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When it comes to animal bites, smaller isn't necessarily better. Although roughly 80-90 percent of animal bites are dog-related, smaller cat bites can pose more of a risk to victims. Of all cat bites to humans, almost one-half of them lead to infection. First, consider the bite. A cat's teeth are extremely sharp and pointed. They can pierce down deeper into the skin, providing a clear path for bacteria into the bloodstream. Cats also have a higher amount of bacteria in their mouths—including species that are very dangerous to humans. The combination of sharp teeth and harmful bacteria increases the rate of infections from cat bites.
There are usually warning signs when a cat is about to bite. Look for signs of irritability—ears held close to the side of the head, squinting, fluffing of the tail, hissing, and the appearance that the cat has been backed into a corner. Cat bites to humans are often avoidable, simply by giving the animal extra space.
Infections from cat bites occur in large percent of cases. The puncture wounds are so small they are likely to seal up quickly, making cat bites to humans more dangerous than those from other animals. Pointy cat teeth not only make bites more painful, but can inject bacteria directly into the bloodstream. Add to that the fact that most cat bites occur on the hand—an area that is mostly bones, ligaments and tendons—where there isn't adequate blood flow to fight infection.
Treatment for cat bites varies depending on the bite itself. If you are bitten by a cat, get it checked out right away. Cat bites to humans are deceiving and can look like they'll heal without any issues, when in fact, harmful bacteria is lurking beneath the skin. Begin by washing the area with warm, soapy water. Rinse it well for several minutes and follow-up with an antiseptic cleanser. Cover the wound with an ointment that contains antibiotics and then wrap it securely in gauze. Keep the wound dry and away from water until you can be seen by a medical provider.
Most of the time, cat bites to humans, infection from a cat bite and cat bite treatment can all be avoided through prevention. Watch cats for signs of distress and give them plenty of space. Although dangerous, cat bites are more predictable than other animal bites. When you know what might be coming, you can react in advance preventing problems down the road.


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So I have been getting a fatal error "INTERNAL ERROR: !dbobji.cpp@8743: eNotOpenForWrite" when I try to export to 2010 CAD.
I have worked out that it happens when pipes are displayed in the profile view.
ANyone have this problem or know of a fix?
Solved! Go to Solution.
Solved! by Jon0001. See the answer in context.
We ended up redoing the drawings and all is working fine now.
Did try a Recover?
Yes we have tried a recover and audit and removed all xrefs
Check that none of the layers associated with pipes in profile view are locked/frozen.
Test: try exporting to ACAD 2013 first. Then open that up and export again to 2010.
Credit where credit is due! Give kudos or accept as solution whenever you can.
We ended up redoing the drawings and all is working fine now.
We ended up purging the Civil 3d of all excess settings and styles and it seemed to work.
Decided it would be the same or easier way: save c3d .dwg with proxy images, then open .dwg in plain autocad [, explode proxies and finally remove proxies if it's nessesary].
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subset: commoncrawl


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Much whiter than the stock headlights.
Reviewed By JUSTIN B (FOLEY, AL) Reviewed for a 2014 Ford F-150 —1/27/2015 2:06 AM
They are much better than the one's that came on the truck. 2014 F-150.
Reviewed By Scott E (TIMBERLAKE, NC) Reviewed for a 2005 Chevy Silverado —1/18/2015 1:56 PM
SO far I'm very pleased with these Putco LED bulbs. I have purchased other brands of the same design and type of bulbs from other dealers, and was not happy. They didn't last a month. These Putco bulbs are much higher quality, and seem to be doing just I need them to, last. Thank you Auto Anything for all your help!


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Environmental Lab Services Companies in Dominica
Category: Monitoring & Testing ×
Subcategory: Environmental Lab Services ×
Location: Latin America ×
Location: Dominica ×
Stericycle, Inc.
based in Lake Forest, ILLINOIS (USA)
We Protect People and Brands, Promote Health and Safeguard the Environment. It`s not just our core purpose. Protecting people and brands, promoting health and safeguarding the environment is our enduring commitment to your business and our 566,000 customers worldwide. As a business-to-business service provider, we work with our clients to develop comprehensive solutions ...
LabWare, Inc.
based in Wilmington, DELAWARE (USA)
Customer configurable client server n-tier enterprise LIMS. Installed in 58 countries in 15 languages. Water scheduler, instrument integration, integrated NWA, Crystal Reporting, internal calculations, invoicing, EDD. Zero footprint on any browzer enabled device, e.g. I-Phone, Tablet PC. Instrument integration module. CDS, ERP, SDMS integration.
RGF Environmental Group, Inc
based in Riviera Beach, FLORIDA (USA)
RGF is a leading manufacturer of over 500 environmental products. RGF was incorporated in 1985 for the purpose of designing, engineering, manufacturing and distributing environmental solutions for industry. RGF has the unique ability to provide clients with total turnkey solutions for air purification & odor control, process water purification, food plant purification ...
AM International Consultants, Inc
based in Trexlertown, PENNSYLVANIA (USA)
AM International is a Pennsylvania Corporation with over 25 years of international experience in the Petrochemical, Pharmaceutical, Refinery and Industrial & Specialty gases markets. Our Business supplies cutting edge industrial analytical equipment that promotes safety and productivity. As part of our services we provide training, professional development, audit and ...
K.R. Komarek Inc
based in Wood Dale,, ILLINOIS (USA)
The Komarek name has been associated with briquetting innovation since 1920. Today, K.R. Komarek Inc. continues to specialize in the design and manufacture of roll type briquetting and compacting machines. These machines are used in the processing of materials for the chemical, mineral, agricultural, energy, metals, ceramic, and recycling industries. Some commonly ...
Fibrecount NV - part of Shield Group
based in Rotterdam, NETHERLANDS
Fibrecount was established as an asbestos survey consultancy and asbestos laboratory in Belgium in 1985. Since the very beginning Fibrecount has specialised in asbestos surveys, asbestos testing and asbestos removal. Fibrecount is the global market leader in the field of asbestos surveys and asbestos testing.Global service, no matter where you are, in which country or on ...
AQUAFIX, Inc.
based in Madison, WISCONSIN (USA)
AQUAFIX is a state-of-the-art biological laboratory based in Madison, Wisconsin, producing custom bacterial and enzyme products to treat wastewater. AQUAFIX technologies are non-toxic to humans, wildlife, plants, domestic animals and fish. Our formulas contain no synthetic chemicals, pesticides or genetically engineered organisms.
based in Ottawa, ONTARIO (CANADA)
WESA specialized in the provision of high-level hydrogeology expertise to meet the clean water and sanitation needs of industry and municipalities. This service base has broadened significantly over the years in response to the needs of WESA`s many clients. WESA`s service offerings today include all aspects of environmental sciences, environmental management, industrial ...
Galbraith Laboratories Inc.
based in Knoxville, TENNESSEE (USA)
We are an independent analytical testing laboratory, specializing in physical and chemical analysis to trace levels. We provide services to all industries and test most sample types for the elements on the Periodic Table. Galbraith is a GLP/cGMP compliant laboratory, FDA registered, ISO 17025:2005 certified (see www.galbraith.com/iso17025.pdf for scope of services) and a ...
Khemia Software Inc
based in Livonia, MICHIGAN (USA)
Since 1995, Khemia Software has been a leading provider of Laboratory Information Management Systems to commercial, governmental and industrial labs with over 125 installations. Our Omega 11 LIMS has been designed and developed by analytical chemists working along with software engineers, with the goal to enhance laboratory efficiency and be compliant with ISO 17025, ...


