The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2021
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
1. Think of at least one item in each of these areas that may impa.docxjeremylockett77
1. Think of at least one item in each of these areas that may impact your client's business. Then, explain how your client could respond to or plan for threats and opportunities to your business in each area of the PESTLE analysis.
2. Do the same as instructed in part 1, except complete the analysis using the Miami University Regional campuses as the focus.
16 Need-to-Know Small Business
Regulations
Gretchen Schmid
Original Source
Have you ever worked in an office with a poster that said “Employee Rights Under the
Fair Labor Standards Act,” or maybe one that said “Equal Employment Opportunity Is
the Law”?
Did you wonder why it was there?
It wasn’t just for wall decoration: Employers are often legally required to place these
posters in plain sight, depending on the structure and type of their business. That’s just
one of the many regulations—meaning a legal rule issued by a government agency—
that can affect a small business.
Consider this: The Code of Federal Regulations, a document published each year by
the federal government that lists all areas subject to regulation, is divided into 50 broad
subsections. It’s no surprise that small business owners often feel overwhelmed and
disheartened about the number of governmental regulations imposed on their business!
We’ve put together a guide to 16 of the most common types of regulations that you
need to consider when setting up and running your small business, from overtime pay to
health insurance to antitrust laws.
Setting Up Your Business
1. Size regulations
https://www.fundera.com/blog/small-business-regulations
First of all, you need to determine whether your small business is actually a small
business in the eyes of the federal government.
Why does that matter?
Because all the programs created by the Small Business Act in 1953 to help small
businesses, like loans, counseling, and contracts, are only available to businesses that
fit the size standards.
These standards differ from industry to industry: Some are based on number of
employees, while others are based on the business’s finances.
2. Licenses and permits
Does your business sell alcohol or firearms, operate oversize vehicles or planes, import
or export animals, plants, or animal products, or broadcast information via radio? You’ll
need to apply for a federal permit.
If none of those apply to you, you’re not necessarily off the hook: Depending on your
state, you may need to apply for a state license or permit. Selling goods often requires a
sales tax license, for example, while operating a veterinary clinic or a hair salon might
require a professional license.
Almost every business needs some sort of license or permit to operate legally—the
tricky part is figuring out which ones you need. Check out the SBA’s directory of state
license requirements and their guide to federal licenses for more information.
Taking Care of Your Employees
3. Overtime
...
Understanding Employment Laws For Federal ContractorsTim Michael
This document provides an overview of key employment laws that govern federal contractors and subcontractors. It discusses laws such as Executive Order 11246, which prohibits discrimination by federal contractors. The document outlines six steps recommended by the Office of Federal Contract Compliance Programs (OFCCP) to ensure compliance with these laws, such as conducting self-audits of hiring practices. It emphasizes that understanding and following employment laws is important for small businesses pursuing federal contracts.
This presentation provides an overview of key employment laws and regulations that managerial employees at the Walt Disney Company must understand and follow. It discusses laws around safety, privacy, discrimination, leave, benefits, unions, wages, and more. Managerial employees are responsible for ensuring compliance with these laws and applying human resource practices that adhere to both California law and company policy. Understanding and implementing these legal guidelines is important for protecting employees and avoiding penalties against the employer.
23 Employee Handbook Revisions for 2011Alan Thayer
Employee handbook updates recommended for 2011. Based on recent United States Supreme Court decisions, lower court rulings, workplace issues and employer problems.
Prior update recommendations
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
The Impact of Communicable Diseases, Including Coronavirus, on the WorkplaceFinancial Poise
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2021
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
1. Think of at least one item in each of these areas that may impa.docxjeremylockett77
1. Think of at least one item in each of these areas that may impact your client's business. Then, explain how your client could respond to or plan for threats and opportunities to your business in each area of the PESTLE analysis.
2. Do the same as instructed in part 1, except complete the analysis using the Miami University Regional campuses as the focus.
16 Need-to-Know Small Business
Regulations
Gretchen Schmid
Original Source
Have you ever worked in an office with a poster that said “Employee Rights Under the
Fair Labor Standards Act,” or maybe one that said “Equal Employment Opportunity Is
the Law”?
Did you wonder why it was there?
It wasn’t just for wall decoration: Employers are often legally required to place these
posters in plain sight, depending on the structure and type of their business. That’s just
one of the many regulations—meaning a legal rule issued by a government agency—
that can affect a small business.
