...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...R. Williams Construction Co. V. OSHRC Katrina Dickey Strayer University Dr. Banks HRM 510-Business Employment Law December 1, 2013 R. Williams Construction Co. V. OSHRC Safety has been on the top of the list since many can remember. Having safety work practices can make or break a company. It did just that for R. Williams Construction Company. OSHA (Occupational Saftey and Health Act) was put into place to help protect employers and employees. When regulations are not followed it could cause employers money and employees injury. In this paper it will review the case of R. Williams Construction Company V. OSHRC, discuss the legal issues in the case, and analyze why R. Williams construction Company was fined for over three safety violations. What was the legal issue in this case? The legal issue in the case R. Williams Construction Company v. OSHRC was the result after a trench collapsed, which resulted in the death of one employee from the construction company, Jose Aquiniga and serious injury of another employee, Adam Palomar. After close investigation, OSHA charged R. Williams Construction Company with four violations that all resulted in expensive fines. The violations included failure to instruct employees and managers on how to recognize and avoid hazardous work conditions. The next is the failure to ensure that employees did not have to travel more than twenty-five feet to safe zone. (Walsh, 2010) Third was the failure to have a competent person who was specifically...
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...| * Legal Guidelines for hiring employees * Avoiding illegal discrimination against an employee because of race, color, gender, religious beliefs, national origin, disability, age, or genetic information. * Respect applicants privacy rights * Don't imply job security * Protect against unfair competition * Refer to the legal rules for hiring workers under the age of 18 and immigrants | * Job Descriptions * Necessary elements are qualifications, necessary skills, education, any experience or licenses that are required for the job. * Job description should also include the essential and nonessential job functions. * If there is any legal discrimination required for the job they should be included in the job description. | * Job advertisements * When advertising wording is the biggest obstacle that needs to be addressed. * Try to use words like salesperson instead of salesman or energetic instead of young. * In job advertising the main objective is to promote your available position while showing an equal opportunity employer | * Job applications and interviews * Avoid unlawful questions by asking questions that are job-related. * Develop a standard set of questions that can be used in every interview. * Questions that pertain to experience or skills required | * Interviewing protocol * When starting an interview give the applicant some info on the job duties, hours, pay range...
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...P5- explain the strategies and methods that can be used to support children, young people and their families where abuse is suspected or confirmed. There are many factors that could lead the individual to suspect a child to be abused. These factors could be s howed through the individuals apprentice or the way in which they act. Health professionals use a variety of strategies and responses to help and support children and young people. For example if an individual’s self-esteem, confidence and resilience is low there become more vurable and at target for abuse. Whereas if a child or a young person has high self-esteem they will confident and less likely to be a target of abuse they are more likely to be talkative and notice that they are becoming a target of abuse. A child or young person with low self-esteem will be vulnerable as they are less likely speak out. To address this health and social care professionals should make the individuals feel valued and the child or young person should be aware and reminded of the qualities they have. This strategy would be appropriate in some situations but not others for example if an individual is beginning to act out at school this could be a clear sign there self esteem is quite low as they are putting a front on rather than showing weakness, by addressing this low self esteem individuals will begin to feel better about them self and express there feelings. The more we work on an individual self esteem the less likely they...
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...ETHICAL ISSUES OF HUMAN RESOURCE MANAGEMENT IN HEALTH CARE MANAGMENT HIRA TOOR HCAD 660 11/01/2015 TURN-IT-IN SCORE: 13% Total paper content: 18 pages Abstract This paper deals with ethical issues encountered by human resource managers in various healthcare settings. The ethical problems that the paper highlights includes issues related to overworked employees, employee discrimination, disabled worker disparities, age-related employee discrimination, difficulties in maintaining employee relations, problems with downsizing workforce, workplace bullying, conflict of interest and compliance issues. The research paper also gives recommendations on how to maintain an ethical environment by: hiring of adequate staff, conducting fair employment testing, rewarding disabled employees, educating on age-discrimination, creating a diverse workforce, communicating to build employee relationships, executing a strategic plan to mitigate bullying and presenting fair judgments. The paper also address issues associated with ethics of flu shots, employment hurdles of medical marijuana patients, inequality of women’s compensation and safety hazards of employees. In conclusion, my personal experience with ethical issues at laurel regional hospital is discussed. Introduction: The human resource department is the heart of every healthcare organization. The human resource functions deals with variety of ethical challenges on daily basis. Human resource includes...
