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mymedicalclinicmn · 7 months ago

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Respirator Fit Testing: Ensuring Safety and Compliance in Occupational Health

In today’s fast-paced work environments, ensuring the health and safety of employees is a top priority for businesses. One of the key components in protecting workers, especially in industries that deal with hazardous substances or environments, is the use of respirators. However, simply providing respirators isn’t enough; ensuring that they fit properly is critical for maximum protection. This is where respirator fit testing comes into play. At My Medical Clinic, we offer comprehensive on-site and in-clinic occupational healthcare services, including expert respirator fit testing for employees in the Twin Cities Metro area.

In this blog, we’ll explore what respirator fit testing is, why it’s essential, and how our services can help your business stay compliant with regulations while safeguarding the health of your workforce.

What is Respirator Fit Testing?

Respirator fit testing is a procedure used to evaluate how well a respirator fits the face of an individual. The goal is to ensure that the respirator forms a tight seal around the face, preventing harmful airborne particles, gases, or vapors from entering the wearer’s respiratory system. Fit testing is mandatory for employees who wear tight-fitting respirators as part of their job duties, as required by the Occupational Safety and Health Administration (OSHA).

Types of Respirators Requiring Fit Testing

There are several types of respirators that require fit testing to ensure a proper fit, including:

N95 Respirators: Commonly used in healthcare and other settings, these respirators filter out airborne particles and are designed to protect the wearer from inhaling harmful substances.

Half-Mask Respirators: These cover the nose and mouth and are often used in industries like construction, painting, and manufacturing.

Full-Face Respirators: These cover the entire face, including the eyes, providing more comprehensive protection. They are typically used in environments with high exposure to hazardous chemicals or particles.

Two Types of Fit Testing

There are two primary types of respirator fit testing: qualitative and quantitative. Both methods are designed to assess whether a respirator fits properly, but they use different approaches.

Qualitative Fit Testing (QLFT): This is a pass/fail test that relies on the wearer’s sensory response to a test agent. Common test agents include sweet or bitter substances that the wearer can taste if the respirator does not provide an adequate seal. Qualitative fit testing is typically used for N95 and other filtering facepiece respirators.

Quantitative Fit Testing (QNFT): This method uses a machine to measure the amount of leakage into the respirator. It provides a numerical result, known as a "fit factor," which indicates how well the respirator seals. Quantitative fit testing is more commonly used for tight-fitting respirators like half-mask and full-face respirators.

At My Medical Clinic, we provide both qualitative and quantitative fit testing to meet the specific needs of your business and industry requirements.

Why is Respirator Fit Testing Important?

The effectiveness of a respirator is directly tied to its fit. A poorly fitting respirator may allow hazardous substances to enter the wearer’s respiratory system, putting them at risk of serious health issues. Here are a few reasons why respirator fit testing is crucial:

1. Ensures Worker Safety

The primary reason for fit testing is to ensure the safety of employees. In industries where workers are exposed to harmful airborne particles, chemicals, or gases, a properly fitted respirator is often the first line of defense. Respirator fit testing helps verify that each worker’s respirator fits correctly, ensuring maximum protection.

2. Compliance with OSHA Regulations

OSHA mandates that employers conduct respirator fit testing for employees who are required to wear tight-fitting respirators. Compliance with these regulations is essential for avoiding fines and penalties. Fit testing must be conducted before the respirator is used in the workplace, and it should be repeated annually, or whenever there are changes in the respirator model, facial structure, or job conditions that may affect the fit.

3. Reduces Health Risks

Workers exposed to harmful substances without proper protection are at risk of developing serious health conditions, such as respiratory diseases, lung damage, or even cancer. Proper respirator fit testing helps minimize these risks by ensuring that respirators are working as intended.

4. Increases Employee Confidence

When employees know that their safety is a priority and that they are using properly fitted respirators, it can boost morale and productivity. Workers are more likely to perform their tasks effectively when they have confidence in the protective equipment provided to them.

5. Prevents Costly Downtime

Occupational illnesses can lead to lost workdays, decreased productivity, and increased healthcare costs. By ensuring that workers are properly protected through fit testing, employers can reduce the likelihood of illnesses and keep operations running smoothly.

When Should Respirator Fit Testing Be Performed?

Respirator fit testing is not a one-time event; it needs to be performed regularly to ensure ongoing protection. Here are the key times when fit testing should be conducted:

Before Initial Use: Fit testing must be performed before an employee uses a respirator for the first time. This ensures that the respirator fits correctly from the start.

Annually: OSHA requires that fit testing be conducted at least once a year for employees who are required to wear respirators as part of their job.

When There Are Changes in the Workplace: If there are changes in workplace conditions that could affect respirator fit, such as new hazards or job duties, fit testing should be repeated.

When There Are Changes in the Respirator: If an employee switches to a different model or size of respirator, fit testing should be conducted to ensure that the new respirator fits properly.

When There Are Changes in the Employee’s Facial Structure: Changes in an employee’s facial structure, such as weight gain or loss, dental work, or facial surgery, can affect how a respirator fits. In such cases, fit testing should be repeated.

How Respirator Fit Testing Works at My Medical Clinic

At My Medical Clinic in the Twin Cities Metro area, we make the respirator fit testing process convenient and efficient for your business. We offer both on-site and in-clinic testing to meet your specific needs.

On-Site Fit Testing

For businesses with a large number of employees or those who prefer testing to be conducted at their location, we provide on-site fit testing. Our team of occupational health professionals will visit your job site, bringing all the necessary equipment to perform qualitative or quantitative fit testing. On-site testing minimizes downtime and allows your employees to get back to work quickly.

In-Clinic Fit Testing

If you prefer, your employees can come to one of our convenient clinic locations for fit testing. Our clinic staff are trained to perform both qualitative and quantitative fit tests, ensuring that your employees are properly fitted with their respirators.

What to Expect During a Fit Test

During a fit test, our experienced staff will guide your employees through the process step by step. The test will typically include the following:

Choosing the Right Respirator: We will help your employees select the appropriate respirator for their specific job duties and environment.

Performing the Fit Test: Depending on the type of fit test (qualitative or quantitative), employees will either be exposed to a test agent or have their respirator connected to a machine that measures leakage.

Evaluating the Fit: If the respirator passes the test, your employee will be ready to use it on the job. If the respirator does not pass, we will work with your employee to find a better-fitting option.

Documentation: After the fit test, we will provide documentation of the results, which can be used to demonstrate compliance with OSHA regulations.

Why Choose My Medical Clinic for Respirator Fit Testing?

At My Medical Clinic, we are dedicated to providing top-notch occupational healthcare services to businesses in the Twin Cities Metro area. Our expertise in respirator fit testing, combined with our commitment to customer service, makes us the ideal partner for your business’s health and safety needs.

Expertise and Experience

Our team of occupational health professionals has extensive experience in conducting respirator fit testing for a wide range of industries. We stay up-to-date with the latest OSHA regulations and best practices to ensure that your business remains compliant.

Flexible Services

We understand that every business has unique needs. That’s why we offer flexible options for fit testing, including both on-site and in-clinic services. We work with you to find the solution that best fits your schedule and budget.

Comprehensive Occupational Healthcare

In addition to respirator fit testing, My Medical Clinic provides a wide range of occupational healthcare services. From physical exams to drug screening, we are your one-stop shop for all your employee health needs.

Conclusion

Respirator fit testing is a critical component of workplace safety for businesses that require employees to wear respirators. Proper fit testing ensures that employees are protected from harmful airborne substances, reduces health risks, and helps businesses stay compliant with OSHA regulations. At My Medical Clinic, we provide expert on-site and in-clinic respirator fit testing services for businesses in the Twin Cities Metro area. Contact us today or visit our clinic to learn more about how we can help protect your workforce and keep your business compliant.

For more information or to schedule respirator fit testing for your employees, visit My Medical Clinic and let our experienced team take care of your occupational healthcare needs.

#Respirator fit testing #Pre employment Physical #Silica Physical Exam #Medical examination for green card

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covid-safer-hotties · 3 months ago

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Also preserved in our archive

By Betsy Ladyzhets

Since early in the pandemic, people with Long COVID have faced challenges in applying for disability benefits, including from their employers, insurance providers, and the U.S. Social Security Administration. Applications often take a long time and are denied even for people who clearly have debilitating symptoms, leading to years-long, arduous appeals processes. The same has been true decades prior to 2020 for people with other infection-associated chronic diseases.

To learn more about the disability insurance system, Betsy Ladyzhets spoke to Barbara Comerford, a long-time disability lawyer based in New Jersey who specializes in these cases. Comerford has represented people with myalgic encephalomyelitis (ME, also known as chronic fatigue syndrome or CFS), for more than 30 years, including high-profile cases like that of journalist Brian Vastag.

Comerford discussed how the process works, her advice for putting together applications and appeals, how Long COVID has impacted her practice, and more. This interview has been lightly edited and condensed for clarity.

Comerford’s tips for disability benefit applications:

Comerford recommends that people applying for benefits extensively document their symptoms. Medical tests such as neuropsychiatric testing and cardiopulmonary exercise testing are her recommended method for documentation, though she acknowledges that these tests can be expensive. Comerford suggests that applicants should be careful to find lawyers and medical providers who have experience with these cases and won’t dismiss their symptoms. During the appeals process, Comerford recommends requesting a company’s administrative record and combing through it for any evidence that they abused judgement, cherry-picked evidence, or made other errors in assessing the case. Make sure to follow deadlines for filing appeals, as cases are closed if documents are not submitted on time.

Barbara Comerford: Should we focus on disability insurance, or do you want to focus on social security disability, or both?

