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The Electric Handmade Italian Acetate sunglass collection features premium Mazzucchelli Acetate material and industry leading lens technology by Carl Zeiss Vision. Established in 1849, Mazzucchelli is the number one producer of acetate for the fashion industry and is one of the most innovative companies in the plastics market. Carl Zeiss Vision, now over 150 years old, continues to offer cutting edge vision products and is a pioneer for optical design and engineering. Previously, Electric manufactured its acetate eyewear collection in Asia, a popular choice for many fashion and action sport brands. Italian craftsmanship has set the global standard for luxury product engineering. Meticulous attention to detail, first choice materials and high standard processes, have placed Italian craftsmanship at the pinnacle of sunglass manufacturing. "Bringing our acetate program to Italy has been a key piece in the elevation of our sunglass quality over the last year. From our melanin infused lenses in our mold injected products, through to our new acetates, the entire line utilizes the finest materials and Italian craftsmanship" …Kip Arnette, Chief Design Officer and Co-founder.
It is a high tensile strength plastic that will retain its shape under all temperatures. This material is impact resistant, flexible, light weight, and durable. Electric uses grilamid in all of its mold injected eyewear.
Also known as Cellulose Acetate, is a nylon based plastic that is hypo allergenic, and has more transparency and gloss than any other plastic. Acetate produces some of the most aesthetically pleasing eyewear, which is ideal for custom fitting and pliable when heated. Electric exclusively uses Mazzucchelli acetate for all of our handmade Italian acetate frames.
Each of Electric's wire frames utilize a high quality surgical grade stainless steel. This material is non corrosive, hypo allergenic, lightweight and durable.
Electric exclusively uses Bayer brand Makrolon raw polycarbonate material. All of our melanin infused polycarbonate lenses are infused with health preserving melanin. This premium polycarbonate material is extremely light weight, has excellent visual clarity and definition, provides 100% UV and 98% Blue light protection and boasts superior impact resistance.
Electric is proud to offer melanin infused CR-39 lenses. An industry first that we have developed, exclusively with our lens supplier. CR-39 monomer lenses combine the optical clarity of glass with the durability of a thermoset material. CR-39 lenses stand up to scratches, are light weight and are featured in all of our acetate frames and select wire frames.
Electric's glass lenses offer superior optical clarity, are the most scratch-resistant and have been manufactured as light weight as possible. These lenses are under 2mm thick and have been treated for increased impact resistant. These lenses are featured in all of our Level III Polarized frames.
Polarized lenses provide the benefit of filtering out reflected light and glare off cars, water, pavement, sand and snow. This lens works great for any activity where high glare conditions exist. Electric's polarized lens achieves 99% efficiency in blocking polarized light waves and blocks 100% of the suns damaging UV rays, while maintaining optical clarity.
Electric's Level 1 Polycarbonate Polarized Lens comes standard with Synthetic Melanin, providing the following benefits: glare reduction, 'relaxed eye feeling', true color perception, and scratch resistance.
Electric's Level II Polycarbonate Polarized Lens combines the world class Level I lens, with the addition of Flash Mirror, Anti-Reflection, hydrophobic and Oleophobic performance coatings.
Electric's Level III hand polished mineral glass polarized lens represents the benchmark for quality, performance, visual clarity, and color brilliance. Anti-reflection coating is also featured.
A prepaid return shipping label will be included in all orders shipped FedEx. If you aren't happy with your purchase, we will happily accept a return for a full refund. Our 365-day return policy has no special catches or exceptions. All we ask is that you send the items back to us in the original packaging, and make sure that the products are in the same condition as when you received them. Send the product back to us and we will take care of everything.
This map illustrates service schedules in business days for FedEx Ground shipments. Cutoff time for same day shipping is 3pm PST for ground, 2nd day and USPS shipping. Overnight shipping cutoff time is 1pm PST. Free return shipping valid on orders shipped FedEx only.


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Pride Mobility Single Fold 4' Ramp with Grip Tape
by Pride Mobility | Item #: 662729 |
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Folding transition ramp with grip tape offers stability and convienience where you need it the most.
Single Fold Ramps from Pride Lifts and Ramps offer a reliable solution for transitioning curbs, thresholds and other obstacles. They can accommodate a weight capacity of 600 lbs. Lightweight single fold ramps are easily portable, making them ideal for home and travel.
- Aluminum construction
- Lightweight and portable
- Integrated high traction surface
- 29.5" wide (when open)
- 4' ramp length
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2.5"H x 29.5"W x 48"L
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Warranty InformationManufacturer 3 year transferable warranty
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The Xbox One and PlayStation 4 showed up about a year ago. Both of these consoles had to deal with various launch problems together with building their game libraries. If you are looking for a new video game system The Xbox One and PlayStation 4 are the frontrunners of the current generation. In this article we are going to put Xbox One and PS4 against each other to determine which system comes out on top. Also, from a board game play perspective, we shouldn't forget to mention Nintendo Wii, but for now we will focus on the two big technical powerhouses of this generation
The price is almost the same so let's say the systems are tied. Microsoft has launched a Kinect-free version of the Xbox One and it is the same price as PS$ and that is $400. The price will change a bit if we look at the premium subscription services that go with them. In this way PS4 stay ahead of the Xbox One. Both of these consoles offer premium subscriptions to their online services. In this case PS4 is cheaper for a $10. PlayStation users can get a year of PS Plus for $50, while Xbox users can get a year of Xbox Live Gold for $60. It is the same for both systems (Microsoft and Sony), this premium service is required to play multiplayer games online.
Controls. The Xbox One and PlayStation 4 have a good gamepad to play games. Gamepad for the Xbox One is just a little bit more updated version of the previous controller of Xbox 360, which has trigger buttons which present character force feedback and a bit more rounded feel. The PS4's gamepad is the DualShock 4. This gamepad is a completely renovated controller that keeps the best parts of the DualShock 3 gamepad and fixes the worst. The triggers are more responsive, the analog sticks feel better the controller just feels nicer in the hand. It also has a built-in speaker. The only problem is the light bar that marks. The light bar can't be turned off and sometimes you can see an annoying glare from it if you don't cover it up. Gamepad for the Xbox One is great, but DualShock 4 is outright excellent. Both of these gamepads play very well.
Games. The best titles are still coming. As we saw the major releases for both systems we saw that both of these consoles are more appealing over the previous generation. Some of the biggest games are generally cross-platforms, so you can count on: Grand Theft Auto 5, Call of Duty: Advanced Warfare, Far Cry 4, Assassin's Creed Unity on both systems. These are just the names of some the greatest game headlines. Also, each console has a few notable exclusives. A lot of games are going to come for both systems in 2015. With so many titles available on both it boils down to a matter of taste for the exclusives. The choice is yours.


