Hello my name is Tosin Ola and this presentation will highlight the risk management issue of excessive absenteeism, focus on the methods to curtail absenteeism, steps already in place, the points system, and healthy living programs.
Absenteeism is the term generally used to refer to unscheduled employee absences from the workplace (U.S. Legal, 2008., p. 1). According to the U.S. Department of Labor, companies lose approximately 2.8 million workdays a year because of employee injuries and illnesses (Gale, 2003, p. 40). Of all the expenses related to absence, unscheduled time off has the biggest impact on productivity, profitability and morale (Gale, p. 40).
The inability to plan for such absences forces hospitals to hire last-minute temporary staff (travelers and per diem nurses) at higher rates, pay more overtime to permanent staff, or add a staffing margin to replace anticipated lost labor by utilizing in-house per diem employees (L. Meyer, personal communication, December 8, 2009). All these tactics negatively affect the bottom line of the hospital in every fiscal period.
Alzheimer's care how to prevent caregiver's burnoutthomasdeines
Being a full-time caregiver to Alzheimer's patients along with managing your daily tasks can be extremely difficult and lead to caregiver burnout. Here are some ways to maintain your quality of life and avoid burnout.
For most people, the overwhelming anxiety of eldercare issues appears suddenly after an accident or unexpected illness. Quick decisions are necessary with little or no preparation or education.
Alzheimer's care how to prevent caregiver's burnoutthomasdeines
Being a full-time caregiver to Alzheimer's patients along with managing your daily tasks can be extremely difficult and lead to caregiver burnout. Here are some ways to maintain your quality of life and avoid burnout.
For most people, the overwhelming anxiety of eldercare issues appears suddenly after an accident or unexpected illness. Quick decisions are necessary with little or no preparation or education.
Speaker Presentation from U.S. News Healthcare of Tomorrow leadership summit, Nov. 1-3, 2017 in Washington, DC. Find out more about this forum at www.usnewshot.com.
Care of Sickle Cell Disease Patients: Process Improvement & Change with NursesTosin Ola-Weissmann
Populations with SCD are at risk for disparities primarily because of the lack of knowledge on the part of the healthcare providers regarding the disease; inadequate pain management and prejudice among the staff (Tanabe & Myers, 2007).
On interviewing several nurses in the hospital, many acknowledge that they have never taken care of a patient with SCD and do not know what to assess for. The only nurse with experience of taking care of a SCD patient did not know the complications of the disease and wondered why sickle cell patients “always request pain medication when it’s obvious they are not in pain.”
This presentation is a guide providing essential information to medical professionals on dealing with patients that have sickle cell anemia. In addition, the SCD questionnaire is designed to enhance the assessment of SCD patients by medical professionals in the emergency room and serve as a platform for understanding their vulnerabilities during assessment.
Emphasis of this questionnaire is placed on identifying risk factors for depression, the patient’s socio-economic barriers, lifestyle habits, transportation issues, safe home environment, effective pain management and avenues for possible genetic counseling all of which sickle cell patients have shown vulnerability to (Dorsey & Murdaugh, 2003).
Our Solution - "HR Risk Management" is an integrated 3 in 1 solution designed specifically for the SME Market to protect their business. The solution integrates iHR Consulting's web based portal with HR Knowledge & Content, HR Advisory & Consultation and EPLI providing SME's with an insurance cover up to RM100,000 for any wrongful dismissal claims including legal fees.
Due to a lack of understanding and expertise in HR most SME's continuously face employment related disputes - this poses significant threats in terms of productivity and financial burden to their businesses. One wrongful dismissal claim can pose financial threat of up to 24mths of the employees last drawn salary plus legal costs.
It is simple to protect your business - at iHR we give peace of mind to SME's.
iHR Consulting Sdn Bhd established in 2003 is a leading Human Resources Consulting and Advisory firm. Delivering a first to Malaysia in collaboration and as exclusive scheme manager to Tune Insurance Malaysia Berhad - Employers Practice Liability Insurance. A strong pedigree in HR services to over 200 small to medium sized business in Malaysia. Services include and not limited to, its member online HR Portal, HR Content and Knowledge management, HR advisory and transformation programs, Customised training, consultancy and payroll outsourcing.