Betsy Ladyzhets: Both, because people [with Long COVID] are applying for both.

BC: Right. And often, people think they should only apply for one, [but they should apply for both.]

Most of the disability plans that people have are often through their employer. Those plans are known as ERISA plans, that refers to Employee Retirement Income Security Act. It was created in the 1970s… Congress created this regulatory scheme, and then immediately created a zillion loopholes that corporations can drive a truck through. Later, ERISA covered all employee benefits in general.

Insurance companies wound up selling policies to corporations saying, “You can get the best people if you offer incentives.” And what’s a better incentive than, if someone gets sick, they can collect a substantial percentage of their salary until full retirement age? These are the sorts of perks that… People think, “If something happens to me, I’ll be protected.” The promise of these policies is that they will give people, usually, between 50% and 80% of their pre-disability income if they satisfy the requirements. Well, that’s a big if.

I’ve been doing this for 38 years. And I can tell you that 38 years ago, these [disability claims] were not problem cases. I used to do them for free for my litigation clients… But over the years, and really starting after 2001 with September 11, all hell broke loose. They [insurance companies] began to get very aggressive. Every time there is an economic downfall, whatever it is, they get extremely aggressive. So you can imagine, with the onset of the pandemic, they knew what was coming.

I did, for many years, advocacy for ME/CFS cases. I represented thousands of people… A lot of my colleagues say, “Long COVID social security cases are almost impossible,” because they don’t know what to do with them. My office hasn’t found that to be the case. I think the difference is, you have to document these cases with as much objective documentation of symptoms that people have… Get neuropsych testing, cardiopulmonary exercise testing, and other tests.

I started doing webinars and seminars [about disability benefit applications] in 2020, because I knew this was coming. At that point, they weren’t calling it Long COVID, they were just saying, some people with COVID weren’t getting better. But I knew it was going to turn into another ME/CFS disaster.

BL: How have you found the rise of Long COVID has impacted your practice? Do you find you’re more in demand now?

BC: We’ve always had a high volume of cases. Quite a few of them were ME/CFS cases. We did a case, Vastag v. Prudential, in 2018. Brian Vastag, who was a science writer for The Washington Post, was my client, and I could not get over how aggressively Prudential was just dismissing him because it was an ME/CFS case.

And the same is happening with Long COVID. We do cases all over the country on Long COVID and ME/CFS. It’s my livelihood, so it’s important for me, but it also makes me a little crazy that people get treated the way they do and that they have to hire people like me.

One of the things that people get upset about is that they have to spend money to medically document their symptoms. And worse than that… I see these Long COVID clinics, with doctors who are completely ignorant on Long COVID, who surreptitiously write notes in the chart that they think it’s a psychiatric case. I don’t know how familiar you are with this.

BL: Unfortunately, I’m very familiar.

BC: It’s awful. Not only is it really hard on my clients… It triggers them to read things that might not be what they said or might not be pleasant. And the number of times that I have seen that and it has sabotaged cases! I have to reconstruct the cases and have the clients contact the clinic [and get them to make corrections].

Mental/nervous limitations exist in all of these [insurance] policies… They can limit someone’s payments to two years if the case is a psychiatric case or mental/nervous limitation with a DSM diagnosis.

BL: I wanted to ask also — there’s been a lot of research on Long COVID at this point, and there was a report this summer from the National Academies specifically in response to a request from the Social Security Administration about Long COVID as a disability, in which they found that this disease can result in inability to work, poor quality of life, all that stuff. Have you seen that report, or other research, like the growing body of research on these diseases, have an impact?

BC: I was asked to comment on that [report]. Part of the problem with Social Security’s initiatives in this regard is that every social security case goes through what they call “sequential evaluation process.” You have to go through five steps to determine whether or not someone’s disabled. And among those steps is [matching people to a “medical listing of impairments,” but the list doesn’t include major symptoms for ME/CFS and similar diseases].

Years ago, there was a ME/CFS ruling called 99-2p. It offered guidelines [for ME/CFS cases that don’t fit the typical Social Security process]. After that, I was asked to present to the national association of Social Security judges, there were 500 judges in the audience. And I asked, “By show of hands, how many of you are familiar with 99-2p?” Two hands went up.

Despite the guidelines, in practice, [the judges aren’t familiar with these diseases]. Until there is a time when we can come up with a firm diagnostic criteria for Long COVID, and we can say, “This is what you have to document for this illness.” … And it can’t just be a positive COVID test, because many people got sick before testing was prevalent or they got sick after people stopped documenting that they were positive.

The other problem for Long COVID cases is it’s not like cancer or a broken leg or herniated disc or something that people are accustomed to. Those people are not told they’re crazy. Those people are not told they’re imagining it. Those people are not told, “Well, we just don’t buy it.” This is what happens with [Long COVID] and ME/CFS. The psych component that they try to pigeonhole these cases into is really a master stroke by the insurance industry that spends billions of dollars trying to persuade people that anyone who files for these benefits is a crook or fraud.

BL: It’s infuriating, especially when you see how deeply people’s quality of life is impacted by these diseases.

BC: Yes, every part of their life is impacted.

BL: I see what you’re saying about needing diagnostic criteria. In this time where we don’t have that yet, what would you want to see the Social Security Administration or other government agencies do to make it easier for all these people who are applying for benefits with Long COVID and ME/CFS?

BC: They should [reevaluate] the sequential evaluation process, which has been there forever, and look at medically determinable impairment in the context of Long COVID and ME/CFS. These diseases can be documented by things like neuropsych testing.

I’ll quickly go through the five-step sequential evaluation process. The first step is, “Is the person engaged in substantial gainful activity?” That is something you can do predictably, something that will last at least 12 months, and something that leads to gainful work, where you get paid and you can report for a job either part-time or full-time. In Long COVID cases… you have to document that this person is not engaged in substantial gainful activity because they don’t know tomorrow if they’re going to be able to get up and get out of bed and take shower, never mind report for work.

If you satisfy step one, they go to step two. There, they ask, “Do you have the ability, in light of your disability, to perform basic work-related activity?” Sitting, standing, reaching, pushing, pulling, reading, concentrating, things of that nature. And, “Does the disability negatively impact your ability to do these things?” [You need medical evidence, which can come from] a physician’s evaluation from a Long COVID clinic, for example.

If you have that, you go to step three, which is where that horrible “medically determinable impairment” crap comes in. There isn’t {a specific listing} yet for Long COVID, although they’re talking about it. Frankly, we’re still waiting for them to do one for ME/CFS, so I’m not holding my breath. That’s the only step in the process where, if they don’t satisfy it, you can still move on to the next step.

The fourth step is, “Is this person capable of performing the work that they performed for the last five years?” Until June of this year, it was the last 15 years… So we go through each job they had, all their symptoms and limitations and why they can’t do [the job anymore]. If we document successfully that they can’t perform their past relevant work for the last five years as a result of their disability, we can then go to step five.

Step five, the burden shifts to the Social Security Administration. Social Security has to document that, in light of a person’s age, education, and work experience, that there is no work in the national economy that they could perform. [To do this], Social Security has a big graph called the “medical vocational guidelines.” And essentially, the younger you are, the more skills you have, the more education you have, and the more skills that are transferable, generally you are found not disabled. But the graph is not supposed to be used for cases that involve what we call non-exertional and exertional complaints together. Pain, fatigue, things of that nature are all part of the non-exertional limitation.

That is how we lift ME/CFS and Long COVID cases out of that graph. Despite the fact that many of our clients are very young, many of them are highly educated, many of them have developed skills that are not only transferable, but are also in high demand in the national economy — [we say that] because they can’t predictably perform sustained work of any kind, the grid should not be used to find them not disabled. But with all of this, every one of these cases, medical documentation of limitations is crucial. I can’t emphasize that enough.

BL: I know a lot of people in Long COVID community, they’ve already sent in their applications, and then it gets denied, and then they have to appeal. What is that process like, and how would you suggest people go about finding someone like you?

BC: It’s really important to do some research. You want to know if the doctor or attorney you’re dealing with has experience in these cases… I do [webinars and one-on-one education] for lawyers all the time, because I’d rather them hear what has to be done, and understand what happens if they don’t do it.

If I’m giving people advice on appeals… If it’s coming from a United States employer, you’re going to be governed by ERISA. That’s important because people might file a claim without knowing the exact company policy. Despite the fact that federal regulations require employers to give that information to employees, when someone gets sick and files a [short-term] disability claim, they are immediately cut off from the employee benefits portal [that has all the exact policy information]. So then I’ve got to write a letter to the employers, and fight to get that information.

You can’t even get discovery in these cases… Sometimes they will award benefits, and then six months in they’ll say, “We no longer believe you’re disabled.” Under ERISA, [employers and insurance companies] get all the advantages.

BL: It seems like people should know, if you’re filing against an employer, to save that policy information before you lose access to it.

BC: When you get the notice of a denial, you can request a complete copy of the administrative record. You are entitled to see everything that the insurance company had on the case, and under federal regulations, they have 30 days to produce it.

And then you have 180 days to appeal that [denial]. People say that’s a long time. It’s really not. Because you’ve got to go through thousands of pages of documents. You’ve got to document where they abuse their discretion. It’s not enough to have medical evidence… [The standard you have to push back on is that] the insurance company or the employer has a “reason” to deny the claim.

The lawyer’s job or the claimant’s job is to show all the examples they found in the administrative record that show [mistakes or poor judgement on the part of the insurance company or employer]… Sometimes, you will see reports of experts that they’ve retained to review the case, and the expert will say, “I think it’s a payable claim.” And then the next thing you find is them looking for another doctor who’s a little more receptive to their suggestions. If we see they’ve ignored the opinion of one of their experts, that’s an example of abuse of discretion and arbitrary, capricious conduct. Cherry picking the evidence is another thing you often see in these cases.

