Month: September 2023

The winter holidays can be difficult if you are new to sobriety, or if you tend to have a more difficult time with mental health during the winter months. But these celebrations also often include drinking, making them sometimes difficult to enjoy for people in recovery. However, many people experience more stress during the holiday season, making this trigger more pertinent this time of year. For people with substance use and co-occurring mental health disorders, such as addiction and depression, drinking or drug use may have been a way to self-medicate.

Why Is It Hard to Stay Sober Over the Holidays?

To find another treatment program, browse the top-rated addiction treatment facilities in each state by visiting our homepage, or by viewing the SAMHSA Treatment Services Locator. Early signs of a relapse or slip may be identified by family members, friends, or other loved ones, such as a spouse. Some triggers can be more general, like being at a bar, while others can be very personal to your own experience, such as being with someone you used to drink heavily with. Spend time with people who you feel comfortable around, people who lift you up instead of bringing you down. Remind yourself that you are deserving of this connection — deserving of kindness, love, and happiness. If you are dreading the upcoming holiday or holiday season, being proactive can help.

Remember There Are Other Ways to Celebrate

Whether it’s frying up latkes for Hanukkah, or crafting Christmas ornaments around the fireplace, there are many holiday traditions that don’t require a buzz. Consider playing board games, watching holiday movies, or taking a stroll to gaze at the beautiful lights. Mindfulness is one particularly helpful strategy to combat stress.

Make Self Care a Priority

But it can also be a very stressful time, particularly for people in recovery from drug or alcohol addiction. The CDOT Highway Safety Office provides funding to Colorado law enforcement for impaired driving enforcement, education and awareness campaigns. The Heat Is On campaign runs throughout the year, with 16 specific high-visibility impaired driving enforcement sober holidays periods centered on national holidays and large public events. Enforcement periods can include sobriety checkpoints, saturation patrols and additional law enforcement on duty dedicated to impaired driving enforcement. Find more details about the campaign, including impaired driving enforcement plans, arrest totals and safety tips, at HeatIsOnColorado.com.

If you’re sober, this can feel isolating and may bring up feelings of stress, frustration, and sadness. You don’t have to let unfulfilled expectations, stressful family dynamics, or crazy in-laws threaten your recovery. Regardless of how difficult the holidays may be, focus on the fact that you are alive and sober today. The holiday season is just one small part of your journey – there is so much more ahead. Unfortunately, there is often a lot of alcohol available at parties and family gatherings, and it can be difficult to resist the temptation to drink.

Once confirmed, you’ll receive an email with a personalized link to your reservation. At any point, you can make payments to your account, or you can pay it all off at once. As long as the trip is paid off 90 days before your departure, you can pay at whatever pace you are comfortable with. If you are interested in discussing a sober vacation please contact us at CATCH Recovery. We will take your details and pass them over to our holiday providers who can contact you directly.

CDOT is reminding riders to rally responsibly during their ride to and from the event. The Sturgis Rally DUI enforcement period https://ecosoberhouse.com/ starts today and continues through Aug. 13. Over 72 law enforcement agencies will be participating across the state.

• For many of us, alcohol plays a bigger role in December holiday festivities than we’d like.
• With the holidays just around the corner you may be wondering how you can stay sober with parties, dinners, and social gatherings.
• Do something that is good for humanity and your recovery this season to avoid relapse.
• Sultan said it’s important at social gatherings and in general to “remind yourself regularly why you chose sobriety.”
• During times of stress, it can be helpful to embrace them.
• Share with your family and friends so they can help and support your recovery.

Graduate School of Addiction Studies

• Finally, Murray of Hooked recommends that you research which bars and restaurants in your destination have exciting nonalcoholic options.
• Such triggers can be emotional (e.g., loneliness, anxiety, depression) or physical (e.g., fatigue, poor sleeping habits).
• Our goal is to help you create a sober lifestyle that you can sustain long-term.
• However, for individuals in recovery, it can also be a time filled with triggers, stress, and temptations that may threaten their sobriety.

We just ask that it not conflict with any of our scheduled meetings. We do not control the culinary options on any of our trips. So, each vacation will be different, but we generally choose resorts and experiences that offer a wide range of quality food. That usually includes options for people with even the most restrictive diets.

