Medical OCN : Oncology Certified Nurse - 2023 Exam Dumps

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Latest 2023 Updated Medical Oncology Certified Nurse - 2023 Syllabus
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Exam Number : OCN
Exam Name : Oncology Certified Nurse - 2023
Vendor Name : Medical
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OCN Exam Format | OCN Course Contents | OCN Course Outline | OCN Exam Syllabus | OCN Exam Objectives

Exam ID : OCN

Exam Title : Oncology Certified Nurse (OCN®)

Questions : 165

Duration : 3 hours

Exam Type : multiple-choice

Test Content Outline (Effective 2020)

I. Care Continuum - 19%

A. Health promotion and disease prevention (e.g., high-risk behaviors; preventive health practices)

B. Screening and early detection

C. Navigation

D. Advance care planning (e.g., advance directives)

E. Epidemiology

1. Modifiable risk factors (e.g., smoking, diet, exercise, occupation)

2. Non-modifiable risk factors (e.g., age, gender, genetics)

F. Survivorship

1. Rehabilitation

2. Recurrence concerns

3. Financial concerns

4. Employment concerns

5. Insurance concerns

6. Family and social support concerns

7. Sexuality concerns

G. Treatment-related considerations

1. Delayed-onset side effects

2. Chronic side effects

3. Secondary malignancies

4. Follow-up care

H. End-of-life care

1. Grief

2. Bereavement

3. Hospice care

4. Caregiver support

5. Interdisciplinary team

6. Pharmacologic comfort measures

7. Non-pharmacologic comfort measures

II. Oncology Nursing Practice - 17 %

A. Scientific basis

1. Carcinogenesis

2. Immunology

3. Clinical trials (e.g., research protocols)

B. Site-specific cancer considerations

1. Pathophysiology

2. Common metastatic locations

3. Diagnostic measures

4. Prognosis

5. Classification

6. Staging

7. Histological grading

C. Scope, standards, and related issues

1. Standards of care (nursing process)

2. Legal (including documentation)

3. Accreditation (e.g., The Joint Commission)

4. Self-care (e.g., managing compassion fatigue)

D. Standards of professional performance

1. Ethics (e.g., patient advocacy)

2. Education

3. Evidence-based practice (e.g., Putting Evidence Into Practice (PEP) guidelines) and research

4. Quality of practice

5. Communication

6. Leadership

7. Collaboration

8. Professional practice evaluation

9. Resource utilization

10. Environmental health (e.g., safety, personal protective equipment, safe handling)

III. Treatment Modalities - 19%

A. Surgery

B. Blood and marrow transplant

C. Radiation therapy

D. Chemotherapy

E. Biotherapy

F. Immunotherapy

G. Vascular Access Devices (VADs) for treatment administration

H. Targeted Therapy

IV. Symptom Management and Palliative Care - 23%

A. Etiology and patterns of symptoms (acute, chronic, late)

B. Anatomical and surgical alterations (e.g., lymphedema, ostomy, site-specific radiation)

C. Pharmacologic interventions

D. Complementary and integrative modalities (e.g., massage, acupuncture, herbal supplements)

E. Palliative care considerations

F. Alterations in functioning

1. Hematologic

2. Immune system

3. Gastrointestinal

4. Genitourinary

5. Integumentary

6. Respiratory

7. Cardiovascular

8. Neurological

9. Musculoskeletal

10. Nutrition

11. Cognition

12. Energy level (i.e., fatigue)

V. Oncologic Emergencies - 12%

A. Disseminated intravascular coagulation (DIC)

B. Syndrome of Inappropriate Antidiuretic Hormone Secretion (SIADH)

C. Sepsis (including septic shock)

D. Tumor lysis syndrome

E. Hypersensitivity

F. Anaphylaxis

G. Hypercalcemia

H. Cardiac tamponade

I. Spinal cord compression

J. Superior vena cava syndrome

K. Increased intracranial pressure

L. Obstructions (bowel and urinary)

M. Pneumonitis

N. Extravasations

VI. Psychosocial Dimensions of Care - 10%

A. Cultural, spiritual, and religious diversity

B. Financial concerns (including available resources)

C. Altered body image

D. Learning styles and barriers to learning

E. Social relationships and family dynamics

F. Coping mechanisms and skills

G. Support

1. Patient (i.e., individual and group)

2. Caregiver (including family)

H. Psychosocial considerations

1. Anxiety

2. Loss and grief

3. Depression

4. Loss of personal control

I. Sexuality

1. Reproductive issues (e.g., contraception, fertility)

2. Sexual dysfunction (e.g., physical and psychological effects)

3. Intimacy

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COMEDK UGET 2023 Final Answer Key Released, Download PDF File Here