The SlideShare 101 is a quick start guide if you want to walk through the main features that the platform offers. This will keep getting updated as new features are launched.
The SlideShare 101 replaces the earlier "SlideShare Quick Tour".
Ten Essential Steps for Your Readmission Reduction ProgramHealth Catalyst
Effective care management is essential during the first 30 days after discharge to prevent unnecessary readmission and associated costs. Care managers can follow a 10-step readmission reduction program to help patients stay on track with recovery and avoid acute care:
1. Call the patient within two days of discharge.
2. Assess the patient’s self-care capacity.
3. Frontload homecare and ensure patient 'touches', if appropriate.
4. Conduct a home safety evaluation.
5. Order and install durable medical equipment prior to discharge.
6. Order an emergency alert/medication reminder system and preprogram important phone numbers on patient’s phone.
7. Implement fall prevention program, intervention, and education.
8. Provide in-home education on new diagnoses or unmanaged chronic conditions.
9. Connect the patient with community resources.
10. Establish a best practice for follow-up phone calls after discharge.
This webinar will serve as an introduction to Cancer and Work, a website that “was designed to address the unique needs of cancer survivors with returning, remaining, changing work or looking for work after a diagnosis of cancer. The website provides newly created information, resources, and interactive tools for cancer survivors, healthcare providers, employers, and highlights helpful information from across the globe.” The talk will include 10 steps to return to work, and job search ideas for cancer survivors
IDEAL INSURANCE is one of the largest Insurance Broking house of India providing Risk Management Services to Corporate and Individuals. We provide a Comprehensive Solution to all your Insurance needs. We assure you of our total commitment to our clients’ well being and will ensure the Highest Quality of Service Standards.
We are an specialist in Group Health Management and our technical expertise in the subject can help you
The Ideal Advantage:
1) Lower your Premiums in the long run
2) Manage your claims more effectively
3) Design Suitable covers and customize it regularly to meet employee expectations
4) Tie up With all Insurance Companies in India ensures we will give you the Best Deal and the Best Insurer
5) We will design a Employee Wellness Programme which will ensure better health for your employees resulting into Better Productivity and Lower Claims
We assure you of our total commitment to your organizational well being and will always ensure the Best Risk Management Practices.
You can drop an email at rahul@idealinsurance.in (CEO, Ideal Insurance Brokers Pvt. Ltd.)
Absenteeism, Destructive Workplace BehaviourCG Hylton Inc.
• Types of absenteeism: culpable, innocent: making the distinction
• Addressing the root causes of absenteeism to determine if it is a symptom of stress, burn-out, addictions etc.
• Proactive strategies and guidance to rectify the behaviour
• Attendance policy: tips and strategies
• Ignoring it won't make it go away: how to communicate expectations, policy and confront the issue
• Determining when termination is appropriate
Presentation by Bonnie Britton, MSN, RN, ATAF Telehealth Program Administrator, Vidant Health and Seth VanEssendelft, Vice-President for Financial Services, Vidant Medical Center
Speaker Presentation from U.S. News Healthcare of Tomorrow leadership summit, Nov. 1-3, 2017 in Washington, DC. Find out more about this forum at www.usnewshot.com.
Care of Sickle Cell Disease Patients: Process Improvement & Change with NursesTosin Ola-Weissmann
Populations with SCD are at risk for disparities primarily because of the lack of knowledge on the part of the healthcare providers regarding the disease; inadequate pain management and prejudice among the staff (Tanabe & Myers, 2007).
On interviewing several nurses in the hospital, many acknowledge that they have never taken care of a patient with SCD and do not know what to assess for. The only nurse with experience of taking care of a SCD patient did not know the complications of the disease and wondered why sickle cell patients “always request pain medication when it’s obvious they are not in pain.”
This presentation is a guide providing essential information to medical professionals on dealing with patients that have sickle cell anemia. In addition, the SCD questionnaire is designed to enhance the assessment of SCD patients by medical professionals in the emergency room and serve as a platform for understanding their vulnerabilities during assessment.
