Requirements Of Employers Research Articles

Disciplinary misconduct as a basis for bringing an employee to disciplinary responsibility

The article deals with the problem on legal regulation of disciplinary responsibility and it’s cause in particular — disciplinary malefaction. Disciplinary malefaction as a basis for bringing an employee to disciplinary responsibility is one of the type of offenses so it has the most common features of offenses. But at the same time, it contains some distinctions. For instance, wrongfulness of an employee is determined along with the law and by local regulations. At the same time failure to comply with the employer's requirement is not always an offense. It is necessary to evaluate the order of the employer for compliance with the norms of the law. A subjective side of the offense should be considered. In addition to guilt, the motive for non-performance or improper performance of labor duties is of particular importance. Thereupon respectful reasons for non-performance are of particular importance. In conclusion, attention is drawn to the absence of the category of “insignificance” in the labor legislation and the need to enshrine it in the labour code.

Observance by religious employees of the requirements for appearance and business etiquette established by the employer

In Russia, labor disputes are increasingly arising over the fundamental admissibility of employees observing the norms of the religion they profess, ethical teachings and the possibilities for obliging employers not to interfere with their observance by creating appropriate conditions for the use of labor. Law enforcement practice, in the absence of clear guidelines in the legislation, “disguises” such disagreements as disputes about dismissal for violation of labor laws, ignoring their true discriminatory nature. The article analyzes in detail one of the sections of the designated problem of reconciliation of labor and religion - the observance by religious workers of the requirements for the appearance and rules of business etiquette at the employer. Considering the problem, the author starts from the three main religious needs of the employee, which he seeks to satisfy in a controversial situation of contradiction between the employer's requirements and religious norms. Drawing extensively on materials from foreign practice and analyzing Russian legislation, the author comes to the following conclusions. The ability of an employee to satisfy a need such as the wearing of religious clothing, symbols, or other external manifestation of religious commitment will depend on what regulation is established by the employer in this regard. It also gives an assessment of the so-called policy of religious neutrality, established at the local level. As for the need for an employee to verbally express his religiosity and views, the employer has the right to prohibit such actions if they cause inconvenience to other employees or customers, threaten to lose customers, the image of the employer, and also to prevent proselytism in the team of employees. Finally, an employee for religious reasons may express a desire to refrain from participating in the employer's corporate events: coercion by the employer to the contrary clearly constitutes indirect discrimination.

FEATURES OF PERSONNEL MANAGEMENT ACTIVITIES IN THE CONDITIONS OF WAR

Introduction. The article deals with the main features of personnel management under wartime conditions. Adaptation of life to wartime made some adjustments into personnel management activities as labour resources became the main factor of production. Business entities faced a new problem that is staff retention. External and internal population migration, mobilization of conscripts created a lack of personnel. The labour legislation also made adjustments and changes in the work of personnel managers. These changes were "dictated" by the need to adapt social and labour relations to current conditions. The main emphasis of the changes in the labour legislation concerned the limitation of the employees’ rights, which were caused by wartime. The consequences of military actions also affected the organization of work at the enterprises. Curfews, electricity supply schedules, logistical collapse forced enterprises to adapt their work to these circumstances. Meanwhile, the amount of work for the personnel management specialists has also increased in terms of finding new employees. This task was complicated by population migration and mobilization for military service. The specified business conditions have made adjustments to the organization's activities. Staff retention, their replenishment and development have become the main tasks of personnel managers. Goal. Outline of the theoretical and methodological aspects of the peculiarities of the activities of personnel managers in the conditions of martial law and the development of practical recommendations for the stabilization of the enterprise. In conditions of mass migration of the population, internal displacement, evacuation of enterprises to relatively safe regions, the issue of personnel preservation becomes fundamental. These modern phenomena and trends in the use of personnel force personnel management workers to take measures for keeping the personnel. Under these conditions, appropriate conditions are created for employees not only for labour activity, but also for ensuring safe working conditions, for creating acceptable social and living conditions, the use of various forms of employment and modes of work and rest, which would allow the enterprise to function. The issue of personnel replenishment and development has become more acute due to the need to train new employees for performing their duties. Such necessity may be caused by dismissal of employees as a result of their migration abroad or to other regions, or the enterprise was evacuated to another region of the country. Moreover, employees may temporarily stop working in connection with mobilization for military service. In these conditions, there is a need to find new employees whose qualification level does not always meet the employer's requirements. Key words: personnel management, personnel retention, labour legislation, migration, internal displacement, mobilization.

Analysis of the relationship between higher education and youth employment in Serbia

Young people in Serbia are considered a vulnerable group in the labor market. The extended period of searching for adequate employment, as well as the harmonization of the competencies of young people with the requirements of employers present a special challenge. Young people with a university degree need less time to find a job, although unfavorable economic trends have a relatively worse effect on graduates. The aim of this paper is to determine the role of higher education in the context of employment of graduates. Based on the analysis of the content of the relevant national strategic documents related to work, employment and higher education, it was concluded that the differences between academic and vocational higher education are growing in the context of educational outcomes and expected quality standards. In this regard, academic higher education institutions need to develop additional services to help graduates of academic studies begin their careers.

