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The two main products used for teeth whitening are hydrogen peroxide and carbamide peroxide. Unlike a whitening toothpaste that uses an abrasive ingredient to mechanically remove surface-level stains, the oxygen molecules within these whitening agents weaken your tooth stains on a molecular level.
Many over-the-counter (OTC) whitening strips, kits and pens also use a form of peroxide. The difference between these and professional teeth whitening is the chemical concentration.
“In the office, we use a very high percentage of hydrogen peroxide because we have the capability to isolate the teeth,” says Joseph Michael Brofsky, head of pediatric dentistry at Cohen Children’s Medical Center of New York. “We use a special rubber dam to protect the patient’s gums because if peroxide gets onto the gums, it would burn them.”
Like at-home whitening products, there are a variety of professional teeth whitening methods. In-office professional whitening is a quicker, albeit more costly way to lighten up your pearly whites. Meanwhile, custom take-home trays fall somewhere between in-office professional whitening and an OTC whitener in terms of treatment time and cost.
In-office professional whitening treatments are typically completed in several short appointments but will depend on your unique needs. A whitening agent is left on for 15- to 30-minute increments, and the entire appointment should take no longer than an hour and a half.
There are a few types of in-office whitening treatments:
Halogen light and laser light increased teeth lightness more than hydrogen peroxide alone, according to a 2016 study in the Journal of Conservative Dentistry. After three weeks, study participants in the halogen and laser light groups still had the white teeth color achieved during treatment while the non-light group had “shade rebound” after just two weeks—initially brightened teeth became darker.
However, some studies show no benefit from using a light tool such as a laser or lamp over a whitening gel alone.
Aside from effectiveness, is light exposure safe for your smile? A 2020 study in Materials found that tooth cells recovered well after LED light-accelerated technology, concluding that most side effects are “temporary and transient.”
In-office whitening typically involves several steps:
Even if you stick to your dentist’s recommended regimen of resisting bright foods, coffee and wine, your teeth may appear a bit darker a few days after whitening. But don’t be discouraged. The dehydration caused by teeth-whitening makes them look immediately bright right after your procedure. After a week, if your teeth are not at your preferred shade, speak with your dentist about whether or not there’s potential for them to become lighter with at-home products or more in-office visits.
While in-office whitening is fast, custom take-home trays require some diligence on the part of the patient. They may be your only treatment or a follow-up treatment to in-office whitening if your dentist believes your smile is prone to getting new stains again soon.
With a professional take-home-tray, your dentist will make an impression of your teeth for a custom-fabricated tray. Because this tray will fit perfectly to the shape of your mouth, it will typically provide you more comprehensive whitening results than OTC trays. Instead of a hydrogen peroxide-based gel, you’ll most likely get a carbamide peroxide-based gel to place in the tray and use at home. Even though it doesn’t whiten as quickly as a hydrogen peroxide-based gel, you’re less likely to experience sensitivity if you accidentally get it on your gums, cheek or tongue.
The concentration of the gel your dentist gives you for your custom-fit trays ranges from 10% to 38% carbamide peroxide, according to the American Dental Association. Your duration of treatment will also vary, from wearing your tray from two to 10 hours a day, and for up to 28 days. Over-the-counter trays come with a similar percentage of carbamide. The difference in quality is in regards to fit. A custom tray will fit directly around your teeth, giving little room for the gel to slip up to your gums or miss whitening hard-to-reach crevices.
Welcome to our Quick Guide to the C-SPAN Video Library. Here you'll find C-SPAN programs by frequently searched categories, a selection of most popular searches, some well-received "fast finds", and a look into the archive at the most popular programs (by online views) for each day of the year. To customize your search of the C-SPAN Video Library, please type a keyword, a name, the organization or congressional bill you're seeking, into the search box near the top of any page on C-SPAN.org.
Professional employer organizations (PEOs) are third-party companies that provide outsourced payroll and human resources (HR) support.
Business owners and executives might hire PEOs if they’re short on time or have too many employees to keep track of by themselves. Indeed, it’s a more accessible and cost-effective option than hiring in-house professionals, but there are downsides. You must have a solid budget and an open mind when working with an external organization.
Let’s take a closer look at what a PEO is, what its strengths and weaknesses are and who it’s best for.
As mentioned above, professional employer organizations are essentially contractors, and they cover your payroll and human resource needs. For example, a PEO can file your taxes, issue paychecks and answer employee benefits questions.
Think of a PEO as an a la carte, prepackaged human resources department. You can purchase their services as needed and stick with them until you put an internal HR team together. They’re ready to go with staff, software and expertise, so you can confidently hand over your payroll and HR operations — all for convenience and peace of mind.
There are many PEOs out there. Some target specifically small businesses, yet others provide services to any size entity. A few of the top PEOs include Papaya Global, Paychex and TriNet, which we cover in our list of favorite PEOs.
