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Miami University provides a number of resources and supportive measures for students. Students are encouraged to seek support and obtain appropriate medical attention. Some of these resources are designated as confidential. Other resources provide support but may need to involve MUPD or local law enforcement.

Medical Treatment

A person who has experienced sexual assault, dating violence, or domestic violence is urged to seek appropriate medical evaluation immediately, ideally within 96 hours (4 full days) of the incident. For life-threatening conditions, call 911 (9-911 from a campus phone) or go to the nearest hospital emergency department. In Oxford, McCullough-Hyde Memorial Hospital has a trained Sexual Assault Nurse Examiner (SANE) who can help. Most area hospitals have a Sexual Assault Nurse Examiner (SANE) that will respond.

Preserving Evidence

Any student who has experienced a sexual assault, dating violence, or domestic violence is encouraged to request collection of medical/legal evidence. It is important to preserve physical evidence even if you do not yet know whether you want to report the incident or pursue filing a complaint. This will ensure that evidence is available if you later decide to proceed with a criminal or university investigation. Collection of evidence may involve interaction with police and a police report, but the decision to speak with the police about the alleged violation is the student's.

Questions about evidence collection can be directed to Women Helping Women at 513-381-5610 or the Sexual Assault Nurse Examiner (SANE).

Tri-Health CARES program provides medical examination and treatment of reported sexual assault cases. Tri-Health CARES responds to area hospital, including:

  • McCullough Hyde Memorial Hospital, 110 N. Poplar St., Oxford, OH 45056, 513-523-2111
  • TriHealth Bethesda Butler Hospital, 3125 Hamilton Mason Rd, Hamilton, OH 45011, 513-894-8888

SANE of Butler County provides medical examination and treatment of reported sexual assault cases. SANE of Butler County responds to area hospitals, including:

  • Fort Hamilton Hospital, 630 Eaton Ave., Hamilton, OH 45013, 513-867-2000
  • Mercy Health– Fairfield Hospital, 3000 Mack Rd., Fairfield OH 45014
  • West Chester Hospital, 7700 University Dr., West Chester Township, OH 45069, 513-298-3000
  • Atrium Medical Center, 1 Medical Center Dr., Middletown, OH 45005, 513-424-2111

Below are suggestions for preserving evidence related to an incident of sexual assault, dating/domestic violence, or stalking. It is important to keep in mind that each suggestion may not apply in every incident.

Sexual Assault

Evidence of a sexual assault is best collected as soon as possible or at least within 96 hours of the incident. If the sexual assault occurred within 96 hours (4 full days), a free and confidential exam can be administered at most local hospitals. You will not be billed for a sexual assault forensic exam. Sexual assaults, for which individuals seek medical treatment, must be reported to the appropriate police unit by health care officials. However, you are not required to criminally prosecute the case or file a police report, unless the sexual assault survivor is a minor. You can decide whether or not to speak with the police at that time to officially report what has happened. A support specialist from Women Helping Women will be available at McCullough-Hyde Memorial Hospital to provide information and support for Miami University students, staff, or faculty. It is your choice to speak with an advocate.

It is important to immediately notify medical staff if you believe drugs or alcohol were involved. Medical staff are specially trained to collect evidence and perform tests, including tests that can provide important evidence if drugs or alcohol were involved.

To help preserve evidence that may assist in proving the alleged violation/offense or in obtaining a protection order, place any clothing you were wearing at the time of the assault in a paper bag (not plastic). If you’re able, you should also avoid the following:

  • Bathing or douching
  • Washing hands or face
  • Urinating
  • Drinking any liquids
  • Smoking, eating or brushing teeth (including mouthwash and flossing)

It’s important to know that you can still decide to have a forensic exam even if you have done any or all of these things. You can also preserve evidence by saving text messages, social media messages or posts, and other communications that may be useful to investigators.

Dating/Domestic Violence

Not all experiences of dating/domestic violence cause visible injuries. If visible injuries are present, it can be helpful to document them with photographs, if it is safe to do so. It is also important to seek medical attention if possible and safe to do so.