Beyond Policies and Social Washing: How Social Procurement Unfolds in Practice

Social procurement is increasingly used by organizations to create social value. An important feature of social procurement used to mitigate issues with social exclusion is employment requirements, which aim to create internships for unemployed marginalized people. However, little is known of their effects on people working at an operative level. Through 23 semi-structured interviews with practitioners in the Swedish construction and real estate sector, this paper adopts a practice lens to analyse the effects of employment requirements (ER). Findings show that practitioners must handle the tension between old and new practices, and strike a balance between fulfilling formal responsibilities and performing new practices on an ad hoc basis, and finding the time and resources to do so. Practitioners act as practice carriers for both traditional work tasks and new employment requirement practices, which can lead to role ambiguity. The paper provides novel details for how employment requirements unfold in practice. It also adds to practice theory by suggesting an important relational aspect between first-order, premeditated practices, and second-order, emergent practices, and how both types of practices are vital for working with employment requirements.

Bridge design for inspection and maintenance – a UK and US perspective

Over the past few decades, engineers working in design offices have become much better at designing for constructability. The use of the design and build form of procurement has, in many ways, been instrumental in this change. The use of accelerated bridge construction in the USA, although primarily a method of reducing traffic impact, has also helped engineers become better at designing for constructability. However, it can be argued that engineers have not made the same progress in designing bridges to make future inspections and maintenance easier. In fact, unless an employer's requirements for inspection and maintenance are clearly prescribed in detail in the contract, then the design and build form of procurement is perhaps the least advantageous when considering the service life of a structure. Over the lifespan of a bridge, the service life costs, including inspection and maintenance, can account for a significant percentage of the lifecycle costs of the bridge. Therefore, the importance of not only ensuring that an adequately funded proper inspection and maintenance regime is established but also that sufficient attention is paid to the provision of inspection and maintenance during the design stage cannot be overstated. This paper examines and compares current practice in the UK and USA and considers ways of improving the design process to assist the future inspection and maintenance of bridges.

SU‐G‐PinS Room/Hall E‐01

Medical Physicists are frequently involved in shipping radioactive materials or supervising those who do. Current U.S. Department of Transportation Hazardous Material Regulations, 49 CFR Parts 171 ‐ 185, require hazmat employees to have documented training specified in 49 CFR 172 Subpart H. A hazmat employee is defined as an individual who: (1) loads, unloads or handles hazardous material; (2) manufactures, tests, reconditions, repairs, modifies, marks or otherwise represents containers, drums or packagings as qualified for use in the transportation of hazardous materials; (3) prepares hazardous materials for transportation; (4) is responsible for safety of transporting hazardous materials; or (5) operates a vehicle used to transport hazardous materials. Recurrent training is required at least once every three years. (The IATA two year training interval is not applicable and is generally misunderstood.) FAA has escalated inspection and enforcement. Facilities who ship radiopharmaceuticals to other laboratories, return radiopharmaceuticals or radioactive sources to suppliers, or otherwise ship radioactive materials have been cited for failure to provide and document the required training. The interrelationship of transportation regulations, 49 CFR, IATA, ICAO and other transportation regulations, which are frequently misunderstood, will be explained.The course will cover typical shipments by air and highway which are encountered in a medical institution. Items such as fissile materials, highway route controlled quantities, rail shipments, vessel shipments and such will be omitted; although specific questions may be addressed. A major objective of the course is to present the process of shipping radioactive material in a sequential and logical fashion. How radioactive materials for transportation purposes are defined by activity concentrations for exempt materials and activity limits for exempt consignments will be explained. Radioactive material shipments of excepted packages and Type A packages will be emphasized.The program is designed to meet the function specific DOT training requirements for shippers of medical radioactive materials. General awareness training and security awareness training can be obtained from two free DOT training CDs. Safety training and security awareness training is generally satisfied by the training required under the institution's radioactive material license. For shippers of radioactive Yellow III labeled packages an in‐depth written security plan and training are no longer required as of April 8, 2010. In general almost all shippers of medical radioactive material are now not required to have an in‐depth security plan. Contents of general awareness training, security awareness training and in‐depth security plans will be briefly outlined. It is the hazmat employer's responsibility to ensure that each hazmat employee is properly trained. No third party can fulfill that requirement. It is the hazmat employer's responsibility to determine the degree to which this course meets the employer's requirements, including contents of the course and the examination. Participants will gain sufficient knowledge to prepare hazmat training programs for others in their institutions. A handout will be posted which should be printed out and brought to the course for reference during the presentation. The handout will also satisfy part of the training documentation required by DOT. A feature handout section is a composite table which provides A1, A2, RQ, Exempt Concentration, and Exempt Consignment values in a single table in both Becquerel and Curie units. Course attendance will be certified through the AAPM CEU documentation system. Learning Objectives: Understand the regulatory requirements for shipping radioactive materials. Understand the regulatory requirements for training of hazmat employees. Comprehend how to classify, package, mark, label, document, placard, and transport radioactive materials.