Emphasis of this questionnaire is placed on identifying risk factors for depression, the patient’s socio-economic barriers, lifestyle habits, transportation issues, safe home environment, effective pain management and avenues for possible genetic counseling all of which sickle cell patients have shown vulnerability to (Dorsey & Murdaugh, 2003).
Our Solution - "HR Risk Management" is an integrated 3 in 1 solution designed specifically for the SME Market to protect their business. The solution integrates iHR Consulting's web based portal with HR Knowledge & Content, HR Advisory & Consultation and EPLI providing SME's with an insurance cover up to RM100,000 for any wrongful dismissal claims including legal fees.
Due to a lack of understanding and expertise in HR most SME's continuously face employment related disputes - this poses significant threats in terms of productivity and financial burden to their businesses. One wrongful dismissal claim can pose financial threat of up to 24mths of the employees last drawn salary plus legal costs.
It is simple to protect your business - at iHR we give peace of mind to SME's.
iHR Consulting Sdn Bhd established in 2003 is a leading Human Resources Consulting and Advisory firm. Delivering a first to Malaysia in collaboration and as exclusive scheme manager to Tune Insurance Malaysia Berhad - Employers Practice Liability Insurance. A strong pedigree in HR services to over 200 small to medium sized business in Malaysia. Services include and not limited to, its member online HR Portal, HR Content and Knowledge management, HR advisory and transformation programs, Customised training, consultancy and payroll outsourcing.
The SlideShare 101 is a quick start guide if you want to walk through the main features that the platform offers. This will keep getting updated as new features are launched.
The SlideShare 101 replaces the earlier "SlideShare Quick Tour".
Ten Essential Steps for Your Readmission Reduction ProgramHealth Catalyst
Effective care management is essential during the first 30 days after discharge to prevent unnecessary readmission and associated costs. Care managers can follow a 10-step readmission reduction program to help patients stay on track with recovery and avoid acute care:
1. Call the patient within two days of discharge.
2. Assess the patient’s self-care capacity.
3. Frontload homecare and ensure patient 'touches', if appropriate.
4. Conduct a home safety evaluation.
5. Order and install durable medical equipment prior to discharge.
6. Order an emergency alert/medication reminder system and preprogram important phone numbers on patient’s phone.
7. Implement fall prevention program, intervention, and education.
8. Provide in-home education on new diagnoses or unmanaged chronic conditions.
9. Connect the patient with community resources.
10. Establish a best practice for follow-up phone calls after discharge.
This webinar will serve as an introduction to Cancer and Work, a website that “was designed to address the unique needs of cancer survivors with returning, remaining, changing work or looking for work after a diagnosis of cancer. The website provides newly created information, resources, and interactive tools for cancer survivors, healthcare providers, employers, and highlights helpful information from across the globe.” The talk will include 10 steps to return to work, and job search ideas for cancer survivors
IDEAL INSURANCE is one of the largest Insurance Broking house of India providing Risk Management Services to Corporate and Individuals. We provide a Comprehensive Solution to all your Insurance needs. We assure you of our total commitment to our clients’ well being and will ensure the Highest Quality of Service Standards.
We are an specialist in Group Health Management and our technical expertise in the subject can help you
The Ideal Advantage:
1) Lower your Premiums in the long run
2) Manage your claims more effectively
3) Design Suitable covers and customize it regularly to meet employee expectations
4) Tie up With all Insurance Companies in India ensures we will give you the Best Deal and the Best Insurer
5) We will design a Employee Wellness Programme which will ensure better health for your employees resulting into Better Productivity and Lower Claims
We assure you of our total commitment to your organizational well being and will always ensure the Best Risk Management Practices.
You can drop an email at rahul@idealinsurance.in (CEO, Ideal Insurance Brokers Pvt. Ltd.)
Absenteeism, Destructive Workplace BehaviourCG Hylton Inc.
• Types of absenteeism: culpable, innocent: making the distinction
• Addressing the root causes of absenteeism to determine if it is a symptom of stress, burn-out, addictions etc.