Learn how our service works, browse job leads by location and career category, or search hundreds of hand-screened remote jobs to find legitimate work-at-home job leads that match your skills and background. Resume assessments and writing, LinkedIn profile enhancement, and cover letter writing are available to maximize the success of your remote job applications. Outline the first projects and send them over to the new hire with plenty of time before the due date. Instead, engage them with the work they’re expected to do and even semi-important projects to get them acclimated to the role.

Remote onboarding is the process of familiarizing new hires with the organization, its people, and its culture. It differs from traditional employee onboarding because, as the term suggests, it takes place fully remotely. A new hire should have a clear picture of what success looks like for the first 100 days and beyond. New hires should recognize how their responsibilities fit into the overall success of the company.

Simplify your training.

However, it can be difficult for some managers to create an onboarding plan whilst having a heavy workload, especially if they’ve never done it before. Remote onboarding may be the new norm, but conveying all of what you used to do in person through a screen can still be challenging. At Charlie, we do hybrid working since 2020, and that’s why we’d like to share how we do remote onboarding and what we learned from it. A solid onboarding program can foster employee engagement early on and consolidate it for the long haul. When new hires are made aware of the importance of their role remote onboarding best practices in the team, they’re far more likely to develop an engaged and committed attitude towards their work. The employee onboarding phase is a critical component of any company-wide strategy to encourage employees to stay for the long haul.

Don’t leave new employees to guess at these issues; doing so can create ambiguity and stress. Offering each new employee a session with IT to show him or her how the videoconferencing platform, communication channels, and other company systems work can alleviate first-day anxiety. Doing this before the start date minimizes technical issues and allows new employees to be fully present and more comfortable on day one.

BONUS TIP: Create a remote-friendly culture

1. If it’s through virtual meetings, be sure these conversations are already on the new employee’s schedule and that there’s an agenda attached.
2. Engaged employees are passionate about their role within the organization and know that their contributions are valued.
3. Doing so allows you to easily, securely, and quickly distribute credentials to new employees without compromising the security of your remote working infrastructure.
4. Having all this configured beforehand can help lighten the load when new employees are likely to have plenty of job-specific information to digest.

But you may also need to schedule orientations suited to the new hire’s department or project team so the employee is well introduced to their job functions. Include specific steps or milestones they’ll need to meet and any other pertinent details and timelines. “New hire paperwork should be launched the moment the employee signs the offer,” she said. “We send offer letters out through our HRIS system, which, once e-signed, triggers the onboarding and background check process.” Request and track real-time feedback on meetings, recent projects, and performance.

Free Tools

Yes, you should have a detailed onboarding plan, and it should include milestones, but that doesn’t mean it needs to be complicated. We’ve talked about having a detailed onboarding plan above, and we’re going to reiterate here that the plan you create should have structure and milestones. Milestones like going on the first sales call or making a first sale will give your remote employees something to strive for. Successfully onboarding remote employees is critical for any employer looking to retain talented team members long-term. Turnover is costly and disruptive, and nearly 20% of employee turnover happens within the first 45 days of employment. The virtual onboarding process only poses more challenges for your new remote workers, making the first month that much more important.

Instead, allow each individual to introduce themselves by name, cite some interests, and state their job title. With any luck, the new hire will feel included and more likely to ask for help when they need it. A new employee should know what to expect on their first day, or first few days, of onboarding. HR managers should provide remote hires with a structured onboarding schedule so they feel prepared before their first day. For example, explaining company tone and formality, virtual etiquette (camera on or off?), messaging norms, work hours, and more will help your employees assimilate faster. You can also assign a culture buddy – a mentor whose job is to help debrief remote team members on company culture and norms.

Make introductions to the immediate supervisor, other members of the new hire’s working group and likely collaborators in other departments. A quick video call with the CEO or another top leader also helps drive home the feeling of inclusion and the importance of the work. “Further, having their direct supervisor and HR representative periodically reach out to provide advice and to address any concerns will help new employees feel supported throughout their employment,” Williams said.

