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 Work performed on any special holiday Computation of additional compensation HOLIDAYS, SERVICE INCENTIVE LEAVES AND SERVICE  purposes of computing overtime the “regular wage” o...

 Work performed on any special holiday Computation of additional compensation HOLIDAYS, SERVICE INCENTIVE LEAVES AND SERVICE  purposes of computing overtime the “regular wage” of an employee shall include the cash wage only, without CHARGES deduction on account of facilities provided by the employer. a) Right to holiday pay  shall be paid his regular daily wage during WEEKLY REST PERIODS: Right to weekly rest day regular holidays, except in retail and service establishments regularly employing  to provide each of his employees a rest less than ten (10) workers; period of not less than twenty-four (24)  employer may require an employee to consecutive hours after every six (6) work on any holiday, but such employee consecutive normal workdays. shall be paid a compensation equivalent to  employer shall determine and schedule the twice his regular rate weekly rest day of his employees to bargaining agreement and to such rules b) Right to service incentive leave and regulations as the Secretary of Labor  employee who has rendered atleast one and Employment may provide. year of service shall be entitled to a yearly  employer shall respect the preference of service incentive leave of five days with employees as to their weekly rest day pay. when such preference is based on religious grounds. c) Service charges  All service charges collected shall be WHEN EMPLOYER MAY REQUIRE WORK ON A REST distributed at the rate of (85%) for all covered employees and (15%) for DAY: management.  In case of actual or impending emergencies DEFINITIONS  In cases of urgent work to be performed a) Persons  means an individual, partnership,  event of abnormal pressure of work due to association, corporation, business trust, special circumstances legal representatives, or any organized group of persons. Compensation for rest day, Sunday or holiday work b) Employer  employee is made or permitted to work on  any person acting directly or indirectly in his scheduled rest day, he shall be paid an the interest of an employer in relation to additional compensation of at least thirty an employee percent (30%) of his regular wage.o  has no regular workdays and no regular c) Employee rest days can be scheduled.  individual employed by an employer. d) Employ  Place of payment  includes to suffer or permit to work.  Payment of wages shall be made at or near the place of undertaking, otherwise e) Wage provided by such regulations as the  paid to any employee shall mean the Secretary of Labor and Employment may remuneration or earnings. prescribe under conditions to ensure greater protection of wages. d) Fair and reasonable value  shall not include any profit to the employer,  Direct payment of wages or to any person affiliated with the  Wages shall be paid directly to the employer. workers to whom they are due, except:  In cases of force majeure SALARY AND WAGES  Where the worker has died  Regional minimum wages  rates for agricultural and non-agricultural WORKING CONDITIONS FOR SPECIAL GROUPS employees and workers in each region of the country OF EMPLOYEES: EMPLOYMENT OF WOMEN  prescribed by the Regional Tripartite Wages and Productivity Boards. (As  NIGHTWORK PROHIBITION amended by Section 3, Republic Act No.  No woman, regardless of age, shall be 6727, June 9, 1989). employed or permitted or suffered to work, with or without compensation  Payment by results  The Secretary of Labor and Employment  Facilities for women shall regulate the payment of wages by  The Secretary of Labor and Employment results, including pakyao, piecework, and shall establish standards that will ensure other non-time work, in order to ensure the safety and health of women the payment of fair and reasonable wage employees: rates, a) Provide seats proper for women and permit them to use such seats when they are PAYMENY OF WAGES free from work. b) establish separate toilet rooms and  Forms of wages lavatories for men and women and provide at  No employer shall pay the wages of an least a dressing room for women employee by means of promissory c) To establish a nursery in a workplace notes, vouchers, coupons, tokens, d) To determine appropriate minimum age tickets, chits, or any object and other standards for retirement or termination in special occupations.  Time of payment  Wages shall be paid at least once every MATERNITY LEAVE BENEFITS two (2) weeks or twice a month at intervals  employer shall grant any pregnant woman not exceeding sixteen (16) days. employee who rendered an aggregate  service of at least (6) months for the last that she may again be pregnant. (12) months.  Maternity leave of at least two (2) weeks MODULE 2 : TRANSCULTURAL NURSING – prior to the expected date of delivery and DIVERSITY & CULTURAL AWARENESS another four (4) weeks after normal WHAT IS CULTURAL NURSING? delivery or abortion  foundations of transcultural nursing were  require any woman employee applying for laid in the mid-1950s. maternity leave the production of a  Peplau first mentioned in 1950 that the medical certificate stating that delivery will cultures were an important variable probably take place within two weeks. affecting mental health.  