...in an open storage tank at 82.2°C is being pumped at the rate of 0.379 m3/min from the tank. The line from the storage tank to the pump suction is 6.1 m of 2-in. schedule 40 steel pipe and it contains three elbows. The discharge line after the pump is 61 m of 2-in. pipe and contains two elbows. The water discharges to the atmosphere at a height of 6.1 m above the water level in the storage tank. (a) Calculate all frictional losses ΣF. (b) Make a mechanical-energy balance and calculate Ws of the pump in J/kg. (c) What is the kW power of the pump if its efficiency is 75%? Ans. (a) ΣF = 122.8 J/kg; (b) Ws = -186.9 J/kg; (c) 1.527 kW 2. Nitrogen gas is flowing through a 4-in. schedule 40 commercial steel pipe at 298 K. The total flow rate is 7.40 X 10-2 kg/s and the flow can be assumed as isothermal. The pipe is 3000 m long and the inlet pressure is 200 kPa. Calculate the outlet pressure. Ans. P2 = 188.5 kPa 3. Calculate the pressure at Al Soudah Mountain, taking into the account that air is compressible. 4. In a small domestic fish tank, a 5-watt pump at the top of the tank is used to pump water through a filter. The pump is sucking water from the bottom of the tank at a depth of 20 cm. The tank is 75% filled. The suction pipe size is 1 cm and the discharge pipe is 0.5 cm. the water temperature is 30 0C. Make reasonable assumptions for any missing data. A) Draw a flow sheet for this system. B) Calculate the volumetric flow rate of the pumped water. Hint: A video clip of...
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...Quiz 6 1) (a) Figure 1 below shows the arrangements of a circuit for a hydraulic system. The pump draws oil with a specific gravity of 0.90 from a reservoir and delivers it to the hydraulic cylinder. The cylinder has an inside diameter of 125 mm, and in 15 s the piston must travel 500 mm while exerting a force of 5000 kg. It is estimated that there are energy losses of 3.5 m in the suction pipe and 10.7m in the discharge pipe. Both pipe diameter is 50mm. Calculate: (i) The volume flow rate through the pump [4 marks] (ii) The pressure at the cylinder [4 marks] (iii) The power delivered to the oil by the pump if the pump has 70% efficiency [9 marks] Figure 1 2) (a) Figure 2 shows water flowing from reservoir A to B. If the water surface elevation in reservoir B is 110 m, what must be the water elevation in reservoir A if a flow of 0.03 m3/s is to occur in the cast-iron pipe with gate valve fully open? (Assume ambient temperature) [13 marks] (b) Explain what is the purpose of the gate valve in the pipe system? [4 marks] (c) Draw the HGL and EGL for the pipe system. [4 marks] (d) Propose an improvement to reduce the losses in the pipe system. Justify your answer. [4 marks] Elevation = ?? m A Kent = 0.5 L = 150 m Long radius Bend, 90° flanged Gate Valve Elevation = 110 m L = 40 m D = 60 cm Figure 2 D = 60 cm B Kexit= 1.0...
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...across all health and social settings. 1.1 Literature Review “A good…handover process is a crucial part of providing quality…care…The conservation of patient data during the handover process is vital to ensure good continuity of care and safe practice. Any errors or omissions made during the handover process may have dangerous consequences…” (Pothier, et al., 2005) Delays in transferring or discharging patients can result in a range of problems for both patients and organisations (Bryan, et al., 2005). For patients these problems include: increased dependency; depression; loss of choice, control and confidence; and being placed at risk of exposure to hospital acquired infection. For organisations delays in the transfer or discharge of patients may result in bed blocking, leading to the possibility of greater waiting times for patients needing hospital care and treatment. In addition,...
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...Kyle Thompson – 05970640 Management of discharge Management skills in adult nursing UZTR6D4-40-2 05970640 The NMC Code (2008) charges nurses to protect confidential information, and to only use it for the purposes given – for their treatment. Therefore all patients and events mentioned in this essay are inspired by real patients and events, but names, locations, dates and other details have been altered or obscured to make identification impossible. Following the introduction of the knowledge and skills framework (DH 2004a) and emphasis on quality of health care and patient centred, interprofessional, health and social care (DH 2000; Leathard 2003; Thompson et al. 2002) health care professionals and students will need to be able to demonstrate the quality of our care and team working abilities. There is a connection between practice and thinking about practice – action and reflection are interdependent; they need one another. Reflection may be triggered by an awareness of a gap between theory and practice, a difference between what ‘should be’ and ‘what is’ (Sullivan & Decker 2005). Our actions and the quality of our care are improved by reflection-on-action, by making sense of what we have experienced, and thinking about how we might act differently in the future (Lillyman & Ghaye 2000). Reflection has a rôle in maintaining one's personal portfolio and maintaining competency and continuing professional development. Support and supervision from managers, who already have a responsibility...
