Chris Roush presented "Investigating Private Companies" at the Donald W. Reynolds National Center of Business Journalism's free workshop, "Investigating Private Companies and Nonprofits."
For more information about free training for business journalists, please visit businessjournalism.org.
What keeps-a-professional-in-human-resources-up-at-nighthumresource
Being sued for FLSA violations is getting easier by the day. And with a majority of the workforce classified as non-exempt (hourly workers subject to overtime payments), it's crucial to know the ins and outs of the law. Companies that don't are sitting ducks for costly lawsuits. Most lawsuits are caused by small errors made by well-intentioned companies trying their best to navigate this complicated statute.
Chris Roush presents "Investigating Private Companies and Nonprofits" at the free business journalism workshop, "Covering Business on Tribal Lands," hosted by the Donald W. Reynolds National Center for Business Journalism and the Native American Journalists Association.
For more information about free training for business journalists, please visit businessjournalism.org.
Chris Roush presented "Investigating Private Companies" at the Donald W. Reynolds National Center of Business Journalism's free workshop, "Investigating Private Companies and Nonprofits."
For more information about free training for business journalists, please visit businessjournalism.org.
What keeps-a-professional-in-human-resources-up-at-nighthumresource
Being sued for FLSA violations is getting easier by the day. And with a majority of the workforce classified as non-exempt (hourly workers subject to overtime payments), it's crucial to know the ins and outs of the law. Companies that don't are sitting ducks for costly lawsuits. Most lawsuits are caused by small errors made by well-intentioned companies trying their best to navigate this complicated statute.
Chris Roush presents "Investigating Private Companies and Nonprofits" at the free business journalism workshop, "Covering Business on Tribal Lands," hosted by the Donald W. Reynolds National Center for Business Journalism and the Native American Journalists Association.
For more information about free training for business journalists, please visit businessjournalism.org.
Chris Roush presents "Finding Information about Private Companies," part of the free, daylong workshop, "Uncovering the Best Local Businesses," which is geared toward community and local journalists on a budget.
For more information about free training for business journalists, please visit businessjournalism.org.
TOPICS
- Changes to rules regarding who is eligible for overtime and opportunities for compliance
- Chicago’s new family & sick leave law ordinance
- New EEOC guidance on reasonable accommodations and when leave must be provided
- Changes in joint employment standards that could make you liable for other companies’ actions
- New wellness program requirements
- The Defend Trade Secrets Act and new "magic language" for employee agreements
- EEOC pay reporting requirements
- and more…
CFO Compliance Guide 2019 | Paycor - New York- Long IslandAdam J. Brier
Top Concerns by Chief Financial Officers that impact revenues, margins and using benchmark analytics is critical for profit, and non-for-profit organizations.
Chris Roush presents "Finding Information about Private Companies," part of the free, daylong workshop, "Uncovering the Best Local Businesses," which is geared toward community and local journalists on a budget.
For more information about free training for business journalists, please visit businessjournalism.org.
TOPICS
- Changes to rules regarding who is eligible for overtime and opportunities for compliance
- Chicago’s new family & sick leave law ordinance
- New EEOC guidance on reasonable accommodations and when leave must be provided
- Changes in joint employment standards that could make you liable for other companies’ actions
- New wellness program requirements
- The Defend Trade Secrets Act and new "magic language" for employee agreements
- EEOC pay reporting requirements
- and more…
CFO Compliance Guide 2019 | Paycor - New York- Long IslandAdam J. Brier
Top Concerns by Chief Financial Officers that impact revenues, margins and using benchmark analytics is critical for profit, and non-for-profit organizations.
DCR Trendline October 2014 - Non Employee Workforce Insightss
DCR TrendLine shares analyses of trends and happenings in the staffing industry. The October edition covers a range of topics, including the latest employment numbers from the Bureau of Labor Statistics and the continued growth of temporary employment. October is one of the most exciting months for sports fans, and it’s only fitting that this edition’s industry highlight is centered on sports-related employment. Our other areas of focus include how the definition and image of employees has progressed over the past decade, the increasing use of social media for recruiting, and on the value of talent supply chain management in meeting organizational talent needs. Our feature article this month is particularly applicable to companies with contingent workforce programs. We look at how vendor management systems can help companies fulfill the priorities and requirements of multiple stakeholders while meeting the shared single goal of eliminating complexity to increase operational effectiveness. - See more at: http://blog.dcrworkforce.com/dcr-trendline-october-2014#sthash.jW1AtNaQ.dpuf
DCR TrendLine March 2014 - Temporary Workforce Insightss
This month’s edition highlights what’s hot for talent acquisition and lists the fastest growing jobs in the country and where they can be found. We also continue this theme of growth by examining the emerging trends driving the increasing use of contingent workforces, particularly in the healthcare industry. And as a continuation of our monthly special feature on the BRIC countries, we turn our gaze to the Sochi Winter Olympics to discover how workers were staffed.
DCR TrendLine shares analyses of trends and happenings in the non-employee workforce industry. The May edition looks at wage growth in the United States and employment in the automobile manufacturing sector. We continue our global series on the ASEAN region by looking at the impact on oil prices on Malaysia’s economy. We uncover why recent indexes have been rating the U.S. economy as disappointing. Our feature article discusses the definition of innovation and provides information on how companies can get started on incorporate innovation into their organizations. Finally, we examine how the talent acquisition sector has been disrupted by changes in the way employers access and engage with talent.
