6 Work From Home Nursing Jobs

6 Work From Home Nursing Jobs6 Work From Home Nursing Jobs01Learn How You Can Work From Home as a NurseImage Source/Getty ImagesIT jobs, in general, can often be work at home, but both the specific field of health IT and general information technology usually require time working in an office environment and a high level of skill before transitioning to work at home. Nurses may move into this work by learning on the job and eventually make the move to telecommuting full or, more likely, part-time.

Legal Billing or Billable Hours Guidelines

Legal Billing or Billable Hours GuidelinesLegal Billing or Billable Hours GuidelinesTracking and billing time to clients is an important and inevitable part of working in a law firm. Partners, associates, paralegals, litigation support staff and other timekeepers bill their time in six, ten, or fifteen-minute increments, depending on firm policy and client directives. If you fail to bill your time, the firm cannot invoice the client, and the firm does not get paid. Thus, timekeeping is a function vital to law firm success. As legal fees increase, clients have become more cost-conscious and tech-savvy. Consequently, clients are examining legal bills more closely and employing a variety of database applications to electronically sort and analyze billing data. A growing trend toward e-billing (electronic invoices) has subjected legal invoices to increased scrutiny, negotiation, and dispute. Whether you are new to billing time or a veteran time-keeper, the tips below can help you create eingabeaufforderung, accurate and precise time entries. Craft Detailed Billing Descriptions Detailed task descriptions are a fundamental component of a well-drafted invoice. It is important that the description of your efforts contain sufficient detail to allow the reviewer to gauge the nature and merit of the task. Striking the right balance between brevity and detail can be tricky. A task description that is too long and wordy increases ambiguity and dilutes comprehension. A description that is too brief makes it difficult to assess the appropriateness of the task performed and the time expended. For example, perfunctory phrases like file review trial prep and document review do little to tell the story of what you did and why you engaged in a particular task. Instead of document review, a better description is Review of plaintiffs second tischset of interrogatories. Avoid Block Billing Block billing is the practice of listing a group of tasks in a block summary under a si ngle time entry. For example Draft interrogatory requests telephone conference with Dr. Brown re expert report summarize deposition of Mr. Smith review and revise correspondence to opposing counsel. 7.3 hours. Clients recognize block billing as a strategy to disguise inefficiency. Moreover, many courts do not permit block billing because it hinders effective reimbursement of attorney fees following a judgment. A more effective way of billing is to separately itemize each independent activity and its corresponding time. Record Time Promptly Recording your time immediately after you complete a task is the best way to ensure accuracy. Attempting to reconstruct a days (or weeks or months) activities after-the-fact is difficult and encourages time padding (inflating actual time spent on a task to fill in gaps of unaccounted-for time). You may find it impractical to enter each task into your timekeeping software the moment you complete it. Therefore, its wise to develop a system for r ecording time that encourages prompt timekeeping. Some timekeepers dictate each task immediately after theyve performed it and have it transcribed at the end of the day. Others find it easier to keep a time notebook, recording each task by hand and then entering it (or having a secretary enter it) at the end of the day, week or billing period. Remember Your Audience Like any document you prepare for anothers review, it is important to keep your audience in mind when recording time entries. You may know the individual reviewing your bills - perhaps the in-house counsel assigned to the file. Understand, however, that the review may not end there. In many cases, an invoice is processed by a number of individuals at various levels inside and outside the company including legal professionals, accountants with the client corporation and third-party auditors. In recording your time, it is best to avoid abbreviations, slang, and complex jargon. Use concise legal terminology but bear i n mind that your timesheets may be reviewed by individuals who are not trained in the law. Familiarize Yourself With Client Billing Policies Every client has its own billing policies and procedures. unterstellung policies are often contained in the clients retention or engagement letter. These billing policies may set forth staffing limitations, budgetary guidelines, disbursement policies, and specific timekeeping guidelines. By becoming cognizant of the ground rules at the outset, you can more responsibly account for your time and meet client expectations. Corporate clients are making increased use of task-based billing. Task-based billing tracks a firms billing by litigation task. Each substantive activity is assigned a computer code that is pre-selected by the client. The coded invoice is then electronically sorted and analyzed, allowing an in-depth analysis of an invoice. Part of familiarizing yourself with client billing policies is learning and properly applying the myriad of specialized task-based billing codes unique to each client.

