panalo999 login Since opening in 1977, Banner Health Torrington Community Hospital has provided critical healthcare access, including joint replacement surgeries, to the people of southeast Wyoming and neighboring Nebraska. As healthcare technology rapidly grows, Community Hospital is staying a step ahead by integrating the Stryker Mako SmartRobotics System into joint replacement surgeries. This revolutionary technology is available for hip and full and partial knee replacement surgeries, and patients are returning to their daily activities faster and more comfortably than ever. Levi Keener, Community Hospital’s director of clinical operations, said they chose the Mako system because of its clinically proven ability to give patients a better experience. “There’s evidence that patients have better outcomes with this method of surgery versus a conventional orthopedic replacement,” he said. Mako’s knee or hip replacement advantages begin with a personalized surgical plan. “A CT scan creates a 3D model of the patient’s orthopedic structure,” said Keener. “Saving as much bone as possible extends the life of the orthopedic prosthetic, and patients can have better physical therapy outcomes.” The CT scan also provides a look at surrounding joints. For instance, a patient having their knee replaced will get a CT scan of their hip and ankle areas. “That way, when they’re building the prosthetic and planning for surgery, they know how the patient’s unique anatomy aligns from hip to toe,” said Keener. In the operating room, the surgeon guides the Mako’s robotic arm to perform a precise, minimized surgery according to the patient’s custom plan. With the Mako’s smaller incisions and the ability to preserve healthy tissues and bones, patients experience less pain and shorter hospital stays compared to manual joint replacements. “The custom surgical plan means the robot will help the surgeon know how much bone to cut and won’t allow for any more bone removal than what the 3D model predicted,” said Keener, who also emphasizes that the robot’s role is to assist. “The orthopedic surgeon controls the procedure,” he said. Community Hospital RN and director of patient care services Libby Montgomery added that the Mako system can facilitate more complex joint replacements by accommodating a patient’s natural curvature in their joint. “The Mako system makes it easier to retain the patient’s natural curvature, so they don’t feel a difference after the surgery in terms of their natural gait when they walk,” she said. After the operation, patients typically recover faster and need less inpatient physical therapy. Compared with a manual joint replacement, many patients can resume their regular activities one week faster with the Mako system and enjoy greater joint flexibility. “Most patients are concerned about pain,” said Montgomery. “To reduce a six-week recovery time by a week is significant to the patient.” If a person is experiencing chronic joint pain, it might be time to consider a joint replacement. A Community Hospital provider can walk patients through their options, risks and benefits to determine if a Mako-facilitated joint replacement surgery is right for them. “We are remote in Wyoming, but we’re a part of the Banner Health system, and we want to provide the same level of patient care as larger areas,” said Keener, who is committed to staying at the forefront of emerging healthcare technology. If you are considering a joint replacement, schedule an appointment with Community Hospital’s orthopedic program to see if a Mako-enabled joint replacement would be right for you. Get local news delivered to your inbox!The claim: Image shows protesters in South Korea marching toward presidential palace in December 2024 A Dec. 4 Facebook post ( direct link , archive link ) includes an aerial image that shows a mass of demonstrators in a city. "Today on the streets of South Korea as they marched the streets toward the presidential palace to demand the resignation of President Yoon Suk-yeol," the post's caption reads in part. The post was shared more than 100 times in a day. A similar post on X was reposted more than 7,000 times before it was deleted. More from the Fact-Check Team: How we pick and research claims | Email newsletter | Facebook page Our rating: False The image in the posts is from December 2016. It shows protesters rallying in Seoul against then-President Park Geun-hye. It does not show a protest against President Yoon Suk Yeol in December 2024. Image predates protests against Yoon by eight years Protesters triggered by Yoon's surprise move to establish martial law on Dec. 3 tried to march to the presidential palace in Seoul to demand his resignation but were stopped by South Korean police, according to footage posted by The Guardian on Dec. 4. Yoon, facing political backlash and widespread protests, reversed course on the martial law declaration and has since faced calls from the opposition Democratic Party to resign or face impeachment. However, the image in the Facebook post does not show protesters rallying against Yoon in December 2024. The photo was taken eight years prior, on Dec. 3, 2016. It shows demonstrators occupying Seoul's city center to rally against Park, the president at the time, over a government-influence scandal involving her friend, according to the photo's caption on Getty Images. Fact check : Military convoy photo predates South Korean martial law declaration The same photo was included in media reports published in 2016 describing ongoing protests against Park. She was later convicted on corruption charges and served nearly five years in prison before returning home with a pardon in March 2022, Reuters reported . USA TODAY reached out to the Facebook user who shared the post for comment but did not immediately receive a response. AAP also debunked the claim. Our fact-check sources Thank you for supporting our journalism. You can subscribe to our print edition, ad-free app or e-newspaper here . USA TODAY is a verified signatory of the International Fact-Checking Network, which requires a demonstrated commitment to nonpartisanship, fairness and transparency. Our fact-check work is supported in part by a grant from Meta .

