text:
BRCHS tends to field workers' health needs
Published: Sunday, January 26, 2014 at 4:30 a.m.
Last Modified: Friday, January 24, 2014 at 7:37 p.m.
Moments after she gave birth to triplets, Olga Robles-Resendiz longed to hold her sons in her arms for the first time, but she said, "They were born so small that they would fit in one hand."
Editor's note:
This is the third in a series of articles about the Children and Family Resource Center's 5 Promises campaign, which aims to ensure success for all children in the community. The campaign focuses on five keys to success: be a caring adult; provide safe places; provide a healthy start; deliver an effective education; and provide opportunities to serve. The Times-News is publishing human interest stories highlighting the need to fulfill the 5 Promises.
Because they were premature and needed more intensive care, Robles-Resendiz didn't get to embrace her boys — Alejandro, Armando and Fernando — until she was cleared to take them home from the hospital almost two months later.
"I was extremely happy when they were first born, but I was also very fearful," Robles-Resendiz said, speaking through a translator.
By the time her triplets, now 12, turned 4, Robles-Resendiz said she felt that something was not right.
"As they were growing, I noticed that Fernando, the smallest, could not walk well and was falling a lot," the mother of five said.
However, after she gave birth to the triplets, Robles-Resendiz could not hold down a job in housekeeping or in a restaurant. As her children's health worsened, she took time off to care for them and, consequently, she said she could rarely finish a week of work.
With nowhere else to go and little money to spare, she took her sons to Blue Ridge Community Health Services.
Months of visits later, a pediatrician at the nonprofit health center would diagnose the triplets with muscular dystrophy, a genetic disorder that weakens the muscles that help the body move.
At first, Robles-Resendiz did not fully understand. It was only after she called her mother and found out that her nephew also had the disorder that she began to fully grasp what was happening.
"I was very desperate, and during that time when they were first diagnosed, I kept asking God to say that it was a mistake on behalf of the pediatricians and that it wasn't so," Robles-Resendiz said. However, further testing by a geneticist in Asheville confirmed the diagnosis.
At the same time, Robles-Resendiz was separating from her husband.
"It was an extremely difficult time," she said. "At first I spent a lot of time crying and asking God 'Why me? Why did you give them to me if you're going to take them right away?'"
Looking back on that stressful time, Robles-Resendiz said she does not know what she would have done without BRCHS or her children.
"They've taught me to be strong and survive and move forward," she said of her triplets. "They have always been extremely happy and have never shown any kind of sadness for their illness."
Today, she is happy the triplets still receive pediatric care for regular checkups at the local health care center.
"From birth, Blue Ridge has always been here for them," she said.
The 50-year-old health care center has also been there for Petra Garcia-Mendoza and her 4-year-old son, Gustavo.
As an undocumented field worker without a license, Garcia-Mendoza faces two obstacles to getting Gustavo the well-visits he needs: money and transportation.
"We work cash-only in the fields, and not many bosses want to sign a letter or put anything in print," Garcia-Mendoza said, speaking through a translator.
Though her neighbor has lent his car to them at times when Gustavo was sick, Garcia-Mendoza knows firsthand how dangerous of a risk that can be. Two years ago, her husband was deported to Mexico after he was caught driving without a license.
Garcia-Mendoza said she often depends on BRCHS Outreach Specialist Daniel Benavides to drive them to appointments.
"We can call him, and other times he just stops by to visit. I let him know we have this or that appointment coming up, he puts us on a schedule and he gets us there," she said. "I'm just thankful for everything."
Last year during a well-visit at BRCHS, Garcia-Mendoza talked to a pediatrician about her concerns that Gustavo wasn't talking a lot and, when he did, his pronunciation was not very good. Now, her son attends speech evaluations every three to four months. This is important, she said, because it would allow her son to begin school next year.
"If God would be willing, I would love to be able to stay here so that he would be able to study and learn," she said. "Life is so hard in Mexico and the economy is so bad there that he wouldn't have much of a chance there compared to what I would imagine he could do here with an education."
Nodding his head, Benavides said he hears these concerns often in his work with the BRCHS Outreach Department.
"People who have been in construction and other aspects of the economy found themselves without any work and many of them went back to their original employment, which is in the fields," he said.
The department is charged with helping the 7,000 to 10,000 farm workers who come to the area each year to harvest and work in the fields, Benavides said, noting that this includes working with roughly 3,000 workers and their families face-to-face and doing health screenings in the community for this population.
Benavides said the local field worker population, which is mostly Hispanic, has been particularly vulnerable in the past five years.
"I think everyone's gotten a little more desperate in the last few years," he said. "There's more and more cases in the last three or four years where people have doubled up and tripled up in homes than there were before."
However, he said the challenge only inspires him.
"Miracles happen," he said. "Every once in a while, you really do impact someone."
For Robles-Resendiz, there is only one word repeated twice used when asked how thankful she is for BRCHS.
"Mucho, mucho," she said.
Very, very.
Reach Byrd at email@example.com or 828-694-7881.
Reader comments posted to this article may be published in our print edition. All rights reserved. This copyrighted material may not be re-published without permission. Links are encouraged.


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Short answer: they're both pretty bad.
Back in November, Burger King reintroduced its own version of the Big Mac. The Big King originally appeared on the Burger King menu back in 1997. It was — and still is — an almost exact replica of the historic McDonald's sandwich, which will go down in the annals of fast food history as the most successful burger in the industry.
It's no secret that Burger King lags behind McDonald's in popularity. In an effort to improve its position with consumers, Burger King has been aggressively marketing new products. In the past year, the chain has developed a rib sandwich to compete with the McRib and introduced a lower calorie, lower fat french fry option with Satisfries. And late last year, Burger King called back the Big King for a second stint on the menu.
FoodFacts.com thought it would be appropriate to see how the two stack up where it really counts. Are there differences in the nutritional content of the burgers? Is there any way, if we were incredibly hungry and we were on the road and every restaurant, deli, and grocery store were closed, except for a McDonald's and a Burger King that happened to be located next door to each other, we'd pick a Big King over a Big Mac, or vice versa?
After taking a look at the nutrition facts (we aren't even looking at the ingredients), our only reasonable answer is that we'd probably keep driving. Here's a quick look:
Big King
Calories: 510
Protein: 18 g
Fat: 29 g
Saturated Fat: 10 g
Sodium: 780 mg
Big Mac
Calories: 550
Protein: 25 g
Fat: 29 g
Saturated Fat: 10 g
Sodium: 970 mg
Add a medium order of fries to either the Big King or the Big Mac and you've just consumed close to 50 grams of fat and almost two-thirds of your daily allowance of saturated fat in one meal.
For FoodFacts.com, there is no good choice here. For fast food consumers, the jury still seems to be out. But since the Big Mac has been available nationwide to consumers since 1968, the Big King may have a long way to go.

subset: commoncrawl


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Ferdinand Cheval was also a poet and his writings are chiseled all over the tunnels, sculptures and facades of the Palace. In the tunnel he wrote: "In creating this rock, I wanted to prove what the will can do."
Ideal Palace in the village of Hauterives, in the Rhône Valley, France. Photo by Wikipedia
Ferdinand Cheval (1836 – 19 August 1924), was a French postman (facteur in French) who spent 33 years of his life building an "Ideal Palace" (in French Palais Idéal) which is regarded as an extraordinary example of naïve art architecture. Ferdinand Cheval lived in Châteauneuf-de-Galaure, in the Drôme département of France. He had left school at the age of 13 to become a baker's apprentice but eventually became a postman. He wasn't a mason and not an architect. (Você pode ler sua história em Português, AQUI)
A four-sided castle made from concrete, lime and wire, located in Hauterives, France.
One day, at the age of 43, French postman Ferdinand Cheval tripped over a stone when he was out walking. He was so inspired by that beautiful stone that he went back the next day and began collecting stones. From this day forward, Cheval embarked on a 27-year period of collecting stones. At first, Cheval carried the stones home in his pants pockets, later he used baskets and finally Cheval acquired a wheelbarrow. He scoured the countryside for days and nights at a time on his mail route, sleeping in farmhouses and under the stars. He stock-piled the stones he brought back in his yard, which convinced his neighbors that he had gone mad, but he was determined to build the castle and grottoes that had populated his dreams 15 years earlier.
Cheval was a mailman by day and an architect by night, building his palace of stones and intricately carved concrete with no assistance from anyone. It took him 34 years of continuous toil to finish his castle, which many sculptures of gods, temples, animals, pilgrims, fountains and towers. The monument's structure is 26 meters long by 14 meters wide and up to 10 meters high, with internal passages lined with sea shells and external stairs and walkways. Cheval bound the stones together with lime, mortar and cement. It is covered with inscriptions of all sorts. An inscription in the north east corner states "10,000 days, 9300 hours , 33 years of toil".
Photo by Claude Travels
Cheval also wanted to be buried in his palace. However, since that is illegal in France, he proceeded to spend eight more years building a mausoleum for himself in the cemetery of Hauterives. Cheval died on August 19, 1924, aged 88, around a year after he had finished building it, and is buried there. (I wrote this post with information by Kristin Fiore, from the site dedicated to the Ideal Palace, the Sad Tomato's , Wikipedia, Official Website and Motorhome and Away .
Photo by Claude Travels
In his autobiography, Cheval wrote that his idea for the monument originated in a dream. Cheval told no one about his dream, afraid he would be ridiculed.
Photo by Claude Travels
Just prior to his death, Cheval began to receive some recognition from luminaries like André Breton and Pablo Picasso. In 1969, André Malraux the Minister of Culture, declared the Palace as a cultural landmark and had it officially protected.
Facade East, photo by Wikipedia
The signs on the right read "Travail d'un seul homme" (Work of only one man) and "Défense de rien toucher" (It is prohibited to touch anything).
Photo by imageshack
Details facade Nort. Photo by Wikipedia
Photo by Claude Travels
The miniature buildings on the west facade, including a Hindu Temple, Swiss Chalet, Maison Carree in Algiers and a medieval chateau. Photo by Kristen Fiori.
Photo by Claude Travels
The three giants of the east facade. Photo by Gerard Therin
Terrace tower on the south end. Photo by Kristin Fiori
The east facade, with the three giants on the left and the Egyptian monument on the right. Photo by Kristin Fiori.
Video: Postman Cheval's Ideal Palace
The work of only one man


