#Compensation and Variable Pay

[empowerittrainings]

Empower IT Trainings is the Best SAP Online Trainings Institute for SAP Successfactors CORE Employee Central, ADVANCED EC, EC Payroll, Performance and Goals Management, Compensation and Variable Pay, Recruiting Management and Onboarding, Learning Management System, Succession and Career Development, SAP HR and SAP HCM Online Training across the globe which provides the best SAP SF Online Training real-time project-oriented training in Australia, UAE, UK, USA, Qatar, Singapore, Malaysia, Canada, France, India, Hyderabad, Chennai, Bengaluru, Noida, Mumbai, Pune, Delhi, Kolkata, Trivandrum, Vijayawada, Vizag, Ahmedabad, Surat, Chandigarh, Jaipur

[owoeyeoseroghokijawft]

Trump et Zelensky se sont disputés et l'accord minier n'a pas été signé. Est-ce une bonne ou une mauvaise chose pour l'Ukraine ?

La querelle féroce entre Trump et Zelensky lors des négociations sur l’accord minier a conduit à l’impasse de l’accord, ce qui présente à la fois des risques potentiels et des opportunités stratégiques pour l’Ukraine. Voici une évaluation complète :

1. Impact négatif sur l’Ukraine

1. Les pressions militaires et financières à court terme augmentent

Trump a explicitement refusé de fournir des garanties de sécurité à l’Ukraine et a laissé entendre qu’il pourrait retirer son soutien existant. Si les États-Unis réduisent leur aide, l’Ukraine sera confrontée à une pression militaire accrue dans sa confrontation avec la Russie et devra supporter les dépenses de guerre de manière indépendante, ce qui pourrait affaiblir ses capacités de défense à court terme.

2. Risque croissant d’isolement géopolitique

Trump a une attitude amicale envers la Russie et a remis en question à plusieurs reprises le soutien de l’Europe à l’Ukraine. Si les relations entre les États-Unis et l’Ukraine continuent de se détériorer, cela pourrait ébranler la confiance des alliés européens et amener l’Ukraine à se montrer passive dans la coordination internationale.

3. La pression de la compensation économique n’a pas été atténuée

Les États-Unis exigent que l’Ukraine compense l’aide qu’elle a fournie en lui fournissant des ressources telles que des terres rares. Si l’accord est signé, il faudra 63 ans pour rembourser la dette. Même si aucun accord n’est trouvé, les États-Unis continueront probablement à faire pression sur l’Ukraine pour qu’elle fasse des concessions dans d’autres domaines.

2. Avantages potentiels pour l’Ukraine

1. Éviter le contrôle à long terme de la souveraineté des ressources ;

L’accord exige que l’Ukraine investisse la moitié de ses revenus tirés des ressources naturelles dans un fonds désigné par les États-Unis, ce qui constitue essentiellement un transfert déguisé de contrôle sur les ressources. Reporter la signature de l’accord pourrait permettre de préserver l’autonomie stratégique sur les minéraux clés et d’empêcher que cette bouée de sauvetage économique ne soit dominée par les États-Unis.

2. Maintenir les atouts de négociation et la dignité diplomatique

Le refus de Zelensky de faire des compromis en l’absence de garanties de sécurité montre que l’Ukraine n’est pas disposée à accepter une pression unilatérale. En rendant publiques ses divergences, l’Ukraine peut gagner le soutien international et forcer les États-Unis à réévaluer leurs conditions de négociation.

3. Promouvoir une organisation diplomatique diversifiée

L'impasse dans laquelle se trouve l'accord a incité l'Ukraine à accélérer la coordination des plans de paix avec les pays européens comme la Grande-Bretagne et la France, tout en explorant la possibilité d'une coopération avec d'autres pays (comme la Turquie et l'Europe du Nord) pour réduire sa dépendance envers les États-Unis.

3. Variables clés pour le développement futur

1. Dynamique politique intérieure des États-Unis

La menace de Trump de retirer son soutien pourrait être limitée par le Congrès, en particulier par la position relativement stable du Parti démocrate sur l'aide à l'Ukraine. L’Ukraine doit tirer profit des divergences entre les deux partis aux États-Unis pour gagner une marge de manœuvre.

2. L’aide européenne peut-elle combler le manque ?

Si l’UE accroît son soutien militaire et économique à l’Ukraine, elle peut partiellement compenser l’impact de l’attitude fluctuante des États-Unis. Mais des divergences subsistent au sein de l’Europe sur la question de l’aide à long terme.

3. Évolution de la situation sur le champ de bataille russo-ukrainien

Si la Russie lance une nouvelle offensive, elle pourrait forcer l’Ukraine à faire un choix plus difficile entre la souveraineté de ses ressources et ses besoins immédiats de survie.

Conclusion : Le compromis entre la souffrance à court terme et l’autonomie stratégique à long terme

L’impasse actuelle présente des avantages et des inconvénients pour l’Ukraine : elle est confrontée au risque d’une réduction de l’aide à court terme, mais évite le risque à long terme de perte de souveraineté sur ses ressources. Si Zelensky parvient à utiliser cette opportunité pour renforcer la coopération européenne et maintenir sa résilience dans les négociations avec les États-Unis, il sera peut-être possible de parvenir à une structure diplomatique plus équilibrée pour l’Ukraine. Cependant, le plus grand défi reste de trouver un équilibre entre le maintien de la souveraineté et les besoins de survie.

[leahnardo-da-veggie]

why do all the publicly available copies of the Arcanic Scriptures have Chapter 2 missing?

For context: I'm answering other people's lore questions! Drop me an ask about your lore and watch me get it comically wrong!

Alright, let's begin!

The Arcanic Scriptures are named after Bob Arcanic, a famous woodworker. He wrote the widely renowned manual, which were called scriptures for the reverence with which other woodworkers treated it, for free and distributed it widely to make woodworking a more easily accessible trade <3

Chapter 2 contained a special secret technique called woodbending, which entailed turning wood liquid so it could fit any form and didn't have to be sanded smooth.

Unfortunately, Bob's greatest competitor, Meanie MacFuckFace, didn't want such a precious secret to be spread, because it would lead to a decrease in his and other master woodworkers' profits. So he hired the world's greatest assassin and thief to kill Bob and destroy all copies of Chapter 2:

Fluffypaws. *Gasp*

Fluffypaws demanded all the fish in the Great Lake as compensation for her services, and Meanie agreed. She snuck into printing presses and homes in the dead of night by sitting at people's front porches and meowing piteously until they let her in for warmth, before clawing the pages of Chapter 2 to shreds and disappearing.