SU‐CD‐PinS Room/Hall E‐01

Medical Physicists are frequently involved in shipping radioactive materials or supervising those who do. Current U.S. Department of Transportation Hazardous Material Regulations, 49 CFR Parts 171 ‐ 185, require hazmat employees to have documented training specified in 49 CFR 172 Subpart H. A hazmat employee is defined as an individual who: (1) loads, unloads or handles hazardous material; (2) manufactures, tests, reconditions, repairs, modifies, marks or otherwise represents containers, drums or packagings as qualified for use in the transportation of hazardous materials; (3) prepares hazardous materials for transportation; (4) is responsible for safety of transporting hazardous materials; or (5) operates a vehicle used to transport hazardous materials. Recurrent training is required at least once every three years. (The IATA two‐year training interval is not applicable and is generally misunderstood.) FAA has escalated inspection and enforcement. Facilities who ship radiopharmaceuticals to other laboratories, return radiopharmaceuticals or radioactive sources to suppliers, or otherwise ship radioactive materials have been cited for failure to provide and document the required training. The interrelationship of transportation regulations, 49 CFR, IATA, ICAO and other transportation regulations, which are frequently misunderstood, will be explained.The course will cover typical shipments by air and highway which are encountered in a medical institution. Items such as fissile materials, highway route controlled quantities, rail shipments, vessel shipments and such will be omitted; although specific questions may be addressed. A major objective of the course is to present the process of shipping radioactive material in a sequential and logical fashion. How radioactive materials for transportation purposes are defined by activity concentrations for exempt materials and activity limits for exempt consignments will be explained. Radioactive material shipments of excepted packages and Type A packages will be emphasized.The program is designed to meet the function specific DOT training requirements for shippers of medical radioactive materials. General awareness training and security awareness training can be obtained from two free DOT training CDs. Safety training and security awareness training is generally satisfied by the training required under the institution's radioactive material license. For shippers of radioactive Yellow III labeled packages an in‐depth written security plan and training are no longer required as of April 8, 2010. In general almost all shippers of medical radioactive material are now not required to have an in‐depth security plan. Contents of general awareness training, security awareness training and in‐depth security plans will be briefly outlined. It is the hazmat employer's responsibility to ensure that each hazmat employee is properly trained. No third party can fulfill that requirement. It is the hazmat employer's responsibility to determine the degree to which this course meets the employer's requirements, including contents of the course and the examination. Participants will gain sufficient knowledge to prepare hazmat training programs for others in their institutions. A handout will be posted which should be printed out and brought to the course for reference during the presentation. The handout will also satisfy part of the training documentation required by DOT. A feature handout section is a composite table which provides A1, A2, RQ, Exempt Concentration, and Exempt Consignment values in a single table in both Becquerel and Curie units. Course attendance will be certified through the AAPM CEU documentation system. Learning Objectives: Understand the regulatory requirements for shipping radioactive materials. Understand the regulatory requirements for training of hazmat employees. Comprehend how to classify, package, mark, label, document, placard, and transport radioactive materials.

