Touch Screen Systems for Health Care Essay Example | Topics and Well Written Essays - 2000 words

Touch Screen Systems for Health Care - Essay Example It would serve as a vital tool within healthcare system. The Touchscreen kiosk would have several objectives that would mainly be for the benefit of the hospital and for creating greater awareness in patients so as to improve the quality of care. There would be some risks with the project including refusal from various quarters of the hospital to help with the delivery, improper location of the kiosks, sudden decisions taken by the management not to support the project, database/server failures, networking issues, power failure, poor hardware and software quality causing dysfunction periods, poor user interface, graphical designs, etc. The implementation costs of the TKIP would be around $500,000 with the running costs of $5000 per month. A revamp of the kiosk system would be planned every 3 to 4 years. The hospital has planned the implementation of the kiosks after a one year period when the procurement of resources, setting up network points and installing the kiosks, running the h ardware, developing the user interface and creating the content would be ready. The funding from the same would come from the IT budget that is print for the hospital. Internally and externally content management software would be required along with an interface to provide remote support to the various kiosks deployed in the hospital and in remote locations. In terms of scope, the customer expects to obtain greater knowledge and be able to make informed decisions regarding the healthcare. In this way, the customers can feel that they are fully in control of their body and, hence, the quality of services provided would increase. The entire project would be implemented by the Project Management Team which would work in coordination with the Department of Medical Informatics and Healthcare IT (DMIHIT) of the Hospital. The project proposed is for the implementation of touchscreen

Employment law - the employment relationship Essay

Employment law - the employment relationship - Essay Example 25,000. The Tribunal cannot also try cases involving personal injury, breach of agreement to provide accommodation by the employer to the employee, breach of agreement in respect of intellectual property, breach of agreement of confidentiality or breach of agreement in restraint of trade which can only be heard by courts (Nairns, 2008). The statutory limit of claim of ? 25,000 cannot be circumvented by making a claim for damages for wrongful dismissal for the maximum amount before the tribunal and making another claim for balance of damages in the High Court by splitting the same cause of action into two as held in Fraser v HLMAD (2006). Employment tribunal is machinery for dispute resolution. Employment tribunal can be approached by parties after the expiry of conciliation period. Rule 22 of the Employment Tribunals (Constitution and Rules of Procedure) Regulation 2004 bars a tribunal from hearing any case other than cases of discrimination, equal pay and whistle blowing until the e xpiry of the prescribed conciliation period of 13 weeks or 7 weeks from the date of claim made to the respondent depending upon the nature disputes. For disputes of technical nature such as deduction from wages, time off work, breach of contract, redundancy payments and paid annual leave, a lesser period of seven days conciliation applies. The standard conciliation period can be extended by two weeks if there are prospects of settlement as may be considered by ACAS whose duty is to promote the improvement of industrial relations. The judicial dispute resolution starts with employment tribunals which were originally created by Industrial Training Act 1964 and given common law jurisdiction to adjudicate claims for breach of contract by termination of employment. Thus, these tribunals which began as industrial tribunals have transformed into ‘employment tribunals’ in 1998. The power to settle employment disputes is conferred by section 3 of The Employment Tribunals Act 199 6 in replacement of section 131 of the Employment Protection (Consolidation Act) 1978 The tribunals are preferred dispute resolution as they are designed to facilitate speedy resolution of industrial disputes which are often heavy with facts with their potential advantages of ‘ease of access, informality and inexpensiveness’. The employment tribunals having simplified pre-trial procedure with simplified pleadings, are vested with wide powers to adjudicate in ‘a common sense way’ as part of ‘good industrial practice’. However, the law they have to apply is so complex that they are often commented on the legality of the proceedings and decisions. The common sense access to quick justice though a laudable claim is not always compatible with the hard law that has to be followed in most of the cases. The quick and informal justice that an Employment tribunal can provide is in view of the undesirability of appeals that would complicate the matter fur ther. An Employment Tribunal can only decide on the question of facts. Any appeal from its decision can only be made on a question of law. This rule is rigorously applied in that an appeal will be decided on law and remanded back to the tribunal to decide on the que