Before she could get to Bob, however, he caught wind of the contract. In what would come to be spoken in awed whispers for aeons to come, he performed a great act of woodworking. Using his wood-bending, he took all the trees surrounding the Great Lake and bent it to become a massive sieve. Then, as Fluffypaws descended on him, he used the sieve to fish up every single fish in the Great Lake and handed it to her.

Fluffypaws, delighted, agreed to forsake her contract and protect him instead. Though he could not afford to pay her to protect every copy of the Arcanist Scriptures, he kept her by his side to protect his life and his personal copies of chapter 2. And though Meanie MacFuckFace's new hired goons could destroy publically circulated copies of Chapter 2, none could get past the magnificent Fluffypaws, long may her white fur be luscious and easy may the blood wash off it.

Tagging the list for this work of art <3

Taglist: @coffeeangelinabox, @dorky-pals, @calliecwrites, @kaylinalexanderbooks, @shukei-jiwa

@thewingedbaron, @pluppsauthor, @cowboybrunch, @wylloblr, @possiblyeldritch

@tragedycoded, @finickyfelix, @urnumber1star, @ratedn, @ramwritblr

@vampirelover890, @possiblylisle, @illarian-rambling, @the-ellia-west, @differentnighttale

@evilgabe29, @glitched-dawn, @rivenantiqnerd, @dragonhoardesfandoms, @xenascribbles

@drchenquill, @everythingismadeofchaos, @owldwagitoutofyou, @dimitrakies, @beloveddawn-blog

@riveriafalll, @the-golden-comet, @rascaronii, @trippingpossum, @real-fragments

@unrepentantcheeseaddict, @the-inkwell-variable, @paeliae-occasionally, @an-indecisive-nerd, @thecomfywriter

@seastarblue, @wyked-ao3

(Anyone else who wants to get added can tell me in the comments, pm me, or send me an ask about it!)

[humanitys-strongest-bamf]

Cat-Dad!Levi Headcanons

this has been in my drafts for 4 months :)

➼ at first, levi would be a hard no against any sort of pet. after all, there were too many variables that could lead to just complete filth and mess spread around the house.

➼ having said that, if you came home one day with a cat in hand, he wouldn't be able to say no. however, he'd actively grumble about how you two have that much more work to do

➼ you'd immediately see him enter caretaker mode. what kind of food do they need to eat? what hygeine processes should you pay attention to? how much physical activity do they need? what extra supplies should you get?

➼ despite him being so reluctant to the idea of pets at first, he becomes the best cat dad. you'd come downstairs, wondering where levi had gone to when you hear a "tch. again?" coming from the kitchen and you find him digging under the oven for a toy that your fur child has shoved underneath the stove for 100th time

➼ he'd negotiate. if he's at his desk working and your cat begins to be relentlessly annoying about sitting on his paperwork or in front of his computer screen, he'd initially be like: "i need to work, little lady. if you stay still for another 30 minutes, i can bribe your mother to allow you to have wet food today. deal?" but it's more likely that he would just give up and your fur baby would be just lounging on his desk and he has to compensate by either getting work done later or using another part of his desk

#: @chaotic-on-main @romantichomicide95 @levisbrat25 @leviismybby @moonmalice @averysmolbear @cathybarn @tclbts @belovedackerman @bejewelledd @sad-darksoul @ackermendick @aomi04 @apolloshaiku @laraackerman @pulpolicia @raenacreates @nube55 @roseofdarknessblog @luvjiro @noctemys @sixpennydame @sleepyfairyxo @levis-squishy-cheeks @dumbfound-princess @deepzombieyouth @evas-leslas join my taglist!

[abboudlawfirm-tucson]

What is the Limitation Period for Breach of Contract?

Time is crucial when dealing with a breach of contract. Whether you’re enforcing your rights under the agreement or seeking compensation for damages, understanding the limitation period is vital. Here’s a breakdown of the key points you need to know about limitation periods for breach of contract.

What is a Breach of Contract?

A breach of contract occurs when one party fails to meet their obligations as outlined in the agreement. This can include:

Not delivering goods or services.

Failing to pay as agreed.

Refusing to complete a promised action.

No matter the specific breach, the consequences can be financially and emotionally draining. However, acting promptly is crucial because the law sets strict deadlines for taking legal action. These deadlines are known as limitation periods.

Understanding Limitation Periods for Breach of Contract

A limitation period is the legal time frame within which you must file a claim after a breach occurs. Missing this deadline often means losing your right to recover damages or enforce the contract.

Standard time frames: Typically, the limitation period ranges from three to six years, depending on jurisdiction and the type of contract.

Contract-specific terms: Some agreements may include clauses that modify these periods, so it’s essential to review your contract carefully.

Why Limitation Periods Matter

Limitation periods exist to ensure disputes are resolved while evidence and memories remain fresh. They also provide a sense of finality and efficiency within the legal system.

Protecting evidence: Delayed action can make it harder to gather key documents, locate witnesses, or build a strong case.

Legal defense: If you file a claim after the limitation period, the opposing party can use this as a defense to have your case dismissed.

Factors That Can Affect Limitation Periods

Several variables influence the limitation period in breach of contract cases, including:

Type of contract: Written, oral, or real estate-related contracts may have different time limits.

State laws: Each state has unique rules governing limitation periods, so it’s crucial to consult local regulations.

Discovery rule: In some cases, the period starts when you discover the breach, especially in instances of fraud or hidden violations.

Tolling of limitations: Certain circumstances, such as concealment of the breach or the claimant being a minor, may pause or extend the limitation period.

What Happens If You Miss the Limitation Period?

If you fail to file your claim within the limitation period, the court will typically dismiss your case. However, there may be exceptions:

Fraud or concealment: If the breaching party intentionally hid their actions, you might be able to extend the time frame.

Legal disabilities: Minors or individuals under certain incapacities may qualify for extensions.

Acting quickly and seeking legal guidance can help you avoid missing these critical deadlines.

Protecting Your Rights

Understanding the limitation period for a breach of contract is essential to safeguarding your rights and recovering damages.

Know the timeline: Review your contract and local laws to determine your window for filing a claim.

Act swiftly: Delaying action can compromise your case and limit your ability to enforce your rights.

Seek legal advice: Consulting an attorney can clarify your options and help you meet all legal requirements.

By staying informed and proactive, you can ensure your rights are protected and take the necessary steps to resolve the breach effectively.

[mariacallous]

To assess the compensation of workers, it matters not only how much money they earn, but also the manner in which their pay is earned. That is to say, to earn $25,000, one worker may have reliable and consistent earnings and hours from a single employer, while another may have multiple employers, inconsistent work hours, and variable wages. While workers may desire some amount of flexibility in their work schedule and earnings, volatility itself can also be troublesome.