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OAKLAND -- In the first quarter of the win over Portland, Warriors rookie forward Harrison Barnes drilled a 3-pointer from the left wing. It's surprising, not that he made the shot but that he didn't see guard Klay Thompson wide open in the corner.
"Oh, yeah, I was looking at the rim," Barnes said. "I didn't see anything else."
For Barnes, that's a good thing. Much of his rookie season has been marked by passivity and learning the ropes. But his tunnel vision Friday against Portland meant he was in attack mode, that he was looking for his own shot. He was the Black Falcon.
The result was 11 points and three rebounds in the first half. The Warriors want to see more of that.
"It takes us to a different level when he's attacking and aggressive," Warriors coach Mark Jackson said. "At all times he's on the floor, I want his foot on the gas pedal. I want him to force me tell him, 'Slow down, young fella.' "
When he's Harrison, the mild-mannered rookie trying to find his way in the league, he doesn't have much of an impact on the game. He's focused on doing the little things and staying out of the way of the team's prominent players -- Stephen Curry, David Lee and Thompson.
But when he's the Black Falcon, the difference is noticeable. He's determined, a bit selfish and testy. Wednesday against the Memphis Grizzlies, he practically got into a wrestling match with Tony Allen, a known tough guy, over a loose ball. On a breakaway dunk against the Blazers, he came off the rim and swung his arms, using body language to tell Portland's Nicolas Batum to get off him.
"Who I am on the court and who I am off the court are two different people," said Barnes, who gave himself the moniker in college. "I may say some things on the court I regret, do some things, act a little out of character. But what happens on the court stays on the court."
Barnes said that's the Black Falcon, and he's trying to unleash his alter ego more often.
Though he and Jackson said Barnes is a better player in that mode, the trick has been getting that out of him consistently.
He has shown more flashes lately, but they're still just flashes.
Barnes has scored in double-figures in six of his last eight games. Over that stretch, he's averaging 11.1 points on 51.5 percent shooting. And one still gets the sense he's just scratching the surface. He'll either be AWOL before sneaking up on you with a hot stretch, or he'll come out of the gates rolling, only to go quiet later.
"It would be nice to play a whole game," Barnes said, leaning on his sarcastic humor. "To put together two halves."
Sometimes, his teammates forget about him. And Jackson seems to go to Barnes consistently only when he has a mismatch to milk. But sometimes, the Black Falcon stays in the locker room at halftime.
Jackson said he thinks Barnes sometimes shows too much respect to the veterans, suppressing his game because he realizes he's just a rookie. But at the same time, Jackson said he won't "surrender possessions" to makes sure Barnes gets touches.
"It's important for him to realize that he has the (green) light," Jackson said. "If he wants to come down, get a rebound and facilitate a play, I want him to do that, and he has the light to do that. He has the light to go up to Steph and say, 'Run my play.' ... I want to see him aggressive. And I think that's going to come."
Warriors (23-12) at Denver (22-16), 5 p.m. CSNBA


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Tuesday, Nov. 20, 2012
GAZA CITY, Gaza Strip (AP) -- Israel is intensifying its attacks on the Gaza Strip in what may be a last burst of fire ahead of a cease-fire ending its weeklong offensive in the Palestinian territory.
Heavy bursts of fire from tanks in southern Israel and gunboats off Gaza's coast could be heard late Tuesday. The target isn't immediately known, and no casualties were reported.
The Israeli military had no comment.
The fire took place amid growing signals that a cease-fire is close. A top Hamas official says a deal could be wrapped up soon, and Benjamin Netanyahu says Israel would be a "willing partner" in a diplomatic solution.
Israel launched its offensive to halt months of rocket fire. More than 130 Palestinians, including dozens of civilians, and four Israelis have been killed in the fighting.
(Copyright 2012, The Associated Press)


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- Apr 27:
- Stowaway: Perimeter security not part of San Jose airport modernization
- Apr 25:
- San Jose stowaway: Teen's birth mother in Ethiopian refugee camp wants to reunite
- Apr 24:
- Stowaway: Father of 15-year-old Santa Clara boy 'thanked God' he is safe
- Apr 22:
- Stowaway: San Jose airport eyes security changes after 'very serious' incident
- Jet stowaway undetected for hours before departure
- Santa Clara High student who stowed away on flight to Maui reportedly eyed African destination
- Apr 21:
- Santa Clara teen stowaway's survival in jet's wheelwell was literally death-defying
- Santa Clara teen stowaway's feat highlights airport security concerns
- Stowaway: San Jose airport security scrutinized after boy's flight to Maui in plane's wheel well
- Apr 20:
- Santa Clara teen survives after stowing away on flight from San Jose to Hawaii
SAN JOSE -- The flight of 15-year-old Yahya Abdi from San Jose to Maui in a jetliner's wheel well has captivated minds worldwide, in part because of its rarity. He is one of just 25 people known to have survived such a feat.
But through a different lens, he's just one of 2.8 million.
That's one estimate for the number of juveniles who will run away from home in the United States this year, according to the National Runaway Safeline, a Chicago-based nonprofit that connects runaway youth to services and, when possible, gets them on a bus back home.
"The means of his travel are unique, but running away is not," said Executive Director Maureen Blaha, referring to Yahya. "This case really helps shine a light on the runaway crisis in this country."
Addressing the problem is full of challenges, not least of which is getting a handle on its size. The NRS's annual estimate of runaways under the age of 18 ranges between 1.6 million and 2.8 million. And according to one study, nine of 10 of them will travel across state lines, though few will get as far away from home as Yahya did.
There is no handy way of tallying runaways because they're generally difficult to track. Running away is not a crime, but what the legal system calls a "status offense," akin to truancy or breaking curfew.
Usually when a child runs away and the family files a missing-persons report, police or social service agencies don't respond unless there are existing abuse allegations or suspicious circumstances.
The federal government has pushed counties to count homeless youth and while there is some overlap with the runaway population, the two groups are far from synonymous.
"Part of the problem in terms of scope is that not all parents where an older child runs away reports it," said Stanley Lee, program manager for the Social Services Agency in Santa Clara County. "There's an inconsistency of reporting, if it's frequent."
That's what happened with Yahya, whose parents didn't report him missing before he turned up in Maui.
In Santa Clara County, where Yahya lives, the nonprofit Bill Wilson Center houses, provides services for or performs outreach to at least 2,500 runaways and homeless youth each year, but even that is believed to be only a modest portion of the number of runaways living in the area.
CEO Sparky Harlan said she was astounded by Yahya's tale of survival, but in his story she saw a teen whose life resembles the teens she sees coming through the Wilson Center's doors every week.
"I feel for that kid. I want him in here," Harlan said. "If he comes here, he can see a lot of kids just like him. Sometimes what they need is knowing they're not the only ones going through this and feel connected."
Harlan, who has been working with troubled youth in the Bay Area for more than 40 years, said the dangers to runaway teens have ramped up in recent years, particularly with the proliferation of human trafficking in the Bay Area. In January, a youth mentor working for Santa Clara County was arrested and charged with coercing runaways into prostitution in downtown San Jose.
"It doesn't take long for someone without street smarts to get in trouble without a place to stay," Harlan said.
Blaha said Yahya's case is fairly typical in that it appears to stem from discord with his family and home life. A relative told this newspaper the Santa Clara teen was feeling alienated from his father and stepfamily, with whom he emigrated to the United States four years ago.
Yahya also struggled with the revelation that his mother, whom he thought had died in a rocket attack in Mogadishu, Somalia, was actually alive and trying to reconnect, the mother said in a telephone interview with reporters from a refugee camp in Ethiopia.
So between late Saturday and early Sunday, the boy walked the three miles from his home to Mineta-San Jose International Airport, hopped a perimeter fence and climbed into the left rear wheel well of a Hawaiian Airlines Boeing 767 at the start of the A terminal.
Five-and-a-half hours later, the plane touched down in Maui and he popped out onto the tarmac, apparently unfazed by the lack of oxygen and the potentially minus-85 degree temperatures that authorities say more than likely should have killed him.
Blaha said NRS research has found that slightly more than 90 percent of juveniles who run away in the United States cross state lines. Some even get within striking distance of Yahya's 2,350-mile trip. Blaha said one teen her organization helped made a 2,000-mile journey from Riverside to Chicago.
"Adolescents are going to struggle. Whether it's conflict in the house, substance abuse issues, either by the parent or child, young people don't always have coping mechanisms to deal with that," Blaha said. "We have to create a culture where we say, 'We're going to talk about it and we're going to work on it together.'"
But the reason organizations like hers and the Bill Wilson Center exist is because that kind of communication isn't always practical or possible. Harlan encourages parents and teens to turn to these resources so that if even conflict might lead to a child leaving home, it will be to somewhere safe.
"If you can't get along and there is no safe place, come to us," she said.
For those who have already run away, the National Runaway Safeline has a partnership with Greyhound bus lines that provide free tickets home. Blaha said in the past three years, 1,377 such tickets have been issued to reunite teens with their families.
But even in cases when they don't want to come home, folks like Blaha and Harlan want to hear from them.
"Young people want to reach out to someone they think they can trust, a neutral person," Harlan said. "We'll talk to them about anything that's going on. We'll talk to them about any issue."
Contact Robert Salonga at 408-920-5002. Follow him at Twitter.com/robertsalonga.
Sources: National Runaway Safeline call data, third-party research
The following agencies can be reached 24 hours a day and confidentiality is assured:


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A tractor-trailer carrying 29,000 pounds of batteries landed on its side Tuesday morning while trying to get onto Interstate 40.
The wreck was reported around 11:35 a.m. on the Highway 220 north ramp to I-40 west.
The driver suffered minor injuries and didn't have to go to the hospital.
The load shifted while the driver was making the turn, investigators said. Witnesses told investigators they didn't think he was speeding.


text:
Jacksonville edges USC Upstate, 68-64
Published: Thursday, February 21, 2013 at 3:15 a.m.
Last Modified: Friday, February 22, 2013 at 12:35 a.m.
JACKSONVILLE, Fla. — Keith McDougald scored 21 points and converted a go-ahead layup with 12 seconds left to lift Jacksonville over USC Upstate 68-64 Thursday night in Atlantic Sun Conference play.
Jarvis Haywood made 7 of 11 shots for 19 points, and Kordario Fleming added 10 points for the Dolphins (14-14, 9-6), who avenged a 79-64 loss to the Spartans from earlier this season.
"We have got to do a better job taking away the opponent's strengths and we let them get to the rim too much tonight," USC Upstate coach Eddie Payne said.
"We have to manage possessions better, and until we learn how to do that it will be tough to win these games."
Jacksonville shot 50 percent (12 of 24) in the opening frame, compared to 23 percent (7 of 30) for USC Upstate (14-15, 8-8), but fell to 37 percent (14 of 37) in the second half as the Spartans rallied to tie it at 54 with 44 seconds left.
But McDougald converted his layup after a Jacksonville timeout and Haywood stole the ball from Adrian Rodgers on the Spartans' ensuing possession to seal it.
Ty Greene paced Upstate with 14 points but the Spartans went just 4-of-17 shooting from deep.
The Spartans next play at North Florida at 4:30 Saturday afternoon.
Reader comments posted to this article may be published in our print edition. All rights reserved. This copyrighted material may not be re-published without permission. Links are encouraged.


text:
News 12 First at Five / Friday, May 24, 2013
AUGUSTA, Ga. (WRDW) -- It's the second bicycle accident in less than a month that's taken a life.
Early Friday morning, a 34-year-old man was riding his bike when he was hit and killed on Peach Orchard Road. Robert Holden was riding in an area with limited street lights, no sidewalks and no bike lanes. He had a small reflector on his bike and an orange safety vest wrapped around the top bar, but nothing to make him visible for cars coming up behind him.
Investigators say he was at fault for not having proper safety equipment and for riding in the middle of the lane.
Last year in Georgia, bicycle accident deaths increased 28 percent. That's a number the state is working to lower this year.
"I normally travel this road about five days a week," said Sharn Cook, who rides his bike to work on Peach Orchard Road every day.
He starts at his home off Gordon Highway, traveling both busy roads.
"I normally stay on the sidewalk," he said.
When there's not a sidewalk, he says all the traffic can be dangerous.
"It could be. You have to look out for things," Cook said.
In the past month, we've seen two fatal bike accidents. The first happening on Mike Padgett Highway and the second on Peach Orchard Road.
"It kinda takes your breath away," said Drew Jordan.
He has been riding and working with bikes all his life. He says education is the key to safety.
"Education for riders and education for drivers," he said. "It's a two-way street when you're dealing with bike safety, especially bike safety in traffic situations."
Bike lanes are limited throughout the area, which doesn't leave much room for riders.
"Part of it's due to the way the area is laid out," Jordan said. "You see areas where you have this one little bike lane, and then it suddenly ends and there's nothing leading to it, there's nothing picking up where it leaves off."
As for sidewalks, Jordan says, "Technically, bikes aren't supposed to be on the sidewalk, but a lot of times, it's the safest route."
He says the safest thing to do is make sure you are being safe by adding lights, reflectors, mirrors, helmets and wearing bright clothing.
"Anything you can add that's gonna draw a drivers eye," Jordan said.
But he says it's not just cyclists -- drivers need to make sure they are paying attention, too. With a lack of bike lanes, there will be cyclists on the road, so you should always be watching out for them.


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FEB 10, 2013 - Yahoo! News
A Must Read - Share
Feb 10 (Reuters) - FedExCup champion Brandt Snedeker finally reaped just reward for his red-hot early form on the PGA Tour this year when he eased to victory by two shots at the Pebble Beach National Pro-Am on Sunday. Runner-up behind Tiger Woods and Phil Mickelson in his two previous starts on the U.S. circuit, the American world number six closed with a seven-under-par 65 to post a 19-under total of 267 in the pro-am celebrity event. ...
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WG 1911 Full Size CO2 Airsoft Pistol with Metal Slide Two Tone
$ 64.99
Add Recommended Items for CNB-4601BS - WG 1911 Full Size CO2 Airsoft Pistol with Metal Slide Two Tone:
WG 1911 Full Size CO2 Airsoft Pistol with Metal Slide Two Tone - Quantity:
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- Best for the money This is a great pistol for shooting around and target practice and maybe wars. its crazy high FPS makes it hard to get people to play against you. but it has a lot of great features. Its metal slide feels great and all of its body has a sturdy feel. it has a functional moving safety on the side and non working one on the grip that is just for looks. it has a locking slide that's cool and you can unlock it and feel it slam forward. But i have to admit it doesn't slam forward as hard as you would like for a real feel but it still is fun to use. the mag is easy to load up and the spring in it locks at the bottom so you don't need a speed loader. It is easy to install the CO2, and you get around 100 shots per bottle. the range on it is pretty good. this gun has many great things going for it including: price, FPS, adjustable hop up, real features, locking slide, and open eject port. Overall this is great buy!!!
- Oh My GodIncredible. The velocity is out of this world. It's accurate with very heavy BBs. It doesn't shoot as far as most other gas guns, but every single other detail makes up for it. It's amazing. Non Blow Back with locking slide and open ejection port!??? Incredible design, feel, performance. I haven't used it in battles yet, and when I do people will fear me if they get me into a spot where a need a close-medium range sidearm for defense/offense!
- Got power!It's a great gun, full metal slide, locking slide, working hammer. cons- paint can be scraped off, not far ranged, not the best hop up system. All together it is worth every penny.
- Holy !@#%$i got this off another web site (sorry shorty) big mistake. .... anyway it's a beautiful gun, probably a collector's item. the shear power of this gun is incredible 470!!! that's higher than most snipers. this thing is solid as a tank. there is no moving parts except the trigger/hammer system so you get optimum power. it also has a working slide and open ejection port. the only con i can think of is that it's not blow back. but blow backs tend to eat co2, so hope this helps.
- Great GunThe gun on its own, straight from the box, looks great - very realistic, and very beautiful IMO. I got the 2-tone one. The only (small) complaint I have looks-wise is that the paint on the grip (plastic) rubs off a little bit easily. The gun has nice balance with the mag inserted. The trigger pull is a little bit stiff but not too bad. The pros outweigh the cons on this gun for sure. Definitely worth the price. I have pistols that cost more money that do not perform as well and are not as nice as this.
- amazing gunthe fps in crazy!!!! i wish they made a higher cap mag for it though. i can't wait to take it out in battle! also the price is really low and the orange tip comes off so easy.
- Two tone 1911 Gas Non-Blowback CO2 powered handgunI would like to start by saying that this gun is good and bad. My gun was just about as equally bad as it was good. When I first got the gun, I wrote a review here on shorty (The other full size version of this gun) and at that point in time, that review was true. Now, after using it on several occasions, I have more to say about the different things about this gun.
First of all, the FPS is pretty much true, maybe a little bit under 470 when the CO2 cartridge isn't 80 degrees Fahrenheit.
The metal slide is metal, but it is pretty cheap pot metal. The back part of my slide that is screwed in, and pushes the hammer down when you rack the slide, broke in half, just because the pot metal hammer hit it about 1000 times.
That also brings me to another point. I personally treasure my guns, and I need to learn how to do everything possible with them. This may include mastering how to fully take it down, or getting the feel for the gun. I do this, and I sometimes wear down certain parts of my gun before even taking them out on the field. This gun, even though largely cheap metal, couldn't stand up to minor abuse.
Along with the broken metal slide component, a vital piece of the gun's internals broke, and my gun can no longer function in double action. There is really no way of disassembling this gun, even though I tried to get it back into working condition. This turned my gun into a dust collector, and it is no longer part of my functioning arsenal.
Along with all the main gun issues I experienced, I also seemed to have some issues with one of the magazines. This gun uses the co2 in the magazine to directly propel the BB from the mag, past the hop up, and straight out the barrel. One of my mags must have had a deeper lip, and it appeared as though BBs launched from that mag experienced extreme down-curve. This, obviously, did not cause me pleasure.
Despite all the things that went wrong with my gun, I'm sure had my gun not broken, or had anything malfunction about it, I would still find that its FPS is still too high to use on my local playing field.
This gun, due to its FPS, will perform amazing with .40 gram BBS, and I would suggest buying them here at shorty. The Bio's are expensive, and usually out of stock, but they are definitely worth it if you need bio's for some reason, and want to use this pistol accurately.
From the view of this gun, minus the flukes I experienced, I wouldn't really recommend this gun for anything but collecting and plinking, due to the high FPS, and I wouldn't even recommend it for backyard games, partially because backyard games, especially in highly populated areas, really aren't safe,(right now in California, the government is trying to pass SB 798, a bill that will force all airsoft guns in Califoria to be neon or clear colored. THIS COULD SPREAD TO THE EAST COAST IF WE ARE NOT RESPONSIBLE ABOUT HOW AND WHERE WE PLAY AIRSOFT!!) and because, personally, do you really want to shoot your friends with this thing? I don't.
So, I gave this gun a 3 star, because it really isn't very safe for playing airsoft, (And last time I checked, I enjoy shooting people with airsoft guns)and because, despite all the bad things, it still has an insane FPS, for only 60$. I gotta give it credit for that.
- Little help?Bought this about a week ago, love the gun. Plenty of power. I like the realism factor, the mag cap, the high metal content. I did have one problem though, not with the gun itself but with the magazines. The first CO2 cartridge i put in worked great, got me through probably about 50 rounds, but when it ran out and i put the 2nd cartridge in, it didn't seal properly and i lost the whole cartridge. I got 2 mags when i bought the gun, and the spare did the same thing with the second CO2 cartridge. I'm hoping it's something simple that i'm doing wrong, because the gun is great, especially for 60 bucks.
- sweetThis CO2 Handgun is pretty fun to shoot around with, but I'm not sure if I would shoot someone else with it due to the extreme power. Definitely worth the money.
- amazingnessWhen i saw this i thought it was a joke. Normally when something is too good to be true, it isn't true. This is the only exception to that rule.
fps too high for cqb
I don't own this gun yet but pretty much every person i normally play airsoft with has one. My friend let me use this one round and i was blown away by its ability. So the next game i just took the gun, 2 speed loaders(only one mag), and an extra gas cartridge. i got 10 or so people before running out of ammo(i never got shot). This is probably the best back-up weapon for anyone starting airsoft. (most blow backs i own are better than this but twice the price).