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Small business forum scheduled
Tuesday, January 8, 2013
PORTSMOUTH — Rockingham Electric invites small-business owners to learn how to implement cost-saving green solutions in 2013 at a free Jan. 29 forum at Redhook Brewery. Attendees will learn about easily implemented sustainable business practices, utility-cost- saving incentive programs and simple and easy energy efficient lighting solutions.
"Anybody can attend the forum, but it's not a residential program, it's a business program, discussing strictly business incentives," says Dianne Taylor of Rockingham Electric. The event is also open to Portsmouth Chamber of Commerce members. And Public Service of New Hampshire has informed business customers about the event.
There will be ample discussion about LED lighting and fixtures, a popular technology — "the wave of the future," Taylor says. In addition, the Philips representative will describe lamp technologies which feature lower mercury content than other manufacturers' products.


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Unfortunately Columbia Ridgefield 20 Bifocal Prescription Sunglasses is no longer carried by OpticsPlanet.
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Columbia Ridgefield 20 Lined Bifocal Sunglasses feature elegant frames with lined bifocal prescription lenses customized to your Rx. If you are looking for the same model of eyewear with no-line multifocal Rx lenses, please have a look at Columbia Ridgefield 20 Progressive Sunglasses. We also offer Columbia Ridgefield 20 prescription sunglasses with single vision lenses and Columbia Ridgefield 20 sun glasses with authentic non-Rx sunglass lenses.
In addition to deeply discounted price you will get Free Shipping when purchasing Columbia Bi-focal Ridgefield 20 sun glasses from our store. See our Rx Sunglass Guide for information that makes it easy to order the bifocal Ridgefield 20 Columbia sun glasses online at our store. Contact Us if our Rx Sunwear experts may provide assistance with the Columbia Bi Focal Ridgefield 20 Sunglasses or with any of the stunning Columbia Sunglasses styles including the Columbia Ridgefield 20 Sunglass without prescription lenses and Columbia Prescription Sunglasses.
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Health Care Reform
Feeling overwhelmed?
Let American Fidelity be your guide.
Feeling overwhelmed?
Let American Fidelity be your guide.
Health Care Reform
American Fidelity Assurance Company's goal is to be our customers' primary resource for managing challenges and changes resulting from Health Care Reform and rising health care costs. This website is a resource to help our customer groups focus on the steps you need to take today, find the answers you need, and plan for additional changes. We look forward to helping you during the months and years ahead.
On December 16, 2014, the Department of Health and Human Services released the updated "Culturally and Linguistically Appropriate Services (CLAS)" county data list, which is used to comply with certain disclosure requirements under the Public Health Service Act (PHSA, as added by PPACA). Non-grandfathered group health plans and health insurance issuers offering non-grandfathered health insurance coverage are required to provide certain notices in a "culturally and linguistically appropriate" manner, if at least 10% of a county's population is literate only in the same non-English language, as defined under Section 2719 of the PHSA.
Notices related to internal claims and appeals, external review processes, and the Summary of Benefits and Coverage (SBC) are required to be in compliance. In these instances, the employer must provide the notices upon request in the non-English language, and include in all English versions of the notices a statement in the non-English language clearly indicating how to access non-English language services from the plan or insurance issuer.
The CLAS county data list is updated annually and includes all counties which meet or exceed the 10% threshold. The 2014 edition included a note stating that the only change from the prior list is the addition of Sullivan County in Missouri, which now meets the 10% threshold of Spanish speaking households. This is the first county in Missouri to be added to the CLAS county data list.
On November 6, 2014, the U.S. Department of Labor (DOL) issued guidance on state regulation of stop-loss insurance for self-insured group health plans.
The guidance provides that unless prohibited by state insurance law, a stop-loss insurer could offer insurance policies with attachment points set so low that the insurer assumes nearly all of the employer's claim's risk.
Some states have considered measures to prohibit insurers from issuing stop-loss contracts with attachment points below a specified level, but have been unsure that they may regulate stop-loss coverage due to ERISA preemption of state regulation of private sector employee benefit plans.
The guidance clarifies the role of states to regulate stop-loss insurance for employee benefit plans while maintaining an employer's flexibility in stop loss design based on what is allowable in its state of residence.
This effectively provides the employer with the advantage of not being required to meet state insurance laws with a self-funded major medical plan and the ability to shift the risk of the self-funded plan through stop-loss insurance.
The Department of Health and Human Services has delayed the submittal deadline of employer enrollment counts for 2014 to administer the fees owed under the Transitional Reinsurance program to 11:59 pm on December 15, 2014. The original deadline under the program was November 15, 2014. The deadlines for payments of the two part of the fee (January 15, 2015 and November 15, 2015) remain the same.
The Transitional Reinsurance Fee, paid by insurers for insured medical plans and by plan sponsors of self-funded plans, was instituted by Health Care Reform to help stabilize premiums for coverage in the individual health care market during the first three years of operation of the Federal and State Public Exchanges.
Plan sponsors and issuers must register and report covered life information by November 15, 2014 via pay.gov for the Transitional Reinsurance Fee. The Department of Health and Human Services (HHS) will send invoices based on this information by December 15, 2014, for $52.50 of the $63.00 owed per covered life in 2014. Insurers and plan sponsors of self-funded plans must pay the fees within 30 days. The remaining $10.50 per covered life will be invoiced in the fourth quarter of 2015 and is payable later in that same quarter. In recent guidance, the Centers for Medicare & Medicaid Services (CMS) is allowing an option to make a single combined payment for the full $63.00 times the number of covered lives payable by January 15, 2015.
On October 31, 2014, the Centers for Medicare & Medicaid Services (CMS) announced a delay in the requirement for HIPAA covered entities, including health plans, health care providers, and health care clearinghouses to obtain a Health Plan Identifier (HPID). The HPID was required to be obtained by November 5, 2014 for health plans with annual receipts in excess of $5 million. Employers were required to obtain this ID for any self-funded plan offerings. HPIDs for insured plans were to be handled by the insurer. The delay applies until further notice.
On September 23, 2014, the National Committee on Vital and Health Statistics (NCVHS), an advisory body to HHS, recommended that HIPAA covered entities not use the HPID in the HIPAA transactions. The delay will allow HHS to review the NCVHS's recommendation and consider any appropriate next steps.
On September 18, 2014 the Internal Revenue Service (IRS) issued Notice 2014-56, which provided the applicable dollar amount to be multiplied by the average number of covered lives for purposes of calculating the fee on health insurance policies and self-insured health plans to fund the Patient-Centered Outcomes Research Institute (PCORI) Trust Fund. Based on the percentage increase in the projected per capita amount of the National Health Expenditures published by HHS on September 3, 2014, the applicable dollar amount that must be used to calculate the fee imposed for policy years and plan years that end on or after October 1, 2014, and before October 1, 2015, is $2.08.
