Human Resource & Payroll Services And Solutions - Houston, Dallas, Austin - Texas www.hrp.net. According to federal statistics, there are an increasing number of employers being charged with discriminating against disabled employees and job applicants. In fact, the number of cases filed during 2012 was the highest since the EEOC began enforcing the Americans with Disabilities Act in 1992. Here are six recent examples of EEOC actions against employers charged with discriminating against disabled employees or not providing reasonable accommodations.
Sampling of training program material for health care fraud, abuse and compliance training for health care providers. contact Chiropractic Compliance Consultants for more at 913-369-9000, or visit our website at cccpfc.com
Beyond Certification: Navigating Legal Situations as a Medical Marijuana Pati...Benjamin Gelassen, MBA
Topics Include: Maine Medical Marijuana Laws and Regulations. You will learn more about proper storage when traveling in a vehicle, and what is legal and illegal. The discussion aims to help anyone who may have questions or concerns using this medicine.
Human Resource & Payroll Services And Solutions - Houston, Dallas, Austin - Texas www.hrp.net. According to federal statistics, there are an increasing number of employers being charged with discriminating against disabled employees and job applicants. In fact, the number of cases filed during 2012 was the highest since the EEOC began enforcing the Americans with Disabilities Act in 1992. Here are six recent examples of EEOC actions against employers charged with discriminating against disabled employees or not providing reasonable accommodations.
Sampling of training program material for health care fraud, abuse and compliance training for health care providers. contact Chiropractic Compliance Consultants for more at 913-369-9000, or visit our website at cccpfc.com
Beyond Certification: Navigating Legal Situations as a Medical Marijuana Pati...Benjamin Gelassen, MBA
Topics Include: Maine Medical Marijuana Laws and Regulations. You will learn more about proper storage when traveling in a vehicle, and what is legal and illegal. The discussion aims to help anyone who may have questions or concerns using this medicine.
Please share this video with anyone who may be interested!
Watch all our webinars: https://www.youtube.com/playlist?list=PL4dDQscmFYu_ezxuxnAE61hx4JlqAKXpR
In this webinar:
● An overview of the court case including the main details, the plaintiffs, and what they were seeking,
● Analysis of the evidence presented during the proceedings,
● What the decision means for patients and producers, and
● Things to come for medical marijuana in Canada
View the video: https://youtu.be/n80-7qGiEnU
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Twitter - https://twitter.com/survivornetca
Facebook - https://www.facebook.com/CanadianSurvivorNet
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2017 ANNUAL REPORT: MEDICAL MARIJUANA ACCESS IN THE UNITED STATESTRISTAN TAYLOR
"Americans For Safe Access is proud to announce the 2017 edition of our Medical Marijuana Access in the United States report. Beginning in 2014 ASA recognized the need to evaluate and compare the myriad of medical cannabis laws across the country. To this end we worked with our members and patients nationwide to develop a grading matrix that would indicate how well a states laws met the needs of patients.
With medical cannabis programs now encompassing 44 states, the District of Columbia and the territories of Puerto Rico and Guam, 300 million Americans (85% of the population) now live in states with medical cannabis laws.
This report is intended to help law makers and regulators learn from the successes and challenges faced by their peers in other states and get an objective evaluation of their own program.
The report uses a point system to grade each medical marijuana law on:
Patients' rights and protection from discrimination
Access to medicine
Ease of navigation
Functionality
Product safety protocols
We're happy to report that despite the grades of a few states declining in 2016, overall our nation's grades are improving and we were excited to see some new states enter the report starting off on a very good foot. "
Please share this slideshow with anyone who may be interested!
In this webinar:
● Marijuana for Medical Purposes Regulations (MMPR)
● Statistics on cannabis usage and results of the CCSN medical cannbis survey
● Differences between licensed producers and dispensaries
● Basic information on medical cannabis usage, adverse effects, potential use and contraindications
● Cannabis varieties
● How to legally access medical cannabis
Contact the presenter:
● Kaivan Talachian: ktalachian@canntrust.ca
View the YouTube video:
http://youtu.be/ZB9-z-pqqTc
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There is a patchwork of medical and recreational marijuana laws across the country with more changes on the horizon. Multi-state employers need to account for the legal differences by state and train their employees accordingly for handling medical marijuana issues in the workplace. The session will also discuss the current status of the legalization of recreational marijuana and what is likely coming. Now is the time for employers to evaluate their policies and procedures, not only in light of the law but practical realities as well.