DCR National Temp Wage Index
U.S. Economy: Disappointing..?
Wage Growth Across The U.S.
Industry Highlight: Automobile Manufacturing Index
What Do Millennials Want?
Malaysia: Oil Prices Pose Threat to Economy
Innovation as Usual
Recruiting Disrupted,.
Strayer University - OnlineHRM-510 Business Employment Law .docxdarwinming1
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
DCR TrendLine January 2014 – Contingent Worker Forecast and Supply Reportss
Hello 2014! As we approach a fresh year, the editorial staff at TrendLine is excited to share our analysis and insights into the staffing industry. Our up-to-date research and in-depth analysis of industry trends ensure that you have a clear reading of what’s happening in the world of contingent worker supply and demand and talent acquisition.
- DCR National Temp Wage Index
- 2014: What to Expect in the Workforce
- The Manufacturing Revival
- Temp Jobs Continue Steady Upward Trend
- Special Topic: Brazil e-commerce Market Watch
July 1, 2010Factory Jobs Return, but Employers Find Skills Sho.docxpriestmanmable
July 1, 2010
Factory Jobs Return, but Employers Find Skills Shortage
By MOTOKO RICH
BEDFORD, Ohio — Factory owners have been adding jobs slowly but steadily since the beginning of the year, giving a lift to the fragile economic recovery. And because they laid off so many workers — more than two million since the end of 2007 — manufacturers now have a vast pool of people to choose from.
Yet some of these employers complain that they cannot fill their openings.
Plenty of people are applying for the jobs. The problem, the companies say, is a mismatch between the kind of skilled workers needed and the ranks of the unemployed.
Economists expect that Friday’s government employment report will show that manufacturers continued adding jobs last month, although the overall picture is likely to be bleak. With the government dismissing Census workers, more jobs might have been cut than added in June.
And concerns are growing that the recovery could be teetering, with some fresh signs of softer demand this week. A central index of consumer confidence dropped sharply in June, while auto sales declined from the previous month.
Pending home sales plunged by 30 percent in May from April as tax credits for home buyers expired. Fretting that global growth is slowing, investors have driven stock indexes in the United States down to their levels of last October, for losses as great as 8 percent for 2010.
As unlikely as it would seem against this backdrop, manufacturers who want to expand find that hiring is not always easy. During the recession, domestic manufacturers appear to have accelerated the long-term move toward greater automation, laying off more of their lowest-skilled workers and replacing them with cheaper labor abroad.
Now they are looking to hire people who can operate sophisticated computerized machinery, follow complex blueprints and demonstrate higher math proficiency than was previously required of the typical assembly line worker.
Makers of innovative products like advanced medical devices and wind turbines are among those growing quickly and looking to hire, and they too need higher skills.
“That’s where you’re seeing the pain point,” said Baiju R. Shah, chief executive of BioEnterprise, a nonprofit group in Cleveland trying to turn the region into a center for medical innovation. “The people that are out of work just don’t match the types of jobs that are here, open and growing.”
The increasing emphasis on more advanced skills raises policy questions about how to help low-skilled job seekers who are being turned away at the factory door and increasingly becoming the long-term unemployed. This week, the Senate reconsidered but declined to extend unemployment benefits, after earlier extensions raised the maximum to 99 weeks.
The Obama administration has advocated further stimulus measures, which the Senate rejected, and has allocated more money for training. Still, officials say more robust job creation is the real solu ...
Alternate Work ArrangementsVarious alternative work arrangements e.docxcullenrjzsme
Alternate Work Arrangements
Various alternative work arrangements exist for use in businesses and other types of organizations; included among the options are compressed work weeks, flexible work schedules, telecommuting, and job sharing. This case focuses on alternative work arrangements in general rather than on a particular one exclusively; however, telecommuting does receive additional attention.
The case revolves around the potential advantages and disadvantages that are associated with alternative work arrangements, and the factors that are contributing to an increased use of various alternative work arrangements by employers. With respect to the various advantages and disadvantage that are identified in the case, the positives seem to outweigh the negatives. “Organizations that offer flexible working arrangements are, and will continue to be, employers of choice. ¼ Employees consistently rank flexible schedules high on their list of desired benefits; employers who are reluctant to offer these popular perks will find themselves falling short in the bidding wars for talent.” The case identifies three underlying factors that are driving the movement toward the increased utilization of alternative work arrangements in many different workplaces. These factors are: (a) the needs, desires, and expectations of workers for greater flexibility at work; (b) fuel costs and fuel consumption associated with commuting, and the related carbon footprint impact; and (c) the restrictive impact of the 2008-2009 economic recession on job opportunities.
The case concludes by pointing out that many nations have experimented successfully with various flexible work programs and some countries have enacted legislation promoting alternative work arrangements. It then poses the question: “Will the United States government and American businesses be adequately prepared to meet future economic challenges, at least in part, by embracing the movement toward increasing use of alternative work arrangements?”
Case Study - Alternative Work Arrangements: Possible
Solution
s for a Plethora of Problems?
