the claimant's leaving. However, the employer's failure to offer a leave of absence, in and of itself, will not constitute good cause for the claimant's leaving. The claimant's reason for requesting the leave must be of a compelling nature.


In Douglas Aircraft v. CUIAB, a 1960 appellate court case, the employer had a mandatory policy for pregnancy, specifying that a pregnant employee "shall not be permitted to remain at work . . . beyond the end of the fourth month of pregnancy." It also provided that the employee could apply for a formal leave of absence if she had been employed by the company at least one year. The claimant worked the maximum four months and applied for, and was granted, a leave of absence. At that time she was not disabled and her doctor would have allowed her to work an additional two months. The claimant filed a claim for benefits. The court determined that the employer-employee relationship was still in existence as of the date the claim was filed, since that relationship had not been terminated. Additionally, the court did not agree with the employer's contention that the claimant left voluntarily as she was a party to the union contract. The court found it illogical to hold that the employee is disqualified for benefits merely because the provisions requiring her to take a pregnancy leave were part of a collective bargaining agreement.


Pet SurrenderAnimal Intake/Surrender area is by appointment only. Please call the PAWS Pet Resource Desk at 615-907-DOGS to schedule an appointment to bring in an animal(s). The pet surrender area is closed on Sundays and most holidays - animals can not be accepted at the shelter on such days. Contact the shelter's main line at 615-898-7740 for questions or to inquire about animal control coming to pick up an animal(s). For emergencies, please contact your local Police Department or the Sheriff's Office. Click here for more information about Pet Resource Desk or Animal Intake/Surrender resources & services.


The Information Center is contracted by Southeast Michigan Community Alliance (SEMCA) as the Michigan Works! One Call to help job seekers overcome employment barriers and access employment and training resources. One Call Specialists will assess your needs and provide resources for housing, child care, healthcare, food assistance, utility payment assistance, legal assistance and much more. We will connect you with employment and training resources at SEMCA Michigan Works! American Job Centers and partner organizations to enhance your skills and find a job in an in-demand field.


Working with The Information Center allows us to better serve our employers and customers. The staff is extremely helpful, always able to provide resources and solutions. We are grateful for our partnership; they fill a void in our community network.


College-bound students who want to compete at a Division I or Division II school must meet standards set by NCAA members. For Division III, athletes must meet the admissions standards set by the school. Eligibility standards can be found here.


In addition to the quarterly/annual lockers, the facility also houses day-use lockers which require you to bring your own lock. Day-use lockers are free of charge, and please note they will be cleared out each night at the close of business, and any left behind contents will be added to the lost and found.


The Dish is a special area to both Stanford and the surrounding communities. The Dish is a unique portion of Stanford University's Academic Reserve dedicated to field research and conservation. It is one of the last unbroken expanses of open space in the lower foothill supporting rare species, cultural resources, and academic study. The Dish is a popular area for hiking and jogging and is open to the public from approximately sunrise to sunset throughout the year.


Databases of genetic variation are important for our understanding of human population history and biology1,2,3,4,5, but also provide critical resources for the clinical interpretation of variants observed in patients who have rare Mendelian diseases6,7. The filtering of candidate variants by frequency in unselected individuals is a key step in any pipeline for the discovery of causal variants in Mendelian disease patients, and the efficacy of such filtering depends on both the size and the ancestral diversity of the available reference data.


a, Predicted missense and protein-truncating variants in 500 randomly chosen ExAC individuals were filtered based on allele frequency (AF) information from ESP, or from the remaining ExAC individuals. At a 0.1% allele frequency filter, ExAC provides greater power to remove candidate variants, leaving an average of 154 variants for analysis, compared to 1,090 after filtering against ESP. Popmax allele frequency also provides greater power than global allele frequency, particularly when populations are unequally sampled. b, Estimates of allele frequency in Europeans based on ESP are more precise at higher allele frequencies. Sampling variance and ascertainment bias make allele frequency estimates unreliable, posing problems for Mendelian variant filtration. 69% of ESP European singletons are not seen a second time in ExAC (tall bar at left), illustrating the dangers of filtering on very low allele counts. c, Allele frequency spectrum of disease-causing variants in the Human Gene Mutation Database (HGMD) and/or pathogenic or probable pathogenic variants in ClinVar for well-characterized autosomal dominant and autosomal recessive disease genes28. Most are not found in ExAC; however, many of the reportedly pathogenic variants found in ExAC are at too high a frequency to be consistent with disease prevalence and penetrance. d, Literature review of variants with >1% global allele frequency or >1% Latin American or South Asian population allele frequency confirmed there is insufficient evidence for pathogenicity for the majority of these variants. Variants were reclassified by American College of Medical Genetics and Genomics (ACMG) guidelines24.


ExAC was made possible by the willingness of multiple large disease-focused consortia to share their raw data, and by the availability of the software and computational resources required to create a harmonized variant call set on the scale of tens of thousands of samples. The creation of yet larger reference variant databases will require continued emphasis on the value of genomic data sharing. 041b061a72


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