This study says supplements can be unhealthy and even harmful

This study says supplements can be unhealthy and even harmfulThis study says supplements can be unhealthy and even harmfulIf youve been making up for a less-than-exemplary diet by stuffing vitamins and supplements down your throat or if youre enticed by the latest celebrity-endorsed supplement du jour you may want to seriously reconsider your strategy, new research from Tufts University finds. Dietary supplements wont extend your life, according to the research published in the Annals of Internal Medicine says. Not only that, but some vitamins can hurt you and even shorten your life if taken at excess amounts.The bottom line eat something. Its that adequate intake of certain nutrients that reduce all-cause mortality, but only when that source of nutrients is food not supplements.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreOur results support the idea that, while supplement use contribute s to an increased level of total nutrient intake, there are beneficial associations with nutrients from foods that arent seen with supplements, said Fang Fang Zhang,M.D., Ph.D., associate prof at the Friedman School of Nutrition Science and Policy at Tufts University and senior and corresponding author on the study, in a release. This study also confirms the importance of identifying the nutrient source when evaluating mortality outcomes.Researchers analyzed data from nearly 30,000 adults ages 20 and older to evaluate the association between dietary supplement use and death from all causes, cardiovascular disease, and cancer, according to a news release. Participants filled out a 24-hours food questionnaire two times and answered questions about using dietary supplements during an interview.Heres what researchers found you should be eating enough of for your vitamins but not relying on supplements forAdequate intakes of vitamin K and magnesium associated with a lower risk of deathA dequate intakes of vitamin A, vitamin K, and zinc are associated with a lower risk of death from cardiovascular diseaseFood has nutrients tooAccording to the National Institute of Health (NIH), here are food sources are these vitamins.Vitamin K include leafy greens such as kale, spinach and broccoli.Vitamin A is found in orange and yellow fruits, eggs, and vegetables.Zinc is found is red meat, beans, nuts, chickpeas, lentils, and other legumes.Vitamin A includes eggs, as well as orange and yellow fruits and vegetables.Magnesium is found in leafy greens, legumes, nuts, and whole grains.Supplements you shouldnt be getting too much ofExcess calcium intake was linked to an increased risk of cancer death supplement doses of over 1,000 mg/dayIt was found that the use of Vitamin D supplements by people with no sign of vitamin D deficiency may be associated with an increased risk of death from all causes, including cancer, but further research is necessary.As usual, the lesson is to eat mo re whole foods, and that theres no shortcut to being healthy.As potential benefits and harms of supplement use continue to be studied, some studies have found associations between excess nutrient intake and adverse outcomes, including increased risk of certain cancers, said Zhang. It is important to understand the role that the nutrient and its source might play in health outcomes, particularly if the effect might not be beneficial.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Aerospace Maintenance Job Description

Aerospace Maintenance Job DescriptionAerospace Maintenance Job DescriptionAerospace maintenance airmen in the United States Air Force maintain aircraft, support equipment (SE), and forms and records. They also perform production supervisor, flight chief, expediter, crew chief, support, aero repair, and maintenance functions. A related DoD cccupational subgroup is 600. Duties and Responsibilities Advises on problems maintaining, servicing, and inspecting aircraft and aerospace SE. Uses technical data to diagnose and solve maintenance problems on aircraft systems. Interprets and advises on maintenance procedures and policies to repair aircraft and SE. Troubleshoots and maintains aircraft structures, systems, components, and SE. Tests repaired components using mockups and test equipment. Adjusts, aligns, rigs, and calibrates aircraft systems. Performs engine run-up. Accomplishes weight and balance functions. Jacks, tows, and services aircraft. Inspects aircraft structures, systems, components, and SE. Supervises and performs aircraft and component inspections. Interprets inspection findings and determines adequacy of corrective actions. Inspects and checks components for clearances, tolerances, proper installation, and operation. Inspects and operates powered and nonpowered aerospace ground equipment. Inspects and identifies aircraft corrosion for prevention and correction. Reviews maintenance forms, aircraft records, and reports to ensure complete documentation. Inventories and maintains alternate mission equipment. Performs production supervisor, flight chief, expediter, crew chief, aero repair, support, and maintenance functions. Coordinates maintenance plans to meet operational commitments. Supervises and assists in launching and recovering aircraft. Reviews maintenance data collection summaries to determine trends and production effectiveness. Performs crash recovery duties. Performs staff and supervisory management functions. Specialty Qualifications Knowledge Knowledge is mandatory of principles applying to aircraft systems concepts and application of maintenance directives and data reporting using technical data Air Force supply procedures and proper handling, use, and disposal of hazardous waste and materials. Education For entry into this specialty, completion of high school with courses in pneudraulics, physics, and electronics is desirable. Training For award of AFSC 2A531X, completion of a suffix specific basic aerospace maintenance course is mandatory. Experience The following experience is mandatory for award of AFSC indicated (Note See Explanation of Air Force Specialty Codes.) 2A551X Qualification in and possession of AFSC 2A531X. Also, experience in functions such as repairing and maintaining aircraft or related installed equipment.2A571 Qualification in and possession of AFSC 2A551X. Also, experience performing or supervising functions such as installing, repairing, inspecting, or overhauling aircraft structures, systems, and components. Other. The following are mandatory as indicated For entry into this specialty, normal color vision as defined in AFI 48-123, Medical Examination and Standards. For award and retention of AFSCs 2A531X/51X/71, eligibility for a Secret security clearance, according to AFI 31-501, Personnel Security Program Management. Specialty Shredouts Suffix Portion of AFS to Which Related A... C-9/C-20/C-21/C-22/C-141/T-39/T-43 B... C-12/C-26/C-27/C-130 C... C-5 D... C-17 E... B-1/B-2 F... B-52 G... C-18/C-135/E-3/VC-25/VC-137 H... KC-10/E-4 J... C-5/C-9/C-12/C-17/C-20/C-21/C-22/C-26/C-27/C-130/C-141/T-39/T-43 K... B-1/B-2/B-52 L... All C-135/C-18/E-3/E-4/KC-10/VC-25/VC-137 NOTE Shredouts A, B, C, D, E, F, G, and H are applicable to the 1- and 3-skill levels only. Shredouts J, K, and L are applicable at the 5-skill level only. Shredouts A, B, C, and D merge to form shredout J at the 5-skill level. Shredouts E and F merge at the 5-skill level to form shredout K. Shredout s G and H merge at the 5-skill level to form shredout L. There are no shredouts at the 7-skill level. Strength ReqL (2A5X1D and 2A5X1H requires a K) Physical Profile 333132 Citizenship Yes Required AptitudeScoreM-44 (Changed to M-47, effective 1 Jul 04). Technical Training Course J3AQR2A531A 000 Length (Days) 83 schauplatz S Course J3ABP2A531A 000 Length (Days) 10 Location MC Other Possible Courses(Depending on assignment andshreadoutassigned) Course 3AQR2A531A 002 Length (Days) 23 Location S Course J5ABO2A531A 002 Length (Days) 40 Location Sct Course J3AQR2A531B 000 Length (Days) 83 Location S Course J3ABP2A531B 000 Length (Days) 20 Location LR Course J3ABP2A531C 000 Length (Days) 30 Location Dover Course J3ABP2A531D 023 Length (Days) 23 Location Chr Course J3ABP2A531EE003 Length (Days) 27 Location Ell Course J3ABP2A531E 004 Length (Days) 33 Location Whi Course J3ABR2A531F 001 Length (Days) 59 Location S Course J3ABP2A531G 002 Length (Days) 70 LocationTnk Course J3AQR2 A531H 001 Length (Days) 33 Location S Course J3ABP2A531M 001 Length (Days) 30 Location McG Course J3ABP2A531T 001 Length (Days) 30

