SOFE-AFE resources - Worldwide IT certification Updated: 2024
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Exam Code: SOFE-AFE Worldwide IT certification resources January 2024 by Killexams.com team
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There are many different sources of CMBS. Conduits and aggregate pools generally consist of loans newly originated,
purchased or held by investment bankers until the pool is large enough for an efficient execution. Government
agencies such as the Federal National Mortgage Association (FNMA) and the Federal Home Loan Mortgage Corp.
(FHLMC) are important sources of:
A. Residential financing
B. B2B financing.
C. Commercial financing.
D. Mortgage loans
What represent the ownership interests in the net assets of the subsidiary held by persons outside the controlling
A. External control
B. Minority interests
C. Permanent stockholder
D. None of the above
A substantial investment is defined as any investment comprising more than 15 percent of an enterprise’s voting shares
or greater than 35 percent of its equity.
What are designed primarily to accumulate a fund for eventual liquidation via annuitization, so the savings element is
A. Variable annuities
B. Deferred annuities
C. Immediate annuities
D. None of the above
The value of the capital stock shown in the stock life insurance company’s statutory basis balance sheet equals the par
value per share multiplied by the number of issued shares.
In the case of no-par stock:
A. The stated value per share is used (or liquidation value, for no-par preferred capital stock)
B. The Total value of shares is used (or liquidation value, for par preferred capital stock)
C. The market value per share is used (or liquidation value, for no-par preferred capital stock)
D. Capital stock may be sold to the public for an amount greater than par or stated value
Outgoing premiums less return premiums arising from reinsurance purchased from other insurance entities are called:
A. Rating premiums
B. Direct premiums
C. Assumed reinsurance premiums
D. Ceded reinsurance premiums
When policy periods expire, the premiums written are earned and are recognized as:
D. None of the above
Which projection method uses paid losses plus reserves on outstanding claims?
A. Average losses
B. Loss ratio
C. Incurred loss
D. None of the above
The SEC rules clarify that management’s assessment and report is limited to internal control over financial reporting.
The magnitude of the variable annuity benefits provided by a deferred annuity depends on the size of the account value
at the end of the accumulation phase.
Audit risk consists of:
A. Risk of material misstatement
B. detection of risk
C. Both A & B
D. Neither A nor B
Structured settlements are agreements characterized by the periodic payment of fixed amounts to a claimant in
connection with the settlement of a legal claim. Such payments may last for the lifetime of the payee or they may be
for a particular period of time, depending upon the terms of the settlement.
The party responsible for making structured settlement payments may make payments:
B. To a claimant
C. Any one of these
D. None of these
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Safety training and education is a key component of high-quality safety programs and efforts to reduce collisions, injuries, and claims. Expanding and improving your safety training and education in 2024 to engage workers will likely result in fewer incidents.
Leaders in the solid waste and recycling industry frequently say that â€śnothing we do is more important than safety.â€ť But when push comes to shove, companies and sanitation departments often do not provide sufficient or adequate education and training that provides employees with the tools to prevent collisions, injuries, and claims.
Solid waste and recycling employers frequently must make difficult decisions about how to deploy resources. With a new year starting, let me suggest that providing more and better safety education and training is not only a great investment with immediate ROI (return on investment), but it is also the right thing to do. Solid waste collection employees have had one of the highest workplace fatality rates in the U.S. for more than a decade. There are tens of thousands of collisions and injuries annually. Each collision, injury, and claim is an expense, many of which are preventable. These events are not good for the industryâ€™s reputation and make it more difficult to recruit and retain employees.
Developing a Strong Safety Program
A strong safety education and training program in the solid waste industry should include the following components:
Documenting all these program components is important from both a human resources and OSHA compliance perspective.
Internalize Safety Messaging
Although most frontline solid waste collection employees are aware that their job can be dangerous, they are typically amazed that it is on a federal top 10 list. And though they usually know most of the safety rules, very few know the ANSI Z245.1 guideline on when a helper should not be on the riding step. Also, they freely admit not everyone wears a safety belt or stays off their cell phone all the time.
Reminding workers that they need to be safe for their families is a great way to help employees better internalize safety messaging and reduce unsafe behaviors. Pictures and videos are often more powerful than words, and showing photographs of an overturned garbage truck or a truck rear-ending another vehicle is a great way to keep workers paying attention during a safety meeting.