Alternative work arrangements, such as compressed work weeks, flexible work schedules, telecommuting, or job sharing, can have positive and negative consequences for employers and employees. In general, alternative work arrangements can generate beneficial outcomes, particularly for employers, such as “increased employee retention, loyalty and morale; higher productivity; improved recruiting of highly qualified workers; decreased employee tardiness and unscheduled absences; and maximum use of facilities and equipment.” On the employees’ side, telecommuting—one type of alternative work arrangement—has favorable effects on perceived autonomy, the resolution of work–family conflicts, job performance, job satisfaction, and the experience of stress. What is more, it does not harm perceived career prospects or the quality of workplace relationships. On the downside, however, are t.
Letter Formatting Insert Date Insert Nam.docxcroysierkathey
Letter Formatting
<Insert Date>
<Insert Name of Letter Recipient >
<Insert Name of Company>
<Insert Company Address>
<Insert Company Address>
<Insert Name of Letter Recipient>,
Paragraph 1…Ideas: Introduce the event, make a connection between the event and the
company, and provide a fact about either where the vent will take place or when.
______________________________________________________________________
______________________________________________________________________
Paragraph 2…Provide additional facts about the event. Examples: a GENERIC overview of
the attendees (examples: families, couples, art enthusiasts, etc.), where or when the
event will take place (whichever was not used in paragraph 1), benefits to attendees,
other exciting facts about the event.
______________________________________________________________________
______________________________________________________________________
Paragraph 3…Provide an overview of the sponsorship opportunities. Ideas: monetary
ranges, 3-4 examples of potential benefits, excitement about their potential involvement.
______________________________________________________________________
______________________________________________________________________
Paragraph 4…Finish up with a simple and professional closing. Examples: Thank you for
your time and consideration, I look forward to speaking with you soon, I will be in touch
to answer any questions that you may have about the event.
______________________________________________________________________
______________________________________________________________________
<Insert Professional Salutation>,
<Insert Your Name>
<Insert Your Title>
MHR 6401, Employment Law 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the legal significance of the employer-employee relationship.
1.1 Identify the regulation of employer-employee relationship through applicable law and judicial
decision.
1.2 Recognize types of workers and employers, and recognize when an employment relationship
exists.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Article Critique
1.2
Unit Lesson
Chapter 2
Unit I Article Critique
Reading Assignment
Chapter 1: Overview of Employment Law, pp. 3–33
Chapter 2: The Employment Relationship, pp. 35–63
Unit Lesson
Whether through discussion in the workplace or through your academic work, you likely have heard of the
concept of employment at-will. At its most basic level, being employed at-will means that your employer can
terminate you without cause at any time. Likewise, you can resign your employment at any time for any
reason. The vast majority of employment relationships in the United States are at-will. When jobs are plentiful
and good workers are scarce, it is advantageous for the employee to be able to move ...
DCR TrendLine shares analyses of trends and happenings in the non-employee workforce industry. The April edition looks at the growing talent management software market and employment in the technology sector. We continue our global series on the ASEAN region by looking at talent trends in the Philippines, and also examine which countries around the world are the most worker-friendly. We explain the debate on if the U.S. economy is at full employment, and throw light on the current situation of the economy. Our feature article discusses the usage of talent analytics and delves into some common myths about big data and metrics. Finally, we reveal which industry in the country has the happiest workers.
DCR National Temp Wage Index
Full Employment: Jobs vs. Inflation
Best Practices in Recruiting for 2015
Changes in the Talent Management Software Market
Industry Highlight: Technology Index
The Philippines – Poised For Growth Through BPO
The World’s Most Worker-Friendly Countries
Measure What Matters
The Happiest Industries
Week 8 Assignment 3 - Submit Here
Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Due Week 8 and worth 300 points
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
·
Bier, Ellin & Tucker: Distinguishing Between Independent Contractors and Employees
·
Murray: Difference Between Independent Contractors and Employees
· “
The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed
”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment.
Note
: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on e ...
EBN Feb 2016 The ABCs of Employee BenefitsDaniel Michels
Employee Benefit News' article "The ABCs of employee benefits" by Ed Bray, JD, published in the February 2016 edition of EBN. Source: http://www.benefitnews.com/
ADJUSTING TO THE CHANGING MARKET
Good News!
Employment numbers revised upward for July and August in the Bureau of Labor Statistic reports and a robust report for September clearly indicate
Top 4 Labor Law Questions HR Pros Get from EmployeesGovDocs, Inc.
GovDocs in the spring of 2019 offered a one-question survey to HR professionals: What is the No. 1 labor law-related question you receive from your employees? Here are their top four most common responses and why employees care.
Hospital Pricing Issues Cost Employers MoneyMark Gall
This five-year study details the wide variation of hospital prices for the same procedure in the same town. It considers the impact on the costs of private insurance plans from insurance companies including CIGNA, Anthem, Aetna and United HealthCare. See highlights on pages 1 through 6.
The cost of claims drives the cost of employer health plans. See a sample proposal on of a specialized, self-funded health plan that lowers claim costs and makes health care work for employees and employers.
White Paper: Breakthrough Behavioral NetworkMark Gall
A specialty provider network for mental health services.
The impressive clinical improvement for
Breakthrough patients is driving efficient
treatment episodes vs. other systems of care.
Integrating benchmarks into your health plan delivers positive results for employers and employees. We call it healthcare intelligence; the act of using independent data to improve health plan efficiency and outcomes for the benefit of employees.