COMEDK UGET 2023 Final Answer Key has been released on the official website. Candidates can access the revised keys by entering their login details. Check details here.

COMEDK UGET 2023 Final Answer Key OUT COMEDK UGET 2023 Final Answer Key OUT

CBSE Term 2 Accountancy Syllabus- Class 11th

COMEDK UGET 2023 Final Answer Key: The consortium of Medical, Engineering, and Dental Colleges of Karnataka (COMEDK) has released the UGET final answer keys today i.e. June 6, 2023, at 12.00 PM. The revised answer keys have been released for engineering. Candidates who appeared in the exam can download the COMEDK UGET revised key on the official website: They will have to enter the login details to access the key.

The authorities upload the provisional answers key on May 30 and invited objections from the candidates. After assessing the objections raised, a few changes were made. Afterward, COMEDK UGET 2023 final answer key has been published on the official website of COMEDK.

CBSE Term 2 Accountancy Syllabus- Class 11th

COMEDK 2023 Answer Key PDF- Direct Link (Available Now)

COMEDK UGET 2023 Schedule

Candidates who took the exam can check out the important dates alongside the dates in the table below.



Provisional answer key release

May 30, 2023

Last date to raise objections

June 1, 2023

COMEDK UGET 2023 Final answer key 

June 6, 2023

COMEDK UGET Result 2023

June 10, 2023

How to Download COMEDK UGET 2023 Final Answer Key PDF?

Candidates can access the revised key for engineering on the official website. They can follow the below steps to download the PDF file-

CBSE Term 2 Accountancy Syllabus- Class 11th

Step 1: Go to the official website:

Step 2: Now, click on the login window

Step 3: Enter the application number/User ID and password

Step 4: The COMEDK 2023 answer key PDF will appear on the screen

Step 5: View and download the same

Step 6: Keep at least 2 hard copies for future reference

Also Read: IIT JAM Counselling 2023: Round 1 Seat Booking Window Closes Tomorrow, Check Details Here

City's medical marijuana policy for employees remains unchanged, to the chagrin of some

Nearly five months after City Councilor Grant Miller suggested the city change its policies to allow employees to use medical marijuana as they would any other prescription medication, the idea remains a topic of conversation — and of some frustration — among city leaders.

Miller first broached the subject in January when councilors and Mayor G.T. Bynum met to set their priorities for the year. Miller met with Bynum and other city officials in March to discuss the matter further.

In this week's episode, Ginnie Graham and Barry Friedman discuss the legalization of recreational marijuana, which will be voted on March 7. Will State Question 820 pass? Should it pass? What are the pros and cons? Ginne and Barry debate the different sides of a complicated issue.

“It was a short meeting,” Miller said. “For my mind, the purpose of the meeting was to bring all of those folks together who might be affected or impacted by this … and just sit them down and then find out what information it is that they need in order to move forward with some kind of a policy.”

Miller, who is a licensed cannabis grower, said what he took away from the meeting was that “there was very much a willingness to explore what is possible and that we could probably at some point find some middle ground.”

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He stressed that city officials gave no indication that they “are open to actually changing the policy” but did show an openness “to exploring how we could do that if we were willing to.”

Currently, the city can test employees for drug use and can discipline an employee if THC metabolites are detected.

Oklahomans voted in 2018 to approve State Question 788, which legalized the use of medical marijuana for those with a doctor's recommendation.

In making his proposal in January, Miller cited concerns he’d heard from Tulsa firefighters about the potential harmful effects of opioids and their desire to have cannabis available as a safer option for certain medical conditions.