However, our number one choice is ADP TotalSource. It serves businesses with five to 250 employees, and some of its main offerings include:
These kinds of services are fairly standard for PEOs with some variance based on specialty or unique capabilities, but it’s also important to peruse user reviews to get a sense of how satisfied a service’s customers are and what level of quality you can expect.
The overarching appeal of professional employer organizations (PEOs) is their money- and time-saving value. For instance, small-business owners usually employ a PEO in lieu of hiring elaborate administrative teams.
But there are other perks too:
For many businesses, PEOs pay for themselves. After all, they’re typically cheaper than hiring in-house professionals from scratch. Plus, their specialized knowledge helps you avoid costly issues like a missed tax deadline or compliance problems.
Nothing’s perfect in life, and PEOs are no different.
First, you’ll need enough staff members to justify contracting a PEO. A dozen or more employees is a good rule of thumb, but this can vary. Any fewer and it’s likely easier to keep things informal and in-house — most likely in a bare-bones arrangement.
You’ll also need a proper budget. Undoubtedly, a PEO is out of the question if you’re scraping by or are waiting to see if revenue picks up. PEOs save money only when compared to hiring in-house professionals. They’re still a pricey proposition, though.
There are other downsides to consider:
PEOs can be a good option for some small businesses, but they are not without their issues. You’ll need flexibility, an open mind and a comfortable budget to overcome these downsides. And it’s okay if you’re not quite at the right stage for a PEO — there are plenty of excellent payroll software out there to help you in the meantime.
Usually, smaller businesses still trying to find their footing employ a PEO. This situation includes entities with uncertain futures, newly launched ventures and those not yet able to afford large in-house administrative teams.
Here are some situations that make a PEO a good idea:
Overall, a PEO is geared toward growth. Small businesses use these organizations to keep their focus on their core business rather than bothering with administrative tasks.
A young startup company is a good example of a business well-suited for a PEO. Startups often don’t have the resources to hire a full-time HR department. They’re also unsure of their future, and avoiding layoffs is ideal. This theme of uncertainty makes a PEO a quick, straightforward solution to handle administrative tasks.
Another example of a small business that might use a PEO is a business with seasonal staffing fluctuations. As you shrink operations, you can easily downsize PEO services and vice versa. On the other hand, you would have to conduct difficult layoffs if you had an in-house team.
A business’s financial situation and workforce size are two top factors when considering a PEO. You must have enough money and staff to justify a PEO. On the other hand, if you’re a mature business that’s flush with cash, hiring an in-house team may better suit you.
A PEO is not right for you if your business:
If you already have an in-house administrative team, a PEO may cause friction. Your team may worry they’ll get laid off or have less authority over personnel matters. Luckily, most PEOs offer customized services. This tailored approach means you can retain in-house staff and use third-party help with extra tasks as a way to share responsibilities.
Professional employee organizations provide human resources and payroll support on a contracted basis. This third-party arrangement makes it easy, quick, and cost-effective for businesses to employ.
Yet, only some entities are suitable candidates. You’ll need a healthy budget and a growing workforce to justify the expense. Plus, you must be open-minded to listen to a PEO’s recommendations and decisions.
Justworks Payroll is a lightweight solution that simplifies Payroll and HR operations so you can focus on what matters most – running your business. Our user-friendly navigation, paired with reliable support, helps you monitor and maintain compliance, onboard and manage your teams, and navigate the complex world of payroll with confidence.
Designed for today's needs and tomorrow's ambitions, our adaptable solutions will elevate your operations & provide the tools for your business to thrive.
ADP Workforce Now serves clients across nearly every industry who are looking to manage their human capital management needs across payroll, HR, benefits, talent, and time and labor, among others. ADP Workforce Now provides clients with custom-tailored solutions that fit their organization, so they can save time and money while getting expert support and accuracy.
Payroll can be a time-consuming, administrative task for HR teams. Paycor’s solution is an easy-to-use yet powerful tool that gives you time back in your day. Quickly and easily pay employees from wherever you are and never worry about tax compliance again. Key features like general ledger integration, earned wage access, AutoRun, employee self-service and detailed reporting simplify the process and help ensure you pay employees accurately and on time.
Payroll and HR that move you in the right direction. We provide you everything you need to navigate payroll, HR, and benefits — so you can keep running your business smoothly.
Get your first month free, or join a demo to see everything we can do!
Paychex is a cloud-based payroll management system offering payroll, HR, and benefits management systems for small to large businesses. Paychex covers payroll and taxes, employee 401(k) retirement services, benefits, insurance, HR, accounting, finance and Professional Employer Organization (PEO).
