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Added for You - Policy & Procedure Manuals - Tools For Greater Productivity and Efficiency
In this installment of our series on medical billing of claims electronically, using NSF 3.01 specifications, we're going to conclude our review of the DA0 record, which is the record that identifies the payer to whom the claim is being transmitted and whom will ultimately be paying this claim to the patient or insured. We'll begin with field number 17.DA0 field 17, positions 155 - 156, is the patient relationship to insured code. This requires a brief explanation. In many cases, the patient and the insured are the same person. In some cases, however, the patient is covered under another person's insurance, such as a child being covered under a parent's insurance. It has to be stated here how the patient is related to the insured so the payer can check to see if the patient is actually covered under the insured's policy. If not, the claim will not be paid.DA0 field 18, positions 157 - 181, is the patient's ID or Medicare number. Most electronic claims billed are usually to Medicare but in the cases where they are not an ID number still needs to be transmitted. Fortunately, the industry has been standardized so that the ID numbers are all the same length.DA0 fields 19, 20 and 21, positions 182 - 214, are the insured's last name, first name and middle initial. It is important to note that this is the insured's name and NOT the patient's name because the patient may be insured under
A Procedure Manual provides detailed instructions for all the company's standard work routines. The manual should be written in an easy-to-read, detailed, step-by-step manner so all employees will be able to use it for guidance in handling new or unfamiliar transactions or procedures. The benefits of a Procedure Manual are many. For example:
* People know what to do and what is expected of them
* The company is no longer tied to an "indispensable" employee
* Minimizes dislocation and loss of time and energy due to personnel turnover
* Helps new employees quickly learn and achieve a productive status
* Reduces management time spent in training
* Facilitates growth of your business
* Can free the retailer from an in-depth involvement in all the details of daily operations
* Standardizes the way identical tasks are performed by different employees, thereby increasing efficiency and reducing errors
The Procedure Manual must be as detailed as possible so it can be used as a training manual for new employees as well as a resource manual for existing employees. A set of standard procedures should be developed for every activity in the store from alterations to store maintenance. All of these areas of activity can contribute to or detract from your store, either directly or indirectly. Some activities need step-by-step
One of the most dynamic businesswomen of the 20th century, Estee Lauder through focus and hard work created one of the world’s most recognized cosmetics brands. With a single-mindedness of purpose rarely encountered, Estee Lauder left behind her at her death a business whose products are today available in almost every country and which employs tens of thousands worldwide.Born Josephine Esther Mentzer in Queens, New York in 1908, to father Max and mother Rose who were of Eastern European descent, she was trained in the selling of skin care products to local beauty salons and hotels by her uncle, John Schotz, a chemist with New Way Laboratories. In 1930 Estee (her nickname) married Joseph Lauter, the family changing their surname to "Lauder" later that decade.Estee Lauder was a late bloomer. It was not until 1948, at the ripe old age of forty, that her legacy really was born. In that year, she used her sales skills to obtain a counter at Saks Fifth Avenue in New York, where she sold her own skin care products. Counters at other well-known department stores such as Neiman Marcus soon followed.Her first perfume product was introduced in 1953. Called Youth Dew, it was actually a bath oil that could also serve as a perfume, and it was an instant success with women, who purchased more than 50,000 bottles in the very first year. That success led to her opening Estee Lauder counters across America
In working with independent retailers throughout the country we have found that the majority do not have written policies and procedures. When questions or problems arise concerning the store's policies or procedures the store owner/manager handles them on an individual basis. The problem with this approach is that it takes too much of management's time and can lead to inconsistency in dealing with company policy and procedures.
Employees respond well to an environment in which company policies are well defined and equitably and consistently enforced. Therefore, having a written Policy Manual and Procedure Manual can make a store a better employer and a stronger profit maker. The Policy Manual will give the employees the information they need concerning company regulations and policies and will support management in enforcing them. A Procedure Manual will give the employees instructions on HOW to do their job. It can be used both as a training manual and an on-going reference manual.
If your store does not have both a Policy Manual and a Procedure Manual, make a commitment to begin this important project immediately. If you do have these manuals, take some time to review them and verify that they are up-to-date and include all the information your employees need to be more productive and efficient.
POLICY MANUAL There is much information concerning the company that employees need to know and management is obligated to tell them. The best method for disseminating this information is by providing it to the employees in the form of a written Policy Manual.
