Author Archives: VWAH

Work at Home with Cigna, Stepes and Quick Text Pay

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In her recent video, Boss enthusiastically shared exciting work from home opportunities for her audience, emphasizing the diversity of options available. The primary focus was on a remote position with Cigna Group, highlighting a fraud analyst role within the Payment Integrity Department. Boss underlined the competitive pay scale for this position, ranging from $22 to $33 per hour.

The fraud analyst’s responsibilities include preventing and identifying fraudulent, wasteful, and abusive expenses globally, showcasing the crucial role in upholding Cigna’s commitment to affordability. Boss pointed out the user-friendly application process, with minimal experience requirements, making it accessible to a broad range of candidates. The company values a minimum of two years of health insurance or healthcare provider experience, with a preference for prior fraud investigation experience.

Boss also introduced a unique opportunity with Stepes, a platform connecting professional linguists and freelance translators with diverse translation jobs. Stepes provides an on-demand platform, allowing translators to work at their own pace, and the jobs are available in over 100 languages. Boss emphasized the flexibility of the platform, allowing translators to work remotely from their mobile devices.

In addition to these main opportunities, Boss briefly covered other positions, including a data entry specialist role with BairesDev, offering a salary of up to $51,000 annually. She also highlighted positions with Keepsake and Quick Text Pay, providing non-phone opportunities with flexible schedules.

Throughout the video, Boss’s upbeat and personable delivery engaged her audience, encouraging them to explore these work-from-home options. She emphasized the value of these opportunities for individuals seeking flexibility, whether they are stay-at-home moms, students, or those looking to build a side hustle. The video concluded with a call to action, encouraging viewers to like, subscribe, and share the video for more updates on remote job opportunities.

https://youtu.be/h0uFvjdQ3I4?si=yHFt6nO30Qdk8grR

https://youtu.be/h0uFvjdQ3I4?si=yHFt6nO30Qdk8grR

SARS, Employers and Remote Workers

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The South African National Treasury’s budget proposals for February 2023 have highlighted intentions to harmonize obligations for both local and foreign employers, particularly affecting remote workers. This move by the Treasury, in coordination with the South African Revenue Service (SARS), could lead to foreign employers being mandated to register as “employers” with SARS. This change is motivated by the growing global trend of remote work, which has been accelerated by the COVID-19 pandemic. It allows employers from different parts of the world to engage South African workers for remote positions, providing mutual benefits.

Currently, there exist disparities in legislation concerning the obligations of foreign employers. The proposed amendments aim to standardize the registration requirements for foreign employers, ensuring parity between resident and foreign employers. Foreign employers who previously didn’t have a “representative employer” in South Africa to handle remuneration and deductions might be required to comply with PAYE deductions, the 1% skills development levy (SDL), and Unemployment Insurance Fund (UIF) contributions.

Practical implications arise from these changes. Foreign employers may lack certain credentials necessary for SARS registration, such as a CIPC registration number or a South African bank account. In response, experts suggest employing an Employer of Record (EOR) company that acts as the in-country employer, managing payroll compliance obligations on behalf of the foreign entity. This arrangement ensures adherence to local employment laws and tax regulations while allowing the foreign employer to maintain control over day-to-day supervision and work-related decisions.

The proposed alignment aims to streamline the regulatory landscape for remote workers and foreign employers in South Africa. The draft Taxation Laws Amendment Bill for 2023, expected in July, will likely provide more specific wording for these amendments. This effort to establish consistent rules for both resident and foreign employers reflects the changing dynamics of the global workforce, driven by the surge in remote work opportunities.

The proposed changes to South African employment regulations seek to address the growing prevalence of remote work by establishing uniform obligations for foreign and local employers. While these changes pose practical challenges, the adoption of an EOR arrangement could serve as a viable solution for foreign employers seeking to navigate the new compliance landscape efficiently. The envisioned amendments represent a broader global trend in adapting legislation to the realities of remote work in the digital age.

Source: BusinessTech South Africa

Future Work at Home Outlook for Australians

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The COVID-19 pandemic prompted a massive shift in the global workforce, with many employees transitioning to remote work. In Australia, this shift has led to significant changes in work patterns and attitudes towards remote work compared to working in an office.

Before the pandemic, a Melbourne property surveyor employed 180 staff who worked in the office every day at 9 a.m. Now, employees work from home, allowing for more flexible schedules. For instance, drone operator Nicholas Coomber can start his fieldwork as early as 7:30 a.m., affording him more family time and the ability to pick up his children from daycare earlier.