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Snow removal in downtown Devils Lake takes place between 2 a.m. and 7 a.m. whenever there is a significant snowfall. To avoid a parking ticket or having your car towed from downtown streets and avenues make sure your vehicle is moved to the proper location.
Downtown parking lots are cleaned on Monday and Friday mornings between 2 a.m. and 7 a.m. To avoid a parking ticket or towing charge, park your car in the appropriate lot on cleaning days.
The lots are signed to let residents know which day they will be cleaned.
If you have any doubt, call the city offices and they will help you.
City ordinances declare it a nuisance any time a property owner neglects to keep the sidewalks shoveled. In the event a nuisance is declared, a notice is sent to the owner outlining a time frame in which the situation must be addressed. If the conditions creating the nuisance are not dealt with in the allotted time, the city has the authority to perform the necessary work and bill the homeowner.
Any questions, call the city at 662-7600.
Location, ST | website.com


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|Research Programs and Projects at this Location
|ARS research is organized into National Programs. Within each National Program are research projects. Listed below are the National Programs and research projects currently conducted at this location. Clicking on a National Program (NP) will take you to the main ARS site for more information on the program. Clicking on a research project title will take you to more information on the project.
|Plant Genetic Resources, Genomics and Genetic Improvement (NP #301)
Management of Temperate-Adapted Fruit, Nut, and Specialty Crop Genetic Resources and Associated Information


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Grant Bosse: Obamacare's problems are more than just a website
New Hampshire Sen. Jeanne Shaheen led the charge this week to extend the open enrollment period, citing the failed website and insisting that she was not changing her opposition to delaying the individual mandate to purchase insurance. But that�s exactly what she wants to do, and it has nothing to do with the internet.
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Alcoa Anglesea has been home to a pair of Peregrine Falcons since 1991. In 2003, a new pair adopted the power station as a nest site. After two failed nesting attempts on the station itself, environmental staff installed a nest box for the pair on the site's water tower in 2004. From 2006, a live webcam broadcast images from the nest box across the world.
Unfortunately, due to continuing aggression from the pair towards employees, the nest box was relocated in 2010 from the water tower to stand-alone locations. Since then, Ava and Havoc have chose not to use the nest box, instead nesting on the power station where all attempts failed until success in 2014.
The most serious threats facing Peregrines in Victoria are illegal persecution and the continuing loss and disturbance of suitable nest sites. Only 3% of Peregrine nests found in Victoria are on man made structures, so Alcoa Anglesea presents a unique opportunity to provide a site for this pair of Peregrine Falcons.
Alcoa has an ongoing interest and involvement with Peregrine Falcons in Victoria, with both the Anglesea and Point Henry sites working alongside the Victorian Peregrine Project (VPP) to assist
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Students and interested citizens are invited to attend the court session of the Missouri Court of Appeals, Eastern District, when it holds its Northern Division docket at Hannibal-LaGrange University, 2800 Palmyra Road, at 1 p.m. and 1:30 p.m. on Tuesday, Jan. 15. The court will convene in Parker Theatre at the Roland Fine Arts Center.
After the court session, the judges will participate in a question and answer session about the courts, the judicial system and the role of judges with the audience.
This will be the second time the court has held a session at Hannibal-LaGrange University. The court first heard arguments at the university in November 2008. Originally the court of appeals started traveling to Northeast Missouri in 1981 at the urging of Judge James Reinhard as a convenience to area attorneys and litigants.
Five judges from the Court of Appeals will be participating: Chief Judge Gary M. Gaertner, Jr., of St. Louis, Judge Clifford H. Ahrens of Hannibal, Judge Glenn Norton of Ellisville and formerly from Ralls County, Judge Roy L. Richter of Montgomery City, and Judge Robert Clayton, III, of Hannibal. The judges will sit in panels of three to hear oral arguments from attorneys involved in cases appealed from the Audrain County Circuit Court, the city of St. Louis Circuit Court and the Labor and Industrial Relations Commission.
The Missouri Court of Appeals, Eastern District, is the state's largest appellate court. There are 14 judges on the court, which handles approximately 50 percent of the intermediate appellate case load in Missouri. The court regularly hears cases in St. Louis, Hannibal, Cape Girardeau and other locations in the Eastern District.
Location, ST | website.com


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Though complicated and convoluted, Portal 2 takes one solid idea and runs with it until the very end. In today's Speak Up on Kotaku, commenter Fernando Jorge wonders why more games can't follow in Portal 2's footsteps.
Portal 2 shows games could use more simplicity. Not all games, not all genres, but I'd say a lot of games could be way simpler.
In Portal 2 you can just jump and open portals and the game takes this basic mechanic as far as it can go. The end result is a game that is very tight; there are barely any loose ends.
On the other hand, take Fallout, Mass Effect, Dead Rising, Grand Theft Auto, all of them enjoyable and very good games but a lot more complex than Portal. All of those games have numerous issues, things that just don't work right, that are frustrating, that are useless.
If a game focuses on as least elements as possible while trying to get the most out of them the result will be a flawless game. I don't mean to use the word flawless as meaning best game ever; I mean it as a quality for a game. To be polished.
Take Tetris or Super Mario Bros. as an example. Very simple and nearly flawless. But what often happens with games is like... if someone developed Chess and then decided to add 4 more pieces, make the pieces have HP, customizable abilities and create multiple different boards