Northern cincinnati safety council 08.28.18 medical marijuana 3025822 1....SSDLaw2014
August 28, 2018 - Topic: Medical Marijuana in the Workplace
Attorney Karl Ulrich spoke at the Northern Cincinnati Safety Council Meeting on August 28th. The Sharonville Chamber of Commerce and the Ohio BWC sponsored event was host to over 50 representative from local businesses.
The Impact of Legal Marijuana Use on the Workplace: Should employers hire marijuana users?
- Terminology
- Historical Overview
- USA Current Legal Overview
- Pending Bills
- Detection Testing and Limits
- Employment Policies
By:
Jennifer Schrack Dempsey & Alyson Forster
With:
Andersen Banducci
www.AndersenBanducci.com
Legalization of Marijuana Webinar- Impact for Drug Testing Employers Eliassen Group
HR PROFILE TO HOST TAFT LAW:
LEGALIZED & MEDICINAL MARIJUANA’S POTENTIAL IMPACT ON THE WORKPLACE
Key Take-Aways of this Webinar Include:
1. Drug Testing for Employers- Policy, Procedure, Practice
2. Medicinal and Legalized Marijuana in the Workplace
3. Employers Best Practice to Avoid and Defend Discrimination Claims
Some Basic Labor Laws that Benefit Employees and EmployersAmelia Figueroa
Labor laws are important for employees as well as employers. Labor laws ensure safe workplace practices and an equitable relationship between employees and employers. There are certain basic labor laws that are in force in the United States and we'll discuss them briefly in this article.
Sexual Misconduct in the Healthcare Profession 2022 UpdatesConference Panel
Sexual Misconduct in the Healthcare Professions is an advanced webinar with a detailed trip into the world of sexual misconduct in the professions, which are uniquely at risk for sexual misconduct to occur.
This continuing education provides an overview of sexual misconduct in the professions that apply to a wide range of health care professionals. This advanced webinar summarizes a recent court case and another licensure board revocation of disciplinary action. How did the practitioners get in so much trouble from a consensual relationship?
Finally, you will learn basic tips and techniques to avoid liability and maintain defensible best practices as a licensed professional and health care practitioner.
Erase the fear, uncertainty, and doubt about how and why romantic and sexual relationships are prohibited by state laws and codes of ethics between a health care professional and his or her patient.
Find out whether and how those same prohibitions continue to former clients – and for how long.
Register On ConferencePanel,
https://conferencepanel.com/conference/sexual-misconduct-in-the-professions-how-health-care-professionals-get-in-trouble-or-don-t
Marijuana, Opioids and State Laws – What HR Teams Need to KnowCareerBuilder
Today, 29 states permit the use of marijuana for medical conditions and nine have authorized its personal use for anyone 21 and older. Many states limit adverse employment action for medical marijuana use, and in Maine, employers can’t discriminate against an employee for off-duty marijuana use.
As more states legalize marijuana – and many also deal with the opioid epidemic – employers will be faced with challenges related to state human rights issues, state compliance issues and the increasing cost of noncompliance.
Arm yourself with the most up-to-date information on drug testing and compliance with this deck: "Drug Testing: The Impact to State Laws and Employers."
Take a visual trip through the history of the law in the United States. Learn about how the legal profession was formed and cultivated and which court cases altered our country's trajectory.
What You Need to Know about the Patient Protection & Affordable Care Act (Upd...Jackson White, P.C.
Attorney Otto S. Shill discusses the basics of the Patient Protection & Affordable Care Act. He specifically discusses the shared responsibility for employers and gives advice for what businesses can be doing now to prepare for the upcoming restrictions and regulations.
What You Need to Know About the Patient Protection & Affordable Health Care ActJackson White, P.C.
JacksonWhite HR compliance attorney, Otto Shill, goes over the basics of Obamacare/The Patient Protection & Affordable Care Act. Shill discusses how US businesses can prepare to comply under the upcoming changes in healthcare policies and regulations.
This presentation gives a summary of the National Mortgage Settlement Act, including key provisions of the Act and how it has benefited affected borrowers.