A written store policy manual is also an important management tool. It details for your employees what you expect of them. Personnel problems are avoided because ideas of conduct, job performance and general store policy are spelled out in writing. The excuse "You didn't tell me" can not be used when employee problems arise.
A Policy Manual is needed for companies of all sizes. The manual should be expanded to cover any new situations that arise. A growing company especially needs a continuously updated policy manual to keep its employees fully informed of all the changes occurring in company philosophy as well as policy.
In writing the Policy Manual, keep in mind that it will be used by supervisors to resolve any disputes or initiate disciplinary action, and should, therefore, be written in such a way that it supports them in this endeavor.
A Policy Manual should answer some of the most important questions employees ask. For example, prohibitions against drinking and drug use on the job, performance review, holidays, vacations, benefits, leave of absence, work hours, personal hygiene grooming as well as dress codes and other critical policies that often affect morale. However, don't put anything down as policy if you are not going to enforce it as this just confuses employees and creates dissention. Also, a Policy Manual may be considered legally binding so it would be best to consult with your lawyer regarding local, state and federal statutes before you issue the Policy Manual to employees.
The company Policy Manual is usually divided into sections covering the following areas:
1. Introduction to the Company
2. Orientation
3. Working Conditions
4. Wages
5. Benefits
6. Evaluations
7. Employee's Termination
8. Store Services
The introduction gives a brief history of the store and welcomes the new employee.
The orientation section includes general information on what is expected of the employee, job descriptions, personal appearance and grooming guidelines, and how he is expected to handle the customer.
The section on working conditions includes such things as store hours, employee scheduling, overtime policies, breaks, personal use of the telephone and causes for termination.
The wages section includes a statement or two about the wage and hour laws, payroll record keeping requirements, when employees are paid and how pay is computed.
The employee benefits section covers such items as holidays, vacations, sick leave, jury duty, employee discounts, insurance and pension plans.
The section on employee evaluation details what the evaluation will be based on, shows the printed forms used in the evaluation process and gives a schedule of when evaluations are made.
The section on employee termination tells the amount of advance notice required and outlines the options available regarding the employee's insurance, pension plan and settlement of his charge account.
The last section, store services, gives a general overview of the services provided for customers such as charge accounts, layaways, gift certificates, alterations and delivery.
The Policy Manual is a good vehicle for a company to use to indoctrinate new employees and to keep all employees informed as to any changes in company policy and philosophy. It should tell employees all they NEED to know as well as what the company WANTS them to know. To be used effectively, the company's Policy Manual must be continuously updated, must be enforced at all times and must ALWAYS be supported by top management.
PROCEDURE MANUAL
For a retailer to survive and prosper in today's retail climate, he must be alert to any and every possible way to streamline his operation. The development of a Procedure Manual forces the retailer to take an in-depth look at the total operation and can, therefore, be very enlightening. It can help the retailer to identify:
* Recurring problem areas
* Areas where internal controls are weak or non-existent
* Where work is being duplicated
* Where unnecessary work is being done - so busy work can be eliminated
* How the organization can be improved so all areas of the business work together efficiently and economically toward the common goal of store profitability
A Procedure Manual provides detailed instructions for all the company's standard work routines. The manual should be written in an easy-to-read, detailed, step-by-step manner so all employees will be able to use it for guidance in handling new or unfamiliar transactions or procedures. The benefits of a Procedure Manual are many. For example:
* People know what to do and what is expected of them
* The company is no longer tied to an "indispensable" employee
* Minimizes dislocation and loss of time and energy due to personnel turnover
* Helps new employees quickly learn and achieve a productive status
* Reduces management time spent in training
* Facilitates growth of your business
* Can free the retailer from an in-depth involvement in all the details of daily operations
* Standardizes the way identical tasks are performed by different employees, thereby increasing efficiency and reducing errors
The Procedure Manual must be as detailed as possible so it can be used as a training manual for new employees as well as a resource manual for existing employees. A set of standard procedures should be developed for every activity in the store from alterations to store maintenance. All of these areas of activity can contribute to or detract from your store, either directly or indirectly. Some activities need step-by-step i
There are lots of folks out there -- just like you -- looking to get ahead. And if you don't have your ducks in a row . . . if you can't stand out from the pack . . . you'll get eaten alive by your competitors.That's why you MUST use innovative strategies to gain every competitive advantage.Look, job search is never easy. But using old-fashioned, outdated methods is a long, painful, frustrating way to undertake what should be an EXCITING CAREER ADVENTURE.So, if you're satisfied with whatever comes along at any price . . . if you've got months to spend on a job search . . if you don't mind picking through the leftovers . . . then you probably don't want to waste your time on this article. Because you'll eventually get work. Sooner or later someone will hire you. If, on the other hand, you want to take advantage this INCREDIBLE JOB MARKET . . . if you want to SELECT your next job . . . if you want to seriously ramp up your income level rather than settle for whatever comes along . . . then want to consider some of the exciting alternative and non-traditional approaches.How does this apply to you? Well, take a look.Are you the kind of person who* is champing at the bit to make DRAMATICALLY MORE MONEY?* wants to seriously ADVANCE YOUR CAREER or job status?* insists on finding a DREAM JOB that is absolutely right for you?* understands that getting TOP
POLICY MANUAL There is much information concerning the company that employees need to know and management is obligated to tell them. The best method for disseminating this information is by providing it to the employees in the form of a written Policy Manual.