SU‐CD‐PinS Room/Hall E‐00: HAZMAT Training for the Medical Physicist ‐ Part I

Medical Physicists are frequently involved in shipping radioactive materials or supervising those who do. Current U.S. Department of Transportation Hazardous Material Regulations, 49 CFR Parts 171 ‐ 185, require hazmat employees to have documented training specified in 49 CFR 172 Subpart H. A hazmat employee is defined as an individual who: (1) loads, unloads or handles hazardous material; (2) manufactures, tests, reconditions, repairs, modifies, marks or otherwise represents containers, drums or packagings as qualified for use in the transportation of hazardous materials; (3) prepares hazardous materials for transportation; (4) is responsible for safety of transporting hazardous materials; or (5) operates a vehicle used to transport hazardous materials. Recurrent training is required at least once every three years. (The IATA two‐year training interval is not applicable and is generally misunderstood.) FAA has escalated inspection and enforcement. Facilities who ship radiopharmaceuticals to other laboratories, return radiopharmaceuticals or radioactive sources to suppliers, or otherwise ship radioactive materials have been cited for failure to provide and document the required training. The interrelationship of transportation regulations, 49 CFR, IATA, ICAO and other transportation regulations, which are frequently misunderstood, will be explained.The course will cover typical shipments by air and highway which are encountered in a medical institution. Items such as fissile materials, highway route controlled quantities, rail shipments, vessel shipments and such will be omitted; although specific questions may be addressed. A major objective of the course is to present the process of shipping radioactive material in a sequential and logical fashion. How radioactive materials for transportation purposes are defined by activity concentrations for exempt materials and activity limits for exempt consignments will be explained. Radioactive material shipments of excepted packages and Type A packages will be emphasized.The program is designed to meet the function specific DOT training requirements for shippers of medical radioactive materials. General awareness training and security awareness training can be obtained from two free DOT training CDs. Safety training and security awareness training is generally satisfied by the training required under the institution's radioactive material license. For shippers of radioactive Yellow III labeled packages an in‐depth written security plan and training are no longer required as of April 8, 2010. In general almost all shippers of medical radioactive material are now not required to have an in‐depth security plan. Contents of general awareness training, security awareness training and in‐depth security plans will be briefly outlined. It is the hazmat employer's responsibility to ensure that each hazmat employee is properly trained. No third party can fulfill that requirement. It is the hazmat employer's responsibility to determine the degree to which this course meets the employer's requirements, including contents of the course and the examination. Participants will gain sufficient knowledge to prepare hazmat training programs for others in their institutions. A handout will be posted which should be printed out and brought to the course for reference during the presentation. The handout will also satisfy part of the training documentation required by DOT. A feature handout section is a composite table which provides A1, A2, RQ, Exempt Concentration, and Exempt Consignment values in a single table in both Becquerel and Curie units. Course attendance will be certified through the AAPM CEU documentation system. Learning Objectives: Understand the regulatory requirements for shipping radioactive materials. Understand the regulatory requirements for training of hazmat employees. Comprehend how to classify, package, mark, label, document, placard, and transport radioactive materials.

SU‐G‐PinS Room/Hall E‐00: HAZMAT Training for the Medical Physicist ‐ Part II

Medical Physicists are frequently involved in shipping radioactive materials or supervising those who do. Current U.S. Department of Transportation Hazardous Material Regulations, 49 CFR Parts 171 ‐ 185, require hazmat employees to have documented training specified in 49 CFR 172 Subpart H. A hazmat employee is defined as an individual who: (1) loads, unloads or handles hazardous material; (2) manufactures, tests, reconditions, repairs, modifies, marks or otherwise represents containers, drums or packagings as qualified for use in the transportation of hazardous materials; (3) prepares hazardous materials for transportation; (4) is responsible for safety of transporting hazardous materials; or (5) operates a vehicle used to transport hazardous materials. Recurrent training is required at least once every three years. (The IATA two year training interval is not applicable and is generally misunderstood.) FAA has escalated inspection and enforcement. Facilities who ship radiopharmaceuticals to other laboratories, return radiopharmaceuticals or radioactive sources to suppliers, or otherwise ship radioactive materials have been cited for failure to provide and document the required training. The interrelationship of transportation regulations, 49 CFR, IATA, ICAO and other transportation regulations, which are frequently misunderstood, will be explained.The course will cover typical shipments by air and highway which are encountered in a medical institution. Items such as fissile materials, highway route controlled quantities, rail shipments, vessel shipments and such will be omitted; although specific questions may be addressed. A major objective of the course is to present the process of shipping radioactive material in a sequential and logical fashion. How radioactive materials for transportation purposes are defined by activity concentrations for exempt materials and activity limits for exempt consignments will be explained. Radioactive material shipments of excepted packages and Type A packages will be emphasized.The program is designed to meet the function specific DOT training requirements for shippers of medical radioactive materials. General awareness training and security awareness training can be obtained from two free DOT training CDs. Safety training and security awareness training is generally satisfied by the training required under the institution's radioactive material license. For shippers of radioactive Yellow III labeled packages an in‐depth written security plan and training are no longer required as of April 8, 2010. In general almost all shippers of medical radioactive material are now not required to have an in‐depth security plan. Contents of general awareness training, security awareness training and in‐depth security plans will be briefly outlined. It is the hazmat employer's responsibility to ensure that each hazmat employee is properly trained. No third party can fulfill that requirement. It is the hazmat employer's responsibility to determine the degree to which this course meets the employer's requirements, including contents of the course and the examination. Participants will gain sufficient knowledge to prepare hazmat training programs for others in their institutions. A handout will be posted which should be printed out and brought to the course for reference during the presentation. The handout will also satisfy part of the training documentation required by DOT. A feature handout section is a composite table which provides A1, A2, RQ, Exempt Concentration, and Exempt Consignment values in a single table in both Becquerel and Curie units. Course attendance will be certified through the AAPM CEU documentation system. Learning Objectives: Understand the regulatory requirements for shipping radioactive materials. Understand the regulatory requirements for training of hazmat employees. Comprehend how to classify, package, mark, label, document, placard, and transport radioactive materials.