Consider this: The Code of Federal Regulations, a document published each year by
the federal government that lists all areas subject to regulation, is divided into 50 broad
subsections. It’s no surprise that small business owners often feel overwhelmed and
disheartened about the number of governmental regulations imposed on their business!
We’ve put together a guide to 16 of the most common types of regulations that you
need to consider when setting up and running your small business, from overtime pay to
health insurance to antitrust laws.
Setting Up Your Business
1. Size regulations
https://www.fundera.com/blog/small-business-regulations
First of all, you need to determine whether your small business is actually a small
business in the eyes of the federal government.
Why does that matter?
Because all the programs created by the Small Business Act in 1953 to help small
businesses, like loans, counseling, and contracts, are only available to businesses that
fit the size standards.
These standards differ from industry to industry: Some are based on number of
employees, while others are based on the business’s finances.
2. Licenses and permits
Does your business sell alcohol or firearms, operate oversize vehicles or planes, import
or export animals, plants, or animal products, or broadcast information via radio? You’ll
need to apply for a federal permit.
If none of those apply to you, you’re not necessarily off the hook: Depending on your
state, you may need to apply for a state license or permit. Selling goods often requires a
sales tax license, for example, while operating a veterinary clinic or a hair salon might
require a professional license.
Almost every business needs some sort of license or permit to operate legally—the
tricky part is figuring out which ones you need. Check out the SBA’s directory of state
license requirements and their guide to federal licenses for more information.
Taking Care of Your Employees
3. Overtime
...
Understanding Employment Laws For Federal ContractorsTim Michael
This document provides an overview of key employment laws that govern federal contractors and subcontractors. It discusses laws such as Executive Order 11246, which prohibits discrimination by federal contractors. The document outlines six steps recommended by the Office of Federal Contract Compliance Programs (OFCCP) to ensure compliance with these laws, such as conducting self-audits of hiring practices. It emphasizes that understanding and following employment laws is important for small businesses pursuing federal contracts.
This presentation provides an overview of key employment laws and regulations that managerial employees at the Walt Disney Company must understand and follow. It discusses laws around safety, privacy, discrimination, leave, benefits, unions, wages, and more. Managerial employees are responsible for ensuring compliance with these laws and applying human resource practices that adhere to both California law and company policy. Understanding and implementing these legal guidelines is important for protecting employees and avoiding penalties against the employer.
23 Employee Handbook Revisions for 2011Alan Thayer
Employee handbook updates recommended for 2011. Based on recent United States Supreme Court decisions, lower court rulings, workplace issues and employer problems.
Prior update recommendations
The document provides a six step model for resolving issues under the Americans with Disabilities Act (ADA). It begins with determining if the individual meets qualification standards, then if they are disabled as defined by the ADA. Next it addresses whether the individual can perform essential job functions with or without reasonable accommodation. It notes accommodations cannot cause undue hardship or pose a direct threat of harm. The document also discusses pre-employment inquiries and issues related to physical exams and drug screens under the ADA.
State Law and Legal Issues | The National Guild of HypnotistsR. Adhi Noegroho
This document provides guidance to hypnotists on legal and ethical issues in their practice, including:
- State laws regulating hypnotism vary and hypnotists should stay informed of changes
- Hypnotists should be careful when using terms like "therapy" and titles that may imply they are licensed healthcare professionals
- Proper documentation of sessions, known as SOAP notes, helps protect hypnotists legally
- Hypnotists should provide clients a "Bill of Rights" disclosing their qualifications and limits
- Insurance reimbursement for hypnotism services is generally not possible
- Hypnotists must understand the difference between basic confidentiality of information and legal privilege that applies to licensed professionals
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
Demonstrate basic understanding of the primary labour legislationVanessa Wyatt
This document discusses the importance of understanding and complying with primary labour legislation that impacts businesses. It notes that all countries have laws governing employment and citizens' daily lives. Business managers, whether lower-level or top management, must be aware of and follow the legislation in the country where they operate. The document outlines six specific outcomes relating to demonstrating a basic understanding of key labour acts that regulate employment issues, labour relations, interviews, employment conditions, equity, and skills development in South Africa. Compliance with these laws is essential for any organization conducting business in the country.