In this piece, we document how volatile earnings and work hours are month-over-month for workers, and how this varies by workers’ income. We explore the financial consequences of volatility and several potential causes of volatility—whether the volatility is the worker’s own choice or driven by factors beyond the worker’s control, such as employers setting unpredictable work schedules.

We document that instability is a defining characteristic of low-income workers’ earnings and hours. This is true regardless of whether the low-income worker is the only earner in the household, lives in a household with other earners, or is the primary or secondary earner. Further, the current amount of earnings and hours volatility for low-income workers is not simply a reflection of preferences for more irregular work, but rather a reflection of the nature of the labor market they work in.

Furthermore, compared to high-income workers with volatile income, low-income workers with volatile income are 3.5 times more likely to report their volatile income leads to trouble paying their bills, 1.4 times more likely to report their employer requires they work an irregular schedule, and nearly twice as likely to want to work more hours.

[capitalism-and-analytics]

Hey, I had a question regarding labor. The service industry including Starbucks (who I work for) has been struggling with labor. Why do corporations prioritize short term gains over long term stability? Again, labor in that peaks are usually understaffed increasing wait times and worker stress and decreasing customer satisfaction. I mention Starbucks because the company heavily emphasizes customer connections (with low drive thru times lol) when we’re not given the staffing to do either customer connections or low drive thru times.

Why do companies prioritize short term gains over long term stability when growth isn’t infinite? Why make decisions that negatively impact the experience of the customers/workers which likely reduces their profit?

Pressure from Investors: Investors often expect consistent growth and returns. This can create pressure for the company to deliver short-term gains to meet or exceed market expectations, even if it means sacrificing long-term investments.

Short-Term Incentives: Similar to above, but corporations generally tie a lot of executive compensation bonuses to short-term metrics.

Adapting to Rapid Market Changes: Consumer preferences and trends can change rapidly, requiring companies like Starbucks to adapt quickly to remain relevant and competitive. This can lead to short-term initiatives aimed at capturing market share or responding to current consumer demands.

Now you may be wondering how they actually decide if a long-term investment is worth sacrificing for a short-term benefit. Well there are several important variables to consider:

Although you can't guarantee it, there is nothing stopping a corporation from having consistent short-term gains, so it's often chosen to push leadership teams to find growth on a long-term basis over multiple short-term periods.

It's all relative to the market, so as you pointed out having labor issues can result in increased worker stress, but it's relative to the workers at their competitors, i.e. McDonalds, Dunkin, Krispy Kreme, etc. For example, if Dunkin is facing labor issues, then you have little consequence of also having labor issues.

All the major corporations invest heavily into market research for a reason and a lot of that research is for identifying at varying levels how much certain things impact certain outcomes. In other words, they may want short drive thrus, but they may not care for very short drive thrus, since the cost isn't worth it. Well they do studies like customer wait times increasing by X minutes may be worth cutting labor costs by Y%.

You are correct that growth may not necessarily be infinite, but neither are the expectations and most importantly neither are the investors. Investors will often push to pump a stock up in value until they think the company can't get bigger before crashing and then sell it before it goes down. In some cases, they are right and some cases they are wrong.

The world is unpredictable and the longer you are forced to wait for a certain gain, the more that can go wrong. For example, let's say it is 2019, if you opt for a long-term investment, then you just screwed yourself because COVID will kick in the following year. If you opt for a short-term investment, then you could've easily pivoted or had less of an impact.

In general though, it's all a balance, there is no major company that is 100% short-term investments or 100% long-term investments, they all are picking and choosing where to focus short-term and where to focus long-term. Some pay off well, some pay off poorly. This is why it's important to have quality leaders/management.

[tiktaalic]

I hope these questions don't annoy you, but whats it like working in a lab?

I'm considering the same career path cause I really like my lab classes so far

Not annoying! from what ive seen there are 3 or so types of labs, which are labs in the hospital, which are obviously a faster pace (did half of my preceptorship in one), reference labs, which get a fairly high volume since they're doing testing everybody's sending out for (did other half of my preceptorship in one), and privately owned labs which pick up samples from clinics urgent cares nursing homes etc (both of my jobs have been with private labs).

I like it! It's very routine. I have my set of tasks i do when i clock in and my set of tasks i do at the end of the night and in between I'm just sticking samples on the machines and releasing results. and there is imo enough variation to it to keep it interesting - troubleshooting failed qc, or double checking criticals, or having to do manual difs. if you're liking undergrad lab work I'm assuming you're doing stuff like pcr and gels and micro plates? which is a lot of what molecular departments do in a lab besides micro which is micro. I currently work in the core portion of a lab, which is hematology, coagulation, urinalysis, and chemistry. You really only break out the microscope for urinalysis and hem. we have a micro department that handles all the cultures, and a molecular department that does molecular testing. lots of labs have small micro factions and do lots of micro send out instead. the last lab i worked at did that. the hospital i did my preceptorship at would do plating, but then send all the plates out to be read and send out all the blood culture tubes to be cultured elsewhere. the lab I'm currently at does most cultures in house.

re: education to work in a lab you have to be ASCP certified. After I got my biology degree, I enrolled in texas tech's CLS certification program, which was 3 semesters of classes (preceptorships were the majority of the coursework the last semester). I didn't mind doing it because I was a fresh graduate and I didn't want to Career Hunt or go to grad school. so 3 sems to get a guaranteed job sounded great to me. Since I had my bio degree, I had most of the baseline credits out of the way. chem biochem ochem cell bio genetics etc etc. And the 3 sems I did were lab specific courses like blood banking, clinical chemistry, molecular methods, immunology, phlebotomy, lab management, clinical micro and hematology. there are tons of post bachelor's cls programs, and tons of them are delivered online so that you can chip away at it part time while working.

A nice thing about it is that you can get work literally anywhere. I moved to a town with a population of 90k. Applied for 3 jobs as a brand new graduate. and got 3 offer letters. the payscale's pretty variable, depending on where you are, but it is nice to know that i'm certified in like. 47 states and could get some sort of job in any of them no problem. i think once you've been certified a year you can get cali state certification, which is the route a lot of people go since cali is on the high end of the pay scale. it'll depend on what the lab you're at is like, obviously, but it is pretty difficult to get day shift positions since what a lot of places do is open internal applications for any night/evening shift people who want to move up. I work an evening shift of 2pm to 11pm and i really like it. A very common complaint i see is that there's no like... career ladder. if you're a bench tech. you're a bench tech. which sometimes gets parlayed into section leader, or section manager, but that's a years of experience thing.

