Verification Of Professional Degrees
Among other things, doctors as a profession and Healthcare as an industry share a common need a good reputation. For doctors their good name is as important as their medical skills and abilities. For hospitals, an excellent reputation is as desirable as modern equipment and the best facilities.
A good name, like good will, is got by many actions and lost by one.. Lord Jeffery
When the good name is brought into disrepute it is the hardest of tasks to remedy. That is precisely the predicament in which Delhi hospitals find themselves.
Over the last few months there has been a spate of reports in various media about unscrupulous people practicing medicine and masquerading as doctors. They have been carrying on their wicked work without the education, training or qualifications to do so. These quacks have even infiltrated the sanctums of private hospitals and are no more confined to the narrow lanes and backstreets of crowded slums and unauthorized colonies.
Reports reveal that the problem is rather large and widespread. Large enough to be alarming. The, now dissolved, Medical Council of India had estimated that the number of quacks operating in the Delhi region would be about 40,000! Now compare that number with 45,000 (DMC database), which is the number of genuine registered doctors.
The erstwhile Medical Council of India (MCI) and the Delhi Medical Council (DMC) have been working hard to get a grip on the problem and clean out the Augean stables. As a result of their efforts some 25 fake doctors were discovered working in respected private hospitals. These quacks have been suspended – with police cases filed against them – and are now enmeshed in the judicial process.
The lesson to be taken from these findings is that hospitals should wake up quickly to the vital necessity of verifying the educational and medical qualifications and antecedents of the medical staff they hire. They cannot afford being tarnished by the bad reputation that comes with hiring quacks and other unqualified medical personnel.
Background Screening and authentication of education qualifications should be rigorously carried out along with checks of professional degrees and references. These checks are especially crucial in an industry such as healthcare where the price of wrong hiring could be the loss of a life.
In a recent AuthBridge study, Background Screening Trends: October 08 July 09 it was found that 69% of discrepant cases relating to education were due to fake/forged documents. The bigger picture is even more disquieting. They show that 30% of all the cases we handled were discrepant – for a variety of reasons. Of these the majority pertained to false and fake qualifications. While these statistics do not directly relate to the medical profession, it is a pointer to what could be the magnitude of the problem facing it.
While hospitals of all hues and sizes need to be alive to the seriousness of the problem, it is also important for the various medical governing bodies to conduct checks of their own. They too have to retain their good name and integrity of their associations. The reconstituted Medical Council of India has to work, now and in its future avatar, to safeguard its international reputation too.
Did you know that harassment in the workplace isn’t defined solely on how other employees treat you? Harassment can be carried out verbally, with employees telling dirty jokes and poking fun at you in malicious ways. If you have experienced any type of harassment, you have right to hire a harassment attorney, who can help you get company employees to stop their inappropriate comments, touching in inappropriate ways and other acts that go against company policies that taunting you, such as working off the clock and not being allowed to leave until a manager decides your work is completed satisfactorily.
Many companies struggle when a harassment attorney is hired, because dealing with an employee that has been discriminated against can cost the company. The cost could be cheaper for companies who train their employees against employment law discrimination, before harassment occurs in the work place, and someone finds a need to file a lawsuit.
For those who are in charge of hiring and dismissals, knowing what constitutes employee discrimination is beneficial. Company heads may also want to teach employees in their HR department what they can do under employment law discrimination regulations, when hiring or firing employees. However, it’s beneficial to teach all company employees what is considered harassment in the workplace, so it can be prevented before occurring.
Is having harassment training beneficial?
Employers may save their companies additional money in lawsuits if they adapt a no-tolerance policy toward harassment. This way, employees (who have been discriminated against under employment law discrimination statutes and also harassed) would not have to hire a harassment attorney to sort out unpleasant issues.
Having an attorney will definitely benefit an employee who thinks they have been discriminated against, based on employment law discrimination regulations. Employment law discrimination may be hard to prove, thus employees will need an experienced attorney (who is familiar with the complexity of employment law discrimination) to win their cases.
Will it hurt your opportunity to file a lawsuit for violating your rights under employment law discrimination regulations, if you are fired and later work for a competing retailer? It may, if you signed non compete contract or clause before starting work with a competitor. If you live in a right-to-work state, it may not matter if you sign the non-compete contract after before you started working for the employer you are suing. Depending on the circumstances, a former employer can have the stipulations in a non-compete contract upheld. This is why it may be best to consult your attorney before deciding to sue based on employment law discrimination regulations and a non-compete contract. Even if you plan to go into business for yourself (depending on the wording on any non-compete contract you signed before getting fired), you may not be able to open your business for a period of time, because you signed a non-compete contract. This is why employees need attorneys who are familiar with harassment and employment law discrimination regulations in the workplace. Harassment attorney can guide you as to how to document harassment, verify discrimination and harassment that has taken place, and advise you what you can and cannot do if you have signed a non-compete agreement.