Learn how our service works, browse job leads by location and career category, or search hundreds of hand-screened remote jobs to find legitimate work-at-home job leads that match your skills and background. Resume assessments and writing, LinkedIn profile enhancement, and cover letter writing are available to maximize the success of your remote job applications. Outline the first projects and send them over to the new hire with plenty of time before the due date. Instead, engage them with the work they’re expected to do and even semi-important projects to get them acclimated to the role.

Remote onboarding is the process of familiarizing new hires with the organization, its people, and its culture. It differs from traditional employee onboarding because, as the term suggests, it takes place fully remotely. A new hire should have a clear picture of what success looks like for the first 100 days and beyond. New hires should recognize how their responsibilities fit into the overall success of the company.

Simplify your training.

However, it can be difficult for some managers to create an onboarding plan whilst having a heavy workload, especially if they’ve never done it before. Remote onboarding may be the new norm, but conveying all of what you used to do in person through a screen can still be challenging. At Charlie, we do hybrid working since 2020, and that’s why we’d like to share how we do remote onboarding and what we learned from it. A solid onboarding program can foster employee engagement early on and consolidate it for the long haul. When new hires are made aware of the importance of their role remote onboarding best practices in the team, they’re far more likely to develop an engaged and committed attitude towards their work. The employee onboarding phase is a critical component of any company-wide strategy to encourage employees to stay for the long haul.

Don’t leave new employees to guess at these issues; doing so can create ambiguity and stress. Offering each new employee a session with IT to show him or her how the videoconferencing platform, communication channels, and other company systems work can alleviate first-day anxiety. Doing this before the start date minimizes technical issues and allows new employees to be fully present and more comfortable on day one.

BONUS TIP: Create a remote-friendly culture

1. If it’s through virtual meetings, be sure these conversations are already on the new employee’s schedule and that there’s an agenda attached.
2. Engaged employees are passionate about their role within the organization and know that their contributions are valued.
3. Doing so allows you to easily, securely, and quickly distribute credentials to new employees without compromising the security of your remote working infrastructure.
4. Having all this configured beforehand can help lighten the load when new employees are likely to have plenty of job-specific information to digest.

But you may also need to schedule orientations suited to the new hire’s department or project team so the employee is well introduced to their job functions. Include specific steps or milestones they’ll need to meet and any other pertinent details and timelines. “New hire paperwork should be launched the moment the employee signs the offer,” she said. “We send offer letters out through our HRIS system, which, once e-signed, triggers the onboarding and background check process.” Request and track real-time feedback on meetings, recent projects, and performance.

Free Tools

Yes, you should have a detailed onboarding plan, and it should include milestones, but that doesn’t mean it needs to be complicated. We’ve talked about having a detailed onboarding plan above, and we’re going to reiterate here that the plan you create should have structure and milestones. Milestones like going on the first sales call or making a first sale will give your remote employees something to strive for. Successfully onboarding remote employees is critical for any employer looking to retain talented team members long-term. Turnover is costly and disruptive, and nearly 20% of employee turnover happens within the first 45 days of employment. The virtual onboarding process only poses more challenges for your new remote workers, making the first month that much more important.

Instead, allow each individual to introduce themselves by name, cite some interests, and state their job title. With any luck, the new hire will feel included and more likely to ask for help when they need it. A new employee should know what to expect on their first day, or first few days, of onboarding. HR managers should provide remote hires with a structured onboarding schedule so they feel prepared before their first day. For example, explaining company tone and formality, virtual etiquette (camera on or off?), messaging norms, work hours, and more will help your employees assimilate faster. You can also assign a culture buddy – a mentor whose job is to help debrief remote team members on company culture and norms.

Make introductions to the immediate supervisor, other members of the new hire’s working group and likely collaborators in other departments. A quick video call with the CEO or another top leader also helps drive home the feeling of inclusion and the importance of the work. “Further, having their direct supervisor and HR representative periodically reach out to provide advice and to address any concerns will help new employees feel supported throughout their employment,” Williams said.

The cost of such materials is directly traceable to each individual unit of product manufactured and is, therefore, regarded as direct or product cost. The quantity of direct materials needed to make a unit of product is usually known or can be closely estimated. For example, an engineer working in a furniture manufacturing company can easily tell you the quantity of wood, glue, nails and length of glass sheet needed to manufacture an executive table.

