CEN learner - Certified Emergency Nurse Updated: 2023 |
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Exam Code: CEN Certified Emergency Nurse learner June 2023 by Killexams.com team |
CEN Certified Emergency Nurse The CEN test is for nurses in the emergency department setting who want to demonstrate their expertise, knowledge and versatility in emergency nursing. Killexams is the only source for emergency nursing professionals and their employers to obtain recognized certification with proven results for greater knowledge and performance. Enhance your knowledge, your career, and patient care with specialty certification in emergency nursing. One of the more common questions we get from our customers is about the difference between a certification and a certificate. Here is the difference in a nutshell: A certificate comes from an educational program where a certificate is awarded after the individual successfully completes the offering. Examples of certificates are Advanced Cardiac Life Support (ACLS) or Trauma Nursing Core Course (TNCC). A certification, like the Certified Emergency Nurse (CEN) is an earned credential that demonstrates the individuals specialized knowledge and skills. Certification is awarded by a third-party organization, such as Board of Certification for Emergency Nursing. Individuals receive their certification after meeting strict eligibility requirements and successfully completing the required examination. In addition, certifications have ongoing requirements that must be meant to maintain the credential, ensuring the holder has maintained their level of expertise in the specialty area. Certifications are nationally recognized and are often utilized as part of the earners signature. Earning professional certifications such as the CEN, CPEN, CFRN, CTRN and TCRN offered by BCEN, and completing certificate programs such as ACLS, PALS, ENCP and TNCC, are critical to the work emergency nurses do, but there are significant differences. 1. Cardiovascular Emergencies 20 A. Acute coronary syndrome B. Aneurysm/dissection C. Cardiopulmonary arrest D. Dysrhythmias E. Endocarditis F. Heart failure G. Hypertension H. Pericardial tamponade I. Pericarditis J. Peripheral vascular disease (e.g., arterial, venous) K. Thromboembolic disease (e.g., deep vein thrombosis [DVT]) L. Trauma M. Shock (cardiogenic and obstructive) 2. Respiratory Emergencies 16 A. Aspiration B. Asthma C. Chronic obstructive pulmonary disease (COPD) D. Infections E. Inhalation injuries F. Obstruction G. Pleural effusion H. Pneumothorax I. Pulmonary edema, noncardiac J. Pulmonary embolus K. Respiratory distress syndrome L. Trauma 3. Neurological Emergencies 16 A. Alzheimer's disease/dementia B. Chronic neurological disorders (e.g., multiple sclerosis, myasthenia gravis) C. Guillain-Barré syndrome D. Headache (e.g., temporal arteritis,migraine) E. Increased intracranial pressure (ICP) F. Meningitis G. Seizure disorders H. Shunt dysfunctions I. Spinal cord injuries, including neurogenic shock J. Stroke (ischemic or hemorrhagic) K. Transient ischemic attack (TIA) L. Trauma 4. Gastrointestinal, Genitourinary, Gynecology, and Obstetrical Emergencies 21 A. Gastrointestinal 1. Acute abdomen (e.g., peritonitis, appendicitis) 2. Bleeding 3. Cholecystitis 4. Cirrhosis 5. Diverticulitis 6. Esophageal varices 7. Esophagitis 8. Foreign bodies 9. Gastritis 10. Gastroenteritis 11. Hepatitis 12. Hernia 13. Inflammatory bowel disease 14. Intussusception 15. Obstructions 16. Pancreatitis 17. Trauma 18. Ulcers B. Genitourinary 1. Foreign bodies 2. Infection (e.g., urinary tract infection, pyelonephritis, epididymitis, orchiitis, STDs) 3. Priapism 4. Renal calculi 5. Testicular torsion 6. Trauma 7. Urinary retention C. Gynecology 1. Bleeding/dysfunction (vaginal) 2. Foreign bodies 3. Hemorrhage 4. Infection (e.g., discharge, pelvic inflammatory disease, STDs) 5. Ovarian cyst 6. Sexual assault/battery 7. Trauma D. Obstetrical 1. Abruptio placenta 2. Ectopic pregnancy 3. Emergent delivery 4. Hemorrhage (e.g., postpartum bleeding) 5. Hyperemesis gravidarum 6. Neonatal resuscitation 7. Placenta previa 8. Postpartum infection 9. Preeclampsia, eclampsia, HELLP syndrome 10. Preterm labor 11. Threatened/spontaneous abortion 12. Trauma 5. Psychosocial and Medical Emergencies 25 A. Psychosocial 1. Abuse and neglect 2. Aggressive/violent behavior 3. Anxiety/panic 4. Bipolar disorder 5. Depression 6. Homicidal ideation 7. Psychosis 8. Situational crisis (e.g., job loss, relationship issues, unexpected death) 9. Suicidal ideation B. Medical 1. Allergic reactions and anaphylaxis 2. Blood dyscrasias a. Hemophilia b. Other coagulopathies (e.g., anticoagulant medications, thrombocytopenia) c. Leukemia d. Sickle cell crisis 3. Disseminated intravascular coagulation (DIC) 4. Electrolyte/fluid imbalance 5. Endocrine conditions: a. Adrenal b. Glucose related conditions c. Thyroid 6. Fever 7. Immunocompromise (e.g., HIV/AIDS, patients receiving chemotherapy) 8. Renal failure 9. Sepsis and septic shock 6. Maxillofacial, Ocular, Orthopedic and Wound Emergencies 21 A. Maxillofacial 1. Abscess (i.e., peritonsillar) 2. Dental conditions 3. Epistaxis 4. Facial nerve disorders (e.g., Bells palsy, trigeminal neuralgia) 5. Foreign bodies 6. Infections (e.g., Ludwig'sangina, otitis, sinusitis, mastoiditis) 7. Acute vestibular dysfunction (e.g., labrinthitis, Ménière's disease) 8. Ruptured tympanic membrane 9. Temporomandibular joint (TMJ) dislocation 10. Trauma B. Ocular 1. Abrasions 2. Burns 3. Foreign bodies 4. Glaucoma 5. Infections (e.g., conjunctivitis, iritis) 6. Retinal artery occlusion 