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Part of a continuing series reporting on the life of an embedded reporter in Iraq.
BAGHDAD, IRAQ — Once I was off the chopper in the International Zone, a couple of soldiers from the Coalition Press Information Center (CPIC) swung around to pick me up to get my credentials. Within 30 minutes, I had a military-issue "press pass," and, along with a reporter from the London Telegraph, I was taken back to the airstrip to get the next chopper out.
The Telegraph reporter, Oliver Poole, had been in and out of Iraq since the invasion in 2003, and knew how things worked. Based in Baghdad, he was headed up north to work on a couple stories of his own, but we were scheduled to share part of the flight together.
The weather had been bad for a few nights, and persistent fog had been screwing with the flight schedule, so nothing, we were told, was guaranteed. But we wouldn't know anything for a couple hours.
Back in the waiting room at the airstrip, I ran into Spec. Seymour, my buddy from the previous day at Camp Stryker. He was among a group of Arab journalists and American soldiers sitting around watching "The Osbournes" on MTV, so we settled in and awaited word.
Poole, a veteran of this kind of thing, filled me in on the particulars of embedded travel in Iraq. The way it works is this: The choppers make several stops along the route. At each stop there are a couple "Space A's" who are guaranteed a slot, and then there's everybody else on the list, operating on a first-come, first-serve basis.
Tonight, Poole and I were Space A, so the only thing that could stop us was the weather. And, in keeping with my luck over the past few days, it did. Sometime around 2 a.m., we found out that all flights for the night were cancelled, so it was back to the CPIC office to stay the night.
The media holding area at CPIC is actually pretty nice: a large room with two computers for our use, wireless access, a couple couches and a row of four bunk beds, a virtual paradise compared to my time at Stryker. I felt like I'd hit the jackpot, and savored a night in a bed with a roof and four walls around me, before it was back to tent living on my embed.
Next morning, one of the soldiers took us across the street to the Al Rasheed hotel for lunch in the cafeteria. The meal — provided by KBR, of course — was free, but KBR gets paid by the U.S. government for every person who walks in the door. The food wasn't what I'd call appetizing (the beef stew could have used some work), but then again, you get what you pay for.
Afterward, Poole and I walked around for a bit, and for the first time the Jill Carroll situation came up. Poole lived at the Hamra hotel in downtown Baghdad, along with many other Western journalists, and he and Carroll were part of a small group of young reporters who spent much of their free time together. There wasn't much to say, really, other than the obvious: Kidnapping is a risk any unembedded reporter in Iraq faces, and not having the backup of armed guards that many reporters travel the city with, Caroll had been caught in a horrific situation.
Later that night, while we waited to be ferried back to the airstrip to give the chopper another try, a reporter came into the CPIC office with his Iraqi interpreter. We introduced ourselves, and it turned out it was George Packer, on assignment for The New Yorker. He was heading to the Baghdad airport to catch a flight up north for a couple weeks. It was an odd coincidence because he knew all about the story I was working on, from a couple emails we had exchanged about a week or so prior.
Small war.
That night at the airstrip, things were looking good. Weather was clear, flights were running on time, and I'd finally caught some sleep. And of course, sitting in the waiting room, was poor Spec. Seymour, still trying to make it out on R&R. If nothing else, this guy has a patience I've rarely encountered. He didn't seem much fazed by the delays, he was just fixated on making his flight to Brazil — I guess he was used to the military time schedule. So we all settled down for some more MTV, and some more waiting.


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Complete Jewish Bible (CJB) | New International Version (NIV) |
37 I will break 'Eilam before their foes, before those who seek their lives; I will bring disaster on them, my burning anger,' says ADONAI. 'I will send the sword to pursue them until I have finished them off. | 37 I will shatter Elam before their foes, before those who seek their lives; I will bring disaster upon them, even my fierce anger," declares the LORD. "I will pursue them with the sword until I have made an end of them. |
Complete Jewish Bible Copyright 1998 by David H. Stern. Published by Jewish New Testament Publications, Inc. All rights reserved. Used by permission. (The Complete Jewish Bible Online) | Scripture quoted by permission. Quotations designated (NIV) are from THE HOLY BIBLE: NEW INTERNATIONAL VERSION®. NIV®. Copyright © 1973, 1978, 1984 by Biblica. All rights reserved worldwide. (New International Version Bible Online) |


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on May 08, 2009 Source: Policy Dialogue on Entrepreneurship
The National Venture Capital Association (NVCA) has recently released its recommendations to restore liquidity in the American VC industry and create a vibrant IPO environment once the overall economy stabilizes. The NVCA's recommendations rest on four pillars: ecosystem partners, enhanced liquidity paths, tax incentives, and regulatory review.With regards to the first pillar, the NVCA calls for the return of small investment banks and accounting firms. The plan envisions big banks and accounting firms partnering with smaller ones. This type of partnership helped small tech companies go public until the dot-com bubble. The second pillar, enhanced liquidity paths, calls for new forms of exits, such as exchanges where start-ups can sell shares on the private market. This would help overturn the falling number of IPOs (Initial Public Offering) and M&A transactions (there were only 6 IPO's and 341 M&A transactions in 2008, and it now takes on average 9.6 years to get VC-backed companies public or 6.5 years for an M&A transaction).The third pillar seeks is tax benefits, such as a more competitive capital gains tax rate and tax incentives for clean tech companies. Finally, the NVCA wants regulations (e.g., Sarbanes-Oxley and financial statement requirements) to be less of a burden for smaller companies trying to reach an IPO.
These recommendations, released on April 29, 2009, have already generated serious opposition, as well as commendation. For an example of the surrounding discussions on the NVCA's recommendations see Harold Bradley's analysis and related readers' comments in the Kansas City Star. Bradley, the Kauffman Foundation's Chief Investment Officer and former American Century's Chief Investment Officer of U.S. Growth Equity-Mid Cap/Small Cap/Sector, argues that the VC industry has not always been the hero of capital markets and economic growth. He points out the harm that the industry has done in the past for the innovative economy.
This kind of discussion on saving capital markets is key to addressing the financing crisis for companies in the United States. There is no doubt that we need to get the VC ecosystem back on track (see our post on new data about the crisis' impact on VC investments). The question now is whether the government wants to reshape the industry or merely restore it.
To access the full NVCA report, click here. For another set of recommendations, check out Harvard's Josh Lerner diagnosis of the VC problem in the U.S.
Tags: nvca, kauffman foundation
The Policy Dialogue on Entrepreneurship brings to light various policies and initiatives to advance innovation and drive economic growth.
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Processing Time - Orders typically ship in 2-5 business days. Transit via UPS Ground can take up to 6 business days. Braided and custom-made products may take 2 to 3 weeks for delivery.
Free Shipping to Contiguous United States - We do not ship to Alaska, Hawaii or the Caribbean Islands at this time.
Oversized items - Orders that ship freight may take up to 2 weeks from shipment date to be delivered. You will be contacted by the trucking company to schedule a delivery appointment.
Shipping to Canada - Orders shipping to Canada will be subject to a 15% shipping surcharge fee. The shipping surcharge does not cover duties, customs, taxes or brokerage fees which may be charged to you by the shipping courier at time of delivery. At this time we are not shipping to Yukon and the Northwest Territories in Canada.
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Loloi Vernon VN-04 Moss Rug
Item #: 176VN04MOGO-P Add to Wishlist
Description: The hand-knotted Vernon Collection is at once sophisticated and trendy. Made in India of 100-percent fine wool, Vernon's traditional designs are inspired by Turkish Oushaks. Note the meticulous antique finishing, which gives each rug in the collection a distinctive, Old-World patina. Vernon takes traditional rug fashions up a notch.
- Collection: Vernon
- Brand: Loloi
- Material: 100% Fine Wool
- Weave: Hand Knotted
- Styles: Traditional Rugs
- Origin: India
- Available in the following sizes: 5' 6" x 8' 6", 7' 9" x 9' 9", 8' 6" x 11' 6", 9' 6" x 13' 6" and 12' x 15'
- Clean & Care: Vacuum regularly as new wool rugs can shed yarn fibers for up to three months. Avoid direct and continuous exposure to sunlight. Do not pull loose ends, clip them with scissors to remove. Clean liquid spills immediately by blotting with cloth or sponge. For hard to remove stains, professional rug cleaning is recommended.
Loloi is the designer and creator of some of the finest collections of handmade and machine made area rugs, commonly referred to as oriental rugs. Loloi distinguishes itself in the industry by providing superb customer service.
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Maria Zambrano train station in Malaga
- Malaga bus
- Train Station
- Cruise port
- Car hire reviews
- Taxi transfers
Top Cities
- Malaga
- Marbella
- Nerja
- Puerto Banus
- Mijas
- Fuengirola
- Benalmadena
- Torremolinos
- Benahavis
- Estepona
- Manilva
- Sierra Nevada
Malaga train station RENFE
It´s centric location and it´s excellent communication with other means of transport have converted the train station María Zambrano into an interesting reference point for both travel and leisure in the Costa del Sol´s capital Malaga. The Train Station is situated next to the Bus station, 2 km from the Malaga harbor and 9 km from Malaga Airport with which it is connected by the suburban train (Cercanías) C-1.
From María Zambrano railroad station leave the before mentioned suburban train, middle and long distance trains and the high-speed Train AVE, with destinations to Córdoba, Madrid and Barcelona.
The bus station with a wide range of services to the whole province is conveniently situated just across the street.
Train station services
In 2004 opened the VIALIA Station in Malaga, which is with 63.000 square metres the major one in Spain. VIALIA has an underground parking and all the railway services of its category, such as VIP lounges, Travel centre, check in etc, and as well a four star Hotel (Hotel Barceló Vialia).
- Tourist Information
- Commercial and Leisure centre
- Web page of RENFE (Spanish railway) : www.renfe.es/cercanias/malaga/index_horarios.html
Vialia Shopping centre in train station
30.000 square metres are dedicated for commercial surface with a total of 121 shops, including as well a cinema with ten movie theatres. The majority of the stores open as well on Sundays.
You might find useful the following information:
- Address: Explanada de la Estación, 29002 Malaga
- Opening hours: 6:00 to 23:00 h
- Information: +34 902 24 02 02 Information for physically handicapped: + 34 952 36 02 02
- Bus Lines: 1, 3, 4, 5, 10, 12, 16, 1 9, 24 and 27.
Car hire Malaga train station
Malagacar.com is offering from this year in advance car hire at Malaga train station, so if you are coming to Malaga through AVE and looking for car hire Malaga train station, check for prices at Malagacar.com


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Brent Weber Central Michigan Brent comes from a family with an extensive hunting heritage. Brent's passion towards land management has only increased his obsession for harvesting mature Whitetails. Whether he is hunting his farm in Michigan or traveling to a new destination, Brent always comes through under pressure either behind a bow or behind the camera.
Sam Zeeb:
Central Michigan
Sam spends most of his time behind the camera and in the editing suite. He, along with host Justin Olk, collaberate together on every project to deliver the finished products that DreamPoint Productions in known for. With his incredible talent and eye for capturing the outdoors through the lens of a camera, Sam has become an itegral part of the DreamPoint team. Not only is Sam a very talented editor and cameraman but he is a bowhunting fanatic as well. Keep an eye out this year as Sam may just make a few appearances in front of the camera as well!
Mitch Rood:
Western Michigan
Mitch Rood has beem behind the camera for DreamPoint since 2011. On his very first assignment with DreamPoint he was able to film Justin shoot a monster buck in Illinois on the very first evening. Since then Mitch's "luck" has held true on dozens of hunts. Having the trained eye of a top notch cameraman as well as the instincts of a seasoned hunter is a hard combination to find. Putting in the work behind the scenes for the most part, you may not see Mitch on screen as much as a few others but believe us when we tell you his role is one of the most important on our team.


