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Posts tagged Employers
Syngenta is one of the 10 best employers in the science biotech
01 year ago
Research Triangle Park, NC (openPR) 8 October 2010
For the second consecutive year, Syngenta has ranked among the employers and the area of pharmaceutical biotechnology in a survey by Science magazine, this time through the ranks from number 20 to number seven in a field of 575 companies. The ranking was published on the survey results today in a special feature on this weekend? The issue of the journal Science.
journal “Science” and the American Association for the Advancement of Science (AAAS), has a web-based survey of companies with the best reputation identified as responsible employers. There were 2444 respondents asked to name the companies they were the best employers, average and worst writing in the industry.
â? We are honored that our employees and the biotechnology industry has us once again as a recognized employer of choice, and we are especially proud of you have much in the rankings, if A moves? said Michiel van Lookeren campaign, head of Syngenta Biotechnology R & D. â? We need continuous innovation in agriculture to meet the needs of our growing world population needs to be. If you are talented, have challenging work and a collaborative environment, you can do great things. People do what Syngenta all day.I ????
Syngenta and other companies have been on 23 different criteria, including branding, financial strength, leadership and management, work, culture and environment, evaluates base location and the academic and intellectual challenge.
Syngenta is a leader in research and development and investing some dollars a year in research and development and employs over 5,000 R & D scientists from around the world to develop new solutions farmers.
Syngenta has two important biotech a plant? the North American headquarters of biotechnology, Syngenta Biotechnology Inc. (SBI) in Research Triangle Park, NC, and Syngenta Biotech China (SBC) in Beijing, China. Last year, the SBI has celebrated its 25th Birthday. In May, the company expanded its facilities to include office space, 100,000 square feet in the Keystone Office Park. The move into this extra space has to plan the first phase of expansion, growing on long-term SBI continues to be closed. SBC opened in October 2008 and is the first institution with foreign investment in agricultural biotechnology in China.
Syngenta is a world leader with over 25,000 employees in over 90 countries with a common goal: the potential of plants. Thanks to world-class science, global reach and commitment to our customers we help the productivity of cultures, environmental protection and improve the health and quality of life. For more information about us, visit www.syngenta.com.
contacts with the media:
Casey Novak
Gibbs and Soell PR
cnovak
(at) Gibbs-Soll (dot) com (919) 870-5718
Steven Goldsmith
Syngenta
Steven (dot) Silver (at) Syngenta (dot) com (919) 226-7351
Statement Cautionary Note Regarding Forward-Looking Statements
This document contains forward-looking statements can be identified by terms such as â? ????, Expectations â? â woulda ????,?? Willa? ?, Â? A potential ????,?? plansâ ????, â? prospectsâ ????, â? Estimated ????, â? ? Aiming ????, â? on the right track? and similar expressions. These statements may involve risks and uncertainties that could cause actual results to differ materially from such statements could. We refer you to Syngenta’s publicly available by the U.S. Securities and Exchange information about these risks and uncertainties. Syngenta assumes no obligation to update forward-looking statements to reflect actual results, changed assumptions or other factors to adjust. This document is not part of any offer or invitation to sell or issue or any solicitation of an offer to purchase or subscribe for ordinary shares in Syngenta AG, or Syngenta ADSs, nor that it is the basis of or in connection with, any contract be made.
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Handicap Vans
Health Insurance : How to Get Supplemental Dental Insurance if Your Employer’s Plan Is Not Enough
01 year ago
by admin
in Health Care Services
dental insurance plans
If an employer’s health insurance is insufficient for dental costs, a stand-alone dental insurance company can be sought. Go to a trusted broker to buy individual dental insurance withtips from an insurance broker in this free video on health care and financial planning. Expert: Vic Schumacher Contact: www.HPEFinancialServices.com Bio: Vic Schumacher is part of HPE Financial Services, a brokerage insurance company representing all major carriers. Filmmaker: Christopher Rokosz
Community Health Charities of Georgia offers free health care for employers of Georgia
01 year ago
by admin
in Health Conditions
Atlanta (Business Wire) 27 September 2010
With a person of four employees of Georgia by health problems, Community Health Charities of Georgia (CHCG) affected now offers on health program employers WorkTM Georgia. This free program gives employees access to a wide range of health related information on a website (www.healthmattersatwork.org), podcasts, webinars and more.
by a user-friendly online portal allows employers who offer to participate in health issues in WorkTM its employees:
Warning signs and symptoms of chronic diseases
Disease Management Tools
Diet and exercise tools
Health and wellness programs for employees can
at work on a library of podcasts that focus on health topics and many were developed with the support of our nation? ? The leader of the charities. Webinars with health professionals and respected leaders of the charity are regularly provided to the employees the opportunity to participate if the topic is important for them or their relatives. Other potential resources include lunch, on-site seminars and a monthly newsletter.