A written store policy manual is also an important management tool. It details for your employees what you expect of them. Personnel problems are avoided because ideas of conduct, job performance and general store policy are spelled out in writing. The excuse "You didn't tell me" can not be used when employee problems arise.
A Policy Manual is needed for companies of all sizes. The manual should be expanded to cover any new situations that arise. A growing company especially needs a continuously updated policy manual to keep its employees fully informed of all the changes occurring in company philosophy as well as policy.
In writing the Policy Manual, keep in mind that it will be used by supervisors to resolve any disputes or initiate disciplinary action, and should, therefore, be written in such a way that it supports them in this endeavor.
A Policy Manual should answer some of the most important questions employees ask. For example, prohibitions against drinking and drug use on the job, performance review, holidays, vacations, benefits, leave of absence, work hours, personal hygiene grooming as well as dress codes and other critical policies that often affect morale. However, don't put anything down as policy if you are not going to enforce it as this just confuses employees and creates dissention. Also, a Policy Manual may be considered legally binding so it would be best to consult with your lawyer regarding local, state and federal statutes before you issue the Policy Manual to employees.
The company Policy Manual is usually divided into sections covering the following areas:
1. Introduction to the Company
2. Orientation
3. Working Conditions
4. Wages
5. Benefits
6. Evaluations
7. Employee's Termination
8. Store Services
The introduction gives a brief history of the store and welcomes the new employee.
The orientation section includes general information on what is expected of the employee, job descriptions, personal appearance and grooming guidelines, and how he is expected to handle the customer.
The section on working conditions includes such things as store hours, employee scheduling, overtime policies, breaks, personal use of the telephone and causes for termination.
The wages section includes a statement or two about the wage and hour laws, payroll record keeping requirements, when employees are paid and how pay is computed.
The employee benefits section covers such items as holidays, vacations, sick leave, jury duty, employee discounts, insurance and pension plans.
The section on employee evaluation details what the evaluation will be based on, shows the printed forms used in the evaluation process and gives a schedule of when evaluations are made.
The section on employee termination tells the amount of advance notice required and outlines the options available regarding the employee's insurance, pension plan and settlement of his charge account.
The last section, store services, gives a general overview of the services provided for customers such as charge accounts, layaways, gift certificates, alterations and delivery.
The Policy Manual is a good vehicle for a company to use to indoctrinate new employees and to keep all employees informed as to any changes in company policy and philosophy. It should tell employees all they NEED to know as well as what the company WANTS them to know. To be used effectively, the company's Policy Manual must be continuously updated, must be enforced at all times and must ALWAYS be supported by top management.
