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Year after year, we review dozens of reader nominations, revisit sites from past lists, consider staff favorites, and search the far-flung corners of the web for new celebration of new year essay for a varied compilation that will prove an asset to any writer, of any genre, at any experience level. This selection represents this year's creativity-centric websites for writers. These websites fuel out-of-the-box thinking and help writers awaken their choke palahnuik and literary analysis. Be sure to check out the archives for references to innovative techniques and processes from famous thinkers like Einstein and Darwin. The countless prompts, how-tos on guided imagery and creative habits, mixed-media masterpieces, and more at Creativity Portal have sparked imaginations for more than 18 years. Boost your literary credentials by submitting your best caption for the stand-alone cartoon to this weekly choke palahnuik and literary analysis from The New Yorker. The top three captions advance to a public vote, and the winners will be included in a future issue of the magazine.

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Pay for communication home work

By their very nature, many of the jobs in these sectors are impossible to do from home. There have been media reports of companies moving towards permanent remote working, but it remains unclear whether this will be common. It seems overall that the answer to that question is no. Rather than focus on the latest survey covering February , Figure 3 takes an average across all waves of the survey asking respondents about home-working. There are six such waves, spanning September to March This approach gives a more holistic picture, as the volatility from wave to wave can make it hard to discern a clear pattern.

So what does the picture look like across industries and waves? As Figure 3 shows, employers in most industries do not plan to increase permanently remote working. Note that the BICS does not include the finance and insurance sector, which one might expect also to consider maintaining remote working in the future.

Clearly, firms in the majority of industries do not intend to use increased home-working as a permanent feature. Only two, perhaps three, industries stand out: information and communication, and professional and scientific, and education. This may suggest that the discussion of working from home is dominated by the bias of those white-collar workers who use it and write about it. Figure 4 shows the net percentage of firms reporting that working from home has made their workforce more productive.

With the exception of the information and communication sector, a substantially greater proportion of firms in all other industries report that the productivity of their workers has decreased during the pandemic than increased. The picture is only slightly better in other industries — in real estate, accommodation and food, and arts and entertainment, an excess of 14, 13 and 12 percentage points of firms report lower productivity respectively, while in manufacturing, professional and scientific, and health, that excess is around 10 percentage points, in line with the average across all industries.

Education, wholesale and retail, transportation and storage, and water fare slightly better with excess negative productivity reports of between two and eight percentage points. Even within the information and communications sector, where firms have traditionally been keen adopters of home-working and have reported their intent to use it permanently, the net proportion of firms reporting increased productivity is tiny — specifically, only 0.

The proportion of lower productivity reports Taken together, these data indicate a link between the intentions within a sector to move to remote working on a more permanent basis and perceptions of productivity as a result of working from home.

This pattern is summarised in Figure 5. The vertical axis shows the net proportion of firms intending to use increased home-working permanently. The horizontal axis shows the net proportion of firms reporting increased productivity from home-working since the start of the pandemic.

As we can see, the majority of industries are in the bottom-left quadrant, with only information and communication in the top right, and professional and scientific, and education in the top left. Nevertheless, an overall positive correlation, captured by the trend line, between the intent of permanent home-working and experiences of home-working productivity does emerge.

So as we move from the bottom left to the top right of the chart, a falling proportion of industries that perceive home-working to have decreased productivity is associated with a falling proportion of the intent not to use home-working permanently in future. This description is couched in negative terms because as shown, firms in the majority of sectors found a decrease in productivity and do not plan to increase remote working.

Information and communication is the outlier here, where the intent to use home-working permanently goes hand in hand with the perception that home-working has raised productivity. Professional and scientific, and education present the counter-intuitive association of an intent to increase home-working despite reported experiences of lower productivity while working remotely. Based on this analysis, it does look like economic considerations are important for firms when deciding whether to allow their employees to work from home or not.

