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freifraufischer · 1 year ago

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It's been a few days since the "announcement" of the GIGA Pro Gymnastics thing and I'd like to share some research and my lengthy list of questions about this project.

Let's start by saying that there is a document floating around that is marked confidential and proprietary. It's not long, it's an info graphic and appears to be aimed at investors or recruitment. I'm not sharing it. It does inform my questions.

Who Are These People?

First of all: The officers listed are Aimee Boorman as Co-founder and Chief Events Officer. Maura Fox as Co-founder and Chief Executive Officer. LaPrise Williams as Co-founder and Chief Marketing Officer. This is what I can find based on publicly available information:

The gymnastics community knows who Aimee Boorman is so I'm not going to detail her. She became a FIG Brevet judge in the last two years but is very junior. She's a category 4 judge meaning that except at the smallest FIG meets she is limited to things like being a line judge or a timing judge, this is not a slight. Everyone has to start as a cat 4 but that does mean she doesn't have a lot of experience as a judge.

Maura Fox has a linkedin which informs what I know about her. She was an executive for Time Warner leaving in 2009. Her last job there was as group vice president for consumer devices, cross platform, and strategy. She then ran her own consulting form for 10 years which her linkedin says ended in 2019. She's honestly the person I want to know the most about to take this project seriously or not. She says she's been involved in launching professional circuits in cycling and men's tennis. I'd like to find out what those ventures were to be able to assess the likelihood that this venture will survive. She then worked for some kind of media products group that I can't really get my head around for two years before going to work for GIGA. Her linked in identifies GIGA as having been founded in 2021. So they've had 2 years to build this... which frankly matches with the fact that I had heard about them recruiting potential athletes last year.

LaPrise Williams is a pediatric nurse who was the Baylor Acro and Tumbling coach for from 2011-2014. She later told the press she intended to file a Title IX complaint against the university but I have no idea how that worked out. She opened a gym in St Vincent and the Grenadines which identifies itself as the first gym in the islands. She is the Technical Director for the St Vincent and the Grenadines Gymnastics Association. Here is their facebook page. Now I'm going to put some context on the SVGGA here and I don't want anyone to think I'm disparaging them or her. There are many small federations in the world and this is one of them. It is very clearly a legitimate National Governing Body (NGB). At the moment they have no FIG licensed gymnasts in any discipline and Williams is the only FIG brevet judge from the federation in any discipline--she is a category 4 judge for WAG. The facebook activity for the fed runs:

post on June 4th of 2023 which is a repost from Williams' gym's instagram page.

on September 25, 2022 they changed their profile and header pictures

on January 25, 2020 they posted pictures of a team going to Manhatten Classic.

on June 16, 2019 a repost from an article from the Trinidad and Tobago Newsday about the Caribbean Gymnastics Championships which is very likely not a FIG sanctioned event.

All of this is to say this is a small, relatively inactive federation with limited resources and staff and I'm not entirely sure if much weight should begiven to her involvement in it for this project.

Who are the Sponsors/Who is going to pay the Athletes?

This is upfront going to be a lot of "I have no idea." Their launch material doesn't say. The document I've seen doesn't say and the fact that the thing has supposedly existed for two years without a sponsor lined up to be named at public launch is a little worrying to me.

The document describes a two tiered structure for the athletes with start fees and prize money for all (the initial start fee is $1500 to be paid to all gymnasts with GIGA paying for things like travel, hotel, meals, etc). The prize purse for the first year event is described in the low 6 figure range with mention of an All Around winner. I've seen no mention of teams so it appears to me that they're planning on this being an individual competition circuit (more thoughts on that later). I have seen no reference to insurance of any sort and the only medical related thing in the document is onsite massage, PT, and recovery aids. My major concern continues to be that these people are recruiting adult aged post-college athletes and all I can think is there will be many knees destroyed. And this is the United States... so look forward to some Go Fund Me for medical treatment in the future... It's notable that the European club leagues are all in countries with nationalized health care. Their document talks about career longevity for gymnasts but I'm not at all convinced they're promising an infrastructure for that.

There is a second section of this document that talks about headliners and the things they can negotiated for as individuals. So some gymnasts will be paid appearance fees--which I should stress I think is perfectly normal.

Why is it hard to figure out if these people want to be a professional league or a media platform?

Because they want to be both. They want hold to meets and stream content to fans as well as sell access to the athletes for fans experiences. It looks like kind of standard VIP meet and greet kind of things from what little detail I've seen... you pay money to meet the athlete for say 30 minutes with a group of other fans. I've done this kind of thing for television actors. It's fun. But it's also by it's nature not something a lot of fans can afford.

They also want to build a library of content that is essentially athlete interviews presumably the access of which they can sell in whatever the subscription package of their multimedia platform is. It's all pretty vague so we'll have to figure out what it means when their products actually launch.

For now my main concern is why did they announce this in June without a date or location or a format for their first competition?

Lingering Questions...

I have so many... aside from the ones I've touched on above. They talk about how this hasn't been done before. It has. The most successful attempt at launching a pro-gymnastics competition circuit was in 1997-98 in the post Atlanta Olympics hype. They used a modified NCAA code and the meets were aired on CBS. I don't need them to talk about the previous two attempts (except maybe don't claim to be the first) but I really hope they are aware of them at the very least to find out why they didn't last. I fear that they either didn't do that research or they assume because it was 20+ years ago that their multimedia platform makes them so different that it doesn't apply.

What the heck is the meet structure here? They talk a LOT about the successes of NCAA gymnastics but at least the materials I've seen seem to suggest that they don't plan on having teams. Teams are a key part of building fan support in both NCAA and the European club leagues. I still don't think you can model a US league based on those European leagues mostly because they are build on a lot of routines from junior gymnasts and this project seems to be entirely about post-NCAA age careers. That's in addition to my medical insurance and liability insurance questions.

What is USAG's involvement in this? My fear is "they don't want USAG's involvement". See the launching of new professional sports leagues in a country often depend on how much support and buy-in they have from the NGB. One of the major differences between the currently running National Women's Soccer League and earlier defunct attempts is buy-in from USA Soccer. And I promise you that US Soccer is no more popular then USAG. I'm also informed by the fact that playing conditions for a lot of NWSL teams have been pretty bad (let's not touch the sexual harassment issues within teams). One team was playing on a home field that had holes in it and couldn't afford to pay for their players shoes. Gymnastics equipment is extremely expensive. Millions of dollars just for the competition apparatus. Are these people buying it? From who? Are they going to transport it around the country? Are they going to host it in a central location so they can store the equipment locally or rent it from a specific source? So many questions.

