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Question and answer time

Adherence to recommended infection prevention and control practices is an important part of protecting HCP and patients in healthcare settings.

If staffing shortages make this challenging, facilities could consider restricting HCP at higher risk for severe illness from COVID or who are pregnant from being present for higher risk procedures e. Find more information for facilities on mitigating HCP staffing shortages. HCP who are concerned about their individual risk for severe illness from COVID due to underlying medical conditions while caring for COVID patients can discuss their concerns with their supervisor or occupational health services.

However, pregnant women have had a higher risk of severe illness when infected with viruses from the same family as COVID and other viral respiratory infections, such as influenza. There are no additional precautions for HCP. Some HCP may choose to implement extra measures when arriving home from providing healthcare, such as removing any clothing worn during delivery of healthcare, taking off shoes, washing clothing, and immediately showering.

However, these are optional personal practices because there is insufficient evidence on whether they are effective.

Currently, those at greatest risk of infection are persons who have had prolonged, unprotected close contact with a patient with symptomatic, confirmed COVID and those who live in or have recently been to areas with sustained transmission. For more information, see Risk Assessment. The available data are currently insufficient to clearly identify risk factors for severe clinical outcomes.

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Based on limited data that are available for COVID patients, and data from related coronaviruses such as severe acute respiratory syndrome coronavirus SARS-CoV and MERS-CoV, people who may be at risk for more severe outcomes include older adults and persons who have certain underlying chronic medical conditions.

Those underlying chronic conditions include chronic lung disease, moderate to severe asthma, cardiac disease with complications, diabetes, or immunocompromising conditions. Adherence to recommended infection prevention and control practices is an important part of protecting all HCP in healthcare settings.

The onset and duration of viral shedding and the period of infectiousness for COVID are not yet known. However, detection of viral RNA does not necessarily mean that infectious virus is present. There are reports of asymptomatic infections detection of virus with no development of symptoms and pre-symptomatic infections detection of virus prior to development of symptoms with SARS-CoV-2, but their role in transmission is not yet known.

Based on existing literature, the incubation period the time from exposure to development of symptoms of SARS-CoV-2 and other coronaviruses e. The duration of SARS-CoV-2 RNA detection in upper and lower respiratory tract specimens and in extrapulmonary specimens is not yet known but may be several weeks or longer.

It is not yet known whether other non-respiratory body fluids from an infected person including vomit, urine, breast milk, or semen can contain viable, infectious SARS-CoV Not currently. These multi-pathogen molecular assays can detect a number of human respiratory viruses, including other human coronaviruses that can cause acute respiratory illness, but they do not currently detect SARS-CoV Patients can be infected with more than one virus at the same time.

Clinicians considering use of chest CT scans for diagnosis or management of COVID patients should consider whether such imaging will change clinical management. Appropriate infection control procedures should be followed before scanning subsequent patients. Healthcare Providers should immediately notify infection control personnel at their facility if they suspect COVID in a patient. For information about registered clinical trials of investigational therapeutics for pre or post exposure prophylaxis of SARS-CoV-2 infection, visit ClinicalTrials.

Clinical management for hospitalized patients with COVID is focused on supportive care for complications, including supplemental oxygen and advanced organ support for respiratory failure, septic shock, and multi-organ failure. Empiric testing and treatment for other viral or bacterial etiologies may be warranted.

Corticosteroids should be avoided unless they are indicated for another reason e. Patients whose clinical presentation warrants in-patient clinical management for supportive medical care should be admitted to the hospital under appropriate isolation precautions.

Some patients with initial mild clinical presentation may worsen in the second week of illness.

question and answer time

The decision to monitor these patients in the inpatient or outpatient setting should be made on a case-by-case basis. Patients can be discharged from the healthcare facility whenever clinically indicated.

Isolation should be maintained at home if the patient returns home before the time period recommended for discontinuation of hospital Transmission-Based Precautions. Decisions to discontinue Transmission-Based Precautions or in-home isolation can be made on a case-by-case basis in consultation with clinicians, infection prevention and control specialists, and public health authorities based upon multiple factors, including disease severity, illness signs and symptoms, and results of laboratory testing for COVID in respiratory specimens.