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...Discipline and Discharge Esteban Estrada American Military University Virginia Abstract Discipline, in the context of a work place, can be defined as the act of implementing acceptable behavior in wayward employees to create a comfortable working environment. Discharge of an employee means to dismiss him or her from their job. The discipline and discharge of employees tends to be a thorny issue at any work place. No person really wants to be told they are wrong or that they are lagging behind in their work that they do not show team spirit or are rude to colleagues and disrespectful to those in charge. Just as there are guidelines on how to handle other issues that may arise at work, there are also guidelines on how to discipline and discharge employees. Though they are generally tenacious duties to carry out, with the right approach, it can be done without leaving one feeling like the offender. Keywords: Discipline, Discharge, Ethics Discipline and Discharge There are two approaches that can be taken toward employee discipline, that of being lax on the rules without clearly outlining what they are to create a freer atmosphere or that of letting employees knows all the rules and the penalties for violating them. Though management can argue that outlining all the dos and don’ts will make their employees feel as though they are children who cannot tell between right and wrong, it has been shown that taking the lax approach is detrimental...
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...Newborn Discharge Instructions Feeding: Feed your baby whenever he or she shows signs of hunger (hands in mouth, rooting, lip-smacking, cooing). Breastfed babies usually eat every 2-3 hours but may eat more frequently at certain times of the day. Bottle fed babies usually eat every 3-4 hours. Urination: During the first few days of life, your baby will urinate 2-3 times each day. By the 4th or 5th day of life, your baby should urinate 6-8 times a day. Bowel Movement: Your baby’s first bowel movements are called meconium and are thick, black and sticky. During the first 4-5 days of life, your baby’s bowel movements will change from brown to green and finally to yellow. Most babies have 3-4 bowel movements daily. If you are breast feeding, you will know your baby is getting enough to eat if he/she has at least 3-4 soft yellow bowel movements each day. Bathing: Your baby does not need to be bathed every day 2-3 times a week is enough. Use mild, non deodorant soap and dry the baby very well to prevent him/her from becoming cold. Be sure to clean the diaper area well with each diaper change. Cord Care: Your baby’s cord will fall off in 5 to 15 days. Positioning: Your baby should fall asleep on his/her back. Your baby should NOT sleep on his/her stomach. It is OK for your baby to lie on his/her stomach when he/she is awake and you are playing. Temperature: If you are concerned that your baby is sick, you can take a temperature under the baby’s...
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...EVKET WLI-90 EVTT3F EVTS BHVSD HVTEB HVS2C ALPHABETICAL INDEX Type Page Type Page Type Page 21 ............................................................ 32 22 ............................................................ 31 AFGS ...................................................... 73 BHVSD ................................................... 57 BHVSF.................................................... 56 CCL-EHV .................................................. 6 CCLS-EHV................................................ 7 EVBCF.................................................... 45 EVBETSH ............................................... 54 EVDCH ................................................... 41 EVDCS.................................................... 39 EVEDST.................................................. 63 EVEDST-90 ............................................. 65 EVEF-D................................................... 84 EVETF .................................................... 15 EVETS .................................................... 49 EVHS ...................................................... 82 EVIS........................................................ 53 EVKES.................................................... 48 EVKET .................................................... 14 EVLCF ...................................................... 4 EVPC ...................................................... 81 EVS2C ......................
