Rhode Island dental journal最新文献

The following questions and recommendations, taken from Jeffrey Hirsch & William Farrell's Labor and Employment in Rhode Island, provide a synopsis of the basic issues which employers should consider before making a decision to fire an employee: 1. Review all documentation and other company records considered when making the decision. Make sure all stated policies were followed by management. 2. Interview all managers who provided input on the decisions. 3. Be satisfied that the decision was made for the correct reason. 4. Was the employee aware that termination was likely? Can you document that awareness? 5. Was the individual given an opportunity to improve his or her performance? 6. Has the company discharged others for similar reasons in the past? 7. Has the company acted promptly and avoided relying on "stale" offense? 8. Is the employee protected by anti-discrimination statutes? (i.e. race, age, sex, national origin, handicapped or religion)? 9. Meet with the employee personally; do not discharge by phone or letter unless absolutely necessary. 10. Have a "passive" management witness at the meeting. 11. Conduct the meeting in a private area where other employees will not be able to see or hear the discussion. 12. Both the executive and management witness should prepare file memoranda concerning what is said at the discharge meeting. 13. Always tell the employee the reason for her or his discharge. 14. Discuss health insurance continuation (COBRA). 15. Discuss life and disability insurance, and pension/profit sharing status. 16. Discuss other issues, such as references and out placement policies. By taking the time to follow these suggestions and answer these questions, an employer can feel more secure that the termination has been conducted properly, and minimize the chances of becoming implicated in legal action related to the termination.

Over the last decade there has been increasing evidence that obstructive sleep apnea is a common and potentially serious medical problem. Until recently the condition was primarily dealt with by pulmonary, sleep, and ENT physicians. With the development of the oral mandibular advancement devices for the treatment of sleep apnea, dentists have played an increasing role in the treatment of the condition. This series of articles will review the pathophysiology, clinical manifestations, diagnostic strategies and treatment options for this condition.

The diagnosis and surgical management of impacted maxillary cuspids has been discussed. The general practitioner must be aware of the normal and abnormal pathways as well as the correct age of eruption of the maxillary cuspid. The proper management of impacted maxillary canine teeth requires the careful cooperation and communication between the general practitioner, the orthodontist and the periodontist or oral surgeon.

It's impossible to give a single definition to stress. That's because people experience it in different ways. It is possible, however, to get it and keep it under control. In fact stress control is necessary to every successful dental practice.

Medical emergencies in the dental office are, fortunately, very infrequent. However, when they do happen, it pays to keep your head and stay focused so you, yourself, don't become the second emergency in your office that day. We have all sat through lectures and read articles as to what we should have in our emergency kit. We buy these medications, we renew them when they expire, and hope we never have the opportunity to use them. The purpose of this article is not simply to list what emergency medication to have in your office, but rather to help you appreciate the signs, symptoms and histories of your patients in order to avoid a medical emergency. This article is not geared for oral maxillofacial surgeons or practitioners with anesthesia experience, or advanced cardiac life support training. These specialists most likely will use their advanced armamentarium to manage medical emergencies in a different manner compared to the average general practitioner.