#when people are intentionally mean or consistently try to defend bullying)

[gemsmain]

at this point i think i'm pissed off enough at allistics (and tbh other autistic people who also became bullies) that not only am i going to stop trying to mask, i'm going to intentionally crank up the autism and weirdness and "cringe" to repel anyone with those attitudes

[melissawalker01]

Utah Criminal Code 76-5-102.7

Utah Criminal Code 76-5-102.7: Assault Against Health Care Provider And Emergency Medical Service Worker–Penalty

1. A person who commits an assault or threat of violence against a health care provider or emergency medical service worker is guilty of a class A misdemeanor if: a. the person is not a prisoner or a person detained under Section 77-7-15 ; b. the person knew that the victim was a health care provider or emergency medical service worker;  and c. the health care provider or emergency medical service worker was performing emergency or life saving duties within the scope of his or her authority at the time of the assault. 2. A person who violates Subsection (1) is guilty of a third degree felony if the person: a. causes substantial bodily injury, as defined in Section 76-1-601 ;  and b. acts intentionally or knowingly. 3. As used in this section: a. “Assault” means the same as that term is defined in Section 76-5-102. b. Emergency medical service worker” means a person licensed under Section 26-8a-302. c. “Health care provider” means the same as that term is defined in Section 78B-3-403. d. “Threat of violence” means the same as that term is defined in Section 76-5-107.

Steps Health Care Provider Should Take After Being Attacked

• Try to escape – If you can’t escape, yell loud enough to get help. • Create a barrier – Put something between that person assaulting you and yourself so you might be able to escape. • Defend yourself – You can defend yourself. You are allowed to meet the attacker with equal force to get them to stop. Some people don’t know that. • Report the incident – Notify your facility of the assault. • Take a leave of absence – Many people will be nervous to go back to work after an incident. If you are struggling emotionally about the trauma, people need to begin to realize that trauma and anxiety are legitimate reasons to get a leave of absence. Don’t rush back to work if you aren’t ready. • Get support and seek help – Surround yourself with people that you trust. Consider getting trauma counseling.

How Help End Violence Against Healthcare Workers

The legislature proposed the following, • Assault against any healthcare workers must be a felony. • No less than two law enforcement officers must be present with offenders. • Facilities must provide locator badges with panic buttons for victims to signal for help. • There must be anti-retaliation protections in place so healthcare workers may receive the same basic rights as any other assault victim – the right to report to law enforcement.

How to Prevent Workplace Violence

With violence in society a growing problem, the importance of taking measures to prevent workplace violence has become increasingly urgent to businesses that want to protect the safety of their employees. According to the Bureau of Labor Statistics, between the years of 2011 and 2018, a total of 5,746 injuries resulting from workplace violence were reported. Of these, 3,584 were workplace homicides and 2,825 of these homicides were the result of a shooting by another person. While violence is one of the major causes of death in the workplace, nonfatal cases are more common. Overall, the Occupational Health and Safety Administration estimates there are about 2 million cases of workplace violence a year. The surprisingly high number of incidents varies between verbal and physical abuse to homicides. It is also estimated that about 25 percent of workplace violence goes unreported. These statistics are a strong reminder that violence in the workplace is more common than we might think, but workplaces can take specific measures to prevent and lessen the impact of violence. When you know how to prevent workplace violence, you can be part of the solution and make your company a safer place for all employees. • Workplace violence prevention begins with hiring. Conducting a thorough background check on potential employees (after they access a job offer) can reveal whether the candidate has a violent past. If something comes up, ask for an explanation and make sure it’s consistent with the report. They that have a recent violence conviction, you may decide to retract the job offer to avoid that kind of behavior in your workplace. • Create a policy that prevents harassment. Harassment is repeated persecution, bullying and/or troubling behavior that intimidates others. It creates an offensive work environment and the behavior often serves as a warning for violence. That’s why creating a policy to prevent harassment is a crucial step in preventing the possibility of violence. This policy should include a set of procedures that addresses any workplace complaints efficiently and privately. While creating this policy, it’s important to involve each level of the facility, including managers, employees, and executives. Keep all individuals informed by distributing the new policy across your organization and take the time to ensure every employee understands it. • Create an effective line of communication. Effective communication is a key factor in preventing workplace violence. If your employees have access to a workplace communication network, it can help them understand, recognize and report the early signs of potential violence, rather than passively sweeping them under the rug in favor of getting back to work. Giving them access to conflict-resolution resources makes them feel more responsible to communicate. Also, providing an open line of communication to management, HR and other key members of your company will help create an environment where employees can make sure their grievances are heard and properly responded to.

• Training and awareness are key factors in workplace violence prevention. Take the time to have training sessions about how to respond to a violent incident so your staff knows how to react when it occurs. • Establish a strict anti-violence policy. Prevent workplace violence by creating firm policies that empower your team to report violent and harassing behaviors and other signs of danger. This kind of policy eliminates undesirable employee behavior and leaves no room for favoritism managers must apply swift and consistent punishment no matter who violates the policy. Make sure all employees are aware of the consequences for violating the policy. • Encourage your employees to accept individual differences. Personality clashes or leadership style differences exist in every workplace. If left unresolved, these issues could result in job dissatisfaction or depression, and even violence (in the form of verbal abuse, sabotage, or worse). Persistent issues result in high turnover and culture problems or your organization. Help negate conflict by organizing activities to help the tea get to know each other, and acknowledging differences as positive attributes. This could help people see that their individual differences play a vital role in the team’s strengths as a whole. • Manage visitors and provide security monitoring. Monitoring visitors and managing them when possible is a smart way to prevent violence in the workplace. Whether security guards are patrolling your facility/parking lot, capturing video surveillance, or overseeing a visitor check-in desk, these are all extra layers of security that can deter someone from performing a violent incident. This is especially important in situations where people work alone or in confined spaces, or provides services involving money or alcohol. Also consider providing after hours escorts for workers in parking lots who become easier targets when alone. • Encourage everyone to report any and all violent incidents. A great way to start preventing workplace violence is to establish trust between you and your employees. Ensure your employees of the confidentiality in which they can report incidents, and assure each of them that no retaliation will be made against anyone reporting acts of violence. • Deter robbers with limited assets on hand. Workplace violence often occurs in conjunction with crimes like robbery and shoplifting. In fact, 85 percent of workplace homicides fall into this category where the criminal has no known relation to the business or its employees. You can reduce the risk of robbery and potential violence by keeping the amount of assets at your facility to a minimum. Use electronic pay systems to reduce cash on hand and install a locked drop safe. It may also help to keep your facility well lit and ask law enforcement officers to visit occasionally. Always be alert and pay attention to customers acting strangely. • Identify organizational risk factors that could lead to violence. What areas or concerns in your organization are potential risk factors that could lead to workplace violence? When combined with the stress of a personal situation employees bring to work, they may become aggressive and lash out. Assess your operation to become aware of these factors like working while understaffed, inadequate security, the perception that violence is tolerated or that victims are unable to properly report incidents, and many others. • After an incident or near miss, perform a thorough analysis. In the event that your workplace does experience a violent situation or is able to prevent one from occurring, follow up with an analysis. Who was affected and what, if any, warning signs were present? Were existing procedures and operations followed and if not, why? Were team members adequately trained? What new procedures and operations would help to improve staff safety and security? Answering these questions can help you modify your existing plans and ensure your business is able to effectively prevent workplace violence.