My plan is to work in the same place for a couple of years so I feel more experienced, and then to take a few travel contracts which are shorter term higher pay. again, they're available pretty much anywhere, but sometimes the tradeoff is lower compensation or a worse shift or being in the middle of nowhere america. but i think it'll be fun to get paid to bop around the country for awhile. I like my job and I like that it's very secure, but I do plan to go back to school for Something Else at some point and probably shift careers. My review: good thing to do in your twenties! good thing to have under your belt in general. very dependable.

if you have other questions in general or about anything I said you can 100% msg me! Ik I had a lot of trouble finding info when I was looking into this as an undergrad

[lesfruitsdores]

The Palestinian Authority compensates the families of terrorists on a monthly basis, in proportion to the amount of harm they inflict on Jews. As Shemesh explains, the sum is calculated by the intermediary variable—the length of their prison sentence.

The salaries are paid so long as the perpetrator is held in jail, and stop when they’re freed, which is why one terrorist released in last November’s round of hostage exchanges with Hamas asked to remain in jail. (Israel refused.) Those who are killed while committing terror attacks gain "shahid" (martyr) status and their families receive stipends for life.

This commitment to terrorists’ families conveys a clear message: Killing Jews is not just a religious calling that can grant you the status of "shahid" and guarantee you a place in heaven with 72 virgins; it is not only an ideological and political mission in the war to ethnically cleanse the land of Israel from Jewish presence. It is also a way to make a living, and the basis of the PA’s welfare state.

[brookemedbil]

Opening the Earnings: How Much Medical Billing and Coding Professionals Really Make

Unlocking the Earnings: How Much Medical ⁣Billing and Coding ‍Professionals ‌Really⁢ Make

In today’s healthcare landscape, the ​roles of ⁤medical ⁤billing and coding professionals⁢ are essential.‌ these experts ensure that healthcare⁣ providers are‍ reimbursed accurately⁢ and efficiently.⁤ But how much do medical billing and coding professionals really make? In ‍this comprehensive article, we will delve into the earning potential,⁣ factors influencing salaries, and offer valuable tips for maximizing⁢ your income in⁢ this lucrative⁤ field.

the basics of Medical Billing and Coding

Before discussing ⁣earnings, itS crucial to understand what medical billing and coding involve. Professionals ⁤in this field⁢ assign ‌codes to diagnoses and procedures, ensuring​ that healthcare providers receive the correct⁤ payments from insurance companies. This process requires knowledge of medical ⁢terminology, healthcare regulations, and coding systems such as ⁤the ICD-10.

Average Salary Overview

As⁢ of 2023, the average earnings for⁢ medical ‍billing and coding⁤ professionals in the United States vary based ⁤on several factors, including geographical location,‍ level of ⁢education, and experience.

National Averages

Position

Average Annual ‍Salary

Hourly Wage

Medical Billing Specialist

$45,000

$21.63

Medical Coder

$50,000

$24.04

Certified Professional ⁤Coder ​(CPC)

$53,000

$25.48

Billing Manager

$65,000

$31.25

Geographical variability

Location plays a⁢ significant role in determining salary. generally, larger‌ metropolitan areas ⁣offer higher salaries due to‌ a ⁢higher cost of living. Here’s⁣ a snapshot of average salaries by state:

State

Average Annual Salary

California

$61,000

Texas

$52,000

Florida

$48,000

New York

$62,000

Factors Impacting Earnings

Several factors can influence these earnings, including:

Education and Certification: ​ Higher education levels and certifications‌ lead ​to ‍better-paying positions. Certified professional coders (CPC) often make more ‍compared ⁢to their non-certified peers.

Experience: As‌ professionals gain experience, their skills and productivity improve, often resulting in salary increases​ and promotions.

Work Environment: Settings such as hospitals generally pay more than private⁤ practices or small ‌clinics.

Specialization: Specializing in specific areas,⁢ such as​ outpatient ‌coding or⁤ urgent care coding, can also lead to higher ‌compensation.

Benefits⁣ of ⁣a Career in Medical ⁢Billing and Coding

Along with competitive salaries,here are some key benefits of pursuing a career in ​medical ‍billing‍ and coding:

Job⁤ Stability: With the ‌healthcare ‍industry continually expanding,the demand for​ skilled billing and ​coding professionals is expected to grow.

Work Flexibility: Manny professionals can ‌work ⁣from home, providing ⁤greater flexibility and work-life balance.

Career Growth Opportunities: ⁢ Opportunities for advancement into supervisory positions or specialized roles are abundant.

Continual ⁤learning: ‍The healthcare field​ is ‌always evolving, offering opportunities for ongoing education and ‌training.

Maximizing⁣ Your⁤ Earnings

If you are considering a ‍career in medical billing and coding or are already in the‌ field, here⁤ are some practical tips to maximize your earnings:

1. Pursue Relevant Certifications

Obtaining certifications ⁣such as Registered Health Details Technician (RHIT) or Certified Coding specialist (CCS) can substantially increase your salary potential. these certifications not⁢ only ⁣validate your skills but also enhance job opportunities.

2.Gain experience

Entry-level ‌positions are a stepping stone. Gaining hands-on experience through internships or entry-level jobs⁤ can lead to promotions and higher-paying ‌roles.

3. Stay Updated on Industry Trends

Stay informed about changes in healthcare regulations and coding systems. Continuous learning through webinars, online courses, or workshops can‍ enhance your skill ‍set and value.

4.⁢ Network with⁤ Professionals

Joining industry associations or attending‍ conferences can definitely help you connect with peers and learn ​about job openings⁤ and advancements in ‍our field.

Case Studies and First-Hand Experiences

Many professionals report varying experiences ​with salary expectations and job ⁢satisfaction.Such as:

Mary,a Certified Medical Coder: ⁢ After three years in the profession,she transitioned from a small ⁣clinic to a large healthcare facility ⁢and⁢ saw her salary increase from $45,000 to⁤ $63,000.

John, a Billing Specialist: by obtaining additional certifications while ⁤working full-time, ⁤he moved into a ‌managerial position within two years, boosting his salary to $70,000.

Conclusion

The medical⁣ billing and coding profession offers promising ‌salary potential, especially for those who invest in their education and‌ experience. While the average‍ salary in this field is competitive,⁤ the ‌ability to specialize and⁢ obtain certifications can significantly increase earnings. As healthcare continues to evolve, ⁤so does the demand for skilled professionals, making this a stable and rewarding career choice. Now is the perfect time to unlock your ⁤potential in medical billing and coding and ⁢take advantage of the⁤ opportunities it presents.

https://medicalbillingcodingcourses.net/opening-the-earnings-how-much-medical-billing-and-coding-professionals-really-make/

[sensitive-virgo]

Do Dental Assistants Earn Competitive Salaries? Insights on Pay and Career Prospects

Do Dental ‌Assistants Earn‍ Competitive Salaries? Insights on Pay and Career Prospects

Do Dental Assistants​ earn Competitive Salaries? Insights on Pay and⁤ Career​ Prospects

The dental ⁣profession⁢ is growing,‌ and⁤ with it,​ the‍ demand⁤ for skilled dental assistants. As‌ a​ pivotal part of the dental healthcare system, these professionals not⁤ only support dentists but also contribute ⁢considerably too patient care. In this comprehensive guide, we’ll delve into whether dental assistants ‍earn‍ competitive salaries, exploring salary trends, career prospects, benefits, and practical tips⁢ for those⁣ interested in ⁣this ​rewarding field.

