Both Companies And Job Seekers Can Avail Services Of Healthcare Recruiters

Finding suitable personnel for your medical or health care facility may be a tough job. You may be a medical practitioner or the owner of a clinic, hospital or nursing home. You need staffs in various capacities for the smooth running of your facility. You may be efficient and adept in medical work. However, you may find it difficult to handle and manage an entire recruitment process with the same efficiency. You may end up recruiting the wrong persons for specialized jobs. Your efforts might not be enough to spread awareness about the jobs you have on offer among suitable aspirants. In an attempt to conduct a recruitment procedure, you might be compromising on your primary job that is to cater to the needs of the patient.

Outsourcing recruitment processes

It is wise to outsource the duty of recruitment to specialists who are equipped and efficient in handling the entire hiring process. You can get in touch with established Healthcare Recruiters.for an exhaustive solution to all your staffing issues. A voluminous preparation and effort go into organizing an effective recruitment procedure. Consultancies take care of not only the tests, interviews and the selection processes, but also of advertising job vacancies, networking and communicating with aspirants and conducting background checks and verifying referrals.

Sourcing of talent

During Healthcare Recruitment Process Outsourcing, clients may choose among a number of service options offered by a recruitment consultancy. There are provisions for introducing appropriate aspirants to clients for a particular job profile. The consultancy firms have wide spread and premium access to various online databases. They act as an effective connection between job aspirants and companies. Recruitment with the help of databases can attract a huge pool of applications for a job and provide the recruiter with an ample number of eligible applicants to choose from. An agency may also assist you in recruitments that are discreet. You may want to pursue candidates with some exact attributes those you require for the job opening. Often these openings are for a high management or administrative post.

The next step in your career

Not only recruiters, but those who are searching for jobs may also avail the assistance and services of HRO Solution USA.If you are a doctor, a nurse or related to the medical profession in any way, you can find the next step of your career with the help of healthcare recruitment agencies. Whether you are looking for a permanent, part-time or an ad-hoc job, a recruiting agency can find the best career opportunity for you.

Encouraging Healthcare Education in California

In June of 2006, superintendent of public instruction Jack O’Connell awarded $150,000 in grants to 11 districts within the California schools. The funds are for California schools student attendance at the California Health Science Education Institute and associated costs of the program.

Currently, there are numerous jobs in the healthcare industry for applicants with college and only high school degrees. The healthcare industry is in desperate need of well-educated people to fill an increasing number of positions projected for the future. This need gives today’s California schools students opportunities for future careers that will provide them a comfortable lifestyle.

These healthcare jobs are demanding; however, and require rich and rigorous core curriculums for students from kindergarten through high school. The grants will help prepare California schools students for such careers, as well as meet the demand for well-educated workers in the healthcare industry – a win-win situation for everyone.

The funds ultimately are designed to help California schools students consider such careers. The eligible districts within the California schools already have Health Science Pathways in place. They are quality programs that help prepare students for healthcare careers. Districts that participate are eligible for up to $15,000 in grant money, distributed in two payments. The first payment of 75 percent is received before students attend the Institute. The remaining 25 percent is received upon completion of Institute attendance and application requirements.

The fulfillment of each district grant requires:

Development teams that consist of teachers, administrators, counselors, postsecondary partners, and healthcare industry partners; District teams must attend the annual California Health Science Educators Institute, held in Los Angeles every June; Teams develop and submit a health science pathway strategic plan, as directed by the Institute; A team approach is used in all facets of the California schools program; Districts and their teams also must submit to the California schools letters of commitment to the California Health Science Education Institute program; and California schools students must attend the California Health Science Education Institute.

The funds for the new California schools program were made available through a partnership between the California Labor & Workforce Development Agency and the California schools. The new programs goes a long way to support enrichment and improvement of the Health Science Pathway program in the California schools, as well as satisfying a community need and offering more opportunities for students in the future.

Visit the List Of Vitamins website to learn about vitamin u and vitamins good for skin.

Doeren Mayhew IRS ramps up guidance on new small employer health insurance tax credit

The IRS is moving quickly to alert employers about a new tax credit for health insurance premiums. The recently enacted health care reform package (the Patient Protection and Affordable Care Act of 2010 and the Health Care and Education Reconciliation Act of 2010) created the small employer health insurance tax credit. The temporary credit is targeted to small employers that offer or will offer health insurance coverage to their employees. The credit, like so many federal tax incentives, has certain qualifications. Please contact our office and we can arrange to review in detail how the credit may cut the cost of your business’s health insurance premiums. The dollar benefits of the credit are substantial and they apply immediately to 2010 premium costs.

Outreach

The IRS is sending postcards to more than four million small businesses in coming weeks. The postcards briefly describe the new tax credit and are just one part of the IRS’s outreach campaign to educate employers about the credit. The IRS has also created a special page on its web site on the credit along with a fact sheet and frequently asked questions and answers.