“We have got doctors handing out prescriptions to city staff and to firefighters for the very same thing we are allegedly trying to combat,” Miller said. “It’s a big problem.”

Matt Lay, president of Tulsa Firefighters IAFF Local 176, said post-traumatic stress, sleep disorders, anxiety and chronic pain are common causes of physical and mental health problems among firefighters.

In the last 15 years, Lay said, four active firefighters have died from suicide or overdoses.

“In all of those situations, you had the presence of opioids,” he said, adding, “If you are telling me that there is a safe and effective alternative to an opioid, why wouldn’t we want firefighters to have access to that?”

Bynum said Thursday that he remains open to discussion and consideration of the issue.

“This is a medical policy issue that impacts hundreds of firefighters who are responsible for protecting the lives of 400,000 Tulsans,” he said. “This is not something I will move on casually or without thorough evaluation.”

Lay said the current policy is problematic because it lacks clarity and is applied arbitrarily.

“That is part of what has been problematic — that range from zero discipline and maybe a referral to an employee assistance program all the way through a termination on a first offense,” Lay said.

Little has changed in the firefighters’ drug and alcohol policy since it was adopted in the mid-1990s, Lay said.

“It is very disappointing that a city like Tulsa, that claims to be progressive, should have such archaic views towards something that more than two thirds of Tulsans support and have voted to adopt at the state level,” he said.

Lay pointed to a 2021 survey of 516 likely Tulsa general election voters in which 67% of respondents said they would support a ballot measure allowing firefighters to use medical marijuana if recommended by a doctor and used only while off duty.

Of the 67% of respondents who said they would support such a measure, 46.5% said they would strongly support it and 20.5% said they would somewhat support it.

The survey, commissioned by Local 176 and conducted by Cygnal, had a margin of error of plus or minus 4.31 percentage points.

Lay said the union recently agreed to a tentative agreement with the city on a fiscal year 2024 contract but that the subject of medical marijuana was never on the table.

“We were informed by the city’s negotiator that it was a nonstarter as far as the city was concerned,” he said.

Miller expressed disappointment in the lack of movement on the matter, saying city leaders seem to want things to stay the same.

"They are not interested in giving firefighters an opportunity to use alternative medications and want them to stay on these pain pills and stuff," the councilor said.

Bynum said the medical marijuana issue is an evolving one and that the city did not want to unduly delay firefighters’ getting the raises they deserved while one policy issue was being evaluated.

“So we did not consider it for this contract,” he said. “As I have told Councilor Miller and others, I remain open-minded on the issue. The main challenge right now is that both our city physician and our fire chief do not believe we could safely implement such an option when dosages are not federally monitored and regulated in the same way other medications typically are.

“I do not want to do anything that would put citizens or firefighters at risk, so we have to work through that particular concern.”

The drug policy for firefighters, as spelled out in their collective bargaining agreement and administrative operating procedures, is nuanced. 

It reads, in part: "Normally, a non-probationary employee with a previously satisfactory work record will be given one (and only one) opportunity to continue employment after an initial occurrence of a positive drug or alcohol test where such testing was required by the City."

Generally speaking, a firefighter who violates the policy the first time remains on the job but is subject to discipline. The individual will be subject to random and/or periodic drug testing and must participate in an Employee Assistance Program. 

A firefighter who violates the policy a second time is subject to termination.

Firefighters are tested for alcohol, marijuana metabolites and cannabinoids, opiates, synthetic and semi-synthetic narcotics, cocaine, amphetamines and PCP.

City officials stress that they follow applicable laws for all employees and adhere to collective bargaining processes.

Fire Chief Michael Baker was among the city officials who met with Miller in March to discuss the issue.

“I am really kind of still studying it, to be honest,” Baker said. “The question I have is: How is it going to impact what we can do to help our people? How would you manage it effectively?

“The most important concern for me, whether it is this topic or any topic, is: How does it impact the trust that the public has in us?”

The new Tulsa World app offers personalized features. Download it today.

Users can customize the app so you see the stories most important to you. You can also sign up for personalized notifications so you don't miss any important news.