The Development of Online Project Based Collaborative Learning Using ADDIE Model

In the 21st century, educators are utilising emerging technologies to develop not only knowledge of graduates, but also their soft skills in order to enhance competencies parallel with employer's requirements. Collaborative learning has been proven in promoting soft skills development. However, the feedback from employers is the opposite. It shows that collaboration does not happen naturally in a group. In previous studies, researchers have identified factors and elements needed to develop effective collaborative online learning and proposed an Online Collaborative Project based Collaborative Learning (OPBCL) model. In this study, based on OPBCL model, a prototype is designed using the ADDIE model. To carry out the study, the prototype needs to work properly. Therefore, Alpha, Beta, and User Acceptance Testing (UAT) must be conducted. This study also will show the process of testing to ensure the functionality of a prototype when running the actual study. The results are expected to show that the prototype is ready to be tested in the actual study. It is hope that this study will give much significance to other researchers regarding the importance of conducting UAT of the prototypes developed prior to the research study.

A Model for Talent Management and Career Planning

The term first appeared in an article titled War for in McKinsey Quarterly in the late 1990s (Michales, Handheld-Jones, & Axelrod, 2001). Since then, the issue of talent has received extensive attention from researchers as such talent constitutes the workforce of organizations. Talent is also considered an organizational asset, sometimes called capital. As talent is vital for an organization, a proper talent management and planning system is essential for both the organization and the employees. Therefore, a transparent and easy-to-understand model should be developed for both these parties, which can help both employers and employees focus on the organizations growth. Interactions between employers and employees are important for evaluating deficiencies so that both parties can take the necessary steps to minimize these deficiencies.Talent management is a relatively new concept in human resource management. Though widely used, a concrete definition is lacking. After talent and talent management became focal points, organizations began to align their workforces and tried to develop methods to increase talent. In this manner, they tried to human resource talent while keeping their budgets at a minimum. However, such efforts were unsuccessful as talent cannot actually be grown! In fact, nurturing mediocre talent to develop superior talent and growing talent are completely different. This important discovery led to various talent management systems. Gradually, it was found that talent is rare, inimitable, and difficult to grow (Lewis & Heckman, 2006). Therefore, similar to the other fixed and liquid assets, talent became a type of asset possessed by organizations.Furthermore, planning is closely related to talent management in an organization. The term career implies lifelong work, which may include several jobs of different natures or of the same nature. This term also represents vocations, livelihoods, crafts, trades, arts, occupations, and professions. Career development is a lifelong process that occurs in stages (Cohen & El-Sawad, 2009). Occasionally, a is referred to as the noble achievements or work of an individual in a particular service. Examples are abundant: a diplomatic career, an academic career, and careers in art or fame as an artist. Such individuals may be renowned singers or have successful corporate careers. A comprises smaller combinations of paid work or jobs performed over a long period of time. Performing these jobs enables individuals to meet their own needs and helps them survive; collectively, these jobs build individuals' careers.In this case study, we use a model that is based on the performance and qualifications of the employees at an organization. The aim of the study is to identify the employees who are performing well in their current positions. Additionally, the study examined some interns to identify those who would be eligible to continue working with the employer based on whether they possessed the necessary performance and work qualifications according to the employer's requirements. Therefore, the focus was on the talent pool and the employees who showed outstanding performance. As a result, the employer would be able to choose the suitable employees from that talent pool and place them in various positions. By doing so, both talent management and planning are accomplished.Description of the Study: Model and MethodologyThe talent management and planning system is a dynamic, comparative and perception based. More specifically, evaluates employees under one or more supervisors, who a small group. Since a supervisor cannot more than 10 to 20 employees within a department, we considered such group of employees to be a unique set have similar job descriptions and job responsibilities. However, this is not a rule of thumb organization may define the group according to its organizational structure. …

Employer's Requirement to Post a Social Media Disclaimer Passes NLRB Muster

According to a recently released Advice Memorandum from the National Labor Relations Board's Office of the General Counsel, employers may require their employees to post disclaimers on social media to state that their views are their own and not those of their employer. The issue arose in a case involving a challenge to several provisions of an employer's social media policy. One of the challenged rules required an employee to post the following when making any reference to the employer: “The views expressed on this website/blog are mine alone and do not necessarily reflect the views of my employer.”

