read American Psychological Association (2010)

Module 3 Response Post
Order Description

read American Psychological Association (2010). Publication manual of the American psychological association (6th ed.). Washington D.C. (or latest). Please use APA
format as indicated in readings. Also please follow grading Rubric as instructed and uploaded in order81709221. Please ensure appropriate grammer as indicated in the
grading Rubric.


Respond to at least 2 postings from other class members.

Post one:

Author name is Jose

Before we can discuss the importance of these two healthcare related legislations, it is very important to have a better understanding of what is Equal Employment
Opportunity and Affirmative action plan. First, according to U.S. Equal Employment Opportunity Commission (2010) is equal opportunity in employment; the legislation
focus in protect and assist in the protection of United States employees from discrimination. In addition, as explained by Law Librarians’ Society of Washington, D.C
(2010) this law was the first federal law designed to protect most US employees from employment discrimination based upon that employee’s or applicant’s race, color,
religion, sex, or national origin; employment discrimination entails areas such as firing, hiring, promotions, transfer or wage practices and it is also illegal to
discriminate in advertising, referral of job applicants, or classification. Second, we have the affirmative action plan, as mentioned by Walter Feinberg (2009), is a
set of laws, policies, guidelines, and administrative practices intended to end and correct the effects of a specific form of discrimination, including specifically
granting special consideration to historically excluded groups such as racial minorities or women. It is important to have a clear idea about the purpose and the
content of these legislations in order to have a better understanding about the correct application of them. Also, it is of vital importance to understand the all
human resources departments, nursing managements, as well as all organizations are regulated by those laws and none of the organizations can be above of these

We as future leaders, we have the important mission of serve as opinion leaders in search of the best benefits for nursing, their patients and their members. It is
important to understand that we as leaders we need to advocate for the best of the profession in order to look for its growing. As explained by Matthews (2013)
professional organizations and associations in nursing are critical for generating the energy, flow of ideas, and proactive work needed to maintain a healthy
profession that advocates for the needs of its clients and nurses, and the trust of society; it is significant that members and experts from many specialty
organizations work with the U.S. Congress and the various state legislatures to inform and persuade legislators concerning the needs of nursing and the general public
regarding healthcare issues and quality care.

Healthcare workers face a number of serious safety and health hazards. According to U.S. Department of Labor (2016) some of the health hazards for health care
employees include blood borne pathogens and biological hazards, potential chemical and drug exposures, waste anesthetic gas exposures, respiratory hazards, ergonomic
hazards from lifting and repetitive tasks, laser hazards, workplace violence, hazards associated with laboratories, and radioactive material and x-ray hazards, etc.
Nurse managers as well as hospital administrators have the compromise under law to provide their employees with safe and healthful workplaces. Under the Occupational
Safety and Health Act (OSHA) prohibits employers from retaliating against employees for exercising their rights under the law (including the right to raise a health
and safety concern or report an injury), U.S. Department of Labor (2016).

Around the country we have some healthcare regulatory organizations that promote the good for patients by creating, implementing and measuring standards for quality of
care, one of those organizations is the Joint Commission. The Joint Commission is a United States based nonprofit organization that accredits to more than 21,000
health care organizations and programs in the United States, The Joint Commission (2016). It is important to mention that the mean purpose of TJC is to improve the
quality of patient care by assisting health care organizations, public health agencies, health ministries and others to evaluate, improve and demonstrate the quality
of patient care and enhance patient safety.


The Joint Commission. (2016). The Joint Commission. Retrieved from

Law Librarians’ Society of Washington, D.C. (2010). Federal Equal Employment Laws, Cases and Resources. Retrieved from

Matthews, J. (2013). Role of professional organizations in advocating for the nursing profession. Online Journal of Issues in Nursing, 17(1), . Retrieved from

U.S. Department of Labor. (2016). Occupational Safety and Health Administration. Retrieved from

U.S. Department of Labor. (2016). Occupational Safety and Health Administration. Retrieved from

U.S. Equal Employment Opportunity Commission. (2010). U.S. Equal Employment Opportunity Commission. Retrieved from

Walter Feinberg. (2009). The Oxford Handbook of Practical Ethics. : Oxford University Press. doi:10.1093/oxfordhb/9780199284238.003.0012

Post two:

Author name is Moises

Equal employment opportunity (EEO) has a direct relation with human resources and nurse management decisions. EEO ultimately allows individuals to succeed. EEO
legislation has many implications for nurses, especially when involved with the hiring process or when applying for a position or promotion. Modern EEO legislation
prohibits discrimination on the basis of race, color, religion, sex, sexual orientation, or national origin in all matters of employment, screening, interviewing,
hiring, managing, promoting, and compensating. Nurse leaders must become familiar with the legislation as it pertains to EEO specifically when hiring new staff. Nurse
leaders should consider EEO legislation so that they do not deny EEO inadvertently due to a personal bias, selection methods that promote systematic discrimination, or
job requirements that have been set arbitrarily (Niewenhous, 1998).

Affirmative action is another aspect of healthcare that impacts nursing leadership and human resource initiatives among healthcare organizations. Affirmative action
plans must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions
include training programs, outreach efforts, and other positive steps. These procedures should be implemented in the organizations written personnel policies.
Employers with written affirmative action programs must implement them, keep them on file, and update them annually (United States Department of Labor, 2016).

Professional nursing organizations are instrumental in the development and implementation of healthcare legislation. The American Nurses Association (ANA) is a perfect
example of their many efforts to introduce and lead various healthcare issues introduced to legislation. A recent introduction is that of the Nursing Workforce
Reauthorization Act of 2016. ANA was instrumental in the introduction of this legislation, which would reauthorize, update, and improve nurse workforce programs under
Title VIII, which supports nurses practicing in rural and medically underserved communities, advanced education nursing, diversity grants, National Nurse Service Corp,
nurse faculty loan forgiveness, and geriatric education (American Nurses Association, 2016).

Safety issues within leadership roles are a primary topic of discussion. Safety should be paramount not only with patients, but also with the employees that provide
care. According to the National Institute of Occupational and Environmental Health (NIOSH), healthcare workers, especially those providing emergency and psychiatric
care, have been recognized as having a high-risk of work related assault and the highest risk of victimization in the healthcare industry (McEwen, 2012).

The ANA had developed a model state bill, the Violence Prevention in Health Care Facilities Act, that would include the following components as related to safety in
healthcare. It delineates that all healthcare facilities would be required to establish a violence prevention program. Each facility would then have a violence
prevention committee, managers, direct care staff, and individuals with safety expertise. The committee would develop a violence prevention plan for each facility,
monitor issues, propose remediation efforts, and provide annual comprehensive violence risk assessment for the facility. Also, each facility would have a policy
prohibiting and retaliatory action against any healthcare worker for reporting violent incidents (Flynn, 2016).

The Joint Commission has several topic areas that contain standards specifically relating to safety, health, and security. Their primary areas of focus are environment
of care, infection prevention and control, and emergency management (Flynn, 2016). Another key regulatory body that protect the safety of healthcare workers is the
Occupational Safety and Health Administration (OSHA). They have an assortment of occupational safety laws and regulations, but the most evident in healthcare are
bloodborne pathogens (needlestick prevention) and respiratory protection. Needlesticks and other sharps-related injuries may expose workers to bloodborne pathogens. In
order to protect, reduce, or eliminate these hazards, an employer must implement and exposure control plan for the worksite with details on employee protection
measures. The same exists for the respiratory protection program. Healthcare environments contain hazards such as bacteria, viruses, and chemicals that may be inhaled
by personnel and cause injury or illness (United States Department of Labor, 2016).

(2016, September 6). Retrieved from American Nurses Association:

DeVille, K. (1999). Health law and ethics. defending diversity: affirmative action and medical education. American Journal of Public Health, 1256-1261.

Flynn, W. J. (2016). Healthcare Human Resource Management. Boston: Cengage Learning.

McEwen, D. D. (2012). Assessing occupational hazards and identifying strategies for prevention, part 1. National Nurse, 18-27.

Niewenhous, S. (1998). The employment process: rights and responsibilities. Maryland Nurse, 6-7.

United States Department of Labor. (2016, September 6). Retrieved from

United States Department of Labor. (2016, September 6). Retrieved from Occupational Safety and Health Administration:
respond to each post separately using 2 references each. Please use different reference from author, using the assigned reading as reference is okay and please
positive responses

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