PCN-501: Pharmacotherapy and Medication Assisted Therapy Chart Directions: Complete the following Pharmacotherapy and Medication Assisted Therapy chart. For each "Purpose of Medication," list the name of a medication that is used for the purpose listed. Complete each of the remaining fields for the medication listed. List references in the "References" section provided below the chart. Purpose of Medication Name of Medication Description of Medication (25 to 50 words) Benefits of the Medication (25 to 50 words) Risks of the Medication (25 to 50 words) Application of Medication in Treating Co-Occurring Disorders (25 to 50 words) Treat alcohol substance use disorders Opiate disorders Anxiety and depression Detoxification of substances Decrease cravings References: © 2017. Grand Canyon University. All Rights Reserved. © 2017. Grand Canyon University. All Rights Reserved. Unit I Lesson Notes: Employer-Employee Relationship The traditional employer-employee relationship is described as employment-at-will, which simply means that the relationship exists as long as both the employer and the employee want it to exist. That is, employment at-will means that an employee can resign whenever he or she wants to resign for any reason or for no reason. It is often said that an employee must give notice to an employer before the employee resigns, but that idea arises out of the employee hoping for a positive reference from the employer not a legal requirement. Employment-at-will also means that an employer can discharge an employee at any time and for any reason or for no reason, as long as the discharge does not constitute discrimination under federal or state law. This traditional employment relationship is sometimes modified by employment contracts. Employment contracts are governed by the rules that apply to contracts in general. An employment contract is based on an agreement between the employer and the employee and states express consideration (i.e., the employee promises to work for the employer for a specified period, and the employer agrees to pay the employee a specified amount of compensation). It must be made between parties that have the legal capacity to enter into a contract and be for a legal purpose. Employees hired with a contract can only be terminated according to the provisions of the contract. Conversely, employees hired under the at-will doctrine can have their employment terminated at any time and for any legal reason by either the employer or the employee. As with any other contract, the breach of an employment contract entitles the non-breaching party to recover damages that arise because of the breach of the contract. An employee who is fired in violation of an employment contract can recover any compensation due under the contract that has not been paid. For an employer, that means an employee who quits in violation of an employment contract may have to pay the costs of finding, hiring, an.

1. PCN-501: Pharmacotherapy and Medication Assisted Therapy
Chart
Directions: Complete the following Pharmacotherapy and
Medication Assisted Therapy chart. For each "Purpose of
Medication," list the name of a medication that is used for the
purpose listed. Complete each of the remaining fields for the
medication listed. List references in the "References" section
provided below the chart.
Purpose of Medication
Name of Medication
Description of Medication
(25 to 50 words)
Benefits of the Medication
(25 to 50 words)
Risks of the Medication
(25 to 50 words)
Application of Medication in Treating Co-Occurring Disorders
(25 to 50 words)
Treat alcohol substance use disorders
Opiate disorders
Anxiety and depression

2. Detoxification of substances
Decrease cravings
References:
© 2017. Grand Canyon University. All Rights Reserved.
© 2017. Grand Canyon University. All Rights Reserved.
Unit I Lesson Notes:
Employer-Employee Relationship
The traditional employer-employee relationship is described as
employment-at-will, which simply means that the relationship
exists as long as both the employer and the employee want it to
exist. That is, employment at-will means that an employee can
resign whenever he or she wants to resign for any reason or for
no reason. It is often said that an employee must give notice to
an employer before the employee resigns, but that idea arises
out of the employee hoping for a positive reference from the
employer not a legal requirement. Employment-at-will also
means that an employer can discharge an employee at any time

3. and for any reason or for no reason, as long as the discharge
does not constitute discrimination under federal or state law.
This traditional employment relationship is sometimes modified
by employment contracts. Employment contracts are governed
by the rules that apply to contracts in general. An employment
contract is based on an agreement between the employer and the
employee and states express consideration (i.e., the employee
promises to work for the employer for a specified period, and
the employer agrees to pay the employee a specified amount of
compensation). It must be made between parties that have the
legal capacity to enter into a contract and be for a legal
purpose. Employees hired with a contract can only be
terminated according to the provisions of the contract.
Conversely, employees hired under the at-will doctrine can have
their employment terminated at any time and for any legal
reason by either the employer or the employee. As with any
other contract, the breach of an employment contract entitles
the non-breaching party to recover damages that arise because
of the breach of the contract.
An employee who is fired in violation of an employment
contract can recover any compensation due under the contract
that has not been paid. For an employer, that means an
employee who quits in violation of an employment contract may
have to pay the costs of finding, hiring, and training a
replacement. They may even have to pay back some of the
compensation that has already been paid to the employee who
breached the employment contract.
Another relatively recent issue that has arisen in the
employment relationship is whistleblowing. Whistleblowing
occurs when an employee reports to the employer or to federal
authorities the unlawful actions of other employees. It is easy to
see where problems can arise when there is whistleblowing, so
there are several federal laws that are intended to encourage

