The acronym EEOC stands for which of the following?

Equal Employment Opportunity Commission

Equal Employment Opportunity Council

Employment Equality Opportunity Council

Employment Equality Opportunity Commission

Contract & Employment Law - EMPLOYMENT LAW

HRM - Contract & Employment Law - TEST

HRM-Contract & Employment Law - CONTRACT LAW

Policy for Bloodborne Pathogen Exposure Incident as per OSHA regulation (29 CFR 1910.1030) Purpose: To ensure that ASC staff members are protected against potential exposure to bloodborne pathogens per OSHA regulations (29 CFR 1910.1030). Scope: This policy applies to all ASC staff members who may be exposed to blood or other potentially infectious materials during their duties. Policy: An exposure incident is defined as a specific eye, mouth, other mucous membranes, non-intact skin, or parenteral contact with blood or other potentially infectious materials that results from the performance of an employee's duties. Any spill or accident that results in an exposure incident must be immediately reported to the Infection Control Nurse, first-line leader, or another responsible person. The employer shall make available the hepatitis B vaccine and vaccination series to all employees who have occupational exposure and post-exposure evaluation and follow-up to all employees who have had an exposure incident. The employer shall provide a confidential medical evaluation and follow-up for the exposed employee, which shall include at least the following elements: • Documentation of the route(s) of exposure and the circumstances under which the exposure incident occurred. • Identification and documentation of the source individual, unless the employer can establish that identification is infeasible or prohibited by state or local law. The source individual's blood shall be tested as soon as feasible and after consent is obtained to determine HBV and HIV infectivity. • Collection and testing of blood for HBV and HIV serological status. • If the employee consents to baseline blood collection but does not consent to HIV serologic testing, the sample shall be preserved for at least 90 days. If, within 90 days of the exposure incident, the employee elects to have the baseline sample tested, such testing shall be done as soon as feasible • Post-exposure prophylaxis, when medically indicated, as recommended by the U.S. Public Health Service. • Counseling. • Evaluation of reported illnesses. The employer shall ensure that the healthcare professional evaluating an employee after an exposure incident is provided with the following: A copy of OSHA regulation 1910.1030 A description of the exposed employee's duties as they relate to the exposure incident Documentation of the route(s) of exposure and circumstances under which exposure occurred Results of the source individual's blood testing, if available. All medical records are relevant to the appropriate treatment of the employee, including vaccination status, which is the employer's responsibility to maintain. The employer shall obtain and provide the employee with a copy of the evaluating healthcare professional's written opinion within 15 days of the completion of the evaluation. The healthcare professional's written opinion for Hepatitis B vaccination shall include the following: Whether it is indicated for the employee If the employee has received such a vaccination The healthcare professional's written opinion for post-exposure evaluation and follow-up shall include the following: That the employee has been informed of the results of the evaluation That the employee has been told about any medical conditions resulting from exposure to blood or other potentially infectious materials which require further evaluation or treatment All other findings or diagnoses shall remain confidential and not be included in the written report. An employer must establish and maintain accurate medical records for each employee with occupational exposure. Records should include the employee's Name, hepatitis B vaccination status and dates, results of medical testing and follow-up procedures, healthcare professional's written opinion, and information provided to the healthcare professional. Records must be kept confidential and not disclosed without the employee's written consent, except as required by law. Records must be kept for at least the duration of the employee's employment plus 30 years. Form 7.041 Employee Consent Form for Testing for HBV and HIV Serological Status Following Accidental Exposure I, __________________________, understand that I have been involved in an accidental exposure incident and may be at risk for contracting Hepatitis B Virus (HBV) and Human Immunodeficiency Virus (HIV) under 29 CFR 1910.1030. Therefore, following OSHA standards, I am being offered the opportunity to be tested for these viruses. I understand that the testing will involve a blood sample and that the results will be kept confidential and will only be shared with authorized personnel. I also understand that testing is voluntary and that I have the right to refuse to test. By signing this form, I consent to be tested for HBV and HIV following the accidental exposure incident. Signed: __________________________ Patient's Name: __________________________ Form 7.042 Patient Consent Form for Testing for HBV and HIV Serological Status Following Accidental Exposure I, __________________________, understand that a staff member involved in an accidental exposure incident may be at risk for contracting Hepatitis B Virus (HBV) and Human Immunodeficiency Virus (HIV) following 29 CFR 1910.1030. Therefore, by OSHA standards, the staff member may be offered the opportunity to be tested for these viruses. I also understand that testing of my blood is necessary to determine if I am infected with HBV and HIV. The results will be kept confidential and only shared with authorized personnel. I understand that testing is voluntary and that I have the right to refuse to test. By signing this form, I consent to the staff member being tested for HBV and HIV and to my blood testing following the accidental exposure incident. Signed: __________________________ Form7.043 Refusal of Testing Patient/Employee (Circle One) I,_____________________________________, understand that I have the right to refuse testing for Hepatitis B Virus (HBV) and Human Immunodeficiency Virus (HIV) following an accidental exposure incident per 29 CFR 1910.1030. I understand that if I refuse to test, it may impact my ability to receive appropriate medical treatment and the healthcare facility's power to respond to the exposure incident. Following 29 CFR 1910.1030, The source individual's blood shall be tested as soon as feasible and after consent is obtained to determine HBV and HIV infectivity. The employer shall establish that legally required consent cannot be obtained if permission is not obtained. When the source individual's consent is not required by law, the source individual's blood, if available, shall be tested, and the results documented. Signed: __________________________