â? In partnership with Community Health Charities of Georgia is an ideal way to demonstrate our firm commitment to the health and well-being of GH & I employees and their families, â? said Dick Ingwersen, Managing Partner of Gifford, Hillegass & Ingwersen LLP, the first company to implement WorkTM health program in Georgia. â? This program makes it very easy for the health information that our staff can trust.â p> ???? addition to questions of health program WorkTM CHCG connects people of Georgia in services and volunteer opportunities for more than 45 healthcare organizations participating. Employees also have the option to donate to charitable organizations in the health of their choice to make through payroll deduction.
â? We are here to help employers make health and wellness a part of their corporate culture, â? said Brenda Horne, CEO of Community Health Charities of Georgia. â? We invite all companies in Georgia, large and small, take to this p> ???? More information CHCG WorkTM and health issues to learn program, please visit www.healthcharities.org, Georgia or call 770-457-8704.
CHCG mission is to improve the lives of people affected by a disability or chronic illness.
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Urine Drug Testing Kit – All-in-one Drug Test Cup- For Screening 10 Panel Drugs Including Marijuana, Cocaine, Benzo and More (Instant Test for Teenagers and Employers
0Urine Drug Testing Kit – All-in-one Drug Test Cup- For Screening 10 Panel Drugs Including Marijuana, Cocaine, Benzo and More (Instant Test for Teenagers and Employers
- Detects 10 different drugs including (COC,THC,OPI,mAMP,AMP,PCP,BZO,BAR,MTD)
- FDA Approved, Laboratory Accurate, all-in-one drug test cup that does all the testing for you.
- Results available in just 5 minutes, detects drugs in urine for up to 3-4 days
- Perfect product for random drug testing at work or at home, zero exposure of sample
- Option to photocopy results
This is the most preferred method in this category as the cup and test are combined for ease of use. There is no handling of the specimen required. Each of our test kits come with a set of clear instructions,and are very easy-to-use. Test accuracy greater than 99.9%. TestCountry’s drug testing kits are 510K FDA Approved and we work with only the best manufacturers in the country that uphold the U.S. standards for drug testing. We are proud members of both the Drug and Alcohol Testing Industry Association (DATIA) and the Better Business Bureau. This drug test can be used for: Pre-employment testing, random employment testing in the workplace, random drug testing in schools or youth organizations and testing your child or family member in the privacy of your own home. Very easy to use all included in the cup.
List Price: $ 14.95
Price: $ 6.99
Supporting Employees with Traumatic Brain Injury – Tips for Employers
01 year ago
by admin
in Health Conditions
Traumatic Brain Injury. It’s one of the signature wounds of the conflicts in Iraq and Afghanistan, and by many accounts, a great deal of returning service members will be coping with the effects of TBI as they transition to civilian life. For employers, that brings up some important questions – among them, what should they expect from employees with TBI, and how can they support them in the workplace?
It’s true that veterans – and anyone experiencing the effects of TBI – may face day-to-day difficulties in their work environment. However, employers can play a vital role in these individuals’ recovery by recognizing the challenges associated with TBI and making adjustments and reasonable accommodations to help ensure workplace success. And disabled veterans aren’t the only ones that stand to benefit from the implementation of workplace supports. Veterans are known to make excellent employees, so helping them succeed on the job can not only contribute to the veteran’s recovery – it can positively impact a business’s bottom line.
People with TBI may experience some of the limitations discussed in this article, however they seldom will develop all of them. The severity of the TBI and degree of limitation will vary among individuals. Employers should be aware that not all people with TBI will need accommodations to perform their jobs, and many others may only need a few accommodations. However, in many cases, simple, inexpensive workplace supports can make all the difference toward a successful employment experience.
Employers should also know that unless the employee reveals, or makes available information, that they have been diagnosed with TBI, the employer will not necessarily know whether the condition is present. In fact, job applicants do not have to disclose a disability on a job application, or in a job interview, unless they need an accommodation to assist them in the application or interview process.