4. employees to report unlawful activities related to employment
and to protect employees who report unlawful activities,
including the following:
the False Claims Act that encourages employees to report
Sarbanes-Oxley Act that encourages employees to report
activities that they reasonably believe violate federal security
laws.
Introduction to the Court System
This unit will begin the exploration of employment law. This
field has changed over the years, and the progression of the
legality of employer-employee rights is an interesting area to
follow. Courts look at common law and statutory law when
deciding these cases. Common law is any court decision that has
been handed down over the years by the courts of record. These
decisions may be from state or federal courts. The decisions
may have been appealed to a higher court. On appeal, the
decisions may be affirmed or overturned on the state or federal
level. If a higher court has ruled on a case, that decision gives
the case more weight. Different states have different names for
courts of record. In New York state, the lowest court of record
is called the supreme court; it is a county court. The cases from
this court are appealed to the appellate division in the
department where it will be heard. New York has four appellate
departments. A party may then seek redress to the highest court
in New York state, which is the court of appeals. When the
highest court in a state makes a ruling, it becomes the law in
that state. When the U.S. Supreme Court or another federal
court makes a ruling, it becomes the law in the United States.
In the federal system, the highest court is the U.S. Supreme

5. Court. The state and federal system have different jurisdictions
to hear cases. The federal courts will not hear cases that are
solely within the jurisdiction of the states and vice versa.
Federal courts have jurisdiction if the issues concern
constitutional rights and in cases that involve the federal
government.
In the area of employment discrimination, some conduct is
illegal under state and federal laws. Both the states and the
federal government have laws that forbid employment
discrimination, and such an action could be brought in either
court.
Statutory laws are laws that are passed by state or federal
legislative bodies. Courts can rule on statutes to interpret
unclear language or to determine whether the laws are
constitutional. Statutes are strictly construed by the courts.
Many sections of employment law are governed by statutes.
Interpretation of Cases
The textbook has many examples of cases that were decided by
the courts. It is important to know how to interpret what the
cases mean. The title of a case has the citation below it. The
plaintiff is the first name followed by a "v." (which means
versus or against). The party who has been sued is the
defendant, and that name follows the "v." in the case name. The
citation will give you the history of how the case has proceeded
through the court system. If the citation has the abbreviation for
a state, then the case was heard in a state court. The
abbreviations "U.S." or "Fed." mean the case has been appealed
to a higher court, and this will be noted in the citation. The
decision of a case that has been appealed to a higher court will
tell you the judges that agree with the decision; the judges that
do not agree and dissent (they have been outnumbered), and
possibly a concurring judge. If a judge concurs, he or she agrees

6. with the majority but for different reasons. Usually the
concurring judge will write his or her own decision and tell you
why he or she has ruled that way and why he or she came to the
same decision but for different reasons.
Generally, when looking at a case, a good mnemonic to use is
IRAC (issue, rule, application, and conclusion). First, identify
the issue in the case. What are the parties trying to have
decided? The current rules of law or statutes are then cited.
How are the rules of law applied? What conclusion or decision
has the court fashioned? This mnemonic will also guide you in
writing papers.
Deciphering the Case Study
The party appealing or the appellant is DCS Sanitation
Management, Inc. They were also the plaintiff or the party that
sued the employees for violating a noncompete clause. The
defendants or persons who were sued are Elroy Castillo, Efren
George Castillo, and Adolfo Martinez. The case is in federal
court. The plaintiff lost in the lower District Court of Nebraska
and is appealing. The federal court applied Nebraska law
instead of Ohio law in this case. The U.S. Supreme Court denied
hearing the case (DCS Sanitation Management v. Castillo,
2006). The case involved two different states so the conflict of
the two state laws gave the federal courts jurisdiction.
DCS Sanitation Management, Inc., Appellant, v. Eloy Castillo;
Efren George Castillo; Adolfo Martinez, Appellees.
No. 05-1201
UNITED STATES COURT OF APPEALS FOR THE EIGHTH
CIRCUIT
435 F.3d 892; 2006 U.S. App. LEXIS 1758; 152 Lab. Cas.