What code of points are they using? US developmental program--you know the one whose code of points you have to buy and isn't publicly accessible without paying for it? Some modified version of the above (like NCAA)? If they're riding the coat tales of NCAA I somehow doubt they're using the FIG code which will make it somewhat harder for non-US/Canadian athletes to be involved. What difficulty expectations will there be? How are they going to handle judges? How are they going to assure fans and athletes that judging will be fair given how much money they are saying is in the prize purses and that they're setting up a two tiered "everyone" and "headliners" compensation structure?

Conclusions:

I'm highly skeptical of all of this. I'm worried about what seems to have been a premature information free public launch. Their website and materials seem amateurish to me and I just can't get my head around the idea that they launch this publicly with no sponsors named.

I'm not at all convinced that these people know how or why European club leagues work, why previous attempts at this in the US have failed, what a lot of the appeal of NCAA gymnastics is, or that they have the experience necessary to do any of this.

#giga pro gym #gymnastics

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ukrfeminism · 9 months ago

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Thousands of student nurses, midwives, and teachers are leaving their courses or ditching training altogether because the government’s free childcare scheme does not extend to them, The Independent has been told.

Campaigners are warning that a growing crisis affecting the education and healthcare sectors is being made worse by students’ inability to access free childcare – forcing them to leave the sector and find work elsewhere.

The warning comes as worrying Ucas data published this week showed that applications for UK nursing degree courses were down for the third year running. Just 31,100 people applied for a course for 2024, down from 33,570 last year, 41,220 in 2022 and 46,040 in 2021.

NHS cuts, heavy workloads, and a collective sense of being undervalued have already sparked an exodus of UK-trained nurses from the NHS, with 42,000 empty vacancies in England alone.

Because of this, several prominent campaign groups, including Mumsnet and Save the Children, are demanding Chancellor Jeremy Hunt extend the government’s free childcare scheme to all parents in training.

Mr Hunt initially unveiled the major extension to free childcare for parents in the spring of last year to win back voters, with working parents who have children under five told they can claim 30 hours of free childcare for 38 weeks per year from September 2025. But Mr Hunt’s 30-hour childcare offer only covers parents who are in paid work.

Trainee teachers, nurses and midwives often work full time, meaning they will need childcare, but do not qualify because they are technically studying.

Some 190,214 students are currently training to be nurses, teachers and midwives in England, according to the latest data.

The Independent has revealed there are major problems with funding, staff shortages and nursery closures. The new scheme comes after ministers rolled out 30 hours of free childcare per week in term time for three and four-year-olds in England in 2017.

Josie Irwin, head of equality at Unison, the UK’s largest trade union, said they are witnessing student nurses and social workers dropping out of their training due to not being eligible for the government’s free childcare.

She said “a bubbling cauldron of problems” engulfing the NHS and caring professions is being compounded by the lack of childcare.

“It goes hand in glove with the recruitment and retention issues which are running across the caring professions, such as nursing, healthcare assistance, paramedics, social workers, midwives and teaching assistants,” Ms Irwin added.

“Women ending up in really precarious zero-hours employment is represented by politicians as a choice but it is not. They don’t have any other option in doing really difficult, demanding, underpaid, undervalued challenging shifts.”

Exclusive data, shared with The Independent, found around four in 10 student nurses and paramedics say problems securing childcare mean they are contemplating dropping out of their course.

Researchers, who polled 600 student nurses and paramedics, also found around seven in 10 report being heavily dependent on family and friends to help them with childcare.

Christine Farquharson, associate director of the Institute for Fiscal Studies, also warned that such families cannot access other childcare help programmes such as tax-free childcare or subsidies through universal credit.

A midwife, who didn’t want to be named fearing reprisals from management, said: “It is not unusual for there to be more student midwives than trained midwives and sometimes student midwives are being thrown in the deep end and plugging the gap of the midwifery shortage.

“This can be dangerous for patient safety. Student midwives are worth their weight in gold – the service would completely crumble if we didn’t have their support.”

Daisy*, who has two young children, said she was forced to drop out of her nursing course for two years due to struggles to access childcare – assuming she would not be able to return.

The 31-year-old, who lives in Nottinghamshire, explained she was previously running a digital marketing company but chose to take a hefty pay cut and retrain to be a nurse due to feeling unfulfilled and wanting to give back.

She is resuming her course this month but will not be able to claim the government’s free childcare provision that begins in September, or the free hours she is currently claiming for her other child, unless she continues doing her current paid work, she explained.

“I work nights to save money on childcare. I look after a child with complex needs. I do 24 hours of care work through the night a week,” Daisy added.

“If I were to go back onto the course and drop my paid hours so I can properly focus on the course, we would lose access to the free childcare. Many weeks I don’t sleep at all after my shift. I have an out-of-body experience most weeks – I just float.”

“It has negatively impacted my mental health – terribly so,” she added. “It is affecting my sleep and causing me a lot of anxiety. I think about it all the time. I feel trapped. I feel like everything is against me wanting to be a nurse.”

The latest data shows there is a shortage of 42,306 nurses and 2,500 midwives in the NHS in England, and a deficit of 2,300 teachers.

Sarah Ronan, director of the Early Education and Childcare Coalition, explained her member organisations frequently hear from people, mainly women, who are doing vocational training that involves on-the-job placements being forced to drop out due to the cost of childcare.

Ms Ronan said the childcare sector is already grappling with “unprecedented demand” – warning the government must only roll out free childcare provision for students in a way that does not “overwhelm the sector”.

She added: “Often people come to these professions later in life. In those situations, they may already have children and therefore they are being penalised due to not being given adequate support to retrain. There are also recruitment campaigns by the government that target people as career changers to come into these professions.”

The Organisation for Economic Co-operation and Development (OECD) found the UK had one of the most expensive childcare systems in the world.

“Understandably, trainee midwives, teachers and nurses are furious they cannot access these new schemes,” Joeli Brearley, chief executive and founder of campaign group Pregnant Then Screwed, said.