Welcome to BleepingComputer, a free community where people like yourself come together to discuss and learn how to use their computers in an atmosphere that is both helpful and welcoming. With over 700,000 registered members asking and answering questions, BleepingComputer.com has become a vibrant and lively community of like-minded people. Now it is your turn to become part of this experience.
BleepingComputer is paid for completely by advertisement revenue and the moderators are all volunteers. What this means is that any support and advice you receive from this site is completely free. Sounds like a good deal, right? Let's make it sweeter then; as a registered user you will also no longer see any ads at all on this site! What are you waiting for? Learn how to get started asking questions and helping others in the forums with the simple instructions below:
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Chief Academic & Learning Officer (HCI Academy); Chair/Professor, Organizational Leadership (UVU); OD Consultant (Human Capital Innovations)
There came a point earlier in my professional life when I felt wholly disconnected from and disillusioned with my work. Despite my best efforts, I continually felt overburdened by the demands of my job and didn't feel like I was having a significant influence. I was close to burnout and realized that something had to happen if I wanted to continue to be driven and interested at work.
I decided to start using a few techniques to organize my workload, stay in touch with co-workers and find purpose in my work to recover control over my career and stay involved without burning out. I was able to rediscover a feeling of purpose and meaning in my work by concentrating on the tasks that mattered most and developing strong bonds with my co-workers.
In my own consulting and academic work, I have discovered that my experience was not all that unique. Young workers are more likely to experience burnout and disengagement in the fast-paced workplace of today. A recent study found that over 50% of Gen-Z and younger Millennials are facing burnout, and professionals under the age of 35 also report feeling little kinship with their peers, which can compound feelings of isolation and disengagement.
So what can young Millennial and Gen-Z professionals in leadership do to take back control of their jobs and maintain engagement without becoming burned out?
Selectively overdelivering is one tactic I have found to be helpful. This entails identifying and giving priority to the tasks that are most important to your organization. Clarify which objectives are crucial for the team and the organization and choose a personal objective in which you can succeed (matching your interests, skills and the priorities of the business). You can make a significant contribution while avoiding the burnout that might result from trying to do everything at once by concentrating on tasks that are in line with your strengths and the organization's goals.
Let's look at a scenario where you are an early-career team lead working in marketing for a software company. While your team is working on a number of initiatives, upper management has singled out one new project as crucial to the success of the business. Determine which goals are most important by talking with upper management, then choose a personal goal that you and your team can excel at. In addition to honing your leadership style and approach to the new project, you can also help your team members stretch themselves and develop their own leadership competencies by taking ownership of certain aspects of the project and concentrating on a particular area that matches their abilities.
Finding subtle methods to be acknowledged is another technique to keep people motivated and involved. Even if you are clear on your priorities and goals, it is easy for you and your team members to get disengaged and demotivated at work when your efforts go unappreciated. Asking a client to include upper management in a stream of emails praising your or your team members' work can go a long way in garnering recognition and support from senior officials. This will also help you proactively foster an appreciation-oriented team culture.
Here are a few additional ideas:
• Ask upper management for input: Asking for regular feedback from upper management can enhance your understanding of your strengths and areas for improvement, as well as letting your manager know the influence you're having on your team.
• Discuss accomplishments with your team: Share information with your colleagues in a team meeting or in a group chat when you've completed a project successfully or received favorable feedback from a client.
• Don't be scared to speak out: If you finish a particularly difficult project, mention it to upper management so you can be acknowledged in some form (e.g., through an email to the entire company or a mention in a team meeting).
Establishing and maintaining connections is essential for preventing burnout and disengagement, especially for leaders who are early in their careers. Form relationships with co-workers who inspire you, who can help you learn and grow, who share your values or interests or who can teach you something new. By developing a diversified network of co-workers who can offer helpful advice and encouragement throughout your career, you can foster a sense of community and support that will help keep you interested and motivated.
Here are a few additional ideas:
• Attend team events: Going to team events can help you develop relationships with your co-workers outside of the office, such as happy hours or team-building exercises. These gatherings can be fantastic opportunities to develop relationships based on common interests and ideals.
• Plan frequent check-ins: Plan frequent check-ins with your co-workers to maintain contact and make sure you're all on the same page. This could be setting up a weekly meeting to go over a project or just dropping by to see how they're doing. You can establish rapport and trust with co-workers by maintaining this connection.
• Benefit from technology: If you work remotely or have co-workers in different places, technology can be a terrific way to stay in touch. To stay in touch with your team throughout the day, schedule a virtual coffee date with a co-worker or use a messaging app.
Now, more than ever, young professional leaders must figure out how to stay motivated and involved at work. Early-career professional leaders can prevent burnout and disengagement and create a supportive work environment that promotes growth, learning and engagement by selectively overdelivering, coming up with subtle ways to be recognized and maintaining relationships with co-workers. Young professional leaders can take charge of their careers and find success and fulfillment in their work by making these methods a top priority.
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