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Cheaters Not Welcome
Is anyone else sick of this !@#$%^* Nightmare Crew, and the pathetic Corleone Don Tony Montana, who quits his crew come tournament time, just so he can take out his ex crewmates/family members just to win some diamonds...doesn't seem fair or fun for anyone else does it. I may not make a difference, BUT it might, so please sign this petition to better help our odds at putting a stop to this cheating and give the other players a chance Man up Tony Montana...you coward
Recent signatures
D.C, Canada
2 years ago Comments: The worst part about it is that Kabam is aware of the problem and wont do anything about...the game is virtually ruined
David Cole, United Kingdom
2 years ago Comments: -
skeletor, Finland
2 years ago Comments: Man up Tony Montana...you coward
Petition highlights
There are no highlights yet.


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Inside the Hellion
To get this far you must remove all four of the PTFE feet from the mouse and remove the screws found under each of them. This allows for the top and aluminum sides to lift right off the base of the Hellion.
At the front you have the USB cable entering the mouse as it then dives to the right of the scroll wheel. On that PCB with the scroll wheel attached to it, you can see a line of four switches for the front half of the mouse's functionality.
Looking a bit closer, you can see that these four switches across the front backing the right click, left click, page forward, and page back buttons all get Omron switches to allow you to literally click away with no worries of longevity.
To make the race switch functional, there is a pair of ribbon cables that carries the selection to the 16-bit onboard processor so it can determine what to do as you click the buttons in each profile.
Buried deep, on the PCB under everything else, you can see the Avago ADSN 9500 laser sensor chip that takes care of tracking the mouse on almost any surface.
Backing the not-so on-the-fly DPI buttons are a pair of TTC micro switches to save a little room and allow for clearance. Since these are hard to use, and won't get messed with often, you don't need long life in values of clicks like the Omron's offer.
On the opposite side of the Hellion, removing the attack button shows the Cherry MX Blue switch used here, the world's first to ever implement a keyboard switch on a mouse.
As I always do, after tearing the mouse apart, I reassemble it and test things out to make sure I got everything right. Once powered, on the default settings, the Hellion illuminates with the glow of red LEDs. The Leetgion name stays whatever color you set to the profile, but the larger bar at the back is where you will see the indicative flash of LED denoting the DPI selection made.
Down both sides of the Hellion and under that name near the scroll wheel, you also get a red glow of LEDs. These will also change with the profiles individual settings, and with 16.8 million colors to choose from, you can make this match any environment.


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Told to appear next on March 31
A court here on Saturday granted exemption from court appearance to promoters of Essar Group and Loop Telecom in the 2G spectrum scam case for the third time, but warned them that it was in their best interest to appear in person.
After Essar Group promoters Ravikant and Anshuman Ruia and Loop Telecom promoters Kiran and I. P. Khaitan failed to show up in court but were represented by their lawyers, Special Judge O. P. Saini said: "It would be better and in their interest to appear before the court. People do not follow my advice and then they suffer."
Counsel for the accused Mukul Rohatgi initially sought exemption for them pointing out that their petition seeking transfer of the case to a Magistrate's court was pending before the Supreme Court and it was due to be heard next week. Mr. Saini said he was willing to give them more time, but not on this ground.
Mr. Rohatgi then adopted the plea for exemption earlier made on February 22, when the Ruias and Khaitans had sought exemption on the ground that they were residents of the United Arab Emirates and required more time to appear. The Khaitans had also pleaded for exemption on grounds of poor health.
The Central Bureau of Investigation did not file its reply on the bail plea moved by accused Vikash Saraf submitting it would do so after all the accused move their bail applications. The matter will now come up for hearing next on March 31.
After taking cognisance of the charge sheet-filed by the CBI on December last, Mr. Saini had directed that they be summoned to court on January 27. After all five accused did not turn up on that date, he directed that fresh summons be served on them for February 22. The accused are contesting the cognisance of the charge-sheet taken by Mr. Saini in the Supreme Court.
Keywords: 2G spectrum scam, Essar Group, Loop Telecom


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Originally Posted by Fitch All I've learned from this is I'm going to be very afraid to ride with you when you get your new rig! Are you afraid of the stupid things I'll do with my new found confidence on a full squish? I'm hoping that I'll finally be able to keep up with you now.
Forum Rules


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>>> We've Moved - Blippitt is now Viral Video Box <<<
Drinking and driving really isn't a laughing matter, but we might make an exception for these two.
Check out these two drunk guys in Russia who thought it would be a good idea to hop on a scooter and head on down the road.
Fortunately, they don't get very far before gravity does its thing.
In Soviet Russia, scooter steers YOU.
>>> Love viral videos? Check out our new site...Viral Video Box <<<


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| Email | Full Article (TrendHunter.com/id/93751) |
I'm always a fan of tribal-attired editorials, and 'The Mission' by Nicolas Valois surely targets my attention with its bow and arrow props. Featured within the Geil Magazine Fall/Winter 2010/11 issue, these truly striking photographs capture the indigenous and exotic.
Styled by Benjamin Armand with hair by Vincent de Moro and makeup by Topolino, 'The Mission' by Nicolas Valois exposes loosely clothed men in the character of native warriors, pirates and gypsies. Models Florian Bourdila, Thibaud Tauru and Nil Hoppenot look untamed in these feral photos—they will surely hunt down your attention.


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Rapper Lil Kim and Fashion Police host Kelly Osbourne had a girl's night out last night. The unlikely pair are both in New York City for Fashion Week and met up to get into a bit of mischief. The girls obviously had a great time and shared pics of their adventures on twitter.
"We are the real bad girl club! @lilkim is my sister from another MR."
"The madness has begun!"
Natles Nicole, everythingYNTK for VIBEVixen.com
Natles | Natles Nicole on facebook
Natles | @natnatles on twitter
Natles | ilovenatles on tumblr


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Community Planting
Sun Valley
TreePeople is partnering with the Los Angeles and San Gabriel Rivers Watershed Council to demonstrate a new design for streets in Los Angeles.
The Elmer Avenue Retrofit project is changing the way that stormwater is managed on city streets. Stormwater runoff will be captured on Elmer Avenue, infiltrated under the street, and ultimately percolated into the San Fernando Aquifer. Elmer Avenue will also receive an above ground landscape retrofit. The parkways will be planted with native and drought-tolerant species, and on December 19, we are planting, oak, sycamore, and western redbud trees to line the street. Please join TreePeople's Pam Gibson as we plant 34 trees!
All volunteers must individually pre-register to attend. If you would like to register a group, please contact Lisa Sotelo at firstname.lastname@example.com. This is a first come first served opportunity.
Please Login or Register to signup.