“Mothers in training have contacted us to express their concern as to how this exclusion undervalues the work they do and has made them reconsider whether training is right for them.”

A spokesperson for the Department for Education said: “Students who are parents already receive a grant paying 85 per cent of childcare costs across the full year including holidays, up to a weekly limit, and student nurses with children receive an additional NHS grant of £7,000 per academic year.

“On top of this, nurses have received a 5 per cent pay rise for 2023/24 and two significant one-off awards worth over £2,000 on average."

Dr Nichola Ashby, deputy chief nurse at the Royal College of Nursing, warned grants available for nurses “don’t come close” to paying for childcare.

*Name changed

#articles #health #finance #education #Children

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caphhhhfgjdkhgjfj-firstmate · 11 days ago

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“Students aiming for legal careers get courtroom experience in summer program”

By Josh Reyes

8/20/2024

ATLANTA, Georgia — It was the climax of the murder-for-hire trial.

The prosecutors said a business rivalry pushed a local pizzeria owner to seek revenge on a fellow restauranteur. The defense said that there was no proof just hearsay from witnesses who should themselves be investigated.

The two sides rested their case, and the judge called for a break. Then, several dozen teenagers at once broke the decorum they maintained over the past two hours spent in a Gwinnett County courtroom. They turn to one another excitedly, recapping highlights from the mock trial, breaking down the cross-examination and speculating about the jury’s decision.

The teenagers participated in the Junior District Attorney and Investigator Mentorship Program, learning the basics of law and order and getting an early introduction to the profession. The mock trial was the culmination of a two-week summer program.

The program started in 2022 with just a dozen participants and doubles as an educational opportunity and a potential recruiting tool. This year, there were about four dozen participants.

Like many government sectors, there are concerns about workforce shortages in the legal profession.

“Across our state, there are deficits in the number of court reporters, prosecutors and public, court staff and even sheriff’s deputies,” Georgia Supreme Court Chief Justice Michael P. Boggs said in his February State of the Judiciary address. “Just as it is critical to have enough doctors, nurses and teachers to adequately deliver health care and education services to our citizens, so too must Georgia have enough law enforcement and public safety officers, lawyers and court staff professionals to effectively and efficiently keep the wheels of justice turning.”

One challenge for the legal profession is a gender gap. Since 2016, women have outpaced men in law school enrollments and currently make up 56 percent of all law school students, but women account for only 39 percent of all practicing lawyers, according to a recent study by the Georgetown University Center on Education and the Workforce. There’s also a gender gap in pay, the study found.

South Gwinnett High School student Kaitlyn Lambert gave the defense’s opening statement, saying the prosecution was single-minded, more concerned with a conviction than the truth. Lambert, part of the school’s law academy, plans to be a lawyer or a paralegal. “I want to get justice for people who have been wronged and bring justice to wrongdoers,” she said.

The prosecutor, Irene Kim, a student at Marist School, said she was drawn to the state’s side because she feels in high-profile cases, viewers and media input can skew to the accused, losing sight of victims.

Kim said her pursuit of law makes her feel like an outlier among her peers because most are drawn to STEM fields. Money seems to be a factor, she said, but also some seem daunted by the interpersonal side of being a lawyer. That doesn’t faze Kim: She wants to one day be on the United States Supreme Court.

The participants received commendation for clever questions and a couple of well-placed objections. But they couldn’t hide some of their furrowed eyebrows or dropped jaws when incredulous of opposing counsel’s arguments or witness statements.

Neither could District Attorney Patsy Austin-Gatson. She was having a blast seeing the students play their characters and get into the case with just a couple of days of preparation.

“It just shows what a bountiful crop of young people we have here in Gwinnett County,” she said. “I’m gonna keep their numbers,” noting that some summer interns were once summer program attendees.

There wasn’t much evidence of big-picture concerns as the teen attorneys worked their way through the case. Defense attorneys reassured their client and high-fived during breaks. Later, they had more to celebrate. The jury, made up of other students in the program, deliberated for just a few minutes because they had to get to lunch.

Their verdict: Not guilty.

thsi doesnt seem to give me any extra jnformation and it took forever to type out it was on paper :’(

hlep

could you just shoot me please k don’t want to do this

Either it’s a trial ‘bout a hit bein’ placed or ‘s a hired mock trial I’d say the formers more likely

Ya ain’t gotta worry too much’ bout it less it’s one of the questions

#the mechanisms rp #mechs rp #the mechs rp #caphhhhfgjdkhgjfj firstmate #j d’ville answers

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theborderlessworld · 21 days ago

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What’s Behind the Sudden Decline in Immigration to the UK?

With net immigration predicted to fall substantially in 2024, James Bowes digs into the reasons behind this. He highlights the restrictions brought in by the previous government which are now taking effect, causing a drop in the number of care workers and international students.

In 2023, population growth in the UK reached its highest level in half a century, despite deaths outnumbering births. This was because of an unusually high level of net immigration of 685,000 people. And in 2022, net immigration was even higher, at 764,000.

It might be assumed that this high level of immigration is here to stay. But net immigration in 2024 is actually predicted to fall significantly.

Why is this happening? Primarily because new immigration restrictions have resulted in a significant decline in the number of international students and care workers coming to the UK.

To address concerns about record levels of net immigration, the outgoing Conservative government introduced several new restrictions on immigration. Master’s students, care workers and senior care workers can no longer be accompanied by dependants (i.e. their spouse and children under 18). And the salary thresholds for skilled worker visas and family visas have been increased.

The new Labour government have chosen to retain all of these restrictions, although it has suspended plans for a further increase in the salary required to sponsor a family visa.

In the first half of 2024, 428,740 visas were granted (excluding visas for visitors and transit). This represents a 27% reduction from the 584,777 issued during the first half of 2023. Visa application figures show that visa grants are continuing to fall even further, because most of the new immigration restrictions didn’t take effect until March or April 2024.

The largest reductions in immigration have been in the same categories that drove the post-pandemic increase: health and care workers, international students and humanitarian resettlement schemes for people from Hong Kong and Ukraine.

A major factor has been a reduced number of dependants because of the new restrictions. However, there has also been a reduction in the number of main applicants, with 23% fewer students and 78% fewer health and care workers.

