Legal considerations for employers surrounding the COVID vaccinesEmilyBroadbent1
As we prepare for COVID vaccines to become more widely available, employers will be faced with questions of how to continue keeping their workplace safe and what can be asked of employees. Employers should take these legal considerations into account before implementing vaccine requirements.
Mandatory vs. Voluntary COVID-19 Vaccination Policies: What California Employ...Meyers Nave
Now that COVID-19 vaccines are gradually rolling out, employers are asking if they can – and should – require employees to get vaccinated and are considering what they can do if employees refuse. Given the complexity of navigating federal and state laws, MOUs, personnel rules, and practical considerations, employers should consult legal counsel before creating and implementing a mandatory or voluntary vaccination policy. Our Labor and Employment Law attorneys are assisting California employers regarding all legal issues related to COVID-19 vaccines. Our team provided a webinar on February 3 to address the myriad COVID-19 vaccination issues, including how employers can meet EEOC requirements, increase workplace safety, and minimize risk.
A Shot in the Arm? Issues Employers Should Consider When Making Decisions Abo...Roetzel & Andress
The arrival of the COVID-19 vaccine has sparked optimism amongst employers, but questions and the possibility of unintended consequences come along with it. This presentation discusses the ability and wisdom of mandating the vaccine for your employees, the statutory constraints on doing so, and options for your workplace.
Legal considerations for employers surrounding the COVID vaccinesEmilyBroadbent1
As we prepare for COVID vaccines to become more widely available, employers will be faced with questions of how to continue keeping their workplace safe and what can be asked of employees. Employers should take these legal considerations into account before implementing vaccine requirements.
Mandatory vs. Voluntary COVID-19 Vaccination Policies: What California Employ...Meyers Nave
Now that COVID-19 vaccines are gradually rolling out, employers are asking if they can – and should – require employees to get vaccinated and are considering what they can do if employees refuse. Given the complexity of navigating federal and state laws, MOUs, personnel rules, and practical considerations, employers should consult legal counsel before creating and implementing a mandatory or voluntary vaccination policy. Our Labor and Employment Law attorneys are assisting California employers regarding all legal issues related to COVID-19 vaccines. Our team provided a webinar on February 3 to address the myriad COVID-19 vaccination issues, including how employers can meet EEOC requirements, increase workplace safety, and minimize risk.
A Shot in the Arm? Issues Employers Should Consider When Making Decisions Abo...Roetzel & Andress
The arrival of the COVID-19 vaccine has sparked optimism amongst employers, but questions and the possibility of unintended consequences come along with it. This presentation discusses the ability and wisdom of mandating the vaccine for your employees, the statutory constraints on doing so, and options for your workplace.
[ON-DEMAND WEBINAR] Covid Vaccine & HIPAA: Can Employers To Receive The COVID...Rea & Associates
As the COVID-19 vaccine continues to roll out, understanding how to navigate and conduct neutral conversations in the workplace is becoming a priority. How can you inform your employees about vaccine options, but stay HIPAA compliant and abide by legal limitations? Are you allowed to require employees to be vaccinated? What can you ask your employees about their vaccine history?
Join Rea & Associates and Critchfield, Critchfield & Johnston for a free, hour-long webinar, to gain insight about the COVID-19 vaccine, employer and employee resources from a human resource and legal perspective, CDC guidelines for continued employee safety, and more!
This informative webinar presented by Renee West, SHRM-SCP, PHR, a senior manager and HR consulting lead at Rea & Associates, and Kimberly Hall, a legal expert with Critchfield, Critchfield & Johnston, Ltd., will address the following points.
What You'll Hear About The COVID Vaccine:
- How mandating a vaccine could impact employee relations.
- Guidance on how to navigate and conduct employee discussions about the vaccination.
- Gain insight on best practices and the legal limitations on mandatory vaccination policies.
- Whether is it legal for employers to mandate that employees receive the COVID-19 vaccine as a condition of employment?
- Employer and employee resources regarding COVID-19 vaccines, CDC guidelines for continued employee safety, HIPAA compliance.
