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Determination of the firing direction in Laser Tag
It would seem that in paintball and airsoft, you can detect where you receive the fire, as you can see the direction from where the balls fly, and in laser tag, you don't see such a direction. However, in laser tag, you can use laser tag headbands that tell which side you were hit because the headband will flash and vibrate only on the side which was hit. Therefore, it would seem in this respect that the advantages of paintball and airsoft on one side and laser tag on the other side are equal. However, what can you say about the twilight or night game, or just a dark space where the balls are not visible or it is very difficult to see them? The Laser tag has shot lighting for these cases: a separate lamp in a weapon tube which flashes with every shot.
In addition, in laser tag, you can configure a power of the shot sound, of recharging and other activities. So, you can customize the sound of the shots so that it can be heard from 150 feet. It would be much closer to the actual battle weapon than in other sports.


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Kenya will refashion its partnership with UN Food and Agricultural Organisation (FAO) to inject vitality in food production systems against the backdrop of rising hunger, malnutrition and environmental risks, official said on Thursday.
Willy Bett, Kenya's Cabinet Secretary for Agriculture, Livestock and Fisheries, said that a robust engagement with FAO in diverse areas like agronomy, market linkages and ecological protection would improve the country's capacity to feed its population.
Bett made the remarks in Nairobi during the 40th anniversary celebrations since the UN Food and Agricultural Organisation commenced operations in Kenya.
He said "we anticipate improved working relationship with FAO and other bilateral allies to implement programmes that combat hunger, malnutrition and promote climate resilience in agriculture sector."
He added that FAO had in the last four decades partnered with the national and county governments to enhance agriculture productivity through enactment of robust policies, capacity building, research and technology transfer.
He explained that "FAO supported the revival of aquaculture and livestock sectors to achieve food and nutrition security in Kenya.
"It also partnered with us in strengthening food safety and sustainable natural resources management."
According to him, Kenya looks forward to a vibrant engagement with FAO in programmes aimed at reducing food waste and improving data collection in the agriculture sector.
"As a country, we are ready to harness expertise and global experience from FAO to make the agriculture sector more sustainable, profitable and youth friendly,'' Bett stressed.
The FAO Representative in Kenya, Gabriel Rugalema, said future collaboration with Kenya would revolve around three areas that include boosting crop production, enhancing climate resilience and data collection.
He revealed that FAO was currently providing technical support to facilitate development of Kenya's agriculture sector transformation and growth strategy.

subset: commoncrawl


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As a workaround, you can manually create the file
/.../site-packages/storages/S3.py with the content from https://bitbucket.org/david/django-storages/src/tip/S3.py?at=default
from S3 import CallingFormat, seems broke
From the docs it says ...
The way you'd like to call the Amazon Web Services API, for instance if you prefer subdomains:
from S3 import CallingFormat AWS_CALLING_FORMAT = CallingFormat.SUBDOMAIN
However django-storages doesn't seem to install the S3 library ...
>>> from S3 import CallingFormat Traceback (most recent call last): File "<stdin>", line 1, in <module> ImportError: No module named S3
I think the docs should include instructions on how to install it or setup.py should be modified to install it.
Comments (9)
As a workaround, you can manually create the file
Is there a reason this file isn't included in the library itself? Seems like it could be included under storages/libs/S3.py or something similar. The license at the top of the file seems permissible enough for that to be fine.
- changed component to AWS S3
Having the same issue
I've had this issue for some time. I can't do much until I have a good workaround. Phoenix, you suggested copying the S3 code, but, in my inexperience, I don't understand where to copy it to. Can you give me a hint?
So I tried putting the S3 code into the location you suggested. That did not change the URL pattern produced when setting the Calling Format. Instead I was able to do the following (set it directly in boto):
from boto.s3.connection import OrdinaryCallingFormat AWS_S3_CALLING_FORMAT = OrdinaryCallingFormat()
This seemed to do the trick for generating the path calling format for now.
That workaround worked for me (importing from connection) but feels very hacky.
I am facing the same issue. I just upgraded from django-storages 1.1.4 to 1.1.8, because there was a bug in the 1.1.4 which would not allow me to gzip things being pushed to the S3 bucket. But after upgrading to 1.1.8, the following gives me an error
from S3 import CallingFormat and then I do CallingFormat.subdomain
though this was working fine with the 1.1.4 version.