The number of dependants of health and care workers is dropping more slowly than the number of main applicants because care workers already here can still sponsor dependants. Nevertheless, visa applications by dependants of health and care workers have continued to fall sharply throughout 2024.

The number of skilled worker visas granted has actually increased, despite the increased salary threshold. This can be explained by an unusually high number of visa applications in April, before the increase in the salary threshold. But by August and September, the number of visa applications was 25% lower than during the same months last year.

Health and care visa grants peaked at 45,071 in the third quarter of 2023. However, by quarter one of 2024 this had dropped to 9,088. This meant 90% fewer care workers and senior care workers, 54% fewer nurses and 37% fewer doctors. In the second quarter of 2024, the number of health and care visas granted dropped a further 28% to 6,564.

The downward trend in the number of care workers pre-dates the ban on dependants. One reason for this is workers being discouraged from moving to the UK in anticipation of the ban. Another reason is that applications now face enhanced scrutiny introduced to address concerns about exploitation and fraud. In response to this fall in care workers, the social care sector has raised concerns about staff shortages.

Many care workers are recruited from amongst immigrants already in the UK, especially former international students and people already working at other care homes. However, international student numbers are falling and therefore it may also become more challenging to recruit care workers from this source.

According to a freedom of information request, 56% of skilled worker visas (excluding health and care) in 2022 were sponsored by employers located in London. Health and care workers are more evenly distributed across the country, with only 17% of immigrants in the sector hired to work in London. Therefore, the fall in health and care workers means that immigration will disproportionately fall outside of London.

This fall in immigration won’t just impact the health and care sector, as dependants have the right to work in any job. The administrative and support services, hospitality and retail sectors in particular have seen a large increase in the number of non-EU national workers that cannot be explained by the number of work visas granted.

What countries are we now seeing less immigration from? The chart below shows the change in the number of skilled worker visas (including health and care) by nationality from the first half of 2023 to the first half of 2024.

Due to a decline in the number of health and care visas, there has been a 58% drop in the number of skilled worker visas granted to Indian national main applicants. However, Indian nationals continue to receive the most skilled worker visas of any nationality.

There has been an 80% or greater drop in the number of visa grants to main applicants from three African nations: Nigeria, Zimbabwe and Ghana. This can be explained by the fact that over 95% of skilled worker visa grants to people from these three nationalities in 2023 were health and care visas.

Since 2023, there has been a 28% reduction in the number of Indian students and a 68% decline in the number of Nigerian students. One reason for this is the ban on dependants; most students bringing dependants came from India and Nigeria. Furthermore, a currency crisis in Nigeria has made study in the UK less affordable.

Many universities are facing financial difficulties as a result of falling international student numbers. 2022/23 HESA data suggests that this impact won’t be evenly distributed amongst universities. Indian and Nigerian nationals made up only 13% of international students at Russell Group universities, but 60% of students at other universities. 25% of international students in the North East were Nigerian, but only 3% in London.

Restrictions have achieved their ambition of significantly reducing immigration. This has been achieved by reducing the number of care workers and international students, which are the categories that drove record levels of immigration in the last few years.

However, the fall in immigration will create new challenges. In particular, care homes will find it more difficult to recruit staff and universities are more likely to face financial problems.

And the reduction in immigration won’t be evenly distributed across the country. Instead, immigration will fall much more sharply outside of London. Immigration from Africa in particular will become much less common.

Source: https://ukandeu.ac.uk/whats-behind-the-sudden-decline-in-immigration-to-the-uk/

#UK #immigration #new updates

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twiainsurancegroup · 7 months ago

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abcergh · 1 year ago

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Global Healthcare Staffing Market Size, Share, Growth Analysis, By Service Type(Travel nurse staffing, Per diem nurse staffing), By End User(Hospitals, Pharma)

Global Healthcare Staffing Market Insights

Global Healthcare Staffing Market size was valued at USD 36.2 billion in 2021 and is poised to grow from USD 36.9 billion in 2022 to USD 62.8 billion by 2030, growing at a CAGR of 6.93% in the forecast period (2023-2030).

Healthcare staffing involves the supply or recruitment of trained and skilled healthcare workers. These specialists are needed in hospitals and clinics, pharmaceutical businesses, and government agencies. Rising healthcare costs and an aging population are projected to be the primary market drivers for the global healthcare business, increasing the need for medical staffing. Also, the expected shortage of skilled medical professionals in the future gives the worldwide healthcare staffing market the potential to further expansion.

The major factors driving the market are the advantages and benefits of working as a per diem nurse, travel nurse, or locum tenens. In addition to their desire to help others, doctors and nurses value flexible work schedules. Temporary staffing options allow medical professionals to choose when they want to work or take on new tasks. Higher flexibility of working hours and increased exposure to different healthcare systems in different regions are factors that are expected to increase the number of people choosing allied healthcare, per diem, travel nurse, or locum tenens can choose as a career option.

A significant increase in the number of government and non-government hospitals, long-term care facilities, acute care centres, and other types of healthcare institutions is expected to fuel market growth. Improvements in healthcare infrastructure and increasing investment in public health are increasing the number of hospitals. The new regulations are expected to enable concerned staff, especially nurses, to act as the primary constituent of patients by creating health plans for improved care. However, the lack of skilled and qualified medical professionals is a major factor hampering the growth of the healthcare staffing market.

Global Healthcare Staffing Market Segmental Analysis

Global healthcare staffing market is segmented on the basis of service type, end user and region. On the basis of service type, global healthcare staffing market is segmented into travel nurse staffing, per diem nurse staffing, locum tenens staffing and allied healthcare staffing. On the basis of end user, global healthcare staffing market is segmented into hospitals, pharma, clients, and government agencies. On the basis of region, global healthcare staffing market is divided into North America, Europe, Asia Pacific, Latin America, and MEA.

Healthcare Staffing Market Analysis by Service Type

On the basis of service type, global healthcare staffing market is segmented into travel nurse staffing, per diem nurse staffing, locum tenens staffing and allied healthcare staffing. The travel nurse staffing segment dominated the market in 2022 with a revenue share of more than 34.3% and is expected to grow at a significant CAGR during the forecast period. The rapid growth of the travel nurse staffing segment is due to faster service, lower costs and a shortage of nurses.