There are a few individuals who became fired from their work under unlawful terms. There are workers also who find their work environment unpleasant because of harassment and discrimination. Legal actions has to be taken by employees if they know that their rights were disregarded. Acquiring the services of a professional employment attorney is the very best move to make.
Labor law, also coined as employment law, is made with the aim of protecting the employees from hazards and unfair treatments. this is not a one-sided law since the rights of the employers are also protected. The employment law is made up of several rules and legal requirements. Someone who encountered abuse and unjust treatment at work have better chances of acquiring justice by seeking the assistance of a skilled lawyer. In such instances, New York employment attorneys can assist you with the very best advice.
In terms of legal issues, a lawyer’s services is important. These lawyers can assist clients in overcoming employment-related problems like workplace discrimination, unjust dismissal, and the likes. Remember that nearly all companies have teams of lawyers that can represent them.
With the assistance of an new york employment lawyer, the plaintiff can assure that they’re able to go through the court hearing in the very best way possible. Regardless of how big the company you are against with, these professionals will absolutely be there to protect your rights.
A lot of New York employment lawyers have been in the business for many years. In connection to that, they’ve taken care of a whole lot of cases, and which is the key reason why they’re also updated with the new laws along with the changes made in the legal system. They’ve got the solutions to your legal issues for you to keep your job, or obtain the just compensation you deserve. The employment lawyer will ask you to narrate the series of events which resulted to termination. During that moment, they will try to relate series of events together and draw a conclusion if your employer/co-worker actually been unjust to you.
It is far better to seek the help of NYC employment lawyers given that they have the confidence to strongly advocate for you. They will serve as your representative who can speak up for you rights with confidence.
Seeking help from employment attorney will ensure that your wellbeing is protected. If your work means a lot to you because its supports your family and define who you are, then having a knowledgeable as well as expert employment lawyer on your side is very important in order to deal with employment disputes. Naturally, you’ll have a hard time knowing just how the legal system works, but with a lawyer, things will be less complicated. So if you need the best chance at winning your case, don’t be reluctant to employ a qualified and seasoned employment lawyer.
Most employees just accept the fact that their employer can access any content that is on a company computer, including employees personal emails and other personal information. But, is that the law? A growing number of courts are recognizing that employees have some expectation of privacy with respect to their personal content on company computers. Some recent decisions have held that employers do not own and cannot access their employees personal emails not even when those emails were sent on a company computer.
Marina Stengart v. Loving Care Agency, Inc. is a workplace privacy case that was decided on June 26, 2009. Marina Stengart worked as an Executive Director of Nursing at Loving Care Agency, Inc. Loving Care provided Stengart with a company computer and an email address to accomplish her work duties. Loving Care had an electronic communications policy which stated that emails, internet use and computer files are considered the companys property and are not to be considered private or personal to any individual employee. The policy also stated that the company had the right to review, audit, intercept, access, and disclose all matters on the companys media systems and services at any time, with or without notice.
Stengart used her company computer to email her attorneys about filing a discrimination lawsuit against Loving Care. But, Stengart did not use her company email address. She emailed her attorneys with her personal, password protected Yahoo email account while using her company computer. Stengart resigned from her employment and sued Loving Care for discrimination. Loving Care then searched Stengarts company computer and, pursuant to its electronic communications policy, read the emails Stengart exchanged with her attorneys. Stengart angered by Loving Cares reading of her personal emails, asked the Court to decide if Loving Care had the right under its electronic communications policy to read emails she sent to her attorneys through her personal email account on her company computer.
The Stengart Court rejected the notion that an employees personal emails become company property simply because the company owns the computer, claiming that a company computer in this setting is little more than a file cabinet: “Property rights are no less offended when an employer examines documents stored on a computer as when an employer rifles through a folder containing an employees private papers or reaches in and examines the contents of an employees pockets; indeed, even when a legitimate business purpose could support such a search, we can envision no valid precept of property law that would convert the employers interest in determining what is in those locations with a right to own the contents of the employees folder of private papers or the contents of his pocket.” The Court ruled against Loving Care, concluding that an employer cannot transform all private communications into company property — merely because the company owned the computer used to make the private communications or used to access such private information during work hours.
