The identification and analysis of the economic, political and social Essay

The identification and analysis of the economic, political and social issues facing the United States - Essay Example A combination of reduced market entry barriers for a multitude of different industries has increased competition in a country that is highly saturated with consumer product competition. Renewed reliance on foreign imports to sustain quality of life from emerging or developing countries such as China has, today, begun to impact supply and demand in the United States. In addition, with many foreign nations changing their fiscal policies to ensure economic stability during an ongoing international recessionary environment, currency valuation has become unpredictable, thus impacting profitability for companies that have made considerable profit producing products in countries where labour costs are low. Furthermore, political actors in the U.S. government continue to divest financial resources into the free market environment to assist large banking and lending facilities, as well as a variety of corporate industries, through bailouts and short-term tax extensions. All of these factors, and many more, have raised the consumer price index and increased inflation, thus diminishing real consumer incomes. This report identifies and analyses all of the economic, political and social issues facing the United States and offers recommendations for increasing economic growth in the country. The political and economic factors The United States is considered a federal, constitutional democracy. Weingast (1997) reinforces that stable democracies can only be sustained when values, principles and beliefs are shared by all citizens of the nation, a phenomenon referred to as civic culture. â€Å"If there is no consensus within a society, there is little potentiality for peaceful resolution of political differences† (Weingast 1997, p.248). According to Barrett (2011) there are a series of distinct constructs that must exist in order to be a stable and thriving democracy, including equality, accountability, fairness, transparency and trust. Why is this necessarily relevant to assessing the current condition of the United States? In 2008, President Barack Obama and the authorities of Congress committed billions of dollars to banking and lending facilities and a variety of corporate entities that were failing due to a surplus of economic problems stemming from the mortgage crisis, inflation, market speculators, and diminished consumer incomes that were negatively impacting revenue growth in a variety of industries servicing consumer products. Corporations, consumers and market investors alike have grown inter-dependent on governmental intervention and commitment of taxpayer capital to continue to bailout businesses and financial industries. Where it was once considered unmentionable for government to take such a critical and active role in the free market economy, today consumers and business leaders are placing considerable pressure on governmental actors to develop routine and synchronized financial rescues in order to guarantee short-term economic stab ility in the country. This change in social and political attitudes seems to have now created a somewhat unified set of cultural values related to government involvement in business, industry and investment that has changed the dynamics of the traditional constitutional de

Lenovo Assignment Example | Topics and Well Written Essays - 250 words

Lenovo - Assignment Example Consisting of the synergy of companies, the synergy of allocation canal, the synergy of the variety as well as management plus the synergy of price saving. The culture divergence; the disparity among the two countries might oblige the former staffs of IBM to depart from Lenovo. Such that Lenovo ought to respect the independence of abroad R&D centers. Numerous practices general in other authority is controlled in China. The Regulations stiffen regulatory necessities with deference to foreign attainment activities. The consequence will be to slim, rather than enlarge, the chances for foreign scheme capital. All these regulations are put for the safety and constancy of Chinese wealth, plus a means to keep the party’s organized over the financial system. Lenovo ought to intensify its internationalize attainment. Since Lenovo's achievement is accredited to its long-term centering on emerging sales plus successful abroad M&As, it ought to run a high-quality business of the businesse s it merged. Lenovo must place itself for the international market. Placing is at all times the critical subject that the Chinese corporations ignore, as well as it is the cause why Chinese corporation can barely last long. In conclusion, Lenovo should trim down their pricing plan. The worth of the produce is a significant factor to put into consideration; Lenovo is not able to make low-price policies to endure in the international market. Lenovo ought to rather be concerned as regards to the order of their target clients.