Locum tenens staffing is expected to have the fastest growth rate during the forecast period. Employer cost-effectiveness and physician demand for locum tenens wages are two factors driving the market growth. Because it is more cost-effective, hospitals, institutions, and clinics choose locum tenens during peak seasons and when permanent physicians are on vacation.

Healthcare Staffing Market Analysis by End User

On the basis of end user, global healthcare staffing market is segmented into hospitals, pharma, clients, and government agencies. In 2022, the hospital segment dominated the market with a share of 29%. Most hospitals and healthcare institutions currently structure their workforce according to strict government guidelines. Large businesses are increasing staffing levels to fulfil the increased demand for healthcare due to patient-centric laws and regulations.

#Global Healthcare Staffing Market

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poojascmi · 1 year ago

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U.S. Healthcare Staffing Market Is Estimated To Witness High Growth Owing To Increasing Demand for Skilled Medical Professionals

The global U.S. Healthcare Staffing market is estimated to be valued at US$ 20,626.2 million in 2022 and is expected to exhibit a CAGR of 3.4% over the forecast period 2023-2030, as highlighted in a new report published by Coherent Market Insights. A) Market Overview: The U.S. Healthcare Staffing market refers to the provision of temporary healthcare professionals to healthcare facilities such as hospitals, clinics, and nursing homes. This helps to bridge the gap between the demand for healthcare services and the availability of skilled medical professionals. It provides flexibility for healthcare facilities to meet their staffing requirements and ensures uninterrupted patient care. The need for healthcare staffing arises from factors such as increasing patient inflow, seasonal demand fluctuations, and staff shortages due to illness or vacation. B) Market Key Trends: One key trend shaping the U.S. Healthcare Staffing market is the increasing demand for skilled medical professionals. With the aging population and rising prevalence of chronic diseases, there is a growing need for specialized healthcare services. This requires a workforce with the necessary skills and qualifications to provide quality care. As a result, healthcare facilities are increasingly relying on healthcare staffing agencies to source skilled professionals such as nurses, physicians, therapists, and technologists. For example, Envision Healthcare Corporation, one of the key players in the market, provides a wide range of healthcare staffing solutions, including emergency medicine, anesthesiology, radiology, and neonatology. By partnering with healthcare staffing agencies, healthcare facilities can access a pool of qualified professionals on-demand, reducing recruitment and training costs. C) PEST Analysis: - Political: The U.S. healthcare industry is influenced by government policies and regulations such as the Affordable Care Act. These policies impact the demand for healthcare services and indirectly affect the demand for healthcare staffing. - Economic: Economic factors such as GDP growth, disposable income, and healthcare expenditure impact the overall healthcare market, including healthcare staffing. - Social: Changing demographics, the aging population, and increased awareness about healthcare services influence the demand for healthcare staffing. - Technological: Technological advancements in healthcare, such as telehealth and remote patient monitoring, have the potential to disrupt the traditional healthcare workforce. Healthcare staffing agencies need to adapt to these technological changes to remain competitive. D) Key Takeaways: Paragraph 1: The U.S. Healthcare Staffing Market Demand is expected to witness high growth, exhibiting a CAGR of 3.4% over the forecast period, due to increasing demand for skilled medical professionals. Healthcare facilities are relying on healthcare staffing agencies to bridge the staffing gap and ensure quality patient care. Paragraph 2: In terms of regional analysis, the United States is expected to be the fastest growing and dominating region in the global U.S. Healthcare Staffing market. The country's large healthcare industry, coupled with the high demand for healthcare services, creates a favorable environment for the growth of the healthcare staffing market. Paragraph 3: Key players operating in the U.S. Healthcare Staffing market include Envision Healthcare Corporation, AMN Healthcare, CHG Management, Inc., Maxim Healthcare Group, Cross Country Healthcare, Inc., Syneos Health, Inc., and Almost Family, Inc., among others. These companies offer a wide range of healthcare staffing solutions and have a strong presence in the U.S. market.

#Healthcare #U.S. Healthcare Staffing Market #U.S. Healthcare Staffing Market Demand #U.S. Healthcare Staffing Market Forecast #Coherent Market Insights

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ausetkmt · 1 year ago

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WASHINGTON — Nurses and other health care workers who have been brought to the U.S. from overseas to fill thousands of vacant jobs say in some instances they’ve been subjected to unsafe working conditions, wage theft and threats of tens of thousands of dollars in debt if they quit or are fired.

In interviews, more than a dozen immigrant health care workers from across the country described being placed in jobs where there was so little staff that they weren’t able to meet patients’ basic needs and feared for their physical safety. They also described being paid less than their American counterparts despite immigration laws that require they be paid the local prevailing wage, working unpaid overtime and having been misled about benefits, such as free housing, which in one case amounted to a vacant room in the nursing home where the nurse worked.

But when the workers tried to leave their jobs before the expiration of multi-year contracts, they were faced with paying tens of thousands of dollars in penalties to their employers, forced into arbitration or sued, in some cases for more than $100,000, according to a review of employment contracts, lawsuits and other documentation obtained by NBC News. As a result, the workers said they felt trapped between continuing in untenable jobs or risking financial ruin.

“These unconscionable contracts effectively trap these workers in debt bondage, making it impossible for them to leave their jobs,” said Martina Vandenberg, president of the Human Trafficking Legal Center, in congressional testimony last month about what she sees as a wider problem. “The workers are handcuffed by debt, unable to flee.”

Some of the tactics used to keep nurses in their jobs have been alleged to be illegal by the Labor Department, which in March sued one nurse staffing agency, saying its penalties imposed on workers for leaving their jobs early amounted to kickbacks that violated fair wage laws. A federal court ruled in 2019 that contract penalties of $25,000 by a New York nursing home operator violated human trafficking laws. But the employment practices have continued, falling into a regulatory gray area, and stand to become even more prevalent given the shortage of Americans willing to work in a growing number of health care jobs with harsh conditions and relatively low pay, said labor and nursing advocates.

“It is as shocking to me as children working the overnight shift in slaughterhouses and states rolling back child labor laws,” Vandenberg told NBC News.