Marina Stengart asked the Court if her employer had the right to view her personal emails. Bonnie Van Alstyne took the workplace privacy notion a step further when she sued her former employer for accessing her personal emails. Bonnie Van Alstyne worked as a Vice President at Electronic Scriptorium Limited, a small data conversion company owned and operated by Edward Leonard. Van Alstyne had a company email account, but she occasionally used her personal AOL email account to conduct business. Van Alstynes employment was terminated and she filed a sexual harassment lawsuit against the company. During the discovery process, Van Alstyne learned that Edward Leonard accessed her personal email account both during and after her employment. Leonard produced 258 emails he had printed from Van Alstynes personal email account.
Van Alstyne filed a separate lawsuit against Leonard, Bonnie Van Alstyne v. Electronic Scriptorium Limited, et al. Her lawsuit alleged that Leonard violated the Stored Communications Act when he accessed her personal email account and viewed her emails. The Stored Communications Act creates criminal and civil liability for any individual who intentionally accesses without authorization a facility through which an electronic communication service is provided or intentionally exceeds an authorization to access that facility and obtains, alters, or prevents authorized access to a wire or electronic communication while it is in electronic storage in such system. In other words, the Stored Communication Act prohibits an individual from, among other things, intentionally accessing other peoples stored emails, voicemails, text messages, etc. without permission. A jury found that Leonard violated the Stored Communications Act and awarded Van Alstyne $250,000 in compensatory and punitive damages and more than $136,000 in attorneys fees and costs.
The law is changing. Courts are recognizing that employees have a right to privacy in their personal emails even when those emails are sent on company computers and even when company policy says otherwise. But, both Marina Stengarts and Bonnie Van Alstynes employers read their personal emails which gave their employers valuable defensive information and severely prejudiced Stengart and Van Alstyne in their pending lawsuits. A lawsuit cannot unring that bell. And, Stengart and Van Alstyne were forced into lengthy, costly legal battles to enforce their privacy rights. It is encouraging that courts are recognizing employee privacy rights and giving employees remedies when those rights are violated. However, the best course of action is to keep your personal email and your company computer separate thereby eliminating any possibility that your employer will view your personal emails.
The Advisory Council for General Surgery stated that the total of general surgeons in the US in ’94 was between a little over seventeen thousand and over twenty three thousand, or a ratio of a little over seven general surgeons per one hundred thousand people. As many as a third of today’s practicing doctors may retire by the year ’20. It is hence estimated that because of the number of retiring surgery physicians, the job market for them is solid and should continue to increase. There are special concerns about a likely lack in the near future as older physicians retire. Rural areas are especially vulnerable, as they are prone to being unable to appeal to and retain physicians, statistically.
Increased jobs will be open to surgeons in areas of poorer populations and rural areas. Surgeons earned an average annual salary of $240,533 to $361,589 in 2008, as quoted from Salary.com reports. Salaries vary according to experience in the field, geographic location, and professional specialization.
General Surgeon’s Salary Range
Generally, most medical specializations and sub-specializations, the amount of experience, geographic location and the type of facility and determine the Surgeons salary. The Allied Physicians Salary Survey revealed a difference in salary for general surgeons by years of experience as follows: * 1-2 Years – $226,000 * 3 or More – $291,000 * Cap – $520,000.
General Surgeon Job Overview
The international job forecast for general surgeons is good as well because the shortage for physicians is happening around the world. Career opportunities are expected to grow faster than the average between the present and 2014. The Department of Labor showed that 14.6 percent of all practicing physicians are qualified in surgery.
The Aging Population in the US
The US demographic is growing old. From ’10 and ’35, all age groups 70 and above will rise by over 95%. This indicates that there will be a greater demand for all physical wellbeing services and a relatively smaller and younger population of doctors taking the retiring doctor’s place . Some are uneasy that as the Baby Boomer age group starts receiving Medicare coverage the older physicians may retire more quickly rather than accept the lower fees and larger workload of the federal sponsored Medicare. Furthermore, it is predicted that as many as one-third of today’s practicing physicians will retire by 2020. However, the economic downturn and substantial job loss across the country has had a blunt effect on the revenue stream to physicians. When people lose their trade, they also lose their health care benefits and consequently access to health care.
Stock Market Decline impact on Retirement
The recent stock market decline has impacted older doctors’ decisions. Some doctors are delaying retirement because of the economy’s impact on their retirement savings. But even a three to five year setback cannot possibly attend to the impending loss of experienced doctors. Some new doctors are looking to Locum Surgery jobs for the short term to remain available for better employment.
Health Care Bill
Even with the health bill at last signed into law, its effects on our health care is not yet known. By ’14 there will be an increase in the enrollment into health care insurance programs. This growth, when combined with the ongoing aging of the people, should push demand for services and therefore cost higher. Still, no one yet knows what will come to pass with remuneration rates from Medicare and this new plan. The question is will there be rate a cut of reimbursement rates for different specialties by Medicare, and will this new program turn into a decreasing factor of the salary of all specialties including General Surgery, its related specializations, and subspecialties.