TU‐C‐105‐01: HazMat Shipping DOT Training

Department of Transportation Hazmat Employee Training for Shippers of Radioactive Materials (Part I and Part II are sequential sessions)Medical Physicists are frequently involved in shipping radioactive materials or supervising those who do. Current U.S. Department of Transportation Hazardous Material Regulations, 49 CFR Parts 171 – 185, require hazmat employees to have documented training specified in 49 CFR 172 Subpart H. A hazmat employee is defined as an individual who: (1) loads, unloads or handles hazardous material; (2) manufactures, tests, reconditions, repairs, modifies, marks or otherwise represents containers, drums or packagings as qualified for use in the transportation of hazardous materials; (3) prepares hazardous materials for transportation; (4) is responsible for safety of transporting hazardous materials; or (5) operates a vehicle used to transport hazardous materials. Recurrent training is required at least once every three years. (The IATA two year training interval is not applicable and is generally misunderstood.) FAA has escalated inspection and enforcement. Facilities who ship radiopharmaceuticals to other laboratories, return radiopharmaceuticals or radioactive sources to suppliers, or otherwise ship radioactive materials have been cited for failure to provide and document the required training. The interrelationship of transportation regulations, 49 CFR, IATA, ICAO and other transportation regulations, which are frequently misunderstood, will be explained. The course will cover typical shipments by air and highway which are encountered in a medical institution. Items such as fissile materials, highway route controlled quantities, rail shipments, vessel shipments and such will be omitted; although specific questions may be addressed. A major objective of the course is to present the process of shipping radioactive material in a sequential and logical fashion. How radioactive materials for transportation purposes are defined by activity concentrations for exempt materials and activity limits for exempt consignments will be explained. Radioactive material shipments of excepted packages and Type A packages will be emphasized. The program is designed to meet the function specific DOT training requirements for shippers of medical radioactive materials. General awareness training and security awareness training can be obtained from two free DOT training CDs. Safety training and security awareness training is generally satisfied by the training required under the institution's radioactive material license. For shippers of radioactive Yellow III labeled packages an in‐depth written security plan and training are no longer required as of April 8, 2010. In general almost all shippers of medical radioactive material are now not required to have an in‐depth security plan. Contents of general awareness training, security awareness training and in‐depth security plans will be briefly outlined. It is the hazmat employer's responsibility to ensure that each hazmat employee is properly trained. No third party can fulfill that requirement. It is the hazmat employer's responsibility to determine the degree to which this course meets the employer's requirements, including contents of the course and the examination. Participants will gain sufficient knowledge to prepare hazmat training programs for others in their institutions. A handout will be posted which should be printed out and brought to the course for reference during the presentation. The handout will also satisfy part of the training documentation required by DOT. A feature handout section is a composite table which provides A1, A2, RQ, Exempt Concentration, and Exempt Consignment values in a single table in both Becquerel and Curie units. Course attendance will be certified through the AAPM CEU documentation system.Learning Objectives:1. Understand the regulatory requirements for shipping radioactive materials.2. Understand the regulatory requirements for training of hazmat employees.3. Comprehend how to classify, package, mark, label, document, placard, and transport radioactive materials.

TU‐A‐105‐01: HazMat Shipping DOT Training

Department of Transportation Hazmat Employee Training for Shippers of Radioactive Materials (Part I and Part II are sequential sessions) Medical Physicists are frequently involved in shipping radioactive materials or supervising those who do. Current U.S. Department of Transportation Hazardous Material Regulations, 49 CFR Parts 171 ‐ 185, require hazmat employees to have documented training specified in 49 CFR 172 Subpart H. A hazmat employee is defined as an individual who: (1) loads, unloads or handles hazardous material; (2) manufactures, tests, reconditions, repairs, modifies, marks or otherwise represents containers, drums or packagings as qualified for use in the transportation of hazardous materials; (3) prepares hazardous materials for transportation; (4) is responsible for safety of transporting hazardous materials; or (5) operates a vehicle used to transport hazardous materials. Recurrent training is required at least once every three years. (The IATA two year training interval is not applicable and is generally misunderstood.) FAA has escalated inspection and enforcement. Facilities who ship radiopharmaceuticals to other laboratories, return radiopharmaceuticals or radioactive sources to suppliers, or otherwise ship radioactive materials have been cited for failure to provide and document the required training. The interrelationship of transportation regulations, 49 CFR, IATA, ICAO and other transportation regulations, which are frequently misunderstood, will be explained. The course will cover typical shipments by air and highway which are encountered in a medical institution. Items such as fissile materials, highway route controlled quantities, rail shipments, vessel shipments and such will be omitted; although specific questions may be addressed. A major objective of the course is to present the process of shipping radioactive material in a sequential and logical fashion. How radioactive materials for transportation purposes are defined by activity concentrations for exempt materials and activity limits for exempt consignments will be explained. Radioactive material shipments of excepted packages and Type A packages will be emphasized. The program is designed to meet the function specific DOT training requirements for shippers of medical radioactive materials. General awareness training and security awareness training can be obtained from two free DOT training CDs. Safety training and security awareness training is generally satisfied by the training required under the institution's radioactive material license. For shippers of radioactive Yellow III labeled packages an in‐depth written security plan and training are no longer required as of April 8, 2010. In general almost all shippers of medical radioactive material are now not required to have an in‐depth security plan. Contents of general awareness training, security awareness training and in‐depth security plans will be briefly outlined. It is the hazmat employer's responsibility to ensure that each hazmat employee is properly trained. No third party can fulfill that requirement. It is the hazmat employer's responsibility to determine the degree to which this course meets the employer's requirements, including contents of the course and the examination. Participants will gain sufficient knowledge to prepare hazmat training programs for others in their institutions. A handout will be posted which should be printed out and brought to the course for reference during the presentation. The handout will also satisfy part of the training documentation required by DOT. A feature handout section is a composite table which provides A1, A2, RQ, Exempt Concentration, and Exempt Consignment values in a single table in both Becquerel and Curie units. Course attendance will be certified through the AAPM CEU documentation system.Learning Objectives:1. Understand the regulatory requirements for shipping radioactive materials.2. Understand the regulatory requirements for training of hazmat employees.3. Comprehend how to classify, package, mark, label, document, placard, and transport radioactive materials.