How to Build your First HR Department

How to Build your First HR DepartmentHow to Build your First HR DepartmentHow to Build your First HR Department Smith, PayScale.com At first it seemed like your company was getting along just fine without an HR department. After all, the work that HRdoes is often easily outsourced and seems mundane in the grand scheme of things.However, it is indisputable that certain work needs doing and tasks such as employee relations compliance, employee training, payroll, andbenefits administration are all vital functions of a business as are other functions, such as onboarding, employee terminationand keeping up with employee performance reviews.Recordkeeping outside of the business can be aufgabeatic in itself, and issues such as conflict resolution simply cannot be handled using outsideresources.While outsourcing ansicht tasks may have been a feasible solution for your company in the past, you have come to the realization that your business is probably better off handling these things intern ally. Your business is growing and evolving and with that you have recognized that the time has come for you to build your first HR Department.How HR Has EvolvedTraditionally, HRs purpose was to focus on determining who does what and to screen out the undesirables during the hiring process. Yet times are changing.Over the past decade, HR has started to transition out of this cookie-cutter role. Today, there are huge variances in the tasks they handle. Some HR departments still perform standard roles, but many are responsible for a variety of business functions.Before building your first HR department, you must first decide what tasks you want to hold HR accountable for, and most importantly, what you want out of your potential HR professionals.HR Skills that Matter MostWhen searching for your human resources managers, you should put your focus on seeking out candidates who have high-detail orientation, strong written and oral communication skills, and an open and pleasant dispositio n.A senior-level HR professionalshould possess all of these basic skills plus additional knowledge about the nuts and bolts of HR - compensation, employment law, benefits management and design, and problem resolution skills. A qualified senior level HR pro-fessional should also be highly empathetic and possess strong public speaking abilities.Integrating your New HR TeamInitially the introduction of your new HR team members can wreak havoc on other de-partments, especially when they first take on the tasks previously performed by other team members. Here are some pointers on how to introduce your new department without causing a major upset.Be clear about why you need an HR department. If you dont know why you need HR, then the process of creating a department is bound to be frustrating for everyone involved.Prepare your managers. The tasks that your newly-hired HR professionals will be taking on may have been previously handled by your managers who have de-veloped their own system s of hiring, firing, and counseling employees. That makes it imperative to speak with your managers about why you are hiring HR professionals and stress that you need their full hilfe of the new team members.Provide Support. Your new HR department will need financial, technological and emotional support to get the job done. Financial support might come in the way of a budget that allows for continuing education, professional memberships, consultant fees, and monies for programing supplies.Technological support may include a modern compensation management system and the training to go along with it. Even more important, however, is providing them with emotional support as HR works with management.Set High Expectations. Set a high standard for your HR Department. Your new department should be reliable when it comes to responsiveness, trustworthiness, and accuracy. The department should regularly generate new ideas, initiatives, and programs that add value by driving employee retention , reducing risk and liability, increasing employee productivity and profits.Be Inclusive. If HR is routinely excluded from significant discussions about work matters, it wont take long for everyone to realize that the organization doesnt re-spect the function. Once that happens, HR wont have the credibility to influence outcomes.There are many things to take into consideration when building your first HR department. If done correctly, your HR people will help your business to function much more efficiently.Ultimately, finding qualified individuals who are motivated to learn the business and help employees thrive will prove to be critical in whether or not your new HR department sinks or swims.Learn more about building a successful HR department or fixing an existing one in this new PayScale whitepaper.