When available, respirators or facemasks if a respirator is not availableeye protection, gloves, and gowns should be used for the care of patients with known or suspected COVID infection, including women who are pregnant.

During respirator shortages, care should be taken to ensure that N95 respirators are reserved for situations where respiratory protection is most important, such as performance of aerosol-generating procedures on patients with suspected or confirmed COVID infection. In such shortage situations, facemasks might be used for other types of patient care.Too many job seekers stumble through interviews as if the questions asked are coming out of left field.

But many interview questions are to be expected. Need some job interview tips? Monster has you covered. It is also the most dreaded question of all. Handle it by minimizing your weakness and emphasizing your strengths.

Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful. Answer " Why should we hire you? I'm confident I would be a great addition to your team.

By asking you, " Why do you want to work here? For example, "I've selected key companies whose mission statements are in line with my valueswhere I know I could be excited about what the company does, and this company is very high on my list of desirable choices.

When you're asked, " What are your goals? For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility. One of the most critical job interview tips: Don't badmouth a former employer. So if an interviewer asks, " Why did you leave or why are you leaving your job?

If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience.

The interviewer who asks, "When were you most satisfied in your job? If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences.

Emphasize what makes you unique when you're asked, "What can you do for us that other candidates can't? This will take an assessment of your experiences, skills and traits. Summarize concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly.

question and answer time

It's time to pull out your old performance appraisals and boss's quotes to answer the question, "What are three positive things your last boss would say about you? This is a great way to brag about yourself through someone else's words : "My boss has told me that I am the best designer he has ever had.

He knows he can rely on me, and he likes my sense of humor.Our main priority is to give our audience the best and useful information. By keeping this thing in mind we create this awesome post, in which our writers and researchers did an outstanding job. In this post you are going to read some pop culture trivia questions, set questions include questions about yourself.

You may do that thing daily, but you even notice those things. Some best questions aboutand in fact I am feeling happy to say you that, in this post, we include some all-time best trivia questions just for our readers like you.

Filing and Payment Deadlines Questions and Answers

A recent total lunar eclipse takes place on which date? Also referred to as the super blood moon.

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What is the most important thing to be the success, and what should I do to be a success? First, choose the right path and then just focus and be consistent. Your email address will not be published.

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Show Answer. Abraham Lincoln, James A. Donald Trump became the 45 th president of the USA. Share Tweet Pin shares.

100 General Trivia Questions and Answers

Leave a Reply Cancel reply Your email address will not be published. These type of questions and answers are gaining popularity day by day.

question and answer time

These questions help your brain popping up some new ideas. These are different from any creative writing.

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These type of questions based on different topics such as history, music, animals, sports, geography, sciences or others. Search Trivia Search this website.

Submit Your Trivia.Federal government websites often end in. The site is secure. Check with DOL for the rules governing the circumstances where volunteering in the public and private, non-profit sectors may be allowed. If you have been laid off and have not received your last paycheckimmediate payment may be required by state law although it is not required by federal law.

The FLSA generally applies to hours actually worked. It does not require employers who are unable to provide work to non-exempt employees to pay them for hours the employees would have otherwise worked. Exempt, salaried employees generally must receive their full salary in any week in which they perform any work, subject to certain very limited exceptions. The FLSA does not require employer-provided vacation time.

Where an employer offers a bona fide benefits plan or vacation time to its employees, there is no prohibition on an employer requiring that such accrued leave or vacation time be taken on a specific day s. Exempt salaried employees are not required to be paid their salary in weeks in which they perform no work. Therefore, a private employer may direct exempt staff to take vacation or debit their leave bank account in the case of an office closure, whether for a full or partial day, provided the employees receive in payment an amount equal to their guaranteed salary.

WHD encourages employers to be accommodating and flexible with workers impacted by government-imposed quarantines. Employers may offer alternative work arrangements, such as teleworking, and additional paid time off to such employees. The FLSA does not limit the number of hours per day or per week that employees aged 16 years and older can be required to work. Can an employee be required to perform work outside of the employee's job description?