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...and retain the right people. As part of human resources planning, the organization must develop the following plans: strategic management, workforce and employment, human resource development, total rewards, employee and labor relations, and risk management. Adecco Group North America is an organization that has been very successful at finding the right people. In order to learn more about their success, I recently interviewed Amy Herron, the SVP of Human Resources at Adecco Group North America. Career History Amy has been with Adecco for nearly 20 years. A graduate from the University of Pittsburgh, with a Bachelor’s degree in Communication, Amy started her career with Adecco in 1995 as a Benefits Administrator where she administered health plans, managed leaves of absence, and provided employee claims assistance. Seven months after starting her career with Adecco, Amy was promoted to Human Resources Coordinator where she was responsible for auditing personnel files and facilitated new hire orientations. In 1996 Amy was promoted to Human Resources Manager where she partnered with managers to resolve employee relation issues, lead the human resources integration for company acquisitions, and conducted leadership and employment law training. In 2003, Amy became the Director of Human Resources where she directed the human resources functions of employee relations, employment, immigration, compliance and training. In 2010 Amy was promoted to Vice President of Human Resources and...
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...Today’s healthcare institutions and providers strive to be safe places for patients to receive care, but past data indicates it has not always been so. The Institute of Medicine determined in the late 1990’s that 44,000 to 98,000 patients die from medical mistakes each year (Wachter, 2008). This tremendous number of deaths places medical care mishaps between the fifth and eighth leading causes of deaths in the United States (Kizer, 2001). In 2002, The Joint Commission established National Patient Safety Goals (NPSG) to help accredited organizations with patient safety in specific areas. An advisory group comprised of nurses, physicians, pharmacists, risk managers, clinical engineers, and others with appropriate experience advises The Joint Commission on how to address emerging patient safety issues. This group also periodically develops and updates the goals. The goals are grouped into broad categories and for 2011-2012, cover such categories as patient identification, health care-associated infections, improving communication, medication safety, reducing falls, and risk assessment. A discussion of selected elements underlying the current NPSG such as hand washing techniques, training, and lack of communication between healthcare personnel that can lead to medication errors, to falls, and even death, plus other related factors such as staffing shortages, problems with using outdated equipment, considerations in using the electronic medical records, and compliance with statutes...
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...Graduate Research Project Age Diversity Analysis Literature Review The subject of age diversity has been written about for many decades. It has now becoming more prominent over the past decade. There has been a noticeable increase in the work place since 2008 and the beginning of the “great recession”. Much of the literature that is out dealing with age diversity deals with the aging workforce that is on the increase, and shows no sign of slowing down. Stephen Fineman discusses how work organizations human resources run their departments when it comes to the older worker. Dr. Emma Parry, Shaun Tyson and Stephen Fineman all spend a considerable amount of time on discrimination of the older worker in its different forms such as ageism, lookism, and cultural. All of the literature used in this research project agrees that the current culture and norms of our society must change. Even though it is starting to change in some areas, it is not changing at a fast enough rates to stop discrimination from happing to the older worker. Most of the article and books talk about the challenges that management has dealing with the processes of dealing with age diversity in the work place. The literature that touched on most areas that were discussed in this research project was the works by Dr. Emma Parry and Shaun Tyson. Organization Age by Stephen Fineman was brief and concise in his areas that touched on the great recession and the losses that were suffered in the stock market...
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............................................. 10 Reaching Across Generations and Communities ................................................................................... 11 III. AN OUTDATED SYSTEM: OPEN ACCESS TO CRIMINAL RECORDS .................................................... 12 The Background Checking Industry........................................................................................................ 12 Common Practices and Pitfalls............................................................................................................... 13 Past Calls for Reform .............................................................................................................................. 15 IV.WHY PEOPLE CARE: PUBLIC SAFTEY AND LIABILITY RECONSIDERED ............................................... 16 The “Public Safety” Argument ............................................................................................................... 16 The “Negligent Hiring” Argument...