Lung Cancer: Artificial Intelligence, Synergetics, Complex System Analysis, S...Oleg Kshivets
RESULTS: Overall life span (LS) was 2252.1±1742.5 days and cumulative 5-year survival (5YS) reached 73.2%, 10 years – 64.8%, 20 years – 42.5%. 513 LCP lived more than 5 years (LS=3124.6±1525.6 days), 148 LCP – more than 10 years (LS=5054.4±1504.1 days).199 LCP died because of LC (LS=562.7±374.5 days). 5YS of LCP after bi/lobectomies was significantly superior in comparison with LCP after pneumonectomies (78.1% vs.63.7%, P=0.00001 by log-rank test). AT significantly improved 5YS (66.3% vs. 34.8%) (P=0.00000 by log-rank test) only for LCP with N1-2. Cox modeling displayed that 5YS of LCP significantly depended on: phase transition (PT) early-invasive LC in terms of synergetics, PT N0—N12, cell ratio factors (ratio between cancer cells- CC and blood cells subpopulations), G1-3, histology, glucose, AT, blood cell circuit, prothrombin index, heparin tolerance, recalcification time (P=0.000-0.038). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and PT early-invasive LC (rank=1), PT N0—N12 (rank=2), thrombocytes/CC (3), erythrocytes/CC (4), eosinophils/CC (5), healthy cells/CC (6), lymphocytes/CC (7), segmented neutrophils/CC (8), stick neutrophils/CC (9), monocytes/CC (10); leucocytes/CC (11). Correct prediction of 5YS was 100% by neural networks computing (area under ROC curve=1.0; error=0.0).
CONCLUSIONS: 5YS of LCP after radical procedures significantly depended on: 1) PT early-invasive cancer; 2) PT N0--N12; 3) cell ratio factors; 4) blood cell circuit; 5) biochemical factors; 6) hemostasis system; 7) AT; 8) LC characteristics; 9) LC cell dynamics; 10) surgery type: lobectomy/pneumonectomy; 11) anthropometric data. Optimal diagnosis and treatment strategies for LC are: 1) screening and early detection of LC; 2) availability of experienced thoracic surgeons because of complexity of radical procedures; 3) aggressive en block surgery and adequate lymph node dissection for completeness; 4) precise prediction; 5) adjuvant chemoimmunoradiotherapy for LCP with unfavorable prognosis.
New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...i3 Health
i3 Health is pleased to make the speaker slides from this activity available for use as a non-accredited self-study or teaching resource.
This slide deck presented by Dr. Kami Maddocks, Professor-Clinical in the Division of Hematology and
Associate Division Director for Ambulatory Operations
The Ohio State University Comprehensive Cancer Center, will provide insight into new directions in targeted therapeutic approaches for older adults with mantle cell lymphoma.
STATEMENT OF NEED
Mantle cell lymphoma (MCL) is a rare, aggressive B-cell non-Hodgkin lymphoma (NHL) accounting for 5% to 7% of all lymphomas. Its prognosis ranges from indolent disease that does not require treatment for years to very aggressive disease, which is associated with poor survival (Silkenstedt et al, 2021). Typically, MCL is diagnosed at advanced stage and in older patients who cannot tolerate intensive therapy (NCCN, 2022). Although recent advances have slightly increased remission rates, recurrence and relapse remain very common, leading to a median overall survival between 3 and 6 years (LLS, 2021). Though there are several effective options, progress is still needed towards establishing an accepted frontline approach for MCL (Castellino et al, 2022). Treatment selection and management of MCL are complicated by the heterogeneity of prognosis, advanced age and comorbidities of patients, and lack of an established standard approach for treatment, making it vital that clinicians be familiar with the latest research and advances in this area. In this activity chaired by Michael Wang, MD, Professor in the Department of Lymphoma & Myeloma at MD Anderson Cancer Center, expert faculty will discuss prognostic factors informing treatment, the promising results of recent trials in new therapeutic approaches, and the implications of treatment resistance in therapeutic selection for MCL.
Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
Ozempic: Preoperative Management of Patients on GLP-1 Receptor Agonists Saeid Safari
Preoperative Management of Patients on GLP-1 Receptor Agonists like Ozempic and Semiglutide
ASA GUIDELINE
NYSORA Guideline
2 Case Reports of Gastric Ultrasound
Recomendações da OMS sobre cuidados maternos e neonatais para uma experiência pós-natal positiva.
Em consonância com os ODS – Objetivos do Desenvolvimento Sustentável e a Estratégia Global para a Saúde das Mulheres, Crianças e Adolescentes, e aplicando uma abordagem baseada nos direitos humanos, os esforços de cuidados pós-natais devem expandir-se para além da cobertura e da simples sobrevivência, de modo a incluir cuidados de qualidade.
Estas diretrizes visam melhorar a qualidade dos cuidados pós-natais essenciais e de rotina prestados às mulheres e aos recém-nascidos, com o objetivo final de melhorar a saúde e o bem-estar materno e neonatal.