PROCEDURE MANUAL
For a retailer to survive and prosper in today's retail climate, he must be alert to any and every possible way to streamline his operation. The development of a Procedure Manual forces the retailer to take an in-depth look at the total operation and can, therefore, be very enlightening. It can help the retailer to identify:
* Recurring problem areas
* Areas where internal controls are weak or non-existent
* Where work is being duplicated
* Where unnecessary work is being done - so busy work can be eliminated
* How the organization can be improved so all areas of the business work together efficiently and economically toward the common goal of store profitability
A Procedure Manual provides detailed instructions for all the company's standard work routines. The manual should be written in an easy-to-read, detailed, step-by-step manner so all employees will be able to use it for guidance in handling new or unfamiliar transactions or procedures. The benefits of a Procedure Manual are many. For example:
* People know what to do and what is expected of them
* The company is no longer tied to an "indispensable" employee
* Minimizes dislocation and loss of time and energy due to personnel turnover
* Helps new employees quickly learn and achieve a productive status
* Reduces management time spent in training
* Facilitates growth of your business
* Can free the retailer from an in-depth involvement in all the details of daily operations
* Standardizes the way identical tasks are performed by different employees, thereby increasing efficiency and reducing errors
The Procedure Manual must be as detailed as possible so it can be used as a training manual for new employees as well as a resource manual for existing employees. A set of standard procedures should be developed for every activity in the store from alterations to store maintenance. All of these areas of activity can contribute to or detract from your store, either directly or indirectly. Some activities need step-by-step
What are good questions to ask during an interview is a good question in itself, and one that always comes up when a conscientious person is preparing for a big job interview. The fact that a person even wonders that sets them apart from the crowd of applicants and means that he or she is a proactive individual, intent on making a good impression and proper presentation of skills and experience.The best question to ask, according to many human resource management professionals, is “what can I do to benefit the company?” This question shows a good, positive attitude and will lead the HR manager to think of you as a go getter and team player and the type of individual the company needs.The worst question to ask would be anything that makes you, as an applicant, appear to be selfish or self centered. A bad interview question would be a question related to vacation, pay or raises too early in the interview. It is best to first establish that there could be a good ongoing professional relationship between you as an employee and the company as an employer before getting into the details. Of course vacation, raises and starting pay are important to you, and the answers will come in good time, but it is best to show the interviewer that you will be a team player who thinks of the good of the company and the team.When interviewing remember that the HR manager or other decision maker you are in
The company Policy Manual is usually divided into sections covering the following areas:
1. Introduction to the Company
2. Orientation
3. Working Conditions
4. Wages
5. Benefits
6. Evaluations
7. Employee's Termination
8. Store Services
The introduction gives a brief history of the store and welcomes the new employee.
The orientation section includes general information on what is expected of the employee, job descriptions, personal appearance and grooming guidelines, and how he is expected to handle the customer.
The section on working conditions includes such things as store hours, employee scheduling, overtime policies, breaks, personal use of the telephone and causes for termination.
The wages section includes a statement or two about the wage and hour laws, payroll record keeping requirements, when employees are paid and how pay is computed.
The employee benefits section covers such items as holidays, vacations, sick leave, jury duty, employee discounts, insurance and pension plans.
The section on employee evaluation details what the evaluation will be based on, shows the printed forms used in the evaluation process and gives a schedule of when evaluations are made.
The section on employee termination tells the amount of advance notice required and outlines the options available regarding the employee's insurance, pension plan and settlement of his charge account.
The last section, store services, gives a general overview of the services provided for customers such as charge accounts, layaways, gift certificates, alterations and delivery.
The Policy Manual is a good vehicle for a company to use to indoctrinate new employees and to keep all employees informed as to any changes in company policy and philosophy. It should tell employees all they NEED to know as well as what the company WANTS them to know. To be used effectively, the company's Policy Manual must be continuously updated, must be enforced at all times and must ALWAYS be supported by top management.