In those sectors where working from home would reduce productivity, firms are likely to do less of it. Does this mean that the prediction of having everybody work from home is overstated? To get a handle on this, it is helpful to refer back to Figure 3, which showed the net percentage of firms intending to use increased home-working in the future. Figure 6 breaks this down by plotting, for each industry, the percentages intending to increase home-working as a permanent business model, or not.

It could be that those firms intending not to increase remote working simply return to pre-pandemic levels. At the same time, the firms intending to increase home-working opportunities compared with past practices may stay at the current high levels. Although all of these reasons are valid, getting pay right for remote workers is trickier than it might appear at first glance. There are several strategies.

Should you compensate workers according to where the business is located, where employees are located, or against the national median for a specific position? Is it unfair if team members contributing the same value on the same project are paid differently based on where they live?

Getting pay right for remote workers requires a thoughtful and well-articulated approach to compensation — not just for remote workers, but in general. Indeed, without a compensation strategy articulating the purpose and process for setting pay for workers, remote or otherwise, an organization is at risk for paying workers unequally, unfairly, or noncompetitively. Minimally, this will allow you to model different scenarios with your finance team and align on desired business outcomes.

PayScale has dedicated customer support and professional services to provide guidance and insight into what other companies in your industry are doing to help you form a compensation strategy for the future of work and get pay right.

Although the option to work from home has been growing in popularity, only 3. However, percent of the workforce is estimated to work from home multiple days a week by the end of Fortunately, employees are largely in favor of remote work opportunities. It is employers who have approached remote work skeptically — at least until recently when social distancing to flatten the curve from the Covid pandemic forced the issue. Employers are now realizing that remote work is not less productive than work in an office.

Indeed, there is a positive correlation in increased productivity associated with working from home. According to a recent survey from Global Workplace Analytics , employees are productive 75 percent of the time they are working from home compared to 63 percent of the time in the office. Another way to look at it is that employees are distracted 78 minutes of the day in an office and only 43 minutes in the day when working from home.

According to a Gartner survey from March of , 74 percent of CFOs want to transition at least 5 percent of the workforce to permanently remote positions. The objective of a distributed workforce is ostensibly to decrease payroll expenses. This is why the question of how to pay remote workers is so important to get right.

Our research into salary data reveals that remote workers are actually paid more than people who work in an office. Remote workers make 8. Remote Work Pay vs. Non-Remote Work Pay. It is important to note that remote workers are not paid more because they work remotely. Rather, it is more likely that remote work opportunities currently tend to be reserved for high performers who have earned trust to work from home.

Remote work opportunities are also more common in the information industry, which tends to be more highly paid than other industries. However, this may change in the future. The coronavirus has demonstrated that more workers can be trusted to work effectively from home. As such, we may see compensation trends around remote work shift as remote work becomes ubiquitous.

Of course, there are cost savings to be realized from a remote work strategy that have nothing to do with base pay, particularly as regards infrastructure. For example, businesses could save money by shrinking their office space, reducing or eliminating commuter benefits, and reducing expenses associated with workplace meals and other perks that are attractive benefits in an onsite work environment.

Then again, organizations may find that there are new expenses associated with supporting a remote workforce that were not expected when employees work in an office. This could include providing employees with:. To do this, HR will need access to as much data as possible — including salary data — that allows them to model different scenarios for the CFO. Although remote workers earn more than non-remote workers at the national median, the results are mixed when analyzing remote worker pay across industry and occupation.

This data can be useful to organizations evaluating how to pay remote workers as it can indicate trends in workers who expect to earn the same or more when working from home and workers who might be willing to take a pay cut for the convenience of working from home based on their industry or occupation. Generally speaking, we see that remote workers in highly professional, white collar industries receive higher pay relative to non-remote workers while other industries see modest decreases in pay for remote work.

The more skilled and educated the profession, the more likely pay for remote workers will be higher compared to non-remote workers. The exception is Healthcare, where remote workers are highly educated but earn nearly 19 percent less when working remote for the uncontrolled group and 0. Industries such as Construction, Energy and Utilities, Retail and Customer Service or Transportation and Warehousing also see lower pay associated with remote work positions, possibly because the core positions within these industries are required to interact with patients, customers, equipment, or teams onsite and where remote workers may be viewed as receiving special accommodation or benefit in exchange for reduced pay.