If you're on your phone, download it here now: Apple Store or Google Play


Marijuana violations took over 10,000 truck drivers off the road last year, adding more supply chain disruptions Marijuana violations have taken over 10,000 truck drivers off the road this year, adding more supply chain disruptions

Delayed packages, bare grocery store shelves, and inflated prices have become the norm for American consumers over the past two years. While the COVID-19 pandemic has been the catalyst, there are other challenges causing supply chain issues, including a lack of truck drivers to transport goods from one place to another. In late 2021, the American Trucking Associations reported that the driver shortage had risen to an all-time high of 80,000, partly due to the aging population and shrinking wages.

In response, the Biden administration vowed in December to get more truck drivers on the road by boosting recruitment efforts and expediting the issuing of commercial licenses. However, that won’t have an effect on another hurdle: disparate marijuana laws across the U.S. that are contributing to an increase in violations. In 2022, a growing number of truckers are being taken off the job, which could soon worsen the already suffering supply chain.

As more states legalize recreational marijuana—four of which did so in the past year and three more are expected to by the end of 2022—more truck drivers have tested positive for the substance. As of April 1, 2022, 10,276 commercial vehicle drivers have tested positive for marijuana use. By the same time in 2021, there had been 7,750 violations. That’s a 32.6% increase year over year.

Truck drivers who travel cross-country face inconsistent state regulations as 19 states have legalized recreational marijuana and 37 states permit it for medicinal purposes. But even if a driver used marijuana or hemp-based products like CBD while off duty in a state where those substances are legal, they could still be faced with a violation due to the Department of Transportation’s (DOT) zero-tolerance policy at the federal level. “While states may allow medical use of marijuana, federal laws and policy do not recognize any legitimate medical use of marijuana,” a DOT handbook for commercial vehicle drivers reads. “Even if a state allows the use of marijuana, DOT regulations treat its use as the same as the use of any other illicit drug.”

Stacker looked at what's causing thousands of truckers to be removed from their jobs, and the looming domino effect of the continued supply chain disruptions.

You may also like: History of trucking in America

Brendan Smialowski // AFP via Getty Images Truck drivers are being tested more and the consequences for drug-related violations have increased

Under regulations set forth by the DOT, truck drivers are tested for drug use—including  marijuana—prior to starting a new job. They can also be tested at random, as well as after accidents. In January 2020, the DOT’s Federal Motor Carrier Safety Administration also upped the random drug testing rate from 25% of the average number of driver positions to 50%. Truck drivers are mainly screened for drug use via urinalysis, but there are now new saliva tests being proposed as well.

At worst, if a driver fails just one drug test, that can be grounds for termination under DOT regulations. At best, they are temporarily taken off the road and required to complete an evaluation with a substance misuse professional who determines their rehabilitation process, which can sometimes take months.

As of January 2020, employers are also required to list commercial drivers who fail a drug test in the FMCSA’s Drug & Alcohol Clearinghouse. These violations remain searchable for five years. Potential employers are also required to check the Clearinghouse to see if a commercial driver had any previous violations, which would prevent them from being hired.

Sergey Mikheev // Shutterstock Differing marijuana laws by state are causing confusion among truck drivers

In recent years, more states have legalized both recreational and medical marijuana, making it more widely available and used. However, marijuana use is still prohibited for commercial truck drivers, state laws and medical prescriptions aside. According to the FMCSA, “a driver may not use marijuana even if [it] is recommended by a licensed medical practitioner.” The DOT has maintained its zero-tolerance stance for marijuana use even as it’s become legalized, saying, “Legalization of marijuana use by States and other jurisdictions also has not modified the application of U.S. Department of Transportation drug testing regulations.”

A commercial driver could use marijuana while off-duty, not driving, and in a state where marijuana is legal, but still test positive for the substance for up to a month later and be taken off the road. The American Addiction Centers says for infrequent marijuana users—meaning those who use the substance less than two times a week—it can show up in their urine for up to three days. Someone who uses marijuana several times a week can test positive for up to three weeks, and those who use marijuana even more frequently can “test positive for a month or longer.”