Make Mobile Recruiting Part of Your Hiring Strategy

Make Mobile Recruiting Part of Your Hiring StsatzgyMake Mobile Recruiting Part of Your Hiring StrategyMake Mobile Recruiting Part of Your Hiring Strategy RossheimIs your company using mobile recruiting to hire the best tech-savvy candidates? If so, a mobile-friendly web presence is a must. Yet surprisingly,many employers remain deficient in mobile recruitment.ABenefitsPro summary of research from Human Capital Institute found thatwhile 70 percent of job seekers search for positions using their smartphones or tablets, only 33 percent of employers who describe themselves as talent-centric are actively using mobile for online recruiting.Whether youre looking to pull in smartphone-using candidates or simply keep candidates engaged during the hiring process, its time to ramp up your mobile recruitment strategy. Heres how to get started.Dont write off top candidates by ignoring mobile. How crucial is it that your recruitment strategy be seen on the small screens of smartphones and tablets? Sarah White puts it plainly.Companies are losing out on good applicants by not having mobile, says White, principal at recruitment consulting firm Accelir. People are changing how they do their job search, everyone from entry-level candidatesthrough senior executives. Companies are looking and learning but sometimes hesitating to take action.Your mobile hiring strategy where to start. Forget about smartphone apps, at least for now. The fruchtwein important thing is that the employers career site is mobile-friendly, says Matt Bernardo, mobile product manager at Monster.Its easy to get started just browse your own career site on an Android phone, an iPhone, an iPad and a PC tablet.Employers should audit their own environment, look at their career site and personally experience it, which will set the floor for what they should do with mobile, says Gerry Crispin, principal at staffing consultancy CareerXroads.Study how your rivals are going mobile. Dont reinvent the wheel instead, bor row the best components of your competitors.Take thetime to study well-engineered mobile career sites like that of recruitment firm ExecuSearch in New York City.Our site is full of informative content on our 11 different practice areas, because we wanted to make sure people could get what they were looking for, says Hannah DeGiovanni, chief marketing officer of ExecuSearch. So we needed to change the site structure. The home page is now very condensed to simple calls to action for what people want most.Find out what mobile users want. You need to know your audience, says Crispin. Find a group of people critical to your hiring preferably candidates and sit down and ask them whats important, what they need to know to determine whether they want to come work for you.Get down to essentials. Develop smartphone and tablet landing pages that are mora than just miniature versions of your career web pages.The ideal approach is to start with a blank slate, says Bernardo. You dont want to try to cram everything from the desktop screen onto a mobile platform. Break up the application process into smaller chunks and keep candidates engaged.Mobile is for candidates of all ages and career stages. If you think that a mobile recruiting strategy is primarily for younger candidates, think again.Adults 45 and up are one of the fastest-growing users of mobile apps, says White. And dont forget to mind your employment brand as you build out your mobile presence.Im hearing from candidates under 35 that if the employer doesnt have a mobile-friendly site, the feeling is that the company may be behind on technology overall, says White. So make sure youre not giving the wrong message.Design for smartphones and tablets requires special expertise. Too many companies have learned the hard way that if they leave their social media strategy to old-school marketers, they risk falling dangerously short. The same holds true for mobile.You need expertise with mobile design, says Bernardo. If you have a third-party web developer and theyre not offering the right mobile solutions, pressure them to do so.Mobile is a challenge that can produce measurable improvements. To achieve its full potential, mobile recruiting may require a significant investment of time and money. Developing a fully mobile-responsive site was not easy, DeGiovanni says.It look a lot longer than we expected. But she believes that ExecuSearchs mobile makeover has paid off.Weve gotten positive feedback, and the stats show it. Our apply rate on mobile traffic has gone up, and the bounce rate the percentage of visitors to the web site who leave after viewing just the entry page has gone down.