PDF Archive search engine
Last database update: 17 December at 11:24 - Around 76000 files indexed.
They draw especially on the regular inputs of Artur Gherman, and are based on the assumption and hope that he would be a full contributor to several suggested outputs and keeping high readiness for delivery of those outputs with timely, accurate and well analysed and forwarding looking assessments.
Therefore, the focus of this article will be specifically on the need for cognitive therapies for this rather underrepresented, yet serious phenomenon of elderly depression especially in the scope of its social risk factors including bereavement overload, generational conflict, and how the elderly tends to be “dehumanized” in the modern society.
Committee on Rights and Compensation (CRC) University of Colorado at Boulder 16 June 2016 Who we are and what we do: We are a group of graduate employees committed to improving the lives of all current and especially future graduate employees at CU Boulder. The hard work we perform is on the front lines of teaching and research that keeps the university running and maintains CU’s reputation as a toptier university. CRC is monitoring graduate worker issues, particularly financial compensation and workplace rights, with the goal of implementing needed changes. CRC aims to improve graduate worker conditions with action complementary to work done by the United Government of Graduate Students (UGGS). Why now: While it is not new that graduate employees face challenges, the increasing disparity between our compensation and minimum selfsufficiency income, combined with recent administrative mishandlings of academic and employment issues, have prompted graduate employees to come together to improve our situations. Why this matters: Graduate students’ economic vulnerability can impede their ability to pay rent, deal with medical conditions, or survive an unplanned emergency. Such economic stresses negatively impact their work as researchers and educators, work that is necessary to University of Colorado’s mission. It can also delay time to graduation and impede recruitment of new talent. What are our concerns? ● ● ● ● ● Current graduate employee compensation falls well short of a living wage. Hours worked may exceed hours paid, funding can be unpredictable semestertosemester (sometimes with negligible notice of funding cuts), and current employment contracts allow for appointments to be withdrawn without due process. While these concerns are not unique to CU Boulder, the situation is especially bad here. By our committee’s calculations, the gap between a living wage and the cost of living is greater than that of any other PAC12 institution especially after accounting for the mandatory fees that are a precondition to our employment Graduate employees lack adequate health insurance, familyfriendly policies, support services and resources, and affordable, available, oncampus grad student housing. We deserve transparent and consistent criteria for employment appointments. We deserve accurate information on time to graduation and graduation outcomes, information vital to recruitment and retention. Especially as STEM majors become more popular, we deserve consistent teaching lab safety standards, equipment, and training. We deserve transparency and accountability with regards to sexual misconduct, discrimination, harassment, and other violations of the Graduate Student Bill of Rights. The current processes often discourage reporting, making problems hard to solve. Of note: The University implemented a Campus Climate Survey for all graduate students in the Fall of 2014, yet most data is still not publicly available, leaving us unable to address the problems uncovered. The findings of this survey have not lead to sufficient changes in policy. For more information, contact Roger Emmelhainz at email@example.com .