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Adult guardianships or their facsimiles have been with us since ancient Greek times. Over the past 25 years, policy makers, researchers, administrators, gerontologists, and educators have struggled to reform guardianship to reflect current knowledge of cognition, functional behavior, and court processes as well as to promote proper due process and judicial decision making based on objective evidence. This article describes the history of guardianship, the institution of guardianship, alternatives to guardianship, the criteria for guardianship, court process, and court monitoring of guardianships.

This article examines trade union activity in representing claimants at Equality Officer investigations under the Republic of Ireland's Employment Equality Act, 1977. This is set in the context of traditional trade union support for gender segregation in employment and the observation that trade union decision-making bodies still tend to be heavily male dominated. Use of the Act by trade unions is shown to have been mainly reactive rather than strategic. Evidence is presented that, while some individual union officials actively supported claims, this was not necessarily typical. It is argued that this represented a lost opportunity by trade unions to push the equality agenda forward and is consistent with continuation of the patriarchal trade union tradition. The article concludes by arguing that significant change to this approach is unlikely, given current gendered patterns of trade union governance.

The study purpose was to develop and pilot an undue influence screening tool for California's Adult Protective Services (APS) personnel based on the definition of undue influence enacted into California law January 1, 2014. Methods included four focus groups with APS providers (n = 33), piloting the preliminary tool by APS personnel (n = 15), and interviews with four elder abuse experts and two APS administrators. Social service literature-including existing undue influence models-was reviewed, as were existing screening and assessment tools. Using the information from these various sources, the California Undue Influence Screening Tool (CUIST) was developed. It can be applied to APS cases and potentially adapted for use by other professionals and for use in other states. Implementation of the tool into APS practice, policy, procedures, and training of personnel will depend on the initiative of APS management. Future work will need to address the reliability and validity of CUIST.