PROCEDURE MANUAL
For a retailer to survive and prosper in today's retail climate, he must be alert to any and every possible way to streamline his operation. The development of a Procedure Manual forces the retailer to take an in-depth look at the total operation and can, therefore, be very enlightening. It can help the retailer to identify:
* Recurring problem areas
* Areas where internal controls are weak or non-existent
* Where work is being duplicated
* Where unnecessary work is being done - so busy work can be eliminated
* How the organization can be improved so all areas of the business work together efficiently and economically toward the common goal of store profitability
A Procedure Manual provides detailed instructions for all the company's standard work routines. The manual should be written in an easy-to-read, detailed, step-by-step manner so all employees will be able to use it for guidance in handling new or unfamiliar transactions or procedures. The benefits of a Procedure Manual are many. For example:
* People know what to do and what is expected of them
* The company is no longer tied to an "indispensable" employee
* Minimizes dislocation and loss of time and energy due to personnel turnover
* Helps new employees quickly learn and achieve a productive status
* Reduces management time spent in training
* Facilitates growth of your business
* Can free the retailer from an in-depth involvement in all the details of daily operations
* Standardizes the way identical tasks are performed by different employees, thereby increasing efficiency and reducing errors
The Procedure Manual must be as detailed as possible so it can be used as a training manual for new employees as well as a resource manual for existing employees. A set of standard procedures should be developed for every activity in the store from alterations to store maintenance. All of these areas of activity can contribute to or detract from your store, either directly or indirectly. Some activities need step-by-step
Indeed coffee shops are getting a lot popular these days. Perhaps it is because people are finally taking notice and liking the different coffee flavors quite different from the commercial ones they have at home. Or perhaps it is because wherever they may be, a coffee shop is an ideal place to converse with friends and go over recent news. A coffee shop can also be a place where you can read a good book and just take a break from your work. When located in a mall, it can also be a place where you can rest your feet while waiting for your spouse and your kids to finish shopping. Whatever the reason may be, coffee shops are proving to be a place people flock to.Coffee, they say is the second largest commodity next to oil and that more than half of the world’s adult population drinks coffee several times a week. If you are thinking of going in to the coffee shop business, you will have a market definitely ready for your services. But opening shop is not as easy as it seems, because of this; franchising coffee has become an alternative to people who wants to open shop without the large amount of risk involved.For this reason, you might want to check out some of the most popular coffee franchises in the market today. Starbucks for instance, has a shop on almost every corner of the big metropolis. Grind and port city java on the other hand is currently one of the fastest growing coffee franchi
The section on employee termination tells the amount of advance notice required and outlines the options available regarding the employee's insurance, pension plan and settlement of his charge account.
The last section, store services, gives a general overview of the services provided for customers such as charge accounts, layaways, gift certificates, alterations and delivery.
The Policy Manual is a good vehicle for a company to use to indoctrinate new employees and to keep all employees informed as to any changes in company policy and philosophy. It should tell employees all they NEED to know as well as what the company WANTS them to know. To be used effectively, the company's Policy Manual must be continuously updated, must be enforced at all times and must ALWAYS be supported by top management.
PROCEDURE MANUAL
For a retailer to survive and prosper in today's retail climate, he must be alert to any and every possible way to streamline his operation. The development of a Procedure Manual forces the retailer to take an in-depth look at the total operation and can, therefore, be very enlightening. It can help the retailer to identify:
* Recurring problem areas
* Areas where internal controls are weak or non-existent
* Where work is being duplicated
* Where unnecessary work is being done - so busy work can be eliminated
* How the organization can be improved so all areas of the business work together efficiently and economically toward the common goal of store profitability
A Procedure Manual provides detailed instructions for all the company's standard work routines. The manual should be written in an easy-to-read, detailed, step-by-step manner so all employees will be able to use it for guidance in handling new or unfamiliar transactions or procedures. The benefits of a Procedure Manual are many. For example:
* People know what to do and what is expected of them
* The company is no longer tied to an "indispensable" employee
* Minimizes dislocation and loss of time and energy due to personnel turnover
* Helps new employees quickly learn and achieve a productive status
* Reduces management time spent in training
* Facilitates growth of your business
* Can free the retailer from an in-depth involvement in all the details of daily operations
* Standardizes the way identical tasks are performed by different employees, thereby increasing efficiency and reducing errors
The Procedure Manual must be as detailed as possible so it can be used as a training manual for new employees as well as a resource manual for existing employees. A set of standard procedures should be developed for every activity in the store from alterations to store maintenance. All of these areas of activity can contribute to or detract from your store, either directly or indirectly. Some activities need step-by-step