While health care workers have been coming to the U.S. from overseas for decades, they have played an increasingly vital role in the health care system after an estimated 100,000 nurses left the industry during the Covid-19 pandemic, with a growing number of nurses citing stress and burnout from the heavy workload they are given, according a 2022 survey by the American Nurses Foundation. Nursing homes, which typically pay lower wages than hospitals, have been hit particularly hard, losing more than 200,000 workers, including nurses, physical therapists and other support staff, since the start of the pandemic.

That has health systems, staffing agencies and international recruiters lobbying Congress to increase the number of foreign-trained workers who can come to the U.S. But as the demand has increased for foreign-trained health care workers, recruiters and staffing agencies have employed more aggressive tactics to keep workers in their jobs with longer contracts and bigger repayment fees, said Polly Pittman, director of the Health Workforce Research Center at George Washington University.

“If you’re a staffing agency, you basically have a financial incentive to have them stay with you forever,” said Pittman.

‘A bait and switch’

Thousands of foreign-trained nurses arrive in the U.S. each year, the majority coming from the Philippines where nurse-training programs mirror those of American nursing schools, a system dating back to the U.S. colonization of the Philippines in the late 19th century. During that time, the U.S. set up a number of hospitals and medical schools in the country that borrowed the American system for training nurses.

Jeddalyn Ramos was recruited from the Philippines and started working in August 2022 at Baldwin Health Center in Pittsburgh, which is owned by nursing home operator CommuniCare and provides long-term and short-term recovery and rehabilitation services to seniors.

Ramos signed a three-year contract that required her to pay back a pro-rated amount of $16,000 if she quit or was fired before the term was up. The agreement said the money was for expenses related to her immigration, including certain filing fees, recruitment and agency fees, legal costs and temporary housing. The contract said the costs were “advancements and relocation assistance eligible to be forgiven over a period of continued employment.”

Once Ramos started working in the U.S., she was often the only nurse for as many as 30 patients, which often prevented her from getting to patients fast enough to give them their medications on time or to protect them against falls, Ramos said in a lawsuit. The high nurse-to-patient ratio put the patients in danger, she alleged, and put herself at risk of losing her nursing license should a patient be harmed on her watch.

In one instance, she recalled, a patient pressed the call button seeking help in going to the bathroom, she said in a written statement to her lawyer that she provided to NBC News. She was caring for patients at the other end of the hallway and could not immediately respond. She said she assumed the nursing assistant on the floor would respond, but when the assistant didn’t, the patient attempted to get to the bathroom on their own and fell. Eventually, social service staff found the patient and went to alert Ramos to what had happened and get her assistance. She said she ran to the patient’s room and found the patient on the bathroom floor crying.

“The patient was crying and asking for help,” Ramos wrote. “My heart breaks for the patient and for me because we should not be in that situation.”

To meet the needs of the patients she was assigned, she had to work through her breaks and stay past the end of her shift, extra hours she wasn’t paid for, she said in her lawsuit.

After less than two months on the job and despite the financial penalty she knew she would face, Ramos said she quit. Shortly after leaving the job, Ramos received a letter from the facilities owner, CommuniCare Family of Companies, demanding she pay $15,555 stipulated in her employment agreement. Two days later, she sent the company a cashier’s check for the full amount, according to records she shared with NBC News.

Still, she was sued by CommuniCare for $100,000 or more, alleging damages from a breach of contract, unjust enrichment and fraudulent conduct, according to court filings.

Ramos is one of more than a dozen nurses sued since the start of 2022 by CommuniCare, each for $100,000 or more, for leaving their jobs before the end of the three-year agreement they had signed, according to a search of legal filings in Hamilton County, Ohio, where the company is based.

Ramos and several other nurses have filed countersuits saying CommuniCare violated fair wage laws by not paying overtime and that the $16,000 in alleged costs the company seeks to recoup from them in their contracts violates trafficking laws by using the threat of serious financial harm to coerce them to continue working. Ramos’ countersuit says that the company “knowingly used such threats to exert pressure on Defendant to continue working for Plaintiff and to prevent her from seeking employment elsewhere.”

CommuniCare didn’t provide a detailed listing of its costs in its lawsuit, but two former CommuniCare nurses who had signed contracts with the $16,000 repayment requirement said CommuniCare paid for their one-way flight, one month of temporary housing while they had no income and waited in the U.S. to be assigned to jobs, and their visas and medical screenings. The company also paid for visa filing fees that can be as much as $2,500, which the employer is required to pay for under U.S. law.

The nurses, who were making several hundred dollars a week in the Philippines, said they paid the cost for their required nursing and English examinations taken in the Philippines as well as their daily living expenses in the U.S. while they waited for more than a month with no income before being assigned to a job.

Another former CommuniCare nurse, Ariane Rose Villarin, filed a lawsuit against CommuniCare and WorldWide HealthStaff Solutions, a recruiter it works with in the Philippines, in federal court in March, making allegations similar to Ramos' and seeking class-action status.

Villarin, who started working in July 2022 at CommuniCare-owned Green Park Senior Living Community in St. Louis, alleged in court records that she had to care for as many as 40 long-term care patients at a time without an adequate number of nursing assistants. She often worked through meal breaks and worked additional hours before and after her shift to complete all her tasks, routinely working 50 to 55 hours a week despite being paid for 40 hours, she said in her lawsuit.

Fearing the overwhelming workload could put her at risk of losing her nursing license if she made an error, she quit the job after about two months, her lawsuit says.

“These nurses are brought over, they’re promised the American dream and it’s a bait and switch,” said Magen Kellam, a Florida immigration lawyer who has represented dozens of foreign-educated nurses and is one of the lawyers representing Villarin, speaking about wider trends she has seen. “They get here and oftentimes the jobs are much different than the idea that they were sold. But that’s where this debt bondage comes into play, where they can’t leave even if the conditions are unsafe, and there’s wage theft and exploitation of their work hours.”

The nurses coming to the U.S. arrive with green cards, also known as EB-3 visas, so their immigration status isn’t linked to their employer, and they can leave their jobs without affecting their immigration status, unlike other workers with temporary visas, such as H1-B visas.

CommuniCare said in a statement that it cannot comment on the specifics of ongoing litigation but that it takes “exception to these accusations of mistreating workers or violating terms of agreements with our international employees.” The company said the nurses are free to leave so long as they reimburse the company for the amount it paid in government and third-party fees.

