Letter to state representative about Comprehensive Cancer Care Research Paper

Letter to state representative about Comprehensive Cancer Care Improvement Act of 2011 - Research Paper Example The Comprehensive Cancer Care Improvement Act of 2011 now titled as H.R. 3705 offers a comprehensive government intervention that improves on the health care services provided to survivors and their quality of life. The bill â€Å"aims to improve survivorship care throughout the cancer care continuum by supporting coverage of comprehensive cancer care planning, establishing grant programs to increase provider education of palliative care and symptom management, and investing in survivorship-related research.† I appeal to you as a health care provider and as one of the many citizens who know or is related to someone afflicted with the disease. Anyone who has been acquainted with the disease, one way or another, will attest that Cancer must be addressed to alleviate the sufferings of the patients. I believe that Comprehensive Cancer Care Improvement Act of 2011 is one way to carry out this goal. In this regard, I urge you to support the review the bill and to support its enactment by voting for its passage in the

Task 1 Essay Example for Free

Task 1 Essay Second it will discuss the definition of Constructive Discharge and its relevance to this claim. Third it will provide the specific areas under the Title VII of the Civil Rights Act of 1964. Fourth it will offer recommendations and supporting legal references. Fifth it will recommend proactive steps to avoid future legal issues in relationship to the Title VII of the Civil Rights Act of 1964. And finally any references used in this research will be provided. A. Definition of Constructive DischargeSummary of Claim and history:In January 1, 2013 a new policy was implemented to support exponential company growth. This policy impacted all production employees. The impacted employees were notified of the changes two months in advance of the January 2013 implementation to allow for assimilation and training on the new shifts schedules and there impacts. Production employee schedules were shifted from a Monday through Friday schedule, 8 hour shift to a Monday through Sunday schedule, 12 hour shift, four working days can occur any day of the week. This schedule requires all production employees to work on holy days regardless of religious affiliation as the production now runs seven days a week. Office staff members were not impacted by this policy change. AA23 quit on January 2, 2013 after new policy was in effect. There was no reason given in the resignation as to why AA23 was resigning or that it was related to having to work on holy days. AA23 filed a Claim #1-2013 with the Equal Employment Opportunity Commission (EEOC) on February 3, 2013. Toy Company was notified via our legal department on March 10, 2013. Constructive discharge is when an employee resigns from their job because the employer makes conditions so bad or lets bad conditions continue; that a reasonable employee would also have resigned in the same conditions. If proven it is treated as an unlawful firing. There are rules that an employee must follow in order to make a claim of constrictive discharge. First they must provide written notification of the cause of their resignation. The employer than has 15 days to provide a written response to the allegations. This type of claim is very difficult to prove; especially in Washington state which is an â€Å"At Will† state. â€Å"At Will† means that the either the employee or the employer is free to sever a working relationship for any reason; as long as the separation was not due to discrimination. Or there was a contract in place that overrides the â€Å"At Will† mandate. There are two main considerations when working with a constructive discharge claim. The first is regarding whether other production employees felt compelled to resign. The second is whether Toy Company’s intent was to force AA23’s resignation with the new production work schedule (Finnegan, 2013). The following assumptions are being made at this time: 1) there haven’t been any other resignations reported that are related to this issue. 2) The documented intent of the schedule change was created to address increased demand not to create religious discrimination. ) The claimant filed the claim with EEOC. 4) The claimant didn’t follow the company procedures to report and resolve issues. B. Title VII of the Civil Rights Act of 1964 (relevant areas)Title VII of the Civil Rights Act of 1964 was created to address the civil rights conflicts that were occurring during this 1960†™s. It is considered one of the most important pieces of legislation related to Civil Rights. This act was setup to address discrimination of protected classes (e. g. African Americans, Asian, Americans, Latinos, Native Americans, and women). The part of Title VII of the Civil Rights Act of 1964 that applies to employment decisions; mandates that employment decisions not be based on race, color, religion, sex, or national origin (Gmoez-Mejia amp; Cardy, 2013). † Discrimination is about the making of distinctions; in the context of human resources, it is about the making of distinctions among people. There are two type of discrimination. Disparate treatment is when an employee is treated differently because of his protected status. Adverse impact is when the same standard is applied across the board; however it impacts a protected class more (Gmoez-Mejia amp; Cardy, 2013). In the case of #1-2013 adverse impact could apply to the shift changes that were implemented in January 2013. As the shift changes applied to all production employees. This could be construed as unintentional discrimination. However we haven’t had any other complaints to date. The