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Telecommuting Pluses & Pitfalls
Telecommuting Pluses & Pitfalls Brenda B. Thompson Attorney M. LEE SMITH PUBLISHERS LLC Brentwood, Tennessee This special report provides practical information concerning the subject matters covered. It is sold with the understanding that neither the publisher nor the writer is rendering legal advice or other professional service. Some of the information provided in this special report contains a broad overview of federal law. The law changes regularly, and the law may vary from state to state and from one locality to another.You should consult a competent attorney in your state if you are in need of specific legal advice concerning any of the subjects addressed in this special report. © 1996, 1999 M. Lee Smith Publishers LLC 5201 Virginia Way P.O. Box 5094 Brentwood,Tennessee 37024-5094 All rights reserved. No part of this book may be reproduced or transmitted in any form or by any means without permission in writing from the publisher. Library of Congress Cataloging-in-Publication Data Thompson, Brenda B. Telecommuting pluses & pitfalls / Brenda B.Thompson. p. cm. ISBN 0-925773-30-1 (coil binding) 1.Telecommunication — Social aspects — United States. 2.Telecommunication policy — United States. 3. Information technology — Social aspects — United States. I.Title. HE7775.T47 1996 96-21827 658.3'128 — dc20 CIPiw Printed in the United States of America Contents INTRODUCTION ....... 1 1 — THE TELECOMMUTING TREND....... 3 Types of Telecommuting....... 3 The Benefits of Telecommuting....... 4 A Sampling of Current Telecommuting Programs....... 5 To Telecommute or Not to Telecommute....... 7 2 — DECIDING WHO WILL TELECOMMUTE....... 9 Selecting Employees....... 9 Dealing with a Union...... -
Coronavirus-Related Whistleblower Claims: What Employers Need to Know
Coronavirus-Related Whistleblower Claims: What Employers Need to Know May 6, 2020 Presenters Steven J. Pearlman Lloyd B. Chinn Harris M. Mufson Pinchos (Pinny) Goldberg Partner (Chicago) Partner (New York) Partner (New York) Associate (New York) T: +1.312.962.3545 T:+1.212.969.3341 T: +1.212.969.3794 T: +1.212.969.3074 [email protected] [email protected] [email protected] [email protected] 2 Coronavirus-Related Whistleblower Claims May 6, 2020 COVID-19 Wrongful Death Suit: Evans v. Walmart • First known COVID-19 wrongful death suit - filed in Illinois • Decedent contracted COVID-19 while working at a Walmart store ‒ Another employee who worked at the store died of COVID-19 shortly after the decedent • Complaint alleges: ‒ Walmart failed to implement safety measures recommended by CDC/OSHA ‒ Management did not clean and sterilize the store, provide employees with PPE, or implement social distancing ‒ Walmart did not bar employees with symptoms of COVID-19 ‒ Walmart did not warn employees that other workers had COVID-19 3 Coronavirus-Related Whistleblower Claims May 6, 2020 Whistleblower/Retaliation Claims on the Rise • Reports of employees alleging retaliation for reporting lack of safety measures and personal protective equipment (“PPE”) ‒ Health care workers ‒ Warehouse employees • 1,000+ OSHA complaints regarding lack of COVID-19 protections • OSHA Press Release “reminding employers that it is illegal to retaliate against workers because they report unsafe and unhealthful working conditions during the coronavirus” -
In an Effort to Assist Laid-Off Workers During This Difficult Time, the Nevada Department of Employment, Training and Rehabilita
EMPLOYMENT SECURITY STEVE SISOLAK DIVISION Governor Workforce Investment DR. TIFFANY G. TYLER-GARNER Support Services Director 500 E. Third Street KIMBERLY GAA Carson City, NV 89713 Administrator 775 684-0301 | 775 684-0327 March 20, 2020 In an effort to assist laid-off workers during this difficult time, the Nevada Department of Employment, Training and Rehabilitation (DETR) is providing the following Rapid Response information, which is also posted at: https://detr.nv.gov/Page/Employment_Security_Division_Rapid_Response. This packet contains information on employment services, Unemployment Insurance, Healthcare and other programs and services offered through the state or one of our partner agencies. Until further notice, job search assistance will only be conducted online at: www.employnv.gov Thank you! En un esfuerzo para asistir los trabajadores que estan despedidos, el Departamento de Empleo, Entrenamiento y Rehabilitacion (DETR) les ofrece informacion de Rapid Response (Rapida Respuesta) que esta en: https://detr.nv.gov/Page/Employment_Security_Division_Rapid_Response El paquete contiene informacion en Servicios de Empleo, Unemployment, Seguros, Servicios Medico y otros servicios que el Estado o otras agencias ofrecen. Hasta nuevo aviso , asistencia de busqueda de empleo solo se llevara a cabo de internet www.employnv.gov. Muchas gracias! 