• Proactive strategies and guidance to rectify the behaviour
• Attendance policy: tips and strategies
• Ignoring it won't make it go away: how to communicate expectations, policy and confront the issue
• Determining when termination is appropriate
Presentation by Bonnie Britton, MSN, RN, ATAF Telehealth Program Administrator, Vidant Health and Seth VanEssendelft, Vice-President for Financial Services, Vidant Medical Center
How to Prepare Your Organization for a Safe Re-Entry During COVID-19BizLibrary
As organizations contemplate options for re-entry, a lot of questions emerge. How can everyone remain safe? What if someone gets sick? When is the right time to go back? Should we even re-open the office? With companies like Twitter and Google opting for their employees to remain home for an extended period of time or even indefinitely, it can be hard to know what’s best for your organization.
While there is not a simple answer to these questions, during the webinar, Director of Learning Culture and Talent Development at BizLibrary, Libby Mullen, is going to explain one thing that all organizations must do to make this transition as smooth as possible. Organizations must consider both employees’ physical and mental health and safety when creating their plan for a successful re-entry into the workplace.
Join Libby as she discusses these important topics and more during the webinar!
· How to prepare for re-entry before anyone steps foot into the office
· Why employees’ mental health must be taken as seriously as physical health during this time of uncertainty
· Guidelines and precautions from the CDC on how to safely return to work
· Assessments to uncover what is the right move for your organization
Presented by Dr. Katharine Gillis at our annual Women in Mind conference on women's mental health.
She was appointed Chair of the
Department of Psychiatry at the University of Ottawa
in 2009, Interim Head, Department of Psychiatry,
Ottawa Hospital in July 2013; and is a national leader
on psychiatry education.
The term cultural competence consists of two words, culture and competence (Jirwe, Gerrish, & Emami, 2006). Culture is defined as the learned, shared and transmitted values, beliefs, norms and life practices of a particular group of people (Leininger & McFarland, 2002). Peoples' culture can be understood through their actions, that is, their behavioral patterns and through understanding why people act in the way they do; their functional patterns (Leininger & McFarland).
Culture can also be understood through an interpretation of one's world, through one's cognitive processes, or through a person's understanding of their world, which is linked to their symbolic interactions (Jirwe, Gerrish, & Emami, 2006). “Since cultural background greatly affects several aspects of people's lives, i.e. their beliefs, language, religion, family structure and body image, this must be considered when caring for people from other cultures” (Jirwe, Gerrish, & Emami, p. 12).
Cultural competence is a way of practicing one’s profession by being sensitive to the differences in cultures of one’s constituents and acting in a way that is respectful of the client’s values and traditions while performing those activities or procedures necessary for the client’s well-being (DeChesnay, 2008). It takes into account the cultural differences between the nurse and the patient, while meeting the needs of the patient.
We have chosen to deliberate on the Amish culture because due to their beliefs, lifestyle and isolation from the modern world, much mystery surrounds their culture and many nurses are unable to relate to their culture, understand it, or practice culturally competent care (Jirwe, Gerrish, & Emami, 2006, ).
Amish families have purposely separated themselves from the advancing modern society that surrounds them and refuse to depend on outside help in order to survive (Baker, 2007). This seems such a rebellious and alternative way of life that is hard for many people to understand (Baker).
The Centers for Disease Control and Prevention (CDC) defines bioterrorism as "the deliberate release of viruses, bacteria, or other germs (agents) used to cause illness or death in people, animals, or plants” (Centers for Disease Control and Prevention [CDC], 2007, p. 1).
This presentation will cover the initiation, process and roles of agencies in Multnomah County, Oregon and their relationships with international, national and state agencies. The role of the public health department in relation to bioterrorism will also be explored.
Injury is the leading cause of death among children and adults up to age 44 and is the leading cause of potential life lost before age 65 (Healthy States, 2007, p. 3). In 200, more than 120,000 Americans of all ages died from injuries from motor vehicle crashes, suicide, falls, poisoning, drug overdoses, drowning, fires and other causes (Centers for Disease Control and Prevention [CDC], 2006) while more than 20,000 persons in the United States die from drug overdose.