The FLSA does not limit the types of work employees age 18 and older may be required to perform. However, there are restrictions on what work employees under the age of 18 can do. This is true whether or not the work asked of the employee is listed in the employee's job description. As part of your pre-influenza, pandemic, or other public health emergency planning, you may want to consult your human resource specialists if you expect to assign employees work outside of their job description during a pandemic or other public health emergency.

You may also wish to consult bargaining unit representatives if you have a union contract. Individuals who volunteer their services to a public agency such as a state, parish, city or county government in an emergency capacity are not considered employees due compensation under the FLSA if they:.

If individuals volunteer to a private, not-for-profit organization, are they entitled to compensation? Individuals who volunteer their services in an emergency relief capacity to private not-for-profit organizations for civic, religious or humanitarian objectives, without contemplation or receipt of compensation, are not considered employees due compensation under the FLSA.

However, employees of such organizations may not volunteer to perform on an uncompensated basis the same services they are employed to perform. No hours spent on the disaster relief services are counted as hours worked for the employer under the FLSA. May an employer encourage or require employees to telework i. An employer may encourage or require employees to telework as an infection-control or prevention strategy, including based on timely information from public health authorities about pandemics, public health emergencies, or other similar conditions.

Telework also may be a reasonable accommodation. Of course, employers must not single out employees either to telework or to continue reporting to the workplace on a basis prohibited by any of the EEO laws. See the U. Do employers have to pay employees their same hourly rate or salary if they work at home? If telework is being provided as a reasonable accommodation for a qualified individual with a disability, or if required by a union or employment contract, then you must pay the same hourly rate or salary.

question and answer time

However, the FLSA requires employers to pay non-exempt workers at least the minimum wage for all hours worked, and at least time and one half the regular rate of pay for hours worked in excess of 40 in a workweek.While some job interviewers take a fairly unusual approach to interview questionsmost job interviews involve an exchange of common interview questions and answers. Including some of the most often-asked behavioral interview questions. Here are some of the most common interview questionsalong with the best way to answer them:.

If you're the interviewer, there's a lot you should already know: The candidate's resume and cover letter should tell you plenty, and LinkedIn and Twitter and Facebook and Google can tell you more.

The goal of an interview is to determine whether the candidate will be outstanding in the job, and that means evaluating the skills and attitude required for that job.

Does she need to be an empathetic leader? Ask about that. Does she need to take your company public?

If you're the candidate, talk about why you took certain jobs.

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Explain why you left. Explain why you chose a certain school. Share why you decided to go to grad school. Discuss why you took a year off to backpack through Europe, and what you got out of the experience.

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When you answer this question, connect the dots on your resume so the interviewer understands not just what you've done, but also why. Every candidate knows how to answer this question: Just pick a theoretical weakness and magically transform that flaw into a strength in disguise!

For example: "My biggest weakness is getting so absorbed in my work that I lose all track of time. Every day I look up and realize everyone has gone home!

I know I should be more aware of the clock, but when I love what I'm doing I just can't think of anything else. A better approach is to choose an actual weakness, but one you're working to improve. Share what you're doing to overcome that weakness. No one is perfect, but showing you're willing to honestly self-assess and then seek ways to improve comes pretty darned close. I'm not sure why interviewers ask this question; your resume and experience should make your strengths readily apparent.

Even so, if you're asked, provide a sharp, on-point answer. Be clear and precise. If you're a great problem solver, don't just say that: Provide a few examples, pertinent to the opening, that prove you're a great problem solver. If you're an emotionally intelligent leader, don't just say that: Provide a few examples that prove you know how to answer the unasked question.Federal government websites often end in. The site is secure. As provided under the legislation, the U.

Department of Labor will be issuing implementing regulations. Additionally, as warranted, the Department will continue to provide compliance assistance to employers and employees on their responsibilities and rights under the FFCRA.

Typically, a corporation including its separate establishments or divisions is considered to be a single employer and its employees must each be counted towards the employee threshold. If two entities are found to be joint employers, all of their common employees must be counted in determining whether paid sick leave must be provided under the Emergency Paid Sick Leave Act and expanded family and medical leave must be provided under the Emergency Family and Medical Leave Expansion Act.

If two entities are an integrated employer under the FMLA, then employees of all entities making up the integrated employer will be counted in determining employer coverage for purposes of paid sick leave under the Emergency Paid Sick Leave Act and expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act.