The same general trend is seen at the occupation level. Highly educated white-collar positions requiring unique professional skills see higher pay for remote workers versus non-remote workers, especially in the uncontrolled group. Again, healthcare practitioners who work remote earn considerably less 12 percent than non-remote healthcare practitioners in the uncontrolled group with no benefit to working remote in the controlled group.

Generally, these are occupations where most positions must be onsite at least part of the time and where remote work may be a rare or special accommodation or more commonly seen with lesser valued positions.

To do that, you first have to develop a compensation strategy for remote employees that aligns to your compensation strategy as an organization in general. Each of these strategies has strengths and weaknesses. Selecting the best strategy and getting pay right in alignment with that strategy will depend on your overall compensation strategy to attract and retain talent, the job title in question, location, industry, and the size of your organization — often in that order.

For specific information about the pros and cons of each strategy as well as examples, download our whitepaper. There are a limited number of options to go about determining how to pay remote workers:. One strategy for how to set pay for remote workers is to apply a cost-of-living adjustment, or COLA, to a position in a new location based on a benchmarked salary range for a location where you currently have market data.

However, this is not a best practice. Cost of living is calculated based on the Consumer Price Index, which measures the average change over time in prices for consumer goods in an urban market. Unfortunately, basing remote work compensation on cost of living will almost assuredly result in overpayment or underpayment for a position. For example, an organization based in San Francisco and considering a customer service center in Milwaukee may calculate the cost of living in Milwaukee as 46 percent less than San Francisco and conclude that salaries for employees living in Milwaukee should be 46 percent less than salaries in San Francisco.

However, this conclusion would be erroneous. Setting compensation based on COLA can seem logical and be tempting to organizations that do not have dedicated expertise in compensation management or lack the necessary data to effectively research salaries in new markets. The consumer price index or the cost of real estate in one area compared to another does not equate to what a specific job is worth in a specific market.

Using COLA to calculate salary adjustments is therefore likely to be off the mark.

Product and service reviews are conducted independently by our editorial team, but we sometimes make money when you click on links.

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To say the least, Steve has a very demanding schedule. If you can relate to Steve, you are in luck! Here at Gradehacker, we help college students daily with essay writing and more. Our years of experience make us qualified to conduct a Pay Me To Do Your Homework review because we know what makes an essay writing service trustworthy.

In this article, we commit to giving you an objective, no B. We will share the great, the good, the bad, and the ugly with you. And how will we do that? Well, we purchased a Pay Me To Do Your Homework essay so that we can share our honest thoughts regarding their service. We ordered a 4-page nursing essay for a microbiology course.

What was the essay about? The selected microorganism was Bacillus Anthracis. By reading this article, you will get a walkthrough of how Pay Me To Do Your Homework works and will know if their essay writing service will be a good fit for you. The first part of this Pay Me To Do Your Homework review will detail the process you have to follow to order an essay from them. Well, you have to fill out the following:. It seems that the final question about the N.

We are not sure why, but the good thing is that they do mention that in the order form. There is also a section where you can attach any files relevant to your assignment in their ordering form. They offer assistance with exams, quizzes, entire courses, and more!

After you complete the ordering form, you simply hit submit. Okay, so what happens next after clicking the submit button on the ordering form? In our experience, they contacted us the same day, only around 3 hours after completing the form. This seemed quite quick and efficient. So, what happens when they do contact you? You might want to include this information to describe what you need done; that way, you receive the pricing quicker! They also asked if we wanted them to check with their experts to give us an exact price.

The answer to this was yes, as that was the reason we completed the ordering form in the first place. We also thought that such a significant price range and reason were not very clear. After receiving the price, the sales department will ask you if you want to book it. And you will let them know if you do or not in your email response. Okay, everything sounds good until here, but how do you actually pay for your essay?