The maternity leave shall be paid by the  Leininger tried to promote transcultural employer only for the first four (4) nursing movements. deliveries by a woman employee.  Since 1960s, nurses have been carrying out studies aimed at providing particularly FAMILY PLANNING SERVICES cultural care to people from all  provide free family planning services to communities/cultures. their employees.  In 1962, King stated that  Department of Labor and Employment psychopathological behaviors differ from shall develop and prescribe incentive culture to culture. bonus schemes to encourage family  In 1969, the International Council of planning among female workers in any Nursing(ICN) began using cultural content establishment or enterprise. in nursing.  Transcultural Nursing Society (TCNS) was DISCRIMINATION PROHIBITED established in 1974 to train nurses in this example! area.  Payment of a lesser compensation  organization aims to provide the nurses  Favoring a male employee over a female and other health care professionals with employee. the basic knowledge necessary to develop cultural skills in culturally sensitive practice, STIPULATION AGAINST MARRIAGE education, research and management.  Acts of discrimination:  Since 1989, “Journal of Transcultural  stipulate expressly or tacitly that upon Nursing” has been published, aiming to getting married train nurses about transcultural care and  actually dismiss, discharge, discriminate or improve their practice. otherwise prejudice a woman employee  Evidence-based studies have been merely by reason of her marriage. conducted in this area.  Today, there are about 25 books and over PROHIBITED ACTS 800 articles covering research, theory and  It us unlawful for any employer to: applications related to transcultural  deny any woman employee nursing.  To discharge such woman on account of  a pioneer model of transcultural nursing, her pregnancy many nurses worked in the field of cultural  discharge or refuse the admission of such care including Boyle, Campinha-Bacote, woman upon returning to her work for fear Yahle Langenkamp, Giger and Davidhizar,  Juntunen, Leuning, Swiggum et al, Purnell,  Care knowledge and skill are often Ryan, Carlton and Ali. repatterned for the best interest of the  there are researchers arguing that the clients. models and theories of two modelists  All care modalities require co-participation (Giger and Davidhizar and Purnell) who do of the nurse and clients (consumers) myriads of studies on cultural care are working together to identify, plan, extremely simple, comprehensible and implement, and evaluate each caring mode suitable for use in many different fields and for culturally congruent nursing care. cultures.  Leininger’s Culture Care Theory attempts to provide culturally congruent nursing MADELEINE LEININGER care through  Recognized the importance of the element  “cognitively based assistive, supportive, of caring in the profession of nursing facilitative, or enabling acts or decisions  identified a lack of cultural and care that are mostly tailor-made to fit with knowledge as the missing component to a individual, group’s, or institution’s cultural nurse’s understanding values, beliefs, and lifeways.”  Leininger’s Culture Care Theory attempts to provide culturally congruent nursing TRANSCULTURAL NURSING care through“cognitively based assistive,  Leininger’s model has developed into a supportive, facilitative, or enabling acts or movement in nursing care called decisions that are mostly tailor-made to fit transcultural nursing. with individual, group’s, or institution’s  in 1995, Leininger defined transcultural cultural values, beliefs, and lifeways. nursing as  “a substantive area of study and practice LEININGER’S CULTURE CARE THEORY focused on comparative cultural care  intent of the care is to fit with or have (caring) values, beliefs, and practices of beneficial meaning and health outcomes individuals or groups of similar or different  Culturally congruent care is possible when cultures with the goal of providing the culture-specific and universal nursing care  following occurs in the nurse-patient practices in promoting health or well-being relationship: or to help people to face unfavorable  nurse and the client creatively design a human conditions, illness, or death in new or different care lifestyle for the culturally meaningful ways.” health or well-being of the client. LEININGER DEVELOPED NEW TERMS FOR THE BASIC CONCEPTS  CARE humanistic profession that focuses on  assists others with real or anticipated human care phenomena and caring needs activities in order to help, support,  CARING facilitate, or enable patients to maintain or  an action or activity directed towards regain health in culturally meaningful ways, providing care.  