7. Retinal detachment 8. Trauma (e.g., hyphema, laceration, globe rupture) 9. Ulcerations/keratitis C. Orthopedic 1. Amputation 2. Compartment syndrome 3. Contusions 4. Costochondritis 5. Foreign bodies 6. Fractures/dislocations 7. Inflammatory conditions 8. Joint effusion 9. Low back pain 10. Osteomyelitis 11. Strains/sprains 12. Trauma (e.g., Achilles tendon rupture, blast injuries) D. Wound 1. Abrasions 2. Avulsions 3. Foreign bodies 4. Infections 5. Injection injuries (e.g., grease gun, paintgun) 6. Lacerations 7. Missile injuries (e.g., guns, nail guns) 8. Pressure ulcers 9. Puncture wounds 10. Trauma (i.e., including degloving injuries) 7. Environment and Toxicology Emergencies, and Communicable Diseases 15 A. Environment 1. Burns 2. Chemical exposure (e.g., organophosphates, cleaning agents) 3. Electrical injuries 4. Envenomation emergencies (e.g., spiders, snakes, aquatic organisms) 5. Food poisoning 6. Parasite and fungal infestations (e.g., giardia, ringworm, scabies) 7. Radiation exposure 8. Submersion injury 9. Temperature-related emergencies (e.g., heat, cold, and systemic) 10. Vector borne illnesses: a. Rabies b. Tick-borne illness (e.g., Lyme disease, Rocky Mountain spotted fever) B. Toxicology 1. Acids and alkalis 2. Carbon monoxide 3. Cyanide 4. Drug interactions (includingalternative therapies) 5. Overdose and ingestions 6. Substance abuse 7. Withdrawal syndrome C. Communicable Diseases 1. C. Difficile 2. Childhood diseases (e.g., measles, mumps, pertussis, chicken pox, diphtheria) 3. Herpes zoster 4. Mononucleosis 5. Multi-drug resistant organisms (e.g., MRSA, VRE) 6. Tuberculosis 8. Professional Issues 16 A. Nurse 1. Critical Incident Stress Management 2. Ethical dilemmas 3. Evidence-based practice 4. Lifelong learning 5. Research B. Patient 1. Discharge planning 2. End of life issues: a. Organ and tissue donation b. Advance directives c. Family presence d. Withholding, withdrawing, and palliative care 3. Forensic evidence collection 4. Pain management and procedural sedation 5. Patient safety 6. Patient satisfaction 7. Transfer and stabilization 8. Transitions of care a. external handoffs b. internal handoffs c. patient boarding d. shift reporting 9. cultural considerations (e.g., interpretive services, privacy, decision making) C. System 1. Delegation of tasks to assistive personnel 2. Disaster management (i.e., preparedness, mitigation, response, and recovery) 3. Federal regulations (e.g., HIPAA, EMTALA) 4. Patient consent for treatment Performance improvement 6. Risk management 7. Symptom surveillance a. recognizing symptom clusters b. mandatory reporting of diseases D. Triage |
Certified Emergency Nurse Medical Certified learner |
Other Medical examsCRRN Certified Rehabilitation Registered NurseCCRN Critical Care Register Nurse CEN Certified Emergency Nurse CFRN Certified Flight Registered Nurse CGFNS Commission on Graduates of Foreign Nursing Schools CNA Certified Nurse Assistant CNN Certified Nephrology Nurse CNOR Certified Nurse Operating Room DANB Dental Assisting National Board Dietitian Dietitian EMT Emergency Medical Technician EPPP Examination for Professional Practice of Psychology FPGEE Foreign Pharmacy Graduate Equivalency NBCOT National Board for Certification of Occupational Therapists - 2023 NCBTMB National Certification Board for Therapeutic Massage & Bodywork NET Nurse Entrance Test NPTE National Physical Therapy Examination OCN Oncology Certified Nurse - 2023 PANCE Physician Assistant National Certifying VTNE Veterinary Technician National Examination (VTNE) CNS Clinical Nurse Specialist NBRC The National Board for Respiratory Care AHM-540 AHM Medical Management AACN-CMC Cardiac Medicine Subspecialty Certification AAMA-CMA AAMA Certified Medical Assistant ABEM-EMC ABEM Emergency Medicine Certificate ACNP AG - Acute Care Nurse Practitioner AEMT NREMT Advanced Emergency Medical Technician AHIMA-CCS Certified Coding Specialist (CPC) (ICD-10-CM) ANCC-CVNC ANCC (RN-BC) Cardiac-Vascular Nursing ANCC-MSN ANCC (RN-BC) Medical-Surgical Nursing ANP-BC ANCC Adult Nurse Practitioner APMLE Podiatry and Medical BCNS-CNS Board Certified Nutrition Specialis BMAT Biomedical Admissions Test CCN CNCB Certified Clinical Nutritionist CCP Certificate in Child Psychology CDCA-ADEX Dental Hygiene CDM Certified Dietary Manager CGRN ABCGN Certified Gastroenterology Registered Nurse CNSC NBNSC Certified Nutrition Support Clinician COMLEX-USA Osteopathic Physician CPM Certified Professional Midwife CRNE Canadian Registered Nurse Examination CVPM Certificate of Veterinary Practice Management DAT Dental Admission Test DHORT Discover Health Occupations Readiness Test DTR Dietetic Technician Registered FNS Fitness Nutrition Specialist MHAP MHA Phlebotomist MSNCB MSNCB Medical-Surgical Nursing Certification NAPLEX North American Pharmacist Licensure Examination NCCT-TSC NCCT Technician in Surgery NCMA-CMA Certified Medical Assistant NCPT National Certified Phlebotomy Technician (NCPT) NE-BC ANCC Nurse Executive Certification NNAAP-NA NNAAP Nurse Aide NREMT-NRP NREMT National Registered Paramedic NREMT-PTE NREMT Paramedic Trauma Exam OCS Ophthalmic Coding Specialist PANRE Physician Assistant National Recertifying Exam PCCN AACN Progressive Critical Care Nursing RDN Registered Dietitian VACC VACC Vascular Access WHNP Women Health Nurse Practitioner AACD American Academy of Cosmetic Dentistry RPFT Registered Pulmonary Function Technologist ACLS Advanced Cardiac Life Support - 2023 GP-Doctor General Practitioner (GP) Doctor GP-MCQS Prometric MCQS for general practitioner (GP) Doctor INBDE Integrated National Board Dental Examination (Day 1 exam) |