On September 18, 2014 the Internal Revenue Service (IRS) issued Notice 2014-49, which describes a proposed approach employers may use to apply the "look-back" method where a change in employment status places the employee in a new Measurement Period for determining their full-time status, and thus, the employer's requirements under the Employer Mandate provision of ACA.
As a reminder employers may use different Measurement Periods (and Administrative and Stability Periods) for different categories of employees. These categories are (A) collectively bargained and non-collectively bargained employees, (B) each group of collectively bargained employees covered by a separate collective bargaining agreement, (C) salaried employees and hourly employees, and (D) employees whose primary places of employment are in different States.
In general, for an employee who has been employed for a full measurement period at the time of transfer (and thus has a status as either a full-time employee or non-full-time employee for the stability period associated with that measurement period), the employee retains his or her status through the end of the associated stability period. For an employee who is not in a stability period (or administrative period) at the time of transfer, the employee's status is determined using the measurement period applicable to the second position, but including hours of service in the first position in applying that measurement period.
Specific examples were provided in the notice and IRS invite public comments, through December 29, 2014, on the proposed approach set out in the notice. Employers may rely on this notice for administration until further guidance is issued, at least through the end of the 2016 calendar year.
New Resources Available to Assist with November 5, 2014 HPID Requirement
The Department of Health and Human Services (HHS) has published a Quick Reference Guide for obtaining a health plan identifier (HPID) under HIPAA. HHS requires health plans to obtain an HPID by November 5, 2014 (small health plans with annual receipts of $5 million or less have until November 5, 2015 to comply). Employers that sponsor self-funded health plans will need to register for this ID; insurance companies will perform this task on behalf of employers that sponsor fully-insured plans. An employer may register for and obtain the HPID from the HHS website. Once a health plan has received its HPID, any covered entity or business associate that identifies the health plan must utilize the assigned HPID number when conducting electronic, standard business transactions. So, it will be important to share the HPID with applicable entities.
American Fidelity Administrative Services has published a new white paper to help you understand these requirements, along with the certification requirements that are due by December 31, 2015. For more information, please contact 877-302-5073.
On August 28, 2014, the Internal Revenue Service (IRS) released draft instructions for completing and filing Forms 1094-B and 1094-C as well as forms 1095-B and 1095-C for reporting of health care coverage by insurers and employers as required by the Patient Protection and Affordable Care Act (ACA) under Internal Revenue Code Sections 6055 and 6056. Earlier this year, on July 24, the IRS released the draft forms that would be filed with the IRS and provided to employees annually.
Section 6055 and 6056 require insurers and employers to report information to the IRS and employees to manage the administration of the Individual Mandate, the Employer Mandate, and Premium Tax Subsidies. Although the first reports will not be due until early 2016, the reported data will be for the 2015 calendar year (regardless of the employer's plan year). Employers will want to consider the data requirements now before the start of 2015 to make sure they have a process to capture the required information.
More information about the requirements of Section 6055 and 6056 along with the draft forms and instructions are available here.
On July 24, the Internal Revenue Service (IRS) released draft forms to be used by employers and insurers for reporting information regarding health care coverage and "minimum essential coverage" (MEC) as required under Health Care Reform. Final regulations were issued earlier in the year implementing the MEC reporting (Section 6055 of the Internal Revenue Code) and the reporting of health coverage (Section 6056). Instructions to the form have not yet been published. The reports are required for the 2015 calendar year regardless of plan year effective date and the first reporting will be due in early 2016. Learn more about the IRS reporting on our website.
On Tuesday, July 22, 2014 the U.S. Court of Appeals in the District of Columbia and the 4th District fell on opposite sides with regard to the ability of Federally-Facilitated Exchanges (FFEs) to provide subsidies (e.g., Premium Tax Credits) to offset the cost of health care. The decisions do not impact the ability of state run exchanges to offer subsidies. The implications that a Federal exchange not be allowed to offer subsides extends to individuals and employers. Individuals in the 36 states that are run by an FFE could lose their Premium Tax Credits and have to pay more for coverage through the Exchange. That scenario, though, may benefit employers in those states as the 4980H penalties only apply if an employee receives a Premium Tax Credit in the exchange. The DC decision (which struck down the law) has been stayed pending review by the full Circuit court, which is not expected before this fall. Therefore, these rulings change nothing for now with respect to how both employers and individuals operate in the new environment of Health Care Reform. Learn more about the 4980H employer mandate obligations on our website.
The Patient-Centered Outcomes Research Institute (PCORI) fee, required to be reported only once a year on the second quarter, is based on the average number of lives covered under the policy or plan, if certain conditions apply. For 12-month plan years that end January 1, 2013 through September 30, 2013, the first PCORI fee is due by July 31, 2014.
Employers may be subject to these fees for their Health Flexible Spending Accounts if:
The employer is required to file Tax Form 720 and make a payment to the IRS for the amount due.
Tax Form 720 is available here. Instructions and a link to the form are also available on our website at www.HCReducation.com.
For more information, please contact 800-325-0654.
For more information, please visit HCReducation.com/PCORI for a complete list of questions and answers or call 877-302-5073. We are here to assist you.
The IRS released two memoranda March 28, 2014 providing some additional guidance on the Health Flexible Spending Account (Health FSA) new $500 permitted Carryover and correction procedures for improper Health FSA reimbursements. American Fidelity Assurance Company has been operating in accordance with the conclusions in this guidance based on prior informal guidance from the IRS and previously available published guidance. Our Health FSA administrative procedures, therefore, will not change. This new guidance simply verifies our ongoing procedures.
For more information, please contact 800-325-0654.
Proposed regulations were issued to clarify the maximum length of any reasonable and bona fide employment-based orientation period that could be required before becoming eligible for health coverage and subject to any waiting period requirement. The final regulations on the waiting period rule already allow for requirements to be in an eligible job classification, achieve a job-related licensure requirement, or the satisfaction of an employment-based orientation period before the application of the 90-day waiting period. The employment-based orientation period rule was not included in the proposed regulations on the waiting period, but rather was added in the final regulations issued on February 20, 2014. Therefore, these proposed regulations were issued for comment.
The proposed regulations provide that one month is the maximum length of any bona fide employment-based orientation period where an employer and employee could evaluate whether the employment situation is satisfactory for each party, and standard orientation and training would occur. One month would be determined by adding one calendar month and subtracting one day from the employee's start date. For example, if the employee's start date is May 3rd (and the employee is in an eligible class for health plan coverage) the last permitted day of the orientation period is June 2nd. If there is not a corresponding date in the next calendar month then the last day of the orientation period is the last day of the next calendar month (e.g., start date of January 31st would result in the last day of the orientation period being February 28th in a non-leap year or February 29th in a leap year).
