Write a 350- to 700-word summary

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Imagine you are currently working at a doctor’s office. You are approached by the office manager who asks you to develop an effective way of storing patient information.Write a 350- to 700-word summary to your office manager informing him or her of the advantages of using electronic health records (EHRs) to store patient information. Be clear and concise, use complete sentences, and use examples to support your responses.Include the following in your response:Discuss the functions and advantages of using EHRs.Discuss three to four forms used to keep patient information in EHRs.What is the purpose of each form?Cite any outside sources. For additional information on how to properly cite your sources check out the Reference and Citation Generator resource in the Center for Writing Excellence.

HRM Homework

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Job Discerption to any positionJob SpecificationJob offerStructured Interview

Case-Based Learning Solution

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Design a case-based learning solution for non-learning leaders wanting to understand learning theory.·         Intended Audience: any leader who wants to understand the role of learning in their organization and who does not have a background in learning theory or instructional design·         Technology Level: the solution needs to have simple low-tech elements to it such that a leader without a computer could complete the course as easily as one with a computer.·         Demonstrates design theory and practice: the solution must not only cover content about learning theory and design but must demonstrate effective application of learning theory and practice.·         Tools: MS Word and PowerPoint will be sufficient for most designs and deliverables but should not be considered to be the only tools that may be used.·         Outcomes: the desired level of competency for your audience is that they “can justify learning solutions for development of their people and their business.” You will need to break this down into more precise sub-components.   Differences between how each person in class breaks down the outcomes will be part of what gives each person’s solution uniqueness.·         Length: the solution’s length is not defined for you other than to say that, for leaders, the more concise a learning solution is, the more likely they are to attend and participate long enough to actually learn something.·         Deliverables: the required deliverables will be a design document and examples of materials proposed in the design. You do not need to have the materials developed out to a final version. However, you need a sampling that gives a clear picture of how you would deploy this class. If your design includes a participant manual and an instructor manual, then you need a chapter of each. If your design includes slides for an instructor to use in delivering lesson content, then you need enough examples of those slides to be able to “see” and “experience” the learning. If you expect to provide a handout or job aid, then mock one up for submission.

Reasonable Accommodation

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CO4: Apply legal concepts to business scenariosCO9: Evaluate employment laws affecting business.CO10: Define the ethical environment that is applicable to the business world.Title I of the Americans With Disabilities Act, 42 U.S.C. §§ 12112(a), requires employers to provide reasonable accommodation to otherwise qualified persons with a disability to enable them to work.   The federal government has a similar requirement under Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. § 794.  A “reasonable” accommodation a determination to be made on the facts by the employer on a case-by-case basis.  Ultimately, the decision an employer makes could be reviewed by the Equal Employment Opportunity Commission (EEOC)  (or an equivalent state agency) or a court if the employer’s action is challenged by an applicant or employee.PROMPT:  CASE STUDYAdele, a fully qualified specialized registered nurse, is deaf. She relies upon an American Sign Language (ASL) interpreter to communicate with hearing individuals in the workplace.  Adele applied for a job with Marigold Mercy Receiving and Trauma Center (“MMRTC”), a large medical center that, with all its hubs and subsidiaries, grossed $1.3 billion annually. Adele received a job offer, conditioned upon a health screening and clearance by MMRTC’s occupational health department. She was in fact cleared, but she notified MMRTC that she needed an ASL interpreter as an accommodation for her hearing impairment.  The annual salary, including benefits, for her position was approximately $75,000. Upon investigation, MMRTC calculated that the annual cost to MMRTC for the ASL interpreter accommodation would be $120,000; there was the need for a full time interpreter for Adele, plus several situations where two ASL interpreters would be required.  In considering Adele’s request for accommodation, the hiring supervisor wrote in an email that the department’s annual budget allocation could not  absorb the “excessive cost of the additional personnel” of ASL qualified interpreters “for this one nurse.”  MMRTC determined the additional salary and overhead for the interpreters would be an “undue hardship,” making the accommodation unreasonable.  Therefore, MMRTC did not hire Adele.   Did MMRTC violate ADA?DISCUSS:1. Was MMRTC within itslegal rightsto refuse the accommodation and thus not hire Adele on the basis of undue hardship?  In considering this case, you should review:(a) what is considered a “reasonable” accommodation under ADA;(b) sample accommodations listed by ADA (42 U.S.C. § 12111(9) (2018)) and the EEOC (www.eeoc.gov); and(c)  the definition and standard for “undue hardship”  (42 U.S.C. § 12111(10)(a) (2018)); and(d)  any case law – what do the courts consider undue hardship?2.  Are there ethical considerations involved in this case beyond what is required by the “letter of the law” and if so what are they?Please support your thoughts and conclusions with reasoned analysis and your research.