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Happy Saraswathi Puja Jay !!!!!!
That looks so delicious:)
lovely clicks.. wishing you a happy pooja..
Happy Navaratri and Dashmi greetings to you too; this looks delicious
Happy Saraswati Puja to you too, Jay!
Happy Saraswathi pooja!! looks delicious n divine!!
Great pictures,dear!Happy pooja!
Happy saraswati pooja and dusherra to you n your loved ones!!
Greetings to u!!!Nice presentation!!!
This comment has been removed by the author.
Happy saraswathi poja jay.After seeing ur photos i felt the complete satisfaction of making a poja on my own.
Happy Puja Jay. The flower decorations and the neyvedhyam look beautiful.
Happy saraswathi pooja,lovely clicks.
same to you Jay, that a amazing variety of food to coincide with the week long religious festival.
Lovely post and hearty wishes to you and your family!
Great pictures dear,Happy Saraswathi Pooja to you and family..
Happy saraswathi pooja to you and ur family Jay
Happy Saraswathi Puja and Vijayadasami.
Wishing you a very happy Puja . This is such a beautiful spread . I am tempted to make everything I see here. Thanks for sharing.
Happy Saraswathi Puja and Dussera
Happy ayudha pooja and Dasara wishes Jay,wonderful spread.
Happy Navarathri to you to dear..
Happy Navrathri to you and family as well Jay ! Heart filling spread there.Thanks dear.
Happy Saraswati pooja.
wishing you the same :)
Happy navarathri Jay!. The spread looks really good
Happy Saraswathi Pooja to u n ur family dear..the neivedyams looks great, nice clicks..
Din cate inteleg ati sarbatorit o zeita protectoare!Un ritual frumos!
Happy Pooja wishes to you n your family...pic looks too good
Hi Jay, Thankyou for visiting my space.You have a wonderful blog here, very interesting recipes, shall try them in future.....Cheers,ticklemysenses.blogspot.com
Happy Saraswathi Puja to you!! : )
Thanks for your loving wishes..:)have a fantastic day..
Happy Sarawati & Ayutha pooja wishes..Very well presented..
Happy Saraswathi Puja Jay, lovely neivedanams. Looks divine.
Happy Ayudha Pooja dear.
happy saraswati pooja!!may god bring happiness and success to you !!
Happy Dussehara!! Wow what a lovely spread even the Gods sure are happy. Beautiful decorations and neivedyams.
Happy saraswati pooja.. Offering platter looks very tempting :)
wishes to u and ur family...lovely spread and the clicks are too gud...
Navaratri wishes to u and your family too :)Prathima RaoPrats Corner
Great spread!
Many Many good wishes to you too !!! Thanks for making us a part of this happy puja day by sharing the pictures and the offerings you made to the God & Goddesses:) I noticed the mathematics book under the bell-That was so meaningful and significant too !
Best wishes to you and family! Tempting platter too...http://treatntrick.blogspot.com
Happy viyayadasami jay!
What a collection of beautiful colors and aromas!
Happy Saraswathi Puja, my friend! Enjoy your delicious celebration~
We celebrate Saraswati Puja in feb :) Hope u had a good time
I'm not accustomed with this celebration/tradition but I wish you a happy Saraswathi Puja from the bottom of my heart Jay! :D Your pictures are absolutely wonderful :X
Prasadam looks delicious..
Happy Pooja days Jay..Hope you had a great time...Cheers,Uma
Everythign looks delicious!
Thanx for taking interest in my blog n leaving ur Sweet comments. Your comments, support & feedback are highly appreciated. They really mean a lot to me. Thanks a lot!Bon Appetit!Jay


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Tyler Rodde, Chef-Owner – Tyler Rodde returned to his roots in the Napa Valley in 2010 to open Oenotri, a southern-Italian restaurant featuring a daily-changing menu of rustic dishes built around the freshest local product available. Reflective of a passion for handcrafted food, Oenotri offers a menu with more than 20 different types of house-made salumi, an array of handmade fresh and dry pasta as well as exclusive olive oil sourced from within the Napa Valley. The restaurant's pizzas are baked in a 100-percent wood-burning oven, imported from Italy.
Today the restaurant continues to grow and expand. Oenotri has joined other local restaurants in preserving and managing the gardens surrounding the now-closed Copia Center for Food & Wine in Napa in addition to managing its own exclusive 4-acre culinary garden. These two projects provide an ever-increasing portion of the produce featured each day on Oenotri's menu, contributing to Oenotri's reputation as one the Bay Area's premiere venues for Italian cuisine and an essential component of any Wine Country itinerary.
Jessica Baron – Oenotri Farmer - Jessica Baron comes to Oenotri with a thick clod of farming experience in the treads of her boots. After studying agriculture at UC Santa Cruz and farming for three seasons at a ranch-camp for children in the mountains of Northern California, she returned to the San Francisco bay area where she grew up, and began work for Marin Roots Farm. It was here, selling at farmers markets, that she first realized the fun of providing chefs with the produce that they love. With this in mind she started a farm in Point Reyes Station where she spent a year and a half growing produce directly for local restaurant Osteria Stellina.
Jessica now manages Oenotri Farm, which provides up to eighty percent of the restaurant's produce. She collaborates with the chef to grow unique and delicious varieties and to harvest each crop at the peak of its flavor. Napa's warm summers and mild winters allow the restaurant to serve farm-fresh vegetables all year long, so with each meal at the restaurant, you get a taste of the farm!


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Billy Joe Turner
402 William St, Sikeston, MO 63801
Billy Ray Mcwhirter
Unknown, Sikeston, MO 63801
Brandon Johnathan Cole
304 W Gladys A, Sikeston, MO 63801
Calvin Swayne Scott
325 Luther St, Sikeston, MO 63801
Colby Lance Williams
835 Cambridge Dr, Sikeston, MO 63801
Dangelo Dawayne Wiggins
601 Branum St, Sikeston, MO 63801
View Arrest Records From Instant Checkmate
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Darin Ray Taylor
112 Chris Dr, Sikeston, MO 63801
Dennis Lee Morgan
731 Matthews Ave Rear, Sikeston, MO 63801
Dion Tyrone Davis
324 Lee Ave, Sikeston, MO 63801
Doyle Pettigrew
152 Penny St, Sikeston, MO 63801
Dustin Allen Bruenderman
219 Lillian Dr, Sikeston, MO 63801
Edgar L Givens
Unknown, Sikeston, MO 63801
Edward Lynn Graham
1303 County Highway 829, Sikeston, MO 63801
Eric Lee Rapert
119 N 4th St, Sikeston, MO 63801
Gailon L Applewhite
1213 W Murray Ln, Sikeston, MO 63801
*No representation is made that the person listed here is currently on the state's offenders registry. All names presented here were gathered at a past date. Some persons listed might no longer be registered offenders and others might have been added. Some addresses or other data might no longer be current. Owners of Homefacts.com assume no responsibility (and expressly disclaim responsibility) for updating this site to keep information current or to ensure the accuracy or completeness of any posted information. Accordingly, you should confirm the accuracy and completeness of all posted information before making any decision related to any data presented on this site. Report An Error »
Search Sikeston Local Arrest Records
Sikeston, MO Sex Offender Registry Statistics
Welcome to the Homefacts directory for registered Sex Offenders! Homefacts is a free service to help locate registered Sex Offenders within Sikeston, MO.
A search for our database shows there are 61 registered Sex Offenders in Sikeston, MO. Sikeston, MO has a ratio of 37.16 offenders per 10,000 residents. This is higher than the national average of 14.19 offenders per 10,000 residents.
Of the 61 offenders in Sikeston, MO, 54 are viewable on the map, while 7 are not due to to the offenders being transient or their address being unmappable.
Sikeston, MO Nearby Foreclosures
We're sorry! Currently in our records we have located 0 properties in foreclosure in the Sikeston, MO Area. Use the links below to expand your search to a wider area.


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Group Accommodation in Cornwall
Planning a big family get-together, holiday with a group of friends, business conference with a difference, or trip with your society or club and need spacious self catering accommodation with enough room for everyone? Whether it's a special birthday treat, anniversary, wedding reception or reunion with friends, group get-togethers need a special type of place to ensure that everyone can relax and celebrate in style. Cartwheel Holidays has a range of group accommodation in Cornwall to suit your needs, with properties accommodating 7 to 17 people in one unit, and groups of properties if you'd like to give everyone their own space.
Group accommodation, Launceston - ideal for exploring Cornwall and Devon
Launceston, the ancient capital of Cornwall, is ideal for exploring the region. Known as the 'Gateway to Cornwall', it is right on the Cornwall/Devon border between Bodmin Moor and Dartmoor with easy access to North and South Cornwall, West Devon and the Tamar Valley.
Ta Mill, a secluded rural hideaway with traditional cottages and a luxury 17th century house (up to 9 guests). | Bamham Farm Cottages, a small complex of individually designed cottages with family friendly facilities (up to 41 guests). | Cullacott Farmhouse, wings of a beautifully restored 15th century medieval hall house (up to 12 guests). |
Family friendly group accommodation close to the coast
The Olde House near Wadebridge, North Cornwall, has great facilities and farm animals to meet (groups of all sizes). | Award-winning Bosinver Farm Cottages near St Austell has cottages to suit groups of all sizes. | Tremaine Green Country Cottages, a private hamlet of period cottages near Looe (up to 44 guests). |
Wringworthy Cottages near Looe has 8 character cottages and a Party Barn for groups (up to 41 guests) | Court Farm Holidays near Bude, specialise in toddler friendly holidays just minutes from the coast (groups of all sizes) | |
Something a little different...
For a totally unique group holiday, why not stay in a group of 3 tipis (sleep 11 altogether) on a working farm in the Tamar Valley. |
Cornwall has a huge variety of coastal and inland activities, days out and attractions to keep all members of the group occupied during short breaks, weekend or mid-week breaks, or longer holidays. We have a great choice of properties in Cornwall providing spacious, top quality facilities for larger family gatherings and groups of friends at great prices with all the flexibility and variety that larger groups need.
Click on the orange 'view properties' button below to see more details about our group accommodation in Cornwall.


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Sherrill W. Hayes, 89, of Old Fort, died Tuesday, April 22, 2014, at his home.
He was preceded in death by his parents, James and Mae Epperson Hayes, and his wife, Pauline "Polly" Hayes.
He is survived by one son, James Hayes of Old Fort; two grandchildren; five great-grandchildren; and one brother, Arnold Hayes of Murfreesboro.
A graveside service with military honors will be held Monday, April 28, 2014, at 2:30 p.m. in Sunset Memorial Gardens with Minister Shane Pierce officiating.
The family will receive friends from noon to 2 p.m. on Monday at Ralph Buckner Funeral Home.