- Additionally, the duo will set aside a significant portion of time to address your specific questions at the end of their formal presentation.
- Changes made to the FFCRA.
If you would like to learn more about this topic or Rea & Associates, visit https://www.reacpa.com.
#COVIDvaccine #HRcompliance #FAQ
A summary of the compliance issues employers should consider with their own legal counsel when implementing COVID-19 testing or temperature checks as a function of a return to work strategy.
CBIZ BFS Reprint - 8 Potential Employment Liability Claims from COVID-19CBIZ, Inc.
The uncertainty wrought by COVID-19 has left employers at an increased risk of exposure to employment-related claims, alleging wrongful termination, discrimination and retaliation to name just a few. This article points out the most common potential causes of action related to COVID-19 that may lead to employment-related litigation.
WWCMA September Meeting
Tuesday, September 20, 2011
Location: Massachusetts Hospital Association, Burlington, MA
Meeting Topic: Legislative Considerations for Worksite Health Promotion Programs
Guest Speaker: David Wilson, Esc., Hirsch Roberts Weinstein, LLP Dave Wilson has spent over two decades litigating wage and hour, employment, real estate, maritime, and general commercial disputes in the state and federal courts of Massachusetts and New Hampshire. He defends employers in related administrative proceedings before the MCAD, the New Hampshire Human Rights Commission and federal and state agencies on matters ranging from wrongful termination, sexual harassment, workplace violence, privacy, discrimination and defamation to wage and hour disputes.
Dave spends a significant amount of his time acting as a business partner with his clients, counseling and training them in all areas of employment relations law. Dave also has an acute interest in the intersection between technology, the law and the workplace and has written and presented extensively on social media and hidden cameras in the workplace. He is a MCAD certified trainer in Preventing Harassment in the Workplace and Preventing Discrimination in the Workplace and has served on the faculty for the MCAD certification course.
What Is Life After Coronavirus? Understanding Employer Compliance And SafetyRea & Associates
Join us for a high-level coronavirus overview designed to help employers make sense of current CDC recommendations for small- to mid-sized businesses. This hour-long presentation will cover prevention tips, employee safety, and potential legal liabilities owners and managers must consider as this unprecedented and historical event continues to unfold.
Please note, these resources are for informational purposes only. Rea & Associates does not provide legal advice and will not make management decisions for your organization. You are encouraged to consult with legal counsel of your choice prior to implementing policies and procedures. Additionally, the information presented during this webinar was accurate at the day and time the presentation was recorded (Thursday, March 19, 2020). As events continue to unfold, we understand that the information in the webinar may be outdated. For the most current information, please check the government resources provided above or reach out to the Rea & Associates human resources consulting team directly.
Part of the "Fourth Annual Health Law Year in P/Review" held at Harvard Law School on January 29, 2016.
This symposium featured leading experts discussing major developments during 2015 and what to watch out for in 2016. The discussion covered hot topics in such areas as health insurance, health care systems, public health, innovation, and other issues facing clinicians and patients.
This year's Health Law Year in P/Review was sponsored by the Petrie-Flom Center for Health Law Policy, Biotechnology, and Bioethics at Harvard Law School, the New England Journal of Medicine, Health Affairs, the Hastings Center, Harvard Health Publications at Harvard Medical School, and the Center for Bioethics at Harvard Medical School, with support from the Oswald DeN. Cammann Fund at Harvard University.
Visit our website for more information: http://petrieflom.law.harvard.edu/events/details/fourth-annual-health-law-year-in-p-review.
American consumers are navigating a “new normal” of living with COVID-19, embracing at-home testing and the added convenience of virtual care, and seeking new options for how and where they conduct work, according to the latest consumer healthcare insights survey.
