ASSOCIATION Practitioners pledge small changes for more life balance
During his keynote speech at the AAEP’s 2017 Annual Convention, Nigel Marsh challenged audience members to come up with and implement one small change to help bring greater balance into their lives. He requested those commitments be
sent to the AAEP for compilation and publication (anony- mously) in the hopes of inspiring other practitioners.
The AAEP received hundreds of emails pledging to make changes in three primary areas: personal relationships, personal development/personal interests and work.
To see a complete list of AAEP-member pledges for inspi- ration, ideas or simply out of curiosity, visit the Feb. 23 post in the AAEP Healthy Practice Blog, accessible at
aaep.org/wellness/blog.
Nominate a deserving colleague for an AAEP award Nominations due by June 1
The AAEP is accepting nominations until June 1 for its annual awards program. Winners will be announced and recognized during the President’s Luncheon at the AAEP’s 64th Annual Convention in San Francisco, Calif., Dec. 1–5, 2018.
Nominations are being accepted in the following categories:
AAEP Research Award Distinguished Educator – Academic Award Distinguished Educator – Mentor Award Distinguished Life Member Award Distinguished Service Award George Stubbs Award Sage Kester Beyond the Call Award The Lavin Cup (The Equine Welfare Award)
Visit
aaep.org/about-aaep/annual-awards for nomination forms as well as additional information about the awards and selection process. You may also request a nomination form from Sue Stivers at
sstivers@aaep.org or (859) 233-0147.
Dr. Harry Werner, left, receives the Distinguished Life Member Award from 2017 AAEP President Dr. Reynolds Cowles during the 63rd Annual Convention in San Antonio, Texas.
“I’m saying ‘NO’ at least once per month to an instance where I would normally say ‘ YES’ out of feelings of guilt and obligation, when I really actually want to say no.” —2017 AAEP Annual Convention attendee
AAEP News April 2018 V
#MeToo and veterinary practice, continued
complainant cannot be assured of 100% confidenti- ality because the allegations need to be investigated.
complaint, as well as any witnesses, and properly document the findings.
should take prompt, effective remedial action that is proportional to the harassment that occurred.
law protects complainants of harassment from
retaliation. Employees who have complained or participated in the EEOC process concerning a complaint cannot be terminated, demoted or suffer other adverse actions because he or she complained about harassment.
The next article will focus on what employees can do if they are harassed at work.
Sharon Gold is an employment attorney at Wyatt, Tarrant & Combs in Lexington, Ky.
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