Uma “experiência pós-natal positiva” é um resultado importante para todas as mulheres que dão à luz e para os seus recém-nascidos, estabelecendo as bases para a melhoria da saúde e do bem-estar a curto e longo prazo. Uma experiência pós-natal positiva é definida como aquela em que as mulheres, pessoas que gestam, os recém-nascidos, os casais, os pais, os cuidadores e as famílias recebem informação consistente, garantia e apoio de profissionais de saúde motivados; e onde um sistema de saúde flexível e com recursos reconheça as necessidades das mulheres e dos bebês e respeite o seu contexto cultural.
Estas diretrizes consolidadas apresentam algumas recomendações novas e já bem fundamentadas sobre cuidados pós-natais de rotina para mulheres e neonatos que recebem cuidados no pós-parto em unidades de saúde ou na comunidade, independentemente dos recursos disponíveis.
É fornecido um conjunto abrangente de recomendações para cuidados durante o período puerperal, com ênfase nos cuidados essenciais que todas as mulheres e recém-nascidos devem receber, e com a devida atenção à qualidade dos cuidados; isto é, a entrega e a experiência do cuidado recebido. Estas diretrizes atualizam e ampliam as recomendações da OMS de 2014 sobre cuidados pós-natais da mãe e do recém-nascido e complementam as atuais diretrizes da OMS sobre a gestão de complicações pós-natais.
O estabelecimento da amamentação e o manejo das principais intercorrências é contemplada.
Recomendamos muito.
Vamos discutir essas recomendações no nosso curso de pós-graduação em Aleitamento no Instituto Ciclos.
Esta publicação só está disponível em inglês até o momento.
Prof. Marcus Renato de Carvalho
www.agostodourado.com
Explore natural remedies for syphilis treatment in Singapore. Discover alternative therapies, herbal remedies, and lifestyle changes that may complement conventional treatments. Learn about holistic approaches to managing syphilis symptoms and supporting overall health.
These lecture slides, by Dr Sidra Arshad, offer a quick overview of physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar leads (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
Title: Sense of Smell
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the primary categories of smells and the concept of odor blindness.
Explain the structure and location of the olfactory membrane and mucosa, including the types and roles of cells involved in olfaction.
Describe the pathway and mechanisms of olfactory signal transmission from the olfactory receptors to the brain.
Illustrate the biochemical cascade triggered by odorant binding to olfactory receptors, including the role of G-proteins and second messengers in generating an action potential.
Identify different types of olfactory disorders such as anosmia, hyposmia, hyperosmia, and dysosmia, including their potential causes.
Key Topics:
Olfactory Genes:
3% of the human genome accounts for olfactory genes.
400 genes for odorant receptors.
Olfactory Membrane:
Located in the superior part of the nasal cavity.
Medially: Folds downward along the superior septum.
Laterally: Folds over the superior turbinate and upper surface of the middle turbinate.
Total surface area: 5-10 square centimeters.
Olfactory Mucosa:
Olfactory Cells: Bipolar nerve cells derived from the CNS (100 million), with 4-25 olfactory cilia per cell.
Sustentacular Cells: Produce mucus and maintain ionic and molecular environment.
Basal Cells: Replace worn-out olfactory cells with an average lifespan of 1-2 months.
Bowman’s Gland: Secretes mucus.
Stimulation of Olfactory Cells:
Odorant dissolves in mucus and attaches to receptors on olfactory cilia.
Involves a cascade effect through G-proteins and second messengers, leading to depolarization and action potential generation in the olfactory nerve.
Quality of a Good Odorant:
Small (3-20 Carbon atoms), volatile, water-soluble, and lipid-soluble.
Facilitated by odorant-binding proteins in mucus.
Membrane Potential and Action Potential:
Resting membrane potential: -55mV.
Action potential frequency in the olfactory nerve increases with odorant strength.
Adaptation Towards the Sense of Smell:
Rapid adaptation within the first second, with further slow adaptation.
Psychological adaptation greater than receptor adaptation, involving feedback inhibition from the central nervous system.
Primary Sensations of Smell:
Camphoraceous, Musky, Floral, Pepperminty, Ethereal, Pungent, Putrid.
Odor Detection Threshold:
Examples: Hydrogen sulfide (0.0005 ppm), Methyl-mercaptan (0.002 ppm).
Some toxic substances are odorless at lethal concentrations.
Characteristics of Smell:
Odor blindness for single substances due to lack of appropriate receptor protein.
Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
From olfactory cells to glomeruli in the olfactory bulb, involving lateral inhibition.