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Who do you think looks best today? (5 photos)
The best street style from London Fashion Week: http://ow.ly/p48HS via @StyleCaster
For Drew's October InStyle cover, hairstylist Mark Townsend used pomade to add texture to the look. "We didn't want the hair to look to done," he said. "We wanted the hair to have a little edge to it."Read MoreLess


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Wycliffe (WYC) | New International Version (NIV) |
1 Therefore, my brethren most dear-worthy and most desired, my joy and my crown, so stand ye in the Lord, most dear brethren. | 1 Therefore, my brothers, you whom I love and long for, my joy and crown, that is how you should stand firm in the Lord, dear friends! |
Copyright © 2001 by Terence P. Noble. For personal use only. (Wycliffe Bible) | Scripture quoted by permission. Quotations designated (NIV) are from THE HOLY BIBLE: NEW INTERNATIONAL VERSION®. NIV®. Copyright © 1973, 1978, 1984 by Biblica. All rights reserved worldwide. (New International Version Bible Online) |


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PO Box 73
Wampssville, NY 13163
ph: 315-761-8706
Looking for that special wedding cake? Maybe a grooms cake that looks like his prized GTO or maybe a cake that resembles a monkey for your child's first birthday. At Kerwin's Cakes we make cakes from the MILD to the WILD! Need something special for a dinner party, catered affair? Here at Kerwin's Cakes, your wish is our delight.
We are LGBT friendly!!
Serving Central New York since 2007
PO Box 73 Wampsville, NY 13163
Check under our Services section for more information.
Kerwin's Cakes is a custom cake business. Our customers are those looking for something unique, a one of a kind, not your traditional cake. Whether it's a wedding cake, or a birthday cake, the staff at Kerwin's Cakes has over 40+ years of experience in the pastry industry to handle any specialty order.
Please contact us anytime! We look forward to hearing from you.
Kerwin"s Cakes
PO Box 73
Wampsville, NY 13163
Email: email@example.com
Copyright 2009 Kerwin's Cakes. All rights reserved.
PO Box 73
Wampssville, NY 13163
ph: 315-761-8706


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Girl girls.. 1st roll of Diana F+
This photo was shot on film. Taken by hanibale with a Lomography Diana F+ (available in our Online Shop) loaded with Kodak 400VC 120 film in rauma, Finland. These tags describe this photo: double, 2, expo, 120mm, ×, brances, by, christmas, cookie, cookies, diana, eve, film, finland, first, hanibale, lomo, made, portrait, roll, self, tags, girl, and daugher. Date: 2011-12-30. Time: Night. This photo can also be found in the album golden Diana.Please login to get more out of this site
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60 people like this photo
Liking photos helps us to present the best ones to you and others. 60 people like this photo. 60 people like this photo: pangmark, lonur, yokekei, adventuresinanalog, revolutionary13, ancalu, sirio174, javihacefotos, amushroom, rik041, aton, why-yu, nola4ever, mczoum, freelancer, maria_vlachou, suizidekid, mafiosa, 1122, kleeblatt, lazybuddha, elvis, zizixxx, rben675, meryl, smeagolomo, emperornorton, macstef, poepel, isaa, robter, aphonso, fairymarielle, adam_g2000, adelgazol, pouru, albeelee, ryszardl70, marcus_loves_film, k_melancholy, pomps, ayakorpi, plyshbel, a1con, hervinsyah, lomike, iambb_, oskar73, gangan, dreadlockboy, shoykhetd, h_hache, cpolpa, thesndx, sye, blancarleal, darwin1974, kangiha, alegshzhka, and frenchyfyl.
5 comments
really cool portrait! love it!
:) thanks! it's self one :)
nice to hear that :)


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You're leaving Wedding Paper Divas to see the Deal of the Day at our parent site, Tiny Prints.
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"I uploaded my design and they helped fit it within the paper without making it feel cramped. The quality was very good. The bride that I designed it for loved them and was very satisfied. Shipping was very quick."
"Extremely pleased with the invitations. Service was excellent and shipping was very quick. It actually printed and delivered in 3 days! Beautiful design and cards. Would highly recommend!!!"
"I love the look of this product - front AND back. Please note that the "preset phrasing" on the invitations can be more customized to what you want; I added into the notes what I wanted (Bride and Grooms name on separate lines, grooms parents name after grooms name, etc) and they revised it to exactly how I wanted it. They even gave me a few different options based on what they thought might look better or less wordy. So keep in mind that just because there are a few templates to use, you can still customize it to exactly how you want it!!!"
"Amazing customer service - they not only customized the card for me, but fixed the mistake I made even before I noticed it. They came out gorgeous."
"This was a great experience from start to finish! I had my own design that I wanted to have printed out, and they made the process so easy and were very helpful in getting me to a final proof that was going to meet all of my expectations. Customer service was great! The invitations arrived on the day they said they would, and when I opened them today I let out a little squeal of delight! I am so happy with the finished product. Thank you Wedding Paper Divas!"


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Home » Equipment » Golf Balls » Mens » Tour Balls » Bridgestone Tour Balls » Tour B330-S Golf Balls 2013 ( PID:25198 )
Bridgestone Tour B330-S Golf Balls 2013
Optimized For Pro Level Swing Speeds Over 105 MPH With Maximum Tour Spin
You May Be Interested In One of These Products
Bridgestone Tour B330-S Golf Balls 2014
Added Spin Control And Feel, Tour Proven Distance, Advanced 4-Piece Urethane
Bridgestone Tour B330 Golf Balls 2014
Tour Proven Distance, Precision Control, Advanced 4-Piece Urethane
This item is no longer available
These items may be similar: Mens Tour Balls
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Bridgestone Tour B330-S Golf Balls 2013 Details
The 2012 B330-S now has a larger core, softer cover and Bridgestone's proprietary Dual Dimple Technology. Compared to previous models, the Urethane cover is now 13% softer to maximize spin control around the green. The Gradational Compression Core is larger and increases ball velocity for greater ball distance. The Dual Dimple Technology is made of an outer dimple that promotes a shallow angle of descent for increased ball roll and the inside dimple increases thrust power at launch for greater distance. It makes for great wind performance and high-quality aerodynamics.
- Gradational compression core technology for increased ball speed
- Dual Mantle design for reduced spin and higher launch off the driver and long irons
- Very soft Tour proven Urethane cover for added greenside control
- 330 dual dimple technology for consistent flight
Bridgestone Tour B330-S Golf Balls 2013 Reviews
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Twisted Radio Beams Could Untangle the Airwaves
This is a fundamental structure of the universe (183 comments)
I find this concept really interesting and confusing at the same time. Consider that within plasma laboratories, we can observe certain fundamental morphologies that naturally result from the existence of charge density. Plasmas naturally form double layers, which tend to protect a plasma's charge. The double layer leads to the formation of plasma filaments. We see within the laboratory that plasma filaments tend to exhibit long-range attraction and short-range repulsion with one another. This causes the filaments to twist around one another like a braided rope. Within the plasma laboratory, we observe these complex twisted transfer charged particles very efficiently. They are called Birkeland Currents.
We see these braided filament plasma structures in space too, like in the Cygnus Loop
Braided ropelike plasma structures are the fingerprints of electromagnetic activity. When you see plasma behaving this way, you need to make sure that you're not trying to use fluids-based equations to understand/model it.
It's interesting that the same thing can be done with respect to radio waves. I'm actually a little bit confused as to why this works for radio waves. When Birkeland Currents do this, they require the existence of a plasma medium, and the structures do their thing in the lab because of the existence of the ionization. The plasma both responds to magnetic fields and creates its own due to the right-hand rule. But these guys seem to be saying that they can create these structures within the Earth's atmosphere in the absence of a plasma medium (?). With Birkeland Currents, the collimation occurs because the flow of charged particles generates a magnetic field.
I'm not getting something. Any plasma physicists out there??? Is HAARP creating an ionized pathway for the signal through the atmosphere?


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Dance & Fitness Classes 206.696.0680 – Personal Training 206.579.6880
Welcome to the New Compfit Dance Studio in Wallingford 98103
New Years Sign-Up Special Ends January 31st!
Compfit offers an array of diverse and unique classes all designed with the specific purpose of maximizing your health & fitness gains, while having as much fun as possible. Be it Oula, Zumba, or African Dance to address your cardiovascular needs to Boot Camp, Barre, or Hoopnotica to strengthen your whole body and core we aim to provide quality services to our community. We now offer Zumba kids and seniors low-impact classes to stay in line with our mission of providing a comprehensive offering to enhance your quality of life! Simply, our purpose is to address all of your fitness needs (All in One) at an affordable cost. Current Classes – Zumba, Oula, Samba, Dance 101, Boot Camp, Barre, Hoopnotica, Lean & Tone, Acro Yoga, 5 Rhythms
Attention Coupon Holders (Groupon, Amazon, etc): Washington State requires a sales tax on all coupons (.095%) to be paid at time of service! For more info contact Groupon Support (877) 788-7858
Sign-Up & Class Schedule
Eric Wilson MS, Exercise Physiologist, Personal Trainer, Dancer
Move Your Body & Your Body Will Continue to Move You!
Eric is the creator of the Comprehensive Lifestyle Plan (CLP) – a personal training philosophy with the focus on the whole person. Your individual program will be designed with the 5 elements of the CLP at its core:
. exercise . nutrition . stress management . body awareness . balance .
Since 1998, Eric has successfully used the Comprehensive Lifestyle Plan to change the lives of countless clients. Core focused, the plan encompasses preventative and rehabilitation therapy tools designed with an element of fun.
Comprehensive – Including everything, as to be complete.
Fitness – The state of being physically fit.