Devolving Responsibility Of Human Resource To Managers Management Essay

Devolving Responsibility Of Human Resource To Managers Management Essay By devolving responsibility of Human Resource to managers, organizations are expecting to create a closer relationship between managers and employees which will be achieved by quick decision making and effective problem solving at workplace. Some organizations however have both the HR specialists and the managers who work together by bringing in expertise from their own areas. This report identifies the context, enablers and inhibitors of the involvement of management in HR function. In conclusion, the report identifies that adequate training and expert knowledge support must be provided to managers if they are expected to integrate HR responsibilities within their managerial function. Human Resource Management (HRM) refers to a collection of policies used to organise work in the employment relationship and centres on the management of work and the management of people who undertake this work (Claydon 2010). (Storey, 2007) states that HRM plays a pivotal role in strategically deploying highly capable and committed workforce by using human resources expertise to achieve competitive advantage. A strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices. (Gold 2007) Human Resource Management ensures the productive use of people in an organisation to achieve the organisations strategic business objectives. Human resource management also involves maintaining a healthy employer-employee relationship and the satisfaction of the individual employer needs (Stone 2007) Human resource policies and the business policies have been integrated together with the management function rather than a separate entity to achieve the organisations objectives more efficiently. Discussion of the context (Wilkinson M. M., 2002), states that many criticisms concerning the lack of contribution by HR specialists to organisational performance have come from line managers. The four main criticisms are first, personnel practitioners are regarded as out of touch of commercial realities and unable to comprehend much about the nature of the business, its customers, or its corporate goals. The allegation is that HR professionals base their decisions upon a set of principles and ideas, such as welfare and employee rights which have little relevance for competitive prospects. Second, HR is often thought to constrain the autonomy of managers to make decisions that they feel are in the best interest of the business. These are mainly the legal constraints of equal opportunities or individual rights and the involvement of union representatives. The third criticism is that HR managers are slow to act, always wanting to check the options thoroughly (Cunningham and Hayman, (1999). Finally HR practition ers are criticised for promulgating policies that may be fine in theory but hard to put in effect or unsuitable to their particular requirements. Legge (1995) argues that HRM is caught in a vicious circle because senior management do not involve them in the business decision making and planning as people issues are not considered at this stage of decision making. But in due course problems arise due to non involvement of HR such as poor recruits, inadequate training of staff or work disruption. When such problems are brought to HRs attention they have insufficient time to resolve the issue which in effect results in short term solutions with detrimental long term effects. HR function gets the blame for inefficient problem handling and continues to be excluded from decision making, thus completing the vicious circle. As line managers work closely with the people they manage, the problem solving can be immediate and relevant rather than having to wait for the HR department to get back to them. The solutions provided by these managers are also likely to be in congruence with the organisations goals and business requirements. Ulrich (1998) hence recommended that HR should be reconfigured so as to highlight what it delivers rather than what it does. The four recommendations for HR are, to become a partner with business and line managers for strategy formulation, to become an expert in the way work is organised and executed to reduce cost and to increase efficiency, to become a champion for employees by acting as a medium between the employees and the senior management to increase employee contribution and finally to become an agent of continuous transformation by shaping processes for successful implementation of change. The CIPD research on employee well-being and the psychological contract (Guest and Conway, 2005) established that too many managers are failing to motivate and improve the performance of people they manage. Due to the devolution of HR function to managers, their responsibilities have increased and their role in the organization has become more important. HR initiates policies and practices but it is the management which is responsible for implementing them. HR proposes but the line disposes (Armstrong 2006). It is hence important that the policies are well communicated to the manager who will implement it if it is perceived to be in the interest of the business. If managers are unaware of any laws requiring the implementation of those policies then it is up to the HR to educate the managers about this. (J.Purcell 2003) noted that well conceived HR policies and practices didnt automatically result in organisational performance improvement but the difference was made by the way in which those polices were implemented by the managers. If they used discretion in implementing HR policies then some policies will just be a set of useless ideas (Armstrong 2006) (H.H.Larsen 2003), pointed out the five main reasons why organisations want to integrate these functions; Pressure on firm costs to integrate HR function in line management role To provide a more comprehensive HRM which is achieved through this integration of line management and HR functions The growing influence of service industries where line managers are responsible for customer management HR specialists may take too long to resolve HR issues Devolution may be considered as an alternative to outsourcing the entire HR function resulting from changes in philosophy and organisational structure. Enablers for integrating management and HR functions Managers play an important role in implementing the HR policies (Gold 2007). Research has revealed that line manager behaviour has a significant impact on employee commitment, which in turn has an impact on customer commitment, which has an impact on business performance (Lazenby quoted in Purcell 2003). The enrichment of line manager roles within the organisations and their greater involvement in HR decision-making has arisen due to the increase in customer service demands and the resulting time pressure in decision making. Increasing performance requirements, transparency, flexibility and accountability has increased the importance of this dual role. Involving line mangers in HR functions can be seen as a strategic approach to managing people. (Renwick 2003), has listed the main benefits that organisations can derive from such integration; HR problems are solved at source saving vital organisation resources Better change management is achieved through manager participation in policy implementation Closely working managers can make decisions at increased speed Greater scope for HR managers to focus on strategic importance of HRM HR issues get a business focus before they are implemented hence those policies will no more be created in isolation from organisational goals Since managers are aware of HR issues they cant ignore them hence leading to a better employee manager relationship Managers are more likely to be committed to their own HR decisions rather than having to implement due to compulsion from HR department Promotes local management accountability and responsibility for HR issues Reduces costs due to integration of functions Promotes the case that HRM cant always be transferred to specialists Line managers occupy an important position in the organizational hierarchy and they can directly affect the level of service delivered. Entrusting line managers with HR responsibilities will add to their existing pressures, increase workload and the need to deliver on short-term priorities. Formal administrative approaches within the departments would require line managers to display a high level of HR competence. This signifies the need for high-quality training programs for line managers to ensure that they feel confident in discharging their new HR responsibilities. Money invested in training management personnel can result in saving company from expensive litigation and in maintaining a god corporate reputation. Providing line managers with such training is very important as they are not naturally trained to deliver HR duties, which are quite different to making business decisions. Inhibitors for integrating management and HR functions (Renwick 2003), has given the following inhibitors to HR and management integration; Increased pressure to train and/or re-skill managers in HRM A need for strict HR auditing Problems and maintaining consistency in decision making Risk of falling standards or abuse of position through discrimination Problems in maintaining balance of power between management and HR specialists Potential for the HR/ER management role to be marginalised Low line capability/commitment when doing HR work Little time for managers to perform HR duties well due to operational demands on them Risks of job overload/stress as manager workloads are increased Harrison (2009) supports the argument in favour of management staff by saying that, line management is mostly faced with situations pressurising them to achieve objectives resulting in the increase in profitability or in the reduction of costs resulting in less dedication to support human resource development apart from the basic tasks. If line managers are faced with a decision to prioritize between making a key business decision or to formulate policies and procedures to improve the working conditions of employees, the priority would normally be the business decision as that would be considered as their primary responsibility and also more business focussed. Brewster and Soderstrom (1994) say that before delegating tasks or entrusting people with more responsibility in different areas, it must consider the level of knowledge possessed by the individual and the willingness of such individual to train to learn new competences, since they could already be overburdened with their current tasks making it uncomfortable for them to absorb more responsibilities. In order for the line managers to deliver their HR tasks they need to maintain a good relationship with HR specialists which could be complex at times. According to (Thomas N Garavan 2006) while the line manager is a key stakeholder in the training and development process, their relationship with the function and/or the specialist can often be negative. This could result in issues arising from lack of good communication and understanding between the departments. According to Grace and Straub (1991) training specialists often exclude line managers from training the reason for which is mainly the threat of being substituted. Some such instances as noticed by them are; Excluding line managers from the needs assessment process/program; Unwillingness to consider line managers as subject matter experts; Unwillingness to utilize line managers as instructors for training duties. This could also be due to the resistance on part of the line mangers to take initiative to train as this could entail more responsibilities for them. As (Thomas N Garavan 2006) continues the argument by saying that the issue is due to the lack of trust between the line managers and the training and development specialists. Line managers refuse to co-operate with the training specialists who makes an attempt to offer advice to improve work operations because they consider training specialists as staff as providing a service in accordance with line manager requirements and expectations. Efforts to change this role are often perceived by the line managers as an attempt to thwart line authority with the generation of better ideas. Sometimes HR professionals were even seen as policing line managers. This perception leads to inflexibility and negative responses aimed at demolishing the strengths and foundations of the training specialist. Also Storey (1992) points out that lack of training and education of line managers hinder the smooth delivery of new HR practices. Those line managers simply underestimate the need for investment in the training of their subordinates. Developing and implementing HR initiatives can become a difficult task for the managers to incorporate in their regular management function. Suggestions to improve managers as people managers (J.Purcell 2003), have suggested that managers can improve their people management skills, to deliver their HR responsibilities, in following ways; Senior management must understand the prioritisation issues that managers may face when both management and HR issues arise at the same time. Pressurising from the top will not help in such circumstances Managers must be selected considering the behavioural requirements and competencies expected from them as they would be doing HR function as well Managers need to have a clear understanding of the organisational values, goals and culture for efficient people management. A good working relationship needs to exist between staff and their manager Managers must be provided with the necessary training to enable them to deliver their HR functions such as performance management, grievance and complaints handling Although line managers can be trained to an extent to carry out the HR function, there are several key competencies possessed by HR professionals that might be difficult to incorporate in a line manager function as per (Armstrong 2006). There has been a significant change to the way in which organisations manage their business in the recent years and hence there has been changes in the way different departments operates within it. Changes to work demands have made it difficult for the HR department to find people with required talents for the organisation. HR department is required to keep up to date with the HR requirement of the departments and ensures the human resource is able to meet new challenges and demands (Wright, 2003) A human resource manager must consider the nature of external and internal influences before selecting a particular course of action. Internal environmental influences involve the factors that are found within the organisation such as the organisational strategies, organisational culture, organisational structure and organisational systems. Several external factors influence the formulation and requirements of HRM policies. Some of the external factors facing organisations are changing nature work force, technological changes, globalisation and labour force demographics. (Stone 2007) CIPD has presented a list of core functions delivered by HR professionals as below; Business and cultural awareness: understand the business environment and the competitive pressures in the market facing the organisation, the key business activities, culture and the impact of HR policies on the business performance Strategic capability: seeks involvement in business strategy function, develops coherent HR strategies which are aligned with business strategy, understand the importance of human capital measurement to ensure efficient utilisation Organisational effectiveness: contributes to the analysis of people issues and proposes practical solutions, develops resource capability by ensuring that the organisation has the workforce with required skills, process redesigning for better utilisation of staff, contributes in the development of knowledge management processes Internal consultancy: proposes practical solutions by providing expert advice and coaches management on dealing with their department specific problems Service delivery: delivers appropriate services promptly and efficiently to requests for HR services and advice and provides guidance in HR decisions as required Continuous professional development: continuous development of skills and knowledge, to deliver the HR duties to high standards by updating the new HR concepts, practices and techniques As discussed above HR function is far more specialised in its core activities and many of its functions need specialist expert knowledge which is difficult for management to keep up to date with. HR Outsourcing has become more common in the recent years as the companies are relying on them for HR related matters. A good human resource outsourcing deal is to ensure that nearly all your transactional and basic advisory services are outsourced and that the jobs of the HR teams are redesigned so that they no longer focus on the operational level decisions but the focus would be on more complex business challenges and strategic needs. (Hunter 2007). But many organisations may choose to rather incorporate the HR function within their management functions rather than outsourcing. Conclusion HR can be seen as an integral part of a managerial post, as a manager is responsible for the performance and job satisfaction of his staff. There have been several factors over a period of time that has had an impact on the role of HR managers and practitioners. If an employee in a management positions accepts to deliver HR duties it is possible to achieve a higher level of efficiency. However, the success of any change process involving line manager HR participation will ultimately depend on striking a balance between factors favouring devolvement and those inhibiting HR involvement. While making line managers more responsible for HR may bring about a speedier resolution to workplace conflicts, clear structures need to be implemented to allow line managers seek guidance and advice, but also allow employees to repeal decisions made. In this regard, HR specialists need to proactively engage with line managers and bring about partnership HR approaches to managing employees. There are however certain boundaries to such a devolution. All of them lie either in line managers lack of specific knowledge and expertise or in their conflict with HR specialists. As devolution of HR responsibilities are taken for granted it is suggested that it is HR specialists who need to re-consider their role within organisations, while line managers are to be given an appropriate training.

Analysis Of Scared To Death Of Dying, Article By Herbert Hendin :: essays research papers

Analysis of "Scared to Death of Dying", Article by Herbert Hendin The background for this work is that the existing conflict over legalizing assisted suicides and euthanasia could bring our values down and society apart. The problem is not legalizing or opposing to it, the real problem is to find a way to care for the terminally ill. We have the responsibility to help the terminally ill die in a decent way not killing them. If we don't have a policy or rule against this we are permitting doctors, like Jack Kevorkian, to become famous for killing people. The claim for this work is that assisted suicides and euthanasia should be illegal. The Oregon Law would allow people to die quicker and without dignity. We can see that this is true in the story of the 30 year-old man that has leukemia. He had a 25 percent chance of survival if he was medically treated; if not he was given a few months to live. When told this, the man wanted to suicide. At first he was scared but after talking with the doctor he decided to take medical treatment and be closer to his family in his final days. If this had happened under the Oregon Law, he would have asked a doctor to assist him in suicide and the doctor would have assisted him without any problem since he had no mental illness. Doctors can cause or hastened death without the patient's request. This can be seen in the Netherlands were a 30 year-old man who was H.I.V.-positive, but had no symptoms and may not develop them for years, was helped to die. Probably the doctors didn't explain that even if he had a terminal disease he could enjoy the rest of his life with his family and friend that were about to lose him. Doctors aren't trained to do this in medical school and the public doesn't know better. This is because doctors aren' t trained properly in the relief of pain and discomfort in terminally ill patients. And time should be devoted in medical schools to explain to the future doctors that there are going to be some patients that they are not going to be able to save but must address their needs. Also the public hasn't been properly educated about the choices they have at the end of their life. The purpose of this work is to create a national commission that would study the care of the terminally ill giving treatment to the dying patients. Both people who support and oppose euthanasia will be able to participate having

