Download Options for Reducing the Deficit: 2017 to 2026 from the Congressional Budget Office website.

Read Ch. 5 of the report.

Select one of the health options listed.

Select a health care facility or service (e.g., hospital, physician practice, long-term care facility, ambulance service, pharmacy, or skilled nursing facility), and evaluate the effects that implementing the health option would have on a health care facility or service you selected.

Write a 350- to 525-word article about your evaluation and proposed changes to the facility or service that can help curb negative effects.

Include a citation of your article in your assignment.

Cite 3 reputable references to support your assignment (e.g., trade or industry publications, government or agency websites, scholarly works, or other sources of similar quality).

Resources:

https://www.cbo.gov/topics/health-care

https://www.cbo.gov/sites/default/files/114th-congress-2015-2016/reports/52142-budgetoptions2.pdf

The Americans With Disabilities Act (ADA) was designed to protect workers with disabilities against employer discrimination.

• In actual practice, how well does the Act achieve this goal? Explain. Support your answer with examples from recent court decisions.

2-3 pages.

Individual Project Rubric

Grading Criteria

Percentage

Deliverable   requirements addressed; understanding of material and writer’s message and   intent are clear.

35%

Scholarly   research supports the writer’s position and is properly acknowledged, and   cited direct quotations may not exceed 10% of the word count of the body of   the assignment deliverable (excluding title page, abstract, table of   contents, tables, exhibits, appendices, and reference pages). Inclusion of   plagiarized content will not be tolerated and may result in adverse academic   consequences.

20%

Critical   thinking: Position is well-justified, there is logical flow, and there are   examples.

20%

Structure:   Includes introduction and conclusion, proper paragraph format, and reads as a   polished, academic paper or professional presentation, as appropriate for the   required assignment deliverable.

10%

Mechanical:   No spelling, grammatical, or punctuation errors.

10%

APA:   Deliverable is cited properly according to the APA Publication Manual (6th ed.).

5%

Health Insurance Portability and Accountability Act (HIPAA) Violations  Prior to beginning work on this assignment, read Chapters 9 through 11 from the Wager, Lee, & Glaser (2017) text, and the articles by Adjerid, Acquisti, Telang, Padman, & Adler-Milstein (2016), Cartwright-Smith, Gray, & Thorpe (2016), Marvin (2017), and Richesson & Chute (2015).  HIPAA is a law that was enacted to protect patients’ private health information (PHI). The HIPAA law was enacted in 1996. This law has since been amended to include more specifics on PHI as it relates to technology. Most recently, in 2009, HITECH, a segment of the American Recovery and Reinvestment Act, has been enacted to include an expansion to electronic PHI (ePHI). HITECH provides benefits for providers to encourage the adoption of ePHI systems.  Select a resolution agreement from the Health and Human Services’ Resolution Agreements (Links to an external site.)Links to an external site. website that is no more than two years old. For this assignment, you will provide an analysis on the HIPAA violation of patient health information (PHI) that was present in the case you selected. Be sure to include in-text citations and a reference entry for your chosen case from the Resolution Agreements page.  In your case analysis, •Analyze the specific HIPAA privacy and security rules that were broken. •Explain the penalties (if any) that were imposed as a result of the ruling on the case. •Develop a health system improvement plan to include applicable Federal standards. •Propose a risk analysis strategy addressing appropriate laws and regulations. •Apply the lessons learned from this particular case to your Proposal and Final Presentation.  The Health Insurance Portability and Accountability Act (HIPAA) Violations assignment •Must be two to three double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.)Links to an external site.. •Must include a separate title page with the following: ◦Title of paper ◦Student’s name ◦Course name and number ◦Instructor’s name ◦Date submitted  •Must begin with an introductory paragraph that has a succinct thesis statement. •Must address the topic of the paper with critical thought. •Must end with a conclusion that reaffirms your thesis. •Must use at least three scholarly and/or peer reviewed sources, including a minimum of one from the Ashford University Library. •Must document all sources in APA style, as outlined in the Ashford Writing Center. •Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.  Carefully review the Grading Rubric (Links to an external site.)Links to an external site. for the criteria that will be used to evaluate your assignment.

Of all the designs presented in the appendix, which one would you consider the most effective while also being practical enough to convince your current place of employment to adopt it? (representative sampling design). What types of resistance would you face in your area of employment should this design be adopted? Explain your response. (You may also refer to your experience with a previous employer or speak in generic terms—what design you would convince an organization to adopt and why.)

PLEASE EXPLAIN WHY YOU AGREE WITH MY CLASSMATE RESPONSE TO THE ABOVE QUESTIONS? (A MININUM OF 150 WORDS)

                                                         CLASSMATE’S POST

I would choose the representative sampling design adopted into my place of work because of the diverse culture of trainees attending each training course. The representative sampling matches trainees according to age, time with the department, and educational background (Blanchard & Thacker, 2013). The equivalence within each group could help the trainer provide the adequate material needed for the groups to get the most out of the training experience. For example, the group with advanced on-the-job is usually bored and disinterested while the trainer gives the new employees the material needed to begin employment. By providing the more experienced group activities that are updated and helpful in improving job performances, the advanced group will benefit from the repetitive training courses.