500 East Third Street Carson City, Nevada 89713 2800 E. St. Louis Avenue Las Vegas, Nevada 89104 detr.nv.gov NEVADA RAPID RESPONSE Nevada Department of Employment, Training and Rehabilitation -
Kristof K. P. Vanhoutte, Gavin Fairbairn & Melanie Lang
Edited by Kristof K. P. Vanhoutte, Gavin Fairbairn & Melanie Lang Bullying and the Abuse of Power Critical Issues Series Editors Dr Robert Fisher Dr Daniel Riha Advisory Board Dr Alejandro Cervantes-Carson Dr Peter Mario Kreuter Professor Margaret Chatterjee Martin McGoldrick Dr Wayne Cristaudo Revd Stephen Morris MiraCrouch ProfessorJohnParry Dr Phil Fitzsimmons Paul Reynolds Professor Asa Kasher Professor Peter Twohig Owen Kelly Professor S Ram Vemuri Revd Dr Kenneth Wilson, O.B.E A Critical Issues research and publications project. http://www.inter-disciplinary.net/critical-issues/ The Ethos Hub ‘Bullying and the Abuse of Power’ 2010 Bullying and the Abuse of Power Edited by Kristof K. P. Vanhoutte, Gavin Fairbairn & Melanie Lang Inter-Disciplinary Press Oxford, United Kingdom © Inter-Disciplinary Press 2010 http://www.inter-disciplinary.net/publishing/id-press/ The Inter-Disciplinary Press is part of Inter-Disciplinary.Net – a global network for research and publishing. The Inter-Disciplinary Press aims to promote and encourage the kind of work which is collaborative, innovative, imaginative, and which provides an exemplar for inter-disciplinary and multi-disciplinary publishing. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means without the prior permission of Inter-Disciplinary Press. Inter-Disciplinary Press, Priory House, 149B Wroslyn Road, Freeland, Oxfordshire. OX29 8HR, United Kingdom. +44 (0)1993 882087 ISBN: 978-1-84888-045-0 First published in the United Kingdom in eBook format in 2010. First Edition. Table of Contents Introduction vii Kristof K.P. Vanhoutte, Gavin Fairbairn & Melanie Lang Part 1: The Source of Bullying Sovereign Authority or Leviathan Bully? Kojève on 3 Distinguishing the Use and Abuse of Power Murray S.Y. -
"Telecommuting Policy"
State of Delaware Department of Human Resources TELECOMMUTING POLICY Policy #: To be announced. Authority: Supersedes: June 22, 2020 and any Agency policy on Effective Date: May 19, 2021 the same or related matter. Application: Executive Branch Agencies Signature: 1. POLICY PURPOSE STATEMENT This policy sets forth the State of Delaware’s (State) policy regarding telecommuting and establishes the requirements for Agencies to designate alternate work locations in order to promote general work efficiencies and to provide continuity of operations in the event employees must use an alternate work location. 2. SCOPE This policy applies to Executive Branch Agency employees. This Statewide Executive Branch policy supersedes any Executive Branch Agency policy, procedure or guideline pertaining or otherwise related to telecommuting. 3. DEFINITIONS AND ACRONYMS • Alternate Work Location - Approved work locations other than employees’ on-site work location where official State business is performed. Such locations may include, but are not limited to, employees’ residence and/or satellite offices. • On-site Work Location - An employer’s primary location where employees are assigned to work. • Reasonable Accommodation - Title I of the ADA provides for reasonable accommodations to qualified employees with disabilities, unless to do so would cause undue hardship. In general, an accommodation is a change in the work environment or in the way things are customarily done that would enable an individual with a disability to enjoy equal employment opportunities. • Telecommuting - A work arrangement in which employees perform essential and non-essential functions of their job at an alternate work location, in accordance with this telecommuting policy and their telecommuting agreement. Telecommuting is also referred to as telework or remote work and has the same meaning in this document. -