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...Fordham Law Review Volume 55 | Issue 6 Article 5 1-1-1987 Constructive Discharge Under the ADEA: An Argument for the Intent Standard Ira M. Saxe Recommended Citation Ira M. Saxe, Constructive Discharge Under the ADEA: An Argument for the Intent Standard, 55 Fordham L. Rev. 963 (1987), http://ir.lawnet.fordham.edu/flr/vol55/iss6/5 This Article is brought to you for free and open access by The Fordham Law School Institutional Repository. It has been accepted for inclusion in Fordham Law Review by an authorized administrator of The Fordham Law School Institutional Repository. For more information, please contact melnick@law.fordham.edu. CONSTRUCTIVE DISCHARGE UNDER THE ADEA: AN ARGUMENT FOR THE INTENT STANDARD INTRODUCTION The Age Discrimination in Employment Act of 1967, as amended 1 (ADEA), prohibits employers2 from discriminating on the basis of age against individuals forty years of age or older.' An employer may not trine of constructive discharge,7 which occurs when the employer creates discharge4 an employee within the protected group based on his age, 5 except as provided by law. 6 In addition, the ADEA recognizes the docworking conditions so intolerable that a reasonable employee would be 1. Age Discrimination in Employment Act of 1967, Pub. L. No. 90-202, 81 Stat. 602 (1967) (codified as amended at 29 U.S.C. §§ 621-34 (1982 & Supp. III 1985)), as amended by Age Discrimination in Employment Amendments of 1986, Pub. L No. 99592, 100 Stat. 3342...
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...A former employee of our company has filed a claim with the EEOC that the company discriminated against him and due to this discrimination; the employee was forced to resign due to constructive discharge. The claim states that the constructive discharge violated Title VII of the Civil Rights Act of 1964. The former employee alleges that the constructive discharge was in correlation with religious discrimination based on a work schedule policy change. The former employee states that the change in the work schedule policy was discriminatory, because it required employees to work on a religious holy day and due to this change the employee was forced to quit. Constructive discharge in employment law is typically when working conditions are so intolerable that the employee feels compelled to resign (Constructive Discharge, n.d.). Constructive discharge is a discriminatory practice that forces an employee to resign due to perceived intolerability in the work environment. Courts will typically agree with the claim of constructive discharge, if the court determines that any reasonable employee in a similar situation would also feel discriminated against if in the former employee’s position (Ford, Notestine, & Hill, 2000). Courts also require that an employee show that the working condition was so intolerable and that the employer made it purposely so, it forced the employee to resign (Ford, Notestine, & Hill, 2000). The burden of proof is placed on the former employee...
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...(CEO) From: Middle Manager Date: Thursday, April 5, 2012 Re: Former Employee, Constructive Discharge & Religious Discrimination Lawsuit ____________________________________________________________________________________ When hired to work for a company every employee expects to be treated equally and fairly in part due to the Civil Rights Act of 1964. When an employer changes working requirements or conditions and the employee becomes unsatisfied with these changes they can either opt to work with the employer to fix the issues, and/or quit. In a court of law it can be very hard to prove an undesirable working environment due to the fact that everyone sees things differently and physical evidence is needed. No employer tries to discriminate against employees, however it can happen inadvertently. Constructive discharge can occur when an employee feels forced to quit because their working conditions are, or were made so unbearable that no reasonable person would stay. (Merriam-Webster, 2012) This usually includes but is not limited to hazards to life or limb, harassment, and negative change in pay or benefits. In many companies the employee must first attempt to speak with or notify the employer of issues they are having and allow time for the employer to rectify the situation while still employed for their claim to hold up in court (The Gale Group, 2002). Constructive discharge has, in recent years, became more prevalent in court cases where individuals quit their jobs...
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...INSTRUCTIONS FOR COMPLETING AND SUBMITTING THE STATE OF CONNECTICUT APPLICATION FOR EXAMINATION OR EMPLOYMENT (FORM CT-HR-12) PLEASE READ CAREFULLY BEFORE COMPLETING THE APPLICATION GENERAL INFORMATION AND INSTRUCTIONS This application form is the official State of Connecticut Application Form for Examination or Employment effective October 1, 2010. PLD-1 application forms should not be used on or after October 1, 2010. Check the State Employment Pages on the DAS website (http://das.ct.gov/employment )for more detailed information about completing the State Application Form and about state examinations, job opportunities and to sign up for e-mail notification of current exams and job openings. 1. The CT-HR-12 is a PDF document that can be completed on-line or it can be printed and completed manually. If you complete the form on-line, you can save it in your documents for future reference. 2. This application form can be used to apply for currently posted State of Connecticut examinations or currently posted 3. 4. 5. 6. 7. 8. 9. 10. job opportunities (positions/job postings). If you are applying for a currently posted examination, make certain you include the examination title and examination number. If you are applying for a currently posted job/position, make certain you include the position title and position number. Type or print (in ink) all information requested on the application form. It is critical that you complete all sections of the application form...