The document provides an overview of the challenges of managing employee absences and disabilities in compliance with the Family Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA). It discusses the rising costs of absences, challenges of complying with FMLA and ADA regulations, and steps employers can take to better manage absences through integrated disability management, wellness programs, and return-to-work programs. The document recommends employers work with brokers to evaluate their absence management programs and ensure compliance with complex leave laws and regulations.
10 Ways To Reduce The Risk of Bribery and Corruption.pdfWajidKhanMP
Corruption affects all nations, causing instability, inequality, poverty, and eroding national wealth. But there are ways to minimize the risk to your business. Despite strict anti-corruption laws, corruption remains a significant risk. Wajid khan Mp Shares According to PwC's Global Economic Crime Survey, nearly half of the world's businesses have faced fraud, including bribery and corruption, in the last 24 months.
How to reduce bribery and corruption
Learn ten simple and effective strategies to reduce the risk of bribery and corruption in your company.
1. Updated Anti-Bribery and Anti-Corruption Policy
Most UK companies have an anti-corruption policy, but it depends on how they implement it. Ensure employees understand the company's policies and expectations regarding bribery and corruption. We need to know what is and is not acceptable regarding gifts, entertainment, donations, sponsorships, and political contributions. Regular training on crime should be provided to maintain awareness.
10 Ways To Reduce The Risk of Bribery and Corruption.pdfWajid Khan MP
10 Ways To Reduce The Risk of Bribery and Corruption
Corruption affects all nations, causing instability, inequality, poverty, and eroding national wealth. But there are ways to minimize the risk to your business. Despite strict anti-corruption laws, corruption remains a significant risk. Wajid khan Mp Shares According to PwC's Global Economic Crime Survey, nearly half of the world's businesses have faced fraud, including bribery and corruption, in the last 24 months.
How to reduce bribery and corruption
Learn ten simple and effective strategies to reduce the risk of bribery and corruption in your company.
1. Updated Anti-Bribery and Anti-Corruption Policy
Most UK companies have an anti-corruption policy, but it depends on how they implement it. Ensure employees understand the company's policies and expectations regarding bribery and corruption. We need to know what is and is not acceptable regarding gifts, entertainment, donations, sponsorships, and political contributions. Regular training on crime should be provided to maintain awareness.
Alongside your training, establish a process to help you remember the dos and don'ts, such as B. Checklists and Travel Guidelines. Employees should understand that any gift or entertainment received must have a legitimate business purpose, be appropriate, and be listed on the company's gift and entertainment register. Wajid khan suggests Clarifying what you mean by "justified" and "deserved." Please don't leave it up to interpretation.
2. Sound from directly above
Employee awareness of anti-corruption policies is only half the story. Building an anti-bribery culture requires clear and consistent messaging from the top down.
Boards, business owners, and all members of the compliance function must be clear that bribery and corruption are intolerable and that anyone found guilty faces the most severe penalties.
But most importantly, those at the top live their preaching and believe in the importance of anti-corruption policies. Otherwise, employees will not embrace that culture, and dialogue about anti-bribery training will not be taken seriously.
3. Integrate ABAC principles into corporate culture
See Anti-Bribery (ABAC) in company manuals, reports, and training. By including his ABAC clause in all supplier contracts, he establishes ground rules in advance and sets up appropriate termination clauses in case of suspected violations.
Canadian politician Wajid khan discusses Finally, communicate to employees how important they are to prevent bribery and empower them to do their part in maintaining compliance
The document discusses the history and provisions of laws regarding health insurance coverage for mental health issues like ADHD. The Mental Health Parity Act of 1996 was passed to ensure equal coverage for mental health as for physical health issues. However, many insurance plans still provided limited coverage or higher costs for mental health treatment. The Mental Health Parity and Addiction Equity Act of 2008 helped address this by requiring equal coverage of mental health issues if other coverage is provided, but did not require coverage or apply to all plans. Upcoming reforms in 2014 will help further by requiring equal coverage of mental and physical health benefits be offered on state insurance exchanges.
Disability Equity A South African Perspective 3dmdk12
The document discusses what constitutes a disability according to South African law, specifically the Employment Equity Act of 1998. It provides definitions for disability, including having a long-term or recurring physical or mental impairment that substantially limits prospects for employment. It also discusses considerations for determining if an impairment is substantially limiting and exclusions. Employers are instructed to focus on fair treatment and qualifications for a job rather than an applicant's incapacity.