Private sector employers are only required to comply with the Acts if they have fewer than employees. To elect this small business exemption, you should document why your business with fewer than 50 employees meets the criteria set forth by the Department, which will be addressed in more detail in forthcoming regulations. You should not send any materials to the Department of Labor when seeking a small business exemption for paid sick leave and expanded family and medical leave.

If this calculation cannot be made because the employee has not been employed for at least six months, use the number of hours that you and your employee agreed that the employee would work upon hiring.

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And if there is no such agreement, you may calculate the appropriate number of hours of leave based on the average hours per day the employee was scheduled to work over the entire term of his or her employment.

The Emergency Family and Medical Leave Expansion Act requires you to pay an employee for hours the employee would have been normally scheduled to work even if that is more than 40 hours in a week. However, the Emergency Paid Sick Leave Act requires that paid sick leave be paid only up to 80 hours over a two-week period.

For example, an employee who is scheduled to work 50 hours a week may take 50 hours of paid sick leave in the first week and 30 hours of paid sick leave in the second week. In any event, the total number of hours paid under the Emergency Paid Sick Leave Act is capped at Please keep in mind the daily and aggregate caps placed on any pay for paid sick leave and expanded family and medical leave as described in the answer to Question 7.

If you are taking paid sick leave because you are unable to work or telework due to a need for leave because you 1 are subject to a Federal, State, or local quarantine or isolation order related to COVID; 2 have been advised by a health care provider to self-quarantine due to concerns related to COVID; or 3 are experiencing symptoms of COVID and are seeking medical diagnosis, you will receive for each applicable hour the greater of:.

To calculate the number of hours for which you are entitled to paid leave, please see the answers to Questions that are provided in this guidance. You can also compute this amount for each employee by adding all compensation that is part of the regular rate over the above period and divide that sum by all hours actually worked in the same period.Revised FAQs will be posted shortly.

Below are answers to frequently asked questions related to the relief provided in the Notice. These questions and answers will be updated periodically and are designed to be a flexible tool to communicate information to taxpayers and tax professionals in this changing environment. The answers to these questions provide responses to general inquiries and are not citable as legal authority. Any person with a Federal income tax return or payment due on April 15,is eligible for relief under the Notice.

The payment due refers to both Federal income tax payments including payments of tax on self-employment income and estimated Federal income tax payments including payments of tax on self-employment incomeregardless of the amount owed.

The return or payment must be due on April 15, — this relief does not apply to Federal income tax returns and payments due on any other date. No, you do not have to be sick, or quarantined, or have any other impact from COVID to qualify for relief. You only need to have a Federal income tax return or payment due on April 15,as described above. The Notice postpones the filing and payment of Federal income taxes reported on the following forms:.

With respect to Form T, if that Form is due to be filed on April 15, then it has been postponed to July 15 under the Notice. For taxpayers whose Form T is due on May 15, that due date has not been postponed under the Notice. With respect to returns due on March 16,which include FormForm B, Formand Form S for calendar year taxpayers, the filing of those returns has not been postponed.

If your Federal income tax return for your fiscal year ending during is due on April 15,whether that is the original due date or the due date on extension, your due date is postponed to July 15, No, any taxpayers who have filing or payment due dates other than April 15 have not been granted relief at this time.

No, under the Notice, normal filing, payment, and deposit due dates continue to apply to both payroll and excise taxes. Yes, the relief applies to section installment payments due on April 15, Yes, for any taxpayer whose Federal income tax return filing deadline has been postponed from April 15 to July 15,the due date for Form and the BEAT payment has been postponed to July 15, No, the relief only applies to the filing of Federal income tax returns due on April 15, Nothing, except file and pay any tax due with your return by July If you expect a refund, you are encouraged to file your return as soon as you can so that you can receive your refund.

Filing electronically with direct deposit is the quickest way to get refunds. If you need more time beyond July 15 to file your return, request an automatic extension of time to file as described next. The easiest and fastest way to request a filing extension is to electronically file Form through your tax professional, tax software, or using the Free File link on IRS.

Businesses, including trusts, must file Form


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