A couple of years ago, Baltimore's Center for Nursing Advocacy started a letter-writing campaign against NBC and the producers of ER. This group was protesting the episode where a central character, nurse Abby Lockhart (actress Maura Tierney), chucked her nursing career to go to medical school. The Baltimore group claims the TV show "is perpetuating long-standing misrepresentations that are contributing to the nursing shortage."Never mind the fact that ER – watched by 20 million viewers – is far from reality television. The notion that the show is contributing to the nursing shortage is simply untrue. This TV program could depict nursing as the most glamorous career on the planet and real nurses would still be leaving their hospital jobs in droves.Nurses are quitting because they are understaffed, underappreciated, underinsured, underpaid and under-you-name-it. Most nurses complain about the lack of respect from doctors. Sure you hear about record-breaking salaries and bonuses, but compared to whose record? At an average pay of $22 an hour, nurses are still among the lowest-paid professionals in this country.Managed care is another reason nurses are leaving the bedside. It goes against everything our profession stands for. Under managed care, nurses are frequently denied the opportunity to deliver the quality of care they expect to deliver. Some patients die unnecessarily because nurses ha
A Procedure Manual provides detailed instructions for all the company's standard work routines. The manual should be written in an easy-to-read, detailed, step-by-step manner so all employees will be able to use it for guidance in handling new or unfamiliar transactions or procedures. The benefits of a Procedure Manual are many. For example:
* People know what to do and what is expected of them
* The company is no longer tied to an "indispensable" employee
* Minimizes dislocation and loss of time and energy due to personnel turnover
* Helps new employees quickly learn and achieve a productive status
* Reduces management time spent in training
* Facilitates growth of your business
* Can free the retailer from an in-depth involvement in all the details of daily operations
* Standardizes the way identical tasks are performed by different employees, thereby increasing efficiency and reducing errors
The Procedure Manual must be as detailed as possible so it can be used as a training manual for new employees as well as a resource manual for existing employees. A set of standard procedures should be developed for every activity in the store from alterations to store maintenance. All of these areas of activity can contribute to or detract from your store, either directly or indirectly. Some activities need step-by-step instructions. Examples of these would be activities involving record keeping and merchandise handling. Other activities by their nature will need only general guidelines within which to operate. One of these areas might be housekeeping, with guidelines for carpet care, lighting, window washing and pest extermination.
As an example of the level of detail needed for the Receiving/Checking/Marking department we have listed below a portion of the table of contents of a Procedure Manual we helped a client develop:
I. Purchase Orders
A. General Discussion
B. Purchase Order Maintenance
C. Use of the Purchase Order in Receiving
D. Filing Partially Complete, Completed and Canceled
Purchase Orders
II. Receiving
A. General Procedures
B. Source Documents & instructions for completion
C. Receiving Merchandise
D. Checking and Marking
E. Supervisor's Responsibilities
III. Refused Shipments
A. General Discussion
B. Source documents & instructions for completion
C. Checking for and Refusing Delivery of Late
Merchandise
D. Retention period for Purchase Order Cancellation and
Change Reports
IV. Returns-To-Vendor and Claims
A. General Discussion
B. Source documents & instructions for completion
C. Processing a Charge Back
D. Shipping return merchandise to the vendor
E. Supervisor's Responsibilities
The Procedure Manual should be developed around the logical divisions of your business, such as receiving and marking, office, store and buying. Then each division will be further divided into specific job responsibilities.
The section on receiving and marking should detail the standard routines for handling purchase orders, receiving, checking and marking merchandise and returning merchandise to vendors.
The office procedures section should explain the routines for such areas as sales audit, accounts payable, accounts receivable, inventory control, payroll and data entry.
The store section would explain the forms and procedures used in handling the different types of sales such as cash, layaway, gift certificates or charge. It should also detail how to handle returns of merchandise, due bills, interstore transfers, the receipt of new merchandise on the sales floor, price changes, how to take a physical inventory count, and opening and closing procedures.
The buyers section would cover the items for which the buyer is responsible, namely purchase orders and price changes.
A well planned and maintained procedure manual will greatly facilitate the growth of your business. It is your foundation on which to build. New stores can adopt the tried and proven procedures used by the original store and begin operating smoothly and efficiently from the very beginning.
IN CONCLUSION, it is the retailer's responsibility to provide employees the tools they need to do their job in an efficient and productive manner; a Policy Manual letting them know what the company expects of them and what they can expect of the company and a Procedure Manual giving them instructions on how to do their work correctly.
Once the Policy Manual and Procedure Manual have been written and are in place, they will free up the owner/manager's time so they can more effectively use their time to help the company become more profitable.
Most retailers or their staff, not being authors or as attentive to details as necessary, or even lacking the time, will find it helpful or necessary to get professional help from a consultant knowledgeable about retail industry practices. It would be a wise investment, to be returned many times over.
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