Unlike the forensic exam for a sexual assault, if you seek medical treatment for dating/domestic violence there is a cost. Thanks to generous support from donors, Miami may be able to offer financial assistance to cover some or all the expenses associated with the visit. You can learn more by contacting the Title IX Coordinator and/or one of the Deputy Title IX Coordinators.

Stalking

If you have experienced stalking, it can be helpful to an investigation to retain any evidence of that behavior, including documentation of any unwanted communication (whether written, oral, electronic), postings (such as on social media), gifts, etc.

 Thu, 30 Dec 2021 17:07:00 -0600 en-US text/html https://miamioh.edu/campus-safety/sexual-assault/resource-guide/index.html Killexams : Guide: Resources for people living with HIV/AIDS

Dec 01, 2022, 9:45amUpdated on Dec 01, 2022

By: Sandrina Rodrigues, Senior Digital Producer

HIV (human immunodeficiency virus) is a virus that attacks the body’s immune system. If HIV is not treated, it can lead to AIDS (acquired immunodeficiency syndrome).

With proper medical care, HIV can be controlled. People with HIV who get effective HIV treatment can live long, healthy lives and protect their partners.

Below are resources in your area:

CONNECTICUT RESOURCES

Connecticut provides core medical and supportive services to people living with HIV or AIDS (PLWHA) and their families through various "HIV/AIDS service and community-based organizations." Find information here.

NEW JERSEY RESOURCES

HERE find HIV/AIDS resources for New Jersey residents.

NEW YORK STATE RESOURCES

HERE find HIV/AIDS resources for New York residents.

NEW YORK CITY RESOURCES

HERE find HIV/AIDS services for New York City residents.

CARE AND TREATMENT

CONNECTICUT:

HIV/AIDS Hotline - National Hotline: 800-232-4636

NEW JERSEY:

HIV/AIDS Hotline - In New Jersey: 800-624-2377 | TTY/TDD: 973-926-8008

NEW YORK: 

New York State AIDS Hotline - In New York: 505-476-3612

New York State Counseling Hotline - In New York: 800-872-2777

Deaf and Hearing Impaired/TDD: 800-369-2437

Voice callers should use NY Relay: 711 or 800-421-1220 and ask for 800-541-2437

GET HELP PAYING FOR CARE

HOUSING RESOURCES

JOB RESOURCES

HELP WITH LEGAL ISSUES

HIV-specific criminal laws: Access resources about disclosure, confidentiality, and the law from the Center for HIV Law and Policy.

Get information about HIV discrimination: Learn about how the Americans with Disabilities Act (ADA) protects people who are discriminated against because they have HIV or have a relationship with someone with HIV.

FIND MENTAL HEALTH TREATMENT

 Wed, 30 Nov 2022 19:45:00 -0600 text/html https://bronx.news12.com/guide-resources-for-people-living-with-hiv-aids Killexams : Strategic Human Resource Management (2022 Guide)

Now that you know what SHRM is and why it’s important, you may wonder how to get started. The process involves knowing the goals of your company, its abilities, future needs and resources. From there, you put your plan into action, then reassess and pivot if necessary.

Here are the five steps to strategic human resources plan:

1. Know your company’s goals and abilities

The first step to SHRM is understanding your company’s goals and abilities. When you know your company goals and can articulate them, you’ll have an easier time creating programs and policies that support those goals. You’ll also be able to more effectively measure the success of your SHRM programs and make changes as needed.

Consider the following questions:

  • What are your company’s long-term goals?
  • What are your company’s strengths and weaknesses?
  • What resources does your company have now?
  • What skills does your workforce currently have?
  • Are there any gaps in talent or skills?

Answering these questions will help you understand your company’s goals and abilities, and how SHRM can help you achieve those goals.

