These programs commonly provide class credits in technological advancements of the medical practice. They are very broad and assorted, geared toward updates in anything from spinal cord injuries, musculoskeletal disorders, lymphocyte disorders, cardiovascular technologies, lymphocyte disorders, anesthetics, or treatment strategies for facial palsy, type 2 diabetes, osteoporosis, oncology, and many other health care and medical studies.

The duration of individual courses may also vary, depending on the specific area of practice or the school. Some courses would take a few hours, while some will take a few weeks, months or even years to complete. Upon completion, graduates are given special certificates or professional certifications.

A Continuing Medical Education (CME) will empower health care professionals to receive up to date and current medical knowledge. This is also referred to as CPD or Continuing Professional Development. These are academic trainings designed to enhance, supplement or improve overall performance, and most specially, technical skills of assistants, nurses, doctors and surgeons in the health care profession.

Programs for this continuous medical education provide comprehensive and focused curriculums in clinical medicine, basic medical sciences, and public health care. Some medical regulatory agencies require their practitioners to attend continuing education courses periodically to maintain or supplement their health care practice.

What benefits can you get if you choose to access information through JAAMT? You can learn new clinical themes for medicine in every issue. It also offers a relevant, fresh look at the latest and hottest issues facing the medical industry today. Some of the topics include speech recognition technologies, the evolution of EHR (Electronic Health Record), Billing and Compensation, Legislative advocacy and Outsourcing.

If you are a member of the AAMT (American Association for Medical Transcriptionists) you can access the content that is published in JAAMT by logging in through the organization’s website at www.AAMT.org. If you are a non-member or non-subscriber, you can set up a one-time guest account to purchase online articles.

The JAAMT or Journal of the American Association for Medical Transcription will keep medical transcriptionists updated on the challenges and trends affecting the world of medical transcription. It has a distribution frequency of six yearly issues. Information contained here is essential to those pursuing excellence in their medical transcription career no matter if you are a student or already a working professional.

This journal already exists for more than 20 years and their website www.jaamtonline.com is dedicated to the medical transcription advancement through the development of medical transcriptionists. You can still purchase their content publication even if you are not a member.

When your employer asks about your religion and your thoughts on several occasions such as Eid’l Fitr or Good Friday, you should never answer such queries. Because these employers would seek employees that won’t go to such occasions, thus they want people who can work even on such special occasions. Even if the issue is not necessarily on the religion of the applicant, it boils down to whether or not a person is willing to sacrifice his personal life for the sake of working for an extra day. When the HR person asks you about it, tell them that it is an inappropriate question, and tell them to ask him or her to carry on with other questions instead.

Corporate America, where the Male population dominates the Forbes List of TOP 50 CEOs also trickles down to comparable industries such as the Medical and Health Care Industry. For the series of posts for this month, we will tackle several questions an employer should not ask an applicant on issues such as gender, and other factors such as disability and religion. America has been always regarded as the land of the free and has the highest tolerance to other people. But in the workplace, it seems to be a little different from what they are preaching, most especially these human resource developers – seeking efficiency more than other traits in a person, but the said traits/ issues should not factor in according to several laws and also in the Amendments of the United States of America.

When an employer asks a woman on her plans in giving birth in the near future, this too is a major no-no. they would want to hire people that are efficient enough and would become more economical for them to have an output rather than giving a person a paid maternity leave instead.

First of all, it is down right discriminatory since it is an essential part of a female being, and would entail her freedom over her own
body; and secondly, on the basis of disability, where there is an assumption that disabled people cannot give output as what their
capable counterparts can offer. They can be sued for doing such acts.

I have tackled a form of incapacity, which is pregnancy, but let us delve further on the general scope of incapacitation. Sure an employer can ask questions on what you are incapacitated of, and your requirements, but they cannot ask any other questions regarding that matter.

Questions pertaining to these matters involve such discrimination on to these incapacitated people. And would mean that they aren’t fit for the job that they are applying for. Although it is logical that some cannot do physical jobs due to their condition, other jobs, requiring technical skills doesn’t limit incapacitated people from doing their best and producing quality output.

Q: Are there any restrictions on how I spend my time while on leave?
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Q: Can the employer count leave taken due to pregnancy complications against the 12 weeks of FMLA leave for the birth and care of my child?

Yes. An eligible employee is entitled to a total of 12 weeks of FMLA leave in a 12-month period. If the employee has to use some of that leave for another reason, including a difficult pregnancy, it may be counted as part of the 12-week FMLA leave entitlement.

Q: Can the employer count time on maternity leave or pregnancy disability as FMLA leave?

Yes. Pregnancy disability leave or maternity leave for the birth of a child would be considered qualifying FMLA leave for a serious health condition and may be counted in the 12 weeks of leave so long as the employer properly notifies the employee in writing of the designation.

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