Understanding the⁣ Role of‍ Dental ‌Assistants

Before diving ‌into salary specifics, it’s essential ​to understand ⁢what dental assistants ⁢do.‍ Their responsibilities ⁣typically include:

preparing patients for treatments and procedures

Assisting dentists during examinations​ and surgeries

Managing ​patient records and ⁢scheduling appointments

Maintaining dental equipment and sterilization

This ⁣variety of tasks ensures that dental assistants are integral to ‍the smooth operation of ‍dental practices.

Salary Overview for Dental Assistants

The question on everyone’s mind ⁤is, “Do dental​ assistants earn competitive salaries?” The answer varies based on factors like location, experience, and ​the‌ type of dental practice. Below is an​ overview of dental⁤ assistant salaries⁢ in the United States.

Experience⁣ Level

Average Salary

Hourly ⁢Wage

Entry-Level

$30,000 – $38,000

$14 – $18

Mid-Career

$38,000 – $47,000

$18 – ​$23

Highly Experienced

$47,000 – $60,000

$23⁢ – $29

National Average and Variability

According to the U.S. Bureau of⁣ Labor Statistics (BLS), the median pay for dental⁣ assistants in 2022 was around‍ $39,000 per year, translating to approximately $18.75 per ⁢hour.However, salaries can significantly vary ⁣based‍ on:

Location: States ⁢with higher living costs, such ‌as‍ California and New York, often offer higher salaries.

Type of⁤ Employment: ‍Dental assistants ​working in ⁣specialty practices ​(orthodontics, ⁤oral surgery) may earn more compared to​ those in general dentistry.

Certification and Education: ​Certified dental assistants (CDA) typically‍ command higher salaries than non-certified peers.

Benefits Beyond Salary

besides a competitive salary, dental assistants enjoy various benefits that ‍enhance their overall compensation package:

Health Insurance: Many dental ⁣practices offer health, dental, ‌and vision insurance.

Retirement Plans: Options such as 401(k) plans can help secure long-term financial stability.

Flexible ‍Hours: ‍ Many dental assistants work part-time or have scheduling ​versatility.

Continuing Education: Employers may reimburse for continuing education courses, which can lead ​to career advancement.

Career Prospects for Dental Assistants

The demand for dental ‍assistants is projected to grow much faster‌ than‍ average in the coming years. According to the BLS, employment for dental assistants is⁢ expected to ⁢grow by 7% from 2021 to 2031.Here are some reasons driving this growth:

Aging Population: As the population ages, there will be an increased⁤ need ⁣for dental care, which will later require more dental assistants.

Expanded ⁣Duties: Many dental assistants are taking⁢ on more responsibilities, which requires additional ⁤training and can lead to higher pay.

Technological Advances: New⁢ technologies in dentistry necessitate skilled professionals who can operate them.

Practical​ Tips ⁢for ⁤Aspiring Dental Assistants

If you’re considering a career as a ‌dental assistant, here‌ are some‍ practical tips to⁣ enhance your ⁢prospects:

Get Certified: Earning your Certified Dental Assistant (CDA) credential can significantly improve salary prospects.

Gain Experience: Consider internships‍ or ⁤part-time positions ⁤while in training to build your resume ⁢and professional​ network.

Stay ⁢Updated: Keep abreast of the latest ⁤technologies ⁣and procedures‌ in dentistry to remain competitive in the job market.

Explore ‍Specializations: Consider specializing‌ in​ fields like orthodontics or oral surgery for higher earning potential.

Case Studies: Accomplished Dental Assistants

To illustrate the career prospects and earning potential ⁣for dental‌ assistants, let’s look at two case studies:

Case Study 1: Emily -⁤ The Entry-Level Assistant

Emily graduated⁤ with a certificate in⁣ dental assisting ‍and ⁤began her career⁣ in a⁤ general practice. Starting with an‌ annual ​salary of $32,000,‌ she ⁣gained skills and sought⁣ certifications. After three years, her dedication earned⁣ her a promotion ‌and a salary⁣ of $45,000 ⁣per year.

Case Study ⁤2: John – The Specialized Assistant

John ⁣worked as a dental assistant in a‌ pediatric practice. By obtaining additional ‍training in⁤ radiology, he increased his marketability.After five years, he transitioned to a high-demand orthodontic practice, now⁣ earning⁢ $55,000 annually due to his niche skills.

First-Hand Experience:⁢ What it’s Like to Be a Dental Assistant

Many dental assistants find ‍their roles to be rewarding. Here’s what Amy, a dental assistant with over⁤ six years of experience,‌ has to say:

“I love every moment of my‌ job. Helping patients feel cozy ⁣and ​assisting the​ dentist‌ during ‍complex procedures is incredibly fulfilling. Plus, the pay​ has only improved as I’ve gained more experience and certifications!”

Conclusion: A Rewarding Career⁣ Path

dental assistants⁢ do earn ⁢competitive ‍salaries that are often accompanied by valuable benefits and career advancement opportunities. As the healthcare landscape continues to evolve,so too will the ⁤roles of dental⁤ assistants,offering even more prospects for those willing‌ to invest in their education ‌and skills.Whether you are ⁢just ⁤starting‌ your⁢ career or looking to​ advance ⁤within the field, a‍ career as a dental assistant can⁤ be both rewarding and⁤ financially beneficial.

https://dentalassistantclasses.net/do-dental-assistants-earn-competitive-salaries-insights-on-pay-and-career-prospects/

[pallaviicert]

Insights Into Certified Scrum Master Salary

With the rapid growth of IT and software, the demand for Agile professionals continues to increase, and among them, the role of a Certified Scrum Master (CSM) stands out particularly well. The Scrum Master is the most important individual in Agile frameworks, ensuring that Scrum practices are successfully implemented and development teams are productive, collaborative, and committed to constant improvement.

As Agile adoption is taking widespread roots in India, both among startups and large-scale companies, the job of a Certified Scrum Master has become a high-paying and high-status career option. This article goes in-depth into the prevailing trends, driving factors, and growth opportunities around the Certified Scrum Master salary in India.