A problem could occur in the representative sampling design with the new hires feeling competitive toward the advanced groups. Because many newly hired employees have a motivation with an eagerness to learn, some might feel their amount of training is limited and keeps them from advancing at the fast rate desired. The advanced group could have employees with years of experience, but lacking in motivation and drive. When employees no longer care about the job, they sometimes are threatened by something new or updated that changes the norm. For example, a trainer provides the advanced group with material that changes the prison facilities’ inmate count procedures. The veteran employees have been conducting count procedures the same way for years, and a new system of count could be threatening and unwanted while the new-hires with no experience in the old ways, will learn the new system without complaint.

                                                                   Reference

Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Upper Saddle River, NJ: Prentice Hall.

Assignment 1: HR Management

Imagine you are the HR manager at a company, and a female employee came to you upset because she felt a male coworker was creating a hostile work environment by repeatedly asking her out on dates even after she said “no”. What would you do?

Write a one (1) page paper in which you:

1. Formulate the conversation you would have with the employee, based the concepts found in Chapter 2 in your textbook.
2. Summarize the conversation you would have with the employee’s male co-worker, based on the concepts found in Chapter 2 of your textbook.
3. Format your assignment according to the following formatting requirements:
   1. Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
4. 1.         ((((((((CHAPTER 2-THE LEGAL ENVIRONMENT))))))))))2-2d Sexual Harassment at Work

      One final area of coverage for the Civil Rights Act that is critical to the human resource manager is sexual harassment. This area is particularly important in this context because much of the litigation and the organization’s liability in these cases depend on the initial responses to charges of sexual harassment, and these responses are typically the responsibility of someone in human resources. Sexual harassment is defined by the EEOC as unwelcome sexual advances in the work environment. If the conduct is indeed unwelcome and occurs with sufficient frequency to create an abusive work environment, the employer is responsible for changing the environment by warning, reprimanding, or perhaps firing the harasser.22

      The courts have ruled that there are two types of sexual harassment and have defined both types. One type of sexual harassment is quid pro quo harassment. In this case, the harasser offers to exchange something of value for sexual favors. For example, a male supervisor might tell or imply to a female subordinate that he will recommend her for promotion or provide her with a salary increase, but only if she sleeps with him. Although this type of situation definitely occurs, organizations generally have no problem in understanding that it is illegal and in knowing how to respond.

      Quid pro quo harassment is sexual harassment in which the harasser offers to exchange something of value for sexual favors.

      But a more subtle (and probably more common) type of sexual harassment is the creation of a hostile work environment, and this situation is not always so easy to define. For example, a group of male employees who continually make off-color jokes and lewd comments and perhaps decorate the work environment with inappropriate photographs may create a hostile work environment for a female colleague to the point where she is uncomfortable working in that job setting. Most experts would agree that this situation constitutes sexual harassment. But the situation becomes more complicated if an employee walks by a colleague’s workstation and sees a suggestive website or photo on their computer screen.

      A hostile work environment is one that produces sexual harassment because of a climate or culture that is punitive toward people of a different gender.

      In Meritor Savings Bank v. Vinson, the Supreme Court noted that a hostile work environment constitutes sexual harassment, even if the employee did not suffer any economic penalties or was not threatened with any such penalties.23 In Harris v. Forklift Systems, the Court ruled that the plaintiff did not have to suffer substantial mental distress to receive a jury settlement.24 Hence, it is critical that organizations monitor the situation and be alert for these instances because, as noted, it is the organization’s responsibility for dealing with this sort of problem.25

      Therefore, the human resource manager must play a major role in investigating  any hint of sexual harassment in the organization. The manager cannot simply wait for an employee to complain. Although the Court had ruled in the case of Scott v. Sears Roebuck26 that the employer was not liable for the sexual harassment because the plaintiff did not complain to supervisors, the ruling in the Meritor case makes it much more difficult for the organization to avoid liability by claiming ignorance (although this liability is not automatic). This responsibility is further complicated by the fact that, although most sexual harassment cases involve men harassing women, there are, of course, many other situations of sexual harassment that can be identified. Females can harass men, and in the case of Oncale v. Sundowner the Supreme Court ruled unanimously that a male oil rigger who claimed to be harassed by his co-workers and supervisor on an offshore oil rig was indeed the victim of sexual harassment.29 Several recent cases involving same-sex harassment have focused new attention on this form of sexual harassment.30 Regardless of the pattern, however, the same rules apply: Sexual harassment is illegal, and it is the organization’s responsibility to control it.

      In 2011, everyone in the United States was reminded of exactly how troubling charges of sexual harassment can be. Herman Cain, a retired executive running for the Republican presidential nomination, found his popularity growing when rumors began coming to light about past sexual harassment. Mr. Cain denied all wrongdoing but, as several women stood up to claim they were harassed by him, and evidence of payments to some of these women came to light, it became more difficult for him to remain a viable candidate.

      Finally, while still denying any wrongdoing, Mr. Cain suspended his candidacy after discussing matters with his wife. Finally, a recent Supreme Court decision appears to make it more difficult for an employee to successfully bring suit for harassment. In Vance v. Ball State the Court ruled that only someone with the power to hire and fire should be considered a supervisor in a case involving discrimination. The clear effect of this ruling is to make it much more difficult to bring charges against a co-worker for sexually or racially motivated harassment. It will be interesting to see if this ruling really does reduce harassment charges at work.