Clearly the Obama administration has it’s work cut out for it. We are getting older and there are fewer and fewer young people to carry this growing fiscal burden. The Sins of the Fathers…
Drug testing is another precaution to have a peaceful working place. Drug testing can eliminate drug users in your firm. There are many types of drug test procedure that you can do. There are many applicants that use illegal drugs. Drug testing helps you determine a good worker. Check this article to learn some drug testing procedures.
Drug Testing is one pre-employment requirement that many Organizations implement. The primary objective is to maintain a workplace that is free from unnecessary and ugly scenarios arising from drug abuse.
High productivity is one of the goals of any corporations. By ensuring that all its employees are not hooked on illegal drugs, the performance of the company is geared toward success.
Of course, the success of the organization does not rely on having a drug-free working environment; however, drug abuse is a culprit that can affect the enterprise’s overall output.
Medical experts explained that people who use illegal drugs get high fast, making them feel powerful, and causing them to act fearlessly. Depending on the kind of illegal drug and the frequency of its use, these drugs can cause hallucinations and paranoia.
Now, without conducting drug testing, you are putting the safety and welfare of your company and its employees at higher risks. It could also damage your company’s reputation if managers already employed use drugs.
With employment drug screening, the company ensures that new hires are not into drug use. There are also corporations that initiate random drug tests on its existing employees to monitor and eliminate drug-abuse habits.
As drug screening becomes popular, some applicants may lie low in using drugs for the sake of passing drug tests, and resume their habits once they get hired. Hence, it is also necessary to conduct regular drug testing on all potential employees and existing employees.
Employment drug screening also creates a safer and drug-free working environment. It can reduce the conflict incidences involving employees who use illegal drugs. This is not to say that those who are involved in corporate brawls or verbal fights are using drugs.
Rather, statistics and medical evidence authenticate that people who are addicted to illegal drugs are quick to anger, vulnerable to physical violence, and an initiator of chaos. Mostly, drug users have frequent absences, low-productivity, utilization and cost of health benefits, higher insurance premiums and accidents.
Small and medium scale businesses can benefit more from initiating drug testing as drug users are more inclined to apply at their company. Just the thought of drug tests can scare away drug abusers. As a major determinant of employment, drug screening allows business owners to save time and effort by hiring the right individuals.
Since there are many types of substance abuse, it is important to specify which drug tests are necessary to administer to your employees and applicants. There are marijuana testing, cocaine drug tests, and many other drugs test that can be done.
Generally, companies follow a standard five-panel test, which is composed of Marijuana, Cocaine, PCP and Amphetamine. There is also a 10-panel test to include prescription substances that can be obtained legally, but which can also be addictive and abused. Only few companies use this type of drug testing.
Usually, all drug substances linger in our system between 2 and 4 days. In conducting the drug tests among regular drug users, the results become available in 14 days or even more. If the drug testing is done with hair, the substance can be detected for a period of 3 months.
Literal meaning of severance or gratuity is a favor or gift, usually in the form of money, given in return for service. In other words a sum of money offered to certain service sector workers for a service they performed or anticipated. End of service gratuity is the amount paid by the employer to his worker for his hard work (Any exerted human effort – whether intellectual, technical or physical – in return for a wage, whether it is permanent or temporary) when the worker leaves the employment after successfully completing the stipulated years of service. Since almost 40 years, it has been one of the very important labor rights of the worker which employee is entitled to receive after serving employer for number of years.
The federal law no. 8 of 1980 of United Arab Emirates provides the provisions regarding the end of service gratuity. The present article discusses the said provisions including the calculation of the gratuity amount according to the salary of the worker and the number of years he has served a particular employer.
Law provides that an employee who completes one year or more in continuous services with the employer shall be entitled to gratuity at the end of the service. The gratuity shall be calculated on an annual basis if the employee has actually completed one year or more. The day of absence from work without pay shall not be included in calculating the total period of service. However, if the employee has completed one year then he will be entitled to gratuity for the fraction of the year proportional for the part of the year he spend in work provided that he has completed one year in continuous service.
Basic wage taken as a base for the calculation of gratuity is the salary last received by the employee before the termination of the employment contract. A basic wage means anything received by the employee as a wage excluding housing, transport, travelling allowances and overtime, family allowances entertaining allowances and any other bonus etc. This wage will be the basis for calculation of the gratuity for all the years during which the employee works for the employer calculated at the rate advised hereunder.