Hiring and retaining neurodivergent talent is a crucial step toward fostering a more inclusive and innovative workforce in cybersecurity. But traditional hiring processes and standardized training programs can often create barriers for these individuals and lead companies to lose out on talent. Here are tips for making your hiring and training processes more inclusive and ensuring neurodivergent candidates can succeed and thrive within your organization once they are on the job. Traditional interviews may not showcase a neurodivergent candidate’s full potential. Instead, use performance-based interviews where candidates can demonstrate their skills in a comfortable, simulated work environment. This provides a better insight into their capabilities and reduces stress related to social interactions. "Sitting in a room answering questions, especially when you're seeking a job that is going to have less social interaction, is not the way to do it. When it comes to showing my skill set, I'm going to be doing that on a computer, in an environment I'm comfortable with," says Megan Roddie-Fonseca, a senior security engineer at Datadog and a neurodivergent person with autism and ADHD. Clarity is key when working with neurodivergent candidates. During interviews and onboarding, provide clear instructions and explain expectations thoroughly. Avoid using metaphors or vague language, which can create confusion for some candidates. “Due to my auditory processing disorder, I often rely on written communication to fully process information,” says Meghan Maneval, senior director of product marketing at LogicGate. Allowing candidates to complete tasks at their own pace and in familiar environments can help them showcase their strengths without the added pressure of time constraints or sensory distractions. “Many neurodivergent employees I have spoken with tell me they are at their best when they have time and mental space to solve a problem on their own, in their own way, and then bring it back to the team,” says Dr. Jodi Asbell-Clarke, a senior researcher in neurodiversity in STEM education at the non-profit TERC, and author of Reaching and Teaching Neurodivergent Learners in STEM. Neurodivergent employees often benefit from tailored training programs . Rather than a one-size-fits-all approach, offer flexible training options, such as self-paced modules, to accommodate different learning styles. "Giving neurodivergent employees space for autonomy of thought during training can be beneficial,” says Asbell-Clarke Foster open dialogue about neurodiversity and encourage conversations about the needs of neurodivergent employees. Create Employee Resource Groups (ERGs) to provide a platform for neurodivergent voices and ensure they feel heard. “It's a culture shift because a lot of people are afraid to bring up those things because people think they're silly or they'll feel like, you know, they're going to get fired or not be a candidate for hire because they made a request like this," says Roddie-Fonseca. Adopt universal design practices that benefit everyone in the workplace, whether or not they disclose a neurodivergent condition. Simple accommodations like allowing flexible workspaces, reducing sensory distractions, and providing access to tools can help everyone thrive. "Neurodivergence is already present in about 20% of the workforce, but not everyone will disclose it. So it’s important to have support systems in place that everyone can access,” says Liz Green, an occupational therapist and business consultant specializing in neurodiversity and inclusive design, who often works with cybersecurity clients. Create a culture of regular check-ins, where managers and employees can discuss accommodations, work environment preferences, and overall well-being. This ensures neurodivergent employees feel supported and understood. But do it in different ways that also ensure the check ins are not