CULTURE  learned, shared, and transmitted values, Three modes that guides nurses’ judgments, beliefs, norms, and lifeways to a specific decisions, or actions: individual or group 1. Cultural Care Preservation or Maintenance  CULTURE CARE  nursing care activities that help people  multiple aspects of culture that influence from particular cultures to retain and use and help a person or group to improve core cultural care values related to their human condition healthcare concerns or conditions.  CULTURE CARE DIVERSITY 2. Cultural Care Accommodation or  differences in meanings, values, or Negotiation acceptable forms of care in or between  creative nursing actions that help people of groups of people. a particular culture adapt or negotiate with  CULTURE CARE UNIVERSALITY others in the healthcare community  common care or similar meanings that are 3. Cultural Care Re-Patterning or evident among many cultures. Restructuring  NURSING  therapeutic actions taken by culturally  learned profession with a disciplined focus competent nurses. These actions help a on care phenomena. patient to modify personal health  WORLDVIEW behaviors towards beneficial outcomes  way people tend to look at the world or universe in creating a personal view of 6 PROMINENT MODELS FROM what life is about. TRANSCULTURAL NURSING  Cultural and Social Structure Dimensions  factors related to spirituality, social  Leininger’s Sunrise Model structure, political concerns, economics,  To be culturally congruent, providers must educational patterns, technology, cultural collaborate with the patient by sharing values, and ethnohistory that influence power and respecting the patient’s culture cultural responses of people within a as well as their own. cultural context.  Purnell Model for Cultural Competence  Health  To be consciously competent, a provider  state of well-being that is culturally defined must acquire relevant culture-specific and valued by a designated culture. information about the patient.  Capinha-Bacote’s Process of Cultural THE CULTURE CARE THEORY Competence in the Delivery of Healthcare  defines nursing as a learned scientific and Services  To be culturally responsive, the provider  Culturally Unique Individual must begin with cultural desire, that is,  Client’s cultural and racial identification, have the attitude that reflects “I want to” mixed race not “I have to” do so.  Communication  Jeffreys’ CulturalCompetence  Language spoken, Voice quality (strong and andConfidence (CCC) Model resonant), Pronunciation & enunciation  To continue to develop cultural (type of dialects), responsiveness, providers should exhibit  Time moderate levels of self-efficacy, defined as  Use of measures, View of time (Social time, a balance between confidence and Work time), Time orientation (Future, concern about their skill set, which is most Present, Past), likely to motivate further learning.  SPACE  Andrew’s and Boyle’s Transcultural  Degree of comfort observed (conversation Concepts in Nursing Practice – does not move when space is invaded),  Culturally responsive care is dependent on Proximity to others, Body movement, the strength of the provider’s verbal and Perception/Definition of Space (enjoys the non-verbal cross-cultural communication closeness while talking or visiting), distance skills. in conversation (18 inches to 3 feet)  Giger-Davidhizar Transcultural Assessment  Social Organization/Orientation Model (GDTAM)  Culture, Race, Ethnicity, Family Role  Culturally responsive care requires that the Function, Work, Leisure, Church, Friends provider evaluate how the following six  Environmental Control cultural phenomena may affect cultural  Cultural Health Practices (Efficacious, responsiveness in the healthcare Neutral, Dysfunctional,Uncertain), Values, encounter: communication, space, social Definition of Health and Illness organization, time, environmental control,  Biological Variations and biological variations.  Body structure, skin color,hair color, other physical dimensions, Enzymatic and CULTURAL ASSESSMENT Genetic existence of diseases specific to  Communication and language populations, susceptibility to diseases and  Gender considerations illness, nutritional preferences and  Sexual orientation deficiencies, Psychologic characteristics,  Ability and disability coping and social support.  Occupation  Age CULTURAL COMPETENCE IN NURSING  Socioeconomic status  cultural competence  Interpersonal relationships  is the bedrock of a great nurse- patient  Appearance relationship. Every nurse should make it a  Dress priority in their care.  Use of space  cultural competence in nursing  Foods and meal preparation and related  Implies the ability of health care workers to lifeways give the best medical care to patients while demonstrating cultural awareness for their TRANSCULTURAL ASSESMENT MODEL beliefs, race, and values.  aids the growth and development of  People of different cultures have unique nurses while also incorporating relevant beliefs, values, and practices. societal values.  One of the most common cultural issues  best nurses are not only technically sound that arise for nurses involves faith and but also experts in cultural competence. religious beliefs.  