Employers' considerations for the COVID-19 vaccinePacific Prime
With COVID-19 vaccination rollouts underway around the globe, hopes of returning to normal are high for employers and employees. For now, employers can prepare for the vaccine rollout by keeping these considerations in mind.
chscommunity human servicesEMERGENCY BOARD OF DIRECTORS .docxrobert345678
chs
community human services
EMERGENCY BOARD OF DIRECTORS MEETING
MONDAY, NOVEMBER I, 2O2I
l. Approval of the Covid Vaccination Protocol for CHS Employees
a, When President Biden mandated Covid vaccinations for all Federal
employees, he further ordered it also applies to all Federal
contractors. CHS has several Federal contracts which support our
programs. CEO Everett McElveen worked with the law firm Blank
Rome LLP, Pittsburgh, to develop this policy. The local attorneys
worked with one of their firm attorneys in the Washington DC
office who specializes in Covid-related issues.
b. As the Protocol provides, CHS employees who do not meet
specified deadline for proof of vaccination or an approved medical
or religious exemption will be separated from the organization.
c. lf CHS does not comply with the Federally mandated vaccine
provrsions, we would likely lose our federal funds. Accordingly,
the Board is requested to approve this Protocol.
Action ltem: To approve the CHS Covid Vaccination Protocol
Next Board Meetino: Thursdav. November 18. 2021. 4:OO PM
Covid Vaccination Protocol
As of December 8th,2021., all Community Human Services (CHS) staffwill need to be fully
vaccinated due to our partnerships with federal/state and local entities which require us to comply with
newly issued government orders mandating covid-19 vaccinations. Each employee of CHS will need to
be fully vaccinated which means both doses of the ffizer or Moderna vaccine, or the single dose
Johnson & Johnson vaccine and receive their booster for Johnson & Johnson inoculation 2 months after
the initlal dose.
Vaccine Specific lnformation
PfiZgf,
"
t*o-dose vaccination given 21 days apart with this protocol the first dose cannot be
taken later than, Wednesday November 10th, 2021. The second dose due no later than Wednesdav
December 1st. This dosing schedule & calculation does not include the two-week post vaccination
period in which the antibodies become fully active, and after the two-week period the person is now
considered fully vaccinated per CDC Covid Vaccination Guidelines. Please also consider the booster shot
available 6 months after your last vaccination dose.
MOdgf na, a two-dose vaccination given 28 days apart with this protocol the first dose
cannot be taken later than, Wednesday November 3d, 2021. The second dose is due no later than
December L't, 2021. This dosing schedule & calculation does not include the two-week post vaccination
period in which the antibodies become fully active, and after the two-week period the person is now
considered fully vaccinated per CDC Covid Vaccination Guidelines. Please also consider the booster shot
available 6 months after your Iast vaccination dose.
JOhnSOn & JOhnSOn, a single dose vaccination-the last date with this protocol to
receive this vaccination is Novembel 24'h, m2L. This dosing schedule & calculation includes the two-
week post vaccination period in which the antibodies become fully active, and the.
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
[ON-DEMAND WEBINAR] Covid Vaccine & HIPAA: Can Employers To Receive The COVID...Rea & Associates
As the COVID-19 vaccine continues to roll out, understanding how to navigate and conduct neutral conversations in the workplace is becoming a priority. How can you inform your employees about vaccine options, but stay HIPAA compliant and abide by legal limitations? Are you allowed to require employees to be vaccinated? What can you ask your employees about their vaccine history?
Join Rea & Associates and Critchfield, Critchfield & Johnston for a free, hour-long webinar, to gain insight about the COVID-19 vaccine, employer and employee resources from a human resource and legal perspective, CDC guidelines for continued employee safety, and more!
This informative webinar presented by Renee West, SHRM-SCP, PHR, a senior manager and HR consulting lead at Rea & Associates, and Kimberly Hall, a legal expert with Critchfield, Critchfield & Johnston, Ltd., will address the following points.
What You'll Hear About The COVID Vaccine:
- How mandating a vaccine could impact employee relations.
- Guidance on how to navigate and conduct employee discussions about the vaccination.
- Gain insight on best practices and the legal limitations on mandatory vaccination policies.
- Whether is it legal for employers to mandate that employees receive the COVID-19 vaccine as a condition of employment?
- Employer and employee resources regarding COVID-19 vaccines, CDC guidelines for continued employee safety, HIPAA compliance.