You should know that when they send the invoice to you, they ask you to pay by a certain time that same day to keep the same quote. Although paying by a certain day is completely understandable so that the writers can begin working on your assignment. After paying the invoice, you will receive an email that says your payment has been received and to email their project management team if you have any other questions or would like an update on your essay.

You also receive a case number, which you are to include when emailing the project management team. However, the downside is that there is a lot of back and forth via email before you receive your actual price. There was also a lack of transparency in where the final price comes from. Being able to communicate with your assigned writer is vital because it can be a safeguard to ensure your essay turns out well.

This is because you can share crucial information with them without intermediaries, and they can ask you any questions they have regarding the assignment. So, instead of emailing your assigned writer directly, you have to email the project management team , and they will, in turn, reach out to your assigned writer. There are times when this communication style is not always convenient. Like when we asked the project management team if they could give us an update on how the essay was going.

For the essay ordered, a specific microorganism was selected, as mentioned at the beginning of the review. We also specified which microorganism we wanted them to write about in the ordering form. Yet, in this update, the assigned writer asked if it was possible to write about another microorganism because they had done the paper halfway through only to realize we selected a different microorganism.

These types of issues could potentially be prevented if clients have direct communication with their assigned writer. So, what ended up happening? We let them know that we could not change the specific microorganism, to which the expert asked if we could extend the deadline. We agreed and ended up receiving the essay a day later than the deadline we had specified. They asked us to reply to the email so that they are aware that we received the essay.

We definitely consider the lack of communication with your assigned writer one of the major downsides to Pay Me To Do Your Homework. This is because you have no direct communication with your assigned writer. Now, you might be wondering which factors affect the price. But upon some digging of their page, all they state is that the difficulty of the work and timeframe of completion affects the price.

As we mentioned earlier, we received the essay one day later than the deadline we had put in the ordering form due to the misunderstanding of essay requirements. Both these files mention which sections must be included in the essay and the information that must be included within each section. The essay we received had all of the necessary sections. However, the essay did not have an introduction or a conclusion, which was asked for in the essay guidelines.

This shows that the writer did not pay full attention to both files uploaded. Regarding the information present within each section, the writer did quite well, considering they covered almost all of the necessary points! This is because they did cover all the required sections, and the information was quite sophisticated. However, they did not include an introduction or conclusion. This was why we were surprised by the English level of our writer. These indicators included: incorrect verb tenses at times, incorrect sentence structures, and typos.

Or at least after a second or third review. Some of these sentences were unclear because they were very long. Another huge error present in our essay was the citing skills. In the first draft we received, there were seven references in a 4-page essay. There were several instances where there were absolutely no references in certain paragraphs that merited citing.

However, even in the updated version received, the citing was not completely fixed. Yes, we saw more references, but the essay still had sections that lacked any references when the information was clearly retrieved from a source. Below, you can see an example of an entire section that has no references:. Because the first draft we received had many citing errors, and there were entire sections of information without any references. What showed as plagiarized was one sentence. Overall the essay did not contain any plagiarized content.

It is a little disappointing that there are no revision guarantees stated on their website. Revisions should be a basic guarantee in any essay writing service because the client may not always be satisfied with the first draft they receive. The assigned writer did send back a new version although the citing issue was not totally fixed. Keep in mind, however, that the term "remote work" can mean anything from working remotely just a few days a week and the rest in the office to being percent remote.

Either way, a remote job has many benefits: it allows employees to save time and money on the commute, as well as more control over their work schedule and environment. Companies are also realizing that, beyond saving on real estate, employing remote workers expands their talent pool and increases retention.

If you're looking to land a high-paying remote job, an effective strategy is to search using different keywords e. Pair these keywords with related job titles or skill sets e. How to get the job : In addition to having the appropriate accreditation and state license to practice, it's important to highlight your ease with remote technology e.

Being a clinician requires constant documentation and communication, so be sure to emphasize your abundant writing skills. You should have extensive experience in hiring and supervising medical staff, as well as developing and executive medical care strategies. Typically, the job may require some travel and being on-site a few times a week. How to get the job : Emphasize any previous experience in patient care and administrative supervision. Strong writing and communication skills are a must for a medical director, who also often acts as the "face" of a department or organization.