Because of its impact on the health of all Americans--young and old--preventing injury is a serious public health challenge. As recent tragedies shine the spotlight on accidental drug overdoses, it’s becoming increasingly clear that prescription drugs are playing an increasing role in accidental deaths (Kelley, 2009, p. 24).
Healthy Communities: Multnomah county is one of the 36 counties in the state of Oregon, located with Portland as its county seat. Portland is the second largest city in Oregon and the most populous metropolitan area in the state (U.S. Census Bureau [USCB], 2008, p. 1). As of 2007, Multnomah County's population is 681,454 people (Sperling, 2008). For the purpose of this study, the community focus will be primarily on the sector of Multnomah County in the 97212 area code, which will be called the Rose Sector.
Implementing an electronic charting system in a healthcare facility, barriers to change, and organizational plan for change. speaker notes are indepth.
Today we will be discussing legal considerations dealing with professional boundaries and sexual misconduct in the workplace. We will examine in depth what sexual misconduct is, and how to prevent this from happening in our nursing practice. This presentation will also review the nurse practice act and its view on sexual misconduct. If you have any questions, please don’t hesitate to ask.
Delegation in healthcare and nursing. Delegating a task does not mean that you have absolved yourself of the responsibility of that task. You are still the principal person in charge of the task and how well the job is done ultimately rests on you. This is why a delegation model is essential in the workplace.
This presentation will identify the key phases of a delegation model, and use that model in a case study based in the healthcare setting.
Today’s presentation focuses on Jean Watson's Theory of Human Caring. During this presentation we will analyze the theoretical framework, review the critical components of the Theory of Caring, and discuss how the theory is utilized in nursing practice. This presentation will also detail application of Watson’s Theory of Caring into the peri-operative environment by instituting a “sacred space” and explain the process of implementing the sacred space. Enjoy!
Healthcare in the United States has become very fragmented, expensive and disjointed. Over the course of a hospitalization, a patient may be transferred from one unit to another, sometimes spending as much as 5 different units in a 3 day stay. This has led to many hand-off reports, and increased the potential for mistakes, improper communication, and patient deaths.
Partnership in this context is defined as a relationship between individuals or groups that is characterized by mutual cooperation and responsibility, as for the achievement of a specified goal (The American Heritage Dictionary, 2006). Partnership ensures that each member is equal and brings something important to the table. The Partnership Care Delivery Model (PCDM) ensures that the patient is an integral part of the healthcare team, and their experiences, contributions, advice, and influence is needed and valued.
Self assessment presentation that crafts ones strengths and weaknesses into a perfect position. Hello everyone. I would like to take this opportunity to determine the perfect position for me within the new organization post-expansion. In creating the ideal leadership position, I will identify my leadership style, the strengths, weaknesses and capabilities; as well as contrast different leadership theories and how they apply to my personal style.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
2. Rolling 180 day cycle
Incentive attendance
Earned holiday for perfect
attendance
Reimbursed banked sick
time payout
Probationary period
Doctor’s note
Lenient policy
Flexible scheduling
options
Self scheduling
3. Scheduled paid time off
2 personal days and 10 Disciplinary action
vacation days 1st warning: Written
Must be pre-approved by warning by manager
manager 2nd warning: Written
warning by HR
Unscheduled paid time
Disciplinary review board
off which may lead to
8 sick days termination
3 occurrences in a rolling
180 day cycle
Call-in no later than 2 hours
before shift start
4. Educational classes
Diet and nutrition
Stop smoking
Importance of exercise
Exercise
In-house gym
Low membership rate with
24 Hour Fitness gym
Weekly Farmers Market
Employee health clinic
Community events
5 K run
Cycle-thon
5. All employees start at 24
points Staff can gain points with
Staff loses points based the following
on the following rules: Picking up a last minute
If you call in more than 2 shift
hours before the start of Picking up a weekend shift
your shift Working full time with no
If you call in less than 2 call ins in 1 month
hours before the start of Receiving a Superstar
your shift award or written
If you are tardy compliment from a patient
If you leave before the end
of your shift
If you are a no call/no show
6. Track and enforce policy
Encourage personal
responsibility and
accountability
Managers should know
the understand the
scheduling needs of staff
The Points system has
shown decreasing
absenteeism rates
7. Davey, M., Cummings, G., Newburn-Cook, C., & Lo, E. (2009). Predictors of nurse absenteeism in hospitals: a systematic
review. Journal Of Nursing Management, 17(3), 312-330. Retrieved from MEDLINE with Full Text database.