«Wir suchen Sie als …» – Anforderungen aus Sicht eines Arbeitgebers (Essay)

“As a member of our team, you will …” – an employer's requirements (essay) In this article, the head of the Forest Service of the canton of Aargau discusses the training pathways on offer in Switzerland for the forestry sector. After reviewing the forest professions for which training exists now in Switzerland, the requirements of the various functions of the Aargau Forest Service are presented. The key question is “Who is best for which job?”, and this is answered on the basis of specific cases. In general, candidates have the necessary basic knowledge for technical posts in the Forest Service; however, thorough on-the-job training over several years is unavoidable to get the tasks performed in a satisfactory way. Finally, staff are needed who work with pleasure and enthusiasm, not just doing the minimum to get the job done.

Qualitative Research on Improving the Educational Offer of Economic Academic Institutions from Romania

Abstract The present study aims to provide some solutions to a better adaptation of educational offer of economic academic institutions from Romania to the labor market needs. For this purpose, we did some in depth interviews on persons with responsibilities in academic quality improvement and on business representatives to understand the perceptions on the economic academic educational system from Romania, to find major deficiencies on the quality of education programs and ways to mitigate them, to identify new economic occupations requiring academic studies, to establish the partners involved in designing, monitoring and evaluation of curricula. The major findings of this study underline the necessity, for the economic academic institutions from Romania, to modify curricula, taking into consideration employer's requirements, to increase practical training as to improve graduate's skills and to become more adapted to labor market. The present study identifies some ways of actions that might be followed by decision makers at the academic level.

MO‐D‐203‐01: Department of Transportation Hazmat Employee Training for Shippers of Radioactive Materials ‐ Part I

Medical Physicists are frequently involved in shipping radioactive materials or supervising those who do. Current U.S. Department of Transportation Hazardous Material Regulations, 49 CFR Parts 171 – 185, require hazmat employees to have documented training specified in 49 CFR 172 Subpart H. A hazmat employee is defined as an individual who: (1) loads, unloads or handles hazardous material; (2) manufactures, tests, reconditions, repairs, modifies, marks or otherwise represents containers, drums or packagings as qualified for use in the transportation of hazardous materials; (3) prepares hazardous materials for transportation; (4) is responsible for safety of transporting hazardous materials; or (5) operates a vehicle used to transport hazardous materials. Recurrent training is required at least once every three years. (The IATA two year training interval is not applicable and is generally misunderstood.) FAA has escalated inspection and enforcement. Facilities who ship radiopharmaceuticals to other laboratories, return radiopharmaceuticals or radioactive sources to suppliers, or otherwise ship radioactive materials have been cited for failure to provide and document the required training. The interrelationship of transportation regulations, 49 CFR, IATA, ICAO and other transportation regulations, which are frequently misunderstood will be explained.The course will cover typical shipments by air and highway which are encountered in a medical institution. Items such as fissile materials, highway route controlled quantities, rail shipments, vessel shipments and such will be omitted; although specific questions may be addressed. A major objective of the course is to present the process of shipping radioactive material in a sequential and logical fashion. How radioactive materials for transportation purposes are defined by activity concentrations for exempt materials and activity limits for exempt consignments will be explained. Radioactive material shipments of excepted packages and Type A packages will be emphasized.The program is designed to meet the general awareness and function specific DOT training requirements for shippers of medical radioactive materials. Safety training and security awareness training is generally satisfied by the training required under the institution's radioactive material license. For shippers of radioactive Yellow III labeled packages an in‐depth written security plan and training are no longer required as of April 8, 2010. In general almost all shippers of medical radioactive material are now not required to have an in‐depth security plan. Contents of security awareness training and in‐depth security plans will be briefly outlined. It is the hazmat employer's responsibility to ensure that each hazmat employee is properly trained. No third party can fulfill that requirement. It is the hazmat employer's responsibility to determine the degree to which this course meets the employer's requirements, including contents of the course and the examination. Participants will gain sufficient knowledge to prepare hazmat training programs for others in their institutions. A handout will be posted which should be printed out and brought to the course for reference during the presentation. The handout will also satisfy part of the training documentation required by DOT. A feature handout section is a composite table which provides A1, A2, RQ, Exempt Concentration, and Exempt Consignment values in a single table in both Becquerel and Curie units. Course attendance will be certified through the AAPM CEU documentation system.Learning Objectives:1. Understand the regulatory requirements for shipping radioactive materials.2. Understand the regulatory requirements for training of hazmat employees.3. Comprehend how to classify, package, mark, label, document, placard, and transport radioactive materials.