The final regulations implementing the 90-day waiting period limitation, applicable to both grandfathered and non-grandfathered group health plans and group health insurers, is effective for plan years beginning on or after January 1, 2015. Note that the rule only defines the period that must pass before an otherwise eligible employee (and his/her dependents) can enroll under the terms of the group health plan. It does not require an employer to offer coverage to any particular individual. It is also important to note the rule applies to all employees eligible for group health plans, not just full-time employees as defined under the Free Rider Penalty (Employer Mandate) from Health Care Reform.
The final regulations maintain the pure 90-day requirement of the proposed regulations issued in February, 2012. The 90-day requirement counts all days from first becoming eligible for coverage, including weekends and holidays. Many employers had hoped the final regulations may have offered some relief by allowing for coverage to start the first of the month following 90 days.
Other conditions for eligibility that are not based on the lapse of time are generally permissible unless designed to avoid the 90-day rule. Specifically for plans that require a specified number of hours of service per period before eligible for coverage for variable-hour employees will not be considered to avoid compliance with the rule if coverage is made effective 13 months from the employee's start date plus the time remaining until the first day of the next calendar month (in situations where the employee's start date is not the first of the month.) This approach is consistent with the implementation of the measurement period approach under the final Free Rider Penalty rules issued in early February, 2014. Additionally, the plan terms are not considered to avoid compliance if the cumulative hours-of-service requirement does not exceed 1,200 hours. The final regulations do not permit re-application of a cumulative hours-of-service requirement to the same individual each year. The final regulations provide that a former employee who is rehired may be required to meet the eligibility criteria and to satisfy the plan's waiting period anew, as long as the termination was not subterfuge to avoid compliance with the waiting period rules. The same would apply to an individual who moves to a job classification that is ineligible for coverage and later moves back to an eligible classification.
Lastly, the final regulations eliminate the requirement to issue HIPAA certificates of credible coverage beginning December 31, 2014.
On Thursday, February 20, 2014, the Departments of Labor, Treasury, and Health and Human Services released final regulations to implement the 90-day waiting period limitation under section 2708 of the Public Health Services Act as added by the Health Care Reform law. Simultaneously, the three departments released related proposed regulations on employment-based orientation periods. The proposed regulations clarify the length of any reasonable and bona fide period under which an employer may define the required eligibility conditions before an employee can become eligible to participate in the plan and be subject to any waiting period requirement.
On Monday, February 10th the Internal Revenue Service (IRS) released long-awaited final regulations implementing the Employer Shared Responsibility provision (the Free Rider Penalty or employer mandate) under Health Care Reform. Our white paper provides a recap of the general rules, describes the changes and key clarifications provided by the final regulations, and highlights some of the questions that remain unanswered.
Health Care Reform requires employers to report the cost of employer-sponsored health care coverage on employees' W-2 Forms. Most employers (except Federally recognized Indian tribes and tribally chartered corporations wholly owned by Federally recognized Indian tribes) were required to report the aggregate cost of employer-sponsored health care coverage on W-2 Forms beginning with the 2012 calendar year. Small employers, defined as those who file fewer than 250 Form W-2s for the previous calendar year, are exempt from the new reporting requirement until further notice. The amount is reported in Box 12 of Form W-2, using code DD.
W-2 reporting is required for all employer-sponsored health care coverage that is excludable from employee income with certain exceptions. The IRS has published a chart that lists the common employer benefits to be included in the calculation. For example, premiums for specified disease coverage (such as cancer or critical illness insurance) are reportable only if paid by the employee on a pre-tax basis or paid for with employer contributions; they are not reportable if paid on an after-tax basis. Contributions to Health Flexible Spending Accounts (FSAs) are generally not reportable if only the employee (not the employer) makes contributions. Premiums for accident and disability insurance are not reportable regardless of tax treatment.
More information about the W-2 reporting of health costs is available at www.HCReducation.com/w2reporting, or feel free to contact our Health Care Reform team at 877-302-5073 or email@example.com.
The Health Insurance Portability and Accountability Act (HIPAA) includes portability and nondiscrimination provisions applicable to group health plans. Health Care Reform amended HIPAA to provide for plan design mandates, such as prohibiting annual and lifetime limits on essential health benefits and waiting periods longer than 90 days. Generally, these provisions only apply to health care benefits. Certain benefits are excluded from these provisions, and they are referred to as excepted benefits. Excepted benefits are also excluded from certain provisions under Health Care Reform such as the Patient Centered Outcomes Research Fee, the requirement to report under the Summary of Benefits and Coverage (SBCs), and the requirement to report the cost on the employee's W-2.
Dental and vision benefits are excepted benefits if they are 1) provided under a separate policy, certificate, or contract of insurance; or 2) otherwise not an integral part of a group health plan. The first exception applies to insured plans, and the second applies to both insured and self-funded plans. Regulations previously provided that benefits are not an integral part of a group health plan unless the plan allows participants the right to elect or decline dental or vision coverage, and, if coverage was elected, the participant was required to pay an additional premium for the coverage. In these recent regulations, the Agencies proposed to eliminate the requirement that an additional premium needs to be paid for the dental or vision benefit to be an excepted benefit.
The Agencies also issued guidance relating to Employee Assistance Programs (EAP). EAPs generally are programs that provide assistance to employees such as short term substance abuse or financial counseling. If an EAP provides medical care, it could be a group health plan subject to HIPAA and Health Care Reform, which could be problematic because many EAPs are meant as a supplement to a group health plan, and, by their nature provide limited benefits. Under the proposed regulations, an EAP would be an excepted benefit if the EAP:
Although the proposed effective date for these changes is plan years beginning on and after January 1, 2015, the Agencies stated that dental and visions benefits and EAPS that meet the criteria in the proposed regulations in 2014 would be considered excepted benefits. Final regulations will be issued no earlier than February 22, 2014, which marks the end of the comment period for these proposed regulations.
Under federal tax law, spouses receive special treatment for certain benefits. For example, employer provided health care coverage for spouses is not included in the employee's income, and an employee may pay for spousal coverage on a pre-tax basis. Under the Defense of Marriage Act, the IRS did not recognize same sex spouses for federal tax purposes. As a result, employers withheld employment and income tax with respect to certain benefits provided to same sex spouses.
The Supreme Court recently found DOMA unconstitutional, and the IRS now recognizes same sex spouses for tax purposes. The IRS issued guidance on how an employer can expedite overpayments of Federal Insurance Contribution Act (FICA) taxes and Federal income tax withholding that occurred because same sex spouses were not recognized. The guidance provides that if an employee made pre-tax salary reductions under a cafeteria plan and paid for health care coverage for a same sex spouse on an after-tax basis, an employer may treat the amount that an employee paid for same sex spousal coverage on an after-tax basis as pre-tax salary reductions. The FICA and income tax paid on the after-tax amount would be considered an overpayment.