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Medical CEN Certified Emergency Nurse https://killexams.com/pass4sure/exam-detail/CEN Question: 1 An elderly female client presents to the ED with complaints of chest pain and a history of angina. After the initial triage, what would be the next appropriate interventions? A. cardiac monitor, oxygen, and sublingual nitroglycerin B. cardiac monitor, sublingual nitroglycerin, and Foley catheter C. cardiac monitor, IV, oxygen, and sublingual nitroglycerin D. oxygen, sublingual nitroglycerin, and Foley catheter Answer: C Question: 2 A 7-year-old child is brought to the emergency department after multiple bee stings about 30 minutes previously. He complains of itching, swollen lips, and difficulty breathing. Wheezing and stridor are heard. What is the most immediate treatment required? A. epinephrine 0.1 mg intramuscularly B. intravenous corticosteroid C. intravenous antihistamine D. broad-spectrum antibiotic Answer: A Question: 3 After an auto accident, x-rays of the patient's leg show a transverse fracture of the midfemur with several bone fragments surrounding the fracture site. The skin of the leg is intact. This type fracture is called: A. compression fracture B. comminuted fracture C. avulsion fracture D. open fracture Answer: B Question: 4 A cancer patient is seen in the emergency department with high fevers and malaise for 2 days. She received chemotherapy about 10 days ago. Her physical test is not revealing but her temperature is 103F A CBC shows a hemoglobin of 10 g/dL, WBC 4000 with 10% polys, 5% bands, 70% lymphs, 10% monos, and 5% other white or unidentified cells. Platelets are 60,000/mm3. Which of the following is NOT immediately appropriate? A. blood cultures from different sites B. electrolytes, liver and renal function tests C. eask if she has been receiving granulocyte colony-stimulating factor (G-CSF) D. white blood cell transfusion Answer: D Question: 5 Which statement best describes acute respiratory distress syndrome (ARDS)? A. ARDS is caused by trauma only. B. ARDS is sudden, progressive, and severe. C. ARDS is caused by an illness only. D. ARDS never results in lung scarring. Answer: B For More exams visit https://killexams.com/vendors-exam-list Kill your test at First Attempt....Guaranteed! |
Medical Insurance, Billing, and Coding learning course are essential to student success in all healthcare programs. This course introduces health insurance and reimbursement and familiarizes students with the health insurance industry, legal and regulatory issues, and differences in reimbursement methodologies. Students will learn about the principles of medical billing related to proper claim form preparation, submission, payment processing, and the follow-up process. The MBCC course is the second of the four courses taken for the Medical Billing and Coding Certificate. This course prepares students for the NHA Certified Billing and Coding Specialist (CBCS) certification test and provides insurance training essentials, including: Assigned Modules 60 hrs
The MBCC course provides students with foundational knowledge for learning the essentials to gain proficiency using various medical coding systems. The ability to translate medical record documentation into the appropriate diagnosis and procedure’s universal alphanumeric codes and report them on the national medical claim forms for reimbursement. Students learn the skills to manage all phases of the health insurance revenue cycle for government and commercial payors, ensure accuracy and aid in the insurance claim payment process. Students learn employer sought problem-solving and customer services skills needed to work in a clinic, outpatient, and inpatient settings. RIT Certified is expanding our institutional reach through a new portfolio of programs for a new audience of learners who are looking for non-credit training and development opportunities. We will join together with companies to fill crucial skills gaps for employers, individuals, and the job economy as a whole. Our programs will emphasize user-centered learning, meeting individuals where they are. These offerings will be aligned with job growth, and will dynamically reflect industry changes in real time. RIT Certified learners will earn credentials that recognize the skills they’ve acquired, signaling clear value to employers. Who is the target audience? A new and growing audience of learners who are not in the market for graduate or undergraduate degrees. Some of our learners will want to sustain their current job, some are seeking a promotion and need to define what upward mobility could look like, some will want to advance their career in ways education hadn’t imagined when they were in school, and some will want to switch fields. Our programs will support and enable the multiple job and career transitions demanding the acquisition and demonstration of new skills throughout an individual’s life. PURPOSE This policy identifies the conditions under which eligible Professional Staff Members may take a medical leave of absence not covered under the Federal Family Medical Leave Act of 1993 (FMLA). APPLICABILITY This policy applies to all benefit eligible Professional Staff Members, excluding any Professional Staff Members governed by language in their collective bargaining unit agreement. IMPLEMENTATION Implementation of this policy is the responsibility of the Department of Human Resources in conjunction with the Designated Third-Party Administrator. ADMINISTRATIVE OVERSIGHT The Executive Vice President, Treasurer and Chief Operating Officer is the Drexel University official responsible for the administration of this policy. POLICY
