Author: Custom Essay

For this section of your paper (approximately 3–4 pages in length) address the following: •Describe your selected population health issue and the population affected by this issue. •Summarize the advocacy programs you researched in this area. •Explain the attributes that made those programs effective. •Develop a plan for a health advocacy campaign that seeks to create a new policy or change an existing policy with regard to the issue and population you selected. Be sure to include in your plan: ◦A description of the public health issue and proposed policy solution ◦Specific objectives for the policy you want to be implemented ◦The means by which you will convey information to various stakeholders on the need for this policy change ◦Be sure your proposed need is substantiated by data and evidence. ◦Methods of establishing support for the policy, including how to influence policymakers •Explain how the attributes of the effective advocacy programs you researched could be applied to your proposed advocacy campaign For this section of your paper (approximately 3–4 pages in length) address the following: •Explain whether your proposed policy could be enacted through a modification of existing law or regulation or the creation of new legislation/regulation. •Explain how existing laws or regulations could impact your advocacy efforts. •Provide an analysis of the methods you could use to influence legislators or other policymakers to support your policy. In particular, explain how you would use the “three legs” of lobbying in your advocacy efforts. •Summarize the obstacles you anticipate arising in the legislative process and how you could overcome these hurdles.

This presentation is for a Canadian based, Worker’s Compensation company.
The instructions are as follows;

We request candidates to prepare a short presentation for the interview explaining the benefits and considerations associated to disability case management and return to work planning.

Clearly identify the objectives in the presentation for an early and safe return to work for your client

* The audience to your presentation will be panel members as represented as the “Employer” of your client.
* You can prepare your presentation in the format you are comfortable with. (I would prefer to use a PowerPoint format but am open to other format suggestions)
* The presentation should be no longer than 10 minutes

Please read the book ” Gomberg-Muñoz, Ruth. Labor and Legality: An Ethnography of a Mexican Immigrant Network. New York: Oxford University Press, 2011. Print. Issues of Globalization : Case Studies in Contemporary Anthropology.” And answer the following questions:
What specific factors does Gomberg-Muñoz give for why there is undocumented migration? (Ch. 2)

You must quote one sentence from this chapter.

:	united Way cleint satisfaction project

Diana is a 40-year-old woman with a history of breast cancer. Five years ago she underwent a lumpectomy with radiation, following by chemotherapy. One year ago she developed bone metastases in the lumbar spine and right clavicle, documented by bone scan. She is currently being treated with another regimen of chemotherapy that includes paclitaxol (Taxol®). She is returning to the oncology clinic for chemotherapy administration. The nurse is concerned about Diana’s comfort and conducts a pain assessment.

History:

Diana at first reports no problems, but later admits that she developed very minor low back pain. She attributes this to increased activity as she has been remodeling her home. When the pain does not abate with over-the-counter medications (e.g., ibuprofen, acetaminophen) and non-pharmacological techniques (e.g., massage, heat), she will occasionally take a Vicoden® (5 mg hydrocodone/500 mg acetaminophen). When questioned why she does not take more, she states “I don’t like taking narcotics” and “My husband doesn’t like when I take the pills.”

Diana describes her pain as 2 or 3/0-10, located in her low back. The pain is aching and throbbing. When pressed to report other pain sites, she admits she has some shoulder pain, but rates it as a 1 currently. She also describes tingling in the feet bilaterally, extending to the ankles. “It is not pain really, just burning.”

Other history: Diana is married, lives with her husband and 2 teenage sons in a suburban home. She works as a receptionist in a dentist’s office.

Physical Assessment:

During the history, Diana’s posture indicated that she was not comfortable. When Diana gets up from her chair to get onto the exam table, the nurse notes that she does so with difficulty. Palpation of the lower lumbar spine (L3-4) produces pain. Diana denies pain when the clavicle is palpated. Straight leg raises of less than 30 degrees increase the low back pain significantly. Neurological examination reveals weakness in lower extremities, with R > L. Sensory loss is noted bilaterally in the toes and feet to the ankles. Reflexes are intact.

Discussion Questions:

1) What are the barriers to pain relief in this case?
2) What types of pain is Diana experiencing and what might be the underlying etiologies? What other questions should the nurse ask this patient?
3) Devise a plan of care for this patient.

Discussion Questions:

1. How is grief from this sudden death likely to differ from death resulting from chronic illness?

2. What communication strategies would be helpful for the clinical nurse specialist to use with Heather’s parents on their arrival to the ER? While she is in surgery? At the time of her death?

3. What kind of grief would the fiancée likely experience? What types of interventions would be helpful? How might his grief differ from Heather’s parents and siblings?

Read the scenario and answer questions, do NOT rewrite the question.

Scenario
Date of Complaint: May 1, 2011

Complaint:

ABC Consulting Corporation is charged with discrimination under Title VII of the Civil Rights Act. Specifically, Jane Doe has initiated a complaint that she is a victim of sexual harassment. The alleged sexual harassment is a result of being required to work in a hostile environment. She also alleges that she has been the target of retaliation after requesting that the harassment stop.