Data scientists use computing frameworks to analyze large, raw data sets and develop actionable insights in a variety of industries. How to get the job : In addition to being extremely intuitive about data , strong communication skills are a requirement. The non-technical aspect of data science is storytelling — what is the data telling us? Showing a track record of your skills as a strong writer and communicator will give you the competitive edge. The job is surprisingly collaborative, so expect to work closely with coders and UX designers.

How to get the job : You should have a B. At the very least, you'll need to have a strong grasp on a versatile hardware, software and programming language. Actuaries generally work in the insurance industry, and their responsibility is to predict how much money a company needs at present in order to pay for some financial loss in the future. How to get the job : Actuary jobs require professional certification. The job requires mastery of Excel to sort through and format data, so you'll be in better shape if you can brag about those advanced skills.

Emphasize any experience closely related to data analysis, risk management or investments. The role is very collaborative, and you'll be working with managers across the organization to implement best practices and ensure the recommendations are working. How to get the job : Serious problem-solving skills and good time-management is a must. Also, your communication skills need to be on point; you'll be writing a lot of proposals and working with managers and their teams on various projects.

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The picture is only slightly better in other industries — in real estate, accommodation and food, and arts and entertainment, an excess of 14, 13 and 12 percentage points of firms report lower productivity respectively, while in manufacturing, professional and scientific, and health, that excess is around 10 percentage points, in line with the average across all industries. Education, wholesale and retail, transportation and storage, and water fare slightly better with excess negative productivity reports of between two and eight percentage points.

Even within the information and communications sector, where firms have traditionally been keen adopters of home-working and have reported their intent to use it permanently, the net proportion of firms reporting increased productivity is tiny — specifically, only 0.

The proportion of lower productivity reports Taken together, these data indicate a link between the intentions within a sector to move to remote working on a more permanent basis and perceptions of productivity as a result of working from home. This pattern is summarised in Figure 5. The vertical axis shows the net proportion of firms intending to use increased home-working permanently.

The horizontal axis shows the net proportion of firms reporting increased productivity from home-working since the start of the pandemic. As we can see, the majority of industries are in the bottom-left quadrant, with only information and communication in the top right, and professional and scientific, and education in the top left.

Nevertheless, an overall positive correlation, captured by the trend line, between the intent of permanent home-working and experiences of home-working productivity does emerge. So as we move from the bottom left to the top right of the chart, a falling proportion of industries that perceive home-working to have decreased productivity is associated with a falling proportion of the intent not to use home-working permanently in future.

This description is couched in negative terms because as shown, firms in the majority of sectors found a decrease in productivity and do not plan to increase remote working. Information and communication is the outlier here, where the intent to use home-working permanently goes hand in hand with the perception that home-working has raised productivity.

Professional and scientific, and education present the counter-intuitive association of an intent to increase home-working despite reported experiences of lower productivity while working remotely. Based on this analysis, it does look like economic considerations are important for firms when deciding whether to allow their employees to work from home or not.

In those sectors where working from home would reduce productivity, firms are likely to do less of it. Does this mean that the prediction of having everybody work from home is overstated? To get a handle on this, it is helpful to refer back to Figure 3, which showed the net percentage of firms intending to use increased home-working in the future. Figure 6 breaks this down by plotting, for each industry, the percentages intending to increase home-working as a permanent business model, or not.

It could be that those firms intending not to increase remote working simply return to pre-pandemic levels. At the same time, the firms intending to increase home-working opportunities compared with past practices may stay at the current high levels. In all, this would result in a reduction in home-working from current levels, but an overall increase relative to before Covid How does that translate into a share of employment done remotely?

A recent DMP wave asked firms for the share of workers that they expect to be working more from home and for how many hours. The DMP respondents expect less of an increase in the number of hours working remotely, predicting a rise of 14 percentage points. This is likely because most firms expect workers to work at home around two days a week out of five. In sum, it appears that working from home will fall relative to the high levels during the pandemic, but it is likely that it will be more common than before Covid Crucially, any rise is expected to be concentrated in a few industries rather than common across all types of work.