Gale, S. F. (2003). Sickened by the cost of absenteeism, companies look for solutions. Workforce, 3, 40-43.
Getty Images (2009). Keywords “Absent”, “Patient care,” and “Nurse”. Retrieved December 11, 2009 from
http://gettyimages.com/
Hackett, R., Bycio, P., & Guion, R. (1989). ABSENTEEISM AMONG HOSPITAL NURSES: AN IDIOGRAPHIC-LONGITUDINAL
ANALYSIS. Academy of Management Journal, 32(2), 424-453. Retrieved from Business Source Complete database.
Taunton, R., Hope, K., Woods, C., & Bott, M. (1995). Predictors of Absenteeism Among Hospital Staff Nurses. Nursing
Economic$, 13(4), 217-229. Retrieved from Academic Search Complete database.
U.S. Legal (2008) Absenteeism. Retrieved December 10, 2009, from http://definitions.uslegal.com/a/absenteeism/
Editor's Notes
Hello my name is Tosin Ola and this presentation will highlight the risk management issue of excessive absenteeism, focus on the methods to curtail absenteeism, steps already in place, the points system, and healthy living programs. Absenteeism is the term generally used to refer to unscheduled employee absences from the workplace (U.S. Legal, 2008., p. 1). According to the U.S. Department of Labor, companies lose approximately 2.8 million workdays a year because of employee injuries and illnesses (Gale, 2003, p. 40). Of all the expenses related to absence, unscheduled time off has the biggest impact on productivity, profitability and morale (Gale, p. 40). The inability to plan for such absences forces hospitals to hire last-minute temporary staff (travelers and per diem nurses) at higher rates, pay more overtime to permanent staff, or add a staffing margin to replace anticipated lost labor by utilizing in-house per diem employees (L. Meyer, personal communication, December 8, 2009). All these tactics negatively affect the bottom line of the hospital in every fiscal period.
There are several methods that facilities across the country have used in an effort to stop excessive absenteeism. Listed below is a summary of a few of the methodsRolling 180 day cycle: This style is used by several facilities, where sick calls are annotated on a rolling 6 month period. The HR department looks at the number of absences for any employee during that time, and they are disciplined accordingly (Davey, Cummings, Newburn-Cook, & Lo,2009, p. 320). Incentive attendance: Earned holiday for perfect attendance for 6 months or >480 hours of unused sick pay could be reimbursed up to half the banked amount to the nurses’ check (Hackett, Bycio, & Guion, 1989, p. 431). Other incentives are to give prizes, rewards, plaques, bonuses and gift cards for employees with perfect attendance.No sick pay for first day of absence period for new employees (Davey, et. al, 2009, p. 322). Since most new employees are on a probationary period, several facilities use this time to gauge the nurses’ productivity. Hospitals can terminate employment during the probationary period for any staff that show signs of excessive absenteeism (L. Meyer, 2009).Progressive disciplinary action policy at manager’s discretion (Hackett, et. al, 1989, p. 438). Managers and the HR department can review the records of the employee and discipline absenteeism according to previously disclosed policies. Physician’s certification required for approval of sick pay at manager’s discretion (Taunton,Hope, Woods, &Bott,1995, p. 228).Lenient policy on requested scheduled days off (Davey, et al, 2009, p. 327). Some flexibility is required with the schedule to accommodate the personal needs of the staff. The manager can approve days off provided that there are alternate arrangements made i.e. switch with another employee, using the float pool etc. Some hospitals use self scheduling to allow the nurses to pick days and schedules that work for them. This has been shown to reduce burnout and stress since the nurses can choose work days that fit their lifestyle. However, this system has been shown to increase role stress for the management or whoever is creating the schedule and may cause cliques and team disunity due to favoritism (Taunton, et al, 1995).