Primitive, less old, and new olfactory systems with different path
The prostate is an exocrine gland of the male mammalian reproductive system
It is a walnut-sized gland that forms part of the male reproductive system and is located in front of the rectum and just below the urinary bladder
Function is to store and secrete a clear, slightly alkaline fluid that constitutes 10-30% of the volume of the seminal fluid that along with the spermatozoa, constitutes semen
A healthy human prostate measures (4cm-vertical, by 3cm-horizontal, 2cm ant-post ).
It surrounds the urethra just below the urinary bladder. It has anterior, median, posterior and two lateral lobes
It’s work is regulated by androgens which are responsible for male sex characteristics
Generalised disease of the prostate due to hormonal derangement which leads to non malignant enlargement of the gland (increase in the number of epithelial cells and stromal tissue)to cause compression of the urethra leading to symptoms (LUTS
Title: Sense of Taste
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
New Drug Discovery and Development .....NEHA GUPTA
The "New Drug Discovery and Development" process involves the identification, design, testing, and manufacturing of novel pharmaceutical compounds with the aim of introducing new and improved treatments for various medical conditions. This comprehensive endeavor encompasses various stages, including target identification, preclinical studies, clinical trials, regulatory approval, and post-market surveillance. It involves multidisciplinary collaboration among scientists, researchers, clinicians, regulatory experts, and pharmaceutical companies to bring innovative therapies to market and address unmet medical needs.
Prix Galien International 2024 Forum ProgramLevi Shapiro
June 20, 2024, Prix Galien International and Jerusalem Ethics Forum in ROME. Detailed agenda including panels:
- ADVANCES IN CARDIOLOGY: A NEW PARADIGM IS COMING
- WOMEN’S HEALTH: FERTILITY PRESERVATION
- WHAT’S NEW IN THE TREATMENT OF INFECTIOUS,
ONCOLOGICAL AND INFLAMMATORY SKIN DISEASES?
- ARTIFICIAL INTELLIGENCE AND ETHICS
- GENE THERAPY
- BEYOND BORDERS: GLOBAL INITIATIVES FOR DEMOCRATIZING LIFE SCIENCE TECHNOLOGIES AND PROMOTING ACCESS TO HEALTHCARE
- ETHICAL CHALLENGES IN LIFE SCIENCES
- Prix Galien International Awards Ceremony
Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
micro teaching on communication m.sc nursing.pdfAnurag Sharma
Microteaching is a unique model of practice teaching. It is a viable instrument for the. desired change in the teaching behavior or the behavior potential which, in specified types of real. classroom situations, tends to facilitate the achievement of specified types of objectives.
2. ABOUT JACKSONWHITE
• We offer a full range of legal
services to assist
individuals, families, and
businesses.
• Founded in 1983.
• The firm has grown steadily to
include 20 highly experienced
attorneys.
• We are proud to be one of the
largest law firms in the East
Valley.
3. Presenter Biography
• Nate Hill focuses his practice areas on employment and labor law and
commercial litigation.
• Bar Admissions: Nate is a member of the Arizona and California State
Bars. Nate is also licensed in Arizona’s Federal District Court and the Ninth
Circuit Court of Appeals.
• Education: Nate holds a B.A. in philosophy from B.Y.U. and a Juris Doctor
from the University of Kansas.
• Representative Cases: Allstate Utility Const. LLC v. Towne Bank, 228 Ariz. 145 (App. 2011)
(successfully reversed trial court ruling that denied contractor’s materialman’s lien rights); Maggi v.
Creative Health Care Services, Inc., Case No. CV12-00566-NVW (Mar. 12, 2013 D.Ariz)
(successfully defended employer accused of creating hostile work environment).
• Publications: Surviving Life and Law School, JOURNAL OF THE KANSAS BAR ASSOCIATION (Sept.
2009).
• Phone: 480.464.1111
• Fax: 480.464.5692
• Email: nhill@jacksonwhitelaw.com
4. Background of
Arizona’s Medical Marijuana Law
Proposition 203 on November 2010 ballot
• YES: 841,346
• NO: 837,005
• Law passed with 50.13% of votes
• Law went into effect in December 2010
Qualifying Patient and Caregiver may possess limited amount of marijuana without
criminal prosecution.
A.R.S. § 36-2801(3) "Debilitating medical condition" means one or more of the following:
(a) Cancer, glaucoma, positive status for H.I.V. or A.I.D.S., hepatitis C, amyotrophic
lateral sclerosis (“ALS”), Crohn's disease, Alzheimer's or the treatment of these
conditions.