For 2013, there are two alternatives. First, if an employer repays or reimburses its employees for the amount of the over collected FICA tax and income tax withholding with respect to the same-sex spouse benefits for the first three quarters of 2013 on or before December 31, 2013, the employer can then reduce the amount of FICA and income tax withholding reported for the fourth quarter on Form 941. If the employer does not repay or reimburse employees before the end of 2013, the employer may correct the overpayments using Form 941-X, provided it otherwise satisfies the Form 941-X filing requirements, such as obtaining employee consent. Employers must file a claim for a refund by the later of the three years from the date the return was filed or within two years of paying the tax.
Health Care Reform comes at a time of limited resources for many employers across the nation. Employers need to understand their responsibilities and choices, assess whether costs are sustainable, develop their strategies, prepare for compliance, and implement their plans. Even with the Free Rider Penalty delay, action is required for most employers as early as 2013.
In response to great demand from American Fidelity Assurance Company customers, American Fidelity Administrative Services (AFAS) has designed a suite of solutions to make Health Care Reform easy for you. We are pleased to announce the following services:
Whether you are looking for more comprehensive strategic planning and administrative assistance or just some guidance with Health Care Reform-related questions, AFAS provides an end-to-end solution by offering a variety of services that can assist with managing the developing law.
Ready to get started?
We want to be your partner and primary resource to help you manage your responsibilities and choices in light of Health Care Reform. Sign up by January 1, 2014 and receive two free months with WorxTime! Contact us today!
Under the Defense of Marriage Act (DOMA), the federal government only recognized marriages between opposite sex couples. This had significant impacts on many employee benefit programs. For example, an employer was required to impute income on the value of the health care coverage if a same sex spouse were covered under a health care plan, but was not required to do so for an opposite sex spouse. The Supreme Court found that this provision of DOMA was unconstitutional.
In recent guidance, the IRS concluded that for purposes of the Internal Revenue Code, the terms spouse, marriage and husband or wife include an individual married to a person of the same sex if the couple is lawfully married under state (or foreign) law.
The IRS also announced that for federal tax purposes, it will recognize the validity of a same-sex marriage that was valid in the state in which it was entered, regardless of where the married couple may live. For example, if a couple enters into a valid marriage in Maryland, but later moves to Virginia which does not recognize same sex marriage, the IRS would continue to recognize the marriage. This result helps to streamline plan administration. For example, if the spouse were covered under the employer group health plan, the employer would not need to impute income merely because the couple moved to a state that does not recognize same sex marriage.
Finally, the IRS concluded that for federal tax purposes, marriage does not include registered domestic partnerships, civil unions or other similar formal relationships recognized under state law that are not denominated as marriage.
An HRA is an employer-funded arrangement of a set dollar amount that reimburses employees, spouses and dependents for medical expenses, as designated by the employer, including premiums. The reimbursement is excludable from the employee's income, and unused funds generally roll-over from year to year. A health Flexible Spending Account also reimburses employees for medical expenses. Both employers and employees can contribute to a health FSA, but Health Care Reform limits employee contributions to $2,500 per year. Any unused health FSA amounts are forfeited. Some employers do not sponsor a group health plan, but, instead, reimburse employees for substantiated, individual coverage premiums. In the past, the IRS stated that these reimbursements are not includable in an employee's income. These are referred to as employer payment plans.
The IRS issued Notice 2013-54, and the DOL issued Technical Release 2013-03, both of which discuss the interaction of the prohibition on annual dollar limits on essential health benefits for all plans and the mandate to cover certain preventive services on non-grandfathered plans certain with Health Reimbursement Accounts (HRA), health Flexible Spending Accounts (FSA) and other employer arrangements. The guidance also addresses other related issues.
In previous guidance, the IRS stated that an HRA that is integrated with a group health plan that meets the annual dollar limit requirement would be allowed. In addition, the guidance provided that stand alone retiree HRAs also are permitted. In other guidance, the Agencies stated that an FSA that is an excepted benefit is not subject to the annual dollar limit prohibition.
In the new guidance, the Agencies reiterate that an HRA used to purchase coverage on the individual market is not integrated with that coverage for purposes of the annual dollar limit; and, therefore, violate the annual dollar limit prohibition because by its very nature there is an annual dollar limit. They went further to state that other arrangements that reimburse employees for individual policies, such as employer payment plans, are subject to the annual dollar prohibition, and also violate this prohibition and cannot be integrated with an individual plan.
The Agencies also applied a similar analysis to preventative services and HRAs and employer payment plans. Specifically, such plans cannot be integrated with individual policies to meet the requirement that plans cover specific preventative services at 100 percent.
The guidance provides two ways in which an HRA will be considered integrated with a group health plan. Neither method requires that the HRA necessarily be integrated with the group health plan sponsored by the employer who sponsors the HRA. In addition, an employee or former employee must be allowed to opt out of or waive future HRA contributions.
Under the minimum value not required method, an HRA is considered integrated with another group health plan if:
Under the minimum value required method, the HRA is considered integrated with another group health plan if:
The guidance also clarified that coverage under a HRA after coverage ends under an integrated group health plan will not violate the annual limit prohibitions. In addition, this would constitute minimum essential coverage for purposes of the individual mandate. The guidance also provided that a HRA that is integrated with a group health plan that imposes an annual limit on essential health benefits will violate the prohibition on essential health benefits, even if the HRA is available for reimbursing those expenses.
The guidance also stated that a retiree covered by a standalone HRA would not be eligible for a premium tax credit.
The guidance reaffirmed that the annual dollar prohibitions do not apply to health FSAs that are excepted benefits. In addition, the guidance stated that only health FSAs offered through a cafeteria plan are exempt from the annual dollar limit prohibitions.
Under Health Care Reform, an entity that provides minimum essential coverage must report the names of the individuals covered and the period of coverage to the IRS. A reporting entity must provide a similar statement to the individual. The reporting was required for 2014, but the IRS delayed the effective date by one year. The IRS issued proposed regulations related to this reporting.
The proposed regulations clarify that the insurer is required to report minimum essential coverage provided through an insured group health plan. For self-funded plans, the responsible entity varies depending on the type of plan. For example, it is the employer for a single employer plan, the committee or joint board of trustee for a multiemployer plan, each employer for a multiple employer welfare arrangement, or the person designated as the plan sponsor or administrator for other plans. A special rule applies for self-funded governmental plans, which allows the employer to enter into a written agreement with another government unit to be responsible for the reporting.
The proposed regulations require that all entities report the following to the IRS:
If the insurer is reporting coverage offered in a group health plan, the insurer also must include the name, address and EIN of the employer sponsoring the plan and whether the coverage is a qualified health plan offered through the Small Business Health Options Program.
The information must be filed with the IRS by February 28 (or March 31 if filed electronically) of the year following the calendar year for which coverage was provided. All entities may file electronically using Form 1095-B. The first report will be in 2016 for 2015.