At the End of the Day
David Biderman is the President of Biderman Consulting, LLC in Fairfax, VA, and the former Executive Director of the Solid Waste Association of North America (SWANA). He can be reached at
The aim of the upgrade is to help meet the needs of the industry as well as enhance the effectiveness and access of NIOSH's training programmes.
The National Institute of Occupational Safety and Health (NIOSH) will be upgrading its current Occupational Safety and Health Training (OSH) programme to cater to the needs of the industry, as well as leverage digital platforms to enhance the effectiveness and access of its training programme.
This was announced by Human Resources Minister YB. Steven Sim on Wednesday (3 January 2024) during his first official visit to the NIOSH headquarters. At the time of writing, no details on the timeline have been provided.
Additionally, the Ministry of Human Resources will continue to enhance the OSH programme to safeguard the welfare and wellbeing of the nation's workforce.
Currently, there are four types of training programmes provided by NIOSH:
Also present during the visit were Deputy Minister of Human Resources YB. Datuk Seri Abdul Rahman Mohamad, Deputy Secretary General of KSM (Policy and International) Datuk Amran Ahmad, Deputy Secretary General of KSM (Operations), Datuk Norison Ramli, and Executive Director of NIOSH Tuan Haji Ayop Salleh.
Lead photo /Â 123RF
Mental health and safety are being increasingly recognized as vital focus points for leaders in the construction industry. Firstly, thereâ€™s a clear duty of care involved if employees and members of your staff experience psychological and emotional pressures on the job. Mental unwellness can also seriously disrupt projects.
This is why itâ€™s so important to help your workers to build mental resilience. By giving your staff the tools to thrive, youâ€™re likely to see a boost in worker satisfaction and retention. Not to mention that it helps build the kind of culture of safety that positively impacts your businessâ€™ success.
Letâ€™s look at how to approach this practically. What strategies should you use to enhance mental health and safety?
Enhancing mental health and safety doesnâ€™t just require your business to focus on the psychological or emotional components. When applied on their own, they can come across as superficial and may not have a long-term impact. As with so much in life, itâ€™s better to start by creating a strong foundation to build the mental wellness elements on.
In this case, adopting a solid set of construction health and safety protocols provides a secure environment and shows youâ€™re prioritizing wellness. A couple of the key elements of these protocols include:
Responsible parties: Your health and safety protocols should outline that everyone has a role to play in maintaining wellness. However, it should also highlight specific members of staff who are responsible for different aspects of health and safety, including mental health. This gives workers clarity on who to contact in the event of concerns and issues.
Training processes: Solid staff training is key to safe functioning on a construction site. Your protocols must outline the types of education required for each role, how this is delivered, and how frequently they should occur. Itâ€™s also wise to include training on maintaining health matters, including coping mechanisms for mental wellness.
From here you need to communicate your protocols to your workers. Produce clear documentation, perhaps hosted on the cloud so your staff has access to it wherever they are. Work with leadership to ensure discussions about these protocols are part of everyday working practices. This sets a great forum for conversations about mental health to take place.
Alongside the more general measures, itâ€™s important to look at the specific challenges of mental health in construction. One of the most prevalent of these is burnout.Â
When staff are subject to relentless workplace stress and excessive demands, theyâ€™re likely to experience emotional, mental, and physical exhaustion. This could result in both acute symptoms and the more serious long-term effects of burnout. Alongside mood swings and loss of motivation, workers might wind up living with gastrointestinal distress and high blood pressure, among other conditions.
This is not just problematic because it affects workersâ€™ quality of life and workplace engagement. In construction, their experiences of burnout-related fatigue could put themselves and colleagues at risk of injury.
So, how can you boost resilience in the face of burnout in construction? Some of the actions you take could include:
Promote work-life balance: Spending too much of their life at work, particularly with overtime under crunch conditions, can contribute to staff membersâ€™ burnout. Make it a point of policy to promote a healthy work-life balance. Aim to assert hard boundaries on maximum working hours. Perhaps offer flexible scheduling options if itâ€™s practical.
Maintain open communication: Itâ€™s vital to make certain that your staff feel comfortable about raising concerns about working conditions that contribute to burnout. Make it clear that there are no consequences to staff who want to express that they feel performance expectations are too high. Use this as an opportunity to find solutions together.
