Caritas Christi Health Care Case Study

Metrolina Comprehensive Health Center was started by Dr. Charles Warren Williams in the Charlotte city of North Carolina along with several other medical colleagues of his. Dr. Charles expired when the hospital had just started operating; post his death the hospital was renamed as C.W. Williams Health Centre.

On October 10, 2015, while working off duty at Cardinal Health, reserved Deputy Brawley and Sergeant JakeBowden were advised by an employee that a wrecker was circling the lot. It is Cardinal Health’s policy not to allow people on the property unless they have business with or are employed by Cardinal Health. The parking lot is posted.

APS Supervisor Matthew Mitchell made face to face contact with Mr. Charles Hamilton at the Intermediate Care Unit of Walker Baptist Medical Center on 7/17/15 at roughly 10:30 AM. Before visiting with Mr. Hamilton in his room, Mitchell spoke with Ginger Kilgore, RN Case Manager, in her office. She stated that Mr. Hamilton was ready for discharge. She admitted that the hospital was aware Mr. Hamilton’s home in Carbon Hill was currently without electricity and water, but that no alternative placement could be found, nor would Mr. Hamilton agree to discharge anywhere but his residence. Ms. Kilgore also mentioned that Dr. Claude Osula admitted Mr. Hamilton into their care a few days ago due to low potassium levels. He noted in his discharge summary

As part of an ongoing effort to improve access to healthcare in rural areas, WeCARE Family Clinic are proposing the start-up of our new family medicine practice in Plains, Georgia. The business will be owned and managed by myself, Dr. Ieshia O. Roberts, MD as a sole proprietorship. I will be responsible for ensuring the general health of my patients and creating a viable and profitable medical practice. Throughout the year, my staff and I will work closely with advisors from Phoebe-Sumter Medical Center to get the clinic on a sound financial and operational footing, using this medical clinic business plan as a guiding management tool.

Sexual harassment is a concern in any workplace environment. As a result there are many policies and precautions that are put into place by employers to ensure that both the employee and company are protected. Sexual harassment can be defined as: unwelcome sexual advances, requests for sexual favors, gestures, statements, or physical conduct or other non-verbal behavior of a sexual nature. For Cornerstone Family Healthcare there are policies, compliance officers, anonymous hotlines, and reporting procedures implemented for the safety of all. It is the policy of Cornerstone Family Healthcare that it will not tolerate verbal or physical misconduct by any employee which harasses,

West Florida Regional Medical Center (WFRMC) located on the north side of Pensacola, Florida competed strongly with sacred heart and Baptist hospitals for patients. WFRMC’s CEO John Kausch was an active member of the Total Quality Council of the Pensacola Area Chamber of Commerce (PATQC) (McLaughlin, C.P., Johnson, J.K., & Sollecito, 2012).. PATQC’s vision was to develop the Pensacola, Florida area into a total quality community by promoting productivity, quality and economic developments in all area organizations both public and private (McLaughlin, et, al., 2012). John

The reporting party (RP) stated resident Juanita Knee was placed in the facility by Dignity Healthy on 11/23/16. While present in the facility the resident was hit by a caregiver during the night (name of caregiver was not provided). Subsequently the resident is currently terrified. Additionally the resident has not been given her medications and her oxygen has not been set up. According to the RP the resident has not been able to make her own medical decisions. Consequently the Dignity Health worker (Marguerite, (916) 631-3753) who placed the resident in the facility is contacting law enforcement on the caregiver. CCIB Intake LPA McGaskey contacted APS Pam Ng for additional information will be unavailable until December 5, 2016; contacted

The name of the CPO or designee. Briefly describe the individual’s background and formal training.

The employees must be able to file complaints either by the phone to the HRD or through the company’s website. 2. Every employee at all levels of the company should receive training to review the sexual harassment policy and keep records of those training sessions and have the employee sign with date stating they attended and also understood the training. I also think that this should be done on a yearly basis (mostly during recruiting process) and all those records must be maintained by the Human Resources Department. 3. The company’s website should be tracked at the end of every night to determine if there were any unresolved issues. If the employees are be unable to file a complaint even with these different ways available and with the exclusive anonymity option provided by the employer, then the company cannot not be held liable and the employer is reasonably free of vicarious liability for the actions of its

The goals of Holy Oak Healthcare and Care Select Health System departmental leaders is to identify detailed action items for aligning administrative, support, infrastructure and clinical function. The key is to capitalize on the operations strength of each organization and each department which includes:

Patients and Healthcare provider leading to Sexual Harassment is one of the emerging issues affecting our health field. The main person behind one of the

I concur with your synopsis that the coordination of care across hospitals and care delivery networks-coordinating a multidisciplinary plan that moves clients across the continuum of care is the most essential function of the nurse case manager. Finally, case managers have the opportunity for greater responsibilities in care coordination from the acute, subacute arenas, home care to include long-term care as well (Dunham-Taylor & Pinczuk, 2015, p. 635)

At 1:30 pm, 9/3/17, dispatch received a 999 call regarding concerns about an individual male at the address of John Foster room 1.57, Liverpool. The caller identified himself as Mark, He rang because he was worried about his ex-partner, a male individual. He advised police handlers that due a recent break up with his ex-partner the male individual had been rather sad, Mark has attempted to contact his ex-partner but despite attempts Mark has had no contact with the male individual.

Baptist Health System, Inc. (“Baptist”) is soliciting proposals from select financial institutions to provide investment banking services. Baptist is contemplating advance refunding the Jacksonville Health Facilities Authority Hospital Revenue Bonds, Series 2007A (Baptist Medical Center Project) (the “Series 2007A Bonds”) through the issuance of tax-exempt bonds in the approximate aggregate principal amount of $65 million (the “Bonds”). Baptist would like to take advantage of the low fixed rates currently available in the market. Based on your firm’s reputation and/or previously-expressed interest in serving Baptist, your firm has been identified as a potential underwriter for the proposed Bonds.

Sexual harassment in a healthcare workplace is a very important topic to discuss even though it is often swept under the rug. Even with all law, literature and discussions on sexual harassment, people still remain confused about what exactly constitutes sexual harassment. Therefore knowing what sexual harassment entails and looks like is a crucial step in the prevention of it from taking place. Sexual harassment is a form of gender discrimination; it can therefore be defined as advances that are unwelcome, requests for sexual favors and other forms of verbal and physical conduct that have a sexual connotations (Berlin, 2012). This conducts become sexual harassment when they the submission of such conduct are made either explicitly or implicitly as a term or condition for the employment of the individual in the workplace. It can also considered sexual harassment when the submission to or even the rejection of this conducts by a person forms the basis for the decision to be made on the employment of these people. Finally it is also considered sexual harassment when such conduct has the purpose or effect of interfering with an individual's work performance substantially or the creation of an environment in the workplace that is hostile, intimidating or even offensive.