Understanding the relationship between  This extra step (of asking questions) can nurses and patients greatly improve the patient’s experience  Acquiring knowledge of various cultural and relationship with their healthcare practices and views of the world team.  Developing communication skills to promote and achieve interaction among SOCIAL AND ECONOMIC SENSITIVITY cultures  the first step to gaining cultural sensitivity  Ensuring a positive attitude is displayed and awareness is to never make toward differences and various cultures assumptions about other people or what they believe. CULTURALLY COMPETENT CARE CONSISTS OF  Gender preference and sexual orientation FIVE CORE BUILDING BLOCKS. are also factors to keep in mind when  Cultural awareness treating patients.  involves examining yourself, dropping  critical for nurses to provide all patients prejudices that you have previously formed with the same treatment options, against foreign cultures regardless of their sexual orientation or  Cultural Knowledge gender identity.  searching for information about the culture and beliefs of your patients to better  Building a relationship with each patient understand and interact with them. you treat will help you understand their  Cultural Skills beliefs and views and could provide insight  ability to collect relevant data and process into why they react in certain ways. it to help engage a patient in meaningful  If your patient struggles to speak or cross-cultural interaction. understand English, find a translator who  Cultural encounter can help make sure you understand one  encourages nurses to venture out of the another. environment they are conversant with and  Respect is one of the most critical aspects try new cultures and places. when developing cultural sensitivity and  Cultural desire awareness.  requires a strong motivation to learn more  Take the time to understand your patient’s about other cultures. unique cultural beliefs by asking thoughtful, respectful questions. CULTURAL DIFFERENCES AND SENSITIVITY  Those working in the health care field, IMPROVING CULTURAL AWARENESS AND particularly in nursing, must be aware of SENSITIVITY IN NURSING cultural differences and use sensitivity  It’s not easy to overcome your own cultural when treating each patient. worldview when treating patients, but it is a critical skill to develop for all within the FAITH AND RELIGIOUS BELIEFS nursing field. within the same group  They are symbols that when united MODULE 3: CULTURE AND CULTURAL VALUES represent the totality of the culture CULTURE  The cultural values of a group are not  the customary beliefs, social forms, and always obvious to the naked eye. material traits of a racial, religious, or social group FILIPINO CULTURAL VALUES  the characteristic features of everyday  Spiritual existence shared by people in a place or  Happy people time  Hospitable  such as diversions or a way of life  Family-oriented  customs  Respectful to the elderly  heritage  Hardworking  tradition  Resilient  manners  Sense of unity  civilization  Bayanihan  folklore  Bahala na  Debt of gratitude Material Culture  Generousity  objects  belongings ETHNOCENTRISM  physical structures  Cultural Imperialism  Culture shock Non material culture  Cultural relativism  deas  Xenocentrism  Attitude  The attitude that one's group, ethnicity, or  Beliefs of a society nationality is superior to others  The term anthropologists use to describe CULTURAL UNIVERSALS the opinion that one’s way of life is natural  Are patterns or traits that are globally or correct. common to all societies  Funeral rites CULTURAL IMPERIALISM  Weddings  Also called Cultural colonialism, comprises  Celebrations of births the cultural aspects of imperialism. VALUES IMPERIALISM  Something intrinsically valuable or  refers to the creation and maintenance of desirable unequal relationships between civilizations,  help you to decide what is right and wrong, favoring a more powerful civilization. and how to act in various situations CULTURAL RELATIVISM CULTURAL VALUES  the practice of assessing a culture by its  Determine the way of being and guide the own standards rather than viewing it behavior and decisions of individuals through the lens of one’s own culture.  requires an open mind and a willingness to social situations, whether consciously or consider, and even adapt to, new values unconsciously; and norms.  What kind of social relationships occur in their organized behaviors; and How these XENOCENTRISM social relationships are maintained; how  opposite of ethnocentrism and refers to they decline or disintegrate. the belief that another culture is superior to one’s own. CHARACTERISTICS 1. Effective sharing of goals SOCIAL ORGANIZATIONS  Management shares goals with employees  Refer to the pattern of individual and and gets them on board with the mission group relations and vision of the organization. 2. Great teamwork ORGANIZATION  Healthy companies know how to develop  signifies the technical arrangement of parts teams that collaborate to achieve common in a whole. goals. 