The document summarizes the key differences between the DSM-IV and DSM-5 diagnostic manuals. It explains that the DSM-IV used a multi-axial system to classify mental disorders across five axes, while the DSM-5 simplified this system. It also outlines some of the biggest changes in the DSM-5, including modifying categorization of disorders, unifying autism spectrum disorders, removing childhood bipolar disorder, revising ADHD diagnosis, adding PTSD symptom details, reclassifying dementia, and changing "mental retardation" to "intellectual disability".
The document discusses the legal concept of duty of care that individuals working with vulnerable people have. It explains that duty of care means acting with reasonable care and caution to prevent harm or injury. Failure to meet this standard can result in negligence claims if damages occur. Specific duties mentioned include following organizational policies, prioritizing client safety, seeking guidance from supervisors when uncertain, and having proper training. The document stresses the importance of understanding one's legal and ethical obligations to avoid breaching duty of care.
This document provides an overview of the Patient Protection and Affordable Care Act (PPACA), also known as Obamacare or healthcare reform. It begins with introductions of the presenter, Christine Price, and her qualifications as a Certified Healthcare Reform Specialist. The document then discusses how the PPACA will affect everyone in the United States to some degree, whether individuals, families, businesses or healthcare providers. It provides summaries of some key provisions and requirements of the PPACA going into effect in 2014, such as essential health benefits, health insurance exchanges, penalties for individuals and employers, and considerations around fully insured versus self-funded health plans. The presentation aims to inform audiences about the PPACA without taking a partisan
Anesthesia Business Consultants (ABC), a leading provider in billing and practice management for the anesthesia and pain management specialty, is pleased to announce that the Winter 2015 issue of its quarterly newsletter, The Communiqué, is now available.
ABC offers The Communiqué electronically as well as in hard copy, both on a complimentary basis. The Communiqué features articles focusing on the latest hot topics for anesthesiologists, nurse anesthetists, pain management specialists and anesthesia practice administrators.
Tony Mira, President & CEO, explains, “If you are a regular reader of the Communiqué, then the Winter 2015 issue will be of interest to you. We always strive to provide content that reflects reciprocal and often iterative learning. And we are taking it up a notch this issue with a very interesting give-and-take between experts such as Michael Hicks, MD, MBA, and Joe Laden in their article Point-Counterpoint: Do National Anesthesia Management Companies Increase Revenues for Acquired Groups? This discussion began in an electronic list serv on the website of the Medical Group Management Association-Anesthesia Administration Assembly, of which both Dr. Hicks and Mr. Laden are members. The dialogue between Dr. Hicks and Mr. Laden has ended up introducing an important topic that has not been touched on previously in the Communiqué—the inherent limitations of compensation surveys in a consolidating marketplace.
The QCDR is a topic on everyone’s thoughts these days. We attempt to further clarify the topic with a timely article by Richard Dutton, MD, MBA and Matthew Popovich, PhD. Their article on the ASA-Anesthesia Quality Institute’s Quality Clinical Data Registry, QCDR Made Simple—Ha! asks and answers the questions so many of you are raising about the QCDR, and the QCDR’s designers/managers, for example, “What are my options?” and “What measures can I report on?” It is a format that should make it easier for readers to assess whether and how to participate in reporting to the QCDR, even as the registry and its requirements continue to develop.
Malcolm MacKillop on Dawe v The Equitable Life Insurance Company of Canada, P...Malcolm MacKillop
In the second installation of Malcolm MacKillop's presentation on Dawe v The Equitable Life Insurance Company, Malcolm discusses how the Court of Appeal's decision can affect employers.
This document discusses overtime pay requirements in Ontario. It notes that an employee's entitlement to overtime pay can arise from their employment contract, collective agreement, or employment standards legislation. Ontario's Employment Standards Act requires employers to pay employees 1.5 times their regular hourly rate for any hours worked over 44 in a work week, though agreements may provide for higher overtime rates or lower hourly thresholds. The rate of overtime pay depends on an employee's compensation structure, and with agreement employees may take time off in lieu of overtime pay within certain periods. Certain classes of employees such as professionals, firefighters, and those in managerial roles are exempt from overtime provisions.