(b) A chronic or debilitating disease or medical condition or its treatment that produces
one or more of the following: cachexia or wasting syndrome (common side effect of
cancer, AIDS, COPD, MS, CHF, TB, and other deficiency syndromes); severe and
chronic pain; severe nausea; seizures, including those characteristic of epilepsy; or
severe and persistent muscle spasms, including those characteristic of multiple
sclerosis.
(c) Any other medical condition or its treatment added by the department pursuant to
section 36-2801.01.
5. Resistance from Arizona Politicians
•
Arizona v. United States (2011)
•
Arizona sued U.S. Dept. of Justice in federal court seeking to have the medical marijuana law ruled
unconstitutional as being in conflict with the federal Controlled Substances Act.
•
Judged dismissed Arizona’s lawsuit for “Ripeness”
•
Compassion First, LLC v. AZ Dept. of Human Services (Jan. 2012)
•
Arizona DHS resisted processing dispensary applications because of pending federal lawsuit.
•
Dispensary company sued DHS to compel approval of application.
•
Judge ordered immediate processing of applications and publication of proper dispensary
guidelines.
•
Attorney General Opinion No. I12-001 (Aug. 2012)
•
Cultivating, selling, possessing, and dispensing marijuana preempted by federal law.
•
Issuance and use of medical marijuana card not preempted.
•
Employment discrimination issues not addressed.
6. States de-criminalizing marijuana use as
of August 2013
Legal Medical Use
De-criminalized Possession
Both Medical and De-criminalized
Legalized Use
7. Not a free license to smoke pot
Under A.R.S. § 36-2802, cardholders still subject to civil and criminal
penalties if they use marijuana while:
A. “Undertaking any task under the influence of marijuana that
B.
C.
D.
E.
would constitute negligence or professional malpractice.”
Cannot be possessed or used: (1) on a school bus; (2) at a
school; (3) in a jail;
Cannot be smoked on public transit or anywhere in public.
“Operating, navigating, or being in actual physical control of
any motor vehicle, aircraft, or motorboat while under the
influence of marijuana, except that a registered qualifying
patient shall not be considered to be under the influence of
marijuana solely because of the presence of metabolites or
components of marijuana that appear in insufficient
concentration to cause impairment.”
Using marijuana except as authorized under this chapter.
8. AMMA’s Unique
Anti-Discrimination Provision
• A.R.S.§ 36-2813 Discrimination Prohibited
• (B): Unless a failure to do so would cause an employer to lose a monetary or licensing
related benefit under federal law or regulations, an employer may not discriminate
against a person in hiring, termination, or imposing any term or condition of
employment or otherwise penalize a person based upon either:
• 1. The person's status as a cardholder.
• 2. A registered qualifying patient's positive drug test for marijuana components or
metabolites, unless the patient used, possessed, or was impaired by marijuana on the
premises of the place of employment or during the hours of employment.
• Other states do not have employment anti-discrimination provisions.
9. Arizona Employer Concerns
• Liability for injuries or damages caused by “impaired” employees.
• Compliance with state and federal workplace safety requirements;
•
•
•
•
e.g., OSHA, Dept. of Transportation, ADEQ, EPA, and other “safetysensitive” duties.
Workers Compensation or other insurance discounts for having a
“drug-free workplace.”
Guidelines for hiring, disciplining or terminating employees.
Guidelines for accommodations and leave requests.
Countless individual concerns.
10. Lack of official Arizona policies leaves
employers “Dazed and Confused”
• No Arizona courts have yet interpreted the employment provision.
• Court rulings in other states cannot be relied on because they are
based on different statutes that do not contain the employment antidiscrimination provision.
• Regulations issued by Arizona Dept. of Health Services only address
cardholder and dispensary issues, not employment.
• Arizona Division of Occupational Safety and Health (“ADOSH”) has not
issued any policies or guidance regarding the application of the AMMA
and workplace safety guidelines.
11. What should you do
Remember, the AMMA is not a free license to smoke
pot.
• Under A.R.S. §36-2802, cardholders cannot operate motor
vehicles while “under the influence of marijuana” (hold that
thought).
• The AMMA has several employer exemptions:
• The statute applies to all Arizona employers “[u]nless a failure
to do so would cause an employer to lose a monetary or
licensing related benefit under federal law or regulations. . .”
A.R.S. § 36-2813(B) (emphasis added).
12. Are you covered by the
U.S. Dept. of Transportation?