Key Questions
Prior to implementing workplace accommodations for employees with brain injuries, employers should ask themselves the following questions:
- What limitations is the employee with TBI experiencing, and how do these limitations affect the employee’s job performance?
- What specific job tasks are problematic as a result of these limitations?
-What accommodations are available to reduce or eliminate these problems?
-Has the employee with TBI been consulted regarding possible accommodations?
- Do supervisory personnel and employees need training regarding TBI and workplace accommodations?
Accommodation Ideas
Once they have considered these questions, employers and human resource professionals will be poised to identify appropriate workplace supports that can help their employees with TBI succeed on the job. The following represents only a sample of the types of accommodations and/or adjustments an employer might consider for an employee with a brain injury.
Physical Limitations:
- Install ramps, handrails and provide designated parking spaces
- Install lever-style door handles
- Clear pathways of travel of any unnecessary equipment and furniture
Visual Problems:
- Provide written information in large print
- Change fluorescent lights to high intensity, white lights
- Increase natural lighting
- Provide a glare-resistant screen for computer monitors
- Consult a vision specialist, particularly for an employee who has lost part of or all of their vision
Maintaining Stamina During the Workday:
- Permit flexible scheduling, allow longer or more frequent work breaks
-Provide additional time to learn new responsibilities
- Increase natural lighting
- Provide backup coverage for when the employee needs to take breaks
- Allow for use of supportive employment and job coaches
- Provide for job sharing opportunities
- Allow part-time work schedules
- Avoid scheduling more challenging tasks at the end of the work shift when fatigue is more likely to be a factor
Maintaining Concentration:
- Reduce distractions in the work area, including clutter in the employee’s work environment
- Provide space enclosures or a private office
- Allow for use of white noise or environmental sound machines
- Encourage the employee to focus on one task at a time
- Divide large assignments into smaller tasks and steps
- Restructure job to include only essential functions
Difficulty Staying Organized and Meeting Deadlines:
- Encourage the employee to use daily TO-DO lists and check items off as they are completed
- Provide a special calendar to mark meetings and deadlines
- Remind the employee of important deadlines via memos or e-mail or weekly supervision
- Provide a watch or pager with timer capability
- Provide electronic organizers
- Divide large assignments into smaller tasks and steps
- Assign a mentor to assist employee in determining goals and provide daily guidance
- Schedule weekly meetings with supervisor, manager or mentor to determine if goals are being met
- Recognize that emotionality and irritability can be common following some TBIs
- Recognize that the individual’s ability to manage stress can be impacted by a TBI
Memory Deficits:
- Allow the employee to tape record meetings
- Provide typewritten minutes of each meeting
- Provide notebooks, calendars or sticky notes to record information for easy retrieval
- Provide written as well as verbal instructions
- Limit verbal instructions to shorter, manageable chunks of information
- Allow additional training time
- Provide written checklists and use color-coding to help identify items
- Post instructions close to frequently used equipment
Problem Solving Deficits:
- Provide picture diagrams of problem solving techniques (e. g. , flow charts)
- Restructure the job to include only essential functions
- Assign a supervisor, manager or mentor when the employee has questions
Working Effectively with Supervisors:
- Provide positive praise and reinforcement
- Provide written job instructions
- Write clear expectations of responsibilities and the consequences of not meeting them
- Allow for open communication with managers and supervisors
- Establish written long term and short term goals
- Develop strategies to deal with problems before they arise
- Provide written work agreements
- Develop a procedure to routinely evaluate the effectiveness of the accommodation(s)
Difficulty Handling Stress and Emotions:
- Provide praise and positive reinforcement
- Refer to counseling and employee assistance programs
- Provide sensitivity training to coworkers
- Allow the employee to take a break as a part of a stress management plan
- Recognize that emotionality and irritability can be common following some TBIs
- Recognize that the individual’s ability to manage stress can be impacted by a TBI
Attendance Issues:
- Provide flexible leave for health problems
- Provide a self-paced work load and flexible hours
- Provide part-time work schedule or job sharing arrangement
Issues of Change:
- Recognize that a change in the office environment or of supervisors may be difficult for a person with a brain injury
- When transitioning supervisors, maintain open channels of communication between the employee and the new and old supervisor
- Provide weekly or monthly meetings with the employee to discuss workplace issues and production levels
Michael Reardon is a senior policy advisor in the U. S. Department of Labor’s Office of Disability Employment Policy, and a manager of America’s Heroes at Work, a unique initiative designed to help employers support veterans with TBI, as well as Post-Traumatic Stress Disorder. For more information and free technical assistance, visit http://www. AmericasHeroesAtWork. gov or call the Job Accommodation Network (800-526-7234).
