AccuDiagnostics

Posts Tagged ‘AccuDiagnostics’

As you may all remember, Google updated their business listing user interface about 3 months ago. Among some of the perks added to the interface, our AccuDiagnostics titles all turned lowercase, “accudiagnostics”, even though in our listing’s edit details section we clearly had it input as “AccuDiagnostics” with uppercase letters.

I wrote Google 2 times complaining about this, and stating that it looked very unprofessional, and about a week ago I found that they were again displaying correctly at last!

While checking out your listing you could also take this time to login to your google account and update your listing to include more coupons, details and video. If you have a happy customer, suggest to them that they could review your business via your business listing. Good reviews really help your listing position. This will be really important now more than ever because some of our competitors are knocking us out of the top 3 business listings for some searches just like we knocked them out when we came on board about a year ago with our optimized listings.

Within your business listing account you will also find a great interface that allows you to see the amount of times your business listing was displayed and what actions people took on your listing; whether they visited your site, asked for directions, or found out more about you.

Our business listings are SO important to your online success, so please take the time to monitor them. Also see the CAMPA TODAY blog post on creating your Bing business listing. Most of you are listed on Bing’s business listings, but your listing is lacking in details and a link to your website. Your competitors are busy taking these steps and you should be active in these areas aswell!

News about Jaycee Dugard’s rescue after she went missing 18 years ago was on the television all last week. Security officer Ally Jacobs ran a background check on Phillip Garrido, who allegedly abducted Jaycee at the age of 11. From this background check, Garrido’s criminal record was revealed to Jacobs and he was arrested.

Background checks are a way for property owners to find out if the applicant has a criminal background or poor credit history. Employers can find out if potential employees have not revealed that they have committed a felony or have been arrested for DUIs. Schools can do an employment screening on a potential worker to see if there is any history of being a sexual predator.

When having a background check conducted by AccuDiagnostics you can choose to have one done at the federal, state, or county levels, or an internal or Canadian search. Information that can be obtained is a person’s education history, arrests and criminal records, bankruptcy filings, driving records and military service records. Education history is to verify that a person has graduated from high school or received a GED and it can verify whether a person completed a higher education degree. Some employers have requested SAT scores, too.

Criminal record checks have four levels. The first level is criminal convictions that have not been pardoned. Level two includes criminal convictions that have not been pardoned and outstanding charges. Level three includes information from level two plus discharges that have not been removed. Level four includes level three and checks databases at the local level, plus checks the court and law enforcement agencies databases.

Bankruptcy filings would be in a financial information background check. Credit scores, liens and civil judgments maybe in this type of report. Driving records are checked usually by jobs that hire drivers. The information obtained on a driving records report is a person’s accident and traffic ticket history. When an employer checks a person’s military service history the information obtained is the reason for military discharge.

Before hiring a potential applicant or accepting a person to live as a tenant in your apartment complex, you can have a quick and simple background check completed. By taking a moment to do a background check, it can save a person’s life, help a missing child be rescued, save a business from criminal activity, verify information an applicant filled out on their application and more.

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Information is provided for informational purposes only and is not a substitute for professional medical advice. AccuDiagnostics does not engage in the practice of medicine. The information provided should not be used to diagnose or treat any medical condition. Readers are urged to consult a licensed physician before starting or stopping any medical treatment. Any action by the reader in response to this information is at their discretion, and AccuDiagnostics can in no way be held liable for such action.

The Nevada policy on drug and alcohol testing states that all city employees and safety sensitive workers must be tested. There must be a pre-employment test conducted on job applicants. Other times when testing is mandatory are when there is reasonable suspicion, when there needs to be a follow-up and after an accident. A city supervisor can request a Reasonable Suspicion Test based on any employee’s appearance and smell, motor skills and speech, physical inability to do the job assigned or if the facts after an accident require a drug or alcohol test. Follow-up testing maybe required for employees, who have been through a drug or alcohol program, their supervisor can request this type of testing. Post Accident Testing will be conducted eight hours within the time of the accident and is required when someone dies or is injured and in need of medical attention or if an employee is cited.

Drug and alcohol tests performed in Nevada will follow the guidelines of the Federal Department of Transportation and conducted by technicians, who are certified by the National Institute on Drug Abuse (NIDA). The personnel department will inform employees when they will be drug or alcohol tested.

For drug testing, a urine specimen will be collected and testing of the specimen will follow the guidelines stated in the 49 CFR 40. Employees will be taken to a testing facility to conduct this type of test. The urine samples will be separated into two samples, in case, a follow-up test needs to be conducted. Employees can request a follow-up test and this must be done within 72 hours of a positive test result. The urine sample testing will be performed by the enzyme immunochemical assay method.

Guidelines that determine a positive drug test:

Alcohol testing will be performed as a breath test and can be performed on site. Actions required if alcohol tests are at a certain level vary. With a reading of 0.02-.039% blood alcohol content requires that the employee will not be able to perform their work and can not return to work duties for at least eight hours. If the alcohol breath test is 0.04% or greater, the employee must report to a Substance Abuse Program (SAP) and SAP will recommend when the employee can return to work.

Confidentiality is enforced, but the City’s Medical Advisor, the test facility, the MRO, the SAP, and certain Department Supervisors could have knowledge of the results along with the employee. The tested employee can give written authorization to other parties to have access to their test results. The City can use the drug or alcohol test results to determine the disciplinary or other actions for the employee and they can be used in a court or administrative hearings.

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Information is provided for informational purposes only and is not a substitute for professional medical advice. AccuDiagnostics does not engage in the practice of medicine. The information provided should not be used to diagnose or treat any medical condition. Readers are urged to consult a licensed physician before starting or stopping any medical treatment. Any action by the reader in response to this information is at their discretion, and AccuDiagnostics can in no way be held liable for such action.