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Download our complimentary HR Education Webinar discussion on ways to help your Club avoid or respond to a DOL Wage and Hour audit.
Join us for an upcoming webinar demonstration
Current Articles | RSS Feed
Federal and State requirements as to the length and timing of breaks that you are required to compensate for presents many questions regarding compliance and ensuring employee's adhere to Club policy. Here we will address a few questions on how to compensate for work breaks appropriately.
Remember that many states have specific requirements as to the length and timing of required breaks, so it is important to ensure that you are giving all employees at least the minimum required breaks and that you are compensating for. Federal law requires that any shorter rest periods (5-20 minutes) provided (other than lactation breaks) be compensated. Meal periods (typically lasting at least 30 minutes) serve a different purpose and may be unpaid.
Q: Can we refuse to pay for extended time employee's take on their granted 10 minute paid work breaks?
A: DOL's internal enforcement manual advises that unauthorized break extensions need not be classified as work time. But here's the catch: You absolutely must advise employees that:
1. authorized breaks are limited to X minutes;
2. any extension of those breaks is against the rules; and
3. such extensions will be punished through disciplinary action
Q. May we give different break amounts and schedules to employee's in different departments? A. You may have different rest and meal periods for employees based on job duties or department, so long as the policy is non-discriminatory, complies with federal and state regulations, and is applied consistently. This may make sense in many situations where employees in different departments have vastly different duties and daily work rhythms, but you should be cognizant of whether it will have a negative impact on morale if employees know that certain departments have more generous break allowances.
Q. What if an employee doesn't want a break?
A. The laws are strict: The hard and fast rule is that nonexempt employees must be paid for all hours worked. If a meal break is unpaid, the employee must be able to leave his or her workstation and have that time uninterrupted. As it turns out, uncompensated meal breaks are a frequent basis for class action lawsuits. Tens of thousands of suits have been filed in the last decade under either the FLSA or another state law. Sometimes, conscientious employees deliberately skip the break in order to catch up on their work. But more often, plaintiffs say, an employer prevents them from taking the break. It is automatically deducted from their clocked-in hours by the employer's timekeeping system, when the workers often can't take the break. This is a common occurrence in hospitality when service needs are constant and fast paced.
Consider that there may be at least three different kinds of breaks: Bona fide meal breaks that are not typically compensated, "short" rest breaks of 20 minutes or less that are typically compensated, and other kinds of breaks—neither meal breaks nor short rests but including lactation breaks—which may or may not be compensated. Many employers assume that when an employee stretches a 10-minute to 20 minutes, FLSA doesn't allow the extra time to be treated as non compensable.
(Labor, 2010)The Patient Protection and Affordable Care Act ("Affordable Care Act") amended section 7 of the Fair Labor Standards Act ("FLSA") to require employers to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child's birth each time such employee has need to express the milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk. The break time requirement became effective when the Affordable Care Act was signed into law on March 23, 2010.
Minimize your liability. We provide customize handbooks to meet your industry culture and needs. Clare Vazquez, HR Business Partner has been developing customized handbooks for over 15 years.
For more helpful Human Resource compliance tips like this, contact us to subscribe and gain access to ClubPay's Online HR Support Center: https://clubpay.myhrsupportcenter.com Contact: email@example.com.
ClubPay Client Success Webinar: FAQ we hear from Clubs…
Recently, we hosted a webinar presentation for our Clients to see how ClubPay's reporting enhancements can be utilized to easily comply with upcoming ACA requirements; plus we addressed the most Frequently Asked Questions our Client Service Team has received from Clubs regarding common compliance concerns. To help ensure awareness of this information for our ClubPay Clients and other Clubs who may be interested, we put together a summary of our discussion, plus examples of the ClubPay ACA compliance reports shown. We hope you find this information helpful and welcome you to download our webinar summary discussion here: How to Leverage ClubPay Systems for Compliance.
After controversy, debate, and delays, the Employer Mandate has arrived. This provision of the Affordable Care Act (also known as the "Play or Pay" provision) requires all employers with 50 or more full-time equivalent employees to offer a certain level of health insurance coverage at an affordable rate to all full-time employees or face a possible penalty.
Large employers (those with 100 or more full-time equivalent employees) that do not comply with the Employer Mandate may begin incurring penalties in each month of the 2015 tax year. Midsized employers (those with 50-99 full-time equivalent employees) enjoy an additional year of reprieve (to 2016) as long as the organization did not reduce its workers' hours/workforce to get below the 99 employee threshold without a bona fide reason or materially reduce its health care plan as it existed on February 9, 2014. Employer Mandate penalties are incurred on a monthly basis, but paid annually.
It's important to note that the IRS will only apply Employer Mandate penalties to an organization if the employer is subject to the Employer Mandate, fails to comply with the Mandate, and has at least one full-time employee shop in the Marketplace and receive a federal premium subsidy. Employers have no control regarding whether a full-time employee opts to shop in the Marketplace, so the only fool-proof way to avoid penalties is to follow these three steps:
If you follow these three steps, your organization will be immunized from any type of Employer Mandate Penalties, regardless of which employees opt to shop in the Marketplace or what types of premium subsidies they receive.
With the implementation of the Employer Mandate new IRS reporting requirements arise. Employers with 50 or more full-time equivalent employees must begin Section 6056 (Employer Mandate) reporting for the 2015 tax year. These forms will be filed with the IRS and provided to employees in early 2016. Although the actual reporting will not be performed until early 2016, some of the data included in the reporting must be classified by month. So now is the time to begin tracking this data.
Employers subject to the reporting requirements must complete and submit one Transmittal Form (IRS Form 1094-C) for the organization and one Employee Statement (IRS Form 1095-C) for each employee. Employers that sponsor a self-funded health plan have additional reporting requirements. The IRS draft forms are available in ClubPay's Online HR Support Center.
Anxiety is understandably high in regard to both the Employer Mandate and the new IRS reporting requirements associated with the Mandate. The penalties have the potential to be substantial for some employers, and the regulations are somewhat tedious and technical. Some anxiety can be mitigated by reviewing the "Navigating the Employer Mandate" guide in our Online HR Support Center. It provides detailed common-sense instructions on how to comply with the Employer Mandate, including sample penalty calculations, IRS reporting requirements and much more. Your Human Resources Professional and Tax Professional can also be great resources for you.
"It's Go Time….The Employer Mandate is Here" HR Advisor Newsletter: January 2015
For more helpful Human Resource articles like this, contact us to subscribe and gain access to ClubPay's Online HR Support Center: https://clubpay.myhrsupportcenter.com Contact: email@example.com.
Last month we held a webinar presentation for our ClubPay Clients to show how ClubPay's reporting enhancements can be utilized to easily comply with upcoming ACA requirements, and we covered a few of the most Frequently Asked Questions our Client Service Team has received from our Clubs regarding common compliance concerns. To help ensure awareness of the information we covered for our Clients and other Clubs who may be interested, we put together a summary of our discussion, plus examples of the ACA compliance reports shown. We hope you find this information helpful and welcome you to download the webinar summary discussion here: How to Leverage ClubPay Systems for Compliance.
On behalf of all of us at ClubPay, I'd like to express our sincere appreciation for your confidence and loyalty. We are deeply thankful and extend to you our best wishes for a joyous Holiday Season.
ClubPay cares passionately about what we do.
When our clients have a need, we care about their concerns and have the expertise to help creatively solve even their most complex Club Payroll and HR challenges. Our ultimate Care is for our client's success.
Are you looking for ways to stay abreast of the evolving regulatory environment and ensure compliance with the latest rules; ClubPay has enhanced Human Resource offerings to help.
For many employers, sending employees out into the big, wide world to perform their job duties is an everyday occurrence. However, many Club employers are not aware of the situational details that may make time compensable or not compensable for non-exempt employees. Club Employers must consider both state and federal law surrounding travel time pay and then apply the most generous policy to the employee.
Home-to-Work and Work-to-Home Travel – Employers are not obligated to pay an employee for their time spent commuting no matter how far away they live. If it's part of their normal commuting time, it's unpaid.
Worksite to Worksite Travel – If an employee must travel in order to accomplish the day's work this time counts as paid time. This is common for service and maintenance employees.
One-Day Travel to Another City – Should an employee travel to and return from another city in a workday, that time counts as hours worked. However, the employer is not required to count the time that an employee would normally be commuting to their regular worksite.
Overnight Travel – When an employee travels overnight on company business, hours spent traveling over the employee's normal work hours generally count as compensable time (no matter what day of the week the employee traveled on).
It is key for employers to understand that the obligation for keeping track of hours worked for a non-exempt employee lies with the employer under the Fair Labor Standards Act. Most employers will pass this duty off to their employees. That, however, does not release the employer from its duty. If an employer had reason to know that an employee was working though the time was not recorded, the employer is obligated to pay for that time actually spent working.
In order to avoid confusion and misunderstandings, we recommend having a written policy on travel time pay that is distributed it to employees. Employers may also safeguard themselves from preventable issues if they go over the policy with an employee prior to the employee embarking on company travel. If the employee will not have access to the company's time clock system while traveling, employers should provide them with a timesheet to record their hours as they are worked.