company must reasonably accommodate religious beliefs or practices; unless it creates undue hardship (e. g. costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work). There are several ways to make accommodations (e. g. flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices) (Religious Discrimination, 2013). C. Recommendations for Toy Company response. The facts before us are that Toy Company provided information on the new schedule several months before it was implemented. AA23 or any other employee didn’t inform Toy Company of any issues with the new schedule before the implementation at the beginning of 2013. When AA23 resigned AA23 did not document the reason for the resignation as due to scheduling impacts impacting religious beliefs either in writing or in person to the appropriate Human Resources personnel. Since this schedule change impacted all production employees it clearly was not created to personally force AA23 to resign. The EEOC will likely find in favor of the company and not send the case to trial. However it is in our best interest to work with AA23 and try to resolve this case through conciliation. This will require us to enter mediation with the EEOC, AA23, and company representatives. C1. Three legal references that support recommendations 1. In Liebermann V. Genesis Health Care – Franklin Woods Center (2012), Grace Liebermann worked at Genesis Health Care. Ms. Liebermann started working there in August of 2010. Ms. Liebermann constantly stated that she Jewish and needed to leave early on Fridays. Genesis agreed with the understanding that she would work a full 40 hours a week. Almost immediately her schedule became an issue. She repeatedly emailed her supervisor to leave earlier and earlier on each Friday. Each time attributing to her daycare’s adherence to the Sabbath. The court ruled in favor of the defendant; due to the fact that her issue was due to daycare requirements not religious requirements. This supports our claim because AA23 has not previously stated any issues due to religious observances. 2. In Pennsylvania State Police V. Suders (2004), a formal complaint was filed by Suders citing that she was subjective to sexual harassment by her supervisors. Suders’ hostile work environment claim was untenableas a matter of law, the District Court stated, because she â€Å"unreasonably failed to avail herself of the PSP’s internal procedures for reporting any harassment. †¦Resigning just two days after she first mentioned anything about harassment to Equal Employment Opportunity Officer Smith-Elliott, the court noted, Suders had â€Å"never given [the PSP] the opportunity to respond to [her] complaints. † Ibid (Pennsylvania State Police V. Suders, 2004). As with our claim Suders never notified the State Police of the se xual harassment issues by utilizing the available internal grievance procedure provided by her employer. This supports our claim because AA23 has not previously stated any issues due to religious observances. It also supports our position that this is not a constructive discharge case because As with Suder and the PSP, Toy story didn’t specifically single out AA23 with the new schedule policy to force her to quit and no other employees have complained let alone quit. 1. In Johnson V. Lancaster-Lebanon Intermediate Unit 13 (2012), Barbara Johnson brought charges of disability discrimination and hostile work environment. Johnson had epilepsy and was asked to provide additional information from her neurologist to ensure that she would be able to manage volatile situations in here classroom. After she was not able to provide that information an additional meeting was setup to discuss the schools concerns over this issue. The plaintiff choose to resign and treat it as a constructive discharge. The defendant requested a summary judgment which was granted due to insufficient support for her claims with the court determining that just because she was uncomfortable and was being asked to provide more information than other employees it did not mean she was constructively discharged. AA23 may have felt uncomfortable with the new schedule and may have even felt harassed; but AA23 didn’t follow internal procedures to report her concerns. A reasonable person would not have expected that a change in the work schedule for the whole production area was created to force AA23’s or anyone’s resignation. C2. Recommend steps to avoid future legal issues around Title VII of the Civil Rights Act of 1964 1. Review internal grievance policies and procedures. i. Ensure that all complaints are put into writing ii. Ensure that all complaints are responded to with 48 hours. Either to start an investigation or to provide a response. iii. Provide anonymous reporting phone number 2. Train all managers and supervisors on internal grievance polies and procedures. 3. Post grievance polies and procedures all general work areas and online on Toy Company internal employee site. 4. When considering schedule or other changes include make sure decisions are informed through the lens of the Title VII of the Civil Rights Act and other appropriate acts. Include HR personal in these discussions to ensure compliance with laws. D. ReferencesFinnegan, S. 2013). Constructive Dishcarge Under Tittl VII and the ADEA. The University of Chicago Law Review, 561-562. Grace Liebermann V. Genesis Health Care Franklin Woods Center, CCB-11-2770 (District Court of Maryland 2013). Johnson V. Lacaster-Lebabib Intermediate Unit 13, 11-cv-01598 (District Court for the Eastren District of Pennsyvania 2012). Pennsylvania State Police V. Suders, 542 US 129 (Supreme Court 2004). Religious Di scrimination. (2013, 03 24). Retrieved from U. S. Equal EMployment Opportunity Commision: http://www. eeoc. gov/laws/types/religion. cfm | | |