The severance pay shall be calculated as described in labour law such as 21 days remuneration for each year of the first 5 years of service and 30 days remuneration for each additional year of service provided that total amount of severance pay shall not exceed 2 years remuneration. Without prejudice to the laws provided in relation to the granting of pension or retirement benefits to employees. Severance pay shall be calculated on the basis of the remuneration last due to the worker for those who are paid on daily, weekly and monthly basis and on the average basis of the daily remuneration for those who are paid at piece rates basis.
After finding out the monthly wage of the worker, the wage per day can be found out by dividing the monthly wage amount by the number of working days of the month. Once we find the wage per day the next step would then be calculating the wage per 21 days and the wage per 30 days.
The above calculations shall hold good for workers of having limited employment Contracts. The exception to the rule is that gratuity is not granted in case the worker breaches the employment contracts by leaving work prior to expiry of the contract. Where the Employment Contract is of an unlimited nature, the gratuity amount is less if the worker leaves the employment on his own choice. Where the period of service of the worker varies from at least one completed year and at the most three completed years then the worker is entitled to one – third of the end of service gratuity. Where the worker has served for a period of three years at least and five years at most, he shall be entitled to two thirds of the said gratuity and to the full gratuity where the continuous period of service exceeds five years.
1. Where the Employer terminates the service of the worker on one of the below mentioned grounds:
a. In case the worker assumes false identity or nationality, or submits false certificates or documents.
b. In case the worker is under probation, and the dismissal occurs during or at the end of the probation period.
c. In case the worker commits an error resulting in colossal material losses to the employer, provided that the Labor Department is notified of the incident within 48 hours of the knowledge of the occurrence thereof.
d. In case the worker violates the instructions related to the safety at work or in the work place, provided that such instructions be written and posted in a prominent location, and that he is notified thereof should he be illiterate.
e. In case the worker fails to perform his main duties in accordance with the employment contract, and further also fails to remedy such failure despite a written investigation on the matter and a warning that he will be dismissed in case of recidivism.
f. In case the worker divulges any of the secret of the establishment where he works.
g. In case the worker is convicted in a final manner by the competent court in a crime of honor, honesty or public ethics.
h. In case the worker is found in a state of drunkenness or under the influence of a narcotic during work hours.
i. In case the worker assaults the employer, responsible manager or co – worker during work hours.
j. In case the worker is absent without valid cause for more than twenty non – consecutive days in one year, or for more than seven consecutive days.
2. Where a worker leaves the employment without notice in case of unlimited/ undetermined employment contracts except in following cases:
a. In case the employer breaches his obligations towards the worker, as set forth in the contract or the law.
b. In case the employer or the legal representative thereof assaults the worker.
3. Where the worker leaves employment before the expiry of the term of the employment contract except in the following cases:
a. In case the employer breaches his obligations towards the worker, as set forth in the contract or the law.
b. In case the employer or the legal representative thereof assaults the worker.
Apart from this deduction from the ESG is also allowed where there is an amount of the worker due towards the employer i.e., loan etc.
An employee may be deprived of his/her gratuity if he/ she has been dismissed for one of the reason stated in article 120 Or if left job without notice in clauses other than mentioned in article 121 of UAE labour law and if he terminates the limited contract before the completion of the contract.
The parties may agree for payment of gratuity at a certain time to the employee for the years during which the employee served the employer and to start with new employment contract for the future. However, this agreement should be clearly stated, acknowledged and agreed between the employee and employer whereby gratuity will be paid for the preceding period.
The employee’s wage and other legal benefits including the end of service gratuity is considered a superior debt and the employee shall have a lien over any movable or immovable property owned by the employer.
United Arab Emirates is rapidly progressing towards global standards therefore it is important to ensure that governing laws are adequate to handle the business environment and employment relations. There is a famous law maxim that “the law is never static; it is always changing, being interpreted or redefined, as regulators and judges strive, with varying degrees of success, to ensure that the law constantly reflects changes in society itself”.
The changing of laws in certain areas of UAE labour law in relation to the end of service benefits, calculation of gratuity, will certainly ease the way of settlement and lessen the jeopardy of litigation. In order to do this, there should be a consideration of the law and its main sources as well as discussion of how these laws can and must change to reflect the needs of society. There will be an assessment of the relationship between the law and social change and an evaluation of the success of regulators and judges to ensure that the law reflects these changes.
Author : Mr. Adnan Ashraf esq.
Source : Employment Benefits – End of Service Gratuity
When first searching for out a mortgage, numerous folks feel overwhelmed. There are several diverse lenders to have a look at, and their rates all appear so vastly unique. How can one compare them all without going mad? The techniques in this report will help you identify which mortgage is the correct one for you./p>
Get a pre-approval letter for your mortgage loan. A pre-approved mortgage loan normally makes the entire process move along more smoothly. It also helps since you know how much you could afford to spend. Your pre-approval letter will also include the interest rate you’ll be paying so you will have a fantastic idea what your monthly payment will be before you make an offer.