She seeks relief; the maximum that she is allowed in compensatory and punitive damages retroactive to the date of the complaint. Additionally, the organization and its management must create an environment free from sexual harassment.

Background:
Jane was transferred into the department in May 2010. She was assigned to a senior consultant for 4 weeks of training and orientation in the department. For each phase of training there was a performance checklist and she had to go to him for weekly reviews. After the second week, the feedback sessions felt uncomfortable as John Doe made a remark to her. She suggested a different way of doing the task and he replied, “You’re a woman, what do you know.” Jane ignored it as she did not want to make waves.

The following week they were working on a project with a male co- worker, Thorn Doe. Thorn asked John if he or Jane were thirsty. They both replied, “yes.” Jane asked to be excused to get her purse as she didn’t have any change. John replied, “Don’t worry about it, why don’t you reach down in my pants pocket and get some change.” Jane was appalled and when John noticed this he said, “Don’t worry, it won’t bite.” Thorn said, “I can’t believe he said that. Never mind, I’ll get the sodas.” From that point, Jane knew she was in a hostile environment. She began logging each encounter in a notebook.

By the fourth week, Brenda her supervisor began to notice some changes in Jane’s performance. She did not seem as eager to work on projects with John, her trainer. She came in a couple of days late without an excuse. At that point, Brenda called her in her office to determine the cause of this behavior. Jane gave an excuse that she was stressed about the newness of the situation. Brenda let her know that she could come to her with anything at anytime.

The verbal incidents continued and so did the display of pinup calendars. On July 3 before the holiday, Jane was working on a project with a deadline. Brenda asked her to stay late to finish the project; not knowing that John would also be working late. While she was working on her project, John came by her cubicle and asked if she needed any help. She hesitated; however, John had knowledge on the subject and she wanted to go home. So she said OK and they proceeded to work on the project. At the completion, she yawned and stretched. He said, What’s wrong?She said, It ‘s been a long day; I’m tired and want to go home. He said, Oh relax, we’re done. He proceeded to rub her shoulders. She asked, What are you doing and stop please. He continued. She jumped up from her chair and firmly said, stop. He replied, fine, but you don’t know what you’re missing and walked away.

She went home over the holiday weekend and thought about it and felt she needed to tell Brenda on Monday. Brenda suggested that maybe it would die down in a couple of months. If she (Jane) felt it was a serious situation, she should go to human resources. Jane went to personnel and they recommended she go directly to EEOC.

Word spreads fast and John got wind of it. One day in the lunchroom, John approached her and warned her about spreading rumors. He made the statement,If you keep it up, you’ll never be a senior consultant. Don’t you know, my analysis of your review counts? She knew he meant business as from that point she was assigned to fewer assignments than Thorn. She was also ignored at team meetings.

Thorn went to Brenda and asked her why was he assigned to so many projects, more than one person could possibly handle and Jane was only assigned to one. Brenda said she would investigate the matter and get back with him.

Since the July 3, incident, Jane didn’t know how to cope with her feelings so she sought outside counseling which her insurance did not cover. She felt at this point her reputation was damaged; her life wasn’t the same. She felt she had no future. She was stuck. It affected her social life as she didn’t want to be near a man because of fear of what he would do. She went to the doctor because she began having headaches and losing weight. She used to be calm and collected, but now she has become irritable and jumpy.

Thorn was assigned to a project with Jane and asked to be removed as she couldn’t concentrate on the issues and it was difficult to work on the project with her. Jane noticed a difference in herself and her working relationship with other men. She used to be able to joke and talk with Thorn, but now, all she does is get angry.

Jane went to Brenda and asked to work with a female consultant as she was having difficulty working with Thorn.

Imagine you are an HR consultant working with the organization involved in this situation. The organization wants to be responsive and fair. As the hr consultant, please consider the following questions:

1) How should Brenda (supervisor) handle the work situation? What are your thoughts about the recommendations provided to Jane by Human Resources?

2) Identify the laws, which regulate discrimination in the workplace and are pertinent to this case?

3) How do you think Joe should be managed? Please support your opinions?

4) Be certain to integrate reading and research from the online library to support your opinions.

5) You must cite within the text and include multiple references in addition to the text.

6) Please post your initial response by Thursday before midnight. Also, respond to at least two of your colleagues by Sunday before midnight.

Heather was 24-years old. She was just beginning her second year as a 7th grade math teacher and was to be married to her high school sweetheart in two months. Heather was driving to school when she was hit by a truck that ran a red light. She sustained multiple fractures, head injury, and extensive internal injuries. Her parents and older brother were informed on arrival at the E.R. that her chances for survival were extremely low. She was taken to the operating room but after 3 hours of surgery with uncontrollable bleeding and several resuscitation attempts, she died in the O.R. A clinical nurse specialist, who is on the rapid response team at the hospital, was called to be with the family when they arrived at the hospital. She stayed with them after they received the news of Heather’s death.

Discussion Questions:

1. How is grief from this sudden death likely to differ from death resulting from chronic illness?

2. What communication strategies would be helpful for the clinical nurse specialist to use with Heather’s parents on their arrival to the ER? While she is in surgery? At the time of her death?