Essay example --

Oscar E. Aguado AMULAC ID# 2166 Western Civilization II DS Prof. Baxa July 30, 2013 Bismarck: Genius or lucky Bismarck was one of the most dominant and significant statesmen of the nineteenth century. A political intellect who achieved the apparently impossible undertaking of unifying Germany without a political party to support him, despite an unsympathetic parliament and with no direct control over any army. His—Bismark— only arsenals were the utter force of his personality and his crafty ability to influence Emperor Wilhelm I. Jonathan Steinberg’s biography takes a new look at this witty, slightly hysterical despot using the diaries and letters of his friends, colleagues and enemies and he paints a portrait of a man full of contradictions. He had grand political visions that were created with subtle strategies of political genius but his pettiness and vindictiveness were never far behind. Bismarck adored conflict and he had a palate for being offensive. His â€Å"slap in the face† method to political manipulation was a tactic in itself that led him more often that not to get his own way. In the modern era minds, Bismarck is clasped together with a mix of Churchill and Pinochet. He was anything but consistent though. His conception of Realpolitik meant that anything that allowed him to get his own way was acceptable: whether or not that meant joining an Evangelical Christian sect as he did as a young man giving him a start in politics or cosying up to the Liberal party when it served his purpose. He even went so far as turn the Prussian political landscape upside-down by adopting full male suffrage much to the chagrin of his fellow conservatives. The Austrian Foreign Minister Baron Rechberg summed up Bismarck’s protean nature, when h... ...ck, through hard work and determination. He spent his life fighting liberalism and found natural allies in Russia and Austria, with their authoritarian and anti-democratic traditions but he was fighting a losing battle. The reactionary absolutism that he championed had had its day by the time he left the political stage. The great man acted as a bulwark against liberal and democratic principles while he could but when Bismarck was brushed aside, those principles flooded the political arena. So where did Bismarck’s genius lie exactly? He was the father of â€Å"Realpolitik† which meant â€Å"constantly shuffling sets of alternatives and playing off one against the other.† His real genius lay in his guile, cunning and sense of political timing – but above all in his willingness to take risks and be shockingly aggressive. Never has the force of personality alone achieved so much

Alternative economic models Essay

1. If two alternative economic models are offered, other things equal, we would 2. Time-series forecasting models: 3. Consumer expenditure plans is an example of a forecasting method. Which of the general categories best described this example? 4. An example of a time series data set is one for which the: 5. For studying demand relationships for a proposed new product that no one has ever used before, what would be the best method to use? 6. Which of the following barometric indicators would be the most helpful for forecasting future sales for an industry? 7. If Ben Bernanke, Chair of the Federal Reserve Board, begins to tighten monetary policy by raising US interest rates next year, what is the likely impact on the value of the dollar? 8. An appreciation of the U.S. dollar has what impact on Harley-Davidson (HD), a U.S. manufacturer of motorcycles? 9. The purchasing power parity hypothesis implies that an increase in inflation in one country relative to another will over a long period of time 10. In an open economy with few capital restrictions and substantial import-export trade, a rise in interest rates and a decline in the producer price index of inflation will 11. An increase in the exchange rate of the U.S. dollar relative to a trading partner can result from 12. The optimal currency area involves a trade-off of reducing transaction costs but the inability to use changes in exchange rates to help ailing regions. If the US, Canada, and Mexico had one single currency (the Peso-Dollar) we would tend to see all of the following EXCEPT: 13. Using demand and supply curves for the Japanese yen based on the $/ ¥ price for yen, an increase in US INFLATION RATES would 14. The isoquants for inputs that are perfect complements for one another consist of a series of: 15. The combinations of inputs costing a constant C dollars is called: 16. In a production process, an excessive amount of the variable input relative to the fixed input is being used to produce the desired output. This statement is true for: 17. If the marginal product of labor is 100 and the price of labor is 10, while the marginal product of capital is 200 and the price of capital is $30, then what should the firm? 18. The isoquants for inputs that are perfect  substitutes for one another consist of a series of: 19. Marginal factor cost is defined as the amount that an additional unit of the variable input adds to ____. 20. What method of inventory valuation should be used for economic decision-making problems? 21. The existence of diseconomies of scale (size) for the firm is hypothesized to result from: 22. ____ are defined as costs which are incurred regardless of the alternative action chosen in a decision-making problem. 23. The cost function is: 24. For a short-run cost function which of the following statements is (are) not true? 25. According to the theory of cost, specialization in the use of variable resources in the short-run results initially in:

Equality and diversity in the health sector Essay

Assessment You should use this file to complete your Assessment. How to complete and send your Assessment Save a copy of this document, either onto your computer or USB drive. Work through your Assessment, remembering to save your work regularly When you’ve finished, print out a copy to keep for reference Then, go to www.vision2learn.com and send your completed Assessment to your tutor via your My Study area – make sure it is clearly marked with your name, the course title and the Unit and Assessment number. Please note that this Assessment has 6 pages and is made up of 3 Sections. Name: Section 1: Know how legislation and guidelines support equality and diversity 1. Use the table below to: a. Describe the rights of a range of individuals who have one or more of the 9 protected characteristics in the organisation/service you work for (or one that you are familiar with). b. State how the law protects the rights of these individuals. Name the legislation. c. Identify guidelines within your organisation to support equality, diversity, dignity and respect. Individual (colleague/manager or service user) and protected characteristic What are their rights? Legislation that protects their rights How does this legislation protect their rights? Which guidelines support equality, dignity diversity or respect in relation to this person? Example 1 Female disabled colleague Protects them from harassment, entitles to equal pay, treated like everyone  else Example 2 Service User, Client, Elderly person Not to be discriminated against. To be shown respect and dignity. For information about them to be confidential. Freedom from harassment (quiet enjoyment). Privacy within own room The Human Rights Act, 1998 Protects against discrimination, and harassment, Equal Opportunities Policy, Sex discrimination Policy, Safeguarding Policy, Human Rights Act, Health & Social Care Act 2008 Example 3 Black employee worker Equality, treated as an individual, and same as everyone else, not to be prejudiced in any way, The Equality Act 2010 Protects against discrimination, and harassment, Equal Opportunities Policy, Sex discrimination Policy, Safeguarding Policy, Human Rights Act, Race Relations Act 1976 Example 4 Transsexual Manager Equality, treated as an individual, and same as everyone else, not to be prejudiced in any way, The Equality Act 2010 Protects against discrimination, and harassment, Equal Opportunities Policy, Sex discrimination Policy, Safeguarding Policy, Human Rights Act, Sex Discrimination Act 1975 Section 2: Know how to work in ways that support equality and diversity 1. List a range of factors that might be a cause for discrimination in the health sector. Include at least 4 examples in your answer. Direct Discrimination occurs when someone is treated less favourably than another person because of a protected characteristic. Relevant protected characteristics include age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage & civil partnership, pregnancy and maternity. For example, a manager does not select a pregnant woman for promotion even through they meet all of the competencies because they are pregnant. This is probably direct discrimination and cannot be justified. Indirect discrimination occurs when a seemingly neutral provision, criterion or practice that applies to everyone places a group who share a characteristic e.g. type of disability at a particular disadvantage. Indirect discrimination may be justified if it can be shown that the provision, criterion or practice is a proportionate means of achieving a legitimate aim. An example of this is when an employer decides to apply a â€Å"no hats or headgear† rule to staff. If this rule is applied in exactly the same way to every member of staff, then staff who may cover their heads as part of their religion or cultural background (such as Sikhs, Jews, Muslims and Rastafarians) will not be able to meet this requirement of the dress code and may face disciplinary action as a result. Unless the employer can objectively justify using the rule, this will be indirect discrimination. Relevant protected characteristic include age, marriage and civil partnership, race, religion or belief, sex and sexual orientation. In addition, the Act extends protection against unjustified indirect discrimination to gender reassignment and disability. Victimisation occurs  when an employer is treated unfavourably, disadvantaged or subjected to a detriment because they have made or supported a complaint of discrimination or raised a grievance under the Equality Act, thi s policy or the Harassment, Bullying and Discrimination policy or because they are suspected of doing so. (However, an employee is not protected from victimisation if they have maliciously made or supported an untrue complaint). An example, of this is when an employee requests to work flexibly and their manager refuses their request because they supported a colleague in a complaint of discrimination. Detriment arising from a disability arises when you treat a disabled person unfavourably because of something connected with their disability. This type of discrimination is unlawful where the employer or other person acting for the employer knows, or could reasonably expected to know, that the person had a disability. This type of discrimination is only lawful if the action can be justified and the employer can show that is a proportionate means of achieving a legitimate aim. An example of this when an employer imposes a â€Å"no beards† rule as a part of a dress code and tells staff they will be disciplined if they do not comply. The employee is a disabled person who has a skin condition which makes shaving very painful. They have been treated unfavourably (threat of disciplinary action) because of some thing arising from their disability (their inability to shave). Unless the employer can objectively justify the requirement, this may be a detriment arising from a disability. It may also be a failure to make a reasonable adjustment. 