DEFINITIONS Benefit Eligible refers to full-time or part-time Drexel University Online Professional Staff Members who are eligible to receive Drexel University Online paid benefits (e.g. medical coverage, leave accrual, etc.). Full-time Professional Staff Members are regularly scheduled to work 40 hours per week. Part-time Professional Staff Members are regularly scheduled to work at least 20 hours per week but less than 40. Designated Third-Party Administrator is the Drexel-chosen provider for Non-FMLA Medical Leave administration. Health Care Provider is defined as a doctor, podiatrist, dentist, clinical psychologist, optometrist, nurse practitioner, nurse midwife, clinical social worker, physician assistant, Christian Science practitioner or a chiropractor. Professional Staff Member is defined as an individual employed in any non-faculty category by Drexel University, including an individual who is deemed to be either exempt or non-exempt under the provisions of the Fair Labor Standards Act (FLSA) and/or applicable state law. Serious Health Condition is defined as an illness, injury or impairment, or physical or mental condition that involves either inpatient care or continuing care by a health-care provider. Continuing care can include:
Spouse refers to any individual who is lawfully married to an employee. PROCEDURES Administration Request for Medical Leave of Absence
Employee Notices Certifications Duration of Medical Leave Compensation for Professional Staff Members when using Paid Leave Benefits During Leave Return from Leave AT-WILL EMPLOYMENT NOT AFFECTEDNotwithstanding anything to the contrary stated in this policy, nothing herein is intended to alter the at-will status of any Professional Staff Member. Drexel University Online at all times retains the right to terminate any Professional Staff Member at any time for any lawful reason, or for no reason at all. Johannesburg – The 19-year-old learner arrested by the North West police for stabbing another learner at the Rustenburg Bus Rank will be appearing in the Rustenburg Magistrate’s Court next for a formal bail application. Blessing Dintle Tladi appeared briefly in thecourt earlier on Monday after he was arrested on Friday for fatally stabbing 18-year-old Lethabo Mojalefa Sibanda and injuring another learner following a squabble between the two groups. Police spokesperson Captain Sam Tselanyane said Tladi appeared in court and was formally charged with murder and attempted murder. Tselanyane said the matter was postponed to next Monday for a formal bail application to proceed. According to the police, preliminary investigations revealed that the victim was stabbed with a sharp object in his throat. According to bystanders, the victim, who comes from a high school in Rustenburg, allegedly fought with Tladi, who in turn recruited a group of other learners to attack the victim's group. The two groups allegedly gathered at the bus rank, leading to a fight and the eventual stabbing of Sibanda, who was later certified dead at the scene. Another learner, who was also stabbed, was transported to a local hospital by the Emergency Medical Rescue Services (EMRS). North West Education spokesperson Mphata Molokwane said that the Education MEC had visited the deceased learner's family on Monday and that the department had already dispatched counselling support services to the school following the incident. Tladi is expected to appear in court again on June 12. The Star In the final episode of The Marvelous Mrs. Maisel, Midge Maisel a standup comic with a long and successful career, is meeting with her staff. She asks them: “Ok, what is on the schedule for next week?” One of her staff answers, “Well, Monday you have a showcase, Wednesday you’re flying to Vegas, Thursday through Saturday you have a limited run at the Bellagio, Sunday you fly back. “What about Tuesday, Midge asks?” Gleefully, the staffer replies, “Tuesday you rest.” Midge looks astonished, then clearly annoyed. In response, the entire staff looks frantically at their electronic devices, scrambling to find something for their boss to do. Clearly, Midge does not know what to do with herself when she is not busy or stressed. Surprisingly, she is not alone. According to a 2015 study by the American Psychological Association, 24 percent of Americans experience extreme stress regularly, and stress levels have been steadily increasing over the last decade. “Stress addiction isn’t a diagnosis,” according to Michael McGrath, M.D., a psychiatrist who is board certified in addiction medicine. It is not recognized in the current edition of the Diagnostic and Statistical Manual. However, it is still possible to develop a compulsion toward stress or stressful situations. Such behavior affects the networks of the brain’s risk-reward system. It’s a disorder involving a pattern of repetitive and compulsive actions that aren’t related to the use of a specific substance. Stressful situations, like learning you have a serious medical diagnosis, preparing for a final exam, or giving a presentation to an auditorium full of strangers, have an effect on brain chemicals like cortisol and dopamine. Some people enjoy the feelings these hormones produce, particularly the dopamine effect. This increases the likelihood that the behavior will be repeated. Why Is Dopamine So Special? Source: Alice Vacca Adobe Shutterstock Dopamine is a neurotransmitter. Made in your brain, it acts as a chemical messenger, communicating messages between nerve cells