BL: So it’s not just sending your own medical records, you have to show that the company has messed up.

BC: The insurance company or the employer, whoever is paying, you have to show that they abused their discretion.

BL: Is there anything else, any other advice or resources you would give people?

BC: This is really important. If it’s an ERISA case and they do not get that appeal in within 180 days, they’re foreclosed from pursuing it any further… [It’s a big mistake] if you blow those time deadlines.

All articles by The Sick Times are available for other outlets to republish free of charge. We request that you credit us and link back to our website.

#mask up #public health #wear a mask #pandemic #wear a respirator #covid #covid 19 #still coviding #coronavirus #sars cov 2 #long covid #covid is not over

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mostlysignssomeportents · 10 months ago

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Cigna’s nopeinator

I'm touring my new, nationally bestselling novel The Bezzle! Catch me THURSDAY (May 2) in WINNIPEG, then Calgary (May 3), Vancouver (May 4), Tartu, Estonia, and beyond!

Cigna – like all private health insurers – has two contradictory imperatives:

To keep its customers healthy; and

To make as much money for its shareholders as is possible.

Now, there's a hypothetical way to resolve these contradictions, a story much beloved by advocates of America's wasteful, cruel, inefficient private health industry: "If health is a "market," then a health insurer that fails to keep its customers healthy will lose those customers and thus make less for its shareholders." In this thought-experiment, Cigna will "find an equilibrium" between spending money to keep its customers healthy, thus retaining their business, and also "seeking efficiencies" to create a standard of care that's cost-effective.

But health care isn't a market. Most of us get our health-care through our employers, who offer small handful of options that nevertheless manage to be so complex in their particulars that they're impossible to directly compare, and somehow all end up not covering the things we need them for. Oh, and you can only change insurers once or twice per year, and doing so incurs savage switching costs, like losing access to your family doctor and specialists providers.

Cigna – like other health insurers – is "too big to care." It doesn't have to worry about losing your business, so it grows progressively less interested in even pretending to keep you healthy.

The most important way for an insurer to protect its profits at the expense of your health is to deny care that your doctor believes you need. Cigna has transformed itself into a care-denying assembly line.

Dr Debby Day is a Cigna whistleblower. Dr Day was a Cigna medical director, charged with reviewing denied cases, a job she held for 20 years. In 2022, she was forced out by Cigna. Writing for Propublica and The Capitol Forum, Patrick Rucker and David Armstrong tell her story, revealing the true "equilibrium" that Cigna has found:

https://www.propublica.org/article/cigna-medical-director-doctor-patient-preapproval-denials-insurance

Dr Day took her job seriously. Early in her career, she discovered a pattern of claims from doctors for an expensive therapy called intravenous immunoglobulin in cases where this made no medical sense. Dr Day reviewed the scientific literature on IVIG and developed a Cigna-wide policy for its use that saved the company millions of dollars.

This is how it's supposed to work: insurers (whether private or public) should permit all the medically necessary interventions and deny interventions that aren't supported by evidence, and they should determine the difference through internal reviewers who are treated as independent experts.

But as the competitive landscape for US healthcare dwindled – and as Cigna bought out more parts of its supply chain and merged with more of its major rivals – the company became uniquely focused on denying claims, irrespective of their medical merit.

In Dr Day's story, the turning point came when Cinga outsourced pre-approvals to registered nurses in the Philippines. Legally, a nurse can approve a claim, but only an MD can deny a claim. So Dr Day and her colleagues would have to sign off when a nurse deemed a procedure, therapy or drug to be medically unnecessary.

This is a complex determination to make, even under ideal circumstances, but Cigna's Filipino outsource partners were far from ideal. Dr Day found that nurses were "sloppy" – they'd confuse a mother with her newborn baby and deny care on that grounds, or confuse an injured hip with an injured neck and deny permission for an ultrasound. Dr Day reviewed a claim for a test that was denied because STI tests weren't "medically necessary" – but the patient's doctor had applied for a test to diagnose a toenail fungus, not an STI.

Even if the nurses' evaluations had been careful, Dr Day wanted to conduct her own, thorough investigation before overriding another doctor's judgment about the care that doctor's patient warranted. When a nurse recommended denying care "for a cancer patient or a sick baby," Dr Day would research medical guidelines, read studies and review the patient's record before signing off on the recommendation.

This was how the claims denial process is said to work, but it's not how it was supposed to work. Dr Day was markedly slower than her peers, who would "click and close" claims by pasting the nurses' own rationale for denying the claim into the relevant form, acting as a rubber-stamp rather than a skilled reviewer.

Dr Day knew she was slower than her peers. Cigna made sure of that, producing a "productivity dashboard" that scored doctors based on "handle time," which Cigna describes as the average time its doctors spend on different kinds of claims. But Dr Day and other Cigna sources say that this was a maximum, not an average – a way of disciplining doctors.

These were not long times. If a doctor asked Cigna not to discharge their patient from hospital care and a nurse denied that claim, the doctor reviewing that claim was supposed to spend not more than 4.5 minutes on their review. Other timelines were even more aggressive: many denials of prescription drugs were meant to be resolved in fewer than two minutes.

Cigna told Propublica and The Capitol Forum that its productivity scores weren't based on a simple calculation about whether its MD reviewers were hitting these brutal processing time targets, describing the scores as a proprietary mix of factors that reflected a nuanced view of care. But when Propublica and The Capitol Forum created a crude algorithm to generate scores by comparing a doctor's performance relative to the company's targets, they found the results fit very neatly into the actual scores that Cigna assigned to its docs:

The newsrooms’ formula accurately reproduced the scores of 87% of the Cigna doctors listed; the scores of all but one of the rest fell within 1 to 2 percentage points of the number generated by this formula. When asked about this formula, Cigna said it may be inaccurate but didn’t elaborate.

As Dr Day slipped lower on the productivity chart, her bosses pressured her bring her score up (Day recorded her phone calls and saved her emails, and the reporters verified them). Among other things, Dr Day's boss made it clear that her annual bonus and stock options were contingent on her making quota.

Cigna denies all of this. They smeared Dr Day as a "disgruntled former employee" (as though that has any bearing on the truthfulness of her account), and declined to explain the discrepancies between Dr Day's accusations and Cigna's bland denials.

This isn't new for Cigna. Last year, Propublica and Capitol Forum revealed the existence of an algorithmic claims denial system that allowed its doctors to bulk-deny claims in as little as 1.2 seconds:

https://www.propublica.org/article/cigna-pxdx-medical-health-insurance-rejection-claims

Cigna insisted that this was a mischaracterization, saying the system existed to speed up the approval of claims, despite the first-hand accounts of Cigna's own doctors and the doctors whose care recommendations were blocked by the system. One Cigna doctor used this system to "review" and deny 60,000 claims in one month.

Beyond serving as an indictment of the US for-profit health industry, and of Cigna's business practices, this is also a cautionary tale about the idea that critical AI applications can be resolved with "humans in the loop."

AI pitchmen claim that even unreliable AI can be fixed by adding a "human in the loop" that reviews the AI's judgments:

https://pluralistic.net/2024/04/23/maximal-plausibility/#reverse-centaurs

In this world, the AI is an assistant to the human. For example, a radiologist might have an AI double-check their assessments of chest X-rays, and revisit those X-rays where the AI's assessment didn't match their own. This robot-assisted-human configuration is called a "centaur."

In reality, "human in the loop" is almost always a reverse-centaur. If the hospital buys an AI, fires half its radiologists and orders the remainder to review the AI's superhuman assessments of chest X-rays, that's not an AI assisted radiologist, that's a radiologist-assisted AI. Accuracy goes down, but so do costs. That's the bet that AI investors are making.

Many AI applications turn out not to even be "AI" – they're just low-waged workers in an overseas call-center pretending to be an algorithm (some Indian techies joke that AI stands for "absent Indians"). That was the case with Amazon's Grab and Go stores where, supposedly, AI-enabled cameras counted up all the things you put in your shopping basket and automatically billed you for them. In reality, the cameras were connected to Indian call-centers where low-waged workers made those assessments:

https://pluralistic.net/2024/01/29/pay-no-attention/#to-the-little-man-behind-the-curtain

This Potemkin AI represents an intermediate step between outsourcing and AI. Over the past three decades, the growth of cheap telecommunications and logistics systems let corporations outsource customer service to low-waged offshore workers. The corporations used the excuse that these subcontractors were far from the firm and its customers to deny them any agency, giving them rigid scripts and procedures to follow.

This was a very usefully dysfunctional system. As a customer with a complaint, you would call the customer service line, wait for a long time on hold, spend an interminable time working through a proscribed claims-handling process with a rep who was prohibited from diverging from that process. That process nearly always ended with you being told that nothing could be done.

At that point, a large number of customers would have given up on getting a refund, exchange or credit. The money paid out to the few customers who were stubborn or angry enough to karen their way to a supervisor and get something out of the company amounted to pennies, relative to the sums the company reaped by ripping off the rest.

The Amazon Grab and Go workers were humans in robot suits, but these customer service reps were robots in human suits. The software told them what to say, and they said it, and all they were allowed to say was what appeared on their screens. They were reverse centaurs, serving as the human faces of the intransigent robots programmed by monopolists that were too big to care.