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...Employee HANDBOOK PHILIPPINES Welcome to STARTEK Welcome Brand Warrior! Thank you for joining the STARTEK family. Our mission is to enable and empower you to successfully promote and defend our clients’ brands. Our focus is on ensuring that you are successful in your new position. You are now a Brand Warrior ready to empathize with your customers and fellow employees and take ownership to solve the customer’s issue. You have been hired because you have the determination, enthusiasm and passion for excellence. This handbook was developed to describe the expectations we have for our employees. It also outlines the policies, programs, and benefits available to eligible employees. I strongly encourage you to familiarize yourself with the contents of this employee handbook as soon as possible as it will answer many questions about employment with STARTEK. We are in the business of helping people through our interactions with them. We impact lives one conversation at a time every single day. Enjoy your experiences at STARTEK and know that all of us are here to help and be sure to have fun! Chad Carlson President & Chief Executive Officer Welcome to STARTEK Welcome Brand Warrior! I feel it’s a great honor to welcome to the STARTEK family our newest Brand Warriors. At STARTEK, being a Brand Warrior is an opportunity to make a difference. You’ll find the STARTEK team consists of talented individuals working together to create a winning team. The ONE TEAM ...
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...Health and Safety Management Systems - An Analysis of System Types and Effectiveness EXECUTIVE SUMMARY 1. INTRODUCTION 2. HEALTH AND SAFETY MANAGEMENT SYSTEMS 3. TYPES OF HEALTH AND SAFETY MANAGEMENT SYSTEMS PART ONE: LITERATURE AND FRAMEWORK FOR ASSESSMENT 3.1 INTRODUCTION 3.2 LITERATURE ON TYPES OF HEALTH AND SAFETY MANAGEMENT SYSTEMS PART TWO: CASE EVIDENCE 3.3 SYSTEM TYPES - CASE STUDY FINDINGS 3.4 SUMMARY 4. ASSESSING HEALTH AND SAFETY MANAGEMENT SYSTEM EFFECTIVENESS PART ONE: LITERATURE AND FRAMEWORK FOR ASSESSMENT 4.1 INTRODUCTION 4.2 LITERATURE ON EFFECTIVENESS OF HEALTH AND SAFETY MANAGEMENT SYSTEMS PART TWO: CASE EVIDENCE 4.3 THE TWENTY CASES: CONTENT AND LEVEL OF DEVELOPMENT OF HEALTH AND SAFETY MANAGEMENT SYSTEMS 4.4 THE TWENTY CASES: OUTCOME DATA 4.5 SUMMARY 5. FACTORS SHAPING PERFORMANCE AND THE ROLE OF SYSTEM TYPE 5.1 INTRODUCTION 5.2 BASICS AND EXTRAS 5.3 SYSTEM-RELATED CHARACTERISTICS 5.4 THE ROLES OF THE KEY WORKPLACE PLAYERS 5.5 THE LINKAGES BETWEEN HEALTH AND SAFETY PERFORMANCE AND SYSTEM TYPE 5.6 SUMMARY 6. CONCLUSIONS REFERENCES APPENDIX ONE: CASE STUDY PROTOCOL APPENDIX TWO: ASSESSMENT CRITERIA APPENDIX THREE: CASE SUMMARIES AND SYSTEM TYPES Executive Summary This report examines planned approaches to health and safety management in the workplace. It is the result of a two-year study of enterprise-level health and safety management systems, funded by Worksafe Australia, and conducted from late 1994 to late 1996. The need...
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...Page |1 Traffic Risk Analysis of Tamil Nadu district Using RADM System and Index Creation for safety estimate Submitted by Namit Jain (2011CE10371) A report of CED 412 - Project Part II submitted in partial fulfillment of the requirements of the degree of Bachelor of Technology Department of Civil Engineering Indian Institute of Technology Delhi May, 2015 Page |2 Declaration “I do certify that this report explains the work carried out by me in the Course CED 412 Project Part II under the overall supervision of Dr. Geetam Tiwari and Dr. Dinesh Mohan. The contents of the report including text, figures, tables, computer programs, etc. have not been reproduced from other sources such as books, journals, reports, manuals, websites, etc. Wherever limited reproduction from another source had been made, the source had been duly acknowledged at that point and also listed in the References.” Namit Jain 2011CE10371 Page |3 Certificate “This is to certify that the report submitted by Namit Jain describes the work carried out by him in the Course CED 412 - Project Part II under my/our overall supervision.” Dr. Geetam Tiwari Professor Department of Civil Engineering Indian Institute of Technology New Delhi – 110016 May 2015 Dr. Dinesh Mohan Professor Department of Civil Engineering Indian Institute of Technology New Delhi – 110016 May 2015 Page |4 Acknowledgement I take this opportunity to express my profound gratitude and...
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