There are some instances where the hospital, facility or even a patient will harm a nurse for one reason or another to include policies, accidents and intentional harm. In these circumstances, the nurse often needs to know how to move forward, what to do to seek recovery options and which choices are possible in the legal world. Nurses and nursing staff work in one of the most dangerous industries in the country. No matter what day they work, there are many hazards both at work and when treating patients that each nurse must confront. These can range from patients that have an imbalance or impairment to the sharp objects that can quickly and easily cut the skin. If equipment or tools slip and fall, they can slice open the nurse immediately. These dangers are everywhere in a hospital, and clinics equally have the same dangers. If working for a private practice, nurses still run into the same types of risks. A personal injury case is possible for anyone that suffers bodily harm at the hands of another person or company that is responsible for the damage. This then progresses to a lawsuit when the plaintiff requires compensation for recovery. The other party’s negligence is then an issue that the victim will need to prove to the judge or jury panel. Evidence and a legal argument presented will help to prove or disprove the claim. Generally, there are numerous rules that apply to these claims and can prevent a nurse from litigation against his or her employer.

Negligence and the Hospital

There are elements of a negligence case. For a nurse to sue a hospital, he or she will need to prove that the facility owes a duty of care to the nurse. This exists in the professional guidelines and conduct along with the employment agreement to the organization. The duty of care is what should prevent the facility from letting dangers go unnoticed or from keeping criminals contained. The nurse can sue the hospital for negligence when there is a breach of the duty of care. The other elements must also exist along with a detailed explanation from the legal team.

The Elements of the Negligent Claim

With the duty of care comes a breach. This occurs when the facility knows of danger but does nothing to remove it. Injuries that happen through negligence often lead to lawsuits where the victim can pursue compensation for a full recovery. With the breach, the plaintiff must explain the causation between the breach and any injury sustained. The injury must become significant to seek compensation through litigation. With the services of a lawyer, the nurse can detail the injury, incident and how the hospital or other party is responsible for damages.

Who to Sue

Based on the evidence of either negligence or a breach of the duty of care, the nurse may have one or more individuals or entities to sue. For a patient that attacks and injures the nurse, he or she can sue the patient and either obtain awards through insurance or by a direct attack on the person. However, the facility that has protections in place may not ensure the prevention of such incidents. This could lead to a lawsuit against the hospital or clinic. Then, the nurse will need a greater strength of evidence to pursue the claim legally in the courts.

Evidence and the Lawyer’s Help

By proving the elements of negligence, the nurse or Health worker can effectively sue the patient or hospital that employs him or her. This requires evidence. It is possible to acquire video surveillance captures of the accident or intentional damage. With witness statements, the video and a strong claim, the nurse can provide the courtroom with all necessary and relevant details and proof. With a lack of safety protocols in place, the hospital or clinic could face liability and owing damages to the nurse. The monetary compensation is necessary for recovery and to ensure the nurse can become whole after the injury.

Misdiagnosis

Almost hand in hand with delayed care is another one of the most common causes – misdiagnosis. When a patient is misdiagnosed it can be months before they receive the proper diagnosis and the proper treatment to go with it. Treatment for a misdiagnosed illness can actually hinder recovery, causing more problems than there were to start with. There have been thousands of cases of misdiagnosis, in which the doctor or medical staff have failed to notice a serious disease, such as cancer, before it is too late. Misdiagnosis is not always life threatening, but it can have a big impact on the patient’s mental and physical well-being. Misdiagnosed fractures and infections are becoming increasingly common. Doctors are squeezed for time and will routinely miss things. Fortunately, it is rare that it causes a patient undue suffering.

Medication Errors

On the list of ‘never event’ mistakes (errors which should never happen) and also on the list of most common causes is medication errors. Whether it be that a patient has been prescribed too much of a medication or the wrong medication altogether; the effects of these errors can be devastating. There have been cases in the last year in which patients have had their painkiller dosages doubled, to a fatal amount, due to simple carelessness of the medical staff. Medication errors are seen as ‘never event’ mistakes, yet this hasn’t stopped them from creeping into the top clinical negligence claim causes in the Utah.

Free Initial Consultation with Lawyer

It’s not a matter of if, it’s a matter of when. Legal problems come to everyone. Whether it’s your son who gets in a car wreck, your uncle who loses his job and needs to file for bankruptcy, your sister’s brother who’s getting divorced, or a grandparent that passes away without a will -all of us have legal issues and questions that arise. So when you have a law question, call Ascent Law for your free consultation (801) 676-5506. We want to help you!

Ascent Law LLC 8833 S. Redwood Road, Suite C West Jordan, Utah 84088 United States Telephone: (801) 676-5506

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The post Utah Criminal Code 76-5-102.7 first appeared on Michael Anderson.

from Michael Anderson https://www.ascentlawfirm.com/utah-criminal-code-76-5-102-7/ from Divorce Lawyer Nelson Farms Utah https://divorcelawyernelsonfarmsutah.tumblr.com/post/634303592570994688

[coming-from-hell]

Utah Criminal Code 76-5-102.7

Utah Criminal Code 76-5-102.7: Assault Against Health Care Provider And Emergency Medical Service Worker–Penalty

1. A person who commits an assault or threat of violence against a health care provider or emergency medical service worker is guilty of a class A misdemeanor if: a. the person is not a prisoner or a person detained under Section 77-7-15 ; b. the person knew that the victim was a health care provider or emergency medical service worker;  and c. the health care provider or emergency medical service worker was performing emergency or life saving duties within the scope of his or her authority at the time of the assault. 2. A person who violates Subsection (1) is guilty of a third degree felony if the person: a. causes substantial bodily injury, as defined in Section 76-1-601 ;  and b. acts intentionally or knowingly. 3. As used in this section: a. “Assault” means the same as that term is defined in Section 76-5-102. b. Emergency medical service worker” means a person licensed under Section 26-8a-302. c. “Health care provider” means the same as that term is defined in Section 78B-3-403. d. “Threat of violence” means the same as that term is defined in Section 76-5-107.

Steps Health Care Provider Should Take After Being Attacked

• Try to escape – If you can’t escape, yell loud enough to get help. • Create a barrier – Put something between that person assaulting you and yourself so you might be able to escape. • Defend yourself – You can defend yourself. You are allowed to meet the attacker with equal force to get them to stop. Some people don’t know that. • Report the incident – Notify your facility of the assault. • Take a leave of absence – Many people will be nervous to go back to work after an incident. If you are struggling emotionally about the trauma, people need to begin to realize that trauma and anxiety are legitimate reasons to get a leave of absence. Don’t rush back to work if you aren’t ready. • Get support and seek help – Surround yourself with people that you trust. Consider getting trauma counseling.