You want to have a lengthy term work history to be granted a home mortgage. Most lenders require at least two years of steady work history to approve a loan. Switching tasks too frequently can trigger you to be disqualified for a mortgage. Also, never quit a work while applying for a loan.
While you are waiting for the closing on your preapproved mortgage, don’t go on any shopping sprees! Lenders commonly recheck credit a few days before a mortgage is finalized, & could adjust their minds if they see too much activity. Wait for furniture shopping & other major costs, till lengthy after the ink is dry on your new mortgage contract.
If your appraisal isn’t enough, attempt once again. If the one your lender receives is not enough to back your mortgage loan, and you think they are mistaken, you can attempt yet another lender. You can not order one other appraisal or pick the appraiser the lender uses, nevertheless, you might dispute the first 1 or go to a distinctive lender. While the appraisal value of the home shouldn’t vary radically too much between unique appraisers, it can. In the event you think the very first appraiser is incorrect, attempt one other lender with, hopefully, a better appraiser.
Never sign something without talking to a attorney first. The law doesn’t entirely defend you from the shrewd practices that lots of banks are willing to participate in. Having a attorney on your side could save you thousands of dollars, & potentially your financial future. Make sure to get the correct advice before proceeding.
Make sure to keep all payments current when you are in the process of getting a mortgage loan. In case you are in the middle of the loan approval process & there is a lot of indication that you have actually been delinquent with any payments, it might impact your loan status in a negative way.
Minimize your debts before you choose to purchase a home. A home mortgage is a large responsibility and you need to be sure that you will be able to make the payments, no matter what comes your way. Having minimal debt will make it that much less difficult to do just that.
Know your mortgage interest rate type. When you are acquiring home financing you must realize how the interest is calculated. Your rate could be fixed or it might be adjustable. With solved interest rates, your payment will most often not alter. Adjustable rates vary dependent on the flow of the industry and are variable.
In the event you have filed for bankruptcy, you might are compelled to wait 2 or three years before you qualify for a mortgage loan. Still, you could end up paying higher interest rates. The greatest technique to save money when acquiring a home after a bankruptcy is to have a large down payment.
Think of your employment security before you consider getting a home. In case you sign a mortgage contract you are held to those terms, regardless of the adjustments that may take place when it comes to your work. For example, if you are laid off, you mortgage won’t lower accordingly, so make certain that you are safe where you are first.
Decrease the number of credit cards that are inside your name before you get a home. Having lots of credit cards, regardless of the debt on them, can make it show up that you are not financially responsible. To make certain that you get the greatest interest rate attainable on your home mortgage you want to have as few credit cards as is probable.
You now have a plan of action you could take to make certain that the mortgage you find is the ideal choice. Just use everything you have learned here today to make your process a straightforward 1. The sooner you’re into your home, the better, so get down to work right away!
Get a home loan for your new residence or refinance from a network of lenders who compete for your business. Applying for a home mortgage loan is uncomplicated. Receieve home loan offers from up to 5 mortgage lenders. Want help with your home loan? Whether your shopping for a brand new home loan or refinancing an existing home loan, we can help you make the proper choice. Visit us athttp://getalowmortgagerate.com/
The biggest mystery in some minds is how to secure the funding necessary to buy a home, despite having a low credit rating. The sheer size of the loan needed to complete the purchase is staggering. And yet, securing mortgage loans with bad credit ratings is viable and common.
But applicants that believe securing mortgage approval under these circumstances is impossible miss the point. Lenders actually want to lend money, it is just the protective policies they apply that can get in the way. Once the criteria is met and the lender feels assured, approval is all but definite.
The question is how to convince the lenders to the degree that bad credit scores are overlooked and the mortgage loan is granted. Well, there are a few simple measures to take that will do the job, but here are three of the most effective.
Offer a Big Down Payment
It would be foolish to overlook the significance of down payments. Indeed, it can be a major advantage when applying for mortgage loans with bad credit. This is for two reasons: firstly, it affects the size of the mortgage required; and secondly, it reflects the character of the applicant.
A down payment represents a share of the purchase price that is bought out immediately. So, a 5% down payment on a $200,000 property translates to paying $10,000 off the price. This means that a mortgage of $190,000 is required. But a big down payment, of say 20%, means that the sum borrowed falls to $160,000.
Securing mortgage approval is easier as the loan amount falls, but the impression saving up a large down payment has also impresses the lenders. Saving $40,000 is no mean feat in these difficult times, requiring real financial discipline. This is the kind of discipline that lenders want to see in the people they approve mortgage loans to.