in your brain and the rest of your body. It plays a role in the brain’s “reward center as well as in many body functions, including memory, movement, motivation, mood, and attention. Abundant research has documented the important role that dopamine plays in promoting recurrent behavior. For example, a study published in Science described research in an animal model that proved Thorndike’s law of effect. This law states that actions that lead to reinforcements tend to be repeated more often. Reinforcement relies on dopamine activity in an area of the brain that causes animals to shape their behavior to receive dopamine stimulation. In humans, dopamine is known as the “feel-good” hormone. It gives you a sense of pleasure and enhances your motivation to engage in behaviors that cause you to feel pleasure. From an evolutionary standpoint, dopamine rewards you for doing things you need to do such as eat, drink, and reproduce. On the other hand, some maladaptive behaviors also cause a surge in dopamine, making it more likely those behaviors will be repeated and sometimes become deep-rooted. Junk food and sugar trigger the release of a large amount of dopamine into your brain, which gives you the feeling that you’re on top of the world and you want to repeat that experience. Some of the maladaptive repetitive behaviors that we treat in psychiatry are also tied to the pleasurable release of this hormone. Other examples are compulsive gambling, porn use, video gaming, and over-exercising. How Does This Explain Stress? Hans Selye defined stress as “the body’s nonspecific response to any demand, whether it is caused by or results in pleasant or unpleasant stimuli.” Once a stress response is activated (by a threatening or even non-threatening stimulus), our body pumps cortisol, adrenaline, and dopamine into our system to help us survive what feels like a life-or-death situation. It summons our body to turn off nonessential functions to route essential resources into our muscles and brain. Imagine you were being chased by a man-eating tiger—an elevation in body temperature, blood pressure, and heart rate would assist you in fleeing from danger. But, for some of us, the stress response becomes so habitual we seek more and more stress, such as overworking, to achieve that heightened state. Because stress isn’t just a mental reaction but also a physiological one, the “high” that stress causes can become compulsive. Neuroscientist Jim Pfaus opines, “By activating our arousal and attention systems, stress can wake up the neural circuitry underlying wanting and craving—just like drugs do.” Once we become accustomed to a higher degree of stress, it may seem necessary to feel that way all the time. The brain will seek out more of the “feel good” chemicals to maintain the same stress level, which may require ever greater amounts of stimuli over time. In their excellent book (in press) Raising A Kid Who Can, Catherine McCarthy, M.D., and colleagues write: “Experiencing stress may actually have positive correlations with life span. Stress can prime the brain for action, attention, learning, or retrieval, and researchers at the University of California at Berkeley have shown that moderate stress levels can increase cell growth in an area of the brain called the hippocampus.” However, too much stress can cause significant risks to health. According to researchers at the Mayo Clinic, long-term activation of your stress response system and overexposure to cortisol and other stress hormones can have a negative impact on almost all your body's processes, which puts you at increased risk of significant medical conditions such as anxiety and depression, gastrointestinal disorders, headaches, muscle tension and pain, cardiovascular disease, obesity, and sleep disorders. It also places you in the higher risk category for other problems such as eating disorders, substance abuse, and alcoholism. Clues That You May Have a Problem
What You Can Do I treat my patients holistically and have developed the following pneumonic which has proven useful: MENDS. In accordance with the Family and Medical Leave Act of 1993 (FMLA), it is the policy of the university to grant up to 12 weeks of family and medical leave (FMLA leave) to eligible employees during any “rolling” 12-month period, measured backward from the date an employee uses any FMLA leave. The leave may be paid, unpaid or a combination of paid and unpaid, depending on the circumstances. It is also the policy of the university to grant an employee up to 26 weeks of leave in a single 12-month period to care for a current member of the armed forces with a serious injury or illness incurred in the line of duty. The 12-month period begins on the first day the employee takes such leave. The leave may be paid, unpaid or a combination of paid and unpaid, depending on the circumstances. An employee is responsible for ensuring that his/her supervisor and department are kept apprised of any absence from work, whether paid or unpaid. ApplicabilityIn order to be eligible for FMLA leave under this policy, the employee must have been employed for 12 months (not necessarily consecutive) or more in a benefits-eligible position and have worked at least 1,250 hours over the previous 12 months before the leave commences. An eligible employee will be granted up to 12 weeks of FMLA leave during a 12-month period, counted backward from the onset of the requested time away. Type of Leaves CoveredFMLA leave must be for one of the following reasons:
Definition of Serious Health ConditionA serious health condition under the Family Medical Leave Act is defined as an illness, injury, impairment or physical or mental condition that involves (1) inpatient care in a hospital, hospice or residential medical care facility, or (2) a period of incapacity requiring an absence of greater than three days and continuing treatment by a health care provider. Continuing treatment is defined as (1) two or more visits to a health care provider within 30 days of the first day of incapacity, or (2) a single visit that results in a regimen of continuing treatment under the supervision of the health care provider. The visits must be in person, and the first visit must occur within seven days of the first day of incapacity. For chronic conditions, visits to a health care provider at least twice a year are required. Length of FMLA LeavesEmployee’s or Family Member’s Serious Health ConditionBased on medical certification, an eligible employee may be approved for a maximum of 12 weeks of FMLA leave in a 12-month period. For purposes of this policy, a “rolling” 12-month period will be used, measured backward from the time an employee uses any FMLA leave. FMLA leave may be taken as follows:
Care for a Service MemberAn eligible employee may be approved for a maximum of 26 weeks of leave in a single 12-month period to care for a current member of the armed forces with a serious injury or illness incurred in the line of duty. The 12-month period begins on the first day the employee takes such leave. Qualifying ExigencyAn eligible employee may be approved for a maximum of 12 weeks' leave in a 12-month period, calculated on a “rolling” basis. Qualifying exigencies include short-notice deployment; military events; child care and school activities; financial and legal arrangements; counseling; rest and recuperation; postdeployment activities; as well as other circumstances. Employees are advised to consult with human resources regarding eligibility. Birth, Placement or Adoption of a ChildAn eligible employee may be approved for a maximum of 12 weeks' leave in a 12-month period, calculated on a “rolling backwards” basis. Conditions for Intermittent or Reduced Schedule LeavesThe employee must try to schedule intermittent or reduced schedule leave so as not to disrupt the department’s operation. Whenever possible, the employee and manager should reach agreement on a leave schedule before intermittent leave or a reduced schedule begins. If FMLA leave is for care of a newborn or newly placed adopted or foster care child, use of intermittent leave is subject to the approval of the employee’s supervisor and must conclude within 12 months of the birth or placement. The university may temporarily transfer an employee to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule. Spouses Who Are Both Employed by the UniversitySpouses who are both employed by the university are entitled to a combined total of 12 weeks of FMLA leave for the birth and care of a newborn child, for placement of a child, for adoption or foster care and to care for the newly placed child, and to care for a parent who has a serious health condition. Procedures for Requesting FMLA LeaveA request for FMLA leave shall be made to the benefits unit of the Office of Human Resources at least 30 days prior to the leave or, under emergency circumstances, the employee (or the employee’s representative) should provide Brandeis as much notice as practicable (within one or two business days of learning of the need to take FMLA leave). Employees are also required to inform their immediate supervisor of their need for FMLA leave; however, they are not required to provide the medical reason for the leave to the supervisor. In the case of planned medical treatment, an employee should make a reasonable effort to schedule treatment in order to avoid disrupting the work of his/her department. Applications for FMLA leave are available from the benefits unit of the Office of Human Resources. Employees must provide satisfactory medical certification with a request for FMLA leave. A “certification of health care provider” form must be completed and submitted with the employee’s application for FMLA leave within 15 days of the request, or a reasonable explanation for the delay must be provided. Forms must be submitted to the Office of Human Resources for review. Failure of the employee to comply with the medical certification request may result in the denial of the leave. If there are deficiencies in the medical certification, the university will explain in writing what additional information is needed, and the employee will have seven days to provide the requested information. If questions still remain after receiving information from the employee or the employee does not provide the requested information within seven days, the university’s Office of Human Resources may contact the employee’s health care provider for clarification and/or confirmation of the authenticity of the medical certification. In these situations, employees must sign a HIPAA release form (the federal law restricting release of medical information) permitting the human resources office to contact their health care provider, or leave may be denied. Except in cases involving service members, the university has the right to request a second medical opinion. The university will pay for the employee to see a second health care provider who is not employed by the university, which the university will select. If the second opinion differs from the first, the university may require, at its own expense, a third final and binding opinion from a heath care provider designated and approved jointly