How Help End Violence Against Healthcare Workers

The legislature proposed the following, • Assault against any healthcare workers must be a felony. • No less than two law enforcement officers must be present with offenders. • Facilities must provide locator badges with panic buttons for victims to signal for help. • There must be anti-retaliation protections in place so healthcare workers may receive the same basic rights as any other assault victim – the right to report to law enforcement.

How to Prevent Workplace Violence

With violence in society a growing problem, the importance of taking measures to prevent workplace violence has become increasingly urgent to businesses that want to protect the safety of their employees. According to the Bureau of Labor Statistics, between the years of 2011 and 2018, a total of 5,746 injuries resulting from workplace violence were reported. Of these, 3,584 were workplace homicides and 2,825 of these homicides were the result of a shooting by another person. While violence is one of the major causes of death in the workplace, nonfatal cases are more common. Overall, the Occupational Health and Safety Administration estimates there are about 2 million cases of workplace violence a year. The surprisingly high number of incidents varies between verbal and physical abuse to homicides. It is also estimated that about 25 percent of workplace violence goes unreported. These statistics are a strong reminder that violence in the workplace is more common than we might think, but workplaces can take specific measures to prevent and lessen the impact of violence. When you know how to prevent workplace violence, you can be part of the solution and make your company a safer place for all employees. • Workplace violence prevention begins with hiring. Conducting a thorough background check on potential employees (after they access a job offer) can reveal whether the candidate has a violent past. If something comes up, ask for an explanation and make sure it’s consistent with the report. They that have a recent violence conviction, you may decide to retract the job offer to avoid that kind of behavior in your workplace. • Create a policy that prevents harassment. Harassment is repeated persecution, bullying and/or troubling behavior that intimidates others. It creates an offensive work environment and the behavior often serves as a warning for violence. That’s why creating a policy to prevent harassment is a crucial step in preventing the possibility of violence. This policy should include a set of procedures that addresses any workplace complaints efficiently and privately. While creating this policy, it’s important to involve each level of the facility, including managers, employees, and executives. Keep all individuals informed by distributing the new policy across your organization and take the time to ensure every employee understands it. • Create an effective line of communication. Effective communication is a key factor in preventing workplace violence. If your employees have access to a workplace communication network, it can help them understand, recognize and report the early signs of potential violence, rather than passively sweeping them under the rug in favor of getting back to work. Giving them access to conflict-resolution resources makes them feel more responsible to communicate. Also, providing an open line of communication to management, HR and other key members of your company will help create an environment where employees can make sure their grievances are heard and properly responded to.

• Training and awareness are key factors in workplace violence prevention. Take the time to have training sessions about how to respond to a violent incident so your staff knows how to react when it occurs. • Establish a strict anti-violence policy. Prevent workplace violence by creating firm policies that empower your team to report violent and harassing behaviors and other signs of danger. This kind of policy eliminates undesirable employee behavior and leaves no room for favoritism managers must apply swift and consistent punishment no matter who violates the policy. Make sure all employees are aware of the consequences for violating the policy. • Encourage your employees to accept individual differences. Personality clashes or leadership style differences exist in every workplace. If left unresolved, these issues could result in job dissatisfaction or depression, and even violence (in the form of verbal abuse, sabotage, or worse). Persistent issues result in high turnover and culture problems or your organization. Help negate conflict by organizing activities to help the tea get to know each other, and acknowledging differences as positive attributes. This could help people see that their individual differences play a vital role in the team’s strengths as a whole. • Manage visitors and provide security monitoring. Monitoring visitors and managing them when possible is a smart way to prevent violence in the workplace. Whether security guards are patrolling your facility/parking lot, capturing video surveillance, or overseeing a visitor check-in desk, these are all extra layers of security that can deter someone from performing a violent incident. This is especially important in situations where people work alone or in confined spaces, or provides services involving money or alcohol. Also consider providing after hours escorts for workers in parking lots who become easier targets when alone. • Encourage everyone to report any and all violent incidents. A great way to start preventing workplace violence is to establish trust between you and your employees. Ensure your employees of the confidentiality in which they can report incidents, and assure each of them that no retaliation will be made against anyone reporting acts of violence. • Deter robbers with limited assets on hand. Workplace violence often occurs in conjunction with crimes like robbery and shoplifting. In fact, 85 percent of workplace homicides fall into this category where the criminal has no known relation to the business or its employees. You can reduce the risk of robbery and potential violence by keeping the amount of assets at your facility to a minimum. Use electronic pay systems to reduce cash on hand and install a locked drop safe. It may also help to keep your facility well lit and ask law enforcement officers to visit occasionally. Always be alert and pay attention to customers acting strangely. • Identify organizational risk factors that could lead to violence. What areas or concerns in your organization are potential risk factors that could lead to workplace violence? When combined with the stress of a personal situation employees bring to work, they may become aggressive and lash out. Assess your operation to become aware of these factors like working while understaffed, inadequate security, the perception that violence is tolerated or that victims are unable to properly report incidents, and many others. • After an incident or near miss, perform a thorough analysis. In the event that your workplace does experience a violent situation or is able to prevent one from occurring, follow up with an analysis. Who was affected and what, if any, warning signs were present? Were existing procedures and operations followed and if not, why? Were team members adequately trained? What new procedures and operations would help to improve staff safety and security? Answering these questions can help you modify your existing plans and ensure your business is able to effectively prevent workplace violence.

There are some instances where the hospital, facility or even a patient will harm a nurse for one reason or another to include policies, accidents and intentional harm. In these circumstances, the nurse often needs to know how to move forward, what to do to seek recovery options and which choices are possible in the legal world. Nurses and nursing staff work in one of the most dangerous industries in the country. No matter what day they work, there are many hazards both at work and when treating patients that each nurse must confront. These can range from patients that have an imbalance or impairment to the sharp objects that can quickly and easily cut the skin. If equipment or tools slip and fall, they can slice open the nurse immediately. These dangers are everywhere in a hospital, and clinics equally have the same dangers. If working for a private practice, nurses still run into the same types of risks. A personal injury case is possible for anyone that suffers bodily harm at the hands of another person or company that is responsible for the damage. This then progresses to a lawsuit when the plaintiff requires compensation for recovery. The other party’s negligence is then an issue that the victim will need to prove to the judge or jury panel. Evidence and a legal argument presented will help to prove or disprove the claim. Generally, there are numerous rules that apply to these claims and can prevent a nurse from litigation against his or her employer.

Negligence and the Hospital

There are elements of a negligence case. For a nurse to sue a hospital, he or she will need to prove that the facility owes a duty of care to the nurse. This exists in the professional guidelines and conduct along with the employment agreement to the organization. The duty of care is what should prevent the facility from letting dangers go unnoticed or from keeping criminals contained. The nurse can sue the hospital for negligence when there is a breach of the duty of care. The other elements must also exist along with a detailed explanation from the legal team.

The Elements of the Negligent Claim

With the duty of care comes a breach. This occurs when the facility knows of danger but does nothing to remove it. Injuries that happen through negligence often lead to lawsuits where the victim can pursue compensation for a full recovery. With the breach, the plaintiff must explain the causation between the breach and any injury sustained. The injury must become significant to seek compensation through litigation. With the services of a lawyer, the nurse can detail the injury, incident and how the hospital or other party is responsible for damages.