Address the Low Credit Score
Another move that impresses the lenders is taking measures to improve the credit score that the applicant has. When seeking mortgage loans with bad credit, the influence that the credit score has can be the difference between monthly repayments that are affordable and too expensive.
There are several ways to improve a credit score. A popular way is to take out a series of small payday loans, perhaps of $1,000, and then repay them in full when the next paycheck arrives. However, each time the loan is repaid in full, the credit score is adjusted accordingly. As the score gets higher, securing mortgage approval gets a little easier.
Alternatively, a larger loan could be taken out to consolidate all of the existing debt, replacing numerous loans with one central debt that is easier to manage. Then, when applying for the mortgage loan, the higher score means lower interest rates.
Prove Secure Employment Status
Finally, perhaps the most basic step to take is to prove that your employment status is secure. This can be difficult given the uncertainty of the economy, but those employed long term are in a stronger position to convince lenders that repayments will be made. So, getting a mortgage loan with bad credit is easier.
Providing all the necessary documentation is essential. A photocopy of a paycheck will confirm the monthly income while a copy of an employment contract can confirm the job is more than just a short-term position. Securing mortgage approval can rest on these few aspects of the application.
However, keep in mind the debt-to-income ratio too, with a maximum 40% of the excess income reserved for debt repayments. This means that even with all the boxes ticked, the share of available income is not enough. Therefore, the mortgage loan has to be rejected.
It is your duty as an employer to keep a close eye on your employee’s absences from work. This is for two main reasons; firstly, to ensure that your business does not suffer due to staff absence and secondly, to ensure that your staff are well, healthy and happy.
Every company should keep a record of employee absence. Keeping this record will help you identify any emerging patterns of absence or alert you to a member of staff suffering from a long-term illness. Each department within your business should keep its own records, you are then able to compare company absence from sector to sector. Employee absences records should always be managed in light of the Date Protection Act (1998). Any records of employee absence should then be destroyed after 3 years (of the financial in which it was made) and if you are monitoring any statistics then employees should be made aware.
If a pattern of absence appears which is inter-departmental, i.e. one department has a considerably higher level of absence, then you should take the appropriate steps into looking at that departments working environment. Not only this but you should look to your senior members of staff to report on issues within the department, which could be causing the higher levels of absence.
Another good procedure to implement is the ‘return to work interview’. This face-to-face meeting should be done in private with the relevant line manager for that employee. The interview has several purposes; it details why the employee was off work, if they are suffering from something which may cause further absence and most importantly if they are well enough to come back to work. It can also provide the employee with a private outlet to complain about their working environment and/or fellow staff members, which incidentally could be causing their absence.
If you do not deal with employee absence at an early stage you run the risk of the following occurring:
– Low staff esteem due to increased workloads in covering the absent colleague
– Agency staff bills being extraordinarily high
– The company failing to reach targets or provide a good service due to a lack of consistent staffing
In order to deal with an emerging absence pattern there are some steps you can take to ensure that you investigate the problem scrupulously. Firstly, you should compare the employee’s absence over your last 3 years of records to establish any recurring pattern. Secondly, compare the employee’s absence record to that of the other employee’s within the same department, this may identify a work related issue. Lastly, check that the employee does not have an illness which fits the criteria of the Disability Discrimination Act 1995. The area of disability discrimination is particular complex — don’t risk being grounds for a potentially highly expensive disability discrimination claim — take advice from expert employment solicitors first.
For the first few absences the employee needs to be dealt with amicably. Discuss with the employee the reasons why they have had continued absences or absences which form a pattern. Solutions such as flexible working arrangements, changing work location or job description can offer lower cost results for you and the employee.
If no solution can be found or the problem is merely unauthorised absence, then you have the option of disciplining the employee under capability and/or conduct. An approved disciplinary handling procedure should be used at this time.
If you are in any doubt as to the reason for the employee’s absence or the grounds upon which you are starting the disciplinary procedures, then you should seek legal advice immediately from specialist employment solicitors. A dismissal based upon an employee’s absence has to be legal and if it is not you could face claims of an unfair dismissal via the Employment Tribunal.
Perhaps the very simplest step is to make sure that you have clear policies on employee absence. If you don’t and you are not sure where to begin, contact specialist Employment Solicitors who should be able to provide you with appropriate policies dealing with employee absence at a relatively modest cost.