Hsm310 Hipaa Assignment

| You Decide| Activity| Assignment Responses| Part I| From the Chief Compliance Officer (CCO) perspective on HIPAA, contemplate the three basic areas which HIT professionals must be most concerned with are: (1) Privacy Rules (2) Security Rules, and (3) Standardized transaction code sets| Write a paragraph on each of the 3 critical areas of HIPAA for a training session of your staff. Explain what they are, why they are important and how they impact staff duties and the organization. | HIPAA Rules(1)Privacy Rules: According to the U. S Department of Health and Human Services (HHS), the HIPAA Privacy Rule establishes national standards to protect individuals’ medical records and other personal health information and applies to health plans, health care clearinghouses, and those health care providers that conduct certain health care transactions electronically. It’s important because the Rule requires appropriate safeguards to protect the privacy of personal health information, and sets limits and conditions on the uses and disclosures that may be made of such information without patient authorization. This rule impacts the staff by: Not sharing the information with others who have no need to know, including co-workers, family members or friends, minimizing opportunities for patient information to be overheard by others, never sharing passwords, disposing of information containing PHI properly such as shredding paper files(2)Security Rules: The HIPAA Security Rule establishes national standards to protect individuals’ electronic personal health information that is created, received, used, or maintained by a covered entity. The Security Rule is important because it requires appropriate administrative, physical and technical safeguards to ensure the confidentiality, integrity, and security of electronic protected health information. It impacts the organization by forcing the healthcare industry to adopt uniform electronic transaction standards for Healthcare information, . (3)Standardized transaction code sets rules: This rule is designed to improve claims and management revenue cycle. It important because it helps save physicians thousands of dollars annually by using the standard transactions. It impacts the organization because some health insurers still have not adopted all of the standard transactions and because of the inconsistency it creates a burden for physician practices| Part II| Leading experts in HIPAA implementation agree that the first step toward HIPAA compliance is to Inventory the organization’s data| Fill out the attached HIPAA inventory form for your organization. List the various departments from where you have retrieved data. Indicate how the data will be used. | Department HIPAA Inventory (1) Health Information Management Services: a. A critical issue would be who can and cannot have access to health information b. Having only access at a specific time frame. For instance, only Monday- Friday between 8 and 4, but to patients only. (2) Clinical Nursing Services: c. A critical issue concerning Clinical Nursing Services is the staffing. The staffing effects patient safety and quality care. d. The issue can be addressed by cutting spending for other personnel, such as unlicensed caregivers, housekeepers, and other support staff. The amount of non-nursing work performed by RNs in inpatient units could increase, and investments in medical technology and facilities to improve the quality of care could be deferred. (3) Credit Department: e. A critical issue would be hospitals continue to face volume declines, which negatively impact the bottom line. f. Since patient experience impacts the bottom line, with the increase in consumer savvy patients and the emergence of ratings sites, recognition programs, and other efforts, the issue can be addressed by incorporating pay-for-performance programs based on satisfaction outcomes as part of their financial arrangements. This should make the financial implications greater than ever. According to â€Å"healthcare industry news† An increasing amount of research and writing has been done on the subject, offering healthcare managers an â€Å"evidence-based† case for improving the service encounter. | Part III| In a modern US hospital, the individual responsible for assembling a HIPAA implementation team generally holds the title  Chief Compliance Officer, with the Chief Information Officer (CIO) in the primary role of electronic communication, and all data compliance. The CCO assures the CIO and HIMS Director that they may in fact release private health information (PHI) for TPO with a written authorization. What is TPO and why is the CCO correct under HIPAA? | Operational Activities and HIPAATreatment (T) is when a health care professional provides, coordinates or manages the health care services of one or more providers. Payment (P) means the activities we perform to get reimbursed for the health care services we have provided. Operations (O): include activities that ensure our effective business operations. These include, conducting quality assessment and improvement activities, reviewing the competence or qualifications of health care professionals, evaluating practitioner and provider performance, etc The CCO is correct under HIPAA because The HIPAA Privacy Rule permits a health care provider to disclose protected health information about an individual, without the individual’s authorization, to another health care provider for that provider’s treatment of the individual. | Fill in the areas required to complete the assignment questions above Works Cited Health Information Privacy. (n. d. ). Retrieved December 2011, from http://www. hhs. gov/ocr/privacy/hipaa/administrative/securityrule/index. html Hospital Impact. (n. d. ). Retrieved December 2011, from http://www. hospitalimpact. org/index. php/2011/12/01/p3571 Hospital Nurse Staffing and Quality of care. (n. d. ). Retrieved December 2011, from http://www. ahrq. gov/research/nursestaffing/nursestaff. htm#Strategies

