Romantic Patient Advances 2017

  • Check with publisher
  • Published date: January 18, 2017
    • Fremont, California, United States

Training Options Duration: 60 Minutes
Monday, March 13, 2017 | 10:00 AM PST | 01:00 PM EST

Overview:

Within the medical practice, clinic, hospital or university setting, faculty and supervisors exercise significant power and authority over others. Therefore, primary responsibility for maintaining high standards of conduct resides especially with those in faculty and supervisor positions.Members of the medical faculty and staff, including graduate assistants, are prohibited from having "Amorous Relationships"with students over whom they have "Supervisory Responsibilities." "Supervisory Responsibilities"are defined as teaching, evaluating, tutoring, advocating, counseling and/or advising duties performed currently and directly, whether within or outside the office, clinic or hospital setting by a faculty, staff member or graduate assistant, with respect to a medical, nursing or healthcare professional student. Such responsibilities include the administration, provision or supervision of all academic, co-curricular or extra- curricular services and activities, opportunities, awards or benefits offered by or through the health entity or its personnel in their official capacity.

Employees are prohibited from having "Amorous Relationships"with employees whom they supervise, evaluate or in any other way directly affect the terms and conditions of the others' employment, even in cases where there is, or appears to be, mutual consent.

Why should you Attend:

There are positive reasons to consider your medical practice, clinic or hospital climate. Preventing discrimination and harassment boosts worker morale and productivity. But, there are also costly negatives you want to avoid: Discrimination and harassment lawsuits cost companies more and more each year. A study released in January 2012 by Jury Verdict Research, Incfound that:

The national median jury award for employment-practice liability cases, which include discrimination and retaliation claims, rose 44% - from $151,000 to $218,000 - between 1999 and 2000. The median award had stayed level at about $150,000 between 1997 and 1999.
Of all discrimination types, age discrimination plaintiffs won the most money from 1994-2000
The overall median jury award in discrimination cases was $150,000 for the seven-year span.
The study also showed an increase in public awareness and jury sympathy for the plaintiffs in discrimination cases:
In 2000, 62% of plaintiffs in sex discrimination cases (including sexual harassment) won their cases, compared with only 43% in 1994
67% of race discrimination plaintiffs won their cases in 2000, compared with 50% in 1994
A 1999 survey of 496 companies published by the Society for Human Resource Management it was found that
Sexual harassment complaints increased at those companies by almost 140% between 1995 and 1998
Small businesses averaged nearly one claim per 100 employees in 1998 - five times higher than the rate of one claim per 500 among large businesses
Only 51% of small businesses said that they offered sexual harassment prevention training, while 76% of large companies did.
These statistics suggest that whether your medical practice is large or small - or you work in a hospital, out-patient facility, clinic or nursing home - you need to take harassment and discrimination prevention training seriously.
Contact Info:
Netzealous -MentorHealth
Phone No: 1-800-385-1607
Fax: 302-288-6884
Email: support@mentorhealth.com
Registration link: http://www.mentorhealth.com/control/w_product/~product_id=800936LIVE?channel=mailer&camp=webinar&AdGroup=science-marketplace_MAR_2017_SEO

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