According to the information released by China Ministry of Personnel, Ministry of Education, and some other authorities, it is about eight million people waiting for employment in 2011. This year’s employment situation is much more severe than last year’s. It’s not a fact any more for every undergraduate getting a job successfully. Why is it so difficult for undergraduate getting a job? By survey, it may has some reasons as the following. Firstly, the major courses set in colleges and universities are inconformity with requirements of enterprises. It has been showed that the difficulty for undergraduate getting a job is not simply because the posts offered by enterprises are less than undergraduate amount. But because the market demand is changing rapidly. The professionals of some hot majors enterprises need is much more than colleges and universities can offer. At the same time, professionals of some cold majors enterprises need is much less than colleges and universities have. Secondly, the utility ratio of knowledge by undergraduates is weak. One of the standards of measuring undergraduates’ comprehensive quality is how much they learned, how much they grasped and the ability of applying the knowledge they grasped. However, about 60 percent of the companies reflected that it is difficult for undergraduates practice the knowledge they learned. Thirdly, many job hunters do not have clear and definite goal. Majority job hunters attend career fair like draw a lottery or raffle. No targets, no preparations and no ideas finally effect their success of hunting jobs to a certain degree. Undergraduates are lack of employment training opportunities. Almost every post demand work experience. But companies do not want to undertake the costs of training undergraduates. To reach this demand, undergraduates and their families have to assume this because colleges and universities do not want to undertake the costs, too.
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It would seem as though some South African companies and industries might still be finding it difficult complying with new employment equity laws, a need for other companies is necessary for expert understanding in subjects and other legal terms of labour relations. There are many different companies available offering different levels of services to South African companies, training Human Resource departments in everything from Conditions of Employment, Discipline and Dismissal, Recruitment, Occupational injuries and diseases in the workplace, Retrenchment, OHS Act and Regulations courses and many, many other aspects relevant to the employment within the South African sector.
Your companys future in South Africa depends on your ability to successfully develop an Employment Equity action plan, and strategies to ensure that these targets are met, continuously monitored and evaluated. Labour Guide brings together people that will address key issues to help you develop and refine your plans and strategies to ensure your organisation retains its competitive advantage in the procurement process. The company aims for you to learn through effective planning how to initiate and plan EE programs to meet future personnel dynamic, build an EE strategy in line with your organizational goals and to examine and manage personnel change management issues amongst other things.
Labour Guide has all types of workshops designed to help you set up and self-administer equity plans. It is therefore incentive enough for companies to invest in the relevant courses and training for their staff responsible for working with EE compliance and other relevant industry compliance. There are also various different benefits for companies compliant with the Department of Labours various programs and requirements.
Labour Guide offers workshops and training related to different areas of employment law in South African including on how to comply with employment equity. Visit their user friendly website to explore what solutions Labour Guide offers your company.
The realm of human welfare or social work has some particular specialties that include primarily children, family, education, public health, physical and psychological well-being and drug addiction. It has been seen that the scale of job prospects related to social welfare has only increased over the past years, this has even been validated by the Bureau of Labor Statistics that a social worker had around 642,000 jobs in hand back in 2008. The graph has certainly aggravated presently.
Since majority of individuals working in the circle of social betterment has some concerns regarding the industry they wish to be associated with, it has even been evaluated that around 54% of individuals were then working in the health and human welfare industries while the remaining 31% worked in government sponsored agencies at various levels. With this entire report of job opportunities available for people working in the social development continuum, it explicitly indicates that job prospects are at no dearth, when it comes to looking for a stable and financially secure professional career.
The nature of a profession such as social welfare services is such that employees are assigned to work in cities as well as suburbs. It is expected for a social welfare employee to find a job in rural vicinities, as the space to exhibit their professional concerns and skills is more extensive as compared to an urban area, which is already quite developed. This indicates that social welfare is a profession, which comes with a lot of responsibilities and challenges.
Earlier, it was believed that not all specialist areas of social betterment thrived in terms of job opportunities, and not all offered the same amount of professional working security. However, today, all areas of social work are increasing job opportunities, particularly by the private social welfare organizations. In fact, the increase of employment in this industry has been around 22% which is promising. This is likely to increase with the time owing to the aging child boomer populace which will, over the span of time, demand better health and social services.
Apart from the physical stability, mental & psychological stability and drug addiction are areas which are rapidly augmenting with job prospects. An increase of 20% has also been predicted by specialists as there is going to be a strong demand of services to counter such deteriorating circumstances.
Last but not the least, children and family along with education are areas that are actually excelling areas in the field of human welfare and betterment. In order to bring about a change, an anchor lies in the hand of social services, augmenting the protection for children and their families while at the same time, emphasizing on the local prevalence of education is what is going to instigate a progressive developmental scale in the society. Some of the specialized areas elaborated on indicate the fields that can be explored by social welfare employees to bring a progressive change in the society.