by the university and the employee. Response to Employee’s Request for FMLA LeaveThe Office of Human Resources will provide initial notice, either verbally or in writing, responding to the employee’s request for FMLA leave within five business days (absent extenuating circumstances). If the initial notice is given verbally, a written notice will follow. The notice will inform the employee of eligibility for FMLA leave. It also describes the employee’s rights and responsibilities under FMLA and includes specific expectations and obligations of the employee and the consequences for failing to meet these obligations. After submitting an application requesting FMLA leave and supporting medical documentation to the Office of Human Resources, an employee will receive a written notice that describes whether the request for FMLA leave is approved and designated as FMLA leave. If additional information is needed to make the determination, the employee will be notified in writing. Recertification of Medical ConditionExcept in cases involving service members, employees on leave for their own serious health condition are required to provide periodic documentation no less frequently than once a month to the Office of Human Resources regarding the status of the medical condition and intent to return to work. An employee on leave to care for an immediate family member with a serious health condition (unless that person is a service member) is required to provide periodic documentation no less frequently than once a month to the Office of Human Resources regarding the status of the medical condition. Use of Sick, Vacation or Personal Leave During FMLA Leave
Status of Benefits During FMLA LeavesThe university will continue an employee’s medical and/or dental coverage during both paid and unpaid FMLA leaves, provided the employee continues to pay his/her portion of the premiums (payroll deductions will continue to be taken during a paid leave). Employees should make arrangements with the benefits unit of the Office of Human Resources to continue the premium payments during an unpaid leave. Group Basic Life Insurance and Long-Term Disability InsuranceGroup basic life insurance and long-term disability insurance will continue at no cost to the employee during an approved FMLA leave. If the employee is enrolled in the supplemental life insurance, the premium deductions will continue through payroll during a paid leave. Employees should make arrangements with the benefits unit of the Office of Human Resources to continue the premium payments during an unpaid leave. Retirement PlanRetirement plan contributions will continue during a paid FMLA leave based on eligible salary received. Under IRS rules, retirement plan contributions cannot be continued during an unpaid leave. Vacation, Personal and Sick LeaveVacation, personal and sick leave will continue to accrue during a paid FMLA leave; however, these leave accruals may not be used until the employee returns to work. Note that an employee receiving the 60% paid extended illness benefit will accrue vacation, personal and sick time at a 60% rate. Vacation, personal and sick leave will not accrue during an unpaid FMLA leave. Vacation leave accrued during FMLA leave will not be paid out if the employee does not return to work. Flexible Reimbursement AccountsDeductions for employees who participate in either the university’s dependent care or health care reimbursement accounts will stop immediately upon the beginning of the unpaid portion of the leave. An employee may continue to submit claims for covered expenditures during the leave and continues to be responsible for expending the account in accordance with plan provisions or risk losing an unused balance. Tuition ReimbursementTuition benefits cannot be used or paid while on leave. However, upon return to a benefits-eligible position, eligibility is reinstated immediately. Eligible employees must be actively at work while taking an approved course at the time of reimbursement to receive this benefit. Reinstatement and Employee Status After FMLA LeaveEmployees are expected to contact their supervisor and the Office of Human Resources at least one week prior to their return-to-work date. If the FMLA leave was for the employee’s own serious health condition, a “fitness for duty” form/letter completed by his/her health care provider will be required, certifying that he/she is able to return to work and perform the essential functions of his or her position. The letter/form should also indicate what accommodations, if any, are recommended. The letter/form must be submitted to the Office of Human Resources prior to the employee’s return to work. The university may deny reinstatement until such fitness for duty certification is provided. At the completion of the approved period for FMLA leave, an employee will be reinstated to his or her former position or a position with equivalent status, pay, benefits and other employment terms. Failure to Return to Work After an Approved FMLA LeaveEmployment will be terminated if an employee does not report to work within 30 days of the expiration of an approved FMLA leave. Engaging in other employment while on leave without the approval of the university will result in termination of employment. The university will recover its cost of health and dental insurance premiums paid to maintain coverage during the unpaid portion of the leave for employees who accept other employment or who do not return to work due to reasons under the employee’s control. Deductions will be made from any payments due to the employee, such as