I get "No module named S3". Can anyone tell what to do with this?
Check if this answer on stackoverflow helps.
Suggests adding S3.py manually somewhere in your python path.
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Smart Home Automation
Moorgen Smart Thermostat
Back Download
This smart thermostat is suitable for use in the home as well as in public buildings such as hotels or shopping centres. Depending on requirements, it can be connected to an air conditioning unit, underfloor heating or fresh air supply and thus monitor room temperature, humidity as well as levels of particulate matter and carbon dioxide. The device responds quickly to changes in the environment in order to guarantee healthy surroundings in an energy-efficient way. Its modern design combines a black monitor with metal keys.
Statement by the Jury
The use of modern technology allows this smart thermostat to provide better air quality for interiors and energy-efficient heating.
- Manufacturer:Moorgen, Shanghai, China
- In-house design:Moorgen Deutschland GmbH, Aichtal, Germany


text: India In India we have three business partners who produce our scrapwood, lighting and vintage products. Scrapwood Our scrapwood comes from old houses in India. This wood is often bought by small workshops that produce the most beautiful things so this wood gets a second life. Our supplier is from Jodhpur, this is a town in Rajasthan in the North of India. It is our partner since 2012 and they have around 15 employees. They are true craftsmen who are very skilled with often primitive tools. These handy craftsmen can be seen below. Vintage In India we have three business partners who produce our scrapwood, lighting and vintage products. With "vintage" we really mean "existing old stuff that gets a second life". Old stuff such as a lantern or tray would otherwise probably be discarded in India. Now these items are refurbished by professionals, often with old materials and tools so that the authenticity of the products is maintained as much as possible. All our vintage products are not functional but for decorative purpose only, since often these products are between 30 and 80 years old. We buy these products from a small workshop in Jodhpur since 2013. On the pictures you see the people behind the products. These people take care of your future interior design! Lamps The lamps are made from wherever possible recycled materials which have an industrial look. All lamps are CE certified and are made according to the CE directives in a special workshop where only lamps are made by specialists craftsmen. We work with this workshop since 2013 and it is located in Jodhpur. At the workshop, about 20 people work there.


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I love looking at beautiful landscape, big homes and thinking about the history behind it. While I was in Asheville, we visited the Biltmore Estate. The estate was built by the Vanderbilts and is surrounded with beautiful gardens and distant mountains. It is so beautiful.
|We even spotted a mommy and a duckling!


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Bahamas weather forecast
Bahamas Politics
Brice Limousine - Freeport Grand Bahama
Follow The Bahamas Weekly on Twitter!
BASRA New Providence
BASRA Grand Bahama Island
Bahamas National Anthem (VIDEO)
Bahamas Parliamentary system101
VIDEO by Hon. Zhivargo Laing
The Bahamas Constitution (download)
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Webmaster - Dave Mackey
(BIS Photos: Andrew Miller)
Freeport, Grand Bahama - Bahamas Junkanoo Carnival launched with a happy splash
on Friday night and continued into
Saturday with Bahamians and visitors alike
still talking about the great time they had.
A CROWD PLEASER (top left) - Theo Coakley singing on Saturday night with T-Connection during the official
launch of Bahamas Junkanoo Carnival. The two day event was officially opened by
Prime Minister of The Bahamas, the Rt. Hon. Perry Christie
on Friday night. The
event, which attracted thousands of residents and visitors, was held at Taino
BEAUTIFUL COLOURS (top right) -
Many costumes were displayed
on Friday night at the launch of the Bahamas
Junkanoo Carnival at Taino Beach. The main
event, Road Fever, is being held in Nassau on
May 9.
CONGRATULATIONS (bottom left) - The
finalists of the Bahamas Junkanoo Carnival Song Competition were announced on
Saturday night. The two-day event was the official launch of BJC at Taino
Beach. Seen with the finalists are Prime Minister of The Bahamas, the Rt. Hon.
Perry Christie (centre) and CEO of BTC, Leon Williams at right. BTC was one of
the major sponsors of the events.