Who to Sue

Based on the evidence of either negligence or a breach of the duty of care, the nurse may have one or more individuals or entities to sue. For a patient that attacks and injures the nurse, he or she can sue the patient and either obtain awards through insurance or by a direct attack on the person. However, the facility that has protections in place may not ensure the prevention of such incidents. This could lead to a lawsuit against the hospital or clinic. Then, the nurse will need a greater strength of evidence to pursue the claim legally in the courts.

Evidence and the Lawyer’s Help

By proving the elements of negligence, the nurse or Health worker can effectively sue the patient or hospital that employs him or her. This requires evidence. It is possible to acquire video surveillance captures of the accident or intentional damage. With witness statements, the video and a strong claim, the nurse can provide the courtroom with all necessary and relevant details and proof. With a lack of safety protocols in place, the hospital or clinic could face liability and owing damages to the nurse. The monetary compensation is necessary for recovery and to ensure the nurse can become whole after the injury.

Misdiagnosis

Almost hand in hand with delayed care is another one of the most common causes – misdiagnosis. When a patient is misdiagnosed it can be months before they receive the proper diagnosis and the proper treatment to go with it. Treatment for a misdiagnosed illness can actually hinder recovery, causing more problems than there were to start with. There have been thousands of cases of misdiagnosis, in which the doctor or medical staff have failed to notice a serious disease, such as cancer, before it is too late. Misdiagnosis is not always life threatening, but it can have a big impact on the patient’s mental and physical well-being. Misdiagnosed fractures and infections are becoming increasingly common. Doctors are squeezed for time and will routinely miss things. Fortunately, it is rare that it causes a patient undue suffering.

Medication Errors

On the list of ‘never event’ mistakes (errors which should never happen) and also on the list of most common causes is medication errors. Whether it be that a patient has been prescribed too much of a medication or the wrong medication altogether; the effects of these errors can be devastating. There have been cases in the last year in which patients have had their painkiller dosages doubled, to a fatal amount, due to simple carelessness of the medical staff. Medication errors are seen as ‘never event’ mistakes, yet this hasn’t stopped them from creeping into the top clinical negligence claim causes in the Utah.

Free Initial Consultation with Lawyer

It’s not a matter of if, it’s a matter of when. Legal problems come to everyone. Whether it’s your son who gets in a car wreck, your uncle who loses his job and needs to file for bankruptcy, your sister’s brother who’s getting divorced, or a grandparent that passes away without a will -all of us have legal issues and questions that arise. So when you have a law question, call Ascent Law for your free consultation (801) 676-5506. We want to help you!

Ascent Law LLC 8833 S. Redwood Road, Suite C West Jordan, Utah 84088 United States Telephone: (801) 676-5506

Ascent Law LLC

4.9 stars – based on 67 reviews

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Cybersquatting Lawyer

Utah Code 57-1-2

At What Value Should You Get A Trust For Estate Tax Purposes?

Why Are Divorce Rates So High?

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Divorce St. George

{ "@context": "http://schema.org/", "@type": "Product", "name": "ascentlawfirm", "description": "Ascent Law helps you in divorce, bankruptcy, probate, business or criminal cases in Utah, call 801-676-5506 for a free consultation today. We want to help you. ", "brand": { "@type": "Thing", "name": "ascentlawfirm" }, "aggregateRating": { "@type": "AggregateRating", "ratingValue": "4.9", "ratingCount": "118" }, "offers": { "@type": "Offer", "priceCurrency": "USD" } }

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The post Utah Criminal Code 76-5-102.7 first appeared on Michael Anderson.

Source: https://www.ascentlawfirm.com/utah-criminal-code-76-5-102-7/

[divorcelawyergunnisonutah]

Utah Criminal Code 76-5-102.7

Utah Criminal Code 76-5-102.7: Assault Against Health Care Provider And Emergency Medical Service Worker–Penalty

1. A person who commits an assault or threat of violence against a health care provider or emergency medical service worker is guilty of a class A misdemeanor if: a. the person is not a prisoner or a person detained under Section 77-7-15 ; b. the person knew that the victim was a health care provider or emergency medical service worker;  and c. the health care provider or emergency medical service worker was performing emergency or life saving duties within the scope of his or her authority at the time of the assault. 2. A person who violates Subsection (1) is guilty of a third degree felony if the person: a. causes substantial bodily injury, as defined in Section 76-1-601 ;  and b. acts intentionally or knowingly. 3. As used in this section: a. “Assault” means the same as that term is defined in Section 76-5-102. b. Emergency medical service worker” means a person licensed under Section 26-8a-302. c. “Health care provider” means the same as that term is defined in Section 78B-3-403. d. “Threat of violence” means the same as that term is defined in Section 76-5-107.

Steps Health Care Provider Should Take After Being Attacked

• Try to escape – If you can’t escape, yell loud enough to get help. • Create a barrier – Put something between that person assaulting you and yourself so you might be able to escape. • Defend yourself – You can defend yourself. You are allowed to meet the attacker with equal force to get them to stop. Some people don’t know that. • Report the incident – Notify your facility of the assault. • Take a leave of absence – Many people will be nervous to go back to work after an incident. If you are struggling emotionally about the trauma, people need to begin to realize that trauma and anxiety are legitimate reasons to get a leave of absence. Don’t rush back to work if you aren’t ready. • Get support and seek help – Surround yourself with people that you trust. Consider getting trauma counseling.

How Help End Violence Against Healthcare Workers

The legislature proposed the following, • Assault against any healthcare workers must be a felony. • No less than two law enforcement officers must be present with offenders. • Facilities must provide locator badges with panic buttons for victims to signal for help. • There must be anti-retaliation protections in place so healthcare workers may receive the same basic rights as any other assault victim – the right to report to law enforcement.

How to Prevent Workplace Violence

With violence in society a growing problem, the importance of taking measures to prevent workplace violence has become increasingly urgent to businesses that want to protect the safety of their employees. According to the Bureau of Labor Statistics, between the years of 2011 and 2018, a total of 5,746 injuries resulting from workplace violence were reported. Of these, 3,584 were workplace homicides and 2,825 of these homicides were the result of a shooting by another person. While violence is one of the major causes of death in the workplace, nonfatal cases are more common. Overall, the Occupational Health and Safety Administration estimates there are about 2 million cases of workplace violence a year. The surprisingly high number of incidents varies between verbal and physical abuse to homicides. It is also estimated that about 25 percent of workplace violence goes unreported. These statistics are a strong reminder that violence in the workplace is more common than we might think, but workplaces can take specific measures to prevent and lessen the impact of violence. When you know how to prevent workplace violence, you can be part of the solution and make your company a safer place for all employees. • Workplace violence prevention begins with hiring. Conducting a thorough background check on potential employees (after they access a job offer) can reveal whether the candidate has a violent past. If something comes up, ask for an explanation and make sure it’s consistent with the report. They that have a recent violence conviction, you may decide to retract the job offer to avoid that kind of behavior in your workplace. • Create a policy that prevents harassment. Harassment is repeated persecution, bullying and/or troubling behavior that intimidates others. It creates an offensive work environment and the behavior often serves as a warning for violence. That’s why creating a policy to prevent harassment is a crucial step in preventing the possibility of violence. This policy should include a set of procedures that addresses any workplace complaints efficiently and privately. While creating this policy, it’s important to involve each level of the facility, including managers, employees, and executives. Keep all individuals informed by distributing the new policy across your organization and take the time to ensure every employee understands it. • Create an effective line of communication. Effective communication is a key factor in preventing workplace violence. If your employees have access to a workplace communication network, it can help them understand, recognize and report the early signs of potential violence, rather than passively sweeping them under the rug in favor of getting back to work. Giving them access to conflict-resolution resources makes them feel more responsible to communicate. Also, providing an open line of communication to management, HR and other key members of your company will help create an environment where employees can make sure their grievances are heard and properly responded to.