MO-E-203-01: Department of Transportation Hazmat Employee Training for Shippers of Radioactive Materials - Part II

Medical Physicists are frequently involved in shipping radioactive materials or supervising those who do. Current U.S. Department of Transportation Hazardous Material Regulations, 49 CFR Parts 171 – 185, require hazmat employees to have documented training specified in 49 CFR 172 Subpart H. A hazmat employee is defined as an individual who: (1) loads, unloads or handles hazardous material; (2) manufactures, tests, reconditions, repairs, modifies, marks or otherwise represents containers, drums or packagings as qualified for use in the transportation of hazardous materials; (3) prepares hazardous materials for transportation; (4) is responsible for safety of transporting hazardous materials; or (5) operates a vehicle used to transport hazardous materials. Recurrent training is required at least once every three years. (The IATA two year training interval is not applicable and is generally misunderstood.) FAA has escalated inspection and enforcement. Facilities who ship radiopharmaceuticals to other laboratories, return radiopharmaceuticals or radioactive sources to suppliers, or otherwise ship radioactive materials have been cited for failure to provide and document the required training. The interrelationship of transportation regulations, 49 CFR, IATA, ICAO and other transportation regulations, which are frequently misunderstood will be explained. The course will cover typical shipments by air and highway which are encountered in a medical institution. Items such as fissile materials, highway route controlled quantities, rail shipments, vessel shipments and such will be omitted; although specific questions may be addressed. A major objective of the course is to present the process of shipping radioactive material in a sequential and logical fashion. How radioactive materials for transportation purposes are defined by activity concentrations for exempt materials and activity limits for exempt consignments will be explained. Radioactive material shipments of excepted packages and Type A packages will be emphasized. The program is designed to meet the general awareness and function specific DOT training requirements for shippers of medical radioactive materials. Safety training and security awareness training is generally satisfied by the training required under the institution's radioactive material license. For shippers of radioactive Yellow III labeled packages an in‐depth written security plan and training are no longer required as of April 8, 2010. In general almost all shippers of medical radioactive material are now not required to have an in‐depth security plan. Contents of security awareness training and in‐depth security plans will be briefly outlined. It is the hazmat employer's responsibility to ensure that each hazmat employee is properly trained. No third party can fulfill that requirement. It is the hazmat employer's responsibility to determine the degree to which this course meets the employer's requirements, including contents of the course and the examination. Participants will gain sufficient knowledge to prepare hazmat training programs for others in their institutions. A handout will be posted which should be printed out and brought to the course for reference during the presentation. The handout will also satisfy part of the training documentation required by DOT. A feature handout section is a composite table which provides A1, A2, RQ, Exempt Concentration, and Exempt Consignment values in a single table in both Becquerel and Curie units. Course attendance will be certified through the AAPM CEU documentation system. Learning Objectives: 1. Understand the regulatory requirements for shipping radioactive materials. 2. Understand the regulatory requirements for training of hazmat employees. 3. Comprehend how to classify, package, mark, label, document, placard, and transport radioactive materials.

Margin of Manoeuvre Indicators in the Workplace During the Rehabilitation Process: A Qualitative Analysis

The task of evaluating workers' capacity to return to their pre-injury employment or other jobs continues to pose a daily challenge for clinicians. In this study, a concept frequently used in the field of ergonomics, the margin of manoeuvre (MM), was applied during the rehabilitation process. The study identified the indicators of the MM taken into account during the return to work of workers with musculoskeletal disorders. This study used a multiple-case design. A case was defined as a dyad comprising a worker admitted to a work rehabilitation program and the clinician who was managing the return-to-work process. The results were then validated with investigators and expert ergonomists, through group interviews. Content analyses were performed using the conceptual framework for the work activity model adapted from Vézina and the procedures recommended by Miles and Huberman. A total of 11 workers, five clinicians, two experts and two investigators participated in this study. The interview analysis process resulted in a more detailed definition of the MM and the identification of 50 indicators. The indicators were classified according to six dimensions: (1) work context; (2) employer's requirements and expectations; (3) means and tools; (4) worker's personal parameters; (5) work activity; and (6) impacts of the work situation. The more specific indicators identified in this study will allow for more systematic observation of the MM. Subsequent studies will seek to link each indicator described in the model with a specific method of observation.