GIVING RECOGNITION (bottom right) -
During the official launch of Bahamas Junkanoo Carnival at Taino Beach on
Friday night, Prime Minister of The Bahamas, the Rt. Hon. Perry Christie(left),
recognized the two individuals who brought the idea to him -- the late Winston
'Gus' Cooper, leader of the Valley Boys Junkanoo Group, and Percy 'Vola'
Francis (centre shaking hands with Minister for Grand Bahama, the Hon. Dr. Michael
Darville). Also seen is Leon Williams, CEO of BTC, a major sponsor of the
(BIS Photos: Andrew Miller)
GOOD TIMES (bottom right) - Minister
of Tourism, the Hon. Obie Wilchcombe, spent some time mingling with residents
and visitors during the official launch of Bahamas Junkanoo Carnival
on Friday
night at Taino Beach. The official launch was a two-day event, leading up to
the main event, Road Fever, being held in Nassau on
May 9. (BIS Photo: Andrew Miller)
Photos: Andrew Miller)
© Copyright 2015 by thebahamasweekly.com
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text: Cobourg Police Service Community Consultation 2017 INTRODUCTION We invite you to participate in our Community Consultation to inform the development of the Cobourg Police Business Plan. The purpose of this consultation is to gather feedback on the delivery of services provided by the Cobourg Police Service and to help us set priorities for the next three years. Thank you in advance for participating. Next


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A new employee who is not onboarded the right way is going to have difficulty finding a sense of belonging inside an organization, says Scott Redfearn, executive vice president of global HR at Protiviti, a global business consulting and internal audit firm.
"Employees who don't have a meaningful career experience aren't going to last, and they will not perform to their full potential," says Redfearn. (more…)
Who is Kamille Smith?
Program Analyst, U.S. Office of Personnel Management
What you'll hear from Kamille at the Bootcamp:
How to convert interns into permanent, full-time employees upon graduation
Why you'd be wise to listen to Kamille's advice:
Kamille has about 10 years of experience in the Federal Government. She currently serves as a Program Analyst with the Recruitment Policy and Outreach, Pathways Programs for Students and Recent Graduates, at the U.S. Office of Personnel Management. She provides training, technical guidance and support to the agencies' Pathways Programs Officers and job seekers. She also played a vital role in OPM's work on the Pathways Programs agency-wide Toolkit and Handbook for supervisors and managers.
The College Recruiting Bootcamp will be focused, fast and mentally challenging. Join us in D.C. on December 8, 2016 at the SEC headquarters. Reserve your space today!
Joining professional associations is a great way for college students, interns, and recent grads to expand their professional network, stay on top of industry trends, and advance their careers. It's often the first step in the networking process.
"Whether you are in school or on the job, being part of a professional association challenges you to think outside of your day-to-day pressures, to network, and to learn and grow with others to make you a stronger, more connected professional," says Jeffrey C. Thomson, President and CEO of the Institute of Management Accountants (IMA®), a nearly century-old membership association and community focused on certifying and advancing the competencies of accountants and financial professionals in business.
Below we look at 4 ways joining industry associations provides networking opportunities for college students, interns, and recent grads:
1. Expands professional and industry contacts
Networking is available at the local and global levels through IMA. At the local level, IMA sustains a network of more than 300 student and professional chapters for networking, educational programs, benchmarking, and best practices. This includes technical finance and accounting topics as well as leadership and ethics. At the global level, IMA provides services to network and learn, including the IMA Leadership Academy which consists of leadership courses and a mentoring program. IMA also offers a variety of conferences, events and webinars and offers a certification in management accounting, the CMA™ (Certified Management Accountant), and has over 80,000 members globally, with offices in the U.S., Beijing, Shanghai, Singapore, Zurich, Dubai and Cairo.
The opportunities vary for each association, but this proves that joining industry associations can provide a wide variety of opportunities to grow and learn at local, national, and global levels.
2. Can lead to new or hidden job opportunities
Expanding one's professional network allows college students, interns, and recent grads to connect with others who work in the industry where you want to build your career. By establishing and building industry relationships, you find other colleagues with whom you may be able to reach out to for career-related questions, to learn about a company, or perhaps find out about a job opening. For example, if you make a contact at a networking event through an industry association and continue to nurture that relationship, they could eventually simply email you about a job opening at their company when one opens up. You may have never known about that opening if you didn't connect with that person or people through your industry networking contacts. In addition, you can reach out to these contacts if you are in job search mode. And, you may want to work at a company where a contact of yours currently or previously worked and you can tap them as a resource for your questions or to make a connection with someone doing the hiring.
