Health Care Information Systems are important in dispensing information throughout the organization. You will develop a research paper on a health care technology that has become essential to sharing information via electronic communication mediums (e.g., EMR, Telehealth, HMR, and so on).

• Explain each of the key components.
• Explain each of the contributing factors.
• Provide examples of ways to measure each part.

Present your findings as a 3-4 page, abstract, and reference page

Assignment Details 300 words and reference

• Reflecting on the focus and content of this course, what is an important challenge facing management of health care organizations today, and how would you go about addressing it? Explain.

 3-4 pages, abstract and reference page

• Write a paper that defines and describes what mentoring is and why it is so important to health care organizations.
• Analyze the benefits and drawbacks of informal and formal mentoring programs and relationships.
• Finally, discuss how a mentoring relationship has, or will, support your career development.

Follow the process previously detailed in this section to write a well-organized, well-researched, solidly edited, persuasive essay. Make sure to include your support in the form of facts, statistics or quotes. Properly frame the support and cite your sources. Consider your word choice and work to ensure a well-structured introduction and conclusion. Use what you’ve learned about adding phrases to improve your sentence variety.

This essay will be graded using the 6+1 writing traits rubric that can be found in the introduction to the course. There will be 20 points available per trait. The last 20 points will be for the works cited page. Look up the proper MLA formatting for works cited.

Given that this unit is about war and peace, you probably saw this coming. You will write your persuasive essay on the following question:

“Should the United States have gone to war in Iraq?”

You can argue the affirmative or the negative. The speeches you have listened to in this unit can be used as sources. Good luck! 

When you are satisfied with your paper, please submit this assignment.  Please be sure to document your sources.

Introduction:

Commercial insurance ranges from individual health coverage to automobile liability coverage. All commercial policies have similarities and differences, and there are critical areas to address in billing for each type.

Tasks:

• Describe at least three commercial insurance programs.
• Provide the major features of each program.
• Discuss how these programs differ from each other.
• Briefly describe how to bill for each program.

Submission Details:

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed in 150–300 words. Submit your document to this Discussion Area by the due date assigned.

Initial Post Guidelines

Assume you are the HR director for the organization described in this unit’s vignette.

• Should you work with the analyst in the sales office to improve the sales compensation program or simply take all of the work under the HR office’s control to improve the program, and why?
• Would you recommend consolidating all the compensation functions under one operational area of the organization? Why or why not?
• What alternative approaches might you consider to address your organization’s sales force compensation challenge? 

Fully answer the questions associated with each case below

Secnario: You are a paralegal with the Weyland-Yutani Corporation. Your boss attorney, Sharon Ripley, has asked you do answer some questions about some HR legal issues that have arisen. 

Case 1

The first case involves Joe Stromboli.  Joe is a delivery driver for Weyland, and after an accident, Joe became 100% deaf in both ears. The doctors were unable to restore any of Joe’s hearing. Joe’s manager, Stephanie, believes that communication with employees and the recipients of the deliveries is an essential function of the job. Additionally, Joe needs to be able to participate in the team meetings. Joe’s manager was unsure whether to proceed, so she referred the case to the Weyland-Wutani medical staff. The medical employee took one look at Joe and said no accommodation is possible. When asked why, the doctor said “Joe’s deaf.” Joe was terminated, and he has now filed a suit for failure to reasonably accommodate.  

The job description for a Weyland-Yutani delivery driver states that the employee must be able to maintain a Commercial driver’s license. Additionally, delivery drivers are expected to take orders from various employees. This is ordinarily done via hand radio. However, Joe has a cell phone capable of receiving text messages and emails that could allow him to take orders. Furthermore, Joe has offered to carry a pen and paper around so that communication could also be done this way. Joe’s deafness had no effect on maintaining his CDL, and the firm expects it would make these accommodations fairly cheaply. 

1. Can Joe establish a claim for failure to reasonably accommodate disability? Be sure to list the elements of the claim and to show how you reached your conclusion.
2. What mistakes—if any—were made? How can these be corrected in the future? 