While corporate leaders such as Jamie Dimon of JPMorgan Chase and Elon Musk of Tesla and Twitter call for a return to in-office work, Australian unions are pushing for remote work (WFH) to become the norm. Unions have taken legal action against Australia’s largest bank and are working with the government to advocate for continued remote work opportunities.

Australia has a history of embracing labor market changes during crises, often setting precedents for other English-speaking countries. For example, Commonwealth Bank of Australia (CBA) faced a challenge from its staff who took the bank to an industrial tribunal to contest a directive requiring office work half the time. Similarly, National Australia Bank (NAB) reached an agreement with a union allowing employees to request WFH, while Canada’s federal workers lacked similar protections.

In the European Union, lawmakers are updating telework protections to align with the post-lockdown economy. However, the demand for WFH remains strong globally. A survey found that employees with WFH experience prefer two days of remote work per week, twice as much as what bosses prefer.

Despite the benefits for employees, there’s a potential for conflict between workers and employers over remote work arrangements. The Australia Institute’s Jim Stanford noted that rising unemployment could shift bargaining power toward employers, potentially leading to a “historic confrontation.”

This shift to remote work has already impacted office landlords, with a notable decrease in demand for office space. Around one-sixth of Australian capital city office space currently stands vacant due to reduced in-person attendance.

Overall, the article highlights the evolving dynamics of remote work in Australia, showcasing the contrast between employee preferences and employer expectations, and the potential for long-term changes in work patterns and labor market dynamics.

Source: Byron Kaye

The Alarming Impact of “Loud Quitting” on Workforce Engagement and Global Economy

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BNN Bloomberg reports that, in a recent Gallup survey, it has come to light that a significant number of workers are engaging in what they call “loud quitting” – showing up for work but actively disengaging and taking actions to harm their organizations. This phenomenon is responsible for a staggering 8.8 trillion dollars in losses to the global economy, amounting to nine percent of the global GDP.

While “quiet quitters” still have a chance of being inspired or motivated to become more productive, the situation is more concerning with “loud quitters.” These employees have become a lost cause, as they demonstrate outright opposition to leadership and the organization.

Managers are faced with the daunting task of dealing with this disengagement crisis, as nearly 60 percent of workers worldwide admitted to quietly quitting their jobs. This leaves less than a quarter of the workforce who are actively engaged and contributing positively to their workplaces.

It’s not just a matter of job dissatisfaction; the lack of engagement is making people miserable, and it is taking a severe toll on the global economy. Addressing this issue and finding ways to re-engage disheartened employees is vital for organizations and economies to thrive in the long run.

London Workers Reluctant to Return to Office

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A recent survey conducted by Bloomberg Intelligence reveals that nearly 75% of London workers prefer the flexibility of remote work and would contemplate quitting their jobs rather than giving it up.

The study, which included responses from 500 employees, highlights that 40% of respondents would require a raise of at least 16% to reconsider returning to the office.

The motivation behind the survey was to gain insights into the employees’ perspective on remote work, especially considering the significant impact it has on various industries, such as real estate with multinational tenants in prime spaces.

The survey’s results indicate a strong desire for remote work among London workers, with 95% already receiving work from home options from their employers.

Moreover, 70% of respondents believe that remote work is here to stay, becoming a permanent fixture in the workplace.

The data also shows a shift in attitudes towards remote work across different age groups. In June 2022, only 44% of the older generation favored permanent work from home arrangements, but that number has now risen to 77%, bringing it closer to the preferences of younger workers.

Various factors contribute to this trend. The survey reveals that reasons for employees preferring remote work include issues such as costly commutes, rail strikes, and overall convenience. Additionally, the opportunity for salary increases is a key consideration for those considering a return to the office. However, networking and knowledge transfer for younger staff are crucial aspects that motivate some employees to come back to the physical office.

The survey’s findings strongly suggest that remote work is likely to remain a dominant feature of London’s workforce. The allure of flexibility, cost-saving benefits, and the ongoing pandemic’s influence have solidified the preference for remote work, indicating a substantial cultural shift in the city’s working lifestyle.

Google Prefers In Office to Work at Home Workers

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Joanne Lipman and Tom Gimbel join Brian Sullivan on CNBC’s Last Call to discuss Google’s decision to implement tough tactics in transitioning from full remote work to a hybrid model.

Lipman acknowledges the argument for returning to the office, highlighting the importance of serendipity and the limitations of productivity during Zoom meetings. However, she cautions that strict mandates requiring employees to be in the office can be arbitrary and may backfire.