Overview of an Open-Platform Health Plan that Lowers Costs and Improves Perfo...Mark Gall
It's hard to gauge how well a health plan is performing. Do our employees understand and get the most out of their benefits? How effective is our wellness program? Are we paying too much for services? These are typical questions. An Open-Platform Health Plan is a self-funded health plan with unique features that allow an employer to establish, track and review performance benchmarks and reduce their exposure to risk.
HLU Consultants, Inc. is a privately held, independent consulting firm based out of Cincinnati, OH since 1961. The consultants at HLU successfully bring together a tremendous amount of industry expertise, valued partners and innovative technologies to design a better, cost-efficient health plan around a customer’s workforce. They help employers establish meaningful benchmarks so they can gauge the success of their plan with a focus on reducing costs, improving outcomes and helping employees successfully navigate the complex healthcare system.
How many patients does case series should have In comparison to case reports.pdfpubrica101
Pubrica’s team of researchers and writers create scientific and medical research articles, which may be important resources for authors and practitioners. Pubrica medical writers assist you in creating and revising the introduction by alerting the reader to gaps in the chosen study subject. Our professionals understand the order in which the hypothesis topic is followed by the broad subject, the issue, and the backdrop.
https://pubrica.com/academy/case-study-or-series/how-many-patients-does-case-series-should-have-in-comparison-to-case-reports/
Defecation
Normal defecation begins with movement in the left colon, moving stool toward the anus. When stool reaches the rectum, the distention causes relaxation of the internal sphincter and an awareness of the need to defecate. At the time of defecation, the external sphincter relaxes, and abdominal muscles contract, increasing intrarectal pressure and forcing the stool out
The Valsalva maneuver exerts pressure to expel faeces through a voluntary contraction of the abdominal muscles while maintaining forced expiration against a closed airway. Patients with cardiovascular disease, glaucoma, increased intracranial pressure, or a new surgical wound are at greater risk for cardiac dysrhythmias and elevated blood pressure with the Valsalva maneuver and need to avoid straining to pass the stool.
Normal defecation is painless, resulting in passage of soft, formed stool
CONSTIPATION
Constipation is a symptom, not a disease. Improper diet, reduced fluid intake, lack of exercise, and certain medications can cause constipation. For example, patients receiving opiates for pain after surgery often require a stool softener or laxative to prevent constipation. The signs of constipation include infrequent bowel movements (less than every 3 days), difficulty passing stools, excessive straining, inability to defecate at will, and hard feaces
IMPACTION
Fecal impaction results from unrelieved constipation. It is a collection of hardened feces wedged in the rectum that a person cannot expel. In cases of severe impaction the mass extends up into the sigmoid colon.
DIARRHEA
Diarrhea is an increase in the number of stools and the passage of liquid, unformed feces. It is associated with disorders affecting digestion, absorption, and secretion in the GI tract. Intestinal contents pass through the small and large intestine too quickly to allow for the usual absorption of fluid and nutrients. Irritation within the colon results in increased mucus secretion. As a result, feces become watery, and the patient is unable to control the urge to defecate. Normally an anal bag is safe and effective in long-term treatment of patients with fecal incontinence at home, in hospice, or in the hospital. Fecal incontinence is expensive and a potentially dangerous condition in terms of contamination and risk of skin ulceration
HEMORRHOIDS
Hemorrhoids are dilated, engorged veins in the lining of the rectum. They are either external or internal.
FLATULENCE
As gas accumulates in the lumen of the intestines, the bowel wall stretches and distends (flatulence). It is a common cause of abdominal fullness, pain, and cramping. Normally intestinal gas escapes through the mouth (belching) or the anus (passing of flatus)
FECAL INCONTINENCE
Fecal incontinence is the inability to control passage of feces and gas from the anus. Incontinence harms a patient’s body image
PREPARATION AND GIVING OF LAXATIVESACCORDING TO POTTER AND PERRY,
An enema is the instillation of a solution into the rectum and sig
Navigating Challenges: Mental Health, Legislation, and the Prison System in B...Guillermo Rivera
This conference will delve into the intricate intersections between mental health, legal frameworks, and the prison system in Bolivia. It aims to provide a comprehensive overview of the current challenges faced by mental health professionals working within the legislative and correctional landscapes. Topics of discussion will include the prevalence and impact of mental health issues among the incarcerated population, the effectiveness of existing mental health policies and legislation, and potential reforms to enhance the mental health support system within prisons.
Navigating the Health Insurance Market_ Understanding Trends and Options.pdfEnterprise Wired
From navigating policy options to staying informed about industry trends, this comprehensive guide explores everything you need to know about the health insurance market.
Struggling with intense fears that disrupt your life? At Renew Life Hypnosis, we offer specialized hypnosis to overcome fear. Phobias are exaggerated fears, often stemming from past traumas or learned behaviors. Hypnotherapy addresses these deep-seated fears by accessing the subconscious mind, helping you change your reactions to phobic triggers. Our expert therapists guide you into a state of deep relaxation, allowing you to transform your responses and reduce anxiety. Experience increased confidence and freedom from phobias with our personalized approach. Ready to live a fear-free life? Visit us at Renew Life Hypnosis..
We understand the unique challenges pickleball players face and are committed to helping you stay healthy and active. In this presentation, we’ll explore the three most common pickleball injuries and provide strategies for prevention and treatment.