Safety Risks

This delay can result in lost revenue and increased costs, as employees may need to be paid for their time even if they cannot work. By distinguishing between direct and indirect materials, companies can better understand their actual production costs. Direct materials are easy to identify and track, and their cost can be directly attributed turbotax is open and accepting tax returns now to producing a specific product. Direct materials are those used in producing a final product, while indirect materials are not directly used in the production process but are necessary to support it. Understanding the difference between these two types of materials is vital for effective cost management and accurate accounting.

Which of these is most important for your financial advisor to have?

However, if the amount is significantly minor, the cost of these materials can be directly charged to expense as incurred during a period. The selection from the either approach is largely impacted by the entity’s costing policies. Whenever a business engages in product manufacturing, the process necessitates the use of both direct and indirect materials, further enhanced by efficient purchasing software. While both types play a vital role in influencing production costs and overall profitability, they diverge in several aspects. Finally, using technology to manage indirect materials can provide businesses with greater scalability. As a business grows, its indirect materials management needs may become more complex.

Indirect materials cost

• All manufacturing entities essentially use some kind of raw materials to manufacture their output.
• For example, disposable gloves, scissors, and cotton are instances of these materials in a healthcare unit.
• Inventory management software can help companies track inventory levels and automate reordering processes.
• For example, if the wrong type of lubricant is used, it can cause premature wear and tear on machinery, leading to breakdowns and downtime.

When the cost of materials or the amount of materials used are less than expected, this is a favorable direct materials variance. More and more companies are seeking suppliers prioritizing sustainability. Suppliers should commit to sustainable sourcing and manufacturing practices. They should also have a track record of reducing waste and minimizing environmental impact.

Would you prefer to work with a financial professional remotely or in-person?

Because so many of these materials are used in the manufacture of vehicles, it would be impossible for the company to allocate the cost of each bolt to the vehicle being produced. Suppliers should proactively introduce new and innovative products that can improve a company’s operations. They should be able to provide recommendations and solutions to help a company achieve its goals. Who knows what bolts will be used to produce what cars later in the manufacturing process.

Accounting for indirect materials

The materials used during production that are directly visible in the finished product are known as direct materials. They consist of the components, subcomponents, and raw materials required to produce a product. Since direct material costs can be quantified, they can be easily and precisely allocated to specific production or batch costs. Because they affect the price of a good or service, it is crucial to track and record the cost of these materials.

While indirect materials may not be directly related to the production of a company’s products, they can significantly impact its bottom line. Proper usage and handling of indirect materials are essential for reducing waste and preventing accidents. Companies should train employees to properly use and handle indirect materials to ensure safety and minimize waste. In the construction industry, indirect materials such as safety gear, small tools, and administrative supplies are vital for project completion. These materials support the workforce and help maintain safety standards on-site.

Proper inventory management is crucial for effective production processes. By distinguishing between direct and indirect materials, companies can better manage inventory levels and avoid stockouts. By properly managing indirect materials, businesses can optimize their procurement processes, reduce costs, and improve overall operational efficiency. Many focus on indirect materials as businesses strive to optimize their operations and improve their bottom line. While not directly involved in the production process, these materials support business activities.

For example, a company with too many cleaning supplies in stock may expire or become obsolete before use. By reducing the inventory on hand, companies can avoid these types of waste and save money. Direct materials are typically ordered based on specific production needs, while indirect materials are often ordered regularly to maintain the facility.

In today’s competitive business landscape, understanding the importance of indirect materials and implementing effective management strategies is crucial for long-term success. With the information and insights provided in this blog, readers can make informed decisions to optimize their indirect material management and achieve their business goals. For example, if cleaning supplies are ineffective, they can lead to unsanitary conditions that can cause illness or injury. Similarly, if maintenance tools are not properly calibrated or maintained, they can pose a risk to workers. Training employees on properly using and handling indirect materials can help reduce waste and prevent unnecessary expenses. By educating employees on best practices for using materials and managing inventory, businesses can ensure everyone is on the same page and working toward the same goals.

Either the material does not belong to the end product or has an insignificant cost. For example, in the former case, the screws might be useful in the machines used to produce cars. In other words, it can be seen that these are the costs that are mainly incurred holistically within the production or manufacturing process, but they are not exclusive to a certain product.