Mobbing/Bullying Behaviour and Mental Health Difficulties of a Victim of Mobbing
ISSN 2411-9563 (Print) European Journal of Social Sciences May-August 2017 ISSN 2312-8429 (Online) Education and Research Volume 4, Issue 4 Mobbing/bullying behaviour and mental health difficulties of a victim of mobbing Małgorzata Dobrowolska Silesian University of Technology in Gliwice, Poland University College of Social Sciences and Philologies Bernadetta Izydorczyk Jagiellonian University in Kraków, Poland, Faculty of Management and Social Communication Institute of Applied Psychology Abstract The paper provides the theoretical background of mobbying/bullying and description of a case study concerning a victim of mobbing. In conclusion, reflections concerning counteracting of bullying are provided. Each work environment, regardless the form of employment or the specificity of a job, creates conditions for more or less ethical behaviour Keywords: mobbing, mental health, case study Introduction A few reflections concerning mobbing/bullying Adamiec (2013), when analyzing the problems of ethical behaviour, points out that it is not so much about the ethical behaviour but the ethical – or not ethical – situations, in which people behave in a defined way - desired or undesired one. For a person to act in ethically correct way, the conditions of an ”ethical situation” must be met. Adamiec called the first of those conditions “awareness”, the clear autotelic values – the system of axioms, which we assume to be true in our logic, and which we do not question. The second condition refers to encountering or experiencing a problem, that is a threat for autotelic values, which appear difficult or even impossible to maintain, also the way of respecting or protecting them is not completely clear or known. -
Education Support Professionals (Esps) COVID-19 Reopening FAQ
Education Support Professionals (ESPs) COVID-19 Reopening FAQ SAFETY AND PROTOCOLS 1. What are the Safety Guidelines and Protocols for SAFETY that CCSD expects all employees to follow? Completion of the daily health survey for staff at the beginning of their shift. If experiencing symptoms, contact their supervisor immediately, stay home, and complete the health survey from home. The link is provided here, Health Check, and it can be saved to employees’ electronic devices. Additionally, some departments post a QR code at the entrance to their buildings which can be scanned and it will take the employee directly to the health survey log-in page. When entering the building a face mask must be worn at all times, unless alone, in an isolated area such as an office or fully-enclosed cubicle with walls. Adhere to social distancing guidelines and wash hands or use hand sanitizer as outlined in the Hybrid Instructional Model Implementation Guide under the section, Health and Wellness section/Requirements Related to Health and Wellness. 2. If someone is exposed* to COVID-19 at work, what are the protocols that are to be followed. *Exposure is defined as having close contact with a COVID-19 positive individual. Close contact is defined as being within six feet of a COVID-19 positive person for total of 15 minutes or more in a 24-hour period. Upon notification of a COVID-19 positive individual that has been on site in the last three days, all close contacts will be identified and notified of the need to self-isolate and/or test. -
Telework Under the Ada & Other Nondiscrimination Laws
TELEWORK UNDER THE ADA & OTHER NONDISCRIMINATION LAWS | OCTOBER 2016 | AUTHORS Peter Petesch Denise M. Visconti Corinn Jackson Meryl Rosenthal, CEO of FlexPaths FLEXPATHS® Making Your People Matter IMPORTANT NOTICE This publication is not a do-it-yourself guide to resolving employment disputes or handling employment litigation. Nonetheless, employers involved in ongoing disputes and litigation will find the information useful in understanding the issues raised and their legal context. The Littler Report is not a substitute for experienced legal counsel and does not provide legal advice or attempt to address the numerous factual issues that inevitably arise in any employment-related dispute. Copyright ©2016 Littler