The hospital permits each full-time employee paid time off accrued annually based on the number of hours worked:8 sick days2 personal days10 vacation daysPersonal days do not accrue, however, sick days and vacation days can be carried over to the next fiscal years. New employees are on probation for 90 days and although their time does accrue, it cannot be applied until after the probationary period. Personal and vacation days must be pre-approved by the manager and count as scheduled absences. The hospital also permits 3 unscheduled sick occurrences every 180 days. Each sick call counts as one occurrence, however if the calls are consecutive, this counts as one occurrence. The sick calls use a rolling 180-day cycle, which means the sick calls are counted from a 6 month block of the most current call. The nurse must call in 2 hours before a scheduled shift, otherwise, it will be deemed as a No-Call/No-Show which automatically is grounds for disciplinary action. The first step of disciplinary action is a signed written warning from the manager. The second step is a written warning from the HR department. The third step is the Disciplinary Review Board which consists of the HR manager, nursing supervisor, CNO, union steward and unit manager. The DRB can terminate employment at this point.
To promote health and wellness, the hospital initiated the Healthy Living program. Educational classes are available at the hospital for staff that instructs the employees on healthy lifestyle choices and support is available for those trying to quit smoking. The hospital also has an on-site gym and staff has access to very low rates of membership with 24 Hour Fitness. Every Friday from 10am-4pm, the hospital organizes a farmer’s market where local farmers bring fresh produce to the hospital for sale to patients and staff. In addition to this, the hospital sponsors several charitable activities like the 5 K Run and annual Cycle-thon to encourage an active lifestyle. Annual TB testing, vaccination shots and screenings are available to all staff at the Health clinic.
All employees start out at 24 points. If you call-in more than 2 hours before the start of your shift, the following points will be deducted:Weekday~ 3 pointsSaturday & Sunday ~ 5 pointsHoliday ~ 7 pointsSaturday and Sunday of the same weekend or a double shift~ 15 pointsIf you call in less than 2 hours before the start of your shift, the following points will be deducted:Anyday~10 pointsIf you leave before the end of your shift, the following points will be deducted:Please note: if less than 2 hours are worked, it will be considered an absence and will be subject to points coinciding with the day of the week missed.Weekday ~ 2 pointsWeekend ~ 3 pointsIf you are tardy for your shift, the following points will be deducted:Less than 10 minutes ~ 1 pointMore than 10 minutes ~ 2 pointsIf you are a No Call/No Show, the following points will be deducted:Anyday 10 pointsDisciplinary action in relation to point status:Lose 6 points (18 points left) ~ Verbal warningLose 12 points (12 points left)~Written warningLose 18 points (6 points left)~ Final written warningLose 24 points (0 points left) ~ TerminationYou are able to regain any points that are lost by: (24 points max/no banking points)Picking up a last minute shift ~ 2 pointsPicking up a last minute weekend shift ~ 4 pointsWorking 8-20 hrs/week with No Call-Ins during a month ~ 2 pointsWorking 21 + hrs/week with No Call-Ins during a month ~ 4 pointsReceiving a Superstar Award or a compliment from a patient~ 5 points*Points will be given at the discretion of the unit manager and will not excuse excessive call-ins.(Policy from HR department interview)
It is useless to have an absenteeism policy if it is not tracked and enforced (L. Meyer, 2009). Healthy living programs can improve the health of employees, but each employee needs to show accountability and responsibility to make sure that when they are scheduled they show up to work. Nurses tend to value their jobs, and offenders usually show improvement in their attendance by the time they reach the 2nd level of action (letter from HR department). Hospitals and medical facilities need workers to ensure the flow of patient care, so it is crucial that nurses and staff understand the importance and the impact that their absence will cause. Ever since the hospital enforced the Points system, sick calls have gone down by 35%, and Meyer suspects that this rate will continue to dramatically decrease.