• Training and awareness are key factors in workplace violence prevention. Take the time to have training sessions about how to respond to a violent incident so your staff knows how to react when it occurs. • Establish a strict anti-violence policy. Prevent workplace violence by creating firm policies that empower your team to report violent and harassing behaviors and other signs of danger. This kind of policy eliminates undesirable employee behavior and leaves no room for favoritism managers must apply swift and consistent punishment no matter who violates the policy. Make sure all employees are aware of the consequences for violating the policy. • Encourage your employees to accept individual differences. Personality clashes or leadership style differences exist in every workplace. If left unresolved, these issues could result in job dissatisfaction or depression, and even violence (in the form of verbal abuse, sabotage, or worse). Persistent issues result in high turnover and culture problems or your organization. Help negate conflict by organizing activities to help the tea get to know each other, and acknowledging differences as positive attributes. This could help people see that their individual differences play a vital role in the team’s strengths as a whole. • Manage visitors and provide security monitoring. Monitoring visitors and managing them when possible is a smart way to prevent violence in the workplace. Whether security guards are patrolling your facility/parking lot, capturing video surveillance, or overseeing a visitor check-in desk, these are all extra layers of security that can deter someone from performing a violent incident. This is especially important in situations where people work alone or in confined spaces, or provides services involving money or alcohol. Also consider providing after hours escorts for workers in parking lots who become easier targets when alone. • Encourage everyone to report any and all violent incidents. A great way to start preventing workplace violence is to establish trust between you and your employees. Ensure your employees of the confidentiality in which they can report incidents, and assure each of them that no retaliation will be made against anyone reporting acts of violence. • Deter robbers with limited assets on hand. Workplace violence often occurs in conjunction with crimes like robbery and shoplifting. In fact, 85 percent of workplace homicides fall into this category where the criminal has no known relation to the business or its employees. You can reduce the risk of robbery and potential violence by keeping the amount of assets at your facility to a minimum. Use electronic pay systems to reduce cash on hand and install a locked drop safe. It may also help to keep your facility well lit and ask law enforcement officers to visit occasionally. Always be alert and pay attention to customers acting strangely. • Identify organizational risk factors that could lead to violence. What areas or concerns in your organization are potential risk factors that could lead to workplace violence? When combined with the stress of a personal situation employees bring to work, they may become aggressive and lash out. Assess your operation to become aware of these factors like working while understaffed, inadequate security, the perception that violence is tolerated or that victims are unable to properly report incidents, and many others. • After an incident or near miss, perform a thorough analysis. In the event that your workplace does experience a violent situation or is able to prevent one from occurring, follow up with an analysis. Who was affected and what, if any, warning signs were present? Were existing procedures and operations followed and if not, why? Were team members adequately trained? What new procedures and operations would help to improve staff safety and security? Answering these questions can help you modify your existing plans and ensure your business is able to effectively prevent workplace violence.

There are some instances where the hospital, facility or even a patient will harm a nurse for one reason or another to include policies, accidents and intentional harm. In these circumstances, the nurse often needs to know how to move forward, what to do to seek recovery options and which choices are possible in the legal world. Nurses and nursing staff work in one of the most dangerous industries in the country. No matter what day they work, there are many hazards both at work and when treating patients that each nurse must confront. These can range from patients that have an imbalance or impairment to the sharp objects that can quickly and easily cut the skin. If equipment or tools slip and fall, they can slice open the nurse immediately. These dangers are everywhere in a hospital, and clinics equally have the same dangers. If working for a private practice, nurses still run into the same types of risks. A personal injury case is possible for anyone that suffers bodily harm at the hands of another person or company that is responsible for the damage. This then progresses to a lawsuit when the plaintiff requires compensation for recovery. The other party’s negligence is then an issue that the victim will need to prove to the judge or jury panel. Evidence and a legal argument presented will help to prove or disprove the claim. Generally, there are numerous rules that apply to these claims and can prevent a nurse from litigation against his or her employer.

Negligence and the Hospital

There are elements of a negligence case. For a nurse to sue a hospital, he or she will need to prove that the facility owes a duty of care to the nurse. This exists in the professional guidelines and conduct along with the employment agreement to the organization. The duty of care is what should prevent the facility from letting dangers go unnoticed or from keeping criminals contained. The nurse can sue the hospital for negligence when there is a breach of the duty of care. The other elements must also exist along with a detailed explanation from the legal team.

The Elements of the Negligent Claim

With the duty of care comes a breach. This occurs when the facility knows of danger but does nothing to remove it. Injuries that happen through negligence often lead to lawsuits where the victim can pursue compensation for a full recovery. With the breach, the plaintiff must explain the causation between the breach and any injury sustained. The injury must become significant to seek compensation through litigation. With the services of a lawyer, the nurse can detail the injury, incident and how the hospital or other party is responsible for damages.

Who to Sue

Based on the evidence of either negligence or a breach of the duty of care, the nurse may have one or more individuals or entities to sue. For a patient that attacks and injures the nurse, he or she can sue the patient and either obtain awards through insurance or by a direct attack on the person. However, the facility that has protections in place may not ensure the prevention of such incidents. This could lead to a lawsuit against the hospital or clinic. Then, the nurse will need a greater strength of evidence to pursue the claim legally in the courts.

Evidence and the Lawyer’s Help

By proving the elements of negligence, the nurse or Health worker can effectively sue the patient or hospital that employs him or her. This requires evidence. It is possible to acquire video surveillance captures of the accident or intentional damage. With witness statements, the video and a strong claim, the nurse can provide the courtroom with all necessary and relevant details and proof. With a lack of safety protocols in place, the hospital or clinic could face liability and owing damages to the nurse. The monetary compensation is necessary for recovery and to ensure the nurse can become whole after the injury.

Misdiagnosis

Almost hand in hand with delayed care is another one of the most common causes – misdiagnosis. When a patient is misdiagnosed it can be months before they receive the proper diagnosis and the proper treatment to go with it. Treatment for a misdiagnosed illness can actually hinder recovery, causing more problems than there were to start with. There have been thousands of cases of misdiagnosis, in which the doctor or medical staff have failed to notice a serious disease, such as cancer, before it is too late. Misdiagnosis is not always life threatening, but it can have a big impact on the patient’s mental and physical well-being. Misdiagnosed fractures and infections are becoming increasingly common. Doctors are squeezed for time and will routinely miss things. Fortunately, it is rare that it causes a patient undue suffering.

