Most Americans dont care about their managers gender

Most Americans dont care about their managers genderMost Americans dont care about their managers genderNew Gallup researchhas found that 55% of Americans now say that if they had a new position, and it was up to them to pick a manager, they would have no preference in terms of their bosss gender.This is a far cry from the first time Gallup posed this question to respondents in 1953. Back then, 66% of Americans wanted to report to a male boss, a tiny 5% favored a female boss, and 25% didnt mind, either way.Today, just 23% would rather have a male boss, while 21% would rather have a female one.Gallup surveyed 1,028 U.S. adults who were at least 18 years old for the latest research.Here are some of the other findings.What men wantGallup found that among men, just 19% currently prefer a male supervisor, 13% would rather have a female supervisor, and 68% dont mind either way.Back in 1953, a full 75% of men preferred to have a male manager, only 2% wanted a female one, and 21% didnt have a preference.While Gallup points to sexual harassment allegations surrounding Harvey Weinstein and others as a potential reason for the latest findings that people dont overwhelmingly favor having male bosses anymore (respondents were surveyed in early November), it reports that the change couldve happened at any time since the question was posed three years ago.However, this shift in attitudes has been underway for a while.The percentage of U.S. adults preferring a male boss is now 23%, 10 percentage points lower than the last reading in 2014 - but 43 percentage points lower than the initial 1953 reading,Gallup later reported.What women wantGallup found that 28% of women currently want a female boss, 27% want a male boss, and 44% dont mind either way.Counterintuitively, perhaps, women report a greater preference for male bosses than men do only 19% of men prefer a male boss. Men are also far more likely to be agnostic on the question than women, with 68% reporting no preference, c ompared to 44% of women.There is also a generational gap among women, with younger women preferring female bosses, while older women are more divided.

USMC Field Radio Operator (MOS 0621)

USMC Field Radio Operator (MOS 0621)USMC Field Radio Operator (MOS 0621)The Field Radio Operator (MOS 0621) is a versatile Marine and can be utilized in any unit in the Marine Corps such as the following EngineeringArtilleryInfantryTanksAAV Amphibious Assault VehicleHeadquartersCommunicationsRECON/MarSOC The Radioman will leid be an infantryman or a tanker, but if assigned to those units, he will be fighting side by side with the members of those combat units and carrying a radio or operating the vehicle-mounted radio. Some select radiomen will get assigned to go out with the infantry companies and will be responsible for the communications in that company. However, in the larger communication units, the radioman will be with other radiomen and fellow communicators. Where Training Begins Marine Corps Communication-Electronics School (MCCES) in 29 Palms, California (Marine Corps Air Ground Combat Center) is the location for training the majority of the USMC communications and air/ ground electronic maintenance Military Occupational Specialties (MOS) to include the Field Radio Operator MOS 0621. The mission of the Marine Corps Communications-Electronics School is to train Marines in ground electronics maintenance, tactical communications, and air control/anti-air warfare operations and maintenance to ensure that Marine commanders at all levels can exercise command and control across the full range of military operations. Tactical Communications Training School (TCTS)? (Company B) is the school that the Field Radio Operators MOS 0621, as well as others in the 06xx MOS field, receive their training. Company B is responsible for training communications systems operators. The main job of Field Radio Operators is toemploy radio to send and receive messages. Typical duties include the setup and tuning of radio equipment, including building and repairing antennas and power sources. The Field Radio Operators number one responsibility is to establish contact with dista nt stations and process and log messages. The Radio Operators also receive training in communications security (COMSEC) and are capable of making changes to frequencies or cryptographic codes. As the Field Radio Operator advances in rank and experience, the next progression training for Staff Sergeant through Corporal is Radio Supervisors Course. USMC Radio Operator MOS 0621 Job Requirements ASVABMust possess an Electronics Repair, Missile Repair, Electronics and Communications (EL) score of 90 or higher. Complete the Field Radio Operator CourseMust possess a valid state drivers licenseMust be a U.S. citizenMust have a secret security clearanceRank Range Sgt to Pvt Types of Radios The Field Radio Operator is skilled in the long list of radios for all frequency ranges and uses. The radios used are divided among the frequency range as well as for their specific uses. The ranges are ultrahigh-frequency (UHF), and upper very high frequency (VHF) and high frequency (HF) transmiss ion radios. HF Radios Used By The Marine Corps The following radios are commonly used by the Radio Operator as the primary advantage of using HF radio is its capability to provide long-range, over the horizon (OTH) communication. AN/PRC-104AN/GRC-193AN/MRC-138AN/TSC-120 VHF Radios Used By The Marine Corps SINCGARS family SINCGARS is the standard VHF-FM tactical radio for the Marine Corps. The system provides high security against threat electronic warfare (EW) by using frequency hopping with integrated COMSEC. AN/PRC-68AN/PRC-119AN/VRC-88 (A, D)AN/VRC-89 (A, D)AN/VRC-90 (A, D)AN/VRC-91 (A, D)AN/VRC-92 (A, D)AN/GRC-213AN/VRC-83 Certain units may require that the Radio operators use various commercial off-the-shelf (COTS) VHF radios. Typically, these radios have been purchased by the units and are not partee of the official Marine Corps table of equipment.Smaller unit and front-line combat units like some infantry units, RECON or MarSOC, will use these person-to-person radios. UHF Radios Used By The Marine Corps UHF transmissions may also be used in long-range satellite communications, increasing ranges to thousands of miles transmitting both two-way voice and data transmissions. AN/PRC-113AN/VRC-83AN/GRC-171AN/PSC-3AN/PSC-5 The AN/PSC-5 is the primary DAMA-capable, TACSAT radio available to the MAGTF. TACSAT limitations include the competition for available frequency resources and channel time on the satellite. Marine Corps UHF tactical SATCOM system supports and augments the high precedence command and control and common-user, single channel requirements of a Marine air-ground task force and its major subordinate headquarters. USMC Radio Operators HandbookMCRP 3-40.3BFMFM 3-36 Antennas Learning the large variety of antennas for each radio, creating field expedient antennas, and mending broken antennas is another part of the USMC Radiomans education.