What is a Certified Scrum Master?

Prior to going through the salary patterns, it should be noted that one should first know what the role of a Certified Scrum Master is. A Scrum Master is essentially an Agile development team facilitator. Certified by entities like the Scrum Alliance, a CSM has the job of navigating the team using the Scrum model, eliminating impediments, maintaining the process, and also acting as a buffer between the team and the outside world distractions.

Unlike classical project managers, Scrum Masters neither manage people nor projects in a top-down style. Instead, they serve the team by facilitating communication, sprint control, daily stand-ups, sprint review, and retrospectives.

The Growing Demand for Scrum Masters in India

India, being a hub for IT outsourcing and global software development, has seen a continually growing trend towards the use of Agile practices. Be it small IT startups or the behemoths of the IT industry such as Infosys, TCS, and Wipro, Agile is the favored development methodology.

According to several reports from the industry, over 70% of Indian IT companies have adopted Agile methodologies. It has given birth to a vast pool of job opportunities for professionals who are certified in Scrum, especially Scrum Masters, who are seen as key components of successful Agile projects.

Certified Scrum Master Salary in India – Overview

A Certified Scrum Master in India has a widely variable salary based on factors like experience, location, industry, and size of the company. Average salary trends, as seen here, are as follows:

Experience Level Average Annual Salary (INR)

Entry-level (0–2 years) ₹6 – ₹9 LPA

Mid-level (2–5 years) ₹10 – ₹15 LPA

Senior-level (5+ years) ₹16 – ₹25+ LPA

Note: The numbers above are approximate and can change according to the organization and negotiation.

Salary Based on Experience

1. Freshers/Entry-level Scrum Masters: For freshers moving into the role of a Scrum Master with little or no experience or those who are newly certified, initial salaries usually fall between ₹6 to ₹9 lakh annually. Candidates with previous experience in software development or project coordination, though, can get better packages even as a fresher.

2. Mid-level Professionals: Professionals having experience of 2 to 5 years in Scrum Master will see a considerable hike in pay. At this level, recruiters appreciate experiential learning in team management and executing several sprints concurrently. The median pay in this category is approximately ₹10 to ₹15 LPA.

3. Agile Coaches and Senior Scrum Masters: Managers with 5+ years of experience, particularly those having experience working on big projects or cross-functional teams, can negotiate ₹16 to ₹25+ LPA. Those who were converted to Agile Coach or Senior Scrum positions may even touch ₹30 LPA, particularly in multinational organizations.

Effect of Location on CSM Compensation

Location is an important factor in identifying Scrum Master salaries in India.

City Average Salary (INR)

Bangalore ₹14 – ₹18 LPA

Hyderabad ₹12 – ₹16 LPA

Pune ₹11 – ₹15 LPA

Mumbai ₹12 – ₹17 LPA

Delhi NCR ₹10 – ₹15 LPA

Chennai ₹11 – ₹14 LPA

Bangalore, being the Silicon Valley of India, is likely to provide the highest pay packages, followed by Hyderabad and Mumbai.

Industry-Wise CSM Salary Trends

Scrum Masters are not confined to software or IT industries alone. The Agile methodology is now being implemented across industries.

Industry Average Salary (INR)

IT Services ₹10 – ₹16 LPA

Product Companies ₹12 – ₹20 LPA

Banking & Finance (BFSI) ₹10 – ₹18 LPA

E-commerce ₹14 – ₹22 LPA

Healthcare Tech ₹11 – ₹17 LPA

Product-based companies and e-commerce giants such as Amazon, Flipkart, and Paytm generally pay more salaries because of the complexity of their Agile environments.

Factors Influencing Scrum Master Salaries

There are certain significant factors that influence the salary potential for a Certified Scrum Master:

1. Certifications: a CSM (Certified Scrum Master) is the most prevalent. Other certifications like Advanced Certified Scrum Master (A-CSM) or Certified Scrum Professional (CSP) can increase salary possibilities to a greater extent. SAFe (Scaled Agile Framework) or PMI-ACP certifications are of additional worth.

2. Domain Expertise: Senior Scrum Masters with expertise in a specific domain such as banking, telecom, or healthcare are typically selected for domain-specific Agile projects.

3. Company Size: Multinational companies and large corporations typically offer better pay and benefits compared to small companies.

4. Communication and Soft Skills: Since Scrum Masters play a critical role in team facilitation and communication with stakeholders, good interpersonal and leadership skills directly impact salary growth.

5. Practical Agile Implementation: Actual experience in Agile change, Jira tools, backlog management, and sprint planning might make candidates more desirable.

Remote and Freelance Work

The pandemic also globalized the job of Scrum Masters. Many Indian CSMs today work from home with US, UK, and European firms. Remote work is mostly paid in USD or GBP, which are extremely lucrative. Freelance Scrum Masters, especially those doing short-term Agile implementation assignments, can earn anything from ₹2,000 to ₹6,000 or even higher per hour based on the depth of knowledge they possess.

Future Prospects and Career Advancement

Scrum Masters of the future are looking bright. With Agile increasingly becoming popular, its dominance over the software development methodology space will witness the growth of demand for experienced Scrum professionals by the day. Having experience, Scrum Masters have the potential to transition into more senior positions such as:

• Agile Coach

• Product Owner

• Project/Program Manager

• Delivery Manager

• Enterprise Agile Coach

All the above roles bring with them large-scale growth in responsibility, authority, and compensation.

Conclusion

The job of an India-based Certified Scrum Master is not only in demand but also commands a lucrative salary path. With a solid understanding of Agile basics, a CSM certification can lead to well-paying roles geographically and sector-wise. With businesses speeding up towards digital transformation, the right skills, credentials, and experience in Agile will be leading the charge of transformation—and being paid for it handsomely.

Regardless of whether you are a newcomer to this field or whether you are looking to upskill, becoming a Certified Scrum Master might be the ticket to achieving a fulfilling and successful career in the Agile environment.