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5.3 Employee Pay
(Last Modified on June 27, 2012)
The University System of Georgia payroll operations must conform to state and federal laws, and to policies of the Board of Regents. Topics in this section were developed from all of the sources listed above.
A Supplement to Section 5.0 Payroll is available to detail established procedures specifically for USG institutions supported by the Shared Services Center (SSC). These procedures distinguish duties and responsibilities between the Shared Services Center and institutions. If a specific procedure is not addressed in the Supplement, please refer to USG BPM Section 5.0 (http://www.usg.edu/business_procedures_manual/section5) for applicable governing procedures.
5.1.1 Reports and Reconciliation
(Last Modified on February 9, 2015)
Before beginning the process at the end of the month for health care and life insurance reporting and premium remittance, each institution should run the following reports and perform the following reconciliation to facilitate the process.
Comprehensive Benefits Report
Each institution must generate a comprehensive benefits report using the payroll system that is in operation at the institution. This report must provide:
- Detail by employee and benefit plan
- Total premiums by employee share and employer share for each USG benefit plan
- Appropriate totals
Payroll Deduction Register
Each institution must generate a payroll deduction register using the payroll system that is in operation at the institution. This report must provide:
- All deductions taken sorted by deduction name, deduction category, or deduction code
- Detail by employee and deduction
- Appropriate totals
Each institution must reconcile the comprehensive benefits report with the payroll deduction register. This reconciliation must:
- Verify that employees have a deduction on the payroll deduction register for all benefits in which the employee is enrolled per the comprehensive benefits report.
- Verify that the deduction has been calculated correctly.
- Produce reconciling items using any discrepancies between the two reports.
Institutions must notify Payroll Operations of any one-time deductions or refunds discovered during the reconciliation.
Note: These same reconciliations will be used in the next month's reconciliation but with the opposite "sign".
Accelerated Deduction Schedule
A reconciling factor for some deductions will be the accelerated deduction schedule for some employees. As discussed in Section 5.1.4, Withholding Schedules for 10 Month Contract Employees, the January through May deductions for 10 month faculty are increased to include the benefit premiums for June and July.
5.1.2 Health Care Reporting and Premium Remittance
(Last Modified on October 8, 2010)
The University System Office (USO) will send each institution a Health Insurance Transmittal spreadsheet, shown on the following page, detailing the various benefit plans and enrollment options. Each institution should verify the entries on the spreadsheet and correct these entries as required, in order to obtain the correct premium billing information. In addition to the entries by benefit plan for employee share and employer share, there is an Adjustment column that provides a method of correcting errors from prior periods. Institutions should return the corrected spreadsheet to the USO via fax or email. Institutions should remit the appropriate premium amount to the USO via ACH wire transfer by the 5th calendar day of the month.
5.1.3 Life Insurance Reporting and Premium Remittance
(Last Modified on January 10, 2011)
The life insurance provider sends invoices to the institutions monthly. This invoice provides a starting point, but does not actually determine the amount owed to the provider. Using the information from the comprehensive benefits report, the payroll deduction register, and the reconciliation discussed in Section 5.1.1, institutions should:
- Reconcile the invoice from the insurance provider to the amounts produced in the comparison of the comprehensive benefits report to the payroll deduction register.
- Adjust the invoice from the insurance provider as required. If no invoice is received, proceed without the invoice using the adjusted comprehensive benefits report as an invoice.
- Using the adjusted invoice, prepare a payment check to the life insurance provider for the reconciled premium amount.
- Mail the check to the insurance provider, including a copy of the reconciled invoice and the summary pages from the comprehensive benefits report. The summary pages should identify each employee covered and the amount being remitted.
- The life insurance premiums and edited invoice should be submitted by the 15th calendar day following the end of the month.
Note: Payment may also be made by ACH wire transfer, using the Wire Transfer Procedures form.
Life Insurance Wire Transfer Procedures Form
5.1.4 Withholding Schedule for 10 Month Contract Employees
(Last Modified on October 12, 2010)
Ten (10) month contract employees are considered full-time employees, and they receive benefits for twelve (12) months, based upon the assumption that their contract will be renewed for the next academic year. Payroll deductions for fringe benefits must aggregate 12 months of deductions within a 10 month salary delivery period. Normally, a contract begins in August and ends in May, with benefits continuing during June and July if the contract is renewed.
If a 10 month contract employee terminates employment at the end of the academic year (May), benefit deductions for the months of June and July should be refunded to the employee. Health and dental benefits would then be available under COBRA. Only when their contract is scheduled for renewal for the next academic year is the employee allowed to continue benefits during the months of June and July.
A consistent schedule for benefit deductions to be utilized by all institutions is desirable so that all 10 month contract employees are treated equally. This deduction schedule should also allow for ease of calculations in the case of faculty members who teach one semester and do not return for the second semester, and allow for an annual increase in costs that normally occurs at the beginning of the calendar year.
The schedule outlined below has the correct deductions already taken if a faculty member does not return for the second semester, and has a new benefit calculation period beginning January 1st to accommodate rate increases.
Deduction Schedule
For the months of August through December, the deduction amount will be (1/12) multiplied by (5/5) multiplied by the annual deduction amount. For the months of January through May, the deduction amount will be (1/12) multiplied by (7/5) multiplied by the annual deduction amount.
If this schedule is followed, 12 months of benefit deductions will have been taken at the end of the 10 month contract.
5.1.5 COBRA and Retiree Billing
(Last Modified on July 5, 2012)
COBRA Billing
Under the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA), employees or dependents enrolled in a health or dental plan when they experienced a qualifying event, which subsequently results in lost coverage, will become COBRA qualified beneficiaries. The employees or dependents have the option of continuing coverage under the University System of Georgia Board of Regents plan(s). Terms, conditions, and costs for coverage must be communicated to the eligible parties via notification letters. An election of COBRA must be made within sixty (60) days of the employee's termination, and payment must be made within forty-five (45) days of that election. Once COBRA has been elected, these premiums must be made on a monthly basis.
Institutions should bill the participants monthly *. If a participant is more than thirty (30) days delinquent, benefits should be terminated and collection procedures initiated to collect any outstanding balance.
The option of direct debit shall be offered to all University System of Georgia employees or dependents eligible to become COBRA qualified beneficiaries and who elect continuing coverage under University System of Georgia health and/or dental insurance coverage.
Retiree Billing
When an employee retires from active service with the University System of Georgia, participation in the health, dental, and supplemental life insurance plans may be continued into retirement if the member complies with the requirements as prescribed by the Board of Regents Policy Manual located at http://www.usg.edu/policymanual/.
Electronic withdrawal of funds (auto debit) is the required method of payment from retirees for benefit premiums; i.e., the payment is electronically withdrawn from an account at a depository institution that is designed by the retiree to the employer, occurring on a specified date each month, which avoids the need for a paper check. Where auto-debit is not possible, the institution can determine the appropriate alternative method of employee share of premiums collection.
If a participant is more than sixty (60) days delinquent from the date of the bill, benefits should be terminated and collection procedures initiated to collect any outstanding balance.
Current Retirees
All employees reaching retiree status prior to July 1, 2011 will be required to enroll in auto debit by completing an "Auto Debit Authorization Form," (or similarly titled form from their institution), unless granted an exemption as provided for herein. The deadline for current retirees to enroll in or apply for an exemption is October 1, 2011. Once enrolled in auto debit, retirees are required to remain enrolled in auto debit unless their financial independence changes and an exemption is requested and granted.
Exemption Process
A retiree may be exempted from participating in auto debit if he/she does not have an account at an eligible financial institution, and/or further provides a statement of a lack of financial independence. A retiree desiring to request an exemption from the auto debit requirement should do so by completing an "Auto Debit Personal Exemption Request Form." The Chief Business Officer (or his/her designee) has exclusive authority to grant any exemption from the requirement. An exemption may only be granted for the reasons stated above (i.e., unable to acquire an account at a financial institution and/or further provides a statement of a lack of financial independence) or other specific situations that the Chief Business Officer (or his/her designee) may deem to be an extreme hardship. For those retirees who are granted an exemption, the institution can determine the appropriate alternative method of employee share of premiums collection.
In addition, the Chief Business Officer (or his/her designee) may grant an exemption to a retiree when it is determined that an alternative method of premiums collection is more advantageous to the institution. The exemption should be documented and maintained for future review as needed for auditing purposes.
*Note: Institutions using the GeorgiaBEST (GaBEST) model of the Banner Student Information System may generate COBRA Billing Statements using the Finance Invoices or Statements Process (TFRBILL).
The option of direct debit shall be offered to all University System of Georgia retirees who elect, and are eligible, to continue coverage under University System of Georgia health and dental plans and supplemental life insurance coverage.
5.1.6 Retirement System Reporting and Deduction Remittance
(Last Modified on July 5, 2012)
It is the policy of the Board of Regents to provide for the retirement of all eligible permanent full-time employees, either through the Teachers Retirement System of Georgia (TRSGA) or the Regents' Retirement Plan (ORP). Employees eligible for the Regents' Retirement Plan shall be those employees identified in Board of Regents Policy Manual.
All other employees not eligible for either TRSGA or ORP are required to participate in the Georgia Defined Contribution Plan (GDCP) administered by the Employees Retirement System. Employees of state agencies that were participating and vested in the Georgia Employees Retirement System subsequent to being employed by the University System may elect to continue their participation in the Employees Retirement System. This is facilitated by state law and reporting procedures for Employees Retirement System are included in this section also.
Teachers Retirement System Reporting and Deduction Remittance
Produce a report (TRS/ORP Participant Report) and a data file to be submitted to the Teachers Retirement System, using the appropriate method from your institution's payroll system. * This report and data file must provide:
- Retirement Number
- Name
- Social Security Number (National ID)
- Employee ID
- Contract Months
- Retirement Gross Salary for the month
- Retirement Deduction for the month
- Retirement Plan (TRS or ORP)
Complete the entries as required, using the online monthly statement/billing form on the Teachers Retirement System web site: https://trsga.org/trsgassp/Employer/EmployerLogon.aspx.
