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Nursing Care Mission Statement

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The Mission of our company is to serve those who need tender loving care one hug at a time. Our vision statement is, by providing close personal care and compassion to everyone. We strive to achieve and provide the utmost professional care. We strive to achieve and maintain the best quality care in the industry as we serve those who need services we provide. Respect for our residents and their individual needs is paramount.
Schedule for the Employee’s First Day. The first day for a new employee can be overwhelming, with a flood of new faces, introductions, and information to help them get familiar with their new environment. To help the new hire into their role, it is important to focus the first day. On the employee’s individual work space, …show more content…

Schedule IDT meetings with LA-MH or LA-ID/DD persons and follow state and federal regulations in maintaining notifications, documentation and certifications as required. Additional responsibilities of MDS coordinators include collaborative IDT work with nursing managers as well as staff and care plan meetings. Most MDS coordinators work intensively with patient’s information system. With this, they are also responsible in educating and coordinating clinical members of the staff as to the proper use of its system. MDS coordinator can also perform some nursing tasks if needed. The typical responsibility list is as follows. Maintains and follows a schedule of due dates for all MDS. Coordinates the completion of the MDS by all …show more content…

For example, FMLA the government states “The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:
Twelve workweeks of leave in a 12-month period for: the birth of a child and to care for the newborn child within one year of birth; the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of

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The Family Medical leave act of 1993 what put into law to help family’s juggle the stressful demand of real life. According to the Wage and Hour Division, employers must offer Family and Medical leave if they have more than 50 employees for more than twenty weeks in the previous calendar year. The next thing the FMLA discusses is which employees qualify to take a covered leave. The first thing is they must work for a covered entity. The guidelines that must be met is that they have been with there employer for 1 year, and have worked at least 1,250 hours in the previous year before the employee has requested this type of time off.

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The FMLA law stands for the Family and Medical Leave Act of 1993. This law helps cover some aspects of employee sick leave, what type of leave the employee is entitled to, and what laws and regulations that the employer should follow with all of its employees. This act helps employees by giving them all the way up to 12 weeks of unpaid sick leave for their own serious health problems/illnesses, the adoption or birth of a child, and/or to care for an ill child, spouse, or parent. This part of the act stipulates that any business with 50 or more employees must provide this service to all employees who qualify. In certain cases, the employer also has the right to utilize the qualifying employee 's paid annual or sick leave as a part of the whole

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Within my role as care Home Manager for Oakwood court Care Home, I work closely with the Senior Carers and Senior Managements. I attend regular meetings to ensure I am informed of any events, activities, compliments, or complaints but also of any changes in our resident’s condition. Within this I am expected to be aware of resident care, ensuring their needs are met. This encourages me to be aware of each resident personally and to continually monitor. I am required to promote and lead person centred care.

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Although I was only at the bud of SLA’s growth, the mission statement it still holds today was engraved in me from the beginning. SLA pushed me to lead to my best ability through different aspects of my life including academics, moral growth, and service. I learned to be a leader is not simply someone who tells others what to do, it is someone who embodies a strong sense self, but at the same time selfless. A leader shows others how to work hard in life and radiate love in every encounter with others. What I learned throughout my two years of SLA was a springboard to help me grow and prosper in high school.

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The Family and Medical Leave Act The Family and Medical Leave Act (FMLA) of 1993 allows employees who are eligible to take an unpaid leave of absence up to 12 weeks each year from a covered employer for medical conditions that prevent them from performing their job duties or to care for a family member with a health condition (FMLA, n.d.). FMLA allows for prenatal complications, the birth of a child and the adoption or fostering of a child. For an employee to be eligible they must work for the employer at least 12 months and have at least 1,250 hours of work during that previous time (FMLA, n.d.). A private sector employer that employs 50 or more employees within 75 miles of the worksite is a covered employer (FMLA, n.d.).

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It is my responsibility to the client to provide care and to ensure that their needs are addressed with care. I practise care with respect to individuals’ best interests, this involves protecting clients from any harm or abuse that may transpire and preventing acts that could result in injury. My duty is to safely and effectively carry out working attitude that reflects on Reaching Out policies and procedures (Reaching Out East,

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At [Your Home Care Agency], our mission is to enhance the quality of life for our clients by providing exceptional home care services. We are dedicated to promoting independence, dignity, and well-being while delivering compassionate and personalized care tailored to the unique needs of each individual. With a focus on building meaningful connections, we strive to create a nurturing and supportive environment where our clients feel valued and cared for. Our Vision Statement: Our vision at [Your Home Care Agency] is to be the leading provider of home care services, recognized for our commitment to excellence, innovation, and exceptional client experiences. We aim to set the standard for quality care by delivering personalized solutions that

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Many of the eligible Family and Medical Leave Act employees do not take the needed time off due to the leave being offered unpaid. They simply cannot afford to take the time off from work. Nevertheless, the Family and Medical Leave Act in the United States is less inclusive than many of the Western European country’s leave policies (Albeda, 2010). Many of these nations have maternity paid leave and over half have paternity and sick child care paid leave, while the United States has little to no paid leave under the Family and Medical Leave Act (Albeda,

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Family Medical Leave Act (FMLA) what is it you ask? Well it is a regulation that became effective August 5, 1993 for most employers and employees, it provides certain employees to take up to 12 weeks of unpaid, job-protected leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave. This FMLA information is online at (https://www.dol.gov/whd/regs/compliance/1421.htm) along with plenty other online sources.

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Family and Medical Leave Act The Family and Medical Leave Act established in 1993 is for working individuals to take unpaid leave for up to twelve weeks in a one-year time period (“The Family,” n.d.). The act grants insurance, wage and job security upon return for specific medical and family obligations. Such circumstances include the delivery of a child, adoption of a child, care for an immediate family member with a severe medical condition, a serious health condition themselves or care for an injured military member. To be eligible for the Family and Medical Leave Act (FMLA) an employee must be employed for a minimum of twelve months, 1,250 hours and their workplace employ at least fifty people within 75 miles (“The Family,” n.d.).

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Thus, my supervisor created meeting where she introduced the document to me. This document contained our central mission on the front page: to have the class schedule as accurate as possible. On the second page, it divided the work among the team members; as in, who handles one of the two divisions the Teachers College had. Then third page, which is the utmost important, listed the descriptions of the tasks and when they are due. I was assigned the tasks related to the Division II of the Teachers College.

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Under federal law, qualified family and medical reasons include: personal or family illness, family military leave, pregnancy, adoption, or the foster care placement of a child. The FMLA ensures job protection for employees during their time on absence and ensures the “continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.” This act applies to employers with fifty or more employees that work twenty or more workweeks per year and covers public employees such as schools and other public agencies whether at the federal, state, or local level. President Bill Clinton signed FMLA into law on February 5,

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Philosophy of Nursing Everyone’s values and beliefs about the profession of nursing are all different. The four concepts of nursing are interrelated and all mean something different to every person, too. Throughout this paper, I will be reflecting on my values and beliefs about nursing through the four concepts while comparing them to a nursing theorist with views that are most similar to my own.

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However, the U.S does possess the FMLA. FMLA, also known as Family and Medical Leave Act of 1993, provides 12 weeks of unpaid leave to any parent with a new born child. Although this is better than no leave at all, many employees and new parents find it very difficult to qualify for this policy or in some cases not an option at all. The problem is that along with the FMLA, there are many caveats connected with it. In order to qualify for the FMLA policy, you have to have either worked in a federal government or state government position for at least one year, or work for a private employer who employees 50 or more employees, and have worked at least 1,250 hours within that year of employment.

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