A reporting entity also must provide a statement to each responsible individual (generally, the primary insured, employee or former employee) that includes the information it provided to the IRS for that individual and the contact phone number for the person required to file the return and the policy number, if applicable. The reporting entity is not required to provide statements to each spouse or dependent covered under the plan. The statement may either be the return filed with the IRS or a substitute statement. A truncated TIN may be used on the statement.
The statement must be provided by January 31 following the calendar year of coverage. This means the first statement will be provided by January 31, 2016 for 2015 coverage. If it is mailed, it must be sent to the last know permanent address or the individual's temporary address. The statement may be provided electronically if the individual affirmatively consents to electronic delivery.
Under Health Care Reform, large employers (employers with more than 50 full-time equivalent employees) are required to file informational returns with the IRS relating to the Free Rider Penalty (referred to as Section 6056 reporting). Health Care Reform also requires that an employer provide each full-time employee who is listed on the IRS return with a statement showing the name and address of the person required to provide the form and the information in the IRS return.
Who Must File
The proposed regulations define large employer with reference to the definition in the Free Rider Penalty proposed regulations. Although each member of a controlled group is combined to determine whether the entity is a large employer, under the proposed regulations, each member of a controlled group must file the Section 6056 return separately. In addition, each employer must report on an employee who works for more than one member of the controlled group and is considered full-time by combining all hours of service. The preamble to the proposed regulations provide that until further guidance is issued, government entities, churches and a convention or association of churches may apply a reasonable good faith interpretation of whether they are part of a controlled group.
The preamble to the proposed regulations provides that an employer may contract with a third party to provide the Section 6056 return and other information to the IRS and employees, but the employer ultimately remains responsible. However, a government entity may designate a related governmental unit as the responsible party, if the designation is in writing, indicates, among other things, for which full-time employees the designee is responsible, and is signed by the large employer and the designee.
Information to Be Reported
In an effort to streamline reporting, the IRS stated that employers would need to file the following information on a return:
The IRS indicated that it may request additional information such as whether the coverage was offered to employees and dependents, meets minimum value, and was offered to spouse, the total number employees by calendar month, and a variety of requests for members of controlled groups. The proposed regulations noted that additional information may be required in guidance, forms and instructions.
The proposed regulations reiterate that the employer statement must include the name, address and EIN and the above information with respect to the employee.
Method of Reporting
Information will be reported using Form 1094-C (transmittal) and Form 1095-C (employee statement). All employers with more than 250 information returns, such as Form W-2, Form 1099, during the calendar year must file the return to the IRS electronically. For smaller employers, filing electronically is optional. The employee statement may be provided electronically if the employee is provided adequate notice, affirmatively consents, and can show that hardware and software requirements are met. The IRS stated that it is considering combining the Section 6056 returns with other returns and statements as well as streamlining the reporting. The IRS seeks comments on this.
Time for Reporting
The return must be filed with the IRS by February 28 (March 31 if filed electronically) of the year immediately following the calendar year to which the return relates. The first return for the 2015 calendar year must be filed no later than March 1, 2016 (February 28, 2016 is a Sunday) or March 31, 2016, if filed electronically. The employee statement must be provided by February 1, 2016 for 2015.
Under Health Care Reform, employers are required to provide current employees and new hires a Notice of Exchange. In May 2014, the Department of Labor (DOL) issued Technical Release 2013-2 and two model notices. The Technical Release provides temporary guidance that employers may rely upon until further guidance is issued.
Employers are required to provide the notice to all employees regardless of full or part time status or plan enrollment. Employers must provide the notice to current employees by October 1, 2013, and upon hire for new employees after October 1, 2013. Starting January 1, 2014 employers will have up to 14 days from the date of hire to provide the notice to new employees.
Recently, the DOL issued a FAQ that stated an employer satisfies this obligation if a third party provides the Notice of Exchange on the employer's behalf. The DOL noted that when issuers, multiemployer plans or third party administrators provide the notice on the employer's behalf, such entity should take steps to provide the notice to employees not covered by the plan or inform the employer that it only is providing the notice to a subset of employees (namely, employees enrolled in the plan).
The IRS recently issued an FAQ announcing that although Health Care Reform requires the Notice to be provided, it does not provide for any penalty or fine for not reporting. However, the DOL encourages employers to provide this Notice.
The IRS recently issued a FAQ announcing that although Health Care Reform requires the Notice to be provided, it does not provide for any penalty or fine for not reporting. However, the DOL encourages employers to provide this Notice.
An individual may only establish a health savings account (HSA) if covered by a high deductible health plan (HDHP) that meets certain requirements. Among the requirements are that the HDHP may not cover most benefits until the deductible is met, except for limited preventive services. Health Care Reform requires group health plans, including HDHPs, to cover additional preventive services without imposing cost sharing. In recent guidance, the IRS clarified that the HDHP that covers these additional preventive services at no cost remains compatible with an HSA.
The information provided here is only a brief summary that reflects our current understanding of select provisions of the law, often in the absence of regulations. All interpretations are subject to change as the appropriate agencies publish additional guidance. American Fidelity does not provide legal advice – as such, we suggest that employers and individuals consult with their legal counsel and/or tax advisors about how Health Care Reform may impact them.
How we can help. Learn More
Curious which employees may trigger a Free Rider Penalty?
Learn more with our Free Rider Penalty Calculator.
What's Due – And When? A simple timeline breaks down the new rules for you! Learn More
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A complete solution for high-availability data protection
Enterprise Secure Key Manager (ESKM) is a complete solution for generating, storing, serving, controlling and auditing access to data encryption keys. It enables you to protect and ensure continuous access to business-critical, sensitive, data-at-rest encryption keys, both locally and remotely.
ESKM 3.1, for the new HP Secure Encryption solution, is an integrated high-performance Smart Array controller-based disk encryption solution for HP ProLiant Gen8 Servers, protecting data at rest on bulk storage and cache memory.
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A customized, holistic approach to achieving overall situational awareness of business risk and security
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© 2015 Hewlett-Packard Development Company, L.P.
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On December 6, Trafford Crump will be competing in the Kepler Challenge, a 60km mountain race in Te Anau New Zealand. You can show your support by making a contribution to the Christopher and Dana Reeve Foundation. Your contribution is greatly appreciated.


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The Resource Center has all the info you'll need From content to user feedback, the resource center has the information you need for every level of the entrepreneurial process.
Bangalore: With several foreign students turning to India to gain experience of the cool technologies offered by Indian start-ups, four MBA students from the Massachusetts Institute of Technology (MIT-Sloan School of Management) are all set to start their internship at the online entertainment portal 'Buzzintown', reports Peerzada Abrar from the Economic Times.