"Networking can lead to a new or better job if you are displaced or if you proactively seek change because of the relationships you develop through a connected network," says Thomson.
3. Sets you up for future professional growth
Networking isn't just about making contacts to find out about jobs. It's much more than that. Networking, simply put, is about building, nurturing, and growing relationships. You have to give first, ask second.
"It is also about seeking advice to grow businesses and do great things for customers, members, and shareholders."
Becoming active in an industry association can also help you build your reputation as an expert within your career field. It can strengthen your relationships with industry colleagues and help you become a trusted colleague and professional people can count on. These contacts could someday also become clients, customers, co-partners on projects, and/or even co-workers or your future boss or employee.
4. Provides ongoing networking events
Networking can be difficult, especially for the recent college grad who does not have many industry contacts. And attending networking events is difficult, especially for the introvert. When attending an industry event, go into the event with an open-mind.
"Networking is a mindset," says Thomson. "Attend an event with the attitude that you want to achieve certain goals."
For example, for each networking event you attend set a goal to meet at least five new people and take away five new ideas. In return, set a goal of sharing five ideas of your own with those you meet. At every event you attend, strive to "mix it up" and meet new people rather than sit at the same table with people you already know, adds Thomson.
Think of a networking event as a "once in a lifetime" opportunity to learn something new or to impart learning and wisdom to others, says Thomson. Most of all, learn to build relationships.
"Everyone has something to contribute at an event, in their own style, tone and pace," says Thomson. "Learning content is relatively easy these days with online courses, but learning how to build lasting relationships to achieve great outcomes still requires human engagement."
For more networking tips, check out our blog and follow us on LinkedIn, Twitter, Facebook, and don't forget to subscribe to our YouTube channel.
About Jeff Thomson
Jeffrey C. Thomson, CMA®, CAE, is president and CEO of IMA® (Institute of Management Accountants). Since assuming this position in 2008, Mr. Thomson led the development of a strategy resulting in IMA becoming one of the fastest growing accounting associations in the world, with nearly 30% growth in its CMA (Certified Management Accountant) program and more than 300 student and professional chapters. The IMA headquarters are in Montvale, N.J.
Did you know that 80% of workplace conflicts and problems arise from communication glitches? It's true. You can do your part to prevent workplace conflicts—originating from miscommunication—by developing your soft skills, namely communication skills and networking skills. If you improve your relationships with your colleagues, clients, and supervisors via networking in the workplace, you'll be much less likely to face problems at work.
As a new employee, particularly as a recent grad or intern, it's also important to network with others at work in order to build rapport with the people you rely upon for help and information to perform your job duties well. If you want to succeed, you'll quickly learn that it pays to maintain positive relationships with everyone around you.
Bethany Wallace, Content Manager for College Recruiter, offers seven tips for networking in the workplace in this short video.
If the video is not playing or displaying properly click here.
1. Know yourself well.
If you can detect when you're having an off day, take steps to prevent taking it out on everyone around you. Stay in your cubicle or office on those days if necessary or take more frequent breaks. Before you begin working, get an extra-large coffee and take some deep breaths or read some positive literature. Look at some funny photos for five minutes. Find a solution that works for you. If you find yourself in a negative place due to personal circumstances, and you're allowing your personal life to affect your work life, talk to your human resources officer confidentially to see if your company offers wellness benefits, including an Employee Assistance Program (EAP).
In addition, taking a DISC inventory or other personality inventory—ask your career services office about taking these inventories at no cost on your college campus—can help you to learn more about your work style. It might take one hour to take the inventory, but you'll then be armed with information about how you work best, how you prefer to interact with others, and what to avoid when interacting with others. The sooner you learn this information about yourself, the better.