AI is the final stage of this progression: robots without the human suits. The AI turns its "human in the loop" into a "moral crumple zone," which Madeleine Clare Elish describes as "a component that bears the brunt of the moral and legal responsibilities when the overall system malfunctions":

https://estsjournal.org/index.php/ests/article/view/260

The Filipino nurses in the Cigna system are an avoidable expense. As Cigna's own dabbling in algorithmic claim-denial shows, they can be jettisoned in favor of a system that uses productivity dashboards and other bossware to push doctors to robosign hundreds or thousands of denials per day, on the pretense that these denials were "reviewed" by a licensed physician.

If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:

https://pluralistic.net/2024/04/29/what-part-of-no/#dont-you-understand

#pluralistic #cigna #computer says no #bossware #moral crumple zones #medicare for all #m4a #whistleblowers #dr debby day #Madeleine Clare Elish #automation #ai #outsourcing #human in the loop #humans in the loop

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cassierain · 1 year ago

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Hey so I'm thinking about Kellogg

One of the major problems with him is like just how fucking old is this guy? Like he was a kid while the NCR was new, the game hand waves this away with 'cybernetics' that enhance him, but if they have that tech a lot of other things are very broken.

So here's my fix (part of my ongoing restructuring of the institute through fanfic). Kellogg is a synth.

After he joined with the institute they scanned him (we know this is pre-war tech cause Nick Valentine exists) under the pretense of a normal medical exam. Then they used him as a merc until his body failed. So they built him a new one. The new Kellogg just remembers checking in for an exam Soma-style. And they keep doing this.

How valuable would it be for the Institute to have a born-and-raised wastelander who can fit in, but never die (at least not for their purposes), they just build a new one when they please. Perhaps they use Kellogg #007 to test new gen 3 tech. Perhaps #011 falls into the furnaces. Perhaps the Kellogg you meet is one of many, and sosu can be haunted by the man who has caused them so much harm.

All the while his legacy grows. Kellogg is a man who cannot die, whispers abound, there is no way to escape him and his mystery employer. If Kellogg is after you, you die.

But they are still perfecting the tech, so Kellogg never looks exactly the same, the rumors of the institute grow, and the infinite ghost they have at their command is none the wiser.

#anyway I think this could be interesting #and I'm treating this as cannon now #at least for my fic reasons #fallout #fallout 4 #kellogg #kellogg fallout #the institute #headcannon

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brandwhorestarscream · 5 hours ago

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G1 Reports for Blurr & Wheelie 👀

Subject 1660 - Codename: Blurr

07-24-1992

Initial Report. Content: Discussion of Subjcet History and Suitability. Discussion of Experimental Tecnique Y16.

Attending Personel: Dr. >REDACTED<, Sabrina Diaz - Subject Physician, Dr. David Nelson - Subject Psychological Health Expert

Subject 1660 is exactly what we've been waiting for. A promising young man with an active mind and body, someone with not only talent but a genuine love for his craft. Though officially documented information on his status pre-Playcare, outside of standard medical records, is lacking, interviews conducted with previous acquaintances were all consistent.

'Extremely high-energy, playful, and competitive to a fault,' to quote a previous coach, Subject 1660 has been confirmed to be involved in soccer, track, and the Pioneer Scouts program until very recently. Big dreams, this kid: a Mrs... hmm, ahem, sorry, a Mrs. Rivers even told of dreams to be an Olympian someday! Quite a lofty goal, for someone not even in the double digits yet.

Subject's psychological health has declined considerably since the accident. Very low mood, outbursts of anger, declarations of self-loathing, virtually no appetite, and an unwillingness to even attempt to get out of bed with the use of a walker.

I have begun the introductory phase. Through carefully constructured conversation over the next several weeks, I will carefully guide Subject's thoughts as with previous moderately-successful case 1428. His body is already in a weakened state of recovery, he cannot be operated on now, but I do think I can have him ready and perhaps even eager for the procedure by the time he is ready.

...eager, Nelson? Need I remind you even 1428 still isn't happy-

Without hope, the brain is highly impressionable, especially an undeveloped one shortly after a traumatic experience. Here is one with serious dreams of becoming the peak of our species, ripped through a windshield at 120 miles an hour, and watched the light leave two other people's eyes before having half of it's limbs amputated. This brain has been tailor made for this! It's a miracle that it's undamaged, and with proper sculpting could be better than we ever dreamed: forget obedience, by the time I'm done with it, it'll be singing our praises inside it's new body! I'll have it desperate for the procedure in a matter of weeks, and-

Nelson. You're ranting again. I don't care about... whatever that was, as long as it's demonstrably successful-

It will be! Oh trust me, it will be.

...

Subject 1683 - Codename: Wheelie

03-29-1993

Incident Report Transcript

Attending Personel: Sabrina Diaz - Subject Physician, Abigail Drew - Game Screening Manager

Alright, Drew. What happened?

I- um- you see- he-! Ok. Ok, ok, ok. Everything was normal. Everything was fine. Little guy and I are attached at the hip. First group comes in, we test their strength and stamina and patterns and stuff, they go through, no one's extraordinary, we send em on their way. Next train comes in, same thing again. They head off to the Build-A-Bot section and I go to reset the whole thing for the next one... and I turn around, and poof! Little dude is gone. I call for him, I use the clicker, I get his little treats out, but he's not comin' back. I put the system on pause and check around the room. He still doesn't come out. Then-

The point Drew, for christ's sake! HOW did you LOSE HIM?! His collar, your monitor, security measures, how did everything fail?! What, did, YOU, DO?!

Woah, hey, I didn't do anything! I've got the monitor right here, and-

Give me tha- WHERE is the REAL ONE, DREW?!

Wha- but I- this is the one you gave me!

...

Um... M-Ms. Diaz...?

...

Security, please escort Employe #33749 to the disciplinary office immediately. Nightwatch, please be alert and prepare to dispatch for the location and retrieval of Subject 1683.

#blurr #wheelie #tried something new with these ones. not sure if i like it or not 🤔 some back and forth rather than just objective statements #more similisr to the jazz incident kinda #i should really come up with an umbrella tag for all these reports huh

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atlanticdrugtesting · 2 months ago

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Drug testing

Drug Testing Methods Explained: From Urine to Hair Analysis!

Drug testing is a critical tool used in workplaces, schools, and medical settings to ensure safety, compliance, and fairness. With technological advancements, various drug testing methods have emerged, each with its own advantages and limitations.

This blog explains the most common drug testing methods, from traditional urine tests to sophisticated hair analysis, so you can understand how they work and when they are most effective.

Urine Drug Testing

Urine drug testing is one of the most widely used methods due to its non-invasive nature and ability to detect recent drug use.

This test involves collecting a urine sample and analyzing it for the presence of specific substances or their metabolites.

Urine tests are effective at detecting drugs like marijuana, cocaine, amphetamines, and opioids. They are typically used for pre-employment screenings, random workplace testing, and post-accident investigations.

While urine tests are reliable and cost-effective, they have a shorter detection window, usually ranging from a few hours to a few days, depending on the substance.

Saliva Drug Testing

Saliva drug testing, also known as oral fluid testing, is gaining popularity for its convenience and quick results. This method involves collecting a saliva sample using a swab and testing it for drugs.

Saliva testing is ideal for detecting recent drug use, often within the past 24 to 48 hours.

It is commonly used in workplace Drug screening and roadside checks due to its ease of administration.

However, its shorter detection window may not be suitable for detecting long-term drug use.

vimeo

Blood Drug Testing

Blood drug testing is the most accurate method for determining the presence of drugs in the body. It measures the actual drug levels in the bloodstream, providing precise results.

This method is often used in medical settings, legal cases, or situations where accuracy is critical. However, blood tests are invasive, more expensive, and require professional administration.

They are also less commonly used for routine screenings due to their limited detection window, typically covering only a few hours to a day.

Hair Drug Testing

Hair drug testing is unique in its ability to detect long-term drug use. When drugs are consumed, their metabolites enter the bloodstream and are deposited in the hair follicles, where they remain as the hair grows.

Hair tests can detect drug use for up to 90 days or more, making them ideal for uncovering patterns of drug use over time.

Employers and law enforcement agencies often use this method for comprehensive screenings. However, hair testing cannot detect recent drug use (within the past week) and may be costlier than other methods.

Choosing the Right Method

The choice of drug testing method depends on several factors, including the test's purpose, the substances being screened, and the required detection window.

By understanding these methods, organizations, and individuals can select the most appropriate testing option for their needs, ensuring accurate and reliable results.

At Atlantic Drug Testing, we provide expert guidance and a comprehensive range of drug testing services to meet your needs.

Whether you need quick results for workplace safety or in-depth analysis for long-term monitoring, our team is here to help you choose the best solution.

With state-of-the-art technology and professional expertise, Atlantic Drug Testing ensures accurate, timely, and confidential testing every time.

Contact Atlantic Drug Testing today to learn more about our services and how we can assist you in maintaining safety and compliance!

#Drug testing #Drug testing near me #Drug screening #Atlantic Drug Testing #Vimeo #SoundCloud

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trissaysmoi · 3 months ago

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November 22nd, Friday

Moi!

I went to Makati today for my pre-employment medical exam.

Yep. I GOT HIRED YESTERDAY!!!

Everything went by sooo quickly. The hiring process only took literally a day. There were two interviews and two tests. Tbh I did not expect to get hired because I was aiming more for work from home jobs. I just tried to apply and did my best. But I got accepted anyway.

Earlier, my bestfriend passed her CHRA and we're so happy for her. I love seeing my friends take their wins in life. <3

Speaking of which, we actually met on Monday together with another close friend. We catch up on everything that's happened to our lives recently over two big plates of pizza. It was amazing and I can't wait to see them again next month. (adulthings lmao)

#daily journal #trissaysmoi #november 2024

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gamcawafid · 2 months ago

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#pre medical #pre medical examination #pre employment medical test #pre employment medical test near me #pre employment medical check up #pre employment medical check #pre medical check up

0 notes

horacemann2024 · 10 months ago

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17 Direct Benefits to Study in Ireland for Indian Students

Do you know why a 1-year study in Ireland for Indian students is sought after heavily these days?