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...Manager, Elementary Division Date: September 17, 2013 Subject: Former Employee’s Discharge Claim Relevancy of Constructive Discharge We had a former employee file a claim against our company for constructive discharge under the Title VII of the Civil Rights Act of 1964. Constructive Discharge is “when a worker’s resignation or retirement may be found not to be voluntary because the employer has created a hostile or intolerable work environment or has applied other forms of pressure or coercion which forced the employee to quit or resign” (http://www.dol.gov/elaws/eta.woon/glossary). We implemented a shift change at the beginning of the New Year because the company’s growth has increased greatly. The new shift change requires that production employee’s work four days and then get four days off. Because of this rotating schedule, employees are required to work some Sundays. Because of this change, the employee claimed that the shift change infringed upon her religious beliefs of Sabbath day observance. The former employee quit their job after we implemented the change. In order for the employee to persuade the court that our company created an intolerable work environment, he/she would have to prove that any reasonable employee would have to quit in his/her same situation. The majority of the time, employees have a difficult time proving that a constructive discharge occurred (http://www.justia.com/employment/firing-wrongful-termination). Also in order for...
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...Discharge planning is a process that aims to improve the coordination of services after discharge from hospital by considering the patient’s needs in the community. It seeks to bridge the gap between hospital and the place to which the patient is discharged, reduce length of stay in hospital, and minimise unplanned readmission to hospital.1 Discharge planning is an established part of hospital care, but the process varies and is not entirely evidenced based. A Cochrane review analysed 11 randomised controlled trials looking at discharge planning in over 5000 patients and failed to show a reduction in mortality among elderly medical patients, lower readmission rates, or a shorter length of hospital stay.1 However, two trials in the review did report greater satisfaction of patients and carers when discharge planning was used.2 3 The Cochrane review concluded that discharge planning remains important as a small improvement, not detected by the studies performed so far, could still yield highly significant gains in health care with huge resource implications and better use of acute hospital beds.1 Unfortunately, none of the included trials assessed communication with primary care staff about patient transfer of care. This is an important aspect of discharge planning and another potentially important advantage for patients. On a patient’s initial contact with health services, discharge planning should be started.4 This is often difficult to achieve when acutely unwell patients...
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...Discharge Teaching Plan Form Your Instructor’s Name: Professor Halpin-Garcia Purpose: The focus of this assignment is identifying patient’s needs and analysis and synthesis of details within the written client record and planning an appropriate discharge plan with necessary patient teaching of the disease process. Points: This assignment is worth a total of 150 points. Directions: Please refer to the Discharge Teaching Plan Guidelines found in Doc Sharing for details about how to complete this form. Remember there is a 6 page maximum limit on this assignment. Type your answers on this form. Click “Save as” and save the file with the assignment name and your last name, e.g., “NR305_Discharge_Teaching_Plan_Form_Smith” When you are finished, submit the form to the Teaching Plan Dropbox by the deadline indicated in your guidelines. Post questions in the Q & A Forum or contact your instructor if you have questions about this assignment. Look at the EXAMPLE in the first assessment area. This is NOT an all-inclusive response and you will need to add your responses as well. Please be sure to review your guidelines. Discharge | Need(s) identified. | Teaching technique or approach to problem identified.Describe content. | Rationale for choosing this technique/approach. | Example:Diabetes Education | These are some ideas, there may be others that you identify. * Understanding of disease process * Understanding of action of medications. * What else does Tina need education...
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...Memorandum To: CC: Office of the Chief Executive Officer Office of the Vice President of Human Resources From: Date: Re: 4/2/2012 URGENT: Filed Employee Claim under Title VII of the Civil Rights Act of 1964, Constructive Discharge. I wanted to provide some background on Constructive Discharge under Title VII of the Civil Rights Act of 1964. Title VII was established for employees in the United States to protect them from workplace discrimination based on their race, color, ethnicity, religion gender and/or sexual harassment. Under the definition of Constructive Discharge, according to USLegal.com, an employer makes a working environment intolerable which forces the employee to resign. It further states that “evidence of objectively difficult or unpleasant working conditions to the extent that a reasonable employee would feel compelled to resign, if the employer has not been given at least 15 days’ notice by the employee that the employee intends to resign because of these conditions and the employer fails to respond to the employee’s claim”. (1) In this particular case, our former employee who resigned is alleging religious discrimination under Constructive Discharge due to a work policy change requiring employees to rotate their shifts which includes working on what may be considered a religious day. As an employer, the Company needs to “reasonably accommodate an employee’s religious beliefs” (2) and make reasonable accommodations to the work environment. At the time...
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