Employment contract

3.1.3 Types Of Employment Contracts

T-Level: A1.1 - Safeguarding Policies | Employment Contracts | Performance Reviews | Disciplinary Policy | Grievance Policy

People of Southeast Asia By the late 20th century, Southeast Asia’s population (including Indonesia and the Philippines) was approaching a half billion, or about one-twelfth of the world’s total. This population, however, was unevenly distributed within the region. By far the nation with the largest population was Indonesia, with about two-fifths of the regional total; in contrast, Brunei’s population was only a tiny fraction of that. Nearly half of the regional population was accounted for by the mainland states, with Vietnam and Thailand being the most populous. Settlement patterns Southeast Asia is predominantly rural: three-fourths of the people live in nonurban areas. Moreover, population is heavily clustered in fertile river valleys and especially in delta areas, such as those of the Mekong and Irrawaddy rivers. Historical, cultural, and environmental influences also have affected the settlement patterns. Java and other core areas such as the Bangkok (Thailand), Hanoi, and Manila metropolitan areas contain high population densities. While the rate of urbanization in Southeast Asia is relatively low compared with those of other developing regions, it is increasing rapidly. Singapore is unique in that it is essentially totally urban. In addition, the Philippines has a much higher than average level of urbanization, in part because of its Spanish and American colonial history. The largest cities—Jakarta (Indonesia), Bangkok, and Manila—are among the world’s most populous. The growth of cities of all sizes is being fueled primarily by natural increase, but rural-urban migration also is a significant contributor. Rural dwellers continue to be attracted by the promise of employment and other opportunities, but for many migrants the informal (undocumented) economic sector in these large cities is the only hope for some form of employment. Settlement patterns in rural areas tend to be associated with agricultural practices. Shifting cultivation is still common in some parts of the region (notably the remote interior areas of Myanmar, Vietnam, and the island of Borneo), although the amount of land so utilized is gradually shrinking. The village is the unit of settlement and often functions collectively, and typically it is moved from time to time. By contrast, wet-rice cultivation, the dominant form of agriculture in Southeast Asia, is sedentary and results in relatively large rural agglomerations with well-developed village life and customs. Dry and upland farming often produces scattered homesteads. Population resettlement to provide agricultural employment and access to land is important in some Southeast Asian countries, notably Indonesia, Malaysia, and Vietnam. By far the largest program has been conducted in Indonesia, where more than four million people have been voluntarily resettled from Java and Bali to the less populated islands. Despite considerable success, the program has been plagued by such problems as improper site selection, environmental deterioration, migrant adjustment, land conflicts, and inadequate financing. A program in Malaysia also has been quite successful, in part because it has set much smaller resettlement targets and has been better funded. Vietnamese development policy also has utilized the resettlement of people in an effort to revitalize areas outside the major population centres.

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