- Additionally, the duo will set aside a significant portion of time to address your specific questions at the end of their formal presentation.
- Changes made to the FFCRA.
If you would like to learn more about this topic or Rea & Associates, visit https://www.reacpa.com.
#COVIDvaccine #HRcompliance #FAQ
A summary of the compliance issues employers should consider with their own legal counsel when implementing COVID-19 testing or temperature checks as a function of a return to work strategy.
CBIZ BFS Reprint - 8 Potential Employment Liability Claims from COVID-19CBIZ, Inc.
The uncertainty wrought by COVID-19 has left employers at an increased risk of exposure to employment-related claims, alleging wrongful termination, discrimination and retaliation to name just a few. This article points out the most common potential causes of action related to COVID-19 that may lead to employment-related litigation.
WWCMA September Meeting
Tuesday, September 20, 2011
Location: Massachusetts Hospital Association, Burlington, MA
Meeting Topic: Legislative Considerations for Worksite Health Promotion Programs
Guest Speaker: David Wilson, Esc., Hirsch Roberts Weinstein, LLP Dave Wilson has spent over two decades litigating wage and hour, employment, real estate, maritime, and general commercial disputes in the state and federal courts of Massachusetts and New Hampshire. He defends employers in related administrative proceedings before the MCAD, the New Hampshire Human Rights Commission and federal and state agencies on matters ranging from wrongful termination, sexual harassment, workplace violence, privacy, discrimination and defamation to wage and hour disputes.
Dave spends a significant amount of his time acting as a business partner with his clients, counseling and training them in all areas of employment relations law. Dave also has an acute interest in the intersection between technology, the law and the workplace and has written and presented extensively on social media and hidden cameras in the workplace. He is a MCAD certified trainer in Preventing Harassment in the Workplace and Preventing Discrimination in the Workplace and has served on the faculty for the MCAD certification course.
What Is Life After Coronavirus? Understanding Employer Compliance And SafetyRea & Associates
Join us for a high-level coronavirus overview designed to help employers make sense of current CDC recommendations for small- to mid-sized businesses. This hour-long presentation will cover prevention tips, employee safety, and potential legal liabilities owners and managers must consider as this unprecedented and historical event continues to unfold.
Please note, these resources are for informational purposes only. Rea & Associates does not provide legal advice and will not make management decisions for your organization. You are encouraged to consult with legal counsel of your choice prior to implementing policies and procedures. Additionally, the information presented during this webinar was accurate at the day and time the presentation was recorded (Thursday, March 19, 2020). As events continue to unfold, we understand that the information in the webinar may be outdated. For the most current information, please check the government resources provided above or reach out to the Rea & Associates human resources consulting team directly.
Part of the "Fourth Annual Health Law Year in P/Review" held at Harvard Law School on January 29, 2016.
This symposium featured leading experts discussing major developments during 2015 and what to watch out for in 2016. The discussion covered hot topics in such areas as health insurance, health care systems, public health, innovation, and other issues facing clinicians and patients.
This year's Health Law Year in P/Review was sponsored by the Petrie-Flom Center for Health Law Policy, Biotechnology, and Bioethics at Harvard Law School, the New England Journal of Medicine, Health Affairs, the Hastings Center, Harvard Health Publications at Harvard Medical School, and the Center for Bioethics at Harvard Medical School, with support from the Oswald DeN. Cammann Fund at Harvard University.
Visit our website for more information: http://petrieflom.law.harvard.edu/events/details/fourth-annual-health-law-year-in-p-review.
American consumers are navigating a “new normal” of living with COVID-19, embracing at-home testing and the added convenience of virtual care, and seeking new options for how and where they conduct work, according to the latest consumer healthcare insights survey.