Wherever possible, make avoiding burnout a mutual responsibility. When staff recognize the signs of burnout, this enables them to be more vigilant of these in themselves and their colleagues.
Mental resilience is not something that only occurs within workersâ€™ own minds. They need practical assistance to truly build the fortitude that helps them thrive. Consider creating wellness programs that supply workers a range of resources that are relevant to maintaining their mental health.
These could include:
Mindfulness and meditation applications: Taking a few minutes each day to center oneself and focus on the present is a powerful psychological and emotional tool. However, this might not always be practical in noisy and bustling construction environments. Providing staff with mobile apps so they can take a break, put on headphones, and receive audio guidance may help them maintain regular wellness routines.
Peer allies: Colleagues can be invaluable sources of mental health support. They understand the nuanced pressures of the construction industry and how this affects mental and emotional wellness. Initiating a formal peery ally program can bolster this by highlighting dedicated colleagues for conversations and support. Youâ€™ll need to supply these workers training on how to provide psychological support and direct colleagues to other resources.
Itâ€™s also essential to be open to your staffâ€™s suggestions here. Theyâ€™ll have insights into the types of challenges they face on a daily basis and what resources are likely to be useful to them. Create channels for suggestions and be transparent about assessing and implementing these.
Boosting psychological resilience among your workforce benefits everybody involved. Commit to adopting strategies that tackle both the specific mental challenges of construction and are consistent with wider safety protocols. Perhaps the most important thing to consider, though, is encouraging workers to genuinely engage with mental wellness programs. Empower them to not just be beneficiaries of services, but also influencers of them. Youâ€™re likely to see a greater cultural impact thatâ€™s positive for everyone involved.
Sam Bowman writes about people, tech, workers, and how they merge. He enjoys getting to utilize the internet for the community without actually having to leave his house. In his spare time, he likes running, reading, and combining the two in a run to his local bookstore.
A Flight Toward Well-Being: The Changing Landscape of Mental Health in Aviation
Morris Plains, New Jersey--(Newsfile Corp. - January 4, 2024) - As the Global Director of Aviation Health at MedAire, I have witnessed firsthand the incredible strides our industry has made in addressing mental health issues among pilots.
The GermanWings accident in 2015 was a turning point, unveiling some fragile links in aviation safety regarding pilot mental health issue detection and management. The aeromedical community reacted in concert, with scientists and regulators sitting at the same table with pilots to address the problem. As a result, in Europe, EASA required the implementation of mandatory peer-support programs in the aviation industry.
Supporting Pilots in the U.S.
The Federal Aviation Administration (FAA) has been instrumental in this progress in the United States, reflecting a broader societal shift toward recognizing and addressing mental health concerns.
FAA regulations require pilots to undergo a medical exam with an Aviation Medical Examiner (AME) every six months to five years, depending on their flying type and age. These exams include assessing the pilot's mental health, and pilots must disclose all existing physical and psychological conditions and medications. If an AME has concerns about a pilot's mental health, they can request additional psychological testing or defer the application to the Office of Aerospace Medicine for further evaluation.
To reduce the stigma associated with mental health and encourage pilots to seek help, the FAA has invested resources in increasing mental health training for medical examiners, supporting industry-wide research and clinical studies on pilot mental health and hiring additional mental health professionals. The FAA has also announced plans to ease aeromedical rules for mental health concerns, making it easier for pilots to regain their medical certificates and decrease wait times for pilots grounded for mental health issues.
In addition, comprehensive medical assistance and training programs, like ours at MedAire, are designed to help pilots understand and manage their mental health, ensuring they are fit to fly and capable of handling any situation that may arise in the cockpit.
Our mental health training programs help pilots become self-aware of the signs of mental health issues, understand the importance of seeking help and learn strategies for managing stress and maintaining mental wellness. We offer access to mental health professionals who can advise, support and assist in arranging psychological counselling or treatment.
Addressing Mental Health Throughout Aviation
In my career, I have seen the profound impact that mental health issues can have on pilots and their ability to perform their duties. I have also seen the incredible resilience of these individuals and the positive effects of providing them with the support and resources they need. Moreover, we understand the potential impact of mental health issues on a pilot's work and the need for a trust-based relationship to identify problems and address them accordingly without fearing negative repercussions upon one's career.