Telehealth Psychology Building Trust with Clients.pptxThe Harvest Clinic
Telehealth psychology is a digital approach that offers psychological services and mental health care to clients remotely, using technologies like video conferencing, phone calls, text messaging, and mobile apps for communication.
CHAPTER 1 SEMESTER V PREVENTIVE-PEDIATRICS.pdfSachin Sharma
This content provides an overview of preventive pediatrics. It defines preventive pediatrics as preventing disease and promoting children's physical, mental, and social well-being to achieve positive health. It discusses antenatal, postnatal, and social preventive pediatrics. It also covers various child health programs like immunization, breastfeeding, ICDS, and the roles of organizations like WHO, UNICEF, and nurses in preventive pediatrics.
CHAPTER 1 SEMESTER V - ROLE OF PEADIATRIC NURSE.pdfSachin Sharma
Pediatric nurses play a vital role in the health and well-being of children. Their responsibilities are wide-ranging, and their objectives can be categorized into several key areas:
1. Direct Patient Care:
Objective: Provide comprehensive and compassionate care to infants, children, and adolescents in various healthcare settings (hospitals, clinics, etc.).
This includes tasks like:
Monitoring vital signs and physical condition.
Administering medications and treatments.
Performing procedures as directed by doctors.
Assisting with daily living activities (bathing, feeding).
Providing emotional support and pain management.
2. Health Promotion and Education:
Objective: Promote healthy behaviors and educate children, families, and communities about preventive healthcare.
This includes tasks like:
Administering vaccinations.
Providing education on nutrition, hygiene, and development.
Offering breastfeeding and childbirth support.
Counseling families on safety and injury prevention.
3. Collaboration and Advocacy:
Objective: Collaborate effectively with doctors, social workers, therapists, and other healthcare professionals to ensure coordinated care for children.
Objective: Advocate for the rights and best interests of their patients, especially when children cannot speak for themselves.
This includes tasks like:
Communicating effectively with healthcare teams.
Identifying and addressing potential risks to child welfare.
Educating families about their child's condition and treatment options.
4. Professional Development and Research:
Objective: Stay up-to-date on the latest advancements in pediatric healthcare through continuing education and research.
Objective: Contribute to improving the quality of care for children by participating in research initiatives.
This includes tasks like:
Attending workshops and conferences on pediatric nursing.
Participating in clinical trials related to child health.
Implementing evidence-based practices into their daily routines.
By fulfilling these objectives, pediatric nurses play a crucial role in ensuring the optimal health and well-being of children throughout all stages of their development.
Antibiotic Stewardship by Anushri Srivastava.pptxAnushriSrivastav
Stewardship is the act of taking good care of something.
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
WHO launched the Global Antimicrobial Resistance and Use Surveillance System (GLASS) in 2015 to fill knowledge gaps and inform strategies at all levels.
ACCORDING TO apic.org,
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
ACCORDING TO pewtrusts.org,
Antibiotic stewardship refers to efforts in doctors’ offices, hospitals, long term care facilities, and other health care settings to ensure that antibiotics are used only when necessary and appropriate
According to WHO,
Antimicrobial stewardship is a systematic approach to educate and support health care professionals to follow evidence-based guidelines for prescribing and administering antimicrobials
In 1996, John McGowan and Dale Gerding first applied the term antimicrobial stewardship, where they suggested a causal association between antimicrobial agent use and resistance. They also focused on the urgency of large-scale controlled trials of antimicrobial-use regulation employing sophisticated epidemiologic methods, molecular typing, and precise resistance mechanism analysis.
Antimicrobial Stewardship(AMS) refers to the optimal selection, dosing, and duration of antimicrobial treatment resulting in the best clinical outcome with minimal side effects to the patients and minimal impact on subsequent resistance.
According to the 2019 report, in the US, more than 2.8 million antibiotic-resistant infections occur each year, and more than 35000 people die. In addition to this, it also mentioned that 223,900 cases of Clostridoides difficile occurred in 2017, of which 12800 people died. The report did not include viruses or parasites
VISION
Being proactive
Supporting optimal animal and human health
Exploring ways to reduce overall use of antimicrobials
Using the drugs that prevent and treat disease by killing microscopic organisms in a responsible way
GOAL
to prevent the generation and spread of antimicrobial resistance (AMR). Doing so will preserve the effectiveness of these drugs in animals and humans for years to come.
being to preserve human and animal health and the effectiveness of antimicrobial medications.
to implement a multidisciplinary approach in assembling a stewardship team to include an infectious disease physician, a clinical pharmacist with infectious diseases training, infection preventionist, and a close collaboration with the staff in the clinical microbiology laboratory
to prevent antimicrobial overuse, misuse and abuse.
to minimize the developme
2. HR and Payroll Resource Center
ISSN 2160-4975
Copyright 2016, The Bureau of National Affairs, Inc.
Reproduction or redistribution, in whole or in part, and in any form, without express written permission, is prohibited except as
permitted by the BNA Copyright Policy.
1
HR Outlook for 2016
Introduction
Human Resources Professionals always have any number of issues vying for their attention in
any given year. Bloomberg BNA conducted a series of interviews with employment attorneys and
other professionals in the human resources arena to determine which would be the top issues of
concern for HR professionals in 2016. According to those attorneys and professionals, among the
many issues that will keep HR professionals busy in 2016, in addition to their ongoing day-to-day
responsibilities, will be dealing with new paid sick leave requirements; worker misclassification;
issues involving transgender workers; and revamping recruitment, hiring and performance review
processes.