Health Insurance : How to Get Supplemental Dental Insurance if Your Employer’s Plan Is Not Enough
01 year ago
by admin
in Health Care Services
If an employer’s health insurance is insufficient for dental costs, a stand-alone dental insurance company can be sought. Go to a trusted broker to buy individual dental insurance withtips from an insurance broker in this free video on health care and financial planning. Expert: Vic Schumacher Contact: www. HPEFinancialServices. com Bio: Vic Schumacher is part of HPE Financial Services, a brokerage insurance company representing all major carriers. Filmmaker: Christopher Rokosz
Drug-Free Workplaces: 10 Myths & Insider Tips: How Employers Establish and Keep Drugs Out of the Workplace
0MYTH: Â Most Individuals addicted to alcohol and/or illicit drugs are unemployed.
Reality: Â More than 75% of substance addicted persons work. [SAMHSA 2007] The rate of substance addicted workers in the average workplace is about 13%.
Employer Tip: Â Search the SAMHSA website for current substance abuse statistics and free information about prevention and treatment. Workplace addiction can be prevented with innovative best practices that save time, money and lives.
MYTH: Â The financial consequences of workplace substance abuse are decreasing.
Reality:  Employer expenses related to substance abuse are increasing and may  exceed $250 Billion per year, based only on the following expenses:
-Â Workersâ Compensation: Â Substance abusers register 50% of all claims and 5X more claims than average. [National Council on Compensation Insurance]
-Â Health Benefits: Â Abusers utilize 8X greater health benefits and spend >300% more on healthcare than peers. [US Department of Labor]
-Â Absenteeism: Â Substance abusers account for 35% of all work absences and are 6X more truant than colleagues. [US Department of Labor]
-Â General: Â Substance addicted employees are responsible for much higher rates of workplace turnover, theft, accidents, deaths and violence. Â [Special Congressional Report on Alcohol and Health; US Department of Labor]
Employer Tip: Â Implement Drug Free Workplace (DFW) programs featuring zero-tolerance, high integrity drug testing, measurable performance behaviors, and Lean principles to best and most quickly impact substance-related expenses. (Resource:Â U. S. Drug Testing Laws By State (http://reduceyourworkerscomp. com//drug-testing-state-laws. php)
MYTH: Absenteeism is the leading substance addiction expense for employers.
Reality: Untrue! It is estimated that âpresenteeismâ (present at work but impaired) may be 6. 5X more costly than absenteeism.   In fact, many substance addicted workers are never intoxicated on the job, but are in an acute phase of detoxification, given the short acting pharmacology of alcohol and most illicit drugs.   In simplest terms, this is brain-impaired presenteeism.
Employer Tip: Â Be vigilant for substance related presenteeism (i. e. alcoholism: tremors, sweating, irritability, mistakes, poor judgment, injuries etc. ). Best practice mandates immediate feedback re: symptoms/behaviors, and facilitated discussions with managers and staff to explore presenteeism solutions.
MYTH: Recent data published in the Wall Street Journal showing a declining rate of positive urine drug    tests means that workplace substance abuse is decreasing.
Reality:  No scientific conclusions* can be drawn from this data about workplace substance abuse.  What definitely is true is that urine drug test adulteration and substitution is big business.  On the day this article was written, a web-search of âHow to beat a urine drug testâ returned 976,000 results! These results showed how to beat employment screening, return to duty and random drug testing, even naming specific companies and their urine drug testing protocols to ensure best-practice adulteration method! SAMHSAâs substance abuse survey data shows worker substance addiction to be over 10% for decades, including the latest results from 2007 (8. 8% illicit drugs and 8. 9% for alcohol).  The Supreme Court shares our concern, recently ruling that regardless of company policy/preference, all workers who test positive  must be observed  during return to duty drug testing.
*[The authors have contacted the Wall Street Journal Editor to clarify any misperceptions].
Employer Tip: Â Consult a clinical expert about drug test contamination and the latest drug testing technologies, some of which help minimize adulteration (i. e. lab-based oral fluids testing with ânon-mandatedâ companies). Â Be cautious of any research study interpretations which do not match up with SAMHSAâs data.