Konektus Photo // Shutterstock Truck drivers with violations tend to not return, adding to the shortage and supply chain woes

Shortages, factory closures, and goods waiting to be unloaded at ports are just some of the current issues affecting the supply chain across America. Trucking transports 72% of products within the U.S., according to a report from the White House, but a growing number of commercial drivers are sidelined for marijuana use.

The return-to-duty process that commercial vehicle drivers must undergo once faced with a marijuana violation can keep them from returning to work at all. According to the FMCSA’s monthly report, 89,650 commercial drivers are currently in prohibited status as of April 1, 2022, but 67,368 of them have not begun the RTD process. 

If violations continue at the current rate, the truck driver shortage will further disrupt the supply chain, which means higher prices not just for commodities but the cost of living at large.

You may also like: Grocery items with the greatest price increase in April

Frederic J. Brown // AFP via Getty Images City employee drug testing policy summary

The Tulsa World compiled the following questions and answers to provide a general overview of the city of Tulsa's drug testing policy.

Q. When was it adopted?

A. In 2018, after Oklahoma voters approved State Question 820, legalizing medical marijuana.

Q. Which employees are tested?

A. All new applicants who have been offered a city position are tested for marijuana metabolites, opiates including semisynthetic, cocaine, amphetamines and PCP. As part of the city's testing process, only commercial driver's license holders are tested for barbiturates and benzodiazepines.

Q. What happens if applicants for safety-sensitive jobs test positive for marijuana metabolites?

A. If an applicant for a safety-sensitive job tests positive for marijuana metabolites, the person cannot continue through the hiring process, even if he or she has a valid medical marijuana card. However, the person could apply for a non-safety-sensitive position.

Q. What happens if an employee tests positive for medical metabolites?

A. If an employee is applying for a non-safety-sensitive job, tests positive for marijuana metabolites as part of the drug screening process, and can produce a medical marijuana card, the city will not take any action.

It’s important to note that the only employees subject to random drug tests are those with safety-sensitive jobs, while all employees are subject to drug tests for reasonable suspicion.

The first time an employee tests positive, the employee could be terminated due to their probationary status and/or work history, or the city could enter into a last-chance agreement with that employee, which comes with substance abuse counseling and random testing. If a last-chance agreement is in play and the employee meets the requirements of the last-chance agreement, he or she can return to work.

If the person tests positive again before the last-chance agreement expires, the employee is scheduled for a pretermination hearing.

Employees who test positive again after successfully completing a last-chance agreement for a first violation would be subject to a disciplinary review that could result in termination.

Q. What about police officers, firefighters and 911 employees?

A. Their drug policies are determined through the collective bargaining process.

Medical Genomics Lab

Please note: 

The UAB MGL will be lifting the moratorium for the RNA-based biopsy testing of CAL spots on January 3, 2023 (test code: NF14C). To request the required culture media, please complete a kit request here. Instructions for collection and shipment of these specimens can be found here.

The moratorium for the RNA-based biopsy testing of neurofibromas will remain in place until further notice (test code: NF14N*).

*Neurofibromas can still be tested using next generation sequencing but cannot be tested via RNA

Given the rapidly changing situation and the complexities of these testing approaches, please contact the MGL if you are considering this test or would like to discuss a specific case.

For more information regarding the Medical Genomics Laboratory holiday closures and sample receival availability, please see Holiday Closures.  Overview

The Medical Genomics Laboratory (MGL) is a CAP-certified nonprofit clinical laboratory at the University of Alabama at Birmingham, offering comprehensive testing for common and rare genetic disorders.  The MGL specializes in testing for all forms of the neurofibromatoses including NF1, Legius syndrome (SPRED1 disorder), segmental NF, NF-Noonan, spinal NF, Watson syndrome, NF2, and schwannomatosis as well as the RASopathies, and tuberous sclerosis complex. 


UAB Medical Genomics Laboratory720 20th St. S., Suite 330Birmingham, AL 35294Phone: 205.934.5562Fax: 205.996.2929E-mail: 

Tell us how we are doing! Please complete our customer satisfaction survey and share your feedback! Please click here for survey. 


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