At MedAire, we are committed to continuing our work in this area, providing comprehensive mental health and emotional support services to pilots and aviation professionals. Our "Fit to Fly" program is designed to ensure pilots are not only physically fit but also mentally prepared to take on the challenges of their profession.
Mental health is not a one-size-fits-all issue, and seeking personalized support that meets the unique needs of each individual is critical. Many options are available, such as counseling services and training on stress management techniques, with professionals available to support aviation personnel every step of the way.
And mental health is not just an issue for pilots, of course, but the entire aviation industry. We must continue our commitment to working with airlines, regulatory bodies and other industry stakeholders to promote mental health awareness and provide support for all aviation professionals. This includes training and resources to help flight crews and ground-based support understand and manage their mental health and support their colleagues.
Reducing the Stigma and Encouraging Action
Creating an environment where mental health is openly discussed and addressed is essential for our industry. We believe that by doing so, we can all help reduce the stigma associated with mental health issues and encourage pilots and others to seek the help they need.
As regulators evolve their approach to mental health in aviation, MedAire will continue to provide pilots with the training and support to navigate these changes. We believe that addressing mental health openly and proactively can help create a safer, healthier aviation industry for everyone.
About Global Aerospace SM4 Aviation Safety Program
Global Aerospace SM4 Aviation Safety Program Media Contact
To view the source version of this press release, please visit https://www.newsfilecorp.com/release/193242
ST. PAUL, Minn. â€“ Almost $4 million in state grants are going to 16 community and non-profit organizations to expand Minnesotaâ€™s workforce.
The money is from two funding programs, Southeast Asian Economic Disparities Relief and Getting to Work grants.Â
The Southeast Asian Economic Disparities Relief fund program awarded $475,000 in competitive grants to help four nonprofit organizations increase training capacity within the communities they serve. Â The Minnesota Department of Employment and Economic Development (DEED) says the grants will fund training programs that provide workforce recruitment and development, job creation, and community outreach.
Receiving a $475,000 grant for specific workforce development training programs are:Â
-Â Â Â Â Â Â Â Â Â Â Workforce Development Inc. in Rochester will provide training and support in the following job and functions: forklift operation, welding, manufacturing, food and beverage service safety, and Certified Nursing Assistants.
-Â Â Â Â Â Â Â Â Â Â CAPI USA in Minneapolis will provide training for the following jobs and job functions: nursing assistants, property maintenance (boiler operator and pool operator licensing), and Information Technology support training.
-Â Â Â Â Â Â Â Â Â Â Karen Organization of Minnesota in Roseville will partner with Adult Basic Education and local employers to provide incumbent workers with tailored literacy development, resulting in promotion and wage increases.
-Â Â Â Â Â Â Â Â Â Â Hmong American Partnership in St. Paul will provide health care-related training in medical terminology, medical office procedures, CPR/first aid and basic life support, and Information Technology-related training.
â€śDEEDâ€™s grant enables the Hmong American Partnership to empower low-income Southeast Asians in the seven-county metro area with skills and opportunities for economic advancement that can transform their lives,â€ť says Hmong American Partnership President and CEO May yer Thao. Â â€śWe are honored to steward these funds in developing our clientsâ€™ talents and helping employers access this valuable, skilled workforce. Together, we are creating professional opportunities that strengthen both Southeast Asian communities and our overall economy.â€ť
Getting to Work grants are awarded to organizations to establish and operate programs that provide, repair or maintain motor vehicles to assist economically disadvantaged individuals ages 22 and older in obtaining or maintaining employment.Â Grant recipients must also offer workshops or counseling services covering courses such as financial literacy, credit counseling, budgeting for vehicle ownership, vehicle maintenance, and repair training.
Grant recipients are:
â€śThe Getting to Work program covers a significant gap by providing vehicle repair support for those with financial needs, and the results are quickly felt by the Minnesotans we serve,â€ť says Theresa Flinck, Tri-County Action program director of family resources. Â â€śThe program helps people who have jobs to maintain their employment without lengthy disruptions when they need vehicle repairs, makes the search process more effective for job seekers who need reliable transportation for interviews, and helps many households remain connected with their communities through family activities that would otherwise be on hold due to vehicle repair needs.â€ť
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