2. Forecast future needs

Now that you have an idea of your company’s goals and abilities, you need to forecast future needs. In order to ensure your company’s future success, you need to predict how many employees with the required skills will be necessary and measure it against your company’s current workforce. This will help you determine what skills your company will need in the future and how to develop those skills in your workforce.

Consider the following questions:

  • What skills will your company need in the future?
  • How many employees with those skills will you need?
  • How does that compare to your current workforce?

By answering these questions, you will be able to comprehend what abilities your company will need in the future and how to cultivate a workforce with those required skills.

3. Determine the resources needed to achieve company goals

After you know your company’s goals and have forecasted future needs, you need to determine the resources needed to achieve those goals. This includes identifying the financial resources, human resources and physical resources required.

Consider the following questions:

  • What financial resources will you need to achieve your company’s goals?
  • What human resources will you need to achieve your company’s goals?
  • What physical resources will you need to achieve your company’s goals?

To determine these, you’ve got to conduct an audit of both your internal and external resources. This will provide you a sense of what types of resources you have available to achieve your goals and where you may need to supplement.

For example, if you’re looking to expand your workforce, you may need to invest in recruiting programs. Or, after conducting a needs assessment, you may find that your current workforce doesn’t have the necessary skills to achieve your company’s goals, so you’ll need to invest in training programs.

Another example is if you’re looking to launch a new product. In this case, you’ll need to consider the financial resources required to develop and market the product, as well as the physical resources required to produce it. You’ve also got to consider talent and skill set when launching a new product. Do you have the right people in place to bring your product to market? And do they have the necessary skills to do so?

4. Execute your plan

Now that you’ve set your company’s goals, forecasted its future needs and gathered the resources required to achieve those goals, it’s time to put your SHRM plan into action. Most companies start by recruiting the right candidates, training and development and then performance management. However, this will vary depending on your company’s specific needs.

If you already have a large talent pool to choose from, you may be better off cultivating skills of current employees before recruiting outside talent. After you’ve satisfied that resource, you may find you still need to hire. If so, you’ll need to have clear expectations and skill requirements before recruiting.

Once you’ve hired talent, it’s imperative to have a proper onboarding process. This will help ensure that your new hires are set up for success and understand what’s expected of them. After you’ve brought new talent into the fold, you need to focus on development. This includes training programs as well as opportunities for professional growth. By offering these opportunities, you’ll be able to retain top talent and keep them engaged in their work.

Last but not least is performance management. This includes setting clear expectations, providing feedback and conducting performance reviews. Performance management is a key part of SHRM as it helps ensure that your workforce is meeting expectations and contributing to your company’s bottom line.

Here are a few things to keep in mind when executing your SHRM plan:

  • Set realistic goals and timelines. Trying to accomplish too much in a short period of time can be overwhelming and lead to mistakes.
  • Get buy-in from upper management. If those at the top aren’t on board with your SHRM plan, it’s going to be difficult to get everyone else on board.
  • Communicate with your employees. Employees should be aware of the goals of the SHRM plan and how it will affect them. This will help get them on board and ensure that they’re working towards the same goals.
  • Be prepared to adjust your plan. As with any plan, things may not go as expected. Be prepared to make adjustments to ensure that you’re still on track to achieve your company’s goals. We’ll discuss this in detail in the next section.

5. Assess and pivot

After you’ve executed your SHRM plan, it’s important to assess how things are going. This includes looking at what’s working and what’s not. Based on your assessment, you may need to make adjustments to your plan. For example, if you’re not seeing the results you want, you may need to change your recruiting strategy. Or, if you’re finding that your training programs aren’t effective, you may need to make changes to those as well.

It’s also important to keep in mind that your SHRM plan is not a one-time thing. As your company grows and changes, so too will your SHRM needs. As such, it’s important to revisit your SHRM plan on a regular basis to ensure that it’s still relevant and effective.