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Zoo Med Sun Dried Red Shrimp - Large
|Zoo Med Sun Dried Red Shrimp is a high quality, protein-rich food ideal for all large size tropical fish and aquatic turtles. Sun Dried Red Shrimp provide a nutritional boost to any feeding regimen. The Red Sun Dried Shrimp can be used as a stable food or occasional treat. Excellent high protein treat Great for all large size tropical fish & aquatic turtles Use as a stable diet or occasional treat


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The search is on again for Australia's next superstar - and it could be YOU!
The X Factor finalist performs "Coming Back"
The X Factor Champion and ARIA winner performs her new single "Sweet Talk" live in the studio.
The X Factor alum performs the new Sunrise theme LIVE in the studio.
The X Factor favourite performs her debut single LIVE.
The X Factor winner's debut album is out today, and runner-up Dean Ray will also be on the show next week.
The X Factor judge is back in the recording studio as part of the "We Love Disney" album.
Two lucky fans won an X Factor VIP experience from Olay including a styling session, skin consultation and tickets to The X Factor Grand Final where Marlisa was crowned the winner!
The X Factor winner performs "Living Dangerously" from her debut album.
15 year old student Marlisa has taken out The X Factor 2014 crown overnight by the smallest margin in the program's history.


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Experience Michiana: September 25th, 2012
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About This Episode
Episode #237
Tonight, Elaine Hovenkamp is back to show us how to prepare kale chips and tsucan kale soup. Then we'll learn about Storytelling After Hours, the Festival of the Animals, and more.
- Original Airdate:
- September 25, 2012
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- Arts Calendar
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Toldeo, OH — To highlight April's designation as Alcohol Awareness Month and to coincide with upcoming Proms and Graduations, Robert Wanucha, Market Director-Ohio & West Virginia, DIAGEO; John D'Attoma, General Manager-Nova Division, Glazer's of Ohio; Bryan Rogers, Compliance Officer, Ohio Division of Liquor Control; and Dave Robison of Pauken Wine Shop; joined Jay Hibbard of The Foundation for Advancing Alcohol Responsibility for to launch of The Foundation's public awareness campaign designed to prevent underage drinking. The Foundation for Advancing Alcohol Responsibility, a national not-for-profit organization funded distillers dedicated to fighting drunk driving and underage drinking, partnered with these organizations to unveil the public awareness campaign designed to prevent underage drinking and to encourage parents to talk to their teens about the dangers of underage drinking.
"Key to addressing the problem of underage drinking is having a
sense for where youth obtain the alcohol they drink. In a recent survey
commissioned by The Foundation for Advancing Alcohol Responsibility, we asked teens, 'Where do you get
the alcohol that you drink?' 65% of the youth surveyed said that they
got the alcohol they drink from family and friends, meaning they got it
from their parents, their friends' parents, older siblings or family
members or older friends, with our without permission," said Hibbard.
"In terms of past month alcohol consumption among high school seniors, the 2004 Monitoring the Future study reports underage drinking has declined 31% proportionally from 70% in 1982 to 48% in 2004. Clearly, more work needs to be done," said D'Attoma. "As students head into the spring season and the school year draws to a close, the entire state of Ohio must join together to fight underage drinking to keep our kids safe and alcohol-free."
In Ohio among youths under 21, there were 75 alcohol-related traffic fatalities last year according to the National Highway Traffic Safety Administration, and 33 of these deaths were among 15-20 year old drinking drivers.
Based on the recent survey data, The Foundation for Advancing Alcohol Responsibility created a new campaign that highlights the point of access to alcohol by underage youth and encourages parents to play a more active role in keeping alcohol out of the hands of our nation's youth. The key component to the campaign is a 30-second Public Service
Announcement, buttons and informational tip cards that provide tips for parents on how to talk with their kids about alcohol that will be distributed at the point of purchase.
"The Ohio Division of Liquor Control works tirelessly to be certain we keep our citizens safe by doing community projects and prevention. Yet, we must do this in partnership with many other members of the community- including parents, schools, community leaders, and members of the media to help spread our message," said Rogers. "I am encouraged to see so many members of the community here today to work together on this issue and help to save lives this year."
The Foundation for Advancing Alcohol Responsibility is distributing this public service announcement to television stations in Ohio and has launched the campaign in 50 other markets nationwide. The campaign will continue to be rolled out in cities across the country through 2005.
"I am on the front lines of the battle against underage drinking every day in my role at Pauken Wine Shop. While it is certainly important to discourage underage sales, kids get alcohol from other sources, and kids can be very creative about obtaining alcohol. We all have a role to play in the fight against underage drinking," said Dave Robison.
Working with Glazer's of Ohio, The Foundation for Advancing Alcohol Responsibility plans to make the new materials available to members of the Toledo's beverage alcohol retail community. Retailers will provide informational tip cards to parents on how to have an effective conversation about alcohol with their kids. Members of the organizations can request these materials for their retail outlets, bars and restaurants nationwide.
"Alcohol producers, wholesalers, retailers, restaurants — the entire hospitality industry — need to play a role in the fight against underage drinking to lower, and hopefully eliminate, this illegal practice in Ohio. We want to be a part of that fight, and we do not want people of any age to abuse our products. DIAGEO is here today in support of The Foundation for Advancing Alcohol Responsibility's new campaign. We hope parents in Ohio will answer an overwhelming 'Yes!' when asked 'Are you doing your part to fight underage drinking?'" said Wanucha.
Since The Foundation's inception in 1991, approximately 10 million pieces of point of sale items have been distributed free of charge to retailers and wholesalers nationwide. In fact, The Foundation's point of sale materials have been distributed in all 50 states. Toledo is the 51st launch of The Foundation for Advancing Alcohol Responsibility's latest campaign. For more information about the program, log onto The Foundation's website at www.responsibility.org.
The Foundation for Advancing Alcohol Responsibility
via email


text: The Foundation for Advancing Alcohol Responsibility hosted a Capitol Hill briefing covering the rise in female drunk driving arrests. Our panel featured Stefanile Wilder-Taylor, author of Sippy Cups are Not for Chardonnay, Robyn Robertson, CEO of the Traffic Injury Research Foundation and a noted researcher, Patrick Burke of the DC Metropolitan Police Department, and Kurt Erickson, President of the Washington Regional Alcohol Program. The panel was hosted by Jayne O'Donnell, USA Today Consumer Reporter


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Explore the help topics, and if you can't find your answer or just want to say 'hi', please email us -- we'd love to help!
When you manage your lists (under Settings then Lists), you will see a lock icon next to your Inbox and Sent lists. These are special lists that cannot be modified or deleted (as you would not be able to send or receive tasks without them).
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Add Promo or Package Code: If you have Promo or Package code, click to enter it here to receive your discount.
Cafés on Canal
Located at the foot of Canal Street, you'll find the convenient Cafés on Canal, featuring your favorite coffee delights, delicious salads, deli-style sandwiches and mouthwatering hamburgers.