Mendelson, P.C. All material contained within this publication is protected by copyright law and may not be reproduced without the express written consent of Littler Mendelson. Table of Contents SECTION/TOPIC PAGE I. INTRODUCTION 1 A. Workplace Flexibility is on the Rise 2 B. Forces Driving Telework Are Expanding 2 C. Business Advantages 3 II. THE ADA & OTHER NON-DISCRIMINATION LAWS 4 A. ADA Consideration 4 1. Reasonable Accommodation Concepts Under the ADA 5 a. Emphasis on Essential Job Functions 7 b. Limited Deference to Employers’ Job Descriptions 8 c. Undue Hardship Principles 9 d. Threat to Safety or Health 9 2. Claims for Failure to Provide a Reasonable Accommodation 9 a. Employer Obligations 9 b. Employee Obligations 11 3. Other Accommodation & ADA Nondescrimination Principles 12 a. Altering Policies to Effect an Accommodation 12 b. Confidentiality Issues & Addressing the Concerns of Other Employees 12 c. Telework & Enabling the Employee to Enjoy the “Benefits and Privileges of Employment” 12 d. -
Factors Related to Clergy Sexual Misconduct
Andrews University Digital Commons @ Andrews University Dissertations Graduate Research 1996 Factors Related to Clergy Sexual Misconduct Donald L. Totten Andrews University Follow this and additional works at: https://digitalcommons.andrews.edu/dissertations Part of the Ethics in Religion Commons Recommended Citation Totten, Donald L., "Factors Related to Clergy Sexual Misconduct" (1996). Dissertations. 737. https://digitalcommons.andrews.edu/dissertations/737 This Dissertation is brought to you for free and open access by the Graduate Research at Digital Commons @ Andrews University. It has been accepted for inclusion in Dissertations by an authorized administrator of Digital Commons @ Andrews University. For more information, please contact [email protected]. Thank you for your interest in the Andrews University Digital Library of Dissertations and Theses. Please honor the copyright of this document by not duplicating or distributing additional copies in any form without the author’s express written permission. Thanks for your cooperation. INFORMATION TO USERS This manuscript has been reproduced from the microfilm master. U M I films the text directly from the original or copy submitted. Thus, some thesis and dissertation copies are in typewriter face, while others may be from any type of computer printer. The quality of this reproduction is dependent upon the quality of the copy submitted. Broken or indistinct print, colored or poor quality illustrations and photographs, print bleedthrough, substandard margins, and improper alignment can adversely afreet reproduction. In the unlikely event that the author did not send U M I a complete manuscript and there are missing pages, these will be noted. Also, if unauthorized copyright material had to be removed, a note will indicate the deletion. -
Contract Labor Job Fair in Washington Dc
Contract Labor Job Fair In Washington Dc Jeff republicanizes goofily. Batholomew is archipelagic and harry verbatim while physiocratic Mack subscribed and benefice. Inconsistent Winslow developing fractiously. Fellow will develop advocacy, will respond directly to the contractor or subcontractor, regardless of immigration status. Following suitable training and orientation, networking, assist with outreach and intake as needed. Independent contractor to successfully with commonality or when evaluating informal office. The notice must document how the agency manages personal information within the system. Assess Your Prior Experience Though it is not essentialto landing a job in the field, and assisting the CEO in educating key audiences on merit shop issues in the construction industry. To attend the workshop, including coverage metrics. Department failed to consider this effect. Users describe what service they need performed. We still have lots of opportunities. In the second matter, the minimum wage set forth in the Fair Labor Standards Act. Proven social media and networking expertise. The Food Industry Association. Research has shown that flexibility is a criterion workers consider when evaluating job offers. Develops policy guidance and regulations pertaining to the enforcement of these federal civil rights laws. Litigates constitutional and civil rights issues on behalf of victims of injustice. Willing to learn, and notice that the contractor has the right to request that the basis for the findings be made available and to submit written rebuttal information. Representative Mark Takano pointed to literature finding that in California and New York many gig drivers receive significantly less than the state minimum wage. Fair Labor Standards Act must be advised that rulings fall under the jurisdiction of the Department of Labor and must be referred to the Regional Administrator, review and apply for open roles at our combined company. -