Medication Errors

On the list of ‘never event’ mistakes (errors which should never happen) and also on the list of most common causes is medication errors. Whether it be that a patient has been prescribed too much of a medication or the wrong medication altogether; the effects of these errors can be devastating. There have been cases in the last year in which patients have had their painkiller dosages doubled, to a fatal amount, due to simple carelessness of the medical staff. Medication errors are seen as ‘never event’ mistakes, yet this hasn’t stopped them from creeping into the top clinical negligence claim causes in the Utah.

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[wordsmeansomethingsometimes-blog]

Relationship advice from someone who only recently became good at having one.

So, Its 2018 and Im 2 months from being 28.

I've been in a relationship  for 3 years with an unbelievable girl who has been enormously loving, supportive, adventurous, helpful, empathetic and creative.  I've dated more girls than most of my peers. As a person who sizes people and their personaities up very quickly, I eventually grew tired of both meaningless sex and came to the conclusion that I will not look for anyone, that if its meant to be, it will happen.

1 week later I met her. My soul mate to this day. At a bar. She's from Europe....Turkey to be exact. I recognized the heavy accent the moment I met her. There was something intriguing about her energy and her eyes. She was, and still is, radiant.

I will never forget that night and how for the first time in my life I was actually forced to finally  give in to the belief in all the cliches about "love at first sight”.

When I appeared in the bar with my best friend, her eyes locked for a second with mine and something weird happened. I can't quite explain it. It was like in that moment we knew everything about each others past, and could predict with great accuracy everything our potential future held in store if we mutually decided to go down that path. It did feel destined. I remember that...for the first time ever, I wasn't questioning the pre-determined nature of the universe. I had been becoming exponentially better at “going with the flow” for the 3 years leading up to that moment...and I was quite sure as soon I talked to her that our conversation would be meaningful and engaging. We more or less met over a cigarette and smalltalk, me asking her where she's from, how long she's been here, etc. But our conversation soon became a 2 hr ordeal, and yet, it felt like 20 minutes. Our entire relationship has been like that. It's been 3 years and feels like 3 months. But people tell us we act like we've been together 20 years, and they mean it in the good way. I won't lie, it obviously feels nice to have people tell you that they envy your relationship.

I know all of this sounds corny as fuck, and the person I was 10 seconds before I first saw her would be nauseated by even the language I am using right now, but I believe in telling the truth and I think many people can relate to that weird phenomena of meeting your soul mate.

The point of this this little piece is that: as someone who grew up with divorced parents and no TV and rarely ever saw an example of what a healthy romantic relationship looks like, my learning curve for how to be a good partner has been rather steep.

I had to learn a lot of stuff on my own from ages 14-24, and very quickly, usually not quickly enough, and by that I mean the girl would either leave because I wasn't being a good enough boyfriend or I would freak out and break up with them. But with my current girlfriend, everything has been different than the last 10 girls or so that I dated. Nothing has been the same.

And the reason it has been different is that she is, and has been with me...patient and forgiving enough to be able to teach me how to be patient and forgiving enough with her.  This post is about something in our beautiful, fully-functional relationship (not that we haven't had tons of fights) that I like to call “ROLE REVERSALS”.

An example of a ROLE REVERSAL here is that in the first 1 year of our relationship, I would be “the asshole”. I would lose my temper and start yelling or belittling her logic or thinking or argument, and I wouldn't let anything go until she “quit” the fight. It was quite verbally violent, although I think it's obvious that physically I would never intentionally intimidate a girl (besides maybe my sister, who is a malicious cunt who we all hate, and has bullied me and everyone else every opportunity she has had. And its any wonder I have such a fight in me towards people challenging my ideas). So for the first year, I was the asshole. Then she began to make me slowly realize the patterns of what I was doing, and why it was unnecessary, over-the-top. and counterproductive.  And then there came a point where SHE started to become the asshole, the aggressor. Call it karma. Call it the universe realizing the exact point I was ready to have a taste of my own medicine hurled at me.

I've always been a person who is kind but can at times have a very short temper. I have tendencies to be a know-it-all, or be an asshole and disparaging to people when they are adamant about something that I know, scientifically, is wrong.  I'm not proud of this, but in 27 years it has unintentionally gained me lots of respect from peers and even elders. I always speak my mind, and I can go from 0-100 real quick when I sense someone is wrong intellectually, morally, or just simply out place and line.

Anyway, the first time she ever had a mental breakdown and yelled at me, almost on the verge of tears, was when I realized that I better back down and cool off and shut the fuck up, because when 2 people are yelling nothing is ever accomplished. I know this very well, as my family life growing up often consisted of 2 or even 3 people yelling at the same time. The futility of it all just hit me right there. It didn't help matters that we were in a foreign country, driving her dad's car, and I was trying to focus on the GPS but also full of rage and defensiveness. We were arguing over me not being nice even though she was trying her best to keep me entertained and happy. And she was right. I was being my worst self. I remember thinking like “holy fuck..I can really drive people to fucking insanity. That wasn't just a yell that she made. That was a primal scream like something a female Lioness makes when a male tries to mate with her. It was the type of scream a woman makes before she finally resorts to hitting you or crying.

I suddenly knew it was NOT the time to keep being offensive, especially when she was at her wits end.  Her being an asshole was the only way I was able to know how it felt when I was being the asshole. Isn't it funny how life works that way. I

I digress. The point is: ROLE REVERSALS and how important they are to keeping a relationship healthy. When she started to grow some teeth and was no longer this ‘always sweet, always compromising’ person, it really made me feel shitty and feel like my place in the room or conversation had no right to be voiced. It was an equalizer. It made us both realize that we need to constantly check in with each other and not make each other do things that weren't FULLY mutually enjoyable. It was a testing of limits for both of us and believe me, we found out what they were that day. Past that point, if one of us was visibly upset in any way about anything, the other person would LISTEN. Not object. Not argue. Not defend. Not offend. Just LISTEN.

You learn so much about your partner by listening, and as someone who has done most of the talking in almost 3 years, I can tell you, it's exhausting. Just sit back sometimes and let them search their mind for that funny, random, childhood story that defines who they are, or who their family member is. People can and will tell you everything...its just usually nobody actually LETS each other

The point is: when we first started dating, I was playing the role of the asshole who’s been hurt and darkened by life, and finds it hard to be trusting and patient and always compassionate. That was my always my role with women. Looking back, I think 90% of the girls who I was involved with interested in me because I was probably way smarter than any of the guys they'd ever met, although of course, women would never tell you something like that explicitly (they would never let you know that you hold all the cards).

Anyway, to conclude, if you're wondering why you're relationship isn't working, maybe it's that one or both of you are not able to play multiple roles.