3. High Employee Moral SOCIAL  Employees value their positions in the  indicates the fact that individual and group organizations and desire to work there for relations are the outcomes of social a long time. processes (Broom and Slezinky, 1973). 4. Offers Training Oppurtunities  Organizations bring in other individuals to DUNCAN MITCHELL provide necessary departmental and  interdependence of parts which is the corporate-wide training. essential characteristic of all enduring 5. Strong Leadership collective entities, groups, communities,  one of the main characteristics of a healthy and societies. Ogburn & Nimkoff. organization.  An organization is an articulation of 6. Handles poor performance different parts which perform various  Organizations take corrective actions to functions, it is an active group device for improve performance. getting something done. 7. Understand Risks  Healthy organizations understand the risks According to Broom and Selznick, they are open to and take the necessary  an organization means a technical steps to protect themselves against them. arrangement of parts. 8. Adapts to Opportunities and Changes  know how to recognize and seize good What is the appropriate behavior of human opportunities. society as it appears in its structured and 9. Clearly defined Structure organized ways and relationships?  possess a sense of order and organizational  The personal and group relations influence structure. individual behavior and social institutions. 10. Well known Company Policies  How persons and groups relate to each  create and implement company policies other; that are readily available to their  How people organize themselves in various employees. TECHNOLOGY consume to create and maintain.  commonly exerts a strong influence on the daily practices, changing the way they are BIG DATA AND THE CLOUD carried out with each new development.  Big data is a buzzword in different  brought about a massive and welcome industries, including healthcare. change to the healthcare industry.  This data is then used for analytics, making predictions about possible epidemics and CHANGES IN HEALTHCARE INDUSTRY ultimately preventing deaths.  Digitization of Health Records  Cloud storage of data helps improve  Mobile App Technology in the Medical efficiency and accessibility while reducing Field wastage.  Electronic Medical Records  helps in research and development of new  Big Data and the Cloud treatment protocols and lifesaving  Improved Patient Care pharmaceutical formulations.  Information and Communication  The cloud provides secure and cost- Technology effective storage solutions, with backup  Telemedicine/Telehealth and recovery features, but without the hassle and cost of maintaining additional DIGITIZATION server hardware.  Dusty and bulky paper files are slowly giving way to streamlined digital records Improved Patient Care that are securely uploaded to the cloud  RFID (radio-frequency identification) and made accessible remotely to patients technology also helps enhance patient care and healthcare professionals by providing information about the patient’s vital signs, and temperature. MOBILE APP  only do patients have access to quick and TELEMEDICINE/ TELEHEALTH accurate medical information using their  Telemedicine takes the digitization of handheld devices, but they can also use healthcare to its next logical step; letting apps to keep track of doctor’s patients consult with specialist practically appointments, get reminders to take their anywhere in the world. medications.  to overcome distance barriers and facilitate critical care in emergency situations; ELECTRONIC MEDICAL RECORDS potentially saving lives.  consist of digital summaries of a patient’s medical records. CONCEPT OF TIME  facilitate the easy sharing of information  Different cultures will have different and collaboration between labs and interpretations of being ‘on time’ specialists without the time and resource  Working effectively across cultures expenditure on physical transmission. requires an awareness of different  can also help increase accountability and perceptions of time reduce malpractice.  Attitudes to time  Electronic records are easier and less time to TIME ORIENTATION  values time, and the extent to which it believes it can control time. PACE OF LIFE AND TEMPO  may be reflected in something as simple as the speed at which they walk, their attitudes to working, or just how accurately they keep their clocks.  Social psychologist Robert Levine has devoted much time to analyzing how different countries and different cultures deal with time. Some of his findings are perhaps unsurprising. TIME DISCIPLINE  field in sociology and anthropology which looks at the economic rules, conventions, customs, and expectations governing the measurement of time in different societies and throughout history.  The field was pioneered in 1967 by E.P. Thompson, who argued that the observance of clock-time is a consequence of the European industrial revolution, and that the imposition of synchronic forms of time and work discipline by governments and capitalist interests was an essential factor in the development of industrial capitalism and the creation of the modern state.