vacation leave or unpaid wages. The university also reserves the right to take any other legal action necessary to recover any amount due. Red Cross Babysitter's Training for ages 11 – 15 is 9 a.m. – 4 p.m. May 30 at the Pelham Falls Clubhouse in Greer. The cost is $115 each and includes certification card and book. For details and registration, visit CPRbyDanee.com. Safe Sitter for ages 11 – 13 is 8:30 a.m. – 3:30 p.m. June 9, June 16, June 30 or July 14 at Bon Secours St. Francis Eastside. The cost is $65 per child. Safe Sitter is a one-day course that covers information on how to handle emergencies, major and minor. Students listen, practice, and role play to learn about safety precautions, rescue breathing techniques, recognizing emergencies, and calling for emergency help. Safe Sitter also covers childcare basics. Register online at bonsecours.com or call 864-675-4400. Learn Infant and Child CPR at 6:30 p.m. May 10 at Bon Secours St. Francis Eastside. Register online at bonsecours.com or call 864-675-4400. Red Cross Adult and Pediatric CPR/First Aid/AED class is 2:30 – 7 p.m. May 31 at the Pelham Falls Clubhouse in Greer. The cost is $115 each and includes certification card (valid for 2 years.) For details and registration, visit CPRbyDanee.com. Safe Harbor offers survivor support groups and classes for survivors to learn more about the cycle of violence and how to parent their children in the wake of domestic violence. Safe Harbor employs multiple bilingual staff, with outreach available in English, Spanish and Arabic. For details, visit safeharborsc.org/support-groups-for-survivors. Child Passenger Seat Safety Inspection from Safe Kids of the Piedmont and Spartanburg Medical Center is offered monthly at Spartanburg Medical Center, 101 E. Wood St., Spartanburg. For details, visit spartanburgregional.com/events or call 864-560-6845. Facts of Life for Mothers And Daughters is at 6:15 p.m. July 26 at Bon Secours St. Francis Eastside. The cost is $20 per mom/daughter. The class focuses on the emotional and physical changes during puberty for the 9 – 11-year-old female and her mother or female support person. Register online at bonsecours.com or call 864-675-4400. Just Say Something offers parenting courses for parents of young children, adolescents and teens. For more information, contact Lynn Hooper at 864-467-4099 or lynn@justsaysomethingsc.org. Julie Valentine Center's Online Support Group (OSG) is an anonymous online group chat that allows members of the community who have been affected by sexual violence to connect with one another. OSG can be a great support for caregivers and loved ones of children who have experienced child abuse and/or survivors of child abuse and/or sexual assault. OSG is offered from 7 – 8 p.m. Mondays and noon – 1 p.m. Wednesdays. Access the group at these times online at julievalentinecenter.org/online-support-group.html. Registration is not needed. For more information, contact Jamika Nedwards at 864-331-0560 or jnedwards@julievalentinecenter.org. Triple P – Positive Parenting Program, offered by Greenville First Steps, is a parenting and family support system designed to prevent – as well as treat – behavioral and emotional problems in children and teenagers. Learn more at greenvilleparents.com. Triple P – Positive Parenting Program is offered by Just Say Something. Parents of young children can enhance their parenting skills and gain confidence as a parent. Call 864-467-4099. This article originally appeared on Greenville News: May HealthBeat: Resources for health, learning, support and more This website is using a security service to protect itself from online attacks. The action you just performed triggered the security solution. There are several actions that could trigger this block including submitting a certain word or phrase, a SQL command or malformed data. PORTLAND Ore. (KPTV) - ) Ida B. Wells High School in Southwest Portland partnered with PPS, AMR and Portland Fire will put 80 students through medical field exercises to earn their Teen Community Emergency Response Team (CERT) Certification. It’s a program for students to get hands-on experience to learn and better prepare for any disaster they may encounter. The exercises were made up of four stations: cribbing, when a patient may be trapped, fire suppression, stop the bleed and triage. “Our medical students have to go in, and they have to search and clear the room and sort out those patients based on their priority and urgency,” says Aaron Olsen, Health Science Teacher. “The idea Is that the students because they have been learning medical principles and medical skills that they can actually be resources to their own community.” Senior Emma Hayes says it’s a rare opportunity for kids to learn life-saving skills. “Understanding that you can have these skills and you can learn more of it, is really helpful in high school to understand what you wanna do after high school,” says Hayes. During her free time, Emma is also part of the Multnomah County Search and Rescue Team. “We go up into the gorge and look for people,” says Hayes. “It’s an amazing opportunity that I don’t think high schoolers usually get it’s kind of unique to our county that it’s so youth led.” Olsen says he never wants kids to have to use these skills but wants them ready, if they should need to. “Unfortunately, I hear stories about once a year, just out and about or in a lot of vehicle incidents and things when they’re out,” says Hayes. “I kind of just celebrate them that hey yeah you’ve gone through the training.” |
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