Childcare – Orientation Package

CHILD CARE LICENSING IN ONTARIO Orientation Package for Prospective Child Care Operators June 2008 TABLE OF CONTENTS Introduction Child Care in Ontario Child Care Licensing in Ontario Role of the Operator The Director under the Day Nurseries Act Role of Program Advisors The Application Process Planning and Design Guidelines for Child Care Centres Obtaining a Licence Health Canada – Product Safety Program Duration of Licensing Process Types of Licences Child Care Licensing Website Child Care Service System Managers 5 5 6 6 7 7 9 9 10 10 10 11 11 Summary of Licensing Requirements for Day Nurseries Organization and Management Staff Qualifications Health Assessments and Immunization Number and Group Size Criminal Reference Checks Building and Accommodation Equipment and Furnishings Policies and Procedures Playground Requirements Inspections Insurance Requirements Fire Safety and Emergency Information Health and Medical Supervision Nutrition 13 13 13 13 14 15 15 17 17 18 19 19 19 2 0 21 2Behaviour Management Enrolment Records Program 22 23 23 Summary of Licensing Requirements for Private-Home Day Care Agencies Organization and Management Numbers of Children Criminal Reference Checks Building and Accommodation Equipment and Furnishings Policies and Procedures Inspections Insurance Requirements Health and Medical Supervision Nutrition Behaviour Management Enrolment Records Program Health Assessments and Immunization 25 25 25 27 27 27 28 28 29 29 30 31 32 32 33Conclusion Glossary of Terms (Appendix 1) Things to Look Into Before Applying for a Licence to Operate a Day Nursery or a PrivateHome Day Care Agency (Appendix 2) Ministry of Children and Youth Services Regional Offices (Appendix 3) Child Care Service System Managers (Appendix 4) 34 35 36 37 38 3 INTRODUCTION One of the goals of the Ministry of Children and Youth Services is to help support social and economic development in Ontario by investing in and supporting an affordable, accessible and accountable ch ild care system which helps benefit children, their parents and caregivers, and the broader community.The early learning and child care system in Ontario should: †¢ be accessible, affordable and inclusive †¢ care for children in a safe, nurturing environment †¢ foster early childhood development †¢ help support early learning and readiness for school †¢ be flexible and provide choice †¢ support children and their families †¢ provide appropriate standards of child care †¢ provide supports for parents in financial need, who are employed, in training, or involved in other employment activities †¢ support economic growth, and †¢ work in partnership with others involved in Ontario’s arly learning and child care system. This Orientation Package has been designed to provide individuals who are interested in obtaining a licence to operate either a day nursery (also known as child care centres) or a private-home day care agency in the Province of Ontario, with practical information and advice.The following information is included in this package: †¢ the process for obtaining a licence †¢ a summary of the licensing requirements to operate a day nursery or a private-home day care agency under the Day Nurseries Act †¢ a glossary of terms (Appendix 1) †¢ information to assist you in considering your decision to apply for a licence to operate either a day nursery or a private-home day care agency (Appendix 2) †¢ a list of the Regional Offices of the Ministry of Children and Youth Services (Appendix 3), and †¢ a list of the Child Care Service System Managers responsible for planning and managing the delivery of child care services throughout Ontario (Appendix 4). 4 CHILD CARE IN ONTARIO The child care system in Ontario consists of a range of services for families and their children, including licensed day nurseries and private-home day care which provide supports to children and their fami lies.The Day Nurseries Act requires any premise that receives more than five children under the age of 10 years, not of common parentage (children who have different parents), for temporary care and guidance, to be licensed as a day nursery. A person may provide informal child care to five children or less under the age of 10 years who are not of common parentage (children who have different parents), in addition to his/her own children, without a licence. This number may not be exceeded, regardless of the number of adults present or on site. When a person provides in-home child care at more than one location or co-ordinates the provision of care at more than one site, a licence to operate a private-home day care agency is required. It is an offence to establish, operate or maintain a day nursery or private-home day care agency without a licence.On conviction, the fine is up to $2,000 for each day the offence continues, or imprisonment for a term of not more than one year, or both. Ministry staff have the responsibility to follow-up on all complaints about child care being provided without a licence. CHILD CARE LICENSING IN ONTARIO The Ministry of Children and Youth Services is responsible for the Day Nurseries Act and issues licences to operators of child care programs. There are two types of licensed child care programs: day nurseries and private-home day care agencies. In the Day Nurseries Act and in this package, child care centres are referred to as day nurseries. Day nurseries may include nursery schools, full day care, extended day care, and before and after school programs. 5Private-home day care agencies arrange or offer home day care at more than one home. Care is provided to five children or less, under 10 years of age in a private residence other than the home of the parent/guardian of the child. Homes are monitored by the agency. Role of the Operator Operators have responsibility for the operation and management of each day nursery or private-home day care agency, including the program, financial and personnel administration of the program. Operators of licensed day nurseries and private-home day care agencies are required to achieve and maintain compliance with the standards set out in Ontario Regulation 262 under the Day Nurseries Act at all times.The Day Nurseries Act and Ontario Regulation 262 are available through: Publication Services 777 Bay Street, Market Level, Toronto, Ontario M5G 2C8 416-585-7485 or 1-800-668-9938 The Day Nurseries Act is available on the ministry’s website at: http://www. elaws. gov. on. ca/html/statutes/english/elaws_statutes_90d02_e. htm. Ontario Regulation 262 under the Day Nurseries Act is available online at: http://www. elaws. gov. on. ca/html/regs/english/elaws_regs_900262_e. htm#37. (1). The Director under the Day Nurseries Act Child care licences are issued by a â€Å"Director† who is an employee of the Ministry of Children and Youth Services, appointed by the Minister for the purpose of the Day Nurseries Act. The Director reviews all documents required for licensing, approves and signs the licence.The Director has the authority to refuse to issue a new licence if: †¢ the applicant or any of the officers, directors or employees of the applicant are not competent to operate a day nursery or privatehome day care agency in a responsible manner in accordance with the Day Nurseries Act 6 †¢ the past conduct of the applicant affords reasonable grounds for the belief that a day nursery or private-home day care agency will not be operated in accordance with the Day Nurseries Act, or the building in which the applicant proposes to operate the day nursery or provide private-home day care does not comply with the requirements of the Day Nurseries Act. †¢ In addition, if there are grounds, the Director may refuse to renew or revoke an existing licence. The Director may also issue a direction and temporarily suspend a licence if there is an immediat e threat to the health, safety or well-being of the children.An applicant or licensee is entitled to a hearing before the Licence Appeal Tribunal. Role of Program Advisors Program Advisors, Ministry of Children and Youth Services staff designated under Section 16 of the Day Nurseries Act, are responsible for inspecting day nurseries and private-home day care agencies to enforce licensing requirements. In some regional offices, this position is referred to as Licensing Specialist. Program Advisors are responsible for assessing whether the operator has met the licensing requirements before an initial licence is issued. Unannounced inspections are conducted by Program Advisors for licence renewals on an annual basis or more frequently for a shorter term licences.In addition, Program Advisors conduct unannounced inspections in response to complaints related to licensed child care programs and to monitor operators who have difficulty maintaining compliance with licensing standards. The M inistry of Children and Youth Services also responds to complaints from the public pertaining to persons who are alleged to be operating without a licence (i. e. caring for more than five children under 10 years of age, not of common parentage, without a licence). The Application Process An individual or corporation can apply for a licence to operate a day nursery or a private-home day care agency. (Licences cannot be issued to partnerships. ) 7Types of operators include: †¢ an individual †¢ corporations (non-profit and for-profit) †¢ municipalities †¢ community colleges †¢ churches, or †¢ Bands and Councils of the Band. The prospective operator contacts the local Regional Office (see Appendix 3) to request an application package and confirm the information required before proceeding with the next steps in the licensing process. Prior to requesting an initial site inspection for a day nursery (a visit to determine if the space is appropriate), the opera tor submits the completed application form to the Regional Office, as well as: †¢ †¢ †¢ written verification from the zoning authority confirming the location is approved for use as a child care centre detailed floor plans, and detailed site plans of the proposed location.These plans must include room measurements, window measurements (actual glass area), location of fixed cabinets (counters and storage areas) and fenced outdoor playground space dimensions (if required). Please note that effective July 1, 2005, as part of regulatory changes to the Ontario Building Code, all building or renovation plans for a day nursery must be reviewed and approved by the Ministry of Children and Youth Services prior to a municipality issuing a building permit. It is the operator’s responsibility to determine whether the location will meet zoning, building, fire and health requirements. Written verification must be submitted to the regional office confirming that these require ments have been met prior to a licence being issued. The fee for a new licence is $15; the renewal fee is $10.If a licence renewal is submitted to the ministry after the licence expiry date, the late fee is $25. 8 Planning and Design Guidelines for Child Care Centres This guide provides information about the planning, design and renovation of licensed child care centres. It is intended to be used by persons involved in the site selection, design, and operation of a child care centre in the province of Ontario. This guide is available through the local MCYS Regional office and on the ministry’s website at http://www. children. gov. on. ca/mcys/english/resources/publications/be ststart-planning. asp. (Alternately, from the ministry’s home page at http://www. children. gov. on. a, you can follow the links to Best Start, then Best Start resources, then Planning and Design Guidelines for Child Care Centres. ) Obtaining a Licence To obtain a licence, applicants must demonstr ate compliance with the requirements set out in Regulation 262 of the Day Nurseries Act in a number of areas including: confirmation of compliance with municipal zoning, building, fire and health requirements; the suitability of the building; availability of equipment and furnishings; conformity with space requirements and playground standards; maintenance of staff/child ratios for various age groups; staff qualifications; nutrition; appropriate behaviour management; programming and insurance.Private-home day care agencies must demonstrate compliance with the requirements set out in Regulation 262 of the Day Nurseries Act in a number of areas including: staffing and training; policies and procedures; records of inspections of providers’ homes; availability of equipment and furnishings; appropriate behaviour management and insurance. The Program Advisor makes a recommendation to the Director under the Day Nurseries Act about the issuance of a licence based on their assessment of compliance with the requirements of the Day Nurseries Act and ministry policy. The Director decides whether to issue a licence and the type and term of licence to be issued. The Director may add terms and conditions to the licence. The operator is required to comply with the terms and conditions of the licence as well as the requirements of the Day Nurseries Act and ministry policy. 9Operators must apply for a licence renewal prior to the expiry date of the current licence. Licences may be issued for a period of up to one year if all licensing requirements are met. Health Canada – Product Safety Program Health Canada helps protect the Canadian public by researching, assessing and collaborating in the management of the health risks and safety hazards associated with the many consumer products, including children’s equipment, toys and furnishings, that Canadians use everyday. Through their Product Safety Program, Health Canada communicates information about juvenile p roduct hazards and recalls to protect children from avoidable risks.Advisories and warnings, juvenile product recall notices, food recalls and allergy alerts are posted on the Health Canada website. The Consumer Product Recalls webpage can be accessed at http://209. 217. 71. 106/PR/list-liste-e. jsp. Health Canada offers an electronic newsletter so that the public can receive updates when consumer advisories and warnings, juvenile product recalls, and consultation documents regarding consumer product safety are posted on the Health Canada Web site. As a prospective operator, you are encouraged to register on line for this service at: http://www. hc-sc. gc. ca/cps-spc/advisories-avis/_subscribeabonnement/index_e. html.Duration of Initial Licensing Process It may take up to 6 to 12 months to open a new day nursery or private-home day care agency depending on a number of factors, including the extent of the renovations, the incorporation of a corporation, the purchasing of equipment, t he hiring of a supervisor or home visitors, the recruitment of staff, the development of policies and obtaining all required approvals. Types of Licences †¢ Regular licence – may be issued for up to 1 year if the operator was in compliance with licensing requirements when last inspected. 