“Unfortunately, some of the nurses have manipulated the system to get into the United States and then looked for higher paying opportunities,” the company said in a statement.

The company, which has more than 18,000 employees, said it had faced staffing shortages, in part from the lingering effects of the pandemic, and “after exhausting all options” turned to hiring workers from overseas to fill those job vacancies.

Ramos said she repeatedly reached out to CommuniCare asking it to dismiss the case, citing the money she had repaid the company after its lawsuit was filed in October 2022. When the company didn’t take any action, she filed her countersuit in January.

About two weeks after Ramos filed her countersuit, CommuniCare emailed her saying it wanted to discuss a settlement and dismissal, according to an email exchange provided by CommuniCare. In the exchange, Ramos responded that she would agree to drop her countersuit if she was reimbursed the $15,555.45 she paid and awarded $78,000 for emotional damages.

A CommuniCare spokesperson said the company sought to drop the lawsuit after discovering “a clerical error” and alleged that Ramos “refused to reasonably engage” with the company.

Most states do not have mandated staffing levels for health care facilities, but understaffing has been a growing concern raised by nurses in the U.S. since the start of the pandemic and a key reason for nurses leaving the profession, said Cheryl Peterson, vice president of nursing programs for the American Nurses Association.

But rather than improving the working conditions by raising staffing levels to attract American nurses, employers are looking to fill those jobs with nurses from overseas who don’t have the same freedom to quit because of multi-year contracts they have signed, said Peterson, speaking broadly about the practices she has seen.

“The U.S. has over 5 million nurses in our workforce, and we have a fairly robust pipeline of nurses coming into the profession. So why don’t they want to work in our institutions? It’s because they’re not very good environments to work in,” said Peterson. “So when I think about where I’d like to see the hospital and the health care industry invest its time and energy it would be to make your work environment and your pay to where nurses want to work in your institutions and so that you’re retaining the nurses that you have.”

‘You become paralyzed’

Gelenie Pecjo Fulo had dreamed of coming to the U.S. from the Philippines to work ever since she graduated from a physical therapy program in her home country in 1997 in the hope of providing a better life for her and her two children. In 2016, she signed a contract in the Philippines with a recruiter who agreed to place her in a full-time physical therapy job.

But when she arrived in the U.S., the experience wasn’t what she was expecting. Fulo said she was given a $150-a-month stipend from the recruiter and placed in an apartment with five other Filipino health care workers for months as she waited to pass the required examination and be assigned to a job. Once she started working in December 2019 at a nursing home, she bounced between assignments as she struggled to find temporary housing. Twice a staffing agency she was assigned to work for had its contract canceled by the nursing home she was working in, leaving her with periods where she wasn’t working.

Tired of the inconsistent work and hearing from other physical therapists that she could be making between $42 and $70 an hour — rather than the $30 an hour she was being paid — she said she decided to find another job.

Her struggles in coming to the U.S. are like those of the nurses. Other immigrant health care workers who are eligible for green card visas have also been required by their employers to sign multi-year contracts stipulating they pay their employers for alleged costs, in some cases totaling more than $40,000, if they leave before the end of their contracts.

Under her EB-2 visa, Fulo was legally allowed to change jobs without it affecting her immigration status, but she said she and her colleagues didn’t fully understand their legal rights. She’d also heard stories about another worker who left before the contract expired and was sued for $45,000.

“It was so traumatic and so stressful physically, mentally, emotionally. It was terrible,” Fulo said.

Fulo decided to take the risk and leave. After finding a new job while she was between assignments, she cut off all communication with her old employer and her former colleagues, fearing some form of retribution, she said.

“There was always that fear, but at every point I was thinking about my kids, about my mom and my family, so all those things pushed me,” Fulo said. “I felt like I was a criminal, like I did something wrong, and I had to hide from them.”

About a year after leaving, she was sued by the recruiter, Overseas Manpower Solutions, which alleged she owed the company $42,231 for what it would have made off the remaining hours she was required to work under the contract, and $4,704 for what it had spent on her immigration process, according to the lawsuit.

“I was literally trembling,” Fulo said when she received the lawsuit. “I was just so scared, you get so scared you become paralyzed, that was how I felt. I saw my whole future start crumbling down right before my eyes.”

Fulo hired a lawyer and reached a settlement in the case in 2021. She is barred from talking about the terms of the agreement. She is now continuing to work as a physical therapist in Texas, where she plans to stay longer term.

Since suing Fulo, Overseas Manpower Solutions has sued at least three other physical therapists and a nurse for breach of contract, seeking repayments for lost profits and immigration costs ranging from $12,264 to $43,723, court records show. Three of the cases have been settled and one remains in litigation.

Overseas Manpower Solutions didn’t respond to emails and a voicemail seeking comment.

‘Fear is the point’

There is a legal paper trail for the nurses who have left and been sued. But not for the nurses who have remained, fearful of the repercussions of quitting.

Another Filipino nurse in Maryland, who asked to remain unnamed for fear of retaliation from her employer, said she went back to work after she was threatened with a more than $100,000 lawsuit by her employer when she tried to leave before the end of her three-year contract, despite fears for her physical safety, according to documents reviewed by NBC News.

She said she and one other nurse were tasked with caring for more than two dozen patients with mental illness and drug addiction disorders who needed constant monitoring, with no security on site to help. She feared for her safety when entering and exiting the facility after a nearby shooting and after employees’ cars had been broken into. She said she had gotten another job at a nearby hospital but declined the offer after the lawsuit threat.

Another nurse recruited from the Philippines who began working in 2022 at a nursing home in Connecticut, who also didn’t want to be identified, said he would like to quit his job over what he viewed as unfair labor practices that included lower pay than his co-workers and unpaid overtime, but he said he was told by his manager that he would face a $45,000 penalty for breaking his five-year contract after one year.

“It’s this feeling of being in a cell and not being able to freely do what you want,” the Connecticut nurse said.

When being recruited, the nurse said he was offered free housing and was told he would be working at a facility in New York City, where he would be close to family in New Jersey. But when he arrived last year, he was sent to a facility two hours away from New York City. The free housing was actually an empty room in the nursing home.