3. What kind of grief would the fiancée likely experience? What types of interventions would be helpful? How might his grief differ from Heather’s parents and siblings?

4. How best would the grief of Heather’s students be assessed and managed

Read the scenario and answer questions, do NOT rewrite the question.

Scenario
Date of Complaint: May 1, 2011

Complaint:

ABC Consulting Corporation is charged with discrimination under Title VII of the Civil Rights Act. Specifically, Jane Doe has initiated a complaint that she is a victim of sexual harassment. The alleged sexual harassment is a result of being required to work in a hostile environment. She also alleges that she has been the target of retaliation after requesting that the harassment stop.

She seeks relief; the maximum that she is allowed in compensatory and punitive damages retroactive to the date of the complaint. Additionally, the organization and its management must create an environment free from sexual harassment.

Background:
Jane was transferred into the department in May 2010. She was assigned to a senior consultant for 4 weeks of training and orientation in the department. For each phase of training there was a performance checklist and she had to go to him for weekly reviews. After the second week, the feedback sessions felt uncomfortable as John Doe made a remark to her. She suggested a different way of doing the task and he replied, “You’re a woman, what do you know.” Jane ignored it as she did not want to make waves.

The following week they were working on a project with a male co- worker, Thorn Doe. Thorn asked John if he or Jane were thirsty. They both replied, “yes.” Jane asked to be excused to get her purse as she didn’t have any change. John replied, “Don’t worry about it, why don’t you reach down in my pants pocket and get some change.” Jane was appalled and when John noticed this he said, “Don’t worry, it won’t bite.” Thorn said, “I can’t believe he said that. Never mind, I’ll get the sodas.” From that point, Jane knew she was in a hostile environment. She began logging each encounter in a notebook.

By the fourth week, Brenda her supervisor began to notice some changes in Jane’s performance. She did not seem as eager to work on projects with John, her trainer. She came in a couple of days late without an excuse. At that point, Brenda called her in her office to determine the cause of this behavior. Jane gave an excuse that she was stressed about the newness of the situation. Brenda let her know that she could come to her with anything at anytime.

The verbal incidents continued and so did the display of pinup calendars. On July 3 before the holiday, Jane was working on a project with a deadline. Brenda asked her to stay late to finish the project; not knowing that John would also be working late. While she was working on her project, John came by her cubicle and asked if she needed any help. She hesitated; however, John had knowledge on the subject and she wanted to go home. So she said OK and they proceeded to work on the project. At the completion, she yawned and stretched. He said, What’s wrong?She said, It ‘s been a long day; I’m tired and want to go home. He said, Oh relax, we’re done. He proceeded to rub her shoulders. She asked, What are you doing and stop please. He continued. She jumped up from her chair and firmly said, stop. He replied, fine, but you don’t know what you’re missing and walked away.

She went home over the holiday weekend and thought about it and felt she needed to tell Brenda on Monday. Brenda suggested that maybe it would die down in a couple of months. If she (Jane) felt it was a serious situation, she should go to human resources. Jane went to personnel and they recommended she go directly to EEOC.

Word spreads fast and John got wind of it. One day in the lunchroom, John approached her and warned her about spreading rumors. He made the statement,If you keep it up, you’ll never be a senior consultant. Don’t you know, my analysis of your review counts? She knew he meant business as from that point she was assigned to fewer assignments than Thorn. She was also ignored at team meetings.

Thorn went to Brenda and asked her why was he assigned to so many projects, more than one person could possibly handle and Jane was only assigned to one. Brenda said she would investigate the matter and get back with him.

Since the July 3, incident, Jane didn’t know how to cope with her feelings so she sought outside counseling which her insurance did not cover. She felt at this point her reputation was damaged; her life wasn’t the same. She felt she had no future. She was stuck. It affected her social life as she didn’t want to be near a man because of fear of what he would do. She went to the doctor because she began having headaches and losing weight. She used to be calm and collected, but now she has become irritable and jumpy.

Thorn was assigned to a project with Jane and asked to be removed as she couldn’t concentrate on the issues and it was difficult to work on the project with her. Jane noticed a difference in herself and her working relationship with other men. She used to be able to joke and talk with Thorn, but now, all she does is get angry.

Jane went to Brenda and asked to work with a female consultant as she was having difficulty working with Thorn.

Imagine you are an HR consultant working with the organization involved in this situation. The organization wants to be responsive and fair. As the hr consultant, please consider the following questions:

1) How should Brenda (supervisor) handle the work situation? What are your thoughts about the recommendations provided to Jane by Human Resources?

2) Identify the laws, which regulate discrimination in the workplace and are pertinent to this case?

3) How do you think Joe should be managed? Please support your opinions?

4) Be certain to integrate reading and research from the online library to support your opinions.

5) You must cite within the text and include multiple references in addition to the text.

6) Please post your initial response by Thursday before midnight. Also, respond to at least two of your colleagues by Sunday before midnight

emergent literacy practices to support second language learners