Submit the data file produced electronically to the Teachers Retirement System, using the web site's upload feature. This is a secure web site requiring a user ID and password for access.
Execute either a wire transfer or an ACH transfer to transfer the payment amount, using the appropriate method for your institution.
Employee's Retirement System Reporting and Deduction Remittance
The Employees Retirement System provides ERS Form 17E, to be completed monthly. ERS 17E Form
Complete the ERS Form 17E, using the amounts produced in the comparison of the appropriate retirement report to the payroll deduction register and other appropriate payroll reports.
Note: This form provides spaces for completing information on the two different plans that may be in use at an institution.
Produce a report and a data file for electronically reporting to the Employee's Retirement System, using the appropriate process in the institution's payroll system.
Verify that the totals from the data file match the adjusted invoice. The data file must contain:
- Record Type (CD)
- Transaction Code (Z)
- Department Code (NSW)
- Location Code (NSW0XXX)
- Provider Code (ZZREGN)
- Retirement System (ERS or GDP)
- Social Security Number (National ID)
- Name
- Report Date
- Month Base Compensation
- Month Contribution Earnings
- Monthly Contributions
- Employee Percentage
- File Date
- Employee ID
The report must include:
- Record Type (PD)
- Transaction Code (Z)
- Provider Code (ZZREGN)
- Retirement System (ERS or GDP)
- Social Security Number (National ID)
- Name
- Address Line 1
- Address Line 2
- State
- Zip Code
- Hire Date
- Birth Date
- Termination Date
- Department Code (NSW)
- Location Code (NSW0XXX)
- Gender
- File Date
- Employee ID
Submit the data file produced electronically to the Employee's Retirement System, using the File Transfer Utility through www.usg.edu/ftu/. This is a secure web site requiring a user ID and password for access.
Prepare and mail a payment check to Employee's Retirement System, using the completed ERS Form 17E as an invoice. A copy of the ERS Form 17E should be included with the check.
Georgia Defined Contribution Program Reporting and Deduction Remittance
An email notice with an attached ERS Form 17G, will be sent monthly to the institutions from the Georgia Defined Contribution Program. The ERS Form 17G will be completed and will serve as an invoice. ERS 17G Form
Complete the entries on the invoice, using the amounts from the appropriate retirement report, the payroll deduction register, and the reconciliation, as noted in Section 5.1.1, and other related reports for wage totals.
Reconcile the invoice from the Georgia Defined Contribution Program to the amounts produced in the comparison of the appropriate retirement report to the payroll deduction register.
Using the appropriate process from your institution's payroll system*, produce a report and a data file for electronically reporting to the Georgia Defined Contribution Program. Verify that the totals from the data file match the adjusted invoice.
Note: The report and data file requirements are the same as that specified for the Employee's Retirement System above, using the Retirement System entry of "GDP".
Submit the data file electronically to the Employee's Retirement System using the File Transfer Utility through https://www.usg.edu/ftu/usoa/. This is a secure web site requiring a user ID and password for access.
Note: Although the report is for the Georgia Defined Contribution Program, it is submitted to the Employee's Retirement System because ERS administers the Georgia Defined Contribution Program.
Prepare and mail a payment check to Employees' Retirement System, using the adjusted invoice. A copy of the invoice should be included with the check. The invoice and check are due by the 10th of the month following the reporting month.
Optional Retirement Plan Reporting and Deduction Remittance
The following four companies manage optional Retirement Plans for the University System of Georgia. Reporting to all of these companies is the same.
- American Century
- Fidelity
Produce the appropriate report(s) from the payroll system to obtain detail on monthly employee deductions and matching employer matching amounts.
Reconcile the report(s) to the amounts produced in the comparison of the appropriate retirement report to the payroll deduction register. Adjust the report(s), if required.
Using the reconciled report(s), prepare and mail a payment check to the appropriate company.
Note 1: Some companies also require data on a diskette or web access reporting. Contact the company for its specific policy and requirements.
Note 2: Submission of data via web access has been developed and is in use by some institutions for all ORP companies, along with some 403b and 457 plan companies.
5.1.7 Discontinuing Benefits for Retired Employees
(Last Modified on December 22, 2010)
A University System of Georgia retiree or career employee who, upon his/her separation of employment from the University System of Georgia, meets the criteria for retirement as set forth in BOR policy shall remain eligible to continue as a member of the basic and dependent group life insurance and health and dental benefits plans. The University System shall continue to pay the employer's portion of the cost for such benefits.
Coverage under the plans can be discontinued under one of three scenarios: at the request of the retiree, due to nonpayment of premiums, or at the death of the retiree.
If a retiree requests to discontinue his/her coverage, the institution should ensure premiums have been paid through the agreed-upon date. Otherwise, the account should be paid in full prior to ending the relationship with the retiree. In some instances, dependents of the retiree who were also covered may be eligible to continue coverage under COBRA. In those situations, COBRA paperwork will be generated and forwarded to the dependents.
A retiree whose coverage is discontinued due to nonpayment of premiums should be notified at least twice of the impending cancellation. The first notification may be either oral or written. The second notification must be in writing via certified letter. If the retiree is not responsive, the coverage should be canceled and the account referred to collections.
Upon the death of a retiree, health and dental benefits should be discontinued. Additionally, life insurance benefits must be paid out. The dependents of a retiree who dies and who had retired under TRS eligibility rules may remain in the group for life and health insurance purposes with University System participation in the cost. Upon the death of a retiree (Section 188.8.131.52 of the BoR Policy Manual), his/her dependents shall remain eligible to continue participating in the group health insurance program. The University System shall continue to pay the employer portion of the cost of the group health insurance for the surviving dependents. If the deceased retiree had elected to participate in the dependent life insurance program while in active service, his/her dependents shall remain eligible to continue participating in this program. The surviving dependents will be responsible for the entire cost of the dependent life insurance.
In no event shall the spouse of the deceased continue in the group after remarriage. Dependent children may remain in the group until they reach the legal age of majority, or until they become eligible for another group benefits plan, whichever comes first.
5.1.8 Leave Accrual for Summer Faculty
(Last Modified on October 12, 2010)
The Board of Regents Policy Manual states:
A faculty member employed on an academic year (9- to 10-month) basis does not earn vacation/annual leave. An academic year contracted faculty member who teaches during Maymester and/or summer semester will not be eligible to accrue vacation/annual leave for such service.
Although not specifically addressed in the Policy Manual, administrative policy allows academic year (9 to 10 month basis) faculty members to accrue sick leave during the period of their contract. Sick leave is accrued at the rate of 8 hours per month worked. If an academic year-contracted faculty member teaches during the summer months, then the sick leave accruals during the summer are based on the percentage of time worked by the faculty member. This amount is calculated by dividing the total credit hours the faculty member is teaching by the number of credit hours considered to be "full-time" for summer employment, which has been previously determined to be 9 credit hours.
Based upon this, a faculty member teaching 3 hours would earn 5 hours for the two month period. Faculty members teaching 6 hours would earn 11 hours and anyone teaching 9 hours would earn the full 16 hours.
(Last Modified on October 12, 2010)
Institutions of the University System of Georgia must conform to applicable state and federal regulations concerning timely remission of various employee deductions and employer matching funds. This section provides a brief overview of these requirements.
Note: If the applicable agency changes the requirements before this manual can be amended, the institutions are expected to comply with the new requirements.
5.2.1 Submission of Georgia Withholding Amounts
(Last Modified on December 22, 2010)
To determine the schedule for withholding tax deposits, the Georgia Department of Revenue (DOR) requires an analysis of the previous amounts withheld in a lookback period of July 1st through June 30th.
If the taxes withheld during the lookback period are greater than $50,000, then the employer is defined as a "Semi-Weekly Payer" and the taxes must be remitted via electronic funds transfer (EFT) on the next following Wednesday or Friday. Refer to the DOR website for exact details/schedule.
Form G-7 is a quarterly return that provides a recap of monthly amounts remitted along with a method adjusting monthly totals if required. Form G-7/ Schedule B must be filed on or before the last day of the month following the end of the quarter. Georgia Form G7 Quarterly Return
If the taxes withheld during the lookback period are less than $50,000 in total but greater than $200 per month, then the employer is defined as a "Monthly Payer" and the taxes must be remitted on or before the 15th day of the following month with Form GA-V. Form G-7 must be filed on or before the last day of the month following the end of the quarter.
Form GA-V is a payment coupon used for remitting the taxes. It is used when taxes are not submitted via EFT. Georgia Form GA-V
Note 1: A registration process must be completed with the DOR before beginning electronic funds transfers. Contact the Georgia Department of Revenue, Income Tax Division, for further information and the Registration Authorization Form.
Note 2: Additional schedules are provided for smaller payroll totals, but are not likely to apply to any USG institutions. Therefore, they are not provided here.
Note 3: One additional rule requires the taxes be deposited the next banking day after payday if the amount withheld equals or exceeds $100,000.
Note 4: It is mandatory for institutions that are currently required to submit tax payments via electronic funds transfer to file their returns electronically. The Department of Revenue has instituted its new e-File and e-Pay systems to facilitate this.
Additional information may be obtained at: https://gaefile.dor.ga.gov/AUT/welcome.aspx
5.2.2 Submission of Federal Withholding Taxes and OASDI and FICA/Medicare Taxes
(Last Modified on November 8, 2010)
The federal government requires submission of taxes withheld along with employer matching amounts either monthly or within three (3) banking days, depending upon the amount of taxes deposited during a 12-month "lookback" period.
Generally, if you reported more than $50,000.00 in taxes in the previous period of July 1st through June 30th, then you are required to deposit the taxes within 3 banking days of the payroll. There is also a "$100,000.00 next-day deposit rule" that requires a next day deposit when a tax liability of $100,000.00 or more is accumulated during a deposit period.
Consult "Circular E, Employer's Tax Guide" published by the Department of the Treasury, Internal Revenue Service, for additional information.
Deposits Using Electronic Deposits
Institutions must make electronic deposits of all depository taxes using the Electronic Federal Tax Payment System (EFTPS) if:
- The total deposits of such taxes in the calendar year two years previous were more than $200,000; or,
- The institution was required to use EFTPS last calendar year.
For further information or to enroll in EFTPS, visit the EFTPS Web Site at www.eftps.gov.
Deposits Using Federal Tax Deposit Coupons
Those institutions not required to deposit via electronic deposits should utilize Form 8109, Federal Tax Deposit Coupon, to make the deposits at an authorized financial institution. The IRS will supply preprinted 8109 forms containing the institutions' name, address, and Employer Identification Number. Entry boxes are provided for indicating the type of tax and the tax period for which the deposit is made. Follow the instructions in the Federal Tax Deposit Coupon book, make the check payable to the financial institution taking the tax deposit, and deliver the coupon with payment check to the financial institution on or before the deposit due date and before the financial institution's daily cutoff deadline.