Gimbel supports the idea of mandating office attendance, emphasizing the need for leadership and the challenges faced by companies like Google in switching their stance on remote work. He argues that these companies baited and switched their employees, falsely promising a permanent shift to remote work.

The discussion also touches on the consequences of these mandates. Lipman mentions that such policies disproportionately harm women and people of color, who benefitted from the flexibility of remote work, leading to increased participation in the workforce. She warns that forcing employees back to the office would result in losing valuable contributors.

Gimbel counters by suggesting that some employees who haven’t had the opportunity to work remotely should be considered. However, Lipman cautions that discriminating against those who prefer remote work or have limited face time in the office may result in losing talented individuals.

Supervisor/Customer Service for Aetna

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Aetna presents an exciting opportunity for an individual well-versed in customer service leadership. As a Supervisor, the chosen candidate will be entrusted with the overarching responsibility of ensuring superior member performance through meticulous management of operational, quality, medical cost, claim, and resource aspects. This pivotal role requires a delicate balance of meeting and exceeding member, plan sponsor, and provider expectations, thereby fostering member satisfaction, retention, and growth.

Key Responsibilities:

  1. Leadership Excellence: Proven track record in customer service leadership with a focus on developing, motivating, evaluating, and coaching staff.
  2. Organizational Proficiency: Strong business and organizational knowledge coupled with exceptional organizational skills, capable of handling multiple priorities, tasks, and fluctuating deadlines.
  3. Interpersonal Finesse: Demonstrated exceptional interpersonal skills, professionalism, and a customer service orientation that creates a positive working environment.
  4. Performance Assessment: Regularly assess individual and team performance, providing timely and constructive feedback. Monitor performance measures, ensuring adherence to schedules and allocation of resources.
  5. Collaborative Partnerships: Develop and maintain strong collaborative relationships with internal and external stakeholders, ensuring excellent communication and resource-sharing to achieve common service center objectives.

Candidate Profile:

  • Experience: Minimum of 2 years leading claim/customer service teams, with exposure to a claim/call center environment. ACAS experience is preferred, and familiarity with IDX is a plus.
  • Education: Associate’s degree or equivalent experience is the desired educational background.

Functional and Technical Skills:

  • In-depth experience in customer service, including HMO and traditional products.
  • Proficiency in Aetna applications, strategic desktop reporting, and Microsoft Office tools, including PowerPoint, Outlook, and Excel.

Required Skills:

  • Maximizing Work Practices
  • Collaborating for Results
  • Engaging and Developing People

Desired Skills:

  • Creating Accountability
  • Driving Change
  • Creating a Differentiated Service Experience

If you are ready to take on a challenging yet rewarding leadership role in a dynamic healthcare environment, apply now on Aetna’s BrassRing portal. Jobs are filled swiftly, so seize this opportunity to shape your career trajectory with Aetna.

Reservation Agent for Active Network

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Active Network is seeking workers from: AL, AR, DE, FL, GA, IA, ID, IN, KY, LA, MS, NY, OH, OR, PA, TX, WI, NH. Are you seeking a part-time, seasonal home-based position that allows you to assist customers with camping reservations in a growing Work-At-Home Department? Active Network has an exciting opportunity for a Reservation Agent. This legitimate position involves handling phone reservations and customer support for residents in specific states, with potential for a year-round part-time status. Join the latest trend in call center work and be part of a team that values your contributions.

Scope of Work:

As a Reservation Agent, you will:

  • Work from the comfort of your home
  • Assist customers over the phone with camping reservations in multiple states, including State Parks
  • Receive continual support from supervisory staff, IT, Training, and Human Resources groups

Requirements for Remote Work:

To set up your home office, you’ll need:

  1. A quiet work environment
  2. A standard phone line (POTS/Analog preferred)
  3. High-speed internet connection (Ethernet cable required)
  4. Accessible modem and phone line from your workstation
  5. Desktop monitor (no all-in-one, tablets, laptops, or TVs)

Job Duties:

Your responsibilities will include:

  • Accessing company programs using provided equipment
  • Assisting customers with reservation requests, troubleshooting, and answering questions
  • Communicating effectively using scripted material, policies, guidelines, and procedures
  • Querying information within company databases
  • Maintaining productivity goals and quality assurance standards
  • Adhering to attendance expectations and company policies

Basic Requirements:

To succeed in this role, you should have:

  1. Excellent communication and customer service skills
  2. Solid computer skills and internet knowledge
  3. Organization and self-motivation
  4. Minimum typing speed of 20-30 wpm
  5. Availability for 25-29 hours per week, including weekends

Perks:

  • A great work environment with supportive co-workers
  • Work and train from the comfort of your home, saving on transportation costs
  • Participation in ACTIVEx, an award-winning employee program
  • Savings through the ACTIVE Advantage program on activities, gear, and travel

Apply now for this Reservation Agent position and be part of a team where jobs go fast, but your impact lasts. Join Active Network and grow both personally and professionally.