7. (CCH) P60, 135; 23 I.E.R. Cas. (BNA) 1772
October 14, 2005, Submitted January 25, 2006, Filed
SUBSEQUENT HISTORY: Rehearing denied by, Rehearing, en
banc, denied by DCS Sanitation Mgmt. v. Castillo, 2006 U.S.
App. LEXIS 8154 (8th Cir., Apr. 4, 2006) US Supreme Court
certiorari denied by DCS Sanitation Management, Inc. v.
Castillo, 2006 U.S. LEXIS 7161 (U.S., Oct. 2, 2006)
PRIOR HISTORY: [**1] Appeal from the United States District
Court for the District of Nebraska.
The head notes of the case give a quick overview of the legal
issues that are considered in the case. Look at the headnote
below. It is designated as HN4. The number four designates
where in the decision this issue is discussed. This allows you to
quickly look at the procedural issues of conflict or choice of
law.
Civil Procedure > Federal & State Interrelationships > Choice
of Law > General Overview
Under the second part of the test for choice of law cases,
application of the chosen law is precluded if application of the
law of the chosen state would be contrary to a fundamental
policy of a state that has a materially greater interest than the
chosen state when certain factors are applied (DCS Sanitation
Management v. Castillo, 2006).
Now that you know how to decipher the cases, enjoy reading
them, and think about how you can apply these laws in your
workplace!
Reference

8. DCS Sanitation Management v. Castillo, 435 F.3d 892, (8th Cir.
2006).1
Unit VIII Discussion Board:
Review your notes about the conceptions you began in Unit I.
1. Have any of these conceptions changed? Why?
2. What have you learned about employment law that you did
not know?
3. Is there anything that you thought you knew that you now
understand differently after studying the materials in this
course?
4. What have you learned over the course of this term in regards
to recognizing both sides of an argument or situation? What, if
any new perspectives do you have on the subject matter of this
course or in general?
PART 2:
What is your opinion of this course? Did it meet your
expectations? What suggestions can you offer for improvement
of this course for future students?
You can share any of the source material used to research your
post with the class.
Unit VIII Scholarly Activity
Write a letter to the current Unites States President, and put
forth arguments regarding why you support or are against an
increase in minimum wage. In your letter, discuss whether
managers should be given a higher minimum wage or be paid
overtime. Address what the minimum weekly salary should be

9. for bona fide executives, administrators, or professionals. Your
letter should be at least one full page and cite at least one
reference. All sources must be referenced; paraphrased and
quoted material must have accompanying APA style citations.
Draft the letter using proper, formal letter writing format
(Business letter). Inside addresses Formal greeting Introduction
Purpose for the letter Rationale for your request and research to
support your opinion and ideas Respectful appreciation for the
president taking the time to consider your suggestions Formal
closure including your name
Unit VIII Assesment:
Question 1
By what means can collective bargaining agreements be
enforced? Discuss the five principles that govern the arbitration
of grievances under collective bargaining. What measures are
utilized in non-union environments?
Your response should be at least 300 words in length.
Question 2
How does an arbitrator determine that a company had just cause
for taking a disciplinary action? What remedy might an
arbitrator choose if a company did not have just cause? Will the
process be different if the organization does not have union
representation? If so how?
Your response should be at least 300 words in length.
Question 3
1. Match each description to the correct term.

10. Workers who cross picket lines to work when union employees
are on strike.
The challenge of whether a disputed issue is subject to
arbitration under the terms of the contract.
Sufficient or proper reasons for which management has the right
to discipline or discharge employees.
A Supreme Court ruling that a union employee has the right to
request the presence of a union official during a meeting with
management if the meeting may involve a discipline issue.
Recognition of the bargaining history of those in the same
industry to determine the respective rights of the parties
involved in a labor dispute.
Certain actions taken by employers or unions that violate the
NLRA.
Process in which the parties involved agree to submit an
unresolved dispute to a neutral third party, shoes? decision is
final and binding.
Unlawful means of conducting a strike.
Submission to arbitration for the interpretation or application of
current contract terms.
Three 1960 Supreme court rulings that upheld the grievance
arbitration process and limited judicial intervention.
A.
Common law of the shop
B.

11. Scabs
C.
Retaliation
D.
Arbitrability
E.
Arbitrator’s award
F.
Just cause
G.
Unfair labor practices
H.
Steelworkers’ trilogy
I.
Arbitration
J.
Rights arbitration
K.
Sickout
L.
Weingarten rule
M.
Lincoln Mills case
N.
Past practice