Employers' considerations for the COVID-19 vaccinePacific Prime
With COVID-19 vaccination rollouts underway around the globe, hopes of returning to normal are high for employers and employees. For now, employers can prepare for the vaccine rollout by keeping these considerations in mind.
chscommunity human servicesEMERGENCY BOARD OF DIRECTORS .docxrobert345678
chs
community human services
EMERGENCY BOARD OF DIRECTORS MEETING
MONDAY, NOVEMBER I, 2O2I
l. Approval of the Covid Vaccination Protocol for CHS Employees
a, When President Biden mandated Covid vaccinations for all Federal
employees, he further ordered it also applies to all Federal
contractors. CHS has several Federal contracts which support our
programs. CEO Everett McElveen worked with the law firm Blank
Rome LLP, Pittsburgh, to develop this policy. The local attorneys
worked with one of their firm attorneys in the Washington DC
office who specializes in Covid-related issues.
b. As the Protocol provides, CHS employees who do not meet
specified deadline for proof of vaccination or an approved medical
or religious exemption will be separated from the organization.
c. lf CHS does not comply with the Federally mandated vaccine
provrsions, we would likely lose our federal funds. Accordingly,
the Board is requested to approve this Protocol.
Action ltem: To approve the CHS Covid Vaccination Protocol
Next Board Meetino: Thursdav. November 18. 2021. 4:OO PM
Covid Vaccination Protocol
As of December 8th,2021., all Community Human Services (CHS) staffwill need to be fully
vaccinated due to our partnerships with federal/state and local entities which require us to comply with
newly issued government orders mandating covid-19 vaccinations. Each employee of CHS will need to
be fully vaccinated which means both doses of the ffizer or Moderna vaccine, or the single dose
Johnson & Johnson vaccine and receive their booster for Johnson & Johnson inoculation 2 months after
the initlal dose.
Vaccine Specific lnformation
PfiZgf,
"
t*o-dose vaccination given 21 days apart with this protocol the first dose cannot be
taken later than, Wednesday November 10th, 2021. The second dose due no later than Wednesdav
December 1st. This dosing schedule & calculation does not include the two-week post vaccination
period in which the antibodies become fully active, and after the two-week period the person is now
considered fully vaccinated per CDC Covid Vaccination Guidelines. Please also consider the booster shot
available 6 months after your last vaccination dose.
MOdgf na, a two-dose vaccination given 28 days apart with this protocol the first dose
cannot be taken later than, Wednesday November 3d, 2021. The second dose is due no later than
December L't, 2021. This dosing schedule & calculation does not include the two-week post vaccination
period in which the antibodies become fully active, and after the two-week period the person is now
considered fully vaccinated per CDC Covid Vaccination Guidelines. Please also consider the booster shot
available 6 months after your Iast vaccination dose.
JOhnSOn & JOhnSOn, a single dose vaccination-the last date with this protocol to
receive this vaccination is Novembel 24'h, m2L. This dosing schedule & calculation includes the two-
week post vaccination period in which the antibodies become fully active, and the.
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
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
Knee anatomy and clinical tests 2024.pdfvimalpl1234
This includes all relevant anatomy and clinical tests compiled from standard textbooks, Campbell,netter etc..It is comprehensive and best suited for orthopaedicians and orthopaedic residents.
263778731218 Abortion Clinic /Pills In Harare ,sisternakatoto
263778731218 Abortion Clinic /Pills In Harare ,ABORTION WOMEN’S CLINIC +27730423979 IN women clinic we believe that every woman should be able to make choices in her pregnancy. Our job is to provide compassionate care, safety,affordable and confidential services. That’s why we have won the trust from all generations of women all over the world. we use non surgical method(Abortion pills) to terminate…Dr.LISA +27730423979women Clinic is committed to providing the highest quality of obstetrical and gynecological care to women of all ages. Our dedicated staff aim to treat each patient and her health concerns with compassion and respect.Our dedicated group ABORTION WOMEN’S CLINIC +27730423979 IN women clinic we believe that every woman should be able to make choices in her pregnancy. Our job is to provide compassionate care, safety,affordable and confidential services. That’s why we have won the trust from all generations of women all over the world. we use non surgical method(Abortion pills) to terminate…Dr.LISA +27730423979women Clinic is committed to providing the highest quality of obstetrical and gynecological care to women of all ages. Our dedicated staff aim to treat each patient and her health concerns with compassion and respect.Our dedicated group of receptionists, nurses, and physicians have worked together as a teamof receptionists, nurses, and physicians have worked together as a team wwww.lisywomensclinic.co.za/
Basavarajeeyam is an important text for ayurvedic physician belonging to andhra pradehs. It is a popular compendium in various parts of our country as well as in andhra pradesh. The content of the text was presented in sanskrit and telugu language (Bilingual). One of the most famous book in ayurvedic pharmaceutics and therapeutics. This book contains 25 chapters called as prakaranas. Many rasaoushadis were explained, pioneer of dhatu druti, nadi pareeksha, mutra pareeksha etc. Belongs to the period of 15-16 century. New diseases like upadamsha, phiranga rogas are explained.
- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
NVBDCP.pptx Nation vector borne disease control programSapna Thakur
NVBDCP was launched in 2003-2004 . Vector-Borne Disease: Disease that results from an infection transmitted to humans and other animals by blood-feeding arthropods, such as mosquitoes, ticks, and fleas. Examples of vector-borne diseases include Dengue fever, West Nile Virus, Lyme disease, and malaria.
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
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 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.
3. COVID-19 Vaccines & Beyond
3
COVID-19 Pandemic: How Far Have We Come?
3 Emergency Authorized Use Vaccines
Everyone 12 years of age or older can be
vaccinated
In the US:
◼ 48% of Americans have received 1 dose of the vaccine;
37% fully vaccinated.
◼ 65 and older: 85% have received 1 dose; 73% fully
vaccinated.
4. COVID-19 Vaccines & Beyond
4
Maryland’s Vaccine Response
66% have received 1 dose; 42% fully vaccinated
Phase 3: All Marylanders 12+ are eligible to receive
a vaccine.
7. COVID-19 Vaccines & Beyond
7
Fully Vaccinated Persons
Resume activities without wearing masks or physically distancing, except
where required by federal, state, local, tribal, or territorial laws, rules
and regulations, including local business and workplace guidance
Resume domestic travel and refrain from testing before or after travel or
self-quarantine after travel
Refrain from testing before leaving the United States for international travel
(unless required by the destination) and refrain from self-quarantine after
arriving back in the United States
Refrain from testing following a known exposure, if asymptomatic, with
some exceptions for specific settings
Refrain from quarantine following a known exposure if asymptomatic
Refrain from routine screening testing if feasible.
8. COVID-19 Vaccines & Beyond
8
Vaccines & the Workplace
Mandatory v. Non-Mandatory
Return to Work
Exemptions
Accommodations
Terminations
9. COVID-19 Vaccines & Beyond
9
To Vaccine or Not to Vaccine….?
Mandatory Vaccines
Keeps the workforce healthy
Reduce absences due to
illness
Reduce time missed from work
to get vaccinated
Improve productivity
Improve morale
Exemptions/Accommodations
Need a Plan
Recommend Vaccines
Allows individual decisions
Train managers on
communication
Improve employee relations &
morale
Avoids medical conversations
Provide Incentives
10. COVID-19 Vaccines & Beyond
10
Can Employers Mandate Vaccines?
YES - Employers can mandate COVID-19 vaccines.
◼ Justification for mandating vaccination, unvaccinated
employees present a "direct threat" to others in the workplace.
◼ Under the ADA, an employer can have a workplace policy that
includes "a requirement that an individual shall not pose a
“direct threat” to the health or safety of individuals in the
workplace.“
12/16/20, EEOC issued Guidance
11. COVID-19 Vaccines & Beyond
11
Are vaccines “medical examinations” under the
ADA?
Administration of a vaccination is not a medical
examination, however, pre-screening vaccination
questions may elicit information about a disability
◼ If the employer administers the vaccine, it must show that
such pre-screening questions it asks employees are “job-
related and consistent with business necessity.”
◼ NOT necessary if:
◼ If a third party administers the vaccine; or
◼ Vaccine is voluntary.