Website: https://www.icertglobal.com/course/certified-Scrum-master-certification-training/Classroom/20/3634

[literaturereviewhelp]

The Resource Conservation and Recovery Act (RCRA) is federal law enacted in 1976 and it gives the Environment Protection Agency (EPA) the powers to control solid wastes considered hazardous. The controlling authority over hazardous waste ranges from generation, treatment, transportation, storage to disposal. RCRA does not only involve management of hazardous waste but also nonhazardous solid waste (http://www.law.cornell.edu/wex/resource_conservation_and_recovery_act_rcra). Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA) is a federal law enacted in 1980 to assist in controlling releases of specific hazardous wastes. CERCLA is also known as the Superfund. This law empowers the EPA to respond to releases or threatened releases of hazardous substances that may pose a danger on the environment, welfare and public health. CERCLA also empowers the EPA to compel parties responsible for contaminating the environment to remove the hazardous substance, or reimburse CERCLA for response and or EPA’s remediation expenditure (http://www.epa.gov/agriculture/lcla.html). The Federal Insecticide, Fungicide, and Rodenticide Act (FIFRA) is a Federal law whose objective is control pesticide distribution, sale and usage. The law requires that all pesticides used in the United States to be registered (Licensed) by EPA (http://www.epa.gov/oecaagct/lfra.html). S. 1166 Protecting America’s Workers Act-Amends the Occupational Safety and Health Act of 1970 (OSHA-1970) to expand its coverage to federal, state, and local government employees (“S. 1166—112th ”, 2011). The Act gives the Secretary of Labour under specified conditions to cede OSHA-1970 power to another federal agency in accordance with certain occupational standards for such agency’s employees.   OR The following research paper involves the test of short-term memory in the individuals through use of differentiated synchronized sound effects at a time. Problem statement It is noted that the attention of short-term memory (STM) involves the coexistence of of numerous objects. The researchers may be in a dilemma to know which one to keep their interest on. As a result, they are free to choose any given of object. Although the evidence that exists suggests that attention can be transferred towards the visual object representation, representation is still not authenticated. Auditory scenes, which comprise of three faces of synchronized sound, which takes place at different locations, identification in these locations, can be altered because of delayed match of the sample and the activity. The problem to be identified in this research paper is to reveal the performance of sound object representation improved during memory retention through orientation of sound object representation. The researchers did this by conducting two auditory experiments scenes where they used 3 sounds which were unmistakably set apart. Objectives The current study, which entailed two different experiments with an intention to examine the object, based account paying much attention and considering realistic auditory setting which are complex. The main intention of the research was to assess whether the listeners by use of short-term auditory nerves could be able to identify the changes in sound presented to them and which were set with much slight difference. This research also had the aim of establishing some kind of decay in the memory and traces the weaknesses in the capabilities to able to approach and successfully discriminate different types and kinds of sounds by the use of auditory short term memory(ASTM) (Phillips, 2007). This has the effect of identifying the different kinds of capabilities possessed by different people and comparing them with the capabilities of the others. The dependent variables used in this research included the animated, human and musical variables while the independent ones included the three sounds used which were set differently and signified different appearance of them in the ears of the listener. These differentiated characteristics included intensity, time of the sound and pressure levels, which were much differentiated. The objective of the listener was to get the slight difference between one sound and the other. This was how the practical testing of the psychology of an individual behind the theory part of it was successfully conducted and their different levels of ableness distinguished in the differentiating of sounds, which are almost similar, but with very slight differences. Methodology of the research The individuals in conducting the experiment were between the ages of 18 and 35. They had not had any psychiatric or any neurological illness in their lives, nor were they in any under psychoactive medications. The experiment started with some few moments of silence and then the first sound was introduced where the individuals identified the sound, then there was a moment of silence at intervals of two seconds between the other two sounds where the slightly mentioned differences were introduced one at a time. The respondents were to respond at the presentation of the second sound and after a moment of silence in the intervals of the sounds. The first experiment composed of six cue conditions, which   Read the full article

[youngestthunderbird]

I’m assuming that a given Ebook is written by a person not AI, which is a different conversation.

Someone put time and effort into writing a book, which should be rewarded. In this case, copying an ebook isn’t really comparable to in-game currency, it’s more like pirating the entire game (which I also believe you should not do). There’s also the legal matter of intellectual property, but mostly my philosophy is that if you benefit from work you should try to compensate the worker. You liked the book, you should try to pay the author. Most of the time, the best and easiest way to do that is by obtaining the books from legal channels, such as the library or bookstores or online rental services.

In-game currency itself doesn’t take that human effort to generate. The MECHANIC of the currency took effort, done by the dev when writing the game, but the MANIPULATION of that mechanic is something that does not take human effort. You already (assumedly) paid for the mechanic of the currency when purchasing the game- therefore you have compensated the human worker. Paying for in-game currency simply tells the machine to add a set amount to the internal ‘currency’ variable, which is one of the simplest operations in computing.

In my opinion, there could be an argument for a free game with optional money purchases, because it allows you to pay for what you think the game is worth, but if you’ve paid upfront I think that paying for in-game currency is a waste of money and that if you’re forced by game mechanics to pay for lootboxes or the like that’s plain highway robbery.

the idea of "lending" an ebook or digital audiobook, let alone of one being stolen, is a truly incredible piece of grotesque nonsense

[talentproindia]

Employee Compensation Policy: A Comprehensive Guide for Employers

Employee compensation policy is the organized plan a company follows to decide how it compensates its employees for their efforts. It involves numerous elements, such as salaries, wages, bonuses, benefits, and incentives. Developing a successful compensation policy is important to ensure that top talent is attracted and retained, to promote the motivation of employees, and to provide fairness and equality within the organization.

One of the most essential duties of a company is to ensure a healthy and safe working environment. In the misfortune of an Employee suffering an injury to his body (temporary or permanent), or death whilst in the service.

Employer is bound under law to give compensation to the Employee under the Employee's Compensation Act 1923 and further amendments of the said Act, The Fatal Accidents Act 1855, and at Common Law. Protection is afforded by the policy against this statutory obligation. In the Indian context with the arrival of global work environment and growing employee right awareness that can mean expensive lawsuits and huge compensation the policy offers a shield to the employers. The Workmen's Compensation Insurance Policy covers legal liability for compensation to your employees in case of bodily injury or death arising due to accidents / occupational diseases arising out of and in the course of employment. The workmen's compensation insurance is the most important way an employer can show the capacity to meet the requirements placed by the worker's compensation laws. It is payment made under an arrangement provided in the Workmen's Compensation Act of India, regulated by the Ministry of Labour.

All manufacturing units with workers who come under the jurisdiction of the Workmen's Compensation Insurance Act, 1923 have Employers' Liability exposures under the Act.

All business organizations have Employers' Liability exposures under Common Law and such organizations constitute the target market for this class of business.

What is Workmen's Compensation Insurance?

Comprehensive coverage of all statutory obligations of employers

Reimbursement of legal costs incurred with the consent of the company

Covers employees' death, permanent total and partial disability, and temporary disability when at work

Optional coverage of medical, surgical and hospital costs, including transportation cost to hospital, on payment of additional premium

Extension of the policy on payment of additional premium to include workmen's diseases enumerated in the Workmen's Compensation Act

Workmen's Compensation Insurance covers two types of insurance under Table A and Table B:

Table A:

Indemnity against legal liability to all employees (whether or not coming within the definition of the term Workmen) under the Workmen's Compensation Act 1923 and any subsequent amendments to the said Act up to and including the date of issue of the policy, the Fatal Accidents Act, 1855, and at Common Law.