MYTH:Â In 2006, the next drug-class abused after alcohol by individuals 12 years of age and older was THC (marihuana etc. ), as it has been for decades.
Reality:Â Surprisingly, for the first time in years, âillicit pain-relieversâ inched out THC as that next class of drugs abused after alcohol.
Employer Tip:Â Stay current with the latest drug addiction trends, some of which are geographically specific. Â It is best-practice to add oxycodone to drug testing regimens, especially in the northeast, where epidemic abuse is emerging. Additionally, parent education must stress this startling development.
MYTH: The DOTâs standard drug test detects oxycoton, because one of the âstandard panelsâ measures for the opiate class of drugs.
Reality:Â Not so! In fact most standard drug screens will not detect oxycodone (semi-synthetic opiate) unless it is present in very high quantities. A survey of MDs at a major academic hospital found most physicians to be unaware of this.
Employer Tip:Â Annually consult a clinical substance abuse expert to review your DFW plan. Â Immediately add oxycodone to all drug screening protocols.
MYTH: The best way to reduce workplace addiction commits most resources to catching abusers, so as to deter other employees from substance abuse.
Reality: Â This âwar on drugsâ enforcement tactic has not reduced worker addiction. Â The #1 drug of choice is alcohol, and test-measurable alcohol is almost always âslept offâ before work. Â A DFW program primarily focusing on drug testing undermines DFW integrity, encourages adulteration and lowers employee morale.
Employer Tip:Â Shift strategy/resources to create DFW cultural norms consistent with zero-tolerance, personal responsibility, continuous-improvement coaching, employee empowerment, health/wellness, and employee assistance. Â Complete the âwin-winâ by enhancing leader competency to manage accountability for performance expectations, and gain the competitive advantage of highest employee engagement and increased productivity organization-wide.
MYTH: Transforming a work culture to truly achieve and sustain a substance-free environment takes a significant amount of money and time.
Reality #1: Â Not true. Financing a DFW culture essentially amounts to shifting resources (refer to substance related employer costs documented in Myth #2). Â
Reality #2:  Integrating best-practice change-management techniques and Lean principles will fast-track DFW transformation and improve/accelerate ROI! With supportive executives, the infrastructures for a new/upgraded DFW culture can be implemented in less than a week, and instantly begin delivering a huge ROI.
Employeer Tip: Â Implement DFW cultures which are leader/employee driven and hard-wire measurable performance expectations. Create a dashboard of success-measures (expense and revenue indicators) and post quarterly, company-wide.
MYTH: Â Most companies manage change well, and incremental, slower transitions will improve the chances for success.
Reality:  No, and no! *McKinseyâs Classic Change Study (2008) found change is successfully managed only 33% of the time and âbigger and timelyâ transitions predict success.  Â
Employer Tip: Â When initiating or refining DFW programs, consult with both workplace addiction and change-management experts.
*[ Creating Organizational Transformations: McKinsey Global Survey Results - August 2008 ]
MYTH: Â In this economy, workplace addiction should become a less important priority, particularly for retrenched companies unable to increase market share.
Reality:Â These unprecedented times underscore the quintessential value of employees and the P&Lâs bottom-line. For retrenched companies, addressing DFW improves morale/productivity and reduces major expenses (saves jobs). For growing businesses, improving DFW adds to company valuation, reduces risk and improves employee engagement (company of choice). Â (workersxzcompxzkit)Â Â Â Â
Employer Tip:Â Â Learn as much as possible about workplace addiction. Â Consult with the many free resources available, including web-sites sponsored by the US Department of Labor (Partners for a Drug Free Workplace) and SAMHSA. Â
WorkersCompKit® Blog Guest Authors:  Bill White MSN and Katharine White MS
Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker about workers’ comp issues. ©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit. com
WorkersCompKit® Blog Guest Authors: Bill White MSN and Katharine White MSN, are leadership entrepreneurs who co-founded DFW-Renaissance Inc. (www. dfw-r. com) and co-developed managerial science innovation DFW-R Lean Culture⢠(to create/sustain highly engaged drug free workforces). Both are former hospital C-Suite executives with extensive drug treatment, leadership and behavioral health experience. Look for their upcoming headline article in DATIA Focus on DFW Culture Change and Employee Morale. They can be reached by email at billtwhite@cox. net and phone at 401- 447-1168.