12. COVID-19 Vaccines & Beyond
12
Exemptions
Medical: Some people may be at risk for an
adverse reaction because of an allergy, pregnancy
or a qualifying medical condition.
Religious: Some people may decline vaccination
because of a sincerely held religious belief.
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Vaccines and Religious Discrimination
Employees may be exempt from mandatory vaccines due to
a “sincerely held religious belief.”
Definition of religion is broad and protects beliefs, practices,
and observances with which the employer may be unfamiliar.
Employer should assume that an employee’s request for
religious accommodation is legitimate and based on a
sincerely held religious belief.
Employers can probe into an employee's requests and ask
for supporting information when they "have an objective basis
for questioning either the religious nature or the sincerity of a
particular belief, practice, or observance."
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Vaccines & ADAAccommodations
Employees may be exempt from mandatory vaccines due to a qualified disability,
pregnancy or allergy
WHAT CAN AN EMPLOYER DO?
◼ If an employee who cannot be vaccinated poses a direct threat to the workplace, the
employer must consider whether a reasonable accommodation can be made, such as
allowing the employee to work remotely or take a leave of absence.
◼ Determine whether allowing the unvaccinated employee to return to work will pose a
“direct threat” to the workplace
“Direct threat" due to a "significant risk of substantial harm to the health or safety of
the individual or others that cannot be eliminated or reduced by reasonable
accommodation."
4 factors to determine whether a direct threat exists:
◼ The duration of the risk.
◼ The nature and severity of the potential harm.
◼ The likelihood that the potential harm will occur.
◼ The imminence of the potential harm.
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Vaccines & Accommodations
An individual may present a direct threat which "includes a
determination that an unvaccinated individual will expose others to
the virus at the worksite.“
◼ If there is no direct threat that can be documented, should grant the
exemption.
◼ As more employees are vaccinated, does the direct threat posed by a
few unvaccinated employees disappear?
If there is a direct threat, you must then engage in the interactive
process to determine whether you can provide a reasonable
accommodation, one that will not pose an undue hardship to your
business.
Possible accommodations include: providing PPE to the
employee, or allowing the employee to work remotely.
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Can I deny accommodation based upon undue
hardship?
Yes, an employer can refuse to provide an
exemption if it would pose an "undue hardship."
What constitutes an "undue hardship" varies
depending upon the context in which the exemption
is sought.
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Vaccines & Genetic Information
Pre-screening vaccine questions that ask about genetic
information, such as family members’ medical histories,
may violate Genetic Information Nondiscrimination Act
(GINA).
Under GINA, employers may not:
◼ use genetic information to make decisions related to the
terms, conditions, and privileges of employment,
◼ acquire genetic information except in six narrow
circumstances, or
◼ disclose genetic information except in six narrow
circumstances.
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GINA
GINA defines “genetic information” to mean:
◼ Information about an individual’s genetic tests;
◼ Information about the genetic tests of a family member;
◼ Information about the manifestation of disease or disorder in
a family member (i.e., family medical history);
◼ Information about requests for, or receipt of, genetic services
or the participation in clinical research that includes genetic
services by the an individual or a family member of the
individual; and
◼ Genetic information about a fetus carried by an individual or
family member or of an embryo legally held by an individual
or family member using assisted reproductive technology.
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Top Employer Vaccine Questions
◼ Employers can mandate that employees get the COVID-
19 vaccination.
◼ Any vaccination authorized by the FDA is not a "medical
examination" for purposes of the Americans With
Disabilities Act (ADA).
◼ Employers may condition employment on vaccination
status, provided the employer grants reasonable
accommodations to employees who are unable to
receive the vaccine because of a disability or religious
reasons.
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Can I require my employees to tell me if they are
vaccinated and, if so, to provide proof?
Yes. Employers can require proof of vaccination.
◼ Not a disability-related inquiry and is permitted under the
ADA.
◼ However, asking an employee about the reasons for
declining vaccination could require the employee to reveal
information about a disability and would be subject to the
ADA standard.
◼ Communicate to employees not to provide any medical
information as part of the proof of vaccination.