3. HR and Payroll Resource Center
ISSN 2160-4975
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Table of Contents
Paid Sick Leave ……………………….……………………………. 3
FLSA and Misclassification Matters ………………………………. 3
Upward Wage Pressure ……………..….…………………………. 4
Rise of the ‘Gig” Economy ……….….….…………………………. 4
Online Recruiting and Employer Branding ……....………………. 4
Retaining Workers …………….……………………………………. 5
Transgender Discrimination .…..……...……………..……………. 6
‘Big Data’ and HR Analytics ………………………………………. 6
Religion and Natural Origin Bias …..……………..………………. 7
Transforming Performance Management ………..……………… 7
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Source: Bulletin to Management: News Archive > 2016 > 01/12/2016, Special Report > Paid Sick Leave,
Misclassification on HR Agenda in 2016
HR Outlook for 2016
Jan. 6 -- Human resources professionals will be kept busy this year dealing with new paid sick leave
requirements; worker misclassification; issues involving transgender workers; and revamping recruitment,
hiring and performance review processes.
Paid Sick Leave
As 2016 dawns, the attention of countless employers and their HR departments across the U.S. remains
riveted on the spread of paid sick leave laws to numerous states and cities.
In the area of sick leave, most prominently, on Labor Day, President Obama issued Executive Order
13706, which mandates that government contractors and subcontractors provide paid sick leave to their
employees (66 BTM 289, 9/15/15).
A statewide law in California (66 BTM S-1, 12/22/15) governs how employers must let employees accrue
and use paid sick leave, Gary McLaughlin, a partner in the management-side law firm Akin Gump Strauss
Hauer & Feld LLP's Los Angeles office, said in a Dec. 21 interview with Bloomberg BNA. Similar to state
law requirements on vacation time, the paid sick leave law requires employers to allow employees to
carry over unused leave time from one calendar year to the next.
This has negative implications for California employers that had been moving to a “single bucket” system
of “paid time off” for any use, McLaughlin said. “Now you have to make sure it complies with sick pay
requirements as well as vacation time requirements, so you run the risk that, for example, someone uses
all their vacation time and then gets sick, and the employer says, ‘You've used all your paid time off,' and
the employee says, ‘What about sick leave required by law?' There's not a lot of case law on this yet.”
Following up on this point on Dec. 24, McLaughlin said that if an employer's PTO policy complies with
California's paid sick leave law, an employee who has used all of his or her paid time off isn't entitled to
more of it if he or she then gets sick; but if the policy isn't in compliance and the employer denies a sick
employee paid time off, “there could be a violation potentially.”
FLSA and Misclassification Matters
Another large area of concern for HR is classification and misclassification of employees, including
disputes over whether certain workers are independent contractors or employees and over whether
unpaid interns really should be paid employees.
This also involves the enormous changes the Department of Labor proposed June 30 to the line dividing
salaried employees exempt from overtime under the Fair Labor Standards Act from hourly employees
who are nonexempt, more than doubling the eligibility threshold from $455 a week, or $23,660 per year,
to $970 per week, or $50,440 per year (66 BTM 310, 9/29/15).
“Independent contractor issues in recent years have gotten to be a highly litigated area and will only be
more so,” McLaughlin said.
He noted that legal disputes over the status of drivers for ride-sharing services Uber and Lyft got the most
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attention from outside observers in 2015 (66 BTM 388, 12/8/15). “That whole industry is very new. The
litigation challenges their whole business model,” he said.
Upward Wage Pressure
Another area to occupy HR's attention is increasing upward pressure on wages. Some of this has taken
the form of agitation to raise the minimum wage in various jurisdictions. For example, in September New
York State announced a plan to raise the minimum wage for fast-food workers to $15 an hour in stages
(66 BTM 316, 10/6/15).
More broadly, indicators tracked by the Society for Human Resource Management show that for
employers in both the manufacturing and service sectors, economic trends “eventually will translate into
pressure for organizations to raise wages for existing employees,” Jennifer Schramm, manager of the
workplace trends and forecasting program at SHRM, said in a Dec. 29 interview with Bloomberg BNA.
“We continue to see wages grow in HR for all levels and roles,” Patricia Casey, president of Rolling
Meadows, Ill.-based HR professional placement firm Arlington Resources Inc., said in a Dec. 28 e-mail to
Bloomberg BNA.
“The change we have seen is that candidates know it is a candidate-driven market, so we educate our
clients on being able to make a decision quickly on hiring if they really like a candidate they are
interviewing,” she added. “There are many opportunities available. In addition, candidates are getting
counteroffers, so being aware of why the candidate really wants to move to a new organization” is
important, Casey said, adding that usually it isn't just about money. Knowing what workers want will help
employers be able to better recruit them by stressing the company's culture, opportunities to learn,
challenges, work-life balance, or whatever else it is the candidate is seeking, she said.
Rise of the ‘Gig Economy'
The recent rise of the gig economy will pose important questions for HR this year.
Seventy-six of the 80 Fortune 500 companies the Institute for Corporate Productivity (i4cp) surveyed this
past summer believe that between 30 percent and 50 percent of their skilled workforce will not be
employees within the next five years, Kevin Martin, chief research and marketing officer at the Seattle-
and St. Petersburg, Fla.-based consultancy, said in a Dec. 30 interview with Bloomberg BNA.