Health Insurance Portability and Accountability Act

Health Insurance Portability and Accountability ActHealth Insurance Portability and Accountability ActThe Health Insurance Portability and Accountability Act of 1996 (HIPAA) is a federal law that requires employers to protect employee medical records as confidential. HIPAA includes regulations that cover how employers must protect employees medical privacy rights and the privacy of their health information. Overall, according to the US Department of Labor HIPAAprovides rights and protections for participants and beneficiaries in group health plans. HIPAA includes protections for coverage under group health plansthat limit exclusions for preexisting conditions prohibit discrimination against employees and dependents based on their health status, and allow a special opportunity to enroll in a new plan to individuals in certain circumstances. HIPAA may also give you a right to purchase individual coverage if you have no group health plan coverage available, and have exhausted COBRA or o ther continuation coverage. In general, the HIPAA Privacy Rule provides federal protection for personal health information that is held by covered entities. HIPAA gives patients rights with respect to their personal health-related information. But, the HIPAA privacy rule also permits the disclosure of personal health information that is needed for patient care and other important purposes. HIPAA, additionally, requires that employer-sponsored health plans are portable and non-discriminatory, but HIPAA does not require an employer to offer an employee health care plan. HIPAA covers the electronic disclosure of employees medical information. HIPAA also requires employers to cover employees and their dependents pre-existing health conditions under certain circumstances. HIPAA is a hodge-podge of laws that are difficult to interpret and understand. Employers need to be aware of the medical privacy requirements. Employers also need to inquire and make certain that their employee health p lan is compliant with HIPAA regulations. Additional Employer Responsibilities Under HIPAA Employers must put in place security rule einhaltung policies and procedures.Medical records should be stored separately and apart from other business and personnel records, to ensure their confidentiality and limited access.Employers (or their providers) must update plan documents and business associate agreements to comply with the security rules. All programs that deal with employee health information such as flexible spending plans, wellness programs, or employer self-insured options must be HIPAA compliant. Comply with state privacy laws that may be even stricter.Employees must be notified every time there is a substantive change in their plan that may affect medical privacy. Additionally, if the employers state makes substantive changes, new privacy amendments may be necessary.Employers must notify employees of their privacy rights with a notice, then update the notice, redistribute t he notice, or point to it every three years starting by April 14, 2006, for large plans and April 14, 2007, for small plans. Employers must train any employee who has contact with medical records in appropriate HIPAA compliance.Employers are required to investigate any privacy complaint that they receive. Consequently, employers may want to have a written policy for responding to and investigating any privacy complaint that they receive. Employers should put the results of their investigation in writing.Employers need to discipline any employee who disregards or disobeys HIPAA privacy requirements. Components of HIPAA and changes to the original HIPAA legislation have gone into effect several times since 1996, including in 2003, 2005, 2006, and 2007. Consequently, we have provided an overview of employer responsibilities. We strongly recommend consultation with an attorney because of the changing HIPAA landscape, including changes signed into law by President Barack Obama on Februar y 17, 2009, in the American Recovery and Reinvestment Act of 2009 (ARRA). That Act significantly expanded HIPAAs privacy and security regulations. Consult with an attorney to make certain that your workplace medical privacy practices, all health-related activities that you sponsor, your health-care plans, your employee notification requirements, your employee training, and your complaint investigation procedures are HIPAA compliantand current. Additional HIPAA compliance information Employers and Health Information in the Workplace - U.S. Department of Health Human Services Disclaimer Please Note Susan Heathfield makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice both on this website, and linked to from this website, but she is not an attorney, and the content on the site, while authoritative, is not guaranteed for accuracy and legality, and is not to be construed as legal advice. The site has a world-wide aud ience and employment laws and regulations vary from state to state and country to country, so the site cannot be definitive on all of them for your workplace. When in doubt, always seek legal counsel or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct. The information on this site is for guidance, ideas, and assistance only.