Case 2

The second case involves Johnson. Johnson is a floor supervisor in the plant. 55% of the time he is engaged with ordinary production. However, 45% of the time he is engaged with supervising his zone, preparing schedules, and dealing with personnel disputes. If there is a problem, he is responsible for mobilizing his zone to resolve equitable. He also spends times meeting with his superiors in order to provide reports on efficiency of employees and on any other problems that have arisen. For this, he receives 10% more money than his subordinates. He had earlier been classified as an FSLA exempt employee. Now, he is challenging that designation. Although Weyland has a strict no-overtime policy, Johnson has been showing up to work early to drink a cup of coffee, smoke a cigarette, make sure schedules are prepared, doors are unlocked, and preparing workstations for the day ahead. He typically arrives an hour early to perform these tasks. Weyland knew that Johnson was coming in early, and working 45 hours a week. 

1. Is Johnson an exempt employee?  Be sure to list and discuss the applicable legal standards as well as some of the factors the court will consider.
2. Was Johnson’s pre-shift work preliminary?
3. Was Johnson’s work de minimis?
4. Does Weyland’s policy against overtime mean they don’t have to pay?

Case 3

Weyland wishes to modify their pension plan. The current plan allows employees to either receive $500 a month or $100,000 upfront upon retirement. Both plans also offer a annual ticket to the company retreat cruise. Seeking to incentives people to accept $500 a month, Weyland wishes to tie the ticket to employees receiving $500 a month only to apply retroactively to $100,000 lump sum plan. 

1. Does this violate ERISA?  Why or why not?

Case 4

Weyland became aware that a union organizing campaign was underway in one of its plants. A union supporter was called in to a meeting with plant managers. At the end of the meeting, when the employee asked what he was supposed to do if others wanted to talk with him about unionizing, he was told “[Y]ou’re to just work and not talk about the Union.” After union supporters posted material on company bulletin boards, the flyers were repeatedly taken down. The company then issued a policy requiring all employees to obtain approval before placing any material on the boards. Subsequently, the company’s practice was to refuse to post material of any kind from employees.

A few months later, several off-duty employees attempted to distribute prounion flyers in the company parking lot but were stopped by company officials. They were warned that they were in violation of company policy. Around the same time, employees passed out union buttons in the plant and left some of them near a time clock for other employees to pick up.

When company officials learned of this activity, they quickly called a meeting and warned one union advocate that “I don’t want to catch you passing [buttons] out, Okay, I don’t want to see them laying around. You can pass them out when you’re outside, on your own time, but when you’re here working, you, you, need to be working.” The officials said that this action was taken to keep the plant free of clutter and trash.

1. Has Weyland engaged in unfair labor practices in its response to the union organizing activity?

Case 5

At the end of her shift, a 19 year old salesperson at Weyland was questioned by two store security officers.  She was questioned in a small room for three hours.  One of the security officers sat behind her on the right side where she could not see him (she was blind in the right eye).  She was asked to sign a document stating that she was voluntarily waiving her “rights,” including the right to remain silent.  When she asked for further explanation of the document before she signed it, she was told that it “doesn’t mean anything” unless you’ve “done something wrong.” A security officer threatened to call the police and have her jailed unless she signed a confession.  She was told that the interrogation could last all night and that if she signed a confession she could probably keep her job. Under these circumstances she signed.  She was fired two days later. The employee claims that she is agitated and finding it increasingly difficult to sleep.

1. Does the sales person have a claim for intentional infliction of emotional distress?

Case 6

A female crane operator was told it was Weyland policy that crane operators urinate over the side of their cranes rather than stop work to take bathroom breaks. Management justified the policy by saying that there was a shortage of staff and that it was necessary for the cranes to operate continuously in that area of the plant. Shifts for crane operators were typically twelve hours. There was evidence that the same policy was applied to male crane operators and that they routinely urinated over the side or back of their cranes in lieu of bathroom breaks.

1. Does the female crane operator have a valid sex discrimination claim under disparate impact? What about disparate treatment? 

Minimum of 250 words with two or more peer review reference

Depending on the board of nursing in your state, there may be additional requirements to become a prescriber after you complete your APRN program. 

Describe the necessary steps required, for the state Florida how is it different than California, in order to become a prescriber? After you have completed these steps, you decide to celebrate on a family vacation in a different state. Your sister asks you to refill her levothyroxine because she forgot to pack her medication. What are the legal and ethical implications as a new prescriber to consider in this situation?

Can  you use Measures of Performance (MOPs), Measures of Effectiveness (MOEs)  and Indicators in the leader development process? If yes, how? If not,  why not? I need a 8 slide powerpoint on this topic with a Introduction,Agenda,Purpose,Body,conclusion and reference slide.