8 Exercises That Can Help Induce Labor, According to a Fitness Specialist and OB/GYN

At 2 years old, my nephew is nothing but adorable. But when he was ten days past his original mid-June due date, my sister had some other choice words to describe him. She loved being pregnant, but towards the end of her third trimester, she couldn’t wait to get things moving (and meet her firstborn son). Like many moms, her due date came and went without a contraction in sight. And though that extra time is totally normal, it can feel like your baby will never come. Luckily, there are safe and effective ways to help naturally induce labor—exercise being one of them.

Now, before we dive in, there’s something you should know. “There aren’t any exercises that have been shown to cause women to go into labor if your body wasn’t already starting the process,” explains Dr. Heather Irobunda, MD and board-certified OB/GYN based in New York City. It can, however, help prepare your body for what’s to come. “Usually, exercises help your body transition from the early labor process into more of an active labor process.” Basically, that means it can help encourage labor by properly adjusting the baby’s positioning as well as improving the mother’s alignment by “causing more weight to be placed on the cervix, which increases the cues to the body and, more specifically, the uterus.” Light cardio, like walking, is one way to help progress this process along. If you feel comfortable, she also suggests engaging in some low-impact movements like squats and lunges. You can also sit and roll around on an exercise ball to help open up your hips and “allow for the baby to sit lower in the pelvis, helping the body know that it’s time for labor.”

We know what you’re thinking…but is it safe? The answer is yes. In fact, it’s safe to do exercise in general while pregnant, “as long as [the movements] are not more strenuous than your level of fitness prior to the start of your pregnancy,” Dr. Irobunda says. Your second trimester is no time to start training for your first marathon, and the final trimester is no time to try a new Zumba class. Stick to the low-impact movements your body is used to and always make sure you’re in an environment where you can safely engage in these exercises. Having a workout buddy is a good idea, too. “Make sure you have someone nearby if you need help moving around,” she cautions. “If it’s not possible to have someone present while you’re exercising, make sure your phone is handy in case you need help.” And before you even purchase that big bouncy exercise ball, always discuss any labor and delivery plans with your doctor. Exercise might not be recommended for women with certain medical conditions or high-risk pregnancies.

If your doctor gives you the go-ahead, here are eight OB/GYN approved exercises to try now, all provided by Brooke Cates, a pre and post-natal exercise specialist as well as the founder of The

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Medicine, Education, and Investment Jobs at High Risk of Losing Talent, According to Workforce Logiq’s New Q3 2020 Labor Market Report

Predictive workforce intelligence shows all but three U.S. states – New Hampshire, New Mexico, and New Jersey – decreased in employee volatility

Workforce Logiq, a global provider of AI-powered workforce intelligence, technology, and services, today released its Q3 2020 Workforce Management Benchmark Report. The market analysis, which offers a predictive quarterly snapshot of U.S. talent volatility for professional and knowledge workers, reveals the total number of these employees categorized as volatile – and more likely to switch jobs – is down 7% over last quarter.

“The COVID-19 pandemic continues to have a rollercoaster impact on the labor market. Our benchmarks indicate employment sentiment is stabilizing after a highly volatile second quarter,” said Jim Burke, Workforce Logiq’s CEO. “Given recent corporate downsizing announcements, new COVID-19 spikes, and continued economic difficulty, employee volatility and retention risk may pick back up through end-of-year. Every employer needs to be equipped with data and context to make fast, accurate, and cost-effective talent decisions that help them ride out the uncertainty and plan an optimal workforce to take their organizations into 2021.”

The report, which explores employment volatility across major industries, job functions, metropolitan statistical areas (MSAs), and states, is based on Workforce Logiq’s proprietary and patent-pending workforce analytics and data science. Key findings include:

  • All but three of the top 35 job categories – Doctors and Medicine (up 13%), Education (up 10%), and Investment (up 2%) – saw decreased risk of losing talent over the quarter. Public Safety (-33%) and Skilled Trade (-26%) showed the biggest volatility decreases. Of the 19 industry sectors, 13 showed quarterly score degradation compared to only five in the second quarter.