intrusive. This can be done with short check-in surveys, for example. "Quick checks are very helpful,” says Green. “Regular check-ins allow managers to understand how employees are doing and if any accommodations need adjustment." Creating an inclusive environment for neurodivergent employees requires a willingness to learn and adapt. Encourage managers to engage in ongoing training and education on neurodiversity, and foster a workplace culture that supports continuous learning and improvement. Ensure that neurodivergent employees are included in all conversations and initiatives that are centered on inclusion. “The most important thing is bringing forth the voices of the population,” says Green. “It’s about making an effort to listen and then act on what neurodivergent employees are saying.” Joan Goodchild is a veteran journalist, editor, and writer who has been covering security for more than a decade. She has written for several publications and previously served as editor-in-chief for CSO Online.None

NEW YEAR, NEW LOOK: HYATT CENTRIC SOUTH BEACH MIAMI DEBUTS ELEVATED STYLE AND LUXURYGabriel mimics Gyokeres in cheeky goal celebration in Arsenal win over Sporting in Champions LeagueCitigroup Inc. raised its stake in Goldman Sachs JUST U.S. Large Cap Equity ETF ( NYSEARCA:JUST – Free Report ) by 5.1% during the third quarter, according to its most recent disclosure with the SEC. The fund owned 123,069 shares of the company’s stock after buying an additional 5,973 shares during the quarter. Citigroup Inc. owned approximately 2.68% of Goldman Sachs JUST U.S. Large Cap Equity ETF worth $10,082,000 as of its most recent SEC filing. Other hedge funds also recently added to or reduced their stakes in the company. Mattson Financial Services LLC bought a new stake in shares of Goldman Sachs JUST U.S. Large Cap Equity ETF during the second quarter valued at about $28,000. Paladin Wealth LLC bought a new stake in shares of Goldman Sachs JUST U.S. Large Cap Equity ETF during the third quarter valued at about $41,000. Brown Financial Advisors bought a new stake in shares of Goldman Sachs JUST U.S. Large Cap Equity ETF during the second quarter valued at about $101,000. Richardson Financial Services Inc. raised its position in Goldman Sachs JUST U.S. Large Cap Equity ETF by 99.5% in the third quarter. Richardson Financial Services Inc. now owns 1,746 shares of the company’s stock worth $140,000 after acquiring an additional 871 shares in the last quarter. Finally, Cetera Investment Advisers raised its position in Goldman Sachs JUST U.S. Large Cap Equity ETF by 3.8% in the second quarter. Cetera Investment Advisers now owns 20,348 shares of the company’s stock worth $1,590,000 after acquiring an additional 747 shares in the last quarter. Goldman Sachs JUST U.S. Large Cap Equity ETF Trading Up 0.6 % Shares of Goldman Sachs JUST U.S. Large Cap Equity ETF stock opened at $85.71 on Friday. The company’s 50-day moving average price is $82.97 and its two-hundred day moving average price is $79.75. Goldman Sachs JUST U.S. Large Cap Equity ETF has a 52 week low of $64.93 and a 52 week high of $85.82. The stock has a market cap of $394.27 million, a PE ratio of 25.77 and a beta of 0.97. Goldman Sachs JUST U.S. Large Cap Equity ETF Profile The Goldman Sachs JUST U.S. Large Cap Equity ETF (JUST) is an exchange-traded fund that is based on the JUST US Large Cap Diversified index. The fund tracks a tier-weighted index of US-listed large-cap stocks selected based on a survey-based assessment of business behavior. JUST was launched on Jun 7, 2018 and is managed by Goldman Sachs. Featured Articles Receive News & Ratings for Goldman Sachs JUST U.S. Large Cap Equity ETF Daily - Enter your email address below to receive a concise daily summary of the latest news and analysts' ratings for Goldman Sachs JUST U.S. Large Cap Equity ETF and related companies with MarketBeat.com's FREE daily email newsletter .