2. Describe how people’s values and beliefs may differ. Think about the range of people you come into contact with to help you answer this question. Description of person Description of their values and beliefs How might they differ from your own beliefs or from other people’s? Service user fF Food and drink -how they like to be addressed and spoken to -personal care – living or deceased -privacy and dignity -the information they are given the support they would like their faith or belief. Everyone has different values, beliefs and preferences. What I believe in, what I see as important and what I see as acceptable or desirable is an essential part of who I am. The way in which I respond to people is linked to what I believe in, what I consider important and what interests me. I may find I react positively to people who share my values and less warmly to people who have different priorities. When I develop friendships, it is natural to spend time with people who share my interests and values. As a professional, I am required to provide the same quality of support for all, not just for those who share my views and beliefs. 3. Read these scenarios. Can you identify ways in which the people in them can be treated fairly in accordance with their needs? Scenario 1 Carl is a care assistant at a residential care home. Another care assistant, Helen, has worked there for a long time and is often not particularly fair to residents whose catering needs are different from others. So to vegetarians, she might say â€Å"Don’t you miss bacon?† and to Jewish residents she might say â€Å"the chef will have to prepare yours differently won’t she? That’s gonna take extra time for her.† She has also commented on Muslim residents’ needs to fast at certain times of the year and to pray at certain times of the day. Carl is uncomfortable when she does this and feels it may jeopardise his working relationship with her. Helen knows that Carl feels uncomfortable and is aware that she may come across as a bit of a ‘dinosaur’ in her attitude. She intends to go to her manager to resolve the issue. Person How can they be treated fairly? How is this treatment in accordance with their needs? Residents Should be treated with dignity and respect, and spoke to in a polite manner, and not be discriminated against This is in accordance with Equality Act 2010 Scenario 2 Dean has mild Downs Syndrome and enjoys an active and busy life with friends and family. He has applied for a job as a hospital porter. The interview goes well but Dean does not get the job. Dean’s friend Rajesh works at the hospital and tells Dean’s parents that he didn’t get the job because the manager has preconceptions about the capabilities of people with Downs Syndrome. Rajesh gets into trouble from his manager for speaking his mind and revealing confidential information. Person How can they be treated fairly? How is this treatment in accordance with their needs? Dean Should be given a chance and opportunity to get the job, as his interview went well This is in accordance with the Equality Act 2010 Section 3: Know how to respond to behaviour that is discriminatory 1. Take a look at the examples in the table below (or use your own). Complete the table by outlining the discriminatory behaviour and explaining how it undermines equality and diversity. Example of situation in the workplace Which behaviour is discriminatory? How does it undermine equality and diversity? A nurse who is not openly gay is ousted by his friend and colleague. Patients overhear and refuse treatment. Colleagues taunt him over the issue. Patients not allowing the nurse to give them treatment, colleagues taunting him, belittling and patronising comments By treating someone badly or victimising them, and being less fair about their equality rights. A healthcare assistant suspects one of the residents in the care home has dementia but instead of approaching the resident’s family or her manager about the issue, she simply tells her  colleagues what she thinks. Everyone starts treating the resident differently. As a result, the resident is confused and becomes withdrawn. Giving her own personal opinion and beliefs, and not being confidential about the residents’ illness, by not talking to the appropriate people involved with the care of the resident. This is inappropriate behaviour, as it is not treating the client with dignity and respect. A pregnant administration assistant in a clinic approaches her line manager about her fears for her job after she goes on maternity leave. Her line manager suggests she shouldn’t have got pregnant in the first place and says â€Å"We will need to replace you in some way. I can’t guarantee you’ll have a job to come back to.† This would be direct discrimination because of pregnancy and cannot be justified. It does not give fair treatment to the pregnant assistant and equal opportunity 2. Choose one of the situations from the table above. How would you report this discriminatory behaviour, and what impact would your actions have? Situation Which method or procedure would you use to report this behaviour? What impact would your actions have? A nurse who is not openly gay is ousted by his friend and colleague. Patients overhear and refuse treatment. Colleagues taunt him over the issue I would notify my line manager of any concerns with regard to the conduct of other employees, service users, the public or third parties. The impact this would have is that my manager will deal with the bad treatment and take steps to put an end to it. Once you have completed all 3 sections of this Assessment, go to. Log in to the platform and send your Assessment to your tutor via your My Study page for marking. Good luck!