Note: Form 8109 can be found at: http://www.irs.gov/pub/irs-pdf/f8109b.pdf. IRS 8109 form (copy)
5.3.1 Method of Payment for Compensation and Expense Reimbursement
(Last Modified on September 9, 2011)
New and Rehired Employees
Electronic funds transfer is the required method of payroll payments to employees. All newly hired or rehired employees on or after July 1, 2011 are required to enroll in direct deposit within thirty (30) days of hire or rehire and remain enrolled in direct deposit for the remainder of their employment. Institutions with procedures to issue the final payment to an employee leaving employment by paper check may continue that process. In addition, there may be unique situations where the institution may need to make payments via paper check (i.e., first payment for a new employee, off-cycle payments, etc.) or when the institution has determined that paper checks are the most cost-effective and efficient method of paying an employee or a group of employees. Newly hired or rehired employees will be required to sign the "Direct Deposit Notification Form," indicating their understanding and compliance with the direct deposit policy. Any such employee who does not complete the appropriate direct deposit information within (30) days of hire or rehire, and who is not granted an exemption as provided for herein, may be subject to dismissal.
Current Employees
All employees employed prior to July 1, 2011 receiving their pay by direct deposit or pay card will continue those processes. No action is required on their part. All employees employed prior to July 1, 2011 who are receiving their pay by paper check will be required to enroll in direct deposit by completing a "Direct Deposit Authorization Form," unless granted an exemption as provided for herein. The deadline for current employees to enroll in direct deposit or apply for an exemption is October 1, 2011. Once enrolled in direct deposit, employees are required to remain enrolled in direct deposit for the remainder of their employment.
Exemption Process
An employee may be exempted from participating in direct deposit if he/she does not have an account at an eligible financial institution, and further provides evidence that he/she cannot obtain an account at an eligible financial institution.
The institution's Chief Business Officer (or his/her designee) has exclusive authority to grant any exemption from the direct deposit requirement. An exemption may be granted only for the reason stated above (i.e., unable to acquire an account at a financial institution) or other specific situations that the institution's Chief Business Officer (or his/her designee) may deem to be an extreme hardship. An employee desiring to request an exemption from the direct deposit requirement will do so by completing a "Direct Deposit Personal Exemption Request Form." The exemption should be documented and maintained for future review as needed for auditing purposes.
In addition, the Chief Business Officer (or his/her designee) may exempt an employee, or category of employees, from participating in direct deposit if the institution determines it is more cost effective and efficient to issue paper checks. Documentation of this determination should be maintained for future review as needed for auditing purposes.
Pay Card Process
Employees that are granted an exemption from direct deposit will be paid in the form of a pay card, if that option is available at the institution.
Paper Check Process
Employees that are granted an exemption from participating in direct deposit, and are employed at institutions where the pay card option is not available, will receive a paper check. Any employee receiving pay by paper check will be responsible for notifying their payroll provider of address changes using the electronic, self-service method at their institution, or in writing if an electronic method is not available. If a paper paycheck is printed at the institution, the institution may select a method of distribution other than mailing if the alternate method is deemed to be more efficient and cost effective.
5.3.2 Extra Compensation
(Last Modified on December 22, 2010)
Extra compensation may be paid to employees for tasks performed after normal business hours for duties not included in the employee's normal job responsibilities, provided the following three criteria are met:
The tasks must be outside of the employee's regular department.
The Departmental Agreement Form, must be completed and signed by the appropriate department heads. Departmental Agreement Form
The employee must meet at least one of the criteria listed below (Criteria from the Official Code of Georgia Annotated Section 45-10-25):
- Chaplain
- Fireman
- Dentist
- Certified Oral or Manual Interpreter for Deaf Persons
- Registered Nurse
- Licensed Practical Nurse
- Psychologist
- Teacher or Instructor of an evening or night course or program
- Professional holding a doctoral or masters degree from an accredited college or university
- Part-time employee
Also, an employee meeting all three criteria listed above may be paid extra compensation for a task for another department during normal job hours if the task is not part of the employee's normal job responsibilities, and the employee takes annual leave for the portion of time that is being used for the task receiving extra compensation.
Employees that have been determined by the institution to be non-exempt, as defined by the Fair Labor Standards Act (FLSA), and are performing extra duties could qualify for overtime pay. Non-exempt employees should be paid at least the overtime rate or more.
Examples of situations justifying the payment of extra compensation are:
An employee teaching a continuing education course after hours or while taking annual leave, when teaching the course is not part of the employee's normal job responsibilities.
Note: This is allowable under the Official Code of Georgia Annotated Section 45-10-25, No. 15.
A part-time public safety officer working extra hours to referee a ball game.
Note: Georgia Code 45-10-25 does not apply to part time employees.
A staff member with a masters degree doing web design for another department.
Note: This is allowable if the required Departmental Agreement Form is completed and signed by the appropriate department heads.
In addition, the Official Code of Georgia Annotated Section 45-10-25, No. 10, allows for an exemption for an emergency situation that must be made to protect the health, safety, or welfare of any citizens or property of Georgia.
Under no circumstances should an employee receive extra compensation for a task while receiving normal compensation for the same time period. Extra compensation does not add to earnings used for retirement calculations, and no retirement deductions are taken from extra compensation pay.
Employees receiving extra compensation shall be paid said extra compensation through the institutional payroll. Such compensation shall be subject to existing Internal Revenue Service regulations as to taxability and/or withholding taxes. No compensation, as defined above and paid to employees who are on the institutional payroll, shall be paid as per diem and fees or as stipends.
5.3.3 Joint Staffing
(Last Modified on December 22, 2010)
The practice of employing faculty and other personnel by two or more institutions within the system during the same period of time is a recognized method of keeping costs to a minimum.
The Employment Compensation Agreement form has been developed to comply with the requirements of the Official Code of Georgia Annotated Section 45-10-25, No. 8. If the president of an institution wishes to delegate signature authority to department heads, etc. for this process, this must be done in writing with specific reference to the Official Code of Georgia Annotated Section 45-10-25, No. 8.
Employee Compensation Agreement Form
Due to the complexities of payroll-related reporting, only one institution may record and report the complete payroll activity for the shared employee, using the Employee Compensation Agreement form shown on the preceding page, with these guidelines:
The employee will be considered as a full-time employee at the home institution, and will receive full contract pay from the home institution.
Each institution sharing the time of the employee will budget its share of the employee's time (EFT) and dollars.
Note: For contract employees, close coordination between institutions is necessary to ensure that the EFT and dollars do not exceed those noted in the employee's contract.
After the employee is paid by the home institution using the normal payroll methods, the home institution will enter the personal service expenditures into its accounting records as noted in the example starting on the second following page:
Institution A employs Mr. Smith at a salary of $60,000 per annum. An agreement is reached between institution A and institution B to have Mr. Smith teach one course for a semester at institution B, with the remaining course load being taught at institution A.
Record the monthly personal services expenses at institution A as normal.
Dr. Salaries-Regular Faculty
Account 511100 Dr. FICA-Employer
Account 551100 Dr. FICA-Employer Medicare
Account 551100 Dr. Teachers Retirement
Account 552100 Dr. Group Insurance-Health
Account 553100 Dr. Group Insurance-Life
Account 553200 Cr. Cash in Bank-Payroll
Account 118500
Record the amount due from institution B as an account receivable. In this example, assume that 1/3 of the costs will be recovered from institution B.
Dr. Receivables-Other
Account 127100 Cr. Salaries-Joint Staffed
Account 539100
Record the payment as a personal services amount on the records at institution B, in response to a billing or some other notice as arranged by the fiscal officers at each institution.
Dr. Salaries-Joint Staffed
Account 539100 Cr. Cash in Bank or Accounts Payable
Account 539100
Record the payment as a receipt of settlement by institution A:
Dr. Cash in Bank-Demand Deposits
Account 118100 Cr. Receivables-Other
Account 127100
The results of these transactions leave the proper amounts in the personal services accounts of each institution. For both institutions, however, Account 539100 will be a reconciling item when reconciling total payroll to total personal services. When financial records for all USG institutions are combined into one statement, the values in Account 539100 will net to zero.
Settlement of accounts between institutions may be affected by arrangement between the fiscal officers at each institution involved. The timing and method of settlements shall be at the discretion of these fiscal officers.
Fringe benefits related to the personal services dollars involved may be transferred if the fiscal officers concerned deem the amount material.
In instances where sponsored operations are involved, the overhead allowance in any given contract shall remain at the institution where the sponsored project is located.
Note: Exceptions to this rule may be made if the amount is material. An amount shall be considered material if it exceeds fifty percent (50%) of the total overhead allowance for the sponsored project.
5.3.4 Limitation of Summer Faculty Pay
(Last Modified on October 12, 2010)
A faculty member teaching on a 10 month contract may receive payment for teaching summer session courses in addition to the payment received for the 10 month contract. Such payment for teaching summer session courses may not exceed 33 1/3 % of the 10 month contract amount for the previous academic year.
5.3.5 Salary Expense Charges for Summer Session Payroll Expenses
(Last Modified on October 12, 2010)
To provide management information about the cost of operations of summer sessions, pay for teaching summer session courses will be charged to Account Code 513000 titled "Salaries-Summer Faculty". The cost of fringe benefits will be charged to the normal account codes for fringe benefits, same as normal salary fringe benefits.
5.3.6 Overtime and Compensatory Time
(Last Modified on November 8, 2010)
The standard workweek in the University System is forty (40) hours. Institutions are expected to abide by the provisions of the Fair Labor Standards Act. The distribution of hours throughout the week is a scheduling decision left to the individual institutions.
Overtime work shall be authorized for employees who are not exempt from the provisions of the Fair Labor Standards Act only when the work is deemed necessary by the president or a designated representative. Payment for overtime work will be made in accordance with the Fair Labor Standards Act.
Compensatory time may be granted in lieu of payment for approved overtime work at the rate of one and one-half hours of compensatory time for each hour of overtime work. Approved compensatory time is subject to a maximum accumulation of sixty (60) hours and must be expended by the end of the succeeding calendar quarter.