10 †¢ Regular short-term licence – issued at the discretion of the Director – routinely issued to new licensees (generally for a period of up to six months) or when more frequent licensing visits are appropriate to support ongoing compliance.Regular licence with terms and conditions – terms and conditions are requirements prescribed by a Director and are additional to the requirements of the Day Nurseries Act. They may reflect circumstances specific to the operation, such as half day or 10 month service. They may also be in place to minimize the recurrence of a non-compliance, such as incomplete staff medical records. Provisional licence – When Day Nurser ies Act requirements have not been met and the operator requires time to meet requirements, a provisional licence (generally for a period up to three months) may be issued. This licence gives the operator a period of time to meet licensing requirements.Copies of a letter indicating that a provisional licence has been issued and a summary of the non-compliances are sent to the centre for distribution to parents. The summary of non-compliances will also appear on the Child Care Licensing Website. †¢ †¢ Child Care Licensing Website MCYS has launched the Child Care Licensing Website to provide parents with information about licensed child care in Ontario. The site is accessible at http://www. ontario. ca/ONT/portal51/licensedchildcare. A search tool allows parents to search for child care by city, postal code, type of program, age group, program name, operator name and language of service delivery.The site also provides the status of the licence and the terms and conditions of the licence for any licensed program parents might be considering or about which they might be concerned. Once a licence is issued, the information appearing on the licence of the program will be available on the website. Child Care Service System Managers The child care system is managed at the municipal level by fortyseven Consolidated Municipal Service Managers (CMSMs) /District 11 Social Services Administration Boards (DSSABs). Each service system manager has responsibility for planning and managing a broad range of child care services, including fee subsidy, wage subsidy, family resource centres and special needs resourcing.Prospective operators should contact their local child care service system manager (see Appendix 4) to discuss the need for child care in the area being considered and for information about funding and fee subsidy. 12 DAY NURSERIES ACT SUMMARY OF LICENSING REQUIREMENTS FOR DAY NURSERIES Day nurseries are centre-based programs and can include nursery schools , full day child care, extended day and before and after school programs. Organization and Management The operator of the day nursery is responsible for maintaining compliance with the Day Nurseries Act and ministry policy. This includes responsibility for the operation and management of the program and financial and personnel administration. A qualified supervisor who directs the program and oversees the staff is required for each child care centre.This person must have a diploma in Early Childhood Education, or other academic qualifications which are considered equivalent, and have at least two years experience in Early Childhood Education. The supervisor must also be approved by the Director under the Day Nurseries Act. Staff Qualifications †¢ The supervisor must have a diploma in Early Childhood Education or equivalent qualifications, with two years experience and must be approved by the Director under the Day Nurseries Act. †¢ One staff with a diploma in Early Childho od Education or equivalent qualifications must be hired for each group of children. Health Assessments and Immunization †¢ Staff immunization/health assessment, as required by the local medical officer of health, must be completed before commencing employment. 13Number and Group Size Number of Staff required for a Day Nursery Other than a Day Nursery for Children with Disabilities Ratio of Employees to Children 3 to 10 1 to 5 Maximum Number of Children in a Group 10 15 Group Age of Children in Group Infant Toddler Under 18 months of age 18 months of age and over up to and including 30 months of age more than 30 months of age up to and including 5 years of age 44 months of age or over and up to and including 67 months of age as of August 31 of the year 56 months of age or over and up to and including 67 months of age as of August 31 of the year 68 months of age or over as of August 31 of the year and up to and including 12 years of age Preschool 1 to 8 16 Junior Kindergarten 1 t o 10 20 Senior Kindergarten 1 to 12 24 School age to 15 30 †¢ All children must be supervised by an adult at all times. †¢ Ratios are not permitted to be reduced at any time for children under 18 months of age. †¢ Ratios are not to be reduced on the playground. 14 †¢ Where there are six or more children over 18 months of age or four or more children under 18 months of age in attendance, there must be at least two adults on the premises. †¢ Staff/child ratios may be reduced to 2/3 of the required ratios during the periods of arrival and departure of children and during the rest period, with the following exceptions: †¢ †¢ when children are under 18 months of age on the playground with any age group In a full day program operating six or more hours in a day, for the purposes of staffing, the period of arrival is not to exceed two hours after the opening and the period of departure is not to exceed two hours before the closing of the day nursery. â₠¬ ¢ In half day nursery school programs and school age programs, the period of arrival is not to exceed 30 minutes after the opening and the period of departure is not to exceed 30 minutes before the closing of the day nursery. Criminal Reference Checks Individuals and directors of a corporation applying for new licences will be required to submit a criminal reference check to their local Ministry of Children and Youth Services Regional Office as part of the licence application.In preparation for the initial licensing visit, the operator of the day nursery is required to develop a criminal reference check policy for all full and part time staff working with the children, as well as for volunteers. Additional information about the Ministry of Children and Youth Services criminal reference check policy is available from Regional Offices. Building and Accommodation Each day nursery must: †¢ comply with the requirements of applicable local authorities i. e. zoning and building depa rtment, medical officer of health and fire department †¢ comply with the requirements of the Safe Drinking Water Act, 2002, O. Reg. 170/03, where applicable.These provisions only apply to designated facilities with drinking water systems where 15 the water is not provided through service connections with a municipal residential water system. The requirements of this regulation are available from the Ministry of the Environment’s website at http://www. ene. gov. on. ca/envision/gp/5361e. pdf †¢ comply with the requirements for lead flushing and water sample testing (where applicable) under the Safe Drinking Water Act, 2002, O. Reg. 243/07. The requirements of this regulation are available from the Ministry of the Environment’s website at http://www. ontario. ca/ONT/portal51/drinkingwater/General? docId= 177450&lang=en †¢ comply with the requirements of the Smoke-Free OntarioAct †¢ have designated spaces for washing, toileting and separate storage are as for toys, play materials and equipment †¢ have designated space for eating and resting, preparation of food if prepared on premises or a food service area if food is catered (prepared off premises by a food catering company and delivered to the centre), a fenced playground (see page 15), storage for beds, a staff rest area and an office area if the program operates for six or more hours †¢ have play space of at least 2. 8 square metres (30 square feet) of unobstructed floor space for each child, based on the licensed capacity †¢ have separate play activity rooms for each age grouping. A separate sleep area for infants is also required †¢ have rooms on or below the second floor where the rooms are for children under six years of age †¢ have a clear window glass area equivalent to 10% of the available floor area for each play activity room for a program that operates for six or more hours in a day. 16 Equipment and Furnishings Each day nursery must have: â € ¢ an adequate number of toys, equipment and furnishings for the licensed capacity.The toys, equipment and furnishings must be age appropriate and include sufficient numbers for rotation as well as for gross-motor activity in the playground area †¢ infant and toddler diapering areas that are adjacent to a sink †¢ cribs or cradles that meet the requirements of the Hazardous Products Act, for infants, and cots for older children †¢ equipment and furnishings which are maintained in a safe and clean condition and kept in a good state of repair †¢ a telephone or an alternative means of obtaining emergency assistance that is approved by the Director †¢ Where children are transported in a day nursery vehicle, child seating and restraint systems are used that meet the requirements of the Highway Traffic Act, O. Reg. 613.Policies and Procedures Every operator must develop the following policies and procedures: †¢ Fire evacuation procedures †¢ Sanitary pr actices †¢ Serious occurrence policy, including child abuse reporting procedures †¢ Criminal reference check policy †¢ Medication policy †¢ Behaviour management policy, including monitoring procedures and contravention policies 17 †¢ Program statement/parent handbook †¢ Playground safety policy †¢ Anaphylactic policy, including an individual plan for each child with a severe allergy and the emergency procedures to be followed. Playground Requirements †¢ Programs operating six or more hours in a day require outdoor play space equivalent to 5. 6 square metres (60 square feet) per child, based on licensed capacity. The playground must be: †¢ sub-divided if licensed capacity is over 64 children †¢ at ground level and adjacent to the premise †¢ designed so that staff can maintain constant supervision. †¢ If used by children under 44 months of age as of August 31 of the year, the playground must be fenced to a minimum height of 1 . 2m (4 feet) and furnished with one or more gates that can be securely closed at all times. †¢ If used by children 44 months of age and up to an including 67 month of age as of August 31 of the year (children eligible to attend junior and senior kindergarten), the playground is fenced to a minimum height of 1. 2 metres and the fence is furnished with one or more gates that are securely closed at all times, unless otherwise approved by the Director. †¢ Fixed playground structures (i. e. limbing equipment, slides) are not required by the Day Nurseries Act; however, if the operator intends to install fixed play structures, the structures and safety surfacing must meet current Canadian Standards Association standards. †¢ The current Canadian Standards Association’s (CSA) Standard applies to new and newly renovated playground equipment, and 18 safety surfacing. The CSA Standards also set out the requirements for routine maintenance and inspections. †¢ Playgrou nd plans indicating the type and location of fixed structures as well as the type and area of safety surfacing must be approved by the ministry before installation. †¢ Once play structures and surfacing are installed, compliance with the CSA standards must be verified in writing by an independent certified playground inspector before the structures can be used by the children.Inspections †¢ Copies of fire and health inspections are to be sent to the Ministry of Children and Youth Services program advisor and kept on file at the day nursery. Insurance Requirements †¢ The operator must have comprehensive general liability coverage and personal injury coverage for all staff and volunteers. †¢ All vehicles owned by the operator and used for transportation of staff and children must have motor vehicle insurance. Fire Safety and Emergency Information †¢ A fire safety plan must be approved by the local fire department. †¢ A written evacuation procedure, approv ed by the fire department, must be posted in each room. †¢ Staff are to be instructed on their responsibilities in the event of fire. Monthly fire drills must be conducted and written records of drills maintained. †¢ Tests of the fire alarm system and fire protection equipment (as required under the Ontario Fire Code) must be conducted and written records of test results maintained. 19 †¢ There must be a designated place of emergency shelter. †¢ An up-to-date list of emergency telephone numbers including the fire department, hospital, ambulance service, poison control centre, police department and a taxi service must be posted where they can be easily accessed. †¢ Medical and emergency contact information for each child must be accessible. Health and Medical Supervision †¢ A daily written log that includes health and safety incidents is required. Any instructions or recommendations made by the fire department, public health department or other regulator y bodies must be implemented and recorded. †¢ Sanitary practices and procedures must be approved by Ministry. †¢ Children must be immunized according to the requirements of the local medical officer of health, unless a fully authorized exemption is on file. †¢ Before each child begins to play with others, a daily observation of the child’s health is required. †¢ An ill child must be separated from others and arrangements made for the child to be taken home or for immediate medical attention, if required. †¢ Serious occurrence procedures must be in place and the Ministry of Children and Youth Services notified of any occurrence.A serious occurrence includes such things as the death of a child, a serious injury, alleged abuse/mistreatment of a child, a missing child, a disaster on the premises (e. g. fire) or a serious complaint. 