Many courses, MS in Computer Science, IT, Biotechnology, Pharmaceuticals, Management, and Business Analytics rank among the top 10 worldwide.

Most Indian students opt for a Master’s program for the benefits we have enlisted below. Graduating with these above MS degrees in Ireland guarantees high chances of employment in Ireland.

Also, universities in Ireland boast high research outputs, the hallmark of an excellent postgraduate study destination.

Award-winning journalist, John Kennedy, calls Ireland the AI island, highlighting the nation’s advancements in technological research.

Study in Ireland for Indian students: 17 Benefits

Ireland is the best destination for Indian students due to its top universities, affordable 1-year master’s programmes, and 2-year post-study work visas. These are just a few reasons out of many that Ireland has to offer you.

Below are the benefits why an MS in Ireland or MBA in Ireland is lucrative and will be life-altering. Notably, as an Indian student, you get several advantages.

Some benefits grace you even before you start your journey!

1. You don’t require a GRE score…

You can still study at Irish universities such as Trinity and UCD. Irish universities, which are in the same league as the US universities, which accept Indian students even without a GRE score.

Isn’t this appealing enough to apply to study in Ireland as an Indian student?

Hence, to get into an Irish university, Indian students require an excellent academic record and scores on one of these tests – IELTS, TOEFL, PTE, and Duolingo.

GRE & GMAT is not required by almost all Irish universities (UCD & TCD may ask for GMAT scores for their MBA degrees).

2. English Language Proficiency Training

All English-speaking countries expect their international students to be well-versed in English, as does Ireland.

But aren’t your English proficiency test scores suitable enough to secure admission?

Not to worry. Irish universities offer Pre-sessional English language programs. These short-term courses are designed to help you gain the skills needed to prepare for exams like IELTS, TOEFL, DET, and PTE.

3. How much study gap is acceptable in Ireland?

The answer is…

Study gaps don’t matter for Irish universities!

As long as you can explain the gap between your last academic year and the time of application, you are as good as any other person without a study gap.

Various reasons, such as employment, vacation, health issues, and business ventures, can be used to explain your study gap. You can provide these reasons in your Statement of Purpose.

Sarem Education will help Indian students with their Statements Of Purpose to study in Ireland.

4. Cost of studying in Ireland is lower for Indian students

Compared to studying in the USA, UK, and Australia, an MS degree in Ireland costs less.

Cost of study in Ireland for Indian students:

Place of study EUROS INR

Universities 12,000 to 36,000 9,97,000 to 28,89,000

Institute of Technology 12,000 to 17,000 9,97,000 to 13,63,000

Colleges 13,000 to 15,000 10,80,000 to 12,00,000

Tuition fee is the most significant cost component, while other expenses like accommodation, student visa, medical insurance, and the like typically cost between €7,000 (5 to 9 lakhs) to €12,000 per year.

There are also independent colleges in Ireland where Indian students can study for lesser fees.

Provided you have the necessary work experience, colleges such as Dublin Business School, Griffith College Dublin, and National College of Ireland should be a sweet deal!

Consultancies do love adhering to “get rich overnight schemes” by giving Indian students the aforementioned options to study in Ireland. However, we do not do that here.

Here is some honest information. Freshers would find it daunting to land a job after graduation from these places. So, apply here at your own risk.

However, experienced candidates should be able to land a job thanks to their experience.

With a part-time job or a paid internship, you can further reduce your expenses to study at an Irish university. We advise that you search for the right one where you can balance your studies with your part-time work.

Just ensure you don’t do anything you will regret on your academic side.

5. Study in Ireland for Indian students: Scholarships

Here is a list of scholarships available for students looking to study in Ireland.

Government of Ireland International Education Scholarships Programme, sponsored by the Higher Education Authority (HEA)

The Government of Ireland Postgraduate Scholarship Programme

Scholarships by the Irish Research Council for Humanities and Social Sciences (IRCHSS)

About 60 students get this scholarship which pays them 10,000 euros per year. These Ireland scholarships make life extremely easy for Indian students.

6. The 3 benefits of studying 1-year masters in Ireland

Undoubtedly, Indian students are constantly under pressure to settle down quickly. Studying a 1-year Master’s program at an Irish university can help you alleviate this.

You can fast-forward your dreams of graduating with an MS degree and happily settle abroad sooner than your counterparts in other countries!

Let us enlist and explain the benefits below:

Return to the workforce with world-class skills sooner: Sometimes, students take a 1-year leave to finish their degree and resume work with their previous employer. This is possible if you do a Masters in Ireland. Moreover, a 1-year break for education will also be less harsh on your resume. You can also join the workforce sooner and ease off your loans.

Costs Less: Compared to a 2-year course, studying for a 1-year Masters in Ireland is cheaper. A shorter duration means you pay lesser rent, living expenses, etc.

Resume: In any Master’s course in Ireland, you must complete 90 credits within a year. Inevitably, you will be putting in tons of hard work throughout the year. Consequently, this can bode well for your resume.

7. 100% visa approval

Ireland and India faced the brunt and after-effects of British imperialism and colonization in the 1900s.

Now, both countries share cordial relations owing to which there is less than a 5% chance for your visa to get rejected for Indian students to study in Ireland.

Not impressed?

DAVID FLOOD, Director, India, and South Asia, Enterprise Ireland, shares an impressive stat. The Irish visa approval rate for Indian students has grown by over 95% in the last 5 years.

So what happens to Indian students after they come to study in Ireland?

8. Globally Ranking Universities

Did you know securing admission to Irish universities would allow you to study at one of the top-ranked universities globally? Five universities in Ireland rank within the top 500 globally, and three are within the top 1000.

Trinity College, University College Dublin, University College Cork, University of Galway, University of Limerick, Dublin City University, Maynooth University, and Technological University Dublin are the universities on the list.

9. Highly quality education

The International Graduate Insight Group (i-graduate) found that students pursuing an MS degree in Ireland reported high student satisfaction with their academic experience.

Of course! Why wouldn’t they?

All MS degrees in Ireland are one year in duration. You will be prepared to enter the workforce within one year.

Irish universities and institutions are globally renowned for their programs in Science, Technology, Maths, Teaching, Medicine, Business, and Finance, accredited and recognized worldwide.

Most importantly, the tuition fee is way cheaper to study in Ireland for Indian students than in other top destinations.

Also, Irish universities are ranked among the best in the world regarding gender equality and climate action as per Times Higher Education’s (THE) university impact rankings.

10. Part-time opportunities in Ireland while studying

During their study in Ireland, Indian students can work for up to 20 hours a week.

According to labour statistics, Ireland has more than 400,000 people employed part-time. As regional investment grows and new businesses pop up, part-time jobs shall also grow steadily.

Irish universities also offer teaching assistant positions where students can assist professors with their academic commitments and get paid for them.

Indian students studying in Ireland will be allowed to work 40 hours per week only from June to September & from 15th December to 15th January inclusive. At all other times, students will be allowed to work 20 hours per week while they study.

11. Hub for global corporations

Ireland’s technological ambience is nothing to be scoffed at.

Ireland houses more than 1000 multinational companies, mainly because of Ireland‘s liberal FDI policies and ease of doing business. This opens doors for talent across the world.

Many of these MNCs seek MS degree holders from Irish universities in areas like Artificial Intelligence, ICT, telecom and life sciences.

Several companies – like Google, Facebook, Airbnb, Roche, Abbott, and others – have their European headquarters in Ireland. There are several hundreds of internships for fresher Indian students studying in Ireland.

Down the road, this ups their chances of securing full-time employment.

12. Safe, friendly, party and quality of lifestyle

Consumed by excitement while applying for a Masters, one would leave caution to the wind and fail to read about the destination’s attitude towards international students.

And while Ireland’s windy climate

is often chided for being unfriendly, the locals are super sweet. Indian students in Ireland feel very safe and peaceful, and their study period is a heavenly experience.

Still, undecided to study in Ireland as an Indian student? Contact us so that we can help you connect with alumni.

13. Rich Culture and Heritage

You can earn a 360-degree, fulfilling experience from your education abroad only if you read and imbibe academic papers and the culture around you.

If you are a bookworm, a history buff, or a culture enthusiast, don’t look further into the West than Ireland.

The best part about studying in a European country is that every country is different from the others; in terms of architecture, history, race, music, etc.

Ireland is not just well known for its education but also for reasons like these as well.

Dublin, the capital of the Emerald Isle, is a popular tourist destination filled with parks, museums, and statues paying homage to literary laureates such as Oscar Wilde, Joyce Meyer, etc. Pubs that are about a 1000-year-old grace the ever-alive city centre.

Festivals such as Halloween and St. Patrick’s Day originated in Ireland.

Studying in Ireland for Indian students will be thrilling for those who like to travel to various places and capture the green garlands of nature with their photography skills.

Also, are you familiar with these famous movies- Harry Potter, Star Wars, P.S. I Love You, and Game of Thrones?

All of these films had scenes filmed in Ireland. Ireland’s landscapes breathe life into the dormant desi travel bug in you.

Ireland’s West Coast throngs with breathtaking sceneries, docks, rocky coastlines, and castles. Be sure to check out these places while pursuing your M.S. degree in Ireland.

14. A growing, dynamic Indian community in Ireland

In 2011, The Irish Minister for Jobs, Enterprise and Innovation, Richard Bruton TD, aimed at attracting the 100,000 Indian students moving abroad for their higher studies every year into Ireland’s workforce.