◼ Anticipate requests for exemptions.
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What if an employee has already had COVID-19?
Should they still get vaccinated?
Yes
Not sure how long protection lasts for those persons
who had COVID-19.
Vaccination should be offered to workers regardless
of whether they already had COVID-19
Workers should not be required to have an antibody
test before or after they are vaccinated.
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May employers treat unvaccinated employees
differently than vaccinated employees?
Yes.
CDC guidance states
◼ Fully vaccinated employee do not need to wear a mask.
◼ Employees who are fully vaccinated do not need to quarantine if they have an
exposure unless the employee experiences symptoms.
Employers may not treat an employee who is unvaccinated less favorably in
terms of conditions of employment if the employee rejects the vaccine for
sincerely held religious beliefs or an ADA-qualifying disability.
Unlikely that requiring an unvaccinated employee to wear a mask would be
considered a less favorable term and condition of employment
OSHA recommends that vaccinated workers continue to follow protective
measures, such as wearing a face covering and remaining physically
distant; but reviewing recent CDC guidelines and will update accordingly.
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Can an employer offer incentives for employee to be
vaccinated?
It depends
Paid days off; water bottles, lunch, gift cards, cash
EEOC suggests employers keep incentives to de minimis gifts
Employers may not discriminate against their employees. If they offer
incentives to receive a vaccine that some of their employees cannot receive
due to religious or health reasons, they are in danger of potentially violating
discrimination laws because some of their employees cannot receive that
benefit.
ADA forbids employers from coercing employees into providing their
disability-related information, which could be solicited by the screening
questionnaires involved in receiving Covid-19 vaccines.
Employers must be careful not to elicit details about their employees’
disabilities, especially when they are the ones offering the vaccine.
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Can we require employees who refuse to be vaccinated to
sign a waiver/release of claims against the company if they
contract COVID-19 at work?
◼ Do not recommend that employers require employees to
sign such waivers because workers' compensation benefits
generally cannot be waived and any possible limited benefits
probably do not outweigh the potential downsides.
◼ Waivers between employers and employees cannot cover
Occupational Safety and Health Administration (OSHA)
complaints or investigations. No waiver or other attempt at
limiting liability should replace the need to maintain a safe
workplace.
◼ Practically speaking, attempted waivers may have a
negative psychological effect on employees and thus hinder
operations and could result in negative publicity concerns.
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Do I need to request updated information for an employee
who has a disability and is returning to the workplace?
Employers may need to request updated
information from employee’s physicians if employee
requests another accommodation.
Employers should not ask employees why they
can’t be vaccinated
If an employee refuses to return to work, then ask
for a medical provider certification for an
accommodation.
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Should I include contractors and temporary
employees in my COVID-19 vaccination plan?
For workers employed by contract firms or
temporary help agencies, the staffing agency and
the host employer are joint employers and,
therefore, both are responsible for providing and
maintaining a safe work environment.
The extent of the responsibilities the staffing agency
and the host employer have will vary, depending on
the workplace conditions, and should be described
in their contract.
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When Can Employers Terminate?
It depends. If an employee cannot get vaccinated due to a disability or
sincerely held religious belief you may be able to terminate if no reasonable
accommodation exists.
Properly document that you cannot accommodate and have considered all
reasonable options.
◼ Document why the company cannot accommodate
◼ Why can’t the job be done remotely
Terminating an employee with a disability:
◼ Consider whether you want to place them on an unpaid leave or
◼ Is there is any alternative to firing.
◼ If there is no end in sight to the need for this leave - such as may be the case
with an employee who has a condition that will preclude then from taking the
vaccine - termination may be the only alternative.
Other employee rights may apply
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THANK YOU
Cheryl Brown
cbrown@darslaw.com
410-995-5800
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Disclaimer
The foregoing information is not intended to provide
specific legal advice for any specific situation. It is
intended as general information only. Legal advice
can be provided only in the course of an attorney-
client relationship with reference to all the facts of a
specific situation. The information, therefore, must not
be relied on as a substitute for obtaining legal advice
from a licensed attorney.