The document provides a six step model for resolving issues under the Americans with Disabilities Act (ADA). It begins with determining if the individual meets qualification standards, then if they are disabled as defined by the ADA. Next it addresses whether the individual can perform essential job functions with or without reasonable accommodation. It notes accommodations cannot cause undue hardship or pose a direct threat of harm. The document also discusses pre-employment inquiries and issues related to physical exams and drug screens under the ADA.
State Law and Legal Issues | The National Guild of HypnotistsR. Adhi Noegroho
This document provides guidance to hypnotists on legal and ethical issues in their practice, including:
- State laws regulating hypnotism vary and hypnotists should stay informed of changes
- Hypnotists should be careful when using terms like "therapy" and titles that may imply they are licensed healthcare professionals
- Proper documentation of sessions, known as SOAP notes, helps protect hypnotists legally
- Hypnotists should provide clients a "Bill of Rights" disclosing their qualifications and limits
- Insurance reimbursement for hypnotism services is generally not possible
- Hypnotists must understand the difference between basic confidentiality of information and legal privilege that applies to licensed professionals
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
Demonstrate basic understanding of the primary labour legislationVanessa Wyatt
This document discusses the importance of understanding and complying with primary labour legislation that impacts businesses. It notes that all countries have laws governing employment and citizens' daily lives. Business managers, whether lower-level or top management, must be aware of and follow the legislation in the country where they operate. The document outlines six specific outcomes relating to demonstrating a basic understanding of key labour acts that regulate employment issues, labour relations, interviews, employment conditions, equity, and skills development in South Africa. Compliance with these laws is essential for any organization conducting business in the country.
The document provides an overview of the challenges of managing employee absences and disabilities in compliance with the Family Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA). It discusses the rising costs of absences, challenges of complying with FMLA and ADA regulations, and steps employers can take to better manage absences through integrated disability management, wellness programs, and return-to-work programs. The document recommends employers work with brokers to evaluate their absence management programs and ensure compliance with complex leave laws and regulations.
10 Ways To Reduce The Risk of Bribery and Corruption.pdfWajidKhanMP
Corruption affects all nations, causing instability, inequality, poverty, and eroding national wealth. But there are ways to minimize the risk to your business. Despite strict anti-corruption laws, corruption remains a significant risk. Wajid khan Mp Shares According to PwC's Global Economic Crime Survey, nearly half of the world's businesses have faced fraud, including bribery and corruption, in the last 24 months.
How to reduce bribery and corruption
Learn ten simple and effective strategies to reduce the risk of bribery and corruption in your company.
1. Updated Anti-Bribery and Anti-Corruption Policy
Most UK companies have an anti-corruption policy, but it depends on how they implement it. Ensure employees understand the company's policies and expectations regarding bribery and corruption. We need to know what is and is not acceptable regarding gifts, entertainment, donations, sponsorships, and political contributions. Regular training on crime should be provided to maintain awareness.
10 Ways To Reduce The Risk of Bribery and Corruption.pdfWajid Khan MP
10 Ways To Reduce The Risk of Bribery and Corruption
Corruption affects all nations, causing instability, inequality, poverty, and eroding national wealth. But there are ways to minimize the risk to your business. Despite strict anti-corruption laws, corruption remains a significant risk. Wajid khan Mp Shares According to PwC's Global Economic Crime Survey, nearly half of the world's businesses have faced fraud, including bribery and corruption, in the last 24 months.
How to reduce bribery and corruption
Learn ten simple and effective strategies to reduce the risk of bribery and corruption in your company.
1. Updated Anti-Bribery and Anti-Corruption Policy
Most UK companies have an anti-corruption policy, but it depends on how they implement it. Ensure employees understand the company's policies and expectations regarding bribery and corruption. We need to know what is and is not acceptable regarding gifts, entertainment, donations, sponsorships, and political contributions. Regular training on crime should be provided to maintain awareness.
Alongside your training, establish a process to help you remember the dos and don'ts, such as B. Checklists and Travel Guidelines. Employees should understand that any gift or entertainment received must have a legitimate business purpose, be appropriate, and be listed on the company's gift and entertainment register. Wajid khan suggests Clarifying what you mean by "justified" and "deserved." Please don't leave it up to interpretation.
2. Sound from directly above
Employee awareness of anti-corruption policies is only half the story. Building an anti-bribery culture requires clear and consistent messaging from the top down.
Boards, business owners, and all members of the compliance function must be clear that bribery and corruption are intolerable and that anyone found guilty faces the most severe penalties.