 Wed, 16 Nov 2022 22:59:00 -0600 Kathy Haan en-US text/html https://www.forbes.com/advisor/business/strategic-human-resource-management/ Killexams : 211 Launches 2022 Holiday Resource Guide

Monday, November 14th 2022, 9:10 am

211 of Eastern Oklahoma just launched its resource guide to help people in need during the holiday season.

The holiday resource guide is available every year and is updated regularly with different organizations across Green Country willing to help people who are struggling around the holidays.

CEO of the Community Service Council Pam Ballard says this year the need for help is so much greater due to the economy. Ballard is encouraging people to take advantage of the guide and says they are thrilled to continue making a difference through their work.

The guide is available online at csctulsa.org. Leaders say they help people with a range of needs.

"They have everything from having everything people would need if they make their own meals or if want to go somewhere and enjoy meals with other people. Sometimes people are alone and they would like to be with others so they can call and find out where they can do that or the places nearest to them," said CEO of Community Service Council Pam Ballard.

Call 211 if you need help navigating the guide or if you can’t access it online.

 Sun, 13 Nov 2022 23:18:00 -0600 en text/html https://www.newson6.com/story/63723fd870ab92070deb083a/211-launches-2022-holiday-resource-guide Killexams : Discussion Guide

THROUGH DEAF EYES does not approach the Topic of deaf history from the perspective of sentimentality or of overcoming the inability to hear, nor does it deny the physical reality of being deaf. The documentary takes a straightforward look at life for people who are part of the cultural-linguistic group who use American Sign Language and often define themselves as “Deaf” — with a capital, and cultural, “D” — and deaf people who, for a variety of reasons, do not identify with the Deaf cultural community. The history often shows that intersections between deaf and Deaf people are many and that oppression and discrimination are common experiences.

The film is full of surprises and stories that often reflect unusual experiences. These puzzling events in the lives of Deaf people demonstrate a complex relationship with the hearing society. Outstanding themes, underscored through these stories and worthy of discussion, include:

  • The broad sweep of U. S. history intersecting the experiences of Deaf people.
  • Deaf education’s evolution.
  • The enduring linguistic debate on how to educate deaf children.
  • The creation and expansion of the Deaf cultural community.
  • Technology’s role in promoting significant social change for deaf people.
  • Technology as an agent of change.
  • Deaf leadership and activism.
  • Deaf / deaf self-identity.

This guide accompanies the film and supports facilitators as they engage community members, students and others interested in the documentary in dialogue about the issues highlighted in THROUGH DEAF EYES.

Note for Educators: Teachers can use these questions as a springboard for discussions about Deaf life in America.

 Mon, 25 Jul 2016 10:27:00 -0500 text/html https://www.pbs.org/weta/throughdeafeyes/resources/guide.html Killexams : FMLA Quick-Reference Guide for Leaders

For faculty and staff with supervisory responsibilities, a fundamental knowledge of the Family and Medical Leave Act (FMLA) is key for supporting employees appropriately and promoting effective application of University leave policies and procedures.

In summary, FMLA-eligible faculty and staff may receive up to 12 weeks (480 hours) of "protected" leave time in a year, which means they will not lose their position, suffer a demotion, or have a decrease in salary because of using Family and Medical Leave. FMLA leave may be for a continuous period of time, or on an intermittent basis depending on employee need and/or what their healthcare provider notes. Reasons to use FMLA may include:

  • An employee's own serious health condition.
  • Adoption of a child, and care for the adopted child within one year of placement.
  • Birth of a child, or care for a newborn within one year of birth.
  • Exigency leave for qualified employees with eligible family members in the Armed Forces.
  • Care for a qualifying family member with a serious health condition.
  • Placement of a child into foster care of a faculty or staff member's home.
  • Care for a military member where qualified spouse, child, or parent is on covered active duty.