Job Interview a Concise Guide to Preparing for the Employment Interview Process
The Job interview a concise guide to preparing for the Employment Interview Process developed by the Career Services and Transfer Services offices of Mercer County Community College www.mccc.edu Table of Contents Section Page Introduction 1 I Getting the Interview 2 II Preparing for the Interview 3 III Interview Structure 5 IV How to Conduct Yourself During Interviews 6 V Sample Questions and Suggested Responses 7 VI Other Frequently Asked Questions 8 VII Questions You Should Ask 9 VIII Illegal Questions 9 IX After the Interview 10 Introduction The Career Services office of Mercer County Community College provides stu- dents and alumni with various services to assist in the job search process. These services include providing assistance with networking, Internet source informa- tion, preparing for interviews, as well as writing resumes. Included in this publication are networking tips, tools to prepare you for the interview process, as well as sample interview questions. These questions along with suggested answers, if carefully studied and rehearsed, will almost certainly help you to navigate the tricky waters of the employment process. Career Services Mercer County Community College 1200 Old Trenton Road West Windsor, NJ 08550 609-570-3397 [email protected] Content contributions courtesy of County College of Morris, Office of Career Services and Cooperative Education. 1 I Getting the Interview We hope to provide you with valuable information and tips to help you with the interviewing process. But first, your initial goal in “the job-hunting game” is to get the interview! To do this, you must be prepared with the right tools and know as much as you can about the job search process. -
Academy of Strategic and Organizational Leadership
Allied Academies National Conference Myrtle Beach, South Carolina April 7-11, 1999 Academy of Strategic and Organizational Leadership Proceedings Affiliates Journals International Academy for Case Studies Journal of the International Academy for Case Studies Academy of Entrepreneurship Academy of Entrepreneurship Journal and the Entrepreneurial Executive Academy of Accounting and Financial Studies Academy of Accounting and Financial Studies Journal Academy of Managerial Communications Academy of Managerial Communications Journal Academy of Educational Leadership Academy of Educational Leadership Journal Academy of Marketing Studies Academy of Marketing Studies Journal Academy of Strategic and Organizational Leadership Academy of Strategic and Organizational Leadership Journal Academy of Free Enterprise Education The Journal of Entrepreneurship Education Academy of Information and Management Sciences Academy of Information and Management Sciences Journal Academy for Studies in Business Law Academy for Studies in Business Law Journal Academy for Economics and Economic Education Economics and Economic Education Research Journal Allied Academies, Inc. PO Box 2689, Cullowhee, NC 28723 An International Non Profit Association Voice 828-293-9151; FAX 828-293-9407 of Scholars and Practitioners www.alliedacademies.org Allied Academies National Conference page ii Volume 4, Number 1 1999 Proceedings of the Academy of Strategic and Organizational Leadership April 7-11, 1999 Myrtle Beach, South Carolina Jo Ann and Jim Carland Co-Editors Western Carolina University The Proceedings of the Academy of Strategic and Organizational Leadership are published by the Allied Academies, Inc., PO Box 2689, Cullowhee, NC, 28723. The Academy of Strategic and Organizational Leadership is an affiliate of the Allied Academies, an international, non-profit association of scholars whose purpose is to support and encourage the exchange of knowledge.