20 †¢ A written anaphylactic policy is in place that includes: †¢ A strategy to reduce the risk of exposure to anap hylactic causative agents †¢ A communication plan for the provision of information on lifethreatening allergies, including anaphylactic allergies †¢ An individual plan for each child with an anaphylactic allergy that includes emergency procedures in respect of the child †¢ Staff, students and volunteers have received training on procedures to be followed if a child has an anaphylactic reaction. A first aid kit and manual must be readily available. †¢ A written procedure approved by a qualified medical practitioner regarding the giving and recording of medication is required. The procedure should include the storage of medication (e. g. medication must be stored in a locked container). †¢ If a child has or may have a reportable disease or is or may be infected with a communicable disease, this is reported to the medical officer of health as soon as possible. †¢ Cats and dogs on the premises must be inoculated against rabies. Nutrition †¢ Infants are to be fed according to written parental instructions. †¢ Food and drink from home must be labelled with the child’s name. All food and drink must be stored to maintain maximum nutritive value. †¢ Meals and snacks must meet the requirements of the Day Nurseries Act. Canada's Food Guide provides useful information about nutrition. 21 †¢ Meals are to be provided where a day nursery operates for 6 or more hours each day or where the daily program operates less than 6 hours each day and operates over the meal time. This generally refers to the provision of lunch as the mid-day meal. In day nurseries that offer care over extended hours, this may mean that breakfast and/or dinner are also provided. †¢ With the approval of a ministry Director, children 44 months of age or over as of August 31 of the year may bring bag lunches.Written policies and procedures with guidelines for bag lunches should be both posted and provided to parents. †¢ Menus must be posted with substitutions noted. †¢ Children’s food allergies must be posted in the kitchen and in all rooms where food is served. †¢ Special dietary arrangements for individual children are to be carried out according to written instructions of parents. Behaviour Management †¢ Corporal punishment is not allowed under any circumstances. †¢ The following are not permitted: †¢ deliberate harsh or degrading measures that would humiliate or undermine a child's self respect †¢ deprivation of food, shelter, clothing or bedding †¢ confining a child in a locked room †¢ exits locked for the purpose of confinement. Written behaviour management policies and procedures which guide centre staff in managing children’s behaviour are to be reviewed annually by the operator. The operator is required to review the policies and procedures with employees and volunteers or students before they begin working, and annually thereafter. These policies must set out permitted and prohibited behaviour 22 management practices and measures to deal with any contraventions of the policy. †¢ There must be: †¢ a signed, written record of all reviews, and †¢ a written procedure for monitoring behaviour management practices of employees, students and volunteers, and a record kept of this monitoring.Enrolment Records †¢ Up to date enrolment records for all children in attendance must be on site at all times and be available to the Ministry of Children and Youth Services. These records include, in part, an application, immunization records, emergency information, names of persons to whom the child may be released, parental instructions regarding rest, diet or exercise. †¢ Daily attendance records that indicate a child’s arrival, departure and absence from the program are required. †¢ The medical officer of health or designate such as the public health nurse is permitted to inspect children’s records to ensu re that all required immunizations are up to date.Program In order to ensure that the program offered is age and developmentally appropriate for the age of the children being served, the following is required: †¢ a written program philosophy statement which is reviewed annually by the operator and with parents prior to enrolling their child †¢ a program statement which includes: services, age range, times when the services are offered, holidays, fees, admission and discharge policies, program philosophy, program development, personal and health care, nutrition, parental involvement and 23 behaviour management, specialized services and activities off the premises †¢ varied, flexible and age appropriate programs that include quiet and active play, individual and group activities which are designed to promote gross and fine motor skills, language and cognitive skills, and social and emotional development, and †¢ a daily program plan posted and available to parents w ith any variations to the program recorded in the daily log.In addition: †¢ Any infants not able to walk are to be separated from other children during active indoor and outdoor play periods †¢ Children under 30 months of age are to be separated from older children during active indoor and outdoor play periods †¢ Children who attend for six or more hours in a day and are over 30 months of age shall have at least two hours of outdoor play, weather permitting †¢ Children who attend for six or more hours in a day and are under 30 months of age shall be outside for sleep or play, for up to two hours, weather permitting †¢ Children who attend for six or more hours in a day and who are between the ages of 18 months and five years shall have a rest period, not longer than two hours following lunch †¢ A child under 44 months of age as of August 31 of the year who is unable to sleep is not to be kept in a bed (cot) for longer than one hour, after which the child is allowed to get up and participate in quiet activities †¢ A child 44 months of age or over and up to and including 67 months of age as of August 31 of the year and who is unable to sleep during the rest period is permitted to engage in quiet activities. 24 DAY NURSERIES ACT SUMMARY OF LICENSING REQUIREMENTS FOR PRIVATE-HOME DAY CARE AGENCIES Private-home day care agencies provide home child care at more than one location. Care in each location is provided to five children or less under 10 years of age in a private residence other than the home of the parent/guardian of the child. Homes are monitored by the agency. Organization and Management Each private-home day care agency is required to employ one home visitor for every twenty-five homes.The home visitor must have completed a post-secondary program of studies in child development and family studies (for example a diploma in Early Childhood Education or a Degree in Child Studies), have a least two years experience and must be approved by the Director under the Day Nurseries Act. Home visitors provide support to providers who are required to follow the agencies' approved policies and procedures and meet the requirements of the Day Nurseries Act. They are responsible for the recruitment, evaluation and monitoring of providers and the care they offer. Home visitors also meet with parents and providers to establish the most suitable placement for a child and facilitate ongoing communication with parents.Numbers of Children In each home that has been approved by the agency: †¢ The number of children receiving child care must not exceed 5 children †¢ The number of children under 6 years in the provider’s home, including the provider’s own, may not exceed a total of 5 children †¢ The following number of children in each of the following classifications cannot be exceeded at any one time: 25 †¢ †¢ †¢ †¢ †¢ two handicapped children two children, who are un der 2 years of age three children, who are under 3 years of age one handicapped child and one child who is under 2 years of age one handicapped child and two children who are over 2 years of age but under three years of age. †¢Where the children of the provider are under the age of six years, they must be counted in the allowable age mix of children listed above; however, the provider may still have five child care children in addition to her own by caring for some school age children. For example, a provider who has three children of her own under five years may, in addition, provide care for five child care children, if at least three of these children are over the age of six. †¢ †¢ With the approval of the agency, school age children up to and including the age of 12 years may be accommodated along with younger children where appropriate. Agency placed children over the age of 10 years must be counted in the same way as other children, i. e. , there can be a total of only five placements with one provider.Example groupings of the number of allowable children Privatehome day care child Under 2 years 2 1 2 1 2 Privatehome day care child Under 3 years Privatehome day care child 3 to under 6 years 1 2 2 3 Privatehome day care child Over 6 years Provider’s children Under 6 years Provider’s children over 6 years (not counted in allowable number of children) 2 3 1 2 1 2 1 1 2 â€Å"Private-home day care child† includes children placed by the private-home day care agency as well as any children receiving care through private arrangements between the provider and the child’s parent/guardian. 26 †¢ Every private-home day care agency establishes a maximum capacity for each home in compliance with the Day Nurseries Act.Criminal Reference Checks Individuals and directors of a corporation applying for new licences will be required to submit a criminal reference check to their local Ministry of Children and Youth Services Re gional Office, as part of the licence application. In preparation for the initial licensing visit, the operator of the private-home day care agency is required to develop a criminal reference check policy for all staff and providers working with the children, as well as for any volunteers and other persons regularly on the premises where care is being provided. Additional information about the Ministry of Children and Youth Services criminal reference check policy is available from Regional Offices. Building and Accommodation †¢ The buildings and accommodation must comply with municipal bylaws, health, fire and zoning requirements. Private-home day care locations must comply with the requirements of the Smoke-Free Ontario Act. Equipment and Furnishings †¢ Suitable indoor and outdoor play equipment is required for the number and developmental needs of the children enrolled. †¢ Cribs or cradles that meet the requirements of the Hazardous Products Act are required for in fants, and cots and beds for older children. †¢ All equipment must be maintained in a safe and clean condition and kept in good repair. †¢ Outdoor play must be supervised and planned in consultation with the home visitor and the child’s parent. †¢ Poisonous and hazardous materials are to be inaccessible to children. 27 †¢ Firearms and ammunition are to be kept locked and inaccessible to children. Where a private-home day care operator or private-home day care provider transports child in a vehicle, child seating and restraint systems are used that meet the requirements of the Highway Traffic Act, O. Reg. 613. †¢ Working smoke alarms are installed near all sleeping areas at the location and on every storey of the provider’s home that does not have a sleeping area. Policies and Procedures Every operator must develop the following policies and procedures: †¢ Fire evacuation procedures †¢ Sanitary practices †¢ Serious occurrence poli cy, including child abuse reporting procedures †¢ Anaphylactic policy, including an individual plan for each child with a severe allergy and the emergency procedures to be followed. Criminal reference check policy †¢ Medication policy †¢ Behaviour management policy, including monitoring procedures and contravention policy †¢ Home visitor and provider training and development policy †¢ Program statement/parent handbook. Inspections †¢ Copies of fire and health inspections are to be sent to the Ministry of Children and Youth Services program advisor and kept on file at the head office of the private-home day care agency. 28 Insurance Requirements †¢ The operator must have comprehensive general liability coverage and personal injury coverage for all staff and providers. †¢ All vehicles owned by the operator must have motor vehicle insurance. Health and Medical Supervision †¢ Instructions or recommendations from the local Public Health Depart ment must be implemented. †¢ Sanitary practices and procedures must be approved by the Ministry. Children are to be immunized as recommended by the local medical officer of health. †¢ Each day, before each child begins to play with others, an observation of the child’s health is required. †¢ An ill child must be separated from others and arrangements made for the child to be taken home or for immediate medical attention, if required. †¢ Serious occurrence procedures must be in place and the Ministry of Children and Youth Services notified of any occurrence. A serious occurrence includes such things as the death of a child, a serious injury, alleged abuse/mistreatment of a child, a missing child, a disaster on the premises (e. g. fire) or a serious complaint. A written anaphylactic policy is in place that includes: †¢ A strategy to reduce the risk of exposure to anaphylactic causative agents †¢ A communication plan for the provision of information on lifethreatening allergies, including anaphylactic allergies †¢ An individual plan for each child with an anaphylactic allergy that includes emergency procedures in respect of the child 29 †¢ Home visitors, providers, residents, students and volunteers have received training on procedures to be followed if a child has an anaphylactic reaction. †¢ A first aid kit and manual must be readily available. †¢ A written procedure approved by a qualified medical practitioner regarding the giving and recording of medication is required. The procedure should include the storage of medication (e. g. tored in a location that is inaccessible to children). †¢ Cats and dogs on the premises must be inoculated against rabies. Nutrition †¢ Infants are to be fed according to written parental instructions. †¢ Food and drink that is brought from home is to be labelled with the child’s name. †¢ All food and drink must be stored to maintain maximum nutritiv e value. †¢ Meals and snacks must meet the requirements of the Day Nurseries Act. Canada's Food Guide provides useful information about nutrition. †¢ Nutritious between-meal snacks are to be provided for each child one year of age or over that promote good dental health and will not interfere with a child's appetite for meal time. Meals are to be provided where a private-home day care location provides care for 6 or more hours each day or where care is provided for less than 6 hours each day and over the meal time. This generally refers to the provision of lunch as the mid-day meal. In locations that offer care over extended hours, this may mean that breakfast and/or dinner are also provided. †¢ With the approval of a ministry Director, children 44 months of age or over as of August 31 of the year may bring bag lunches. Written 30 †¢ Menus are to be planned in consultation with parents and the home visitor. †¢ Special dietary arrangements for individual chil dren are to be carried out according to written instructions of parents. Behaviour Management †¢ Corporal punishment is not allowed under any circumstances. The following are not permitted: †¢ Deliberate harsh or degrading measures that would humiliate or undermine a child's self respect †¢ Deprivation of food, shelter, clothing or bedding †¢ Confining a child in a locked room, and †¢ Exits locked for the purpose of confinement. †¢ Written behaviour management policies and procedures for provider’s management of children’s behaviour must be reviewed annually by the operator and with each provider, volunteers, students and any persons regularly on the premises where care is being provided. These policies must set out permitted and prohibited behaviour management practices and measures to deal with any contraventions of the policy. There must be: †¢ a signed, written record of all reviews, and †¢ a written procedure for monitoring behaviour management practices of providers, students, volunteers and any persons regularly on the premises, and a record kept of this monitoring. 