2. Treat others well.
Treat your colleagues and clients well regardless of their level of expertise, pay grade, or how much money they are spending with your company. When networking, your contacts will appreciate being treated with courtesy, kindness, respect, appreciation, and fairness. You'll build a reputation of treating people well, and a great reputation goes a long way in the workplace. If you decide to stay with your present company, you may want to apply for an internal job promotion. If you've been networking with others at work and treating everyone well, your behavior will likely speak just as loudly as your resume, cover letter, and job application. If you decide to leave your company to pursue other job opportunities, you'll be glad you treated others well when potential employers call to check your references and hear about how kind, thoughtful, and positive you were at work every day.
3. Don't be afraid to collaborate and share.
Collaborating and sharing ideas and information in the workplace today is a great way to network with your colleagues and to show them that you want to help, not hinder the growth of the organization or team. Sharing your ideas with others also encourages others to share their ideas, and the workplace becomes a more creative place.
4. Don't do halfalogues.
What's a halfalogue? A halfalogue is when you only participate in half the conversation or dialogue because you're holding your phone, scrolling through a text message or email, and aren't able to fully participate and interact with your colleagues as a result. At work, you have to put down your phone if you want to make good impressions and build positive relationships with your supervisors, colleagues, and clients. It's not just rude to play on your phone during meetings; it's also important to pay attention when stopping by someone's office casually to say hello.
5. Address people by name.
This is like networking 101. Referring to people by name during conversations or even in emails makes them feel more special, and that's always a good thing. How long does it take to type out, "Bethany?" Maybe one or two seconds. It's worth it to improve your communication skills and reduce the potential for future workplace conflicts.
6. Focus on the solution, not the problem.
Be a positive influence at work. When networking, whether at workplace events or during daily interactions in the workplace, keep conversations "light and polite" and focused on positive topics and on solutions, not problems. It's inevitable at work that you're going to be asked to discuss problems and conflicts during meetings. What's important is that you find a way to discuss problems in a positive light and to focus on taking constructive action.
For example, if you're discussing a challenge you're facing as a new employee tasked with visiting with patients at a clinic, and you have discovered you simply cannot keep up with the volume of paperwork and still provide quality service to the patients face-to-face, you can be honest about the problem yet discuss potential solutions.
"I am really glad we have so many patients coming to the office. I like talking to them and helping them get set up to see the doctor. I'm just feeling overwhelmed by the documents to scan and know I'm getting behind. I think I need more time to scan documents, but I don't want to offer patients a lower level of service either. Do you think I could work on documents for 30 minutes in the morning before I start seeing patients every day? Maybe this would help me to keep it managed."
Presenting a potential solution—even if it's not the solution your employer prefers or selects to implement—suggests that you're not just belly-aching about problems. It also showcases your soft skills, including your critical thinking and problem-solving skills. These are not just great networking skills but are great workplace skills any employer values.
7. Interact face-to-face whenever possible.
It's not always an option, but interact face-to-face if you can. Face-to-face communication helps you avoid most communication errors and opportunities for miscommunication because it is channel rich. When you're speaking with someone face-to-face, you're provided with multiple cues that help you interpret meaning: voice tone, spoken word, facial expression, hand gestures, and many more. When you communicate with someone via email or text message, communication is channel lean, meaning you're relying on just one thing–words. Have you ever received a text message from a significant other, and the intended meaning is not the meaning you interpreted? This likely caused some hurt feelings or even a huge fight. The same thing happens in the workplace.
For this reason, it's best to hold meetings face-to-face. If you work remotely, consider hosting meetings virtually via Zoom or Skype. If that's not an option, you can conference in by phone. At least you can hear voices rather than simply read words. Simply hammering out emails back and forth gives you the illusion that you're saving time, when in fact, you often waste time because you create confusion which you have to clarify by writing three more emails. Save yourself the hassle—and build better relationships—by talking to people face-to-face when possible. You'll probably find that your networking skills and communication skills will grow, and you'll build great relationships, too.
For more networking tips, visit our blog and follow us on LinkedIn, Twitter, Facebook, and YouTube.
Employers can take different approaches when it comes to their onboarding programs. Some companies focus more on management, while others concentrate on the social aspect. These approaches and others shape new employees into the company culture. Beverly Behrmann, Academic and Career Advisor at Keene State College, discusses how certain companies help college students and new hires succeed in the onboarding process.