Consequently, between 2013-2017, Ireland saw a 45% increase in international students entering Ireland.

As of 2015, about 26,000 Indians reside in Ireland, of whom about 9,000 are second-generation Indians. They occupy roles in healthcare (doctors and nurses), IT, engineering, and senior management positions.

According to DBEI (Department of Business, Enterprise, and Innovation), the majority of work permits were obtained by Indian students than any other nationality in various fields such as IT, ICT, Finance, Medical, and Business in 2022.

You can see several local businesses in Dublin with Indian owners and managers, which may get you part-time jobs if you can get their patronage. “Muqqabla” and “Urvashi” are some music tracks that rock the corridors of these local businesses. So there is no need to forget the rice, dal, and curry after you leave India.

15. Employment rates are at an all-time high!

It is undoubtedly heartening for us to announce (with proof) that employment rates are at an all-time high. Employment figures from the Central Statistics Office (CSO) confidently state that Ireland is fully employed.

Lifeline for graduates in Pharmaceuticals, Finance & IT, Pharma and biotech industry in Ireland picked up after companies took advantage of the government lowering tax rates for corporates.

19 of the world’s top 20 pharmaceutical and biopharmaceutical companies are in Ireland. They constantly attract graduates with MS degrees from Irish universities. Indian students considering where to go after a UG degree in biotech, pharma, biomedical, and instrumentation can seek Ireland for higher studies.

Accountancy and Finance are lucrative for Indian students who study in Ireland. Due to the demand level and a squeeze in supply, companies are increasing compensation packages for both attraction and retention purposes. [Source: Morgan Mckinley]

Several tech-centred Irish institutions offer MS degrees in information technology, data analytics, cloud computing, and business analytics.

The courses are tailored to tackle real-time challenges in the tech-savvy industries in the IT hub of Europe. This is one supporting point for young and ambitious Indian students to study in Ireland for their Master’s.

16. Ireland’s post-study work visa benefits make you go WOW!

So here is the answer to the much-awaited question, “How to work in Ireland post-graduation”.

The Irish government offers a 2-year post-study work visa for Indian students in Ireland to seek employment after their graduation.

Ireland has two types of work visas – General Work Permit and Critical Skills Employment Permit.

The Critical Skills Employment Permit is acquired by people in the sectors included on the Critical Skills Occupations List, such as ICT professionals, professional engineers, and technologists. This visa targets highly skilled people, encouraging them to reside permanently in Ireland.

In 2022, 63% of the 10,171 critical skill visas issued were grabbed by Indian students studying in Ireland.

A General Employment Permit allows the holder to work in various occupations. Unlike the Critical Skills visa, this permit recognizes that all professions are eligible unless excluded from the Ineligible List of Occupations for Employment Permits.

17. Easy Pathway to PR

Did you know Ireland has one of the most effortless PR processes globally?

A list of countries with the smoothest PR processes would include Ireland in the top five.

A Critical skill visa allows you to apply for a PR in two years, and a General work permit will enable you to apply for a PR in five years.

Conclusion:

A 1-year study in Ireland for Indian students is flawlessly beneficial.

It is undoubtedly your gateway to finding a job in Ireland and getting a PR soon in Ireland using the 2 years of critical skills work permit.

We can connect you with Indian students in Ireland to enquire about your course and confirm all of the benefits we have mentioned above to studying in Ireland for Indian students.

#abroad education #study #study abroad #study in ireland #ireland education #ireland universities #education

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dot-24 · 11 months ago

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Driving Success: Mastering DOT Drug Testing for Transportation Entrepreneurs

As a transportation entrepreneur, navigating the intricate landscape of DOT drug testing is not just a regulatory requirement but a crucial step in ensuring safety, reliability, and compliance within your business. In this blog, we'll explore the ins and outs of DOT drug testing, its importance, challenges, solutions, and the role of technology and service providers in simplifying compliance. Let's dive in!

Why DOT Drug Testing Matters:

DOT drug testing isn't just about following rules; it's about safeguarding lives. By ensuring a sober workforce, transportation businesses mitigate the risks of substance-related accidents, protecting employees, passengers, and the public. Compliance with DOT regulations fosters a culture of safety and responsibility, essential for maintaining trust and credibility in the industry.

Who Needs to Comply:

Understanding who falls under DOT drug testing requirements is essential. From commercial truck drivers to aviation personnel, railroad workers to mariners, employees in safety-sensitive positions across various transportation sectors must adhere to strict testing protocols to uphold integrity and reliability within the industry.

Testing Procedures and Requirements:

DOT drug testing involves screening for a range of substances, including marijuana, cocaine, opiates, amphetamines, phencyclidine, and alcohol. Testing procedures follow rigorous guidelines, from sample collection to laboratory testing, review by Medical Review Officers (MROs), and follow-up protocols in case of positive results.

When Tests Are Required:

DOT drug and alcohol tests are mandated in various situations, including pre-employment, random testing throughout the year, reasonable suspicion testing, post-accident testing, return-to-duty testing after a violation, and follow-up testing for employees undergoing substance abuse treatment.

Practical Tips for Compliance:

Staying informed about DOT regulations, educating your team, partnering with reliable testing services, implementing clear policies, and providing support for employees struggling with substance abuse are vital steps in ensuring compliance with DOT drug testing requirements.

The Importance of Compliance:

Compliance with DOT drug testing regulations isn't just about adhering to government rules; it's about cultivating a safety culture, maintaining reliability and trust, avoiding legal and financial consequences, mitigating insurance and liability risks, and promoting long-term business health.

Implementing a Drug Testing Program:

Establishing a comprehensive drug testing program involves understanding DOT regulations, selecting qualified service agents, crafting clear policies, conducting pre-employment and random testing, managing post-accident and reasonable suspicion testing, and ensuring confidentiality and record-keeping compliance.

Challenges and Solutions:

While DOT drug testing poses challenges such as managing costs, ensuring privacy, and handling positive test results, practical solutions such as negotiating discounts, maintaining confidentiality, and establishing clear policies can mitigate these challenges and ensure effective management of drug testing programs.

The Role of Technology and Service Providers:

Technology and service providers play a crucial role in simplifying DOT drug testing compliance through digital scheduling and management systems, electronic chain of custody forms, integration with HR systems, mobile apps, expert guidance, comprehensive testing services, training, legal assistance, and compliance support.

Conclusion:

Navigating DOT drug testing is a multifaceted endeavor that requires diligence, expertise, and strategic partnerships. By prioritizing safety, reliability, and compliance, transportation entrepreneurs can ensure the well-being of their workforce, passengers, and the public while maintaining a competitive edge in the industry. Embrace DOT drug testing as a cornerstone of your entrepreneurial journey, and pave the way for a safer, more responsible future in transportation.

FAQs

1. Who needs to comply with DOT drug testing regulations?

Businesses in the transportation sector, including trucking, aviation, and public transportation, among others.

2. What substances does DOT drug testing screen for?

Typically, the test screens for marijuana, cocaine, opiates, phencyclidine (PCP), and amphetamines/methamphetamines.

3. How often should DOT drug tests be conducted?

It depends on various factors, including the specific industry and whether the testing is pre-employment, random, post-accident, or other types.

4. What happens if an employee fails a DOT drug test?

The procedures can include removal from safety-sensitive duties, a mandatory evaluation by a substance abuse professional, and completion of a return-to-duty process.

5. Can small businesses afford to comply with DOT drug testing?

Yes, there are cost-effective solutions and service providers that can help small businesses manage the requirements efficiently.

#drug testing #transportation #truck #employees #employer

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dreaminginthedeepsouth · 2 years ago

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LETTERS FROM AN AMERICAN

April 3, 2023

Heather Cox Richardson

On Saturday, April 1, the emergency measures Congress put in place to extend medical coverage at the beginning of the Covid-19 pandemic expired. This means that states can end Medicaid coverage for people who do not meet the pre-pandemic eligibility requirements, which are based primarily on income. As many as 15 million of the 85 million people covered by Medicaid could lose coverage, although most will be eligible for other coverage either through employers or through the Affordable Care Act. The 383,000 who will fall through the cracks are in the 10 states that have refused to expand Medicaid.

The pandemic prompted the United States to reverse 40 years of cutbacks to the social safety net. These cuts were prescribed by Republican politicians who argued that concentrating money upward would promote economic growth by enabling private investment in the economy. That “supply side” economic policy, they said, would expand the economy so effectively that everyone would prosper. In 2017, Republicans passed yet another tax cut, primarily for the wealthy and for corporations, to advance this policy.

As the economy fell apart during the coronavirus pandemic, though, it was clear the government must do something to shore up the tattered social safety net, and even Republicans got on board fast. On March 6, 2020, Trump signed the Coronavirus Preparedness and Response Supplemental Appropriations Act, allocating $8.3 billion to fund vaccine research and give money to states and local governments to try to stop the spread of the virus. On March 18, he signed the Families First Coronavirus Response Act, which provided food assistance, sick leave, $1 billion in unemployment insurance, and Covid testing. On the same day, the Federal Housing Administration put moratoriums on foreclosure and eviction for people with government-backed loans.

On March 27, Congress passed the Coronavirus Aid, Relief, and Economic Security Act (CARES), which appropriated $2.3 trillion, including $500 billion for companies, $349 billion for small businesses, $175 billion for hospitals, $150 billion to state and local government, $30.75 billion for schools and universities, individual one-time cash payments, and expanded unemployment benefits.

Trump signed another stimulus package on April 24, 2020, which appropriated another $484 billion. And on December 27, 2020, he signed another $900 billion stimulus and relief package.