But most importantly, those at the top live their preaching and believe in the importance of anti-corruption policies. Otherwise, employees will not embrace that culture, and dialogue about anti-bribery training will not be taken seriously.
3. Integrate ABAC principles into corporate culture
See Anti-Bribery (ABAC) in company manuals, reports, and training. By including his ABAC clause in all supplier contracts, he establishes ground rules in advance and sets up appropriate termination clauses in case of suspected violations.
Canadian politician Wajid khan discusses Finally, communicate to employees how important they are to prevent bribery and empower them to do their part in maintaining compliance
The document discusses the history and provisions of laws regarding health insurance coverage for mental health issues like ADHD. The Mental Health Parity Act of 1996 was passed to ensure equal coverage for mental health as for physical health issues. However, many insurance plans still provided limited coverage or higher costs for mental health treatment. The Mental Health Parity and Addiction Equity Act of 2008 helped address this by requiring equal coverage of mental health issues if other coverage is provided, but did not require coverage or apply to all plans. Upcoming reforms in 2014 will help further by requiring equal coverage of mental and physical health benefits be offered on state insurance exchanges.
Disability Equity A South African Perspective 3dmdk12
The document discusses what constitutes a disability according to South African law, specifically the Employment Equity Act of 1998. It provides definitions for disability, including having a long-term or recurring physical or mental impairment that substantially limits prospects for employment. It also discusses considerations for determining if an impairment is substantially limiting and exclusions. Employers are instructed to focus on fair treatment and qualifications for a job rather than an applicant's incapacity.
The document summarizes the key differences between the DSM-IV and DSM-5 diagnostic manuals. It explains that the DSM-IV used a multi-axial system to classify mental disorders across five axes, while the DSM-5 simplified this system. It also outlines some of the biggest changes in the DSM-5, including modifying categorization of disorders, unifying autism spectrum disorders, removing childhood bipolar disorder, revising ADHD diagnosis, adding PTSD symptom details, reclassifying dementia, and changing "mental retardation" to "intellectual disability".
The document discusses the legal concept of duty of care that individuals working with vulnerable people have. It explains that duty of care means acting with reasonable care and caution to prevent harm or injury. Failure to meet this standard can result in negligence claims if damages occur. Specific duties mentioned include following organizational policies, prioritizing client safety, seeking guidance from supervisors when uncertain, and having proper training. The document stresses the importance of understanding one's legal and ethical obligations to avoid breaching duty of care.
This document provides an overview of the Patient Protection and Affordable Care Act (PPACA), also known as Obamacare or healthcare reform. It begins with introductions of the presenter, Christine Price, and her qualifications as a Certified Healthcare Reform Specialist. The document then discusses how the PPACA will affect everyone in the United States to some degree, whether individuals, families, businesses or healthcare providers. It provides summaries of some key provisions and requirements of the PPACA going into effect in 2014, such as essential health benefits, health insurance exchanges, penalties for individuals and employers, and considerations around fully insured versus self-funded health plans. The presentation aims to inform audiences about the PPACA without taking a partisan
Anesthesia Business Consultants (ABC), a leading provider in billing and practice management for the anesthesia and pain management specialty, is pleased to announce that the Winter 2015 issue of its quarterly newsletter, The Communiqué, is now available.
ABC offers The Communiqué electronically as well as in hard copy, both on a complimentary basis. The Communiqué features articles focusing on the latest hot topics for anesthesiologists, nurse anesthetists, pain management specialists and anesthesia practice administrators.
Tony Mira, President & CEO, explains, “If you are a regular reader of the Communiqué, then the Winter 2015 issue will be of interest to you. We always strive to provide content that reflects reciprocal and often iterative learning. And we are taking it up a notch this issue with a very interesting give-and-take between experts such as Michael Hicks, MD, MBA, and Joe Laden in their article Point-Counterpoint: Do National Anesthesia Management Companies Increase Revenues for Acquired Groups? This discussion began in an electronic list serv on the website of the Medical Group Management Association-Anesthesia Administration Assembly, of which both Dr. Hicks and Mr. Laden are members. The dialogue between Dr. Hicks and Mr. Laden has ended up introducing an important topic that has not been touched on previously in the Communiqué—the inherent limitations of compensation surveys in a consolidating marketplace.