Working from home has become more common during the pandemic, but only in certain sectors. The likelihood that the practice will be permanently adopted depends on perceptions of workforce productivity. How prevalent is working from home? Figure 1: Percentage of working adults that are working from home.

Recent Questions. Data stories. Do you have a question surrounding any of these topics? Consider available grants for remote workers to help you pay for your home office setup. Since working from home offers flexibility, it can also reduce work absences. Whether you're sick or have to schedule an important appointment, working from home can reduce how often you need to take a day off. Employee satisfaction in remote positions may be higher because of the flexibility in performing their jobs.

Not only are you able to make decisions independently, you're also able to work comfortably without the worry of office-related stress, interruptions or other challenges you might find in a traditional workplace. This can have a direct influence on your overall job satisfaction. Remote positions can open up additional job opportunities for individuals with limitations to working in traditional roles.

For instance, people with disabilities that prevent them from traveling or working long hours can build their careers remotely. The ability to work from anywhere can also mean an increase in available jobs in industries like technology, healthcare and education. In many cases, working from home can help you foster your work-life balance by allowing you to schedule your work around your personal life.

Working remotely can afford you more time in your home to take care of essential tasks that benefit your lifestyle. In addition to its benefits, working from home can come with several drawbacks including:. You can become quite isolated working from home if you spend the majority of your time by yourself, working independently. The key to avoiding loneliness and isolation as a remote worker is to schedule outings and events with friends and family.

Some remote workplaces offer regular team events to encourage socialization. Some remote positions require specific equipment like headsets, webcams or software to perform essential tasks and projects. If you want to set up a desk, chair and other furniture, you can expect to cover some initial costs to get your home office organized.

Keep your costs low by spending only what you need to perform your job. Telecommuting also comes with the risk of working longer than you should. This can definitely lead to burn-out and increased work-related stress. You can avoid this by clearly defining your schedule and allocating specific times for your job tasks and personal tasks.

For some people, it's important to have a designated workspace that you can leave when the workday is over. Although working from home can help increase your productivity, it can also be a challenge to it. With the freedom to move around and take breaks whenever the mood arises, it might be difficult to stay focused on the tasks you're working on. This can ultimately lead to slower productivity. One way to combat this is to implement productivity tools like time trackers and task management applications.

Distractions like the television, pets or household chores can affect how you perform your job. Too many distractions can lead to a decrease in your productivity and motivation. You can avoid this by limiting anything that you find distracting in your home. Use noise-canceling headphones and play relaxing music to block out noises like traffic and neighborhood activity. Telecommuting can sometimes lead to a disconnect between you and your coworkers.

Working from home means you won't have access to immediate information about important business processes until someone in the company communicates it to you. Make sure to stay connected with your physical workplace through constant communication whenever you have questions or concerns. Although working from home can offer you the opportunity to balance your home life with your job, it can also be challenging to create a distinct separation between your career and personal life.

Set clear boundaries between your work hours and personal time, and communicate these boundaries with others in your home. With isolation and workplace disconnect comes less face time. Working remotely, you won't have the same opportunities to speak face-to-face with coworkers and the community unless you get out and about.

You can also integrate more face-to-face interactions within online conference platforms to engage with coworkers. Indeed Home. Find jobs. Company reviews. Find salaries. Upload your resume. Sign in. Finding a Job. This article has been approved by an Indeed Career Coach Working from home can be an appealing career move. What is a work-from-home job? Pros of working from home. More independence Less expenses Increased productivity Improved technical skills Improved communication skills More work flexibility No office distractions Collaborate across locations Build professional networks Grants and incentives Reduction in work absences Increased satisfaction Provides more job opportunities Provides work-life balance.

More independence. No commute to work. Save on expenses. Increased productivity. Improved technical skills. Improved communication skills. More work flexibility. No office distractions. Collaborate across locations. Build professional networks.