When he took office, President Joe Biden promised to rebuild the American middle class. He and the Democratic Congress began to shift the government’s investment from shoring up the social safety net to repairing the economy. On March 19, 2021, he signed the American Rescue Plan into law, putting $1.9 trillion behind economic stimulus and relief proposals.

Biden signed the Infrastructure Investment and Jobs Law, also known as the Bipartisan infrastructure Act, on November 15, 2021, putting $1.2 trillion into so-called hard infrastructure projects: roads and bridges and broadband.

On August 9, 2022, he signed the CHIPS and Science Act, putting about $280 billion in new funding behind scientific research and the manufacturing of semiconductors. And days later, on August 16, Biden signed the Inflation Reduction Law, putting billions behind addressing climate change and energy security while also raising money to pay for new policies and to reduce the deficit by raising taxes on corporations and the wealthy, funding the Internal Revenue Service to stop cheating, and permitting Medicare to negotiate with pharmaceutical companies over drug prices.

This dramatic investment in the demand side, rather than the supply side, of the economy helped to spark record inflation, compounded by supply chain issues that created shortages and encouraged price gouging. To combat that inflation, the Federal Reserve has been raising interest rates. Numbers released Friday show that inflation cooled in February, suggesting that the Federal Reserve is seeing the downward trend it has been hoping for, although there is concern that the sudden decision of the Organization of the Petroleum Exporting Countries (OPEC) this weekend to slash production of crude oil might drive the price of oil back up, dragging prices with it.

That investment in the demand side of the economy also meant that the child poverty rate in the U.S. fell almost 30%, while food insufficiency fell by 26% in households that received the expanded child tax credit. The U.S. economy recovered faster than that of any other G7 nation after the worst of the pandemic. Wages for low-paid workers grew at their fastest rate in 40 years, with real income growing by 9%. MIddle-income workers’ wages grew by only between 2.4% and 3.9% after inflation, but that, too, was the biggest jump in 40 years. Unemployment has fallen to its lowest level since 1969, and a record 10 million people have applied to start small businesses.

This public investment in the economy has attracted billions in private-sector investment—chipmakers have planned almost $200 billion of investments in 17 states—while it has also pressured certain companies to act in the public interest: the three major insulin producers in the U.S., making up 90% of the market, have all capped prices at $35 a month.

As the economy begins to smooth out, Biden and members of his administration are touting the benefits of investing in the economy “from the bottom up and the middle out.” They have emphasized that they are working to support unions and the rights of consumers, taking on “junk fees,” noncompete agreements, and nondisparagement clauses. After the collapse of the Silicon Valley Bank, the administration has suggested that deregulation of banking institutions went too far, and Biden has continued to push increased support for child care and health care.

A recent Associated Press–NORC poll shows that while 60% of Americans say the federal government spends too much money, they actually want increased investment in specific programs: 65% want more on education (12% want less); 63% want more on health care (16% want less); 62% want more on Social Security (7% want less); 58% want more spending on Medicare (10% want less); 53% want more on border security (23% want less); and 35% want more spending on the military (29% want less).

This puts the political parties in an odd spot. A week ago, Biden and members of the administration began barnstorming the country to highlight how their policy of “Investing in America” has been building the economy: “unleashing a manufacturing boom, helping rebuild our infrastructure and bring back supply chains, lowering costs for hardworking families, and creating jobs that don’t require a four-year degree across the country,” as the White House puts it.

Meanwhile, the Republicans are doubling down on the idea that such investments are a waste of money, and are forcing a fight over the debt ceiling to try to slash the very programs that the administration is celebrating. Ignoring that the 2017 Trump tax cuts and spending under Trump added about 25% to the debt, they are focusing on Biden’s policies and demanding that the government balance the budget in 10 years without raising taxes and without cutting defense, veterans benefits, Social Security, or Medicare, which would require slashing everything else by an impossible 85%, at least (some estimates say even 100% cuts wouldn’t do it).

As David Firestone put it today in the New York Times: “Cutting spending…might sound attractive to many voters until you explain what you’re actually cutting and what effect it would have.” Republicans cut taxes and then complain about deficits “but don’t want to discuss how many veterans won’t get care or whose damaged homes won’t get rebuilt or which dangerous products won’t get recalled.” Firestone noted that this disconnect is why the House Republicans cannot come up with a budget. “The details of austerity are unpopular,” Firestone notes, “and it’s easier to just issue fiery news releases.”

LETTERS FROM AN AMERICAN

HEATHER COX RICHARDSON

#kookaid #Republican Kool-Ade #budget #Federal Government spending #pandemic #medicare #medicaid #income inequality #Corrupt GOP

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foreverlogical · 2 years ago

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A federal appeals court panel appeared skeptical on Tuesday of calls to impose a nationwide freeze on Obamacare’s rules for no-cost coverage of preventive care while litigation continues — a move the Biden administration warned would threaten access to a range of services for millions of people on employer-sponsored insurance and Obamacare’s individual market.

Both sides in the case agreed that the individual Texas businesses that sued over the mandate should be shielded from it while the case makes its way through the courts. But they split on whether more harm would be caused by keeping the current coverage rules intact for everyone else in the country or by suspending them nationwide.

Attorneys representing the Texas employers and individual workers challenging the policy argued that because

the United States Preventive Services Task Force is made up of outside experts who are not Senate-confirmed or overseen by Senate-confirmed government employees, their recommendations of what preventive services should be covered by insurance — from syphilis tests to depression screenings — must be “set aside” and can’t be enforced.

Their suit also claims the Obamacare requirement for insurance to cover the pre-exposure prophylaxis pill used to prevent transmission of HIV — known as PrEP — violates the religious rights of the challengers. In their legal briefs, they equated covering the highly effective medication with encouraging homosexuality and promiscuity.

The merits of those legal arguments didn’t come up in Tuesday’s hearing before the 5th U.S. Circuit Court of Appeals in New Orleans, which focused squarely on whether the nationwide freeze of the Obamacare mandate a lower court ordered in March went too far.

That ruling, Justice Department attorney Alisa Klein told the court, was a “legal error” that “extinguished the rights of about 150 million people who are not parties to the case.”

Klein urged the appeals court judges to consider the “balance of equities,” arguing that there would be no harm done to the already-protected plaintiffs by putting the nationwide injunction on hold, but great harm done to everyone else if they failed to do so.

“It can’t be overstated how important the guarantee of cost-free access is when patients go to get their mammograms and colonoscopies,” she said. “We’re talking about 50 different types of care.”

The attorney for the conservative challengers, Jonathan Mitchell, responded that the nationwide ruling was appropriate because “agency actions must be set aside if they are unlawful.”

Mitchell — the architect of the six-week abortion ban Texas imposed before Roe was overturned — attempted to reassure the judges that imposing a nationwide injunction wouldn’t cause harm because insurers are unlikely to drop coverage of preventive care services while the case is still in process.

The judges on the appeals court panel seemed unconvinced.

Leslie Southwick — an appointee of former President George W. Bush — called that assertion “speculative” and said it was “very unusual” to be asked to rule on “our sense of how insurance companies would react.”

“I’m not sure what we have to go on,” he said.

The judges also grilled Mitchell on whether a win for his side would solve his clients’ problem — a legal threshold known as “redressability.” When Mitchell argued that individual workers he represents who are refusing to buy insurance because of the PrEP coverage requirement would be able to get covered if the mandate were lifted, Judge Stephen Higginson noted that the workers’ own affidavits “don’t say that.”

Higginson — an appointee of former President Barack Obama — pointed out that only one of the four workers came anywhere close to making that claim, and that he expressed “a desire to buy insurance, not a specific intent.”

Mitchell acknowledged that there’s no “iron-clad guarantee” his clients would buy health insurance if courts blocked the Obamacare mandate.

In closing, the judges urged both him and the DOJ to try to broker a compromise that would more narrowly tailor the nationwide ruling without infringing on the rights of the plaintiffs.

Tuesday’s hearing was the latest in a months-long saga over the preventive care mandate that’s been in place for more than a decade.

Texas District Court Judge Reed O’Connor — the author of several rulings against pieces of Obamacare — issued a nationwide ruling in March for the challengers, striking down all of the decisions made by the United States Preventive Services Task Force since 2010 about what insurers must cover without cost sharing.

In May, the 5th Circuit Court issued an administrative stay of that lower court ruling — keeping the current coverage rules in place while the case proceeds.

Public health groups warn of serious consequences if O’Connor’s ruling is upheld — citing research showing that even small out-of-pocket costs deter many people from seeking preventive care, leading to sicker patients and more costly treatments. Medical experts are particularly worried that coverage rollbacks would exacerbate already record rates of sexually transmitted diseases by making testing and treatment services unaffordable for vulnerable populations.

Many major insurers have pledged to maintain preventive care at no cost to patients for the time being no matter what courts decide, but experts fear that patients could eventually be hit with out-of-pocket charges should the 5th Circuit and Supreme Court side with the challengers.

The case also throws more than two-dozen new recommendations the federal task force is currently weighing in jeopardy, rules that could expand coverage of everything from prenatal care to speech therapy to osteoporosis.

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doctor-glitterbomb · 2 years ago

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OOC: So who is Glit? (Headcanons <3)

So in case it's not fully clear, in my AU, Glit, Howlback and Ravage are siblings. There were originally twelve siblings, and they were built to operate in cat & bird pairs: Ravage and Laserbeak, Nightstalker and Buzzsaw, Howlback and Garboil, Glit and Squawktalk, Stripes and Sundor, and Pounce and Wingspan. Each pair had its own colour scheme. They were all intended for pre-war Cybertronian black ops. The birds are fast, can see far far away, and can plug into your system and steal your information easily. They don't interact with other mecha as much as the cats do.