He lived there for four months — it wasn’t until health inspectors came to inspect the facility that he was finally moved to an apartment. After arriving on the job, he also learned that his $34-an-hour wage was less than what his American counterparts made at the same facility. A search on the website Indeed.com showed numerous similar nursing home jobs requiring the equivalent level of experience in the area paying more than $37 an hour — which could total more than $8,000 a year in additional wages for working a 40-hour week — with some paying as much as $50 an hour.

Unlike the American employees, he was classified as an independent contractor employed directly by the staffing agency that recruited him, not the nursing home, and was not given health insurance or professional liability insurance.

“The fear is the point because the fear is what allows these companies to get away with paying wages that are so far below what the market would pay if they were competing fairly,” said David Seligman, executive director of the worker advocacy group Towards Justice, regarding the practices he has seen by employers in lawsuits he’s worked on. “These companies have been able to monetize their fear.”

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NEWS RELEASE

June 12, 2023

San Diego Educators Vote to Approve Historic Contract with San Diego Unified School District

More than 5,400 union members participated in the ratification vote with an overwhelming 98 percent voting to approve the new contract with the school district

SAN DIEGO - The union educator members of the San Diego Education Association (SDEA) concluded voting on a historic new contract with the San Diego Unified School District. Voting was held at district schools and the SDEA office during the first week of June.

After over a year of contract negotiations, SDEA members voted to approve a contract that notably includes a 15 percent pay increase, six weeks of birthing parent or maternity leave, maintains fully paid family healthcare coverage, increases elementary counselors, protects nursing services, increases elementary enrichment classes for students, and addresses special education teachers’ workload.

Increasing counseling staff and guaranteeing nursing access for students are some of the contract’s highlights, as the district continues to navigate post-pandemic educational challenges.

“This new contract will help us attract and retain some of the best educators in the county while enhancing the services we provide our students,” SDEA leader and Senior Speech Language Pathologist Sarah Darr said.

The San Diego Community Schools Coalition, a group of parents and other community partners, collaborated in the bargaining effort. The outcome was a new article in the SDEA contract that establishes a partnership between the district, parents, educators, students, administrators and school communities to determine what afterschool programming should look like at their schools.

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The previous contract expired on June 30, 2022. The new contract will be in place until June 30, 2025, with limited bargaining reopeners in 2024. *Reposted from the San Diego Unified School District newscenter

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NHM North Garo Hills Recruitment 2023: Medical Officer, Nursing Tutor, Staff Nurse, ANM Vacancy (13 Posts)

NHM North Garo Hills Recruitment 2023: The National Health Mission, District Health Society, North Garo Hills, Resubelpara has released an employment notification for the recruitment of Medical Officer, Nursing Tutor, Staff Nurse, ANM Vacancy under NHM North Garo Hills, Resubelpara on a contract basis. The last date for submission of the application is 8 June 2023. 1. Post Name:- Medical Officer - No of posts:- 3 - Place of posting:- Urban Health and Wellness Centre - Age limit:- As per Govt of Meghalaya norms. - Salary:- ₹60,000 per month - Essential Qualification:– MBBS degree holder from any recognized Medical Institution of India or abroad duly registered with MCI/NMC or Retired MBBS can also apply 2. Post Name:- Nursing Tutor - No of posts:- 3 - Place of posting:- District Training Centre - Age limit:- Below 37 years - Salary:- 30,000/- (Negotiable as per the NHM norms & HR policy) - Essential Qualification:- - Preferably MSc Nursing 1-2 years of working experience from a recognized institute/University. - Must be registered with Meghalaya Nursing Council - Experience in the field of Healthcare/Hospital preferably teaching. - Good Communication skills, public speaking skills, and proficiency in computer skills (MS Office, tools, etc) - Should possess good managerial skills and be efficient in conducting training. - Candidates should be domiciled in Meghalaya. 3. Post Name:- Staff Nurse - No of posts:- 3 - Place of posting:- Urban Health and Wellness Centre - Age limit:- Below 37 years - Salary:- ₹20,000 per month. - Essential Qualification:- BSC Nursing/GNM course 3 1/2 years passed from the recognized Institutions by the Indian Nursing Council. 4. Post Name:- ANM - No of posts:- 3 - Place of posting:- Urban Health and Wellness Centre - Age limit:- Below 37 years - Salary:- ₹17,500 per month. - Essential Qualification:- 18 months FHW training course passed from the recognized Institutions recognized by the Indian Nursing Council. At least 3 (three) years of working experience in NHM. Preference will be given to those who have experience in this field. 5. Post Name:- Case Registry Assistant (NHMP) - No of posts:- 1 - Place of posting:- DMHP - Age limit:- As per Govt of Meghalaya norms. - Salary:- As per NHM Meghalaya norm. - Essential Qualification:- Graduate in any discipline from a recognized university and 1-year diploma in Computer course How to apply for NHM North Garo Hills Recruitment 2023: Medical Officer, Nursing Tutor, Staff Nurse, ANM Vacancy Eligible and interested candidates can submit their complete bio-data along with attested copies of all testimonials indicating the following information in a structured manner. (1) Post applied for, (2) Name in block letters, (3) Date of birth, (4) Permanent address, (5) Address for communication, (6) Qualification in details, (7)Two recent passport size photographs (one duly attested and the other unattested), (8) ST/SC certificate, (9) Contact number, (10) Experience certificate from relevant authority, (11) Voter ID card (EPIC) to the respective O/o. Application completed with Bio-Data should reach the office of the District Medical & Health Officer cum Member Secretary, District Health Society, North Garo Hills, Resubelpara on or before 8 June 2023 till 03.00 pm. The written Test for the Nursing Tutor will be held on 10th June 2023 at Resubelpara Girls Higher See. School from 10.00 am onwards. Applicants are requested to reach the venue 30 minutes ahead of the stipulated time. The date of Personal interview for the above-said posts will be held on 15th June 2023, at Resubelpara CHC Conference Hall from 10.00 am onwards all relevant certificates/testimonials, etc (in original) must be produced at the time of the interview Advertisement No:- NGHD/DM&HO/NHM/A-1/2022/187 (Date: 02.06.2023) Those who wish to apply are advised to go through the below official notification in detail before submitting applications. Download Official Notification Click Here Job Updates on Telegram Click Here Read the full article

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