Maximum credit

The new health care credit is effective immediately so employers need to plan now to take advantage of it. The credit, which is available over the next five years, also rises over time but the enhanced credit comes with some additional requirements.

For tax years beginning in 2010 through 2013, the maximum credit reaches 35 percent of qualified premium costs paid by for-profit employers. The maximum credit is 25 percent of qualified premium costs paid by tax-exempt employers.

The maximum credit climbs to 50 percent of qualified premium costs paid by for-profit employers (35 percent for tax-exempt employers) for tax years beginning in 2014 through 2015. However, Congress imposed some additional requirements. An employer may claim the credit only if it offers one or more qualified health plans through a state insurance exchange. The health care reform package requires states to create insurance exchanges by January 1, 2014.

Example. ABC Co. employs nine individuals with average annual wages of $23,000 for each employee in 2010. ABC pays $72,000 in health care premiums for its employees. This amount does not exceed the average premium for the small group market in the state in which ABC offers coverage and ABC otherwise meets the requirements for the credit. ABC’s credit for 2010 is $25,200 (35 percent x $72,000).

Tax-exempt employers have additional limitations. If the amount of their credit exceeds the amount of payroll taxes of the tax-exempt employer during the calendar year in which the tax year begins, the credit is limited to the amount of payroll taxes.

FTEs

The maximum credit is available to qualified employers with no more than 10 full-time equivalent (FTE) employees paying average annual wages of $25,000 or less. The credit completely phases out if an employer has 25 or more FTEs or pays $50,000 or more in average annual wages. Effectively, a small employer can have exactly 25 FTEs or pay average annual compensation of exactly $50,000 and not receive a credit under the phase-out rules. The monetary amounts are adjusted for inflation after 2013.

The health care reform package explains how to calculate the number of FTEs. The number of an employer’s FTEs is determined by dividing the total hours for which the employer pays wages to employees during the year (but not more than 2,080 hours for any employee) by 2,080. The result, if not a whole number, is rounded to the next lowest whole number. Lawmakers selected 2,080 hours because 2,080 hours comprise the number of hours in a 52-week assuming a 40-hour work week. Any hours beyond 2,080, such as overtime hours, are not taken into account when calculating FTEs.

Example. ABC Co has nine employees. ABC pays Aidan, Bonnie, Catherine, David, and Eddie wages for 2,080 hours each for 2010. ABC pays Francine, Gary and Harry wages for 1,040 hours each for 2010. ABC pays Kieran wages for 2,300 hours for 2010. The total hours not exceeding 2,080 per employee is the sum of: –10,400 hours for the five employees paid for 2,080 hours each (5 x 2,080) plus –3,120 hours for the three employees paid for 1,040 hours each (3 x 1,040) plus –2,080 hours for the one employee paid for 2,300 hours (lesser of 2,300 and 2,080), which add up to 15,600 hours.

To calculate the number of FTEs, 15,600 is divided by 2,080, which results in 7.5, rounded to the next lowest whole number.

Average annual wages

A formula is also used to calculate average annual wages. The amount of average annual wages is determined by first dividing the total wages paid by the employer to employees during the employer’s tax year by the number of the employer’s FTEs for the year. The result is then rounded down to the nearest $1,000 (if not otherwise a multiple of $1,000).

Example. ABC Co. pays $224,000 in wages and has 10 FTEs. ABC’s average annual wages are $224,000 divided by 10 which equals $22,400, and is rounded down to the nearest $1,000 for a final number of $22,000

Owners and family members

Some individuals are excluded from the calculation of FTEs and average annual wages. These include a sole proprietor, a partner in a partnership, a shareholder owning more than two percent of an S corporation, and any owner of more than five percent of other businesses. Certain family members of these individuals are also excluded from the calculation of FTEs and average annual wages. These include a child, a parent, a sibling, and others. This list is not exhaustive. Please contact our office for more details about who is excluded from these calculations.

Premium deduction

Employers generally may deduct the cost of health insurance premiums paid on behalf of employees. The health care reform package does not change this general rule. However, the amount of premiums that an employer may deduct is reduced by the amount of the small employer health care tax credit.

Qualifying arrangement

Only premiums paid by the employer under a qualifying arrangement are counted in calculating the credit. Under a qualifying arrangement, the employer pays premiums for each employee enrolled in health care coverage offered by the employer in an amount equal to a uniform percentage (not less than 50 percent) of the premium cost of the coverage. The IRS is developing transition relief for 2010.

Additionally, the amount of an employer’s premium payments is capped in relation to the average premium for the small group market. The U.S. Department of Health and Human Services will determine the average premium for the small group market in a state.

Congress is currently reviewing the costs of premiums. The health care reform package includes a requirement, effective in 2011, that insurance companies spend at least 80 percent of premium revenue on actual health care. Additionally, the health care reform package establishes a process for the annual review of premium increases prior to their use along with public disclosure of how premium rates are determined.

Claiming the credit

Qualified for-profit employers will claim the credit on their annual income tax return. The IRS is expected to advise how tax-exempt employers will claim the credit. Our office will keep you posted of developments.