In addition to travel time pay, many employers get hung up on the many details surrounding employee travel. Below are a few of those issues and what obligations an employer has to its employees.
Per Diem – Per diems are generally optional for employers. Travel time pay still applies when a per diem is provided.
Mileage Reimbursement – Employers who provide a mileage reimbursement for maintenance, wear and tear on an employee's vehicle must also pay the employee for the travel time. We typically recommend the standard IRS rate, which is currently 56 cents per business mile driven.
Different Travel Time Rate – A different rate of pay for travel is allowed so long as the rate is not less than minimum wage. This should be clearly communicated in writing prior to the beginning of the travel.
Calculating Overtime – An employer must count travel hours when calculating overtime pay for a workweek.
Wage and hour problems occur when an employer isn't familiar with their pay obligations for non-exempt travel time pay. Knowing that compensation for travel time depends on the kind of traveling the employee is doing and when the travel time takes place, can help an employer avoid expensive omissions from an employee's pay.
"Understanding Employer Pay Obligations for Travel Time" HR Advisor Newsletter: November 2014
For more helpful Human Resource articles like this; contact our Club Payroll/HR Specialist for a free 1 month trial to ClubPay's HR Support Center: https://clubpay.myhrsupportcenter.com Contact Us: email@example.com
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Join us for our upcoming webinar demonstration to see how ClubPay handles some of the most Frequently Asked Questions regarding common compliance concerns we hear from our Club clients. We will discuss how to easily manage Automatic Gratuities, the difference between Tips or Service Charges and show how to calculate overtime wages for tipped employees. Plus, we'll cover some crucial year-end tips to incorporate now and information you need to know to prepare for 2015 ACA requirements. Register to attend: Thursday, November 20th at 2:30pm EST.
I'm going out on a limb here to share my personal experience on a summer project I was tasked with and how working with people who Care, made what I thought was impossible, possible. Typically, I post Club Management and HR Education articles on behalf of ClubPay; however today, my hope is by sharing a few insights of my project journey some might resonate to help with your next Club project. The first step to implement any successful project starts with people who Care to help you through.
How do people who Care, define Care?
Care is a simple four letter word so often misinterpreted and misused by our youth's vernacular. A great example of this is expressed in "Weird Al" Yankovic's Word Crime parody: Like "I could care less." That means you do care, at least a little. I predict if you approached someone right now and asked them to define Care they would need a moment to answer and if you asked five people to define Care, their answers would all differ.
How I define -People who Care: encompass the noun and the verb definition of Care, plus Attitude. Michael Crandal best defines Attitude, "Attitude is knowledge or experience, but with emotional impact."
People who Care make a difference.
Working in the Private Club Industry, most of you already know the importance of having people who care employed at your Club. Clubs are a place where members go because they know they'll be cared for. However, there are a lot of companies we do business with who don't seem to get the "Care" concept with their customer projects, leaving unrealized benefits and frustrating transitions.
I was fortunate to work with a company whose Care helped me through our ClubPay video reanimation project this summer and because of their "Care Attitude" they met our nearly impossible objectives with ease.
I tried to convince our Video Project Director at Richter10.2 Media Group, there was no way they could possibly meet our team's multiple demands for a successful video without starting from scratch. He patiently listened to my rant, agreed our agenda would be no easy task, but felt it was a challenge they could meet and their ultimate goal was for me to have a final product I'd be proud to share with our team.
Throughout the editing project stages, their people encompassed a Care Attitude, taking the time to listen and implement outrageous suggestions even when they knew a suggested change wouldn't have a desired result, and then were quick to implement a better way to achieve our desired end goal. With their Care, a project I had dreaded became a wonderfully successful experience and resulted in a ClubPay video that I am proud to share.
There is an incredible opportunity for those of us who do Care and you can see a Care Attitude shine at the most successful Clubs. Care is shown in the details; quality of meals, condition of the Club and grounds, the smile and personal greeting from the server. People like to be around and do business with people who Care about them. From my experience of working on both sides, 1) assisting ClubPay clients with their Employee Management projects, and 2) being a client of an outsourced service project; my word of advice for your next Club project is to partner with a company whose people Care to help you through.
Join us for our upcoming webinar demonstration to see how ClubPay handles some of the most Frequently Asked Questions regarding common compliance concerns we hear from our Club clients. We will show how to easily manage Automatic Gratuities, the difference between Tips or Service Charges and show how to calculate overtime wages for tipped employees. Plus, we'll cover some crucial year-end tips to incorporate now and information you need to know to prepare for 2015 ACA requirements. Register to attend: Thursday, November 20th at 2:30pm EST.
Use of available background information in your Club's hiring and employment decisions is critical to its success. However and very importantly, there is an ever-evolving minefield of legal risk associated with the use of background information when qualifying a candidate. During this hiring season, it is a good time to examine your current processes and be aware of what you can and cannot do with respect to background checks and information.
The practice of securing background reporting information is compliant with the Fair Credit Reporting Act (FCRA) as long as the employer discloses to the applicant, in writing, that the report may be obtained for employment-related purposes. The FCRA requires not only notice to and consent from applicants/employees before doing a background check, but also requires notice to the applicant who is rejected based on the results of such a check, both before and immediately after the rejection decision is made. The employer is required to follow an "adverse action procedure," which includes sending the candidate a pre-adverse action notice, a copy of the consumer report, a final adverse action notice and a summary of rights under the FCRA.
When do Background Checks Cross the Line?
The EEOC requires that all background checks be "job-related" and "consistent with business necessity." For example, it is reasonable for a financial sector employer to conduct a credit history check on a job candidate. Also, the EEOC has established guidance for employers with respect to the use of criminal history information; the guidance differentiates between arrests and criminal convictions. The guidance disallows employer from basking hiring decision on an applicant's arrest record; the conviction record is the only criteria that may be considered. An employer can consider a criminal conviction in employment disqualification or termination decisions but it must show that the conviction is "job related and consistent with business necessity".
When is a Criminal Conviction Disqualification "Job Related and Consistent with Business Necessity"?
EEOC Guidance Says There Are Two Ways For Employer to Establish:
(1) SCIENTIFIC/EXPERT VALIDATION--The employer validates the criminal conduct exclusion for the position in question in light of the Uniform Guidelines on Employee Selection Procedures (if there is data or analysis about criminal conduct as related to subsequent work performance or behaviors); or
(2) TARGETED SCREEN--The employer develops a targeted screen when considering disqualification/termination because of a criminal conviction, Employer must consider:
(1) Nature/Gravity of the Offense
(2) Time since conviction and/or completion of sentence; and
(3) Nature of the job sought or held
Extreme caution must use when basing an employment decision on an employee's credit score or history too. While the federal law allows employers to use an applicant's credit history in the employment application process as long as doing so is job-related and consistent with business necessity, this practice may not be compliant with your state law. Ten states currently have adapted limitations on the use of credit information for employment selection purposes. Also, Federal law does not prohibit employers from inquiring about criminal convictions on an employment application. However, ten states have passed legislation disallowing employers from asking about criminal convictions on job applications; also known as "ban the box".
Ultimately, Club's should assess the specific role for which it is hiring and the relevance of an individual's criminal or credit history information in making its employment selections. This will aid in determining the necessity for conducting the background checks on specific roles engaged in working with the public or financials and provide an opportunity to ensure your Club's employee handbook is consistent with federal and state regulatory employment laws.
Background Checks Best Practices
Now more than ever, all employers who seek or use background information face an increasing number of potential claims, we've covered a couple of potential pitfalls in this article, however there is an ever-evolving minefield of legal risk associated with background information. To help navigate away from some of the most common legal pitfalls, download our complimentary white paper from ClubPay's HR Education Seminar presented by HR and Legal experts to bring awareness of what a Club can and cannot do with respect to background information, and provide practical guidance for avoiding legal claims associated with background checks.
Complimentary White Paper: "Background Checks- What you must know to protect Employees, Members & Club Assets"
"Background Checks-When do they Cross the Line" HR Advisor Newsletter, September 2014:
For more helpful Human Resource articles like this; be sure to ask our Club Payroll/HR Specialist for a free 1 month trial to ClubPay's Online HR Support Center. https://clubpay.myhrsupportcenter.com
Learn more about our extended Compliance and Risk Management services: Background Screening, Workers Compensation Management, and Unemployment Compensation.
We welcome your specific questions or inquiries posted below regarding Background Screening Compliance and will be happy to assist.
Faster, Simpler and More Effective Hiring for Clubs
Recruiting and hiring the best requires more than merely placing a classified ad in the local newspaper and choosing the best option that shows up. In order to gain a competitive advantage and get the maximum return on your payroll investment, you must set the bar at hiring the "best" not the "best you can find". To accomplish this, you must get creative and implement hiring processes that yield predictable results.