“Many factors are driving it,” he added, citing “worker demand for control over when and where they work,
for whom and what type of work they do,” as well as technological changes.
“People more and more want to work independently, it's more and more of a trend especially in the
millennial generation, and companies want the flexibility,” said Brian Hoffmeyer, vice president of product
marketing at Denver-based vendor management system and service company IQNavigator, in a Dec. 21
interview with Bloomberg BNA.
Online Recruiting and Employer Branding
Online recruiting trends and the need to build an employer brand are another area HR is watching in
2016.
“We're seeing a significant shift in resource allocation away from traditional job boards like CareerBuilder
to performance-based solutions like Indeed or non-traditional avenues like CraigsList,” W. Chris Burcham,
vice president of client services at Transworld Advertising, a recruitment advertising agency and hiring
consultancy based in Melbourne, Fla., said in a Dec. 27 e-mail to Bloomberg BNA. “Our clients are also
investing in Facebook, Instagram, LinkedIn or Glassdoor campaigns that are managed by either our team
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or their internal teams. We're seeing a movement away from mass-posting opportunities and trying to
create company specific content to grow their employer brand.”
“In the high-volume hourly hiring space, social still seems to be in its early days as a cost-effective
sourcing tool, partly because of the amount of time required to reach potential applicants but also the cost
in getting ads in front of them,” he added.
Online recruiting can become “smart recruiting” in a number of areas, David Bernstein, vice president of
San Ramon, Calif.-based talent acquisition and recruitment marketing firm eQuest, said in a Dec. 22 e-
mail to Bloomberg BNA. For example, he said, employers can examine “how to craft your marketing
messages and job announcements, who looks like a best skills fit, where and when to place your
marketing messages, which candidates are likely ready to leave their current job, assessment testing,
predicting the likelihood that the candidate you want to hire will stay, and predicting success of the
candidate's performance based on their reference checks.”
Martin at i4cp drew a distinction between employer branding and “talent branding.” The latter, he said,
consists of “how is your company perceived and talked about by your employees and prospective
employees—for example, perceptions through Glassdoor and social media. Companies are starting to
realize that if they don't manage these talent brands, they will be managed for them.” The goal, he added,
is to brand the company for employees who have critical skills or hold critical roles “as a place where they
can achieve their dreams.”
A continuing trend in online hiring is “an increase of hiring tools and software packages that allow
employers to easily administer video interviews,” Mike Zani, CEO of Wellesley, Mass.-based workforce
behavior company Predictive Index, said in a Dec. 30 e-mail to Bloomberg BNA. “With the fluctuation in
cost of video hardware and software, more and more companies will be leveraging video to qualify
candidates earlier in the hiring process. A growing trend in 2016 will include candidates recording video
responses to a few canned questions using their laptop or tablet and uploading them to the potential
employer. This makes it easier for an employer to find quality candidates in a scalable way that doesn't
break the bank for the candidate.”
Retaining Workers
HR can't help being nervous about tighter labor markets leading to greater retention challenges.
Employers are trying out all kinds of perks to hold onto valued employees, such as student loan
repayment (66 BTM 399, 12/15/15).
“Demand for skilled talent will continue to outweigh supply in several areas, particularly in roles where
specific skills are needed to take advantage of rapidly changing technology,” Brandi Britton, district
president for Menlo Park, Calif.-based staffing firm OfficeTeam, said in a Dec. 28 e-mail to Bloomberg
BNA.
“As competition for highly skilled professionals remains strong, and top candidates realize they have more
options, companies must work harder to keep valued staff on board,” she added. “Offering higher pay is
just one of the tactics companies are using to attract and retain employees—they're also evaluating their
perks, bonuses and work/life balance programs. Others are doing more to focus on employee recognition
and build morale. When hiring, employers that don't move quickly, seem too selective, or are not active in
helping to sell their company risk losing top candidates to the competition.”
“In 2016, in order to increase efficiency and find qualified people, we will see the use of behavior,
personality, cognitive ability and skills assessments used earlier and earlier in the hiring process to
ensure only the best-fitting candidates are moved through,” Zani said.
He added that thanks to the Internet, “organizations now find themselves competing beyond their local
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market. Additionally, sites like Glassdoor (which provides transparency about what it's like to work at a
company) further shift power from the employer to the well-informed job seeker.”
To deal with this more competitive environment, he said, “companies that encourage a fluid,
entrepreneurial approach to work and get involved in causes on a local and global level will be successful
in attracting top talent. Social media will continue to grow as a force that drives employer branding,
advocacy and the perception of potential candidates.”
“[The] single best way to improve retention is to hold first-line managers accountable for it,” Dick
Finnegan, CEO of Longwood, Fla.-based employee engagement and retention solution provider C-Suite
Analytics, suggested in a Dec. 30 e-mail to Bloomberg BNA.
The manufacturing and service sectors have had increasing difficulties with recruitment for certain jobs
“with the biggest effect on the bottom line,” SHRM's Jennifer Schramm said. The problems are the
greatest they have been since before the 2007-09 recession, she said, and are requiring employers “to
rethink compensation strategies” and take additional steps such as luring socially conscious candidates
with strong corporate social responsibility programs.