[stardyng]

Transphobia in the LGBT Community

To hear cisgendered lesbian and gay people say transphobic things is not as rare as we like to believe it is. It may not  happen as concurrently as with heterosexuals, but it does happen way too much especially for a self-proclaimed accepting and inclusive community. That brings a certain sense of exclusion into our community, one that was haunting this community since it was created. This transphobia often exist in reason of their misunderstanding or lack of knowledge many have on trans folks and on trans people in general, in reason of their own extreme self-denial on the non-conformity they have on their gender which they take out on trans folks often by excluding or hating them, in reason of the newfound and rather widespread acceptance of privileged white gay men  in North America that created a unity with heterosexuals that’s leading to them trying to distance themselves from trans people, in reason of the hate people feel on the fact that we include trans rights as one of the many sort of rights the LGBTQ community have to fight for especially since it’s more controversial than marriage equality per example and also because of the anonymity that many cisgendered women feel that are aimed at trans women.

So much that a substantial amount of discussions that include gays/bi/les about trans people often include a lot of muzzling, unrivaled venom, harassment and even in the worse case scenario death threats. All of these negative feelings and the ignorance that exist in the community about trans folks  really intersect with trans folks when these trans folks happen to also be a sexual minority and are therefore enforced into regular social situations with ignorant cisgendered sexual minority  folks and that leads to certain conflicts, to feelings being hurt and to the exclusion of transgender folks  in general.  Really, there’s a clear systematic problem that exist in the LGBTQ community when it comes to trans rights and trans folks in general that is created because of LGBTQ organisations, the queer media, from queer men and even more from queer women.

To be blunt, LGBTQ organisations typically ignore trans folks and their issues. Despite the fact that these people have always been in the front of the revolution for queer rights politically and socially, they have just as concurrently received wrong end of the stick, especially non-binary and agender ones. The thing is that often, they are lumped with the rest of the community so people assume that trans folks are rightfully catered in queer spaces but they have always been just an afterthought. Big organisations often just have a limited amount of trans folks who are mostly white to fit with the token system in order to earn more funding rather than actually focus of the needs of trans folks who are probably the more marginalized part of the queer community. This is to the point where the basic needs of these people are not even met by these organisations. Food and sanctuary for homeless trans folks, a rightful healthcare free of bigotry, protection in their workplaces, the public bathroom debate and security from different kinds of assaults are all things that are ignored by these organisations despite the fact that trans folks (and queer people of color)  are the part of the community the most attacked and marginalized by our society.

On the other hand, when these organisations try to talk about trans issues, it’s mostly highly ignorant and apathetic cisgendered queer folks who do it and that have more negative affects than it has positive which leaves trans perspectives mostly absent from these organisations. This invisibility in these organisations (and in the media) leaves these people with no one there to represent them especially in these so called safe spaces. That’s not forgetting the constant invisibility that is present in the media with the exclusion of trans folks in LGBTQ history, and the atrocious and rare representation of trans folks on tv which creates a lot of misconceptions and perpetuates ignorance. In the end, there’s simply just so much to do in order for trans folks to truly feel safe and included in queer safe spaces and organisations and they should feel included and safe instead of constantly having to defend and advocating themselves in the community. By ignoring a major portion of our  community, we are only undermining our vow for actual equality.

In the entire LGBTQ community, one of the biggest gaps that exist  has to be the one between cisgendered lesbians and queer trans women. For starters, there is a troubling number of non-intentionally transphobic lesbians whom not only fear trans women but seem to also believe myths about trans women that they often openly perpetuate like how trans women fit into this very strained, old-dated way of being a woman which lesbians have fought extremely hard to dismantle in a political and social sense with media only contributing to this perpetuation as it also ignore all the range of gender presentations that trans women harbor and only focus on this tired stereotype. Of course, in comparison to other ways transphobia transpires in the lesbian community this is nothing and one of the ways which overshadows this one has to be the transphobia in the dating scene.

Often when lesbian trans woman are searching for a partner, they are rejected everywhere because of their gender state despite the fact that trans women do not harbor any physical trait that is consistent and common to every single trans woman despite the fact that they are trans. That’s because the reason for this rejection and their so called ‘’lack of attraction’’ of trans women only exist in reason of their perception of the concept of what it is to be a  trans women which often stem from cultural perceptions and in reason of the stereotypes and myths that exist about trans folks.  But many ignore or invalidate these claims since these claims which feel quite unfair and very accusatory  don’t perceive themselves as transphobic. There’s also the fact that it’s not easy to tell the difference between honestly not being attracted to a trans individual and not being attracted to a trans individual in reason the repulsion and distress of the concept being with someone they see as being actually a man which is obviously a perspective smothered in our society transphobic constraints which are often mediated in a socio-culturally that only oppress, estrange and dehumanize trans women.

This very big gap that exists between both communities doesn’t particularly stem from the treatment trans women are subjected to in the lesbian dating scene as it mostly is present reason of TERFS who are a group of cisgendered lesbians who are radical feminists whom mainly focus their time on constantly perpetuating exaggerated myths and ideas about trans folks which are typically shared by conservatives christians. The term itself means trans-exclusionary radical feminists which while rejected by the group describes their ideologies perfectly as they believe that transwomen are not only men but their goal is to invade safe spaces that are inclusivity for women and also believe that these ‘’predatory men’’ simply appropriate femininity for gains, whether they be social or sexual. Thankfully, this group is  small in number however they are also extremely visible and vocal enough to create a toxic gap between cisgendered lesbians and trans women.

They first and foremost spread many rumors about trans women such as the myth that trans women force other lesbians to date them by antagonizing them by saying that these women are transphobic by refusing to date them (It only is if it is because they are trans) which they perpetuate this specific myth in order to paint trans women as not only men, but also as rapists. It doesn’t really stop there as this gender-critical will use every method possible to dehumanize trans women and even more exclude and attack them. They often disallow these women from entering women only spaces and from certain LGBTQ inclusive events and certain organisations, they bully and harass  trans men into not transitioning often with myths and stereotypes, they generally just mock and harass trans people, they out them to their family and friends, they expose personal info about them to the world, they dedicate sites into putting them down,  they mock these women bodies and simply offer some of the most atrocious and disgusting manifestation of transphobia online and offline. They paint themselves as good people by saying that these actions validly embodies feminism and that they are only doing this to protect cisgendered women from trans women.

To a much lesser degree, the relationship between gay men and trans people is troubled as most gay men do not have any problem with the transgender community and do not try to take trans rights away from trans people and it’s generally not common nowadays as a big number of gay men are participating in the movement that’s created for trans acceptance and for trans people to have equal rights. However, an equal amount gay men simply have a unconcerned opinion on trans people which only turns into this belligerent hostility when gay men start to intersect with trans folks. The negativity of this intersection can come from both community as there are as many gay men who are transphobic as there are trans folks who are homophobic. However this transphobia which is established enough to be very hurtful is much more of a problem since discrimination tends to affects people who are lower on the social pyramid more. It’s definitely not as hurtful as the discrimination coming from cishets. Per example, even if in a LGBT space, some gay men constantly use the t-word, the space itself offers much more safety than the heterosexual one. That doesn’t change the problem itself which typically involve stereotypes.