31 Enrolment Records †¢ Up to date enrolment records for all children in attendance must be on site at all times and be available to the Ministry of Children and Youth Services. This record includes, in part, an application, immunization, emergency information, names of persons to whom the child may be released, parental instructions regarding rest, diet or exercise). †¢ A record of each child’s daily attendance is required. †¢ Local medical officer of health or designate such as the public health nurse is permitted to inspect records to ensure that all required immunizations are up to date.Program In order to ensure that the program offered is age and developmentally appropriate for the age of the children being served the following is required: †¢ a written program philosophy statement which is to be reviewed annually by the operator and with parents prior to enrolling their child †¢ a program statement which includes: services, age range, fees, particular approach to program, parental involvement and behaviour management †¢ varied, flexible and age appropriate programs must be planned which include quiet and active play as well as individual and group activities that are designed to promote gross and fine motor skills, language and cognitive skills, and social and emotional development, and †¢ the program of activities is to be made available to parents.In addition: †¢ Each child who is in attendance for six or more hours in a day and is over 30 months of age is required to have daily outdoor activities. 32 †¢ Each child under 30 months of age in attendance for six or more hours in a day is required to be outdoors for sleep or play or both for up to two hours each day, weather permitting. †¢ Each child who is in attendance for six or more hours in a day and is between 18 months and five years is required to have a rest period not exceeding 2 hours following lunch. †¢ A child under 44 months of age as of August 31 of the year who is unable to sleep is not to be kept in bed (cot/playpen) for longer than one hour and is allowed to get up and participate in quiet activities. A child 44 months of age or over and up to and including 67 months of age as of August 31 of the year and who is unable to sleep during the rest period is permitted to engage in quiet activities. Health Assessments or Immunization †¢ Providers and persons (including the provider’s own children) regularly on the premises must be immunized as recommended by the local medical officer of health, unless a fully authorized exemption in on file. 33 CONCLUSION The Ministry of Children and Youth Services’ vision is an Ontario where all children and youth have the best opportunity to succeed and reach their full potential. Child care is an important supp ort to families, healthy child development and school readiness.The licensing requirements exist to support a system where children are cared for in a safe, nurturing and stimulating environment. The information provided in this package will assist you in understanding the licensing requirements for child care in Ontario. This package is only an overview of the process. If you decide to apply for a licence to operate either a day nursery or a private-home day care agency, contact the Ministry of Children and Youth Services Regional Office in your area for more detailed information. The Regional Office staff will be pleased to assist and support you in establishing your child care program. 34 APPENDIX 1 Glossary of TermsChild Care Service System Managers: The municipalities and district social service administration boards which are responsible for the management of the delivery of child care services. Premises that receive more than five children under 10 years of age, not of common parentage, for a continuous period not more than 24 hours for temporary care and guidance. The Ministry also licenses day nurseries for children with a developmental disability up to the age of 18 years. An employee of the Ministry appointed by the Minister as a Director for all or any of the purposes under the Day Nurseries Act. Ministry of Children and Youth Services. Minister of the Ministry of Children and Youth Services An individual or corporation who holds the licence.A person or corporation that provides private home day care at more than one location. The self employed person in charge of the children in a location where private-home day care is provided who is directly responsible for planning and implementing a daily program. A ministry employee, designated under section 16 of the Day Nurseries Act to inspect licensed child care programs and follow up on complaints about unlicensed child care. Ministry offices located in geographical areas across the province. Day Nurser y: Director: Ministry: Minister: Operator: Private-Home Day Care Agency: Private-Home Day Care Provider: Program Advisor: Regional Offices: 35 APPENDIX 2Things to look into before applying for a licence to operate a day nursery or a private-home day care agency NOTE: It is recommended that you do not purchase or lease premises for a day nursery until you have reviewed this information, taken the steps as outlined and consulted with the ministry about your specific plans. †¢ Obtain a copy of the Day Nurseries Act to become familiar with the regulations governing the operation of a licensed day nursery or a privatehome day care agency. A copy of the Day Nurseries Act is available from Publications Ontario, 777 Bay Street, Market Level, Toronto, Ontario M5G 2C8 or by calling 416-585-7485 or 1-800-668-9938.The Day Nurseries Act can also be viewed on the ministry’s website at http://www. children. gov. on. ca by following the links to Legislation. Assess the need for service within the area in which you intend to operate. This could include contacting existing agencies and/or child care centres to discuss the possible need for additional licensed child care services and surveying the community where you would like to establish your service. Speak with your fire, health and municipal zoning and building inspection departments for information regarding any site specific requirements for starting a day nursery or a private-home day care agency. These telephone numbers are available in the blue pages of your telephone directory.Prepare a basic budget based on expenses such as staff salaries and benefits, provider payments, play equipment, food, insurance and office expenses such as rent, taxes, utilities, telephone and bank charges. If you wish to operate a day nursery, determine what it would cost to renovate the space, indoors and outdoors in order to meet the requirements of the Day Nurseries Act and requirements of fire, health, and the building code. M inistry approval of the floor plans which include any proposed changes to the premises must be obtained prior to application for a building permit. Building permits issued by the municipal Building Department must be obtained prior any renovations being made. Call the MCYS Regional Office in your area for more detailed information and for assistance with the licensing process.Contact your local Child Care Service System Manager to find out about the child care services that are currently being delivered in your area. Examine their local child care plan to see what services are being planned and 36 †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ developed. The addresses of the Child Care Service System Managers are included in this package. APPENDIX 3 Ministry of Children and Youth Services (MCYS) REGIONAL OFFICES MCYS Toronto Region 477 Mount Pleasant Rd, 3rd Floor, Toronto ON M7A 1G1 Tel: (416) 325-0652 MCYS Central East Region 465 Davis Drive, Newmarket ON L3Y 8T2 Tel: (905) 868-8900 Toll Free:1-877-669-6658 MCYS Central West Region 6733 Mississauga Rd. Suite 200 Mississauga ON L5N 6J5 Tel: (905) 567-7177 ext. 245 Toll Free: 1-877-832-2818 MCYS Hamilton/Niagara Region 119 King St. W. , 7th floor Hamilton ON L8P 4Y7 Tel: (905) 521-7344 Toll Free: 1-800-561-0568 MCYS Northern Region 199 Larch St. , Suite 1002 Sudbury ON P3E 5P9 Tel: (705) 564-6699 Toll Free:1-800-265-1222 MCYS South West Region 217 York St. , Suite 203 London ON N6A 5R1 Tel: (519) 438-5111 Toll Free: 1-800-265-4197 MCYS South East Region 11 Beechgrove Lane Kingston ON K7M 9A6 Tel: (613) 545-0539 Toll Free:1-800-646-3209 MCYS Eastern Region 347 Preston St. , 3rd floor Ottawa ON K1S 3H8 Tel: (613) 787-5281 Toll Free:1-800-667-6190 MCYS North East Region 621 Main St.West North Bay ON P1B 2V6 Tel: (705) 474-3540 Toll Free:1-800-461-6977 37 APPENDIX 4 CHILD CARE SERVICE SYSTEM MANAGERS CENTRAL EAST REGION City of Kawartha Lakes 322 Kent Street West PO Box 2600 Lindsay ON K9V 4S7 (70 5) 324-9870 County of Northumberland 860 William Street Cobourg ON K9A 3A9 (905) 372-6846 City of Peterborough 178 Charlotte Street Peterborough ON K9J 8S1 (705) 748-8830 County of Simcoe Administration Centre 1110 Hwy 26 West Midhurst ON L0L 1X0 (705) 735-6901 Regional Municipality of York 17250 Yonge Street PO Box 147 Newmarket ON L3Y 6Z1 (905) 895-1231 Regional Municipality of Durham 605 Rossland Road East Whitby ON L1N 6A3 (905) 668-7711 CENTRAL WEST REGION County of Dufferin 229 Broadway Ave. Unit #4 Orangeville ON L9W 1K4 (519) 941-6991 Regional Municipality of Peel 3515 Wolfedale Road Mississauga ON L5C 1V8 (905) 791-1585 County of Wellington 21 Douglas Street Guelph ON N1H 2S7 (519) 837-3620 Regional Municipality of Halton 690 Dorval Drive, 5th Floor Oakville ON L6M 3L1 (905) 825-6000 Regional Municipality of Waterloo P. O. Box 1612 99 Regina Street South, 5th Floor Waterloo ON N2J 4G6 (519) 883-2177 38 EASTERN REGION City of Cornwall 360 Pitt Street, PO Box 877 Cornwall ON K6H 5T9 (613) 932-6252 County of Renfrew 9 International Drive Pembroke ON K8A 6W5 (613) 735-7288 City of Ottawa 100 Constellation Crescent Ottawa ON K2G 6J8 (613) 580-2424 United Counties of Prescott & Russell 59, Court Street P. O. Box 304 L'Original ON K0B 1K0 (613) 675-4661 HAMILTON NIAGARACity of Brantford 220 Clarence Street Brantford ON N3R 3T5 (519) 756-3150 Norfolk County 12 Gilbertson Drive PO Box 570 Simcoe ON N3Y 4L1 (519) 426-6170 ex 3736 City of Hamilton 4 Hughson Street South, Suite 201 Hamilton ON L8N 3Z1 (905) 546-2424 ex. 4120 Regional Municipality of Niagara 2201 St. David’s Road PO Box 344 Thorold ON L2V 3Z3 (905) 984-6900 ex 3823 NORTH EAST REGION District of Cochrane Social Services Administration Board The 101 Mall 38 Pine Street North, Unit 120 Timmins ON P4N 6K6 (705) 268-7722 Toll Free: 1-877-259-7722 District Municipality of Muskoka 70 Pine Street Bracebridge ON P1L 1N3 (705) 645-2412 Toll Free: 1-800-461-4215District of Nipissing Social Services Ad ministration Board 200 McIntyre Street East, 3rd floor PO Box 750 North Bay ON P1B 8J8 (705) 474-2151 District of Parry Sound Social Services Administration Board 76 Church Street, 2nd floor Parry Sound ON P2A 1Z1 (705) 746-7777 Toll Free: 1-800-461-4464 39 Toll Free: 1-877-829-5121 District of Timiskaming Social Services Administration Board 29 Duncan Avenue North PO Box 310 Kirkland Lake ON P2N 3H7 (705) 567-9366 Toll Free: 1-888-544-5555 NORTHERN REGION Algoma District Services Administration Board RR #1 1 Collver Rd. Thessalon ON P0R 1L0 (705) 842-3370 District of Thunder Bay Social Services Administration Board 34 N Cumberland St. 5th Floor Thunder Bay ON P7A 8B9 (807) 684-2155 Manitoulin-Sudbury District Social Services Administration Board 210 Mead Boulevard Espanola ON P5E 1R9 (705) 862-7850 The City of Greater Sudbury PO Box 5000, Station A Sudbury ON P3A 5W5 (705) 673-2171 District of Sault Ste. Marie Social Services Administration Board 180 Brock Street Sault Ste. Marie O N P6A 3B7 (705) 541-7300 Kenora District Services Board 211 Princess Street, Suite 1 Dryden ON P8N 3L5 (807) 223-2100 Rainy River District Social Services Administration Board 450 Scott Street Fort Frances ON P9A 1H2 (807) 274-5349 SOUTH EAST REGION City of Kingston 362 Montreal Street Kingston ON K7K 3H5 (613) 546-2695 County of Lanark P. O. Box 37 99 Sunset Blvd. County of Hastings P. O.Box 6300 Belleville ON K8N 5E2 (613) 966-8032 County of Prince Edward, Lennox and Addington 97 Thomas Street East 40 Perth ON K7H 3E2 (613) 267-4200 United Counties of Leeds and Grenville 25 Central Avenue West Suite 200 Brockville ON K6V 4N6 (613) 342-3840 Napanee ON K7R 3S9 (613) 354-4883 SOUTH WEST REGION City of London Child Care Services 151 Dundas Street, 4th Floor P. O. Box 5045 London ON N6A 4L6 (519) 661-2500, Ext. 5895 City of Stratford 82 Erie Street Stratford ON N5A 2M4 (519) 271-3773, Ext. 243 County of Bruce PO Box 399 30 Park Street Walkerton ON N0G 2V0 (519) 881-0431, Ext. 234 Count y of Huron Jacob Memorial Building 77722D London Road RR #5 Clinton ON N0M 1L0 (519) 482-8505, Ext. 01 County of Oxford 40 Metcalfe Street Woodstock ON N4S 3E7 (519) 539-5656, Ext. 248 City of St. Thomas St. Thomas/Elgin Ontario Works 423 Talbot Street St. Thomas ON N5P 1C1 (519) 631-9350, Ext. 128 City of Windsor 215 Talbot Street East Leamington ON N8H 3X5 (519) 322-3522 County of Grey 595-9th Avenue East Owen Sound ON N4K 3E3 (519) 376-7324 County of Lambton Community & Health Services 160 Exmouth Street Point Edward ON N7T 7Z6 (519) 383-6231, Ext. 242 Municipality of Chatham-Kent 435 Grand Avenue West PO Box 1230 Chatham ON N7M 5L8 (519) 351-1228, Ext. 2130 TORONTO REGION City of Toronto Children’s Services Division 55 John Street, Station 1102 41 10th Floor, Metro Hall Toronto ON M5V 3C6 (416) 392-5437 42