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BOISE, Idaho, Dec. 20, 2024 (GLOBE NEWSWIRE) -- As the official credit union of the Boise State Broncos, Mountain America Credit Union continues its support of BroncoLife through the First Down donation program. Through this unique program, the credit union committed a donation to BroncoLife for every first down completed by the BSU football team in 2024. This year, those first downs added up to $15,000, which will help BroncoLife continue its mission of empowering student-athletes to reach their full potential both in school and on their future career paths. A Media Snippet accompanying this announcement is available by clicking on this link. “Community service is integral to our core values, and Mountain America is proud to participate in the First Down donation program,” said Nathan Anderson, executive vice president and chief operating officer at Mountain America. “We value the lasting contributions BroncoLife makes to the lives of families and students in the Treasure Valley and beyond.” During the November 29, 2024, game, Mountain America presented a check for $15,000 to Associate Athletic Director Sara Whiles, Buster Bronco, and fellow Boise State Athletics associates. Since 2019, Mountain America has donated over $90,000 to BroncoLife. "We are so grateful Mountain America Credit Union continues to recognize and support the BroncoLife program,” Whiles said. “With investments like theirs we can provide opportunities that assist in the development of student-athletes and ultimately prepare them for life after sports.” For more information about Mountain America’s community involvement activities, visit macu.com/newsroom . About Mountain America Credit Union With more than 1 million members and $20 billion in assets, Mountain America Credit Union helps its members define and achieve their financial dreams. Mountain America provides consumers and businesses with a variety of convenient, flexible products and services, as well as sound, timely advice. Members enjoy access to secure, cutting-edge mobile banking technology, over 100 branches across multiple states, and more than 50,000 surcharge-free ATMs. Mountain America—guiding you forward. Learn more at macu.com . Contact: publicrelations@macu.com , macu.com/newsroom

A masked gunman fatally shot Brian Thompson , the CEO of UnitedHealthcare — one of the nation’s largest health insurers — outside a Manhattan hotel where the company was holding its investor conference on Wednesday, Dec. 4. Police are still searching for the gunman. A day after the shooting, a TikTok went viral claiming UnitedHealthcare posted a LinkedIn job listing for a new CEO within 24 hours of Thompson’s death. The job listing that appears in the video advertises a full-time, remote position based in Minnetonka, Minnesota, with an annual salary range of $300,000 to $450,000. Another viral TikTok claimed the company also posted the same job listing on Indeed. Many commenters on the viral TikToks questioned whether UnitedHealthcare actually posted a job listing for a new CEO directly following the fatal shooting. THE QUESTION Did UnitedHealthcare post a job listing for a new CEO the day after Brian Thompson’s death? THE SOURCES UnitedHealthcare UnitedHealth Group’s 2024 proxy statement Independent VERIFY searches of job openings on UnitedHealthcare’s LinkedIn , Indeed and official careers website Peter Deragon , a managing director at Stanton Chase in Los Angeles Liz Ryan , the CEO and founder of Human Workplace, a career coaching and consulting firm THE ANSWER No, UnitedHealthcare did not post a job listing for a new CEO the day after Brian Thompson’s death. Sign up for the VERIFY Fast Facts newsletter here . WHAT WE FOUND UnitedHealthcare did not post a job listing for a new CEO shortly the day after Brian Thompson was fatally shot in New York on Dec. 4, like two viral TikToks claimed. UnitedHealthcare is the largest subsidiary of the Minnetonka, Minnesota-based UnitedHealth Group. Thompson worked at UnitedHealth Group for 20 years. In April 2021, he was named UnitedHealthcare’s CEO after running the company’s Medicare and retirement business. On Dec. 6, VERIFY searched the most recent job listings posted on UnitedHealthcare’s LinkedIn and Indeed profiles and found that the company had not posted an ad for a new CEO within hours of Thompson’s death. We also found that the job was not listed on UnitedHealth Group’s official careers website . The salary range that appears in the viral TikTok’s fake job listing is also significantly lower than Thompson’s actual salary. In 2023, Thompson’s annual pay package, including salary, bonus and stock options awards, was $10.2 million, making him one of the company’s highest-paid executives, according to UnitedHealth Group’s 2024 proxy statement . Peter Deragon, a managing director at Stanton Chase, a global executive search and leadership consulting firm, says most companies don’t hire their CEOs through LinkedIn, Indeed or other online job boards. “Most C-suite executives don’t ‘hunt’ for a job in the traditional sense of the word. They aren’t found scouring job boards or parsing over the latest employment listings,” Deragon wrote in a blog post from January 2023. “Instead, C-suite professionals willing to shift between employers enter a different process. They position themselves favorably and are ‘courted’ by companies in need of quality leadership,” he added. Liz Ryan, the CEO and founder of Human Workplace, a career coaching and consulting firm, agrees. “Higher-level executives don’t get new jobs by filling out online applications and uploading their resumes,” Ryan wrote in November 2023. “They don’t job hunt that way because they’d never get hired if they did.” VERIFY reached out to UnitedHealthcare for comment but did not hear back by the time of publication. The Associated Press contributed to this report .