• http://www.dot.gov/odapc/am-i-covered
13. Covered by U.S. DOT
• Employers who operate Commercial Motor Vehicles (CMV) and/or employ individuals
•
•
•
•
required to have a Commercial Driver’s License (CDL) are subject to Federal Motor
Carrier Safety Administration (“FMCSA”) Regulations. 49 C.F.R. § 383.3(a).
Under those regulations, drivers may not report for duty or remain on duty requiring
performance of safety sensitive functions if employee has used controlled substance
(including marijuana) or if employer has knowledge that employee has used controlled
substance. 49 C.F.R. § 382.213.
Expressly preempt state laws. 49 C.F.R. § 382.109.
“Any employer or driver who violates the requirements of this part shall be subject to
the civil and/or criminal penalty provisions of 49 U.S.C. 521(b).” 49 C.F.R. § 382.507.
49 U.S.C. § 521(b)—Civil penalties up to $10,000 per violation; criminal penalties of
fine up to $5,000 and up to 90 days imprisonment; impounding commercial vehicles;
and other penalties.
Other federal contracting programs incorporate these DOT
requirements and require compliance for eligibility.
14. OSHA Requirements???
OSHA does not specifically address medical
marijuana, however…
• Occupational Safety and Health Act
• 29 U.S.C. § 654(a) states “(1) shall furnish to each of his
employees employment and a place of employment which are free
from recognized hazards that are causing or are likely to
cause death or serious physical harm to his employees; (2)
shall comply with occupational safety and health standards
promulgated under this chapter.”
15. What about Arizona’s laws?
• Employer may not be penalized or denied benefit under state law for
employing card holder. A.R.S. § 36-2811(I).
• SCF of Arizona FAQs regarding the AMMA:
• https://www.scfaz.com/employers/employers.php?load=FAQ_medical_marijuan
a.html&bc=FAQs
• Employers still receive discount for drug testing programs and other general
guidance.
• Arizona Division of Occupational Safety and Health (“ADOSH”) has NOT
issued any guidance on AMMA and drug testing requirements.
• However, similar to OSHA’s federal requirements, ADOSH statutes require that
“[e]ach employer shall furnish to each of his employees employment and a
place of employment which are free from recognized hazards that are
causing or are likely to cause death or serious physical harm to his
employees.” A.R.S. § 23-403(A).
16. “Safety-Sensitive Positions”
Employers are protected from liability for taking actions
against an employee (including reassignment and
termination) if they have an established policy and
program to test for alcohol, drugs and impairment.
A.R.S. § 23-493.06.
• Particularly to exclude an employee from performing a “safety-
sensitive position.” A.R.S. § 23-493.06(A)(7).
17. “Safety-Sensitive Position”
Defined as “any job designated by an employer as a safety-sensitive position or any
job that includes tasks or duties that the employer in good faith believes could
affect the safety or health of the employee performing the task or
others, including any of the following:
a) Operating a motor vehicle, other vehicle, equipment, machinery, or power tools;
b) Repairing, maintaining, or monitoring the performance or operation of any
equipment, machinery, or manufacturing process, the malfunction or disruption of
which could result in injury or property damage;
c) Performing duties in the residential or commercial premises of a
customer, supplier, or vendor;
d) Preparing or handling food or medicine;
e) Working in any occupation regulated pursuant to **title 32.”
A.R.S. § 23-493(9).
“Good faith” defined at A.R.S. § 23-493(6).
**Title 32, or A.R.S. § 32-101, et seq., includes
architects, assayers, engineers, geologists, home inspectors, landscape
architects, surveyors, CPAs, Doctors, Dentists, Nurses, Registered Contractors, Real
Estate brokers and agents, Pest Control, Security guards, Appraisers, and others.
18. How do I reconcile my duty to keep employees and the public
safe with the anti-discrimination provisions of the AMMA?
• AMMA clearly conflicts with workplace safety requirements.
• This is why court decisions and official government policies are
needed to clarify this issue.
• Informal consensus among employment attorneys:
• Treat the employee the same as an employee using any other
legally prescribed medication.
•
“For the purposes of medical care, including organ transplants, a
registered qualifying patient's authorized use of marijuana must be
considered the equivalent of the use of any other medication under
the direction of a physician and does not constitute the use of an illicit
substance or otherwise disqualify a registered qualifying patient from
medical care.” A.R.S. § 36-2813(C).
19. How do I treat marijuana the same as any
other legally prescribed medication?
• Apply existing interactive processes developed for
determining accommodations under the Americans with
Disabilities Act (“ADA”).
• Employer cannot make inquiries into medical condition unless job-
related and consistent with business necessity.