FMLA Process

Eligible employees who may wish to request FMLA leave for one of the reasons noted above should connect with Human Resources for guidance, as well as inform their supervisor as soon as practical. Basic steps to be taken include:

Supervisor's Role in the FMLA Process

Supervisors play a critical role in connecting their employees to the resources they may need during personal circumstances that qualify for benefits guaranteed under federal law (FMLA). If approached about the potential need for FMLA leave, or if an employee has an unexpected event arise that may be covered, supervisors should encourage the employee to contact Human Resources for process details. Supervisors may also connect directly with their assigned Human Resources Consultant (HRC) to discuss questions about how leave policies may apply. Faculty and contract staff approved for FMLA leave will be paid according to their contract during the leave time, while eligible staff employees may use Parental Leave, Paid Caregiver Leave, and/or sick and vacation accruals where appropriate. Health insurance coverage will remain in place while an employee is on FMLA leave.

It is important for leaders to refrain from asking for details beyond what an employee is comfortable sharing, as private medical information should be reviewed by Human Resources only. Supervisors should assist with the completion of the FMLA Request and Action form timely, as well as support the employee in preparing work-related items to hand off where leave is foreseeable.

Tips for Managing & Supporting Employees During FMLA Leave

While Human Resources administers FMLA leave and stays in touch with the employee regarding leave status and return to work documentation, leaders also play an important role in ensuring the leave time goes as smoothly as possible for their employees. A few tips include:

  • Empower them to be on leave fully: Supervisors should make it clear to their employees that they should not be performing work during FMLA leave time. Employees should be supported in disengaging as appropriate, and with a plan in place for how their responsibilities will be handled in the interim.
  • Keep information confidential: Supervisors should refrain from sharing with others in the office details surrounding an employee's FMLA leave. The employee may choose to disclose information or updates with colleagues on a voluntary basis.
  • Check in at appropriate intervals: If an employee may appreciate brief, infrequent messages to check in on their wellbeing while on leave, this is acceptable. However, supervisors should remain sensitive and refrain from bringing up work-related subjects when doing so.
  • Prepare for a smooth return: Supervisors are encouraged to organize a plan to help their employees transition back to work after FMLA leave. Scheduled check-in meetings to review updates and regroup, as well as facilitating communication with key contacts or others in the office who have been assisting with coverage may be helpful.
  • Stay in touch with Human Resources as needed: If questions arise during an employee's FMLA leave or unexpected status updates are shared, supervisors are encouraged to contact Human Resources so adjustments to the leave designation may take place, or additional contact may be made with the employee.

Human Resources staff are happy to assist with questions surrounding FMLA leave.

Contact the HR Service Center at askHR@baylor.edu or 254.710.2000, or reach out to your designated HR Consultant.

Resources:

Baylor Human Resources FMLA Site
BU-PP 408 – Family and Medical Leave Act
HRC – Human Resources Consultants Thu, 03 Nov 2022 12:00:00 -0500 en-US text/html https://www.baylor.edu/hr/news.php?action=story&story=230986 Killexams : Resource guide for caregivers in Michigan

detroitnews.com cannot provide a good user experience to your browser. To use this site and continue to benefit from our journalism and site features, please upgrade to the latest version of Chrome, Edge, Firefox or Safari.

 Fri, 18 Nov 2022 07:25:00 -0600 en-US text/html https://www.detroitnews.com/in-depth/news/local/michigan/2022/11/11/resource-guide-for-caregivers-in-michigan/69521946007/ Killexams : Car seat safety resource guide: How to install a car seat and have it inspected for free near you

Car seats and booster seats help protect infants and children in a crash.

Car crashes are a leading cause of death for children ages 1 to 13, which is why it’s so important that people choose and use the right car seat correctly every time their child is in the car.

How to choose a car seat

There are four types of car seats. Those include the rear-facing car seat, forward-facing car seat, booster seat, and seat belt. This website from the NHTSA helps you choose a car seat by typing in your child’s birth date, height and weight.