McAlister's Select provides the most delicious deli sandwiches, salads, spuds, desserts and of course, their famous sweet tea. Fuddruckers built itself as the home of the "World's Greatest Hamburger," which you dress to your liking, using the signature Fuddruckers dressing bar. Starbucks Coffee serves the expertly crafted and always satisfying line-up of signature drinks you know and love, from freshly brewed coffee, lattes, Frappuccinos®, and other specialty coffee drinks.
All of our Cafés on Canal have a 1:1 comp ratio for Reward Credits.


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by trevisan2 » 14 Aug 2012, 00:42
by trevisan2 » 14 Aug 2012, 17:57
by Tessa78 » 14 Aug 2012, 18:23
trevisan2 wrote:I am helping a girl named Renata from Brazil find information on her Grandfather's mother ( Luiza Furlan)
We need the birth information, date and place.
Her is what I know:
Americo Marchesin Son of Luizia Furlan and Giovanni Marchesin
B. 3 Feb 1890 Jundiai, Sao Paulo, Brazil
His Father is Giovanni Marchesin
B. abt 1832 Codogne, Treviso, Italy
[b]Married July 19, 1864 Codogne, Treviso, Italy, was 30 at the marriage.
To: Maria Pavan who was 25 at the time of marriage. 1st marriage.[/b]
There were 9 children born int he marriage of Maria Pavan
all in Italy.
Marina, Antonio, Regina Faustina, Giacomo, Sperandio, Domenico, Giuseppe Graziadio, Giuseppa and Pietro Giovanni B. 1878
Americo's mother is Luiza or Luisa Furlan
We don't have any information on Luisa Furlan
Could someone please check the Brazilian emmigration records,
Thank You in advance,
by trevisan2 » 14 Aug 2012, 18:32
by Tessa78 » 14 Aug 2012, 21:34
trevisan2 wrote:I know that Maria Pavan and Lugia Furlan are not the same people.
I have found a Giovanni Marchesin b. 1831 to a Maria Pavan and having 9 children in Fontanelle, Codogne, and Cimetta, ending in 1878.
My Friend Renata says her Grandfather Americo Marchesin was born in 1890 in Brazil with a mother of Luigia Furlan.
It could be that Giovanni's 1st wife passed away in Italy. I am checking on the last two children, of Giovanni Marchesin, that were married in the 1887 time period and to see how their mother ( Maria Pavon) is listed, di or fu. If she is deceased, then it will mean, that that Giovanni could be married to a 2nd wife.
by trevisan2 » 16 Aug 2012, 15:56
by suanj » 16 Aug 2012, 16:33
by trevisan2 » 17 Aug 2012, 06:35
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Following is the full statement issued Tuesday night by the Galesburg Education Association regarding the strike members are currently on.
BREAKING NEWS: Galesburg Teachers Reject Contract Offer
Remembering Jason Maulden
New Area Teachers Welcomed by Chamber of Commerce
New teachers from Galesburg, Knoxville, and Monmouth were invited to attended a luncheon welcoming them to the community.
No Contract Agreement Between Teachers, District 205
FIRST REPORTED 1:50pm, UPDATED 4:42pm The Galesburg Education Association's Negotiating Team was greeted with applause this morning as they prepared to enter the District 205 offices at the Lincoln school. About 4 hours of negotiating later, an agreeable contract was not reached between the two parties.
Services Set for Former Fulton County Lawmaker
Festival Liquor Ordinance Heads to City Council
After more than a year in the making and an overview from the City of Galesburg's legal team the long awaited festival liquor ordinance is now headed to city council.
City Council Confronted By Budget Challenges
Some revenue options may be considered by the Galesburg City Council when adopting the next fiscal year budget.
A Short History of Galesbug Teacher Strikes
A local historian says if Galesburg teachers end up on strike when negotiations between the district and the teachers union end tomorrow, it will – for the most part – make history.
New Bike and Running Shop Officially Opens
If you're a fan of running and have been waiting for a new running shop to open after "Go Outside and Play" closed, then you're in luck.


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Graduate School
Welcome to the SCA Graduate School Current Students site.
These pages will help you understand what we do here and why. You will find news and information on central events such as the annual Conference, and details and programs for resources such as the Graduate School Forum & Gallery.
There is information on how your study is structured and why, and explanations of key procedures and opportunities in your candidature and enrolment.
You can also download resources, forms and guides to assist you in the administration of your enrolment and assessment.
We recommend that you familiarise yourself with the policies that apply to your study as a postgraduate student at the University of Sydney, and the information presented here should be read in conjunction with information in the SCA Handbook and the University of Sydney Graduate Studies Handbook.


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Celebrity Central / Top 25 Celebs
Avril Lavigne
Credit: BEImages; Mark Von Holden/Getty
Published: Tuesday September 11, 2012 15:00 PM EDT
More from PEOPLE
Latest News!
- Wait Until You Read What Martha Stewart Said to Justin Bieber at His Comedy Central Roast
- The Best Photos from the Week of Mar. 23- Mar. 29, 2015
- Mother Allegedly Smothers Her Child in NYC Restaurant Bathroom
- Iggy Azalea Talks Britney Spears Duet: Grabbing Lunch, Becoming Friends
- Cate Blanchett on Watching Her Three Sons Bond with Baby Edith: It's Extraordinary


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Greenpeace's 105-foot thermal airship, A.E. Bates, flew over Juneau, Alaska while the North Pacific Fishery Management Council was meeting to decide whether or not to protect the world's largest underwater canyons in the Bering Sea.. The North Pacific Council is the governing body that decides how much fish is caught in Alaskan waters and what protection measures need to be taken.
Despite the ecological and economic importance of this stretch of ocean, the increasing threat of climate change, and the uncertainty involved in managing these fisheries, there are no areas protected from fishing along the entire shelf break. That must change.
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Want to learn more about tax-deductible giving, donating stock and estate planning? Visit Greenpeace Fund, a nonprofit, 501(c)(3) charitable entity created to increase public awareness and understanding of environmental issues through research, the media and educational programs.


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June 17, 2007
Jarno Trulli at the Brickyard
© Sutton Images
Mudslinging and an agreement on something that will never happen, it's all in a day's work for a Formula One boss, as Maurice Hamilton explains...
Maurice Hamilton pieces together what we know from the Fernando Alonso crash and explains why the latest answers raise more questions
Malaysian GP Preview: Will Mercedes dominate again? Can anybody catch up with the help of a rainstorm? And will the Red Bull/Renault relationship tear itself apart?
The Inside Line: A once successful partnership could be coming to an end as Red Bull and Renault play the blame game in the media
F1 photographer Mark Sutton picks through his best six shots from the Australian Grand Prix in Melbourne
© ESPN Sports Media Ltd.