5.3.7 Relocation Expenses
(Last Modified on October 12, 2010)
An institution is permitted to pay relocation expenses of a specific amount that is set out in the original written offer of employment. "Original written offer" is emphasized because any post-offer negotiated amounts will be considered a violation of the Gratuities clause of the Constitution of the State of Georgia.
Each institution that intends to pay relocation expenses should adopt written procedures, approved by the institution President, governing the practice. These procedures should reflect at a minimum:
- Budget constraints at the institution, with the maximum amount of relocation expenses that can be offered to a prospective employee;
- Specific positions or levels of positions that are eligible for payment of relocation expenses;
- Tax implications under IRS regulations;
- Note: See IRS Publication 521 for moving/relocation taxation rules.
- Permitted expenses;
- Prohibited expenses;
- For example, institutions should not end up owning someone's home in another location.
- Method of payment; and,
- Recordkeeping.
If the method of payment in the written policy is directly to vendors on behalf of the employee, all State of Georgia purchasing regulations apply. For example, moving company expenses exceeding $5,000 must be competitively bid.
Using the same example of moving company expenses exceeding $5,000 related to employee reimbursement as the method of payment, employees are required to obtain three (3) quotes and to submit the quotes to the institution as evidence that the company providing the lowest quote was selected.
Relocation expenses, if part of an institution's approved procedures, that are generally not subject to tax withholding are:
- Moving household goods and personal effects, and
- Traveling, including lodging but not meals, from the employee's former home to the new home by the shortest and most direct route.
These reimbursements are fringe benefits excludable from the employee's income as qualified moving expense reimbursements. The institution should report these reimbursements in box 12 on the employee's Form W-2.
In general, all other relocation expenses reimbursed to an employee or paid on behalf of an employee are subject to tax withholding and reported as taxable wages in box 1 of Form W-2. For complete rules regarding Relocation expense tax implications, see IRS Publication 521.
Relocation expenses are not subject to Continuous Audit reporting and should be reported in account 565xxx, Relocation Expense, for GAAP reporting.
5.4.1 Georgia State Department of Labor
(Last Modified on July 5, 2012)
Reporting to the Georgia State Department of Labor consists of a quarterly listing of employees with salary for the quarter. The listing is produced by the institution's payroll system. This listing includes all employees except for student employees, excluding student assistants and College Work Study Program employees.
Although the quarterly listings are recapped on Department of Labor forms that were intended for collecting unemployment taxes, the University System of Georgia does not pay state unemployment tax. Instead of being taxed on payroll totals, the University System of Georgia is on a "reimbursable basis". This means that we pay for claims incurred.
On the Department of Labor "Employer's Quarterly Tax and Wage Report", simply report 0.00 for the tax due*. The Department of Administrative Services (DOAS) bills each institution annually, usually in August or September. The institutions remit payments directly to the Department of Labor when paying the invoices. This report is due on the last working day of the month following the end of the calendar quarter.
(Last Modified on October 12, 2010)
The federal Employer's Quarterly Federal Tax Return (IRS941) is submitted quarterly. The reporting form captures the number of employees in a certain pay period, total wages/tips/compensation, total income tax withheld, and calculates the amount of Social Security tax and Medicare tax. It also provides a reconciliation between total taxes due and the tax deposits made for each of the three months being reported. The reporting form is due on the last working day of the month following the end of the calendar quarter.
(Last Modified on October 12, 2010)
Federal Form W-2 must be completed and furnished to employees by the last working day of January. The W-2 information for employees must be submitted electronically to the Social Security Administration. This electronic submission also includes the summary data previously included on paper form W-3 (Transmittal of Wage and Tax Statements). The deadline for electronic submission is the last working day of March.
Note: A PIN and password are required before the data can be submitted electronically. The PIN and password may be obtained from www.ssa.gov/employer by selecting Business Services Online and then selecting Register. The PIN remains active for the following year, but the password must be updated before the next year to keep the PIN active. After submission of data, this same web site provides the ability to check the processing and acceptance of the data submitted.
5.4.4 Georgia Department of Revenue Annual Reporting
(Last Modified on October 12, 2010)
Instructions for annual reporting will be provided to each institution by the Georgia Department of Revenue. Annual reporting is accomplished on magnetic media, currently using a diskette. The institution's payroll system is used to format the file before it is copied to diskette. The data file includes all of the data previously contained on transmittal form G-1003, such as total wages, tax withheld total, and reporting form type (W-2). The diskette is mailed to the Georgia Department of Revenue.
Note: No paper reporting is required in addition to the diskette.
5.4.5 Teachers Retirement System (TRS)
(Last Modified on February 9, 2015)
See Section 5.1.6, Teachers Retirement System Reporting and Deduction Remittance, for reporting requirements for the Teachers Retirement System.
5.4.6 Employee Retirement System (ERS) and Georgia Defined Contributions (GA DefCon)
(Last Modified on February 9, 2015)
See Section 5.1.6, Employees Retirement Reporting and Deduction Remittance and Georgia Defined Contributions Reporting and Deduction Remittance, for reporting requirements for the Employees Retirement System and the Georgia Defined Contributions.
5.4.7 Department of Audits and Accounts – Continuous Audit/Payroll
(Last Modified on July 5, 2012)
The Department of Audits and Accounts is charged by state law to compile annual listings of:
- Salary Amounts and Travel Amounts for State Employees; and
- Amounts paid for "Per Diem and Fees" to corporations or to individuals that are not State Employees.
These reports are submitted on an annual basis after the close of the fiscal year. Although the reports are submitted annually, the University System of Georgia requires each of its units to produce printed reports quarterly, and to reconcile each of these reports to the cumulative balances maintained for the respective account codes in the General Ledger of the financial system. For the quarterly reconciliations and for the annual report, the printed reports should be retained at the institution along with supporting documentation detailing the reconciliation to the balances contained in the General Ledger.
The actual annual reports to the Department of Audits and Accounts are submitted as data files transmitted electronically. The due date for these reports and the file requirements are contained in the instructions provided by the Department of Audits and Accounts each year. An example of the letter containing this information is shown below:
Letter from Dept. of Audits and Accounts
The file requirements for these reports are contained in the Enclosure that accompanies this letter.
During the Audit or Review conducted by the Department of Audits and Accounts at each institution, these reports will be verified back to totals from the General Ledger.
(Last Modified on October 12, 2010)
IRS regulations make it imperative that the University System of Georgia provides guidelines for determining whether certain personal service arrangements create an employer/employee or an independent contractor relationship. This has significance in that the institution is responsible for the payment and/or withholding of federal and state unemployment taxes, FICA, and income taxes for those individuals where an employee/employer relationship exists. Independent contractors are responsible for their own liabilities.
5.5.1 Factors in Determining Whether a Person is considered an Employee or Independent Contractor un
(Last Modified on October 12, 2010)
|Compliance with time, place, and manner
|Controls the time, place, and manner
|Employer provides
|Contractor provides
|Service as a part of Business
|Not a part of Business
|Service Rendered Personally
|Service rendered personally
|May be delegated or contracted
|Hiring, Supervising, and Paying Assistants
|Employer provides
|Contractor provides
|Continuing Relationship
|Ongoing, repetitive
|Sporadic, uncertain of future benefit
|Hours of Work
|Employer sets
|Contractor sets
|Full-Time Required
|Restricted to primary employer
|Services offered to others
|Employer provides
|Contractor provides
|Order of Sequence
|Employer sets sequence of work
|Contractor controls when work is performed
|Oral/Written Reports
|Employer requires on a periodic basis
|Not required to submit oral or written reports except as part of contract
|Payment by the Hour, Week, Month, or Completion
|Periodic payments
|Payment upon commission basis
|Business/Travel Expense
|Employer provides
|Payment on job basis – included as part of contract
|Furnishing Tools/Materials
|Employer provides
|Contractor provides
|Significant Investment
|Very little of own capital
|Provides own capital
|Not realized
|Realizes own profit/loss
|Working for More than One Firm at a Time
|Limited primarily to employer
|Offers services to others
|Offering Services to General Public
|Limited primarily to employer
|Offers services to general public
|Right to Discharge
|May be terminated
|Remedies under contract law
|Right to Terminate
|Employer has very limited liability in termination
|Remedies under contract law
5.5.2 Continuing Education
(Last Modified on October 12, 2010)
The majority of cases where this "determination of status' is involved would be in those situations involving continuing education classes. In general, the following table will dictate whether or not a person is to be classified as an employee or an independent contractor.
|Short Course (less than two weeks, i.e., conference/workshop)
|Independent contractor unless otherwise dictated by the twenty factors listed in Section 5.5.1
|Non-Credit Course (two weeks or more, but less than a semester)
|USG Employee
|Credit Course (semester)
|USG Employee
5.5.3 Additional Compensation for University System of Georgia Employees
(Last Modified on February 9, 2015)
BoR Policy Manual Section 184.108.40.206 "Research, Saturday Classes and Off-Campus Continuing Education" covers the conditions that must be met before additional compensation can be paid a University System employee. Institution employees who are paid for continuing education services must be paid via normal institutional payroll processes.
GA Law (Code Section 45-10-25) "Exceptions to prohibitions on transactions with State agencies" is specific as to the types of services that can be utilized between University System units and in each instance an agreement between the presidents of the institutions must be consummated.
Note: Please review Section 5.3, Employee Pay for additional information.
5.5.4 Independent Contractors
(Last Modified on October 12, 2010)
Independent contractors are all other individuals who are not University System employees. A contract must be in force that covers substantially the following:
Statement that individual is responsible for all federal and state unemployment taxes, FICA, and income taxes.
Responsible for their liability insurance.
Statement that they do not consider themselves to be an employee of the institution, the University System, or State of Georgia.
Starting and completion dates of the program.
Responsible for their own professional development.
Will not require that office space be provided.
Will not be performing "extra work" for the institution.
Generally, compensation based upon completion of contract and not on an hourly basis.
Subject to contract remedies under contract law.
(Last Modified on July 6, 2016)
A Supplement to Section 5.0 Payroll is available to detail established procedures specifically for USG institutions supported by the Shared Services Center (SSC). These procedures distinguish duties and responsibilities between the Shared Services Center and institutions. If a specific procedure is not addressed in the Supplement, please refer to USG BPM Section 5.0 for applicable governing procedures.
(Last Modified on June 27, 2012)
(Last Modified on September 9, 2011)
(Last Modified on July 5, 2012)↑ Top


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