The Right To Die essays

The Right To Die essays Modern medical technology has made it possible to extend the lives of many far beyond when they would have died in the past. Death, in modern times, often ensures a long and painful fall where one loses control both physically and emotionally. Some individuals embrace the time that modern technology buys them; while others find the loss of control overwhelming and frightening. They want their loved ones to remember them as they were not as they have become. Some even elect death to avoid burdens of lingering on. They also seek assistance in doing so from medicine. The demands for assisted suicide and euthanasia are increasing (Kass 17). These issues raise many questions, legal and ethical. Although neither assisted suicide and euthanasia are legal, many people believe they should be. A great number of those people may never be faced with the decision, but knowing the option would be there is a comfort (Jaret 46). For those who will encounter the situation of loved ones on medic ation, being treated by physicians, sometimes relying on technical means to stay alive arises a great moral conflict. I wish to explore this topic on ethical, not legal issues. Do people have a right to choose death? More in particular, are euthanasia and physician-assisted suicide morally legitimate? Euthanasia involves a death that is intended to benefit the person who dies, and requires a final act by some other person, for example, a doctor. Physician-assisted suicide, which requires a final act by the patient, can also be undertaken for the good of that patient. The essential point is that both involve intentionally ending a human life (Emanuel 521). But how, some ask, can we ever allow people to intentionally end human lives (even their own lives) without degrading human life? How, others ask, can we simply prevent people from deciding when to end their own lives without denying people the freedom so essential to the value of a human life...

Essay on Global Village Essay Example

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The History of Fluorescent Lights

The History of Fluorescent Lights How were fluorescent lights and lamps developed?  Ã¢â‚¬â€¹When most people think of lighting and lamps, they think of the incandescent light bulb developed by Thomas Edison and other inventors. Incandescent light bulbs work by using electricity and a filament. Heated by electricity, the filament inside the light bulb exhibits resistance that results in high temperatures that cause  the filament to glow and emit light. Arc or vapor lamps work differently (fluorescents fall under this category), the light is not created from heat, the light is created from the chemical reactions that occur when electricity is applied to different gases enclosed in a glass vacuum chamber. The Development of Fluorescent Lights In 1857, the French physicist Alexandre E. Becquerel who had investigated the phenomena of fluorescence and phosphorescence  theorized about the building of fluorescent tubes similar to those made today. Alexandre Becquerel experimented with coating electric discharge tubes with luminescent materials, a process that was further developed in later fluorescent lamps. American Peter Cooper Hewitt (1861-1921) patented (U.S. patent 889,692) the first mercury vapor lamp in 1901. The low-pressure mercury arc lamp of Peter Cooper Hewitt is the very first prototype of todays modern fluorescent lights. A fluorescent light is a type of electric lamp that excites mercury vapor to create luminescence.The Smithsonian Institute says that Hewitt built on the work of German physicist Julius Plucker and glassblower Heinrich Geissler. Those two men passed an electric current through a glass tube containing tiny amounts of gas and made light.  Hewitt worked with mercury-filled tubes in the late  1890s  and found that they gave off abundant but unappealing bluish-green light. Hewitt didnt think people would want lamps with blue-green  light in their homes, so he looked for other applications for it in photographic studios and industrial uses.  George Westinghouse and Peter Cooper Hewitt formed the Westinghouse-controlled Cooper Hewitt Electric Company to produce the first commercial mercury lamps. Marty Goodman in his History of Electric Lighting cites Hewitt as inventing the first enclosed arc-type lamp using metal vapor in 1901. It was a low-pressure mercury arc lamp. In 1934, Edmund Germer created a high-pressure arc lamp that could handle a lot more power in a smaller space. Hewitts low-pressure mercury arc lamp put off a large amount of ultraviolet light. Germer and others coated the inside of the light bulb with a fluorescent chemical that absorbed UV light and re-radiated that energy as visible light. In this way, it became an efficient light source. Edmund Germer,Friedrich Meyer, Hans Spanner, Edmund Germer: Fluorescent Lamp Patent U.S. 2,182,732 Edmund Germer (1901-1987) invented a high-pressure vapor lamp, his development of the improved fluorescent lamp and the high-pressure mercury-vapor lamp allowed for more economical lighting with less heat. Edmund Germer was born in Berlin, Germany, and educated at the University of Berlin, earning a doctorate in lighting technology. Together with Friedrich Meyer and Hans Spanner, Edmund Germer patented an experimental fluorescent lamp in 1927. Edmund Germer is credited by some historians as being the inventor of the first true fluorescent lamp. However, it can be argued that fluorescent lamps have a long history of development before Germer. George Inman and Richard Thayer: The First Commercial Fluorescent Lamp George Inman led a group of General Electric scientists researching an improved and practical fluorescent lamp. Under pressure from many competing companies, the team designed the first practical and viable fluorescent lamp (U.S. Patent No. 2,259,040) that was first sold in 1938. It should be noted that General Electric bought the patent rights to Edmund Germers earlier patent. According to The GE Fluorescent Lamp Pioneers, On Oct 14, 1941, U.S. Patent No. 2,259,040 was issued to George E. Inman; the filing date was Apr 22, 1936. It has generally been regarded as the foundation patent. However, some companies were working on the lamp at the same time as GE, and some individuals had already filed for patents. GE strengthened its position when it purchased a German patent that preceded Inmans. GE paid $180,000 for U.S. Patent No 2,182,732 that had been issued to Friedrich Meyer, Hans J. Spanner, and Edmund Germer. While one might argue the real inventor of the fluorescent lamp, it is clear that GE was the first to introduce it. Other Inventors Several other inventors patented versions of the fluorescent lamp, including Thomas Edison. He filed a patent (U.S. Patent 865,367) on May 9, 1896, for a fluorescent lamp that was never sold. However, he did not use mercury vapor to excite the phosphor. His lamp used x-rays.