The cats were trained to be not just deadly spies and assassins, but also for psyops, including seduction, friendly interrogation and entertainment. As beastformers they were disposable, but in their root modes they looked like other small bipedal robots (like Minimus or Cheetor) with beast-like features. Those who were forced to become cassettes were locked in their beast modes until that was reversed.

This project was defunded, and they were all supposed to be terminated, but they weren't, because the people who made them sold them under the table as slaves to get their investment back.

Ravage and Laserbeak and Buzzsaw and Nightstalker (the latter of whom died) were bought up by Senator Ratbat, Pounce and Wingspan disappeared into the Warworlds, Howlback and Garboil were bought up by Iaconian Metaforensics (they learned to be cops from Prowl), and Stripes worked in the Censor's office with Sundor where they made friends with Blaster, which is why they chose the Autobots.

But this is about Glit. Glit and Squawktalk were bought by a noble Vosni house and sent to accompany their unconventional medic daughter Pharma in Iacon as servants and bodyguards.

It was Pharma's conjunx Ratchet who noticed that Glit had the capability to become a medic, made sure he passed the Ambus Test, and trained him--he wasn't very employable in the greater world, but he worked beside Ratchet in the Dead End clinic where he reconnected with Ravage and met Drift and Soundwave.

Anyhow, if you know the whole Glit story, you know that he became the best of the Decepticon medics, the kindest and most impartial--and yet, IDW shows him working at Decepticon death camp Grindcore, which was managed by Tarn before he was Tarn.

Megatron and Glit had issues even in Kiss Players because Glit will heal anyone and cares more for how much help a patient might need than their rank. So it was Megatron who sent him to work there as a punishment--if he wanted to heal Autobots and aliens, he could do it there. This is how Glit acquired a lot of information about the worst war crimes, an addiction to drinking high-grade and alcohol, and also a shit ton of frozen sparks that he 'liberated'.

Glit eventually let the Autobots into Grindcore but he absconded rather than take a red badge; he still remembers what the system they were trying to defend was like and doesn't believe a peaceful reform was possible.

Anyhow he fled to Earth where he thought he would be safe, and he was for a while. He married a bar hostess in Kyoto and learned to sing enka music. Helped her with raising her kids, and everything else. Sang in bars. Did a little furry porn on the side with her. Whatever he could do until he got his medical licence back.

Then Megatron took over the planet, oops. Rosanna heard Glit singing and that's how he ended up in her "interspecies friendship" band rather than turned over to the DJD.

Shortly before the end of the war his wife Naoko died, leaving him a mess. While Soundwave made him the Chief Medical Officer of Sanctuary Station (and Chair of the Truth and Reconciliation Committee), and while he did have a medical licence in Japan, he still maintains his OnlyFans site, where he gets a respectable stream of income from former Kiss Players fans, furries and robotfuckers.

And in his thread with Fortress Maximus, he's gone to Luna-1 to help him and Cerebros restore the Tebris VII survivors using the domestication reversal protocol developed by Spinister, because he may be an entertainer and a denizen of the 'mizu-shoubai' (and has no shame about it!) but he is also still one of the best Decepticon medics in the galaxy.

#ooc #headcanon #cw: alcohol abuse #cw: sex work

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ntatesting11s · 2 days ago

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Understanding DOT Consortium, Drug Testing, and Consulting Services

The Department of Transportation (DOT) has strict regulations regarding drug and alcohol testing to ensure the safety of transportation employees and the general public. Organizations and employers subject to DOT regulations must comply with drug and alcohol testing programs, often through DOT consortiums and consulting services. Here’s a breakdown of key components related to DOT drug testing and consulting services.

What is a DOT Consortium?

A DOT consortium is a group of employers who join together to conduct drug and alcohol testing as required by DOT regulations. Consortiums help small and medium-sized businesses comply with DOT drug testing requirements without managing individual testing programs.

Benefits of a DOT Consortium:

Compliance with DOT regulations

Cost-effective drug testing solutions

Management of random testing selections

Simplified administration of testing programs

Reporting and record-keeping assistance

DOT Drug Testing

DOT drug testing is a mandatory requirement for employees in safety-sensitive positions, such as commercial drivers, airline workers, and railway employees. DOT testing follows strict protocols outlined in 49 CFR Part 40, ensuring standardized procedures and reliable results.

Commonly Tested Substances:

Marijuana

Cocaine

Opiates (heroin, morphine, codeine)

Amphetamines and methamphetamines

Phencyclidine (PCP)

When is DOT Drug Testing Required?

Pre-employment Testing: Before hiring a safety-sensitive employee.

Random Testing: Conducted periodically for active employees.

Post-Accident Testing: Required after serious accidents.

Reasonable Suspicion Testing: If an employer suspects drug or alcohol use.

Return-to-Duty Testing: After a violation of drug and alcohol policies.

Follow-up Testing: Conducted as part of an employee’s return-to-duty process.

DOT Consulting Services

DOT consulting services help employers navigate compliance requirements, manage testing programs, and maintain up-to-date policies. Consulting services may include:

Policy development and implementation

Employee training on DOT drug and alcohol regulations

Compliance audits and program assessments

Assistance with DOT compliance reviews and investigations

DOT Consortium Programs

DOT consortium programs offer a structured approach to managing drug and alcohol testing for multiple employers. These programs ensure compliance with DOT regulations by providing:

Access to a pool of qualified employees for random testing

Coordination of laboratory testing and result reporting

Support with Medical Review Officer (MRO) processes

Guidance on DOT audit preparation

Medical Review Officer (MRO) for Drug Testing

A Medical Review Officer (MRO) is a licensed physician responsible for reviewing and verifying drug test results. The MRO ensures that test results are interpreted accurately and that any positive results are legitimate, taking into account medical prescriptions and potential errors in testing.

Roles of an MRO:

Reviewing and verifying lab results

Interviewing employees regarding positive test results

Ensuring confidentiality and compliance with regulations

Providing expert testimony in disputes related to drug testing

Conclusion

DOT drug testing and compliance programs are essential for maintaining safety in transportation industries. Whether through a DOT consortium, consulting services, or the guidance of a Medical Review Officer, employers can ensure adherence to regulations while maintaining a drug-free workplace. By leveraging these resources, businesses can simplify compliance, reduce liability, and enhance workplace safety.

For More Info :

dot consortium

dot drug testing

dot consulting

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netoday · 5 days ago

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IDBI Bank Assistant Manager Recruitment 2025 Notification JAM 650 Vacancy Apply Online

IDBI Bank Assistant Manager Recruitment 2025: has released an employment notification for the recruitment of Junior Assistant Manager Grade O 650 vacancy. Interested and eligible candidates who wants to pursue their career in Banking and Finance sector may apply online here.

IDBI Bank Assistant Manager Recruitment Overview

Post NameJunior Assistant Manager Grade OTotal Posts650 VacancyOrganizationIDBI BankSalaryRs. 50,000/- Per MonthApplication Dateline12th March 2025

IDBI Bank Assistant Manager Recruitment 2025

1. Junior Assistant Manager (JAM), Grade ‘O’ No of posts: 650 Vacancy Age Limit: Minimum: 20 years ; Maximum: 25 years. Candidate must have been born not earlier than October 2 , 1999 and not later than October 1, 2004 (both dates inclusive) Educational Qualification: Bachelor’s degree in any discipline from a University recognized/ approved by the Government / Govt. Bodies viz., AICTE, UGC. Passing only a diploma course will not be considered as qualifying the eligibility criteria.

IDBI Bank Assistant Manager Recruitment Vacancy Details

Post NameTotal PostEducationJunior Assistant Manager (JAM), Grade ‘O’650Bachelor Degree in Any Stream in Any Recognized University in India.General / OBC / EWS : 60% Marks.SC / ST / PH : 55% Marks.

IDBI Bank Assistant Manager Salary Details

- The selected individuals will receive a competitive salary of around Rs. 50,000 per month, with job locations across India.

IDBI Bank Assistant Manager Recruitment Selection Process

The IDBI notification 2025 pdf states the following selection stages. - Online Test (OT) - Document Verification (DV) - Personal Interview (PI) - Pre Recruitment Medical Test (PRMT)

IDBI Bank Assistant Manager Recruitment Application Fee

Candidates have to pay the application fee to complete their online application process, the fee may vary according to the category of the candidates. The complete details regarding the fee are given below. CategoryApplication FeeGeneral/OBC/EWSRs. 1050/-SC/STRs. 250/-PwDExempted Payment Method: Candidates can pay their application fee through an online payment gateway. Candidates should have any one of the following options to make the online payment: debit card, credit card, net banking, or UPI.

IDBI Bank Assistant Manager Recruitment Important Dates

IDBI JAM EventsDateNotification PDF release date26th February 2025Apply online Start date1st March 2025 Apply online last date12th March 2025Online Admit cardApril 2025Online Exam DateApril 2025

How To Apply IDBI Bank Assistant Manager Recruitment

Candidates can also follow the following steps to complete their online application process. - Scroll down and check the Important Link section. - Click on the Online Application Link. - Now, an official web portal will load in the new tab of your browser. - In that portal, you will get the option to register yourself. - After registration, you have to provide all your required details. - After that, you have to upload your documents. - Now, you have to pay the application fee. - After successful payment, your application will be submitted. - Also, you will receive an acknowledgement copy of your submission. - Keep that acknowledgement copy for future use.

Important Links of IDBI Bank Assistant Manager Recruitment

Apply OnlineClick HereDownload NotificationClick HereJoin NEToday ChannelWhatsApp | TelegramGet More updatesClick HereOfficial WebsiteClick Here Read the full article

#BankJobs #EmploymentNews

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