  • Arts, Entertainment, and Recreation jumped to the top spot for worker volatility. At 16% above the national average, this hard-hit industry moved ahead of Finance and Insurance (60.1), Mining, Quarrying, and Gas Extraction (60.0), Utilities (56.7), and Transportation and Warehousing (55.9) with the highest average TRR ScoreSM (60.3).

  • Recruiting jobs and finance roles are now tied for having the largest percentage of employees open to exploring new opportunities. Both functions are 76% above the national average for volatility. Marketing (74%), HR (66%), Investment (54%), and Engineering (52%) follow closely behind.

  • The utility industry experienced the highest increase in talent retention risk. The sector’s employment volatility increased 13% over Q2. Mining, Quarrying, and Gas Extraction was one of the few industries to show improvement (-9%).

  • District of Columbia (DC) is now the most volatile geographic area in the U.S., moving ahead of New York at 32% above the average for worker volatility. This shift is likely due to spikes in election and COVID-19 uncertainty, given DC’s heavy concentration of government and public service jobs and lack of operational control over federal buildings. All the top 25 MSAs, and all states except for New Hampshire, New Mexico, and New Jersey, decreased in volatility. Baltimore-Columbia-Townson, MD saw a considerable 27% improvement.

“Top workforce leaders anticipate and hedge against both retention risk and talent gaps with fast, strategic moves,” said Dr. Christy

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California’s $100M dialysis battle comes with ancillary benefits for labor union


A patient undergoes dialysis at a clinic in Sacramento, Calif.

A patient undergoes dialysis at a clinic in Sacramento, Calif. | Rich Pedroncelli/AP Photo

OAKLAND — In initiative-happy California, one set of ads stands out — those involving dialysis clinics, an industry that’s historically been a lower-profile player in politics.

The ads are unusual not only because of their unlikely topic but their volume, which is high because industry opponents of a labor ballot measure are spending more than any group opposing the other 11 proposals California voters must decide on.

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The massive spending gap between the $100 million opponents, including DaVita Inc., have raised and the $8.9 million by supporters led by SEIU United Healthcare Workers West means that the dialysis industry has flooded airwaves as it defends itself against organized labor. The same chain of events played out two years ago, resulting in a resounding defeat for the union’s ballot initiative.

California’s ballot wars have escalated in recent years as industries see little problem spending more than $100 million — and nearly twice that amount in the gig industry’s case — to persuade the electorate. Businesses and organizations that don’t get their way in the state Capitol often use the ballot to change state laws or as leverage to pressure lawmakers and other powerful interests. Proposition 23 is the third most expensive ballot initiative in 2020, according to data compiled by POLITICO.

While SEIU-UHW says it is committed to passing Prop 23, political strategists suggest that labor backers may simply be playing the long game by placing an initiative on the ballot every two years challenging the industry. Win or lose, the union is putting pressure on dialysis companies to spend gobs of money each general election.

“The threat of a ballot measure is something UHW has used strategically,” said Brian Brokaw, a Democratic strategist in Sacramento who is not involved in the Prop. 23 campaign. “In order for a threat to actually be credible, sometimes you have to put it on the ballot. But appearing on a ballot and actually running a campaign to support something are two different things.”

Proposition 23 faces long odds not just because of the industry’s $100 million war chest, but also because it involves a regulatory matter on a crowded ballot — a perfect recipe for voter rejection.

Two years ago, Californians voted 60-40 to reject Prop. 8, another SEIU-UHW-backed initiative that would have capped dialysis profits. But to get that win, the dialysis industry, led by the dominant franchises DaVita Inc. and Fresenius Medical Care, invested about $111 million to defeat it, or nearly six times what the proponents spent.

One day after that Nov. 6, 2018 election, the union vowed to refile the initiative in California and other states. SEIU-UHW did file another initiative, but Prop 23 looks dramatically different, focusing on requirements that clinics must meet such as staffing one doctor on site.

John Logan, director of labor employment studies at San Francisco State University, said unions have long used non-traditional tactics like ballot-box campaigns to get

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U.S. Bureau Of Labor Statistics

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Le Conseil d’administration doit, avant d’adopter un règlement en vertu du paragraphe a du premier alinéa, consulter l’Office des professions du Québec et les ordres professionnels auxquels appartiennent les personnes visées par ce règlement ou, à défaut de tels ordres, les organismes représentatifs de ces classes de personnes.…

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