Customer Technical Support Specialist Phone & Live Chat Support for eXcell

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Customer Technical Support Specialist Role at eXcell in Phoenix, AZ

In the bustling tech support realm of Phoenix, Arizona, eXcell seeks a meticulous individual to fill the pivotal role of a Customer Technical Support Specialist. If you’re adept at troubleshooting, enjoy engaging with clients via phone, live chat, and email, and harbor a passion for delivering exceptional customer service, this might just be the role for you.

Responsibilities:

  1. Fully resolve troubleshooting, billing, and product inquiries through inbound phone calls, live chat, and email channels.
  2. Craft amazing outcomes and experiences at every client interaction.

Nice to Have:

  1. Minimum of 6 months in a Technical Support or Customer Service role, with a preference for previous Call Center experience.
  2. Ability to work from home post a 5-week training course in one of the 4 Phoenix, Arizona campus training locations.
  3. Effective communication with a diverse client base and adept documentation in multiple systems.
  4. Quick, calm, and professional engagement to understand client questions/issues and deliver solutions exceeding expectations.
  5. Critical thinking, creative problem-solving, and multitasking skills.
  6. Proven track record of consistently delivering excellent customer service.
  7. Technical savvy with a desire to learn and grow within the organization.
  8. Proficiency in PC/MAC, web browsers, and various call center ticketing/call tracking systems.
  9. Availability for a 5-day per week/8-hour per day shift between 5:00 AM – 10:00 PM any day of the week, including weekends and holidays.
  10. Completion of a mandatory 5-week on-site training course, Monday – Friday, 8:30 AM to 5:30 PM.

Perks:

  • Work-from-home opportunities with provided equipment and phone/high-speed internet reimbursement.
  • Free snacks and lunches during training.
  • A dynamic, fast-paced, and casual work environment.
  • Abundant growth and career advancement opportunities.

Discover more about this opportunity and apply at eXcell Job Portal. Act swiftly; positions are in high demand!

Chat Customer Service Specialist for GC Services

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Chat Customer Service Specialist Position in Kennesaw, GA: A Professional Overview

GC Services in Kennesaw, GA is seeking a Chat Customer Service Specialist to join their team. This position requires a blend of technical proficiency, communication skills, and adaptability to excel in a dynamic virtual environment.

Responsibilities:

  1. Multi-Chat Handling: Respond adeptly to up to two concurrent chats for GC clients, providing contact completion and alternative solutions for callers.
  2. Customer-Centric Approach: Handle customer chats courteously and professionally, regardless of difficulty, to ensure customer satisfaction within client guidelines.
  3. Meeting Commitments: Attend regularly scheduled video conferences for team meetings and one-on-one coaching, demonstrating commitment to professional development.
  4. Performance Focus: Maintain concentration to meet performance goals and react positively to an evolving work environment.
  5. Collaborative Work: Foster good working relationships with supervisors and coworkers, ensuring a positive and productive atmosphere.
  6. Safety Awareness: Work safely without posing a threat to oneself or others, adhering to attendance, punctuality, and break requirements.

Qualifications: Education:

  • High School Diploma or GED is mandatory.

Experience:

  • Six months of customer service experience preferred.

Computer Experience:

  • Proficiency in personal computers, with a preference for MAC use.
  • Typing speed of 35 wpm with 95% accuracy required; 45 wpm preferred.
  • Ability to troubleshoot basic computer issues and internet connectivity.

Skills & Abilities:

  1. Communication Proficiency: Strong command of business English, spelling, and punctuation, with clear and effective oral and written communication skills.
  2. Problem Solving: Ability to define problems, collect data, and draw valid conclusions in a fast-paced environment with limited information.
  3. Professionalism: Maintain confidentiality, provide quality customer service, and work professionally with difficult or emotional customers.
  4. Adaptability: Be flexible and quickly adjust to changes, remaining alert during low call-volume periods.
  5. Efficiency: Conduct data searches efficiently and maintain a well-organized work area.

Work From Home Requirements:

  • Hard-wired internet connection with a minimum speed of 10 mbps download and 5 mbps upload.
  • Distraction-free workspace, ensuring a professional and productive environment.

All job offers are contingent upon the successful completion of drug and background checks. To apply, visit GC Services Careers. Remember, opportunities fill quickly, so act promptly.