According to the U.S. Department of Health and Human Services, a qualified small business can choose to start offering health insurance coverage to employees in 2010 and be eligible for the credit. If you are considering providing insurance coverage to your employees, please contact our office. If you have already been paying premiums, don’t leave maximizing the new credit to chance; we can help you navigate the many federal rules that come into play.

As always, please contact Doeren Mayhew if you have any questions about the new small employer health insurance tax credit.

If and only to the extent that this publication contains contributions from tax professionals who are subject to the rules of professional conduct set forth in Circular 230, as promulgated by the United States Department of the Treasury, the publisher, on behalf of those contributors, hereby states that any U.S. federal tax advice that is contained in such contributions was not intended or written to be used by any taxpayer for the purpose of avoiding penalties that may be imposed on the taxpayer by the Internal Revenue Service, and it cannot be used by any taxpayer for such purpose.

Expert Home Care Opens Doors to Home Healthcare NJ Patients

By Kevin H. Karr

New Jersey – April 30, 2014. Expert Home Care, one of the leading home care agencies in NJ announces the opening of its doors to homebound patients in the state of New Jersey. This is welcome news to families who cares for family members who are homebound and those who cannot fend for themselves.

Their existing clients retain their services because this company does not just offer Live In care, they specialize in it. This company provides home healthcare NJ services ever since their establishment in 1985. In short, they are doing this for almost 30 years. With that kind of comprehensive experience they have already developed the skills and knowledge on how to perform home health aide NJservices effectively and successfully. This enables their client to live more functional and purposeful lives.

Expert Home Care offers a comprehensive line of home health aide NJ services. These services include: 48-hour caregiver services, free in-home consultation, quick placement (often within 24 to 48 hours), care for individuals who are disabled, recovering from illness or surgery, or who are chronically ill or sickly, respite, Hospice, short and long-term care, Registered Nurse supervision, delivery and pick-up transportation for the caregivers (where available), 24 hours, 7 days a week on-call service, and pet therapy visits.

Their service charges are very competitive compared to the prevailing rates today.

The most important aspect of home care that this company practices is to make their services available 24/7. They know that that when a patient needs their help, they should be there at once. That is why of all the home care agencies in NJ, Expert Home Care is the most reliable.

About Expert Home Care

Expert Home Care is one of the largest providers of home health care services in New Jersey. This company was established in 1985 and has not stopped in providing their services to those in need ever since. The owners of this company are Certified Senior Advisors (CSA) and are members of local and national organizations that support the home care industry.

Contact Details

Kevin H. Karr 1642 Cross Street Saginaw, MI 48607 Phone: 989-980-1371

Healthcare Environmental Services Management Program Offers Practical Application On And Off Campus

Did you know that healthcare environmental services management is a combination of healthcare environmental service knowledge with business and human relations skills? As such, post-secondary institutions are challenged with seamlessly integrating both into their curriculums.

One school that does a great job of balancing both aspects in its healthcare management program is Centennial College. The program, Healthcare Environmental Services Management, takes two years to complete during which students study from Morningside Campus. Because this location houses School of Community and Health Studies programs, it is outfitted with large, well-equipped industry specific laboratories and computer labs with industry specific software. As such, students obtain plenty of hands-on practice with a realistic spin before heading on two field placements (one in second semester and one in fourth semester). These experiences allow students to apply what they have learned in their classes and gain knowledge of the role and tasks related to entry-level positions in the Healthcare Environmental Services Department, which will lead to better comprehension in how to manage these positions.

Here is a look at some of the standout courses within the offering that prepare students for both placement and their future careers.

Infection Control 1 & 2: The first of these two courses establishes principles and practices of infection prevention and control in the healthcare setting. Students learn to identify relevant industry and governmental regulations, standards and best practices with regards to infection control in healthcare as well as quality assurance methodology. The second course, meanwhile, sees students apply planning, implementation, management and evaluation practices of an infection prevention and control program, while learning to effect applicable quality assurance principles.

Communication and Interprofessional Collaboration for Environmental Services: Because implementing infection control measures is a collaborative process, students learn to communicate verbally and non-verbally with co-workers, supervisors and clients. Interprofessional and collaborative care models in healthcare are examined using practical examples.

Math Application for Environmental Services: It is not enough just to learn general math equations. Thats why all of Centennial Colleges math courses are specifically designed. This one, for example, covers mathematical concepts and methods used in healthcare environmental services management. Emphasis is placed on the application of methods, concepts, vocabulary and problem solving strategies used in the industry.

Purchasing and Materials Management: Managers in this field must know the process of purchasing cleaning, linen and related supplies. As such, students examine how to apply quality standards for various environmental services categories and understand central procedures used in healthcare environmental services operations.

After completing each healthcare management course, students are prepared for employment in hospitals, nursing homes, retirement homes, commercial buildings, schools and residential buildings. It is worth noting that the diploma students earn after they graduate reflects high standards of learning and offers them transferable skills.