The QCDR is a topic on everyone’s thoughts these days. We attempt to further clarify the topic with a timely article by Richard Dutton, MD, MBA and Matthew Popovich, PhD. Their article on the ASA-Anesthesia Quality Institute’s Quality Clinical Data Registry, QCDR Made Simple—Ha! asks and answers the questions so many of you are raising about the QCDR, and the QCDR’s designers/managers, for example, “What are my options?” and “What measures can I report on?” It is a format that should make it easier for readers to assess whether and how to participate in reporting to the QCDR, even as the registry and its requirements continue to develop.
Similar to Malcolm MacKillop on The DSM-V: A Reference for Psychological Disorders (17)
Malcolm MacKillop on Dawe v The Equitable Life Insurance Company of Canada, P...Malcolm MacKillop
In the second installation of Malcolm MacKillop's presentation on Dawe v The Equitable Life Insurance Company, Malcolm discusses how the Court of Appeal's decision can affect employers.
This document discusses overtime pay requirements in Ontario. It notes that an employee's entitlement to overtime pay can arise from their employment contract, collective agreement, or employment standards legislation. Ontario's Employment Standards Act requires employers to pay employees 1.5 times their regular hourly rate for any hours worked over 44 in a work week, though agreements may provide for higher overtime rates or lower hourly thresholds. The rate of overtime pay depends on an employee's compensation structure, and with agreement employees may take time off in lieu of overtime pay within certain periods. Certain classes of employees such as professionals, firefighters, and those in managerial roles are exempt from overtime provisions.
The Police Records Check Reform Act Is In Force: What You Should KnowMalcolm MacKillop
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The presentation deals with the concept of Right to Default Bail laid down under Section 167 of the Code of Criminal Procedure 1973 and Section 187 of Bharatiya Nagarik Suraksha Sanhita 2023.
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Corporate Governance : Scope and Legal Frameworkdevaki57
CORPORATE GOVERNANCE
MEANING
Corporate Governance refers to the way in which companies are governed and to what purpose. It identifies who has power and accountability, and who makes decisions. It is, in essence, a toolkit that enables management and the board to deal more effectively with the challenges of running a company.
Business law for the students of undergraduate level. The presentation contains the summary of all the chapters under the syllabus of State University, Contract Act, Sale of Goods Act, Negotiable Instrument Act, Partnership Act, Limited Liability Act, Consumer Protection Act.
2. The American Psychiatric Association’s Diagnostic and Statistical Manual of
Mental Disorders, Fifth Edition (“DSM-V”), the latest edition of the “Bible” on
psychological disorders, serves as the authoritative text when it comes to
properly diagnosing psychological issues. Employers should familiarize
themselves with the latest edition in order to ensure they are aware of newly
added disorders, some of which may not be well known.
3. HowDoesthisImpactEmployers?
The addition of conditions in the
DSM-V will broaden an employer’s
duty to accommodate persons with
disabilities under the Accessibility for
Ontarians with Disabilities Act, 2005
(“AODA”), the Ontario Human Rights
Code (the “Code”) and the Canadian
Human Rights Act. It is important to
understand the duty to accommodate
and when it arises, as failing to
properly accommodate disabled
employees could result in significant
costs to employers down the line.
4. What Needs to be
Accommodated?
MalcolmMacKillop
Employers have a duty to accommodate
employees with both physical and mental
disabilities. The DSM-V recognizes a wide range of
psychological disorders that may require
accommodation in the workplace – including
some newer additions that employers should be
aware of.
5. For example, according to the DSM-V, employers may have to provide
accommodation to those with the following psychological disorders:
Premenstrual Dysphoric
DisorderHoarding Disorder
Skin-picking Disorder
Gambling Disorder
Caffeine Withdrawal
Cannabis Withdrawal
The fact that these conditions are included in the DSM-V signals that
they are likely to be treated in the same fashion as other disabilities
under applicable legislation.
6. What Can an Employer Do?
Employers should remain up to date on the DSM-V and review their
obligations under the Code and AODA in order to ensure they have
proactive workplace policies in place that address their disability-related
obligations with respect to both physical and mental disabilities.
One thing that remains consistent throughout every instance of
accommodation is that proving undue hardship can be very difficult.
Practically speaking, employers should generally accept that the disorders
outlined in the DSM-V can be considered mental disabilities and focus
their efforts on obligations relating to accommodation and education
under AODA and the Code.