Such stereotypes include the one that trans women are inherently attracted to men, and only transitioned into to be with heterosexual men which ultimately insinuate that the gay and trans communities cannot intersect. There’s the myth that trans men embodie this narrow-minded way of being masculine e which lead to gay men invalidating and questioning trans men when they do certain gay male traditions that are feminine in nature, the stereotype that trans men are actually just lesbians with body issues, that trans women are in some way or another into this reflection of themselves as women or the very misogynistic  stereotype that gay trans men are straight women who are not adequate since they are so comfortable with gay men and wanted to be with a gay man so much that they become one. This stereotype ultimately paints femaleness as so inferior that women have to escape it and despite it’s ridiculousness, it’s so incredibly sexist that it also became a common belief since misogyny is so widespread that it can be attached to almost all the types of discrimination. Regardless, these get really problematic when they are shared.

The place where the biggest amount of problems takes place in the gay male community is in it’s exclusive dating scene which has cisgendered masculine muscular white gay men as its center. In fact, the community as a whole has this image as the forefront of the community and that definitely has a certain amount of effects on trans men. The first being that some gay men validate their sexualities by degrading women’s bodies and more specifically, their genitalia. Some trans men still haven’t done the surgery on their lower half which is why it’s not only hurtful but also why many gay men actively exclude the entire trans men community in very disgusting ways (It’s okay to not want to date a guy for having a vagina, it’s just the way you do it that makes it okay or not okay and not every trans men have vaginas). Generally, this attitude towards this type of genitalia is regressive since it ignores the diversity that exist when it comes to gender identities and sexual orientations. Regardless, this idealization of this specific body time which seems okay at first actually ends up being cissexist and misogynistic as it shames every queer men who are not gay, who are of color, who are slim or/and effeminate, who are either not in the back half of their 10s or not in their 20s and/or are transgendered.

Thing is not being attracted to everyone is perfectly fine and no one can be but grouping everyone of a specific race, sexuality or a gender state(cis, trans) and deeming every single one of them as inferior and inherently not dateable because of stereotypes and myths about that specific part of them is is not fine and rather discriminatory regardless of whether it be conscious action or not(which is why not being attracted to a certain gender does not quality as that isn’t inmate). In general, in order for there to be progression we need to let the trans voice be heard and respect the people voicing their thoughts on trans issues instead of portraying them as simply being bitter or even just jaded. Conversations about these issues help positively influence some people's mindsets on trans folks which is why as a community, we should start doing this. So start calling out transphobia and  start including trans issues when it comes to discussion about LGBTQ rights whether they be bathroom laws which can be exclusive to trans folks and honestly, simply knowing that everyone deserves to individually treated with dignity and courtesy regardless of their presentation is a good start which can be done by confronting all the myths we hold,  the biases we harbor and our sometimes exclusive viewpoints so that hopefully, one day, we’ll stop treating the movement for equality like the LG movement and more like the LGBT movement.

[wordsmeansomethingsometimes-blog]

On What It’s Like to be a Canadian Millennial in  a relationship that actually works (and how)

So, Its 2018 and Im 2 months from being 28.

I've been in a relationship  for 3 years with an unbelievable girl who has been enormously loving, supportive, adventurous, helpful, empathetic and creative.  I've dated more different girls than most of my peers, and I have to say, all of them made me come to the conclusion that I'm better off just being alone and not even trying to talk to any females.

1 week later I met her. At a bar. She's from Europe..had been here 1 year when I met her.

The point of this this little piece is that: as someone who grew up with divorced parents and no TV and rarely ever saw an example of what a healthy romantic relationship looks like, my learning curve for how to be a good partner has been rather steep.

I had to learn a lot of stuff on my own from ages 14-24, and very quickly, usually not quickly enough, and by that I mean the girl would either leave because I wasnt being a good enough boyfriend or I would freak out and break up with them. But with my current girlfriend, everything has been different than the last 10 girls or so that I dated. Nothing has been the same.

And the reason it has been different is that she is, and has been with me...patient and forgiving enough to be able to teach me how to be patient and forgiving enough with her.  This post is about something in our beautiful, fully-functional relationship (not that we haven't had tons of fights) that I like to call “ROLE REVERSALS”.

An example of a ROLE REVERSAL here is that in the first 1 year of our relationship, I would be “the asshole”. I would lose my temper and start yelling or belittling her logic or thinking or argument, and I wouldn't let anything go until she “quit” the fight. It was quite verbally violent, although I think it's obvious that physically I would never intentionally intimidate a girl (besides maybe my sister, who is a malicious cunt who we all hate, and has bullied me and everyone else every opportunity she has had. And its any wonder I have such a fight in me towards people challenging my ideas). So for the first year, I was the asshole. Then she began to make me slowly realize the patterns of what I was doing, and why it was unnecessary, over-the-top. and counterproductive.  And then there came a point where SHE started to become the asshole, the aggressor. Call it karma. Call it the universe realizing the exact point I was ready to have a taste of my own medicine hurled at me.

I've always been a person who is kind but can at times have a very short temper. I have tendencies to be a know-it-all, or be an asshole and disparaging to people when they are adamant about something that I know, scientifically, is wrong.  I'm not proud of this, but in 27 years it has unintentionally gained me lots of respect from peers and even elders. I always speak my mind, and I can go from 0-100 real quick when I sense someone is wrong intellectually, morally, or just simply out place and line.

Anyway, the first time she ever had a mental breakdown and yelled at me, almost on the verge of tears, was when I realized that I better back down and cool off and shut the fuck up, because when 2 people are yelling nothing is ever accomplished. I know this very well, as my family life growing up often consisted of 2 or even 3 people yelling at the same time. The futility of it all just hit me right there.

It didn't help matters that we were in a foreign country, driving her dad's car, and I was trying to focus on the GPS but also full of rage and defensiveness. I knew it was NOT the time to keep being offensive, especially when she was at her wits end.

I digress. The point is: ROLE REVERSALS and how important they are to keeping a relationship healthy. When she started to grow some teeth and was no longer this ‘always sweet, always compromising’ person, it really made me feel shitty and feel like my place in the room or conversation had no right to be voiced. It was an equalizer. It made us both realize that we need to constantly check in with each other and not make each other do things that weren't FULLY mutually enjoyable. It was a testing of limits for both of us and believe me, we found out what they were that day. Past that point, if one of us was visibly upset in any way about anything, the other person would LISTEN. Not object. Not argue. Not defend. Not offend. Just LISTEN.

You learn so much about your partner by listening, and as someone who has done most of the talking in almost 3 years, I can tell you, its exhausting. Just sit back sometimes and let them search their mind for that funny, random, childhood story that defines who they are, or who their family member is. People can and will tell you everything...its just usually nobody actually LETS each other

The point is: when we first started dating, I was playing the role of the asshole who’s been hurt and darkened by life, and finds it hard to be trusting and patient and always compassionate. That was my always my role with women. Looking back, I think 90% of the girls who I was involved with interested in me because I was probably way smarter than any of the guys they'd ever met, although of course, women would never tell you something like that explicitly (they would never let you know that you hold all the cards).