Transgender Discrimination
In an issue involving diversity and discrimination, LGBT employment rights have been expanded to
include transgender workers in localities such as New York City (67 BTM 3, 1/5/16).
Twenty-two states and the District of Columbia now bar discrimination on the basis of sexual orientation
in the workplace, and 19 states and D.C. have the same type of protection for gender identity, Michael S.
Cohen, a partner at Philadelphia-based management-side law firm Duane Morris LLP, said in a Dec. 23
interview with Bloomberg BNA. The Equal Employment Opportunity Commission “is taking a clear stand
and will prosecute those cases,” he added.
Cohen suggested that employers should ensure compliance in this area by:
• “Updating your policies to reflect that it's 2016 and there have been changes in law that affect anti-
discrimination and anti-harassment policies.” Sexual orientation and gender identity should now be
regarded as “protected classes” in employment policies, he said.
• “When training on diversity, include examples” that relate to sex stereotyping and gender nonconformity.
• Making sure managers understand that the Family and Medical Leave Act applies to leave to care for an
employee's same-sex partner with a medical condition.
• Being sensitive to transgender employees' right to use the bathroom of the gender they identify with,
Cohen said, which is a frequent source of misunderstanding and conflict.
‘Big Data' and HR Analytics
HR will continue to explore the use of big data and analytics in 2016.
“Most companies are still building capability in human capital analytics,” Mary Young, principal researcher
at the Conference Board, said in a Jan. 5 interview with Bloomberg BNA.
That should be distinguished from the use of “big data” in HR, she said. Some HR professionals think
they are making use of big data, when they really are only looking at a lot of data, she added. “It's putting
the cart before the horse. Companies want to do predictive analytics when they can't even calculate
turnover.”
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One problem, according to Young, is that “the use of big data in HR makes people very nervous because
it's unfamiliar.” There are concerns about companies being seen as “spying on” workers and potentially
violating strict European privacy laws if they operate in those countries. But big data programs can be run
to meet or exceed those standards, and “this is not something in the long term that companies will be
able to opt out of” if they want to stay competitive, she said.
An even more optimistic take came from eQuest's David Bernstein. “Generally speaking, I believe 2016
will be the year that we look back and can say, ‘that was the year where “smart talent acquisition” really
began to emerge,' ” he said. “The roles of data, metrics, analytics, big data, advanced/predictive analytics,
machine learning, the IoT [‘Internet of things'], marketing techniques, location-based services, etc. are
beginning to fuse and meld to create a capability for talent acquisition that has never existed.”
Also bullish on HR analytics is HR consultant Michael Moon. “In 2016, we can expect to see significant
investments being made by HR leaders in analytics,” she said in a Jan. 6 e-mail to Bloomberg BNA. “We
will see money being spent not only [on] new technologies but on building the right set of people
resources. In terms of the technology, we will continue to see organizations moving toward cloud-based
analytical products that are integrated with their HCM [human capital management] systems, some of
which enable organizations to bring together both structured and unstructured data, simulating a big data-
like capability.”
Religious and National Origin Bias
Religious and national origin discrimination is front and center due in large part to recent terrorist attacks
and reactions to them.
Julia Méndez, a New Orleans-based principal business consultant with HR software firm PeopleFluent,
noted in a Dec. 30 interview with Bloomberg BNA that the EEOC issued a statement Dec. 23 by Chair
Jenny R. Yang “to address workplace discrimination against individuals who are, or are perceived to be,
Muslim or Middle Eastern.” The statement links to a question-and-answer document for employers on this
subject, and a separate question-and-answer document for employees.
“I'm seeing more and more cases filed with the EEOC of discrimination against women for wearing a
head scarf,” Méndez noted, and even of Hispanics being mistaken for Middle Easterners and facing
discrimination on that basis.
She added employers should offer diversity training to demonstrate “that not all people of a certain
religion or nationality are a certain way.”
Transforming Performance Management
Efforts to transform performance reviews are a perennial headache for HR.
“We continue to see a lot of interest in dropping the traditional annual performance review process—
General Electric did it this past year—and changing over to a more frequent process. We see that
continuing this year,” i4cp's Kevin Martin said.
It's common for both managers and employees to view the traditional annual review as “a horrible
process,” he added, so most companies will try to move away from them and toward “a multiphase
process with frequent touchpoints. That's going to happen because the business economy is very
dynamic, the macroeconomic environment is very unstable and there are such rapid technological
changes.” This environment of constant change means that annual goals for employees quickly get out of
date, he explained.
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Not everyone thinks change in this area will be so drastic. “We've found out in working with clients that
they aren't necessarily getting rid of the annual review, but are making it a part of a larger process,”
Adrianne McVeigh, executive director of assessment solutions at Atlanta-based talent management
software and human capital management consulting company TalentQuest, said in a Dec. 29 interview
with Bloomberg BNA. For example, she said, employers are getting employees more actively involved in
their own performance development, and getting them more frequent feedback from supervisors.
The problem is, supervisors don't necessarily know how to do performance management, Martin said. “In
most companies, people at the manager level aren't equipped and don't have the capability. Millennials
like development and want coaching, but most managers are not equipped to coach.”
To contact the reporter on this story: Martin Berman-Gorvine in Washington at
mbermangorvine@bna.com
To contact the editor responsible for this story: Simon Nadel at snadel@bna.com