Rear-facing car seat:

  • Infant Car Seat (Rear-Facing only): Designed for newborns and small babies, the infant-only car seat is a small, portable seat that can only be used rear-facing. Most babies outgrow their infant seats before their first birthday. When that happens, we recommend that parents purchase a convertible or all-in-one car seat and use it rear-facing.
  • Convertible Seat: As a child grows, this seat can change from a rear-facing seat to a forward-facing seat with a harness and tether. Because it can be used with children of various sizes, it allows for children to stay in the rear-facing position longer.
  • All-in-One Seat: This seat can change from a rear-facing seat to a forward-facing seat (with a harness and tether) and to a booster seat as a child grows. Because it can be used with children of various sizes, it allows for children to stay in the rear-facing position longer.

Forward-facing car seat:

  • Convertible Seat: As a child grows, this seat can change from a rear-facing seat to a forward-facing seat with a harness and tether.
  • Combination Seat: As a child grows, this seat transitions from a forward-facing seat with a harness and tether into a booster.
  • All-in-One Seat: This seat can change from a rear-facing seat to a forward-facing seat (with a harness and tether) and to a booster seat as a child grows.

Booster seat:

  • Booster Seat With High Back: This type of booster seat is designed to boost the child’s height so the seat belt fits properly. It also provides neck and head support and is ideal for vehicles that don’t have head rests or high seat backs.
  • Backless Booster Seat: A backless booster seat is designed to boost the child’s height so the seat belt fits properly. It does not provide head and neck support. It is ideal for vehicles that have head rests.
  • Combination Seat: As a child grows, this seat transitions from a forward-facing seat with a harness into a booster.
  • All-in-One Seat: This seat can change from a rear-facing seat to a forward-facing seat (with a harness and tether) and to a booster seat as a child grows.

Seat belt:

  • Should lie across the upper thighs and be snug across the shoulder and chest to restrain your child safely in a crash. It should not rest on the stomach area or across the neck or face.

Click here to get help choosing a car seat.

How to install a car seat

An improperly installed car seat can put a child’s life in danger.

How to install rear-facing car seats:

How to install forward-facing car seats:

How to install booster seats:

How to get your car seat inspected

This website helps you find someone to inspect your car seat for you. A certified technician will inspect your car seat for free, in most cases, and show you how to correctly install and use it. Some locations also offer virtual inspections.

  • Click here to find a car seat inspector near you through the NHTSA website.
  • Click here to find a tech through the National Child Passenger Safety Certification website.
  • Click here for a free car seat safety inspection in Pontiac.
  • Click here for a free car seat safety inspection in Clarkston.

Children’s Hospital of Michigan injury prevention online workshop

The Children’s Hospital of Michigan offers an injury prevention workshop online that offers safety information to keep children safe.

How does the program work?

  • Learn Online – Caregivers will receive an email, with registration requirements and the online earning website link(s)– video(s) are required to watch. Accurate child information, NO car seat will be provided without ALL child(ren) information.

  • Make Appointment - Caregivers will select their appointment time (on a pre-determined date) to come and pick-up all safety materials and/or equipment through a contactless, pick-up event.

  • Caregivers will receive a confirmation email, with address and a detailed map of Pick-Up location in the Mid-town Detroit area.

  • Show up - Arrive at your scheduled pick-up day & time, STAY IN YOUR VEHICLE, staff will greet and load all safety materials and equipment. - It’s that easy

Click here to fill out the form for more information about the workshop.

Beaumont offers car seat safety information

Beaumont’s Parenting Program offers new parents In-Room Car Seat Safety Education at both the Troy and Royal Oak hospitals. A certified car seat technician is available Monday through Friday to help answer questions and show new parents how to properly use and install their car seat.

Click here to read eight questions answered by a certified child passenger safety technician.

  • Click here to register for Beaumont’s safety classes.

Copyright 2022 by WDIV ClickOnDetroit - All rights reserved.

 Thu, 17 Nov 2022 09:27:00 -0600 en text/html https://www.clickondetroit.com/news/local/2022/11/17/car-seat-safety-resource-guide-how-to-install-a-car-seat-and-have-it-inspected-for-free-near-you/ 3X0-203 exam dump and training guide direct download
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