Your success begins with your Club's recruitment effort. To reach qualified Generation X & Millennial candidates, you have to meet them where they hang out – on the web. Be sure to develop an overall strategy though, just placing traditional ads on an expensive job board will most likely do nothing but increase your recruitment costs. Take some time to write out positions in a language that your target audience recognizes.
The best way to ensure good hires in today's employment market is build an automated recruitment and hiring process that consistently yields qualified candidates. In this case, you are looking for a high quantity, of high quality applicants in order to make the best possible hire. By including a custom career site page on your Club website, you can showcase the Club's work environment, job openings, share the positives about working at your Club, and attract those high quality candidates to apply online. Be sure to include information about your Club's employee benefit offerings and culture – these things matter to today's workforce!
To make certain your Club isn't missing those good hire opportunities, examine your current processes. How do you manage your applicants? Are applications and resumes stuck in a file folder and haphazardly passed down to the department heads? How do you screen your applicants? Do you ask them qualifying questions? Do you run background checks? When a potential employee visits your site to view current openings, do you capture his or her email address and keep them updated with your latest job postings?
Hiring the best is really no more complicated than hiring the best you can find. The difference is having systems in place. With web-based hiring and application management systems, Club's can easily streamline their recruitment and hiring processes to be current and compliant with employment regulatory laws. An online applicant management system builds a custom careers site, online application process, searchable database of all applicants, keeps potential candidates up to date with current openings, and then routes applications to the designated hiring manager.
If you would like to see how online hiring and application management systems are changing the way Clubs hire, watch our ClubApplicant System Overview Demonstration Here.
See how our ClubApplicant Hiring and Application Management System increases the number of qualified candidates with online employment applications and job-based screening questions. Plus, overall recruitment costs and "time to hire" processes are reduced by pushing job postings out to online job boards, and automatic transfer of applicants demographic information to an "employee" for new hire processing in ClubPay's Payroll/HR & Time systems.
Every detail of the job application process is digitally captured and available to report and electronically track. Imagine being able to quickly review last season's server applications at the beginning of this season. Review by screening questions to avoid pointless interviews with unqualified applicants. ClubApplicant's job applicant tracking allows you to track the source of your applicants to identify where your best quality job applicants are coming from. To save time and avoid issues, Affirmative Action and EEO reports are generated within seconds.
Although the term is not easily found in most reference books, the nationally recognized Society for Human Resource Management has defined it as, "the process by which new hires get adjusted to the social and performance aspects of their jobs". Club's are now focusing their investments in the development of on-boarding plans that quickly convert new employees into effective Club resources. Initiating an efficiently devised on-boarding plan provides a successful new hire transition into the Club culture, lessens the time to productivity, and decreases employee turnover.
On-boarding is more involved than only planning for an employee's first day. The process actually starts with recruiting efforts, followed by the hiring process, then continues through the orientation stage, and finally settles with the first year of employee integration into the company. On-boarding plans provide a new employee with the tools to easily perceive the culture of the organization and Club goals while lending them support as they quickly get up to speed and become a productive Club asset. Ultimately on-boarding plans reduce turnover and promotes long term employee retention with the Club.
Create an orientation program that provides more than collecting human resources, payroll, and benefit forms. Provide a comprehensive approach that extends throughout the first year of employment. The following is an overview of a successful on-boarding plan:
On-boarding plans have the potential to make the new hire transition, efficient, and positive. By implementing a plan, Club benefits extend beyond time and money, the plan promotes long lasting, talented, and loyal employee relationships.
Click here to review the ClubPay Services that are available to enhance your On-boarding Planning endeavors.
"Onboarding:New Hire Prepping" ClubPay Quarterly News, June. 2014:
See a full list of upcoming ClubPay Webinars.
Because of EEOC's renewed focus on facially neutral employer policies that may have a "disparate impact" on protected classes of employees; it is prudent for Club Management to be thoroughly reviewing and auditing your Club's policies and pay practices with an HR or Employment Law Professional.
How can HRO help?
The vast majority of Clubs opt for an "outsourced" strategy to relieve administrative burden, gain expertise and prevent liability. Clubs need protection more than a large company, yet many times either cannot afford the internal HR resources or aren't really aware of their true exposure as an employer. Given the trend towards Club Controller's taking on increasing HR related responsibilities, and due to the current, sometimes confusing Federal and State employment regulations being imposed, an HRO approach has accelerated as a popular choice for Clubs "doing more for less". Even the most efficient employers and HR administrators are unable to devote the time required to make meaningful changes to Club policies and procedures. Partnering with an HR Outsourcer helps an employer achieve relief. Other reasons to outsource include:
Partnering with an HR Outsourcing Service can help mitigate HR issues but also, can offer greater budget flexibility and control. Club's now have the flexibility to pay for HR service in areas they need and professional HR expertise when they need it.
Our HRO Service… We assist each ClubPay HRO client with an initial assessment of their current HR practices and procedures to ensure we work as a partner for future growth. To address the diverse needs of each Club HRO client we start the assessment with a custom employee handbook and build from there to determine what, if any future advanced HR support will be required. Our HRO platform ensures that every client receives not only compliance protection, but also provides an opportunity to take advantage of our advanced Club HR Consulting services.
For a full list of ClubPay's HRO Services, View Brochure Here
The time to consider an HR Strategy at your Club has passed; now is the time to implement an HR Strategy!
Are there aspects of your Club's existing HR practices that are unsatisfactory or could benefit from improvement?
One of the most pressing concerns stated by Club Management is Human Resource issues. Often times Clubs either cannot afford internal HR resources or are unable to devote the administrative time needed to understand their exposure risks and implement the required changes to Club Policies in order to be fully compliant with the latest mandates. Now, due to DOL's increase of enforcement to conduct targeted Wage and Hour investigations within the hospitality industry; EEOC may simply call or show up at your Club's doorstep, without charge, and request your policy and pay practice information.
What has changed?
What's driving the HR Outsourcing trend for the Club Industry … As the government regulation/mandates rise combined with their public education efforts on employee rights, so have the number of class action lawsuits risen against the hotel and hospitality industry. Currently, due to the indication of widespread violations within the industry, the DOL has authorized an increase of enforcement to conduct targeted Wage and Hour investigations. Pressure from political influences, increased tax revenues, unemployment, increased regulation and litigation, has created an "HR Perfect Storm" for private clubs.
Club Management's approach to HR administration can no longer be "if" we're investigated and instead, needs to be "when" an investigation occurs, how to respond?
Why all the hype about HR Strategy now, when it hasn't been an issue… The EEOC's new guidance is technically not a fundamental departure from a decade ago; the key difference is under the current administration's emphasis on employment related federal law and regulation. EEOC is now able to take a stronger stand on enforcement and has identified a number of new "emerging issues" to include enforcement of. As the EEOC closes in on the half-way point of its 2012-2016 Strategic Enforcement Plan (SEP), it shows the agency has met some of the performance measures, but fell short on others, signaling that the agency may double-down in its 2014 enforcement efforts to make up for the goals its missed.
The EEOC means business; by the end of the FY 2013, the EEOC had launched 300 systemic investigations resulting in 63 settlements or conciliation agreements that recovered approximately $40 million. They continue to make strides to achieve the agency's stated litigation docket goal to ensure that systemic cases make up 22% to 24% by 2016. Systemic suits comprised 16% of all merits filings in 2013, and by the end of the year represented 23.4% of all active merit suits; the largest proportion since FY 2006. The EEOC also obtained the highest level of monetary relief ever obtained by the Commission through the administrative process, securing $372.1 million in monetary benefits based on the resolution of administrative charges.
How EEOC is meeting their Strategic Enforcement Plan Goals…With a multifaceted effort to aggressively target employer policies for potential "Disparate Impact" and a broad range of "emerging issues". One example of EEOC's new enforcement program is pursuit of its authority to enforce the Equal Pay Act that specifically empowers the EEOC to conduct "Directed Investigations". This means, EEOC can conduct an audit of employer pay practices without having to wait for a charge to be filed to investigate alleged Title VII violations; EEOC may simply call or show up at your Club's doorstep and request your policies and pay practice information. These audits open the door for them to seek other potential "systemic" or "disparate impact" problems to investigate further.
The vast majority of Clubs opt for an "outsourced" strategy to relieve administrative burden, gain expertise and prevent liability. Clubs need protection more than a large company, yet many times either cannot afford the internal HR resources or aren't really aware of their true exposure as an employer. Given the trend towards Club Controller's taking on increasing HR related responsibilities, and due to the current, sometimes confusing Federal and State employment regulations being imposed, an HRO approach has accelerated as a popular choice for Clubs "doing more for less". Even the most efficient employers are unable to devote the time required to make meaningful changes to Club policies and procedures. Partnering with an HR Outsourcer helps an employer achieve relief. Other reasons to outsource include:


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