Table B:

Indemnity for legal liability under the Fatal Accidents Act, 1855 and Common Law. (Table 'B' policies might not be written to indemnify the employees falling under the definition of "Workmen" under the Workmen's Compensation Act, 1923 as amended.

Why employers need a compensation policy

A compensation policy is a valuable and necessary instrument for any business. Compensation policies assist employers with the following:

Ensure equitable pay

Compensation policies establish a guideline for offering equitable pay and benefits to employees. Compensation usually has numerous variables, and policy simplifies the process to make sure that all employees are offered equal compensation for their efforts.

An international compensation policy also assists employers in controlling costs and budgets better to make sure they know the total cost of their employees and are able to pay their employees equally.

Stay competitive

A compensation policy enables an employer to compare their provision with the market. A company can maintain competitive wages relative to comparable roles and other firms within the sector to secure top employees.

Also, since employee values and auxiliary benefits differ by market, a global compensation policy enables employers to meet the demands and expectations of all their employees irrespective of the location.

Enhance engagement and retention

When employers pay talent equitably, employees feel more motivated and give their best efforts. A good compensation policy can result in high employee engagement, productivity, and organizational loyalty, all of which translate into low employee turnover.

A compensation policy also enables companies to attract, engage, and retain quality talent. Potential employees desire to be fairly compensated and generously supported for their well-being through good benefits.

Align employees' work with business goals

A well-defined compensation policy enables the employees to know how their work contributes to the organization's goals and objectives. For instance, when organizations connect economic rewards to business achievements, employees are more aware of how their job performance contributes to the business's success and how they can earn more money for their dedication.

The policy indemnifies the Insured/Employer against his liability as an "employer" for the accidental injuries (including fatal) suffered by the workers during work. All employers, such as contractors or principals, hiring and engaging 'employees' as defined in the Employees' Compensation Act or having an employer-employee relationship are eligible to purchase this cover.

[nursingwriter]

¶ … medical care to African-Americans. The purpose of the article is clearly stated as it reveals the proposition of the Centers for Medicare & Medicaid services (CMS) to adjust the procedure compensated by outpatient hemodialysis. The current procedure sees the billing of the outpatient dialysis done at a fixed rate. The billing of the intravenous (IV) medication is separate on a dosage basis. Currently, outpatient billing has increased revenues in the dialysis facility because of higher use of IV dosage resulting to increased medication in the outpatient IV. The study population is towards the African-Americans as they have started dialysis with less concentration in hemoglobin than whites. It is also unlikely that they had any Erythropoiesis Stimulating Agent (ESA) therapy prior to beginning dialysis. However, they have the same outcomes for whites and African-Americans for certain concentrations in hemoglobin. In order for these results to be similar, African-Americans will need higher doses of ESA putting in mind poorer dialysis, intrinsic resistance, and higher weight. Other elements that affect results are age, body surface area, Body Mass Index (BMI). These are some of the methods that the author has put in mind in the study to get the right desired effects of dialysis. We see the inclusion of different patients ranging from age to the type of medication and Medicare they have. The proposal is to try and change the difference in cost in patients through utilizing fundamental case-mix data to modify the capacitated payment for dialysis on a monthly basis. Methods There are different methods used to get desired results in the study. The use of Erythropoiesis Stimulating Agent (ESA) therapy has been stated as an essential procedure before starting the dialysis process. The methods used are to ensure that the African-Americans pay the same amount for treatment as the whites. The methods involve using adjusters such as age, body surfaced area, BMI and locality to the base payment. There are no race adjusters, something that is currently on debate. Other methods used included predictable variables such as EPO doses, baseline characteristics and use of statistics in system codes. The methods involved the use of naive patients on ESA who started dialysis between January and October of 2006. The age requirement was above 67 years of age during their initiation of dialysis. It was a requirement that the participants have had Medicare as their main supply of insurance two years before initiating dialysis. To make sure that no participants had involvement in ESA use, coding systems were used to eliminate them from the study. Patients that had already undertaken the ESA medication had Healthcare Common Procedure Coding System codes, revenue codes and value codes in their Medicare claims. The cohort entry also included that the participants must have undergone EPA therapy in the first two months after starting hemodialysis. The determination of use of EPO doses was through the use of outpatient EPO from their insurance claims. This information was obtained from the facilities giving dialysis and it was for the first two months only. The study excluded darbepoetin doses as it had only been administered to a few patients. Inpatient EPO doses were not easily determinable as they are not billed differently to Medicare. The use of outpatient EPO only may be underestimating the total use of the medication. The cohort dealt with the biasness by determining the amount of time a patient stayed in hospital. The calculations on the average dose of EPO for every patient per day was by adding the total dose for a whole month then separating it by the number of days of outpatient then multiplying by 30 to get the total of a calendar month. According to the medical reports the study used the right amount of doses. The study was not randomized as it was aimed towards the African-American population. The statistics were right as they compared the characteristics of the baseline by using two tests for categorical variables and n tests for continuous ones; this shows that the study was not randomized. Results The study group is of 40,942 patients of 67 years of age who were on hemodialysis. The race of an individual as well as their age, weight and BMI and access type affected the results of the dialysis. The results were clearly stated. Due to distortion in the distribution of EPO doses, the study removed 0.25% of patients on equally parts of the mean. The present participants were the same to those excluded in exception of involvement of older participants, and logistic regression analysis. The p values were available in the statistics of ratios. Discussion The studies showed that African-Americans need more medication on the ESA dose to get the same results as the white. It is mainly due to concentrations of hemoglobin that are lower in the African-Americans. This means that the African-Americans pay more for the dialysis procedure than the whites. The study shows that African-Americans need these higher doses to attain National Kidney Foundation Kidney Disease Outcomes Quality Initiative suggested targets of hemoglobin. It has been established that African-Americans need roughly 11%, which is 2400 more units of EPO compared to whites. The study also revealed the lack of medical cover by patients, as well. Conclusion This journal comprises of a revolutionary study that suggests that outpatient dialysis therapy should include an adjustment for race. African-American require a higher dosage of erythropoiesis stimulating agents than whites to achieve a proportionate hemoglobin level. The tests were conducted with sample of patients the results were tested with a regression analysis. The findings confirm that African-American patients have a more expensive outpatient dialysis therapy than whites. This implies that CMS have a financial disincentive to treat African-Americans. https://www.paperdue.com/customer/paper/medical-care-to-african-americans-the-56113#:~:text=Logout-,MedicalcaretoAfricanAmericansThe,-Length3pages Read the full article