• 42 U.S.C. § 12112(d)(4)(A); see also, Yin v. California, 95 F.3d 864, 868
(9th Cir. 1996) (employer permitted to inquire into ability to perform job
because condition had deleterious effect on productivity and job
performance).
• Does the employees use of medication create a “direct threat” of
harm to the employee or others? 42 U.S.C. § 12112(b)(6).
• Direct threat is determined by employer performing an “individualized
assessment” of the essential functions of the job. 29 C.F.R. § 1630.2(r);
Sch. Bd. of Nasau v. Arline, 480 U.S. 273 (1987) (four-factor test for
direct threat).
20. Jeff Spicoli applies with your company. His resume and experience are impressive. However, this is
how he arrives for his job interview.
He notices you smelling the marijuana on his clothes, so he tells you he was “blasted while ranking a big
mamma in Australia and got raked on the cactus—so I got a card, bro.” Thanks to stalking your kids on
Facebook, you translate that as chronic pain from a surf injury as the basis for a medical marijuana card.
How do you handle this?
21. Status as a cardholder cannot be basis for
refusing to hire Spicoli.
• Under A.R.S. § 36-2813(B), “an employer may not discriminate
against a person in hiring, termination, or imposing any term or
condition of employment or otherwise penalize a person based upon
either” (1) status as a cardholder or (2) positive drug test unless
employee “used, possessed, or was impaired by marijuana on the
premises of the place of employment or during the hours of
employment.”
• We’ll talk about “impaired” in a minute.
• Verify employee’s status as a cardholder:
• Go to Arizona Dept. of Health Services: Medical Marijuana ID Card
Verification
• http://www.azdhs.gov/medicalmarijuana/id-card-verification/index.htm
23. Cheech Marin and Thomas Chong work as a driving team delivering items
across Arizona. They are NOT CDL licensed. Cheech takes his eyes of the road
to examine something Chong refers to as “labrador” and crashes the vehicle.
The responding officer issues Cheech a breathalyzer for alcohol but it is negative. The officer
notes in the report that the driver (Cheech) had delayed verbal responses, droopy eyes, and
emits a strong odor of marijuana. Cheech shows the officer his card and is not cited. Cheech
returns to the office and submitts to a U.A., which is positive for marijuana. When confronted he
presents his marijuana ID card. What do you do?
24. Cheech can be disciplined or terminated
for being “impaired” while at work.
• AMMA does not define “impaired.”
• Under A.R.S. 36-2813(C), a card holding employee cannot be
disciplined for “positive drug test for marijuana components or
metabolites, unless the patient used, possessed, or was impaired
by marijuana on the premises of the place of employment or during
the hours of employment.”
• A.R.S. 36-2802(D) states, “a registered qualifying patient shall not
be considered to be under the influence of marijuana solely
because of the presence of metabolites or components of
marijuana that appear in insufficient concentration to cause
impairment.”
25. Was this a “safety-sensitive position”?
• ADOSH statutes define “Impairment” as:
• “symptoms that a prospective employee or employee while working
may be under the influence of drugs or alcohol that may decrease
or lessen the employee's performance of the duties or tasks of the
employee's job position, including symptoms of the employee's
speech, walking, standing, physical
dexterity, agility, coordination, actions, movement, demeanor, appe
arance, clothing, odor, irrational or unusual behavior, negligence, or
carelessness in operating equipment, machinery, or production or
manufacturing processes, disregard for the safety of the employee
or others, involvement in an accident that results in serious damage
to equipment, machinery, or property, disruption of a production or
manufacturing process, any injury to the employee or others, or
other symptoms causing a reasonable suspicion of the use” of
drugs or alcohol.” A.R.S. § 23-493(7).
26. Employer must have “good faith” basis to consider
employee impaired. A.R.S. § 23-493.06(A)(7).
• “Good Faith” means “reasonable reliance on fact, or that which
is held out to be factual, without the intent to deceive or be
deceived and without reckless or malicious disregard for the
truth. Good faith does not include a belief formed with gross
negligence. A good faith belief may be based on any of the
following:
a)
b)
c)
d)
e)
f)
g)
Observed conduct, behavior, or appearance.
Information reported by a person believed to be reliable, including a
report by a person who witnessed the use or possession of drugs or
drug paraphernalia at work.
Written, electronic, or verbal statements.
Lawful video surveillance.
Records of government agencies, law enforcement agencies, or
courts.
Results of a test for the use of alcohol or drugs.
Other information reasonably believed to be reliable or accurate.
• A.R.S. § 23-493(8).