"As for onboarding programs, bigger national companies like Liberty Mutual have extensive management programs that work closely with new hires to ensure success. There is a mentoring component and a rotation so new hires can see various aspects of the company and how divisions work.
Here in Keene, there are two local employers we work with often. They are Barton Associates and Electronic Imaging Materials. Both companies build in a social component to integrate new employees. This might include potluck lunches, games, and "fun" gatherings. Both companies also have extensive internship opportunities so college students can get acclimated to workplace scenarios and behaviors in a lower risk situation. If the internship works out, students may transition into full-time employees and have been "socialized" to a certain extent by the time they start as full-time employees."
Looking for ways to build an onboarding program? Head to our advertising solutions page and follow us on LinkedIn, YouTube, Twitter, and Facebook.
The Office of Academic and Career Advising believes in empowering students to develop lifelong skills that will serve them beyond their time at Keene State College. This philosophy is paramount in creating successful and meaningful outcomes and one Beverly Behrmann wholeheartedly shares. As career advisor, Beverly helps students gain essential skills needed to pursue their academic and career paths. By working with students through individual appointments and class presentations, she provides resources to help them navigate the career development process.
The new overtime laws that go in place on December 1, 2016 will impact 4.2 million workers who will either gain new overtime protections or get a raise to the new salary threshold.
This is cause for concern for both employees trying to understand the new overtime laws as well as employers who are doing everything they can to understand how these changes affect their business, hiring plans, and compensation packages.
It could result in big changes for those who aren't prepared, says Stephania Bruha, Operations Manager at Kavaliro, a national staffing agency that employs IT professionals, management, and administrative staff.
"We at Kavaliro expect to see many more of our clients limiting employees to 40 hours per week, or requiring executive approval to work overtime hours," says Bruha. "Recent graduates and new employees may have an advantage here, as they are starting fresh and don't have to overcome habits from the past."
Bruha recommends employers get in front of this change. "We will be reassessing our employees more than a month before the new overtime laws go into effect to ensure that if status changes take place, they are well adjusted prior to the go-live date," says Bruha.
Communication will be key, as in all HR and hiring matters, to ensure your employees understand how they could be affected.
"The worst thing that could happen is for your employees to misinterpret policies and think you are saying they are not allowed to report more than 40 hours a week," says Bruha. "This is especially important for people who are new to the workforce, like new college grads, who may not know their rights, or have a little experience with labor laws. Employees need to know that you must report all hours worked, but they also need to understand if their company has set requirements for time entry. Your employer may have severe penalties for violating the policy related to timekeeping because it is so strictly regulated by the Department of Labor."
Small and mid-sized employers are going to take a hit
Employers – particularly small and mid-sized employers – are going to take a hit with the new regulations, says Kate Bischoff, a human resources professional and employment/labor law attorney with the Minneapolis office of Zelle LLP, an international litigation and dispute resolution law firm. Bischoff is co-leading a June 2, 2016, webinar titled Preparing for Changes to FLSA Overtime Regulations, discussing this topic and more. They will need to raise salaries over the $913 per week threshold or pay overtime.
"This may mean employers hire more people so the need for overtime is less or they raise the costs of their products and services to cover the additional labor costs," says Bischoff.
New grads or interns looking for work typically don't wonder whether their first post-grad job will be paid on an exempt (salaried) or a non-exempt (hourly) basis, points out Arlene Vernon, an HR consultant who works with small business owners and corporate clients providing HR strategy and management training. And it's probably not a consideration regarding whether or not they take a particular job opportunity. However, since a new grad may find himself choosing between two job opportunities, employers need to realize that competitors may change how they present salary and compensation packages based on the new overtime laws, which in turn cold affect the decision an employee makes when deciding between two companies or job offers.
Exempt versus non-exempt employment offers
Let's say Company A offers the grad $48,000 per year as an exempt position, and Company B offers the grad $46,000 as a non-exempt position. There is the potential that the resulting annual pay under Company B could be higher than Company A if the employee works overtime. If the person is choosing a job based solely on compensation, this would be a consideration. However, the real decision is whether the job is the right fit for the person, not whether the employee is eligible for overtime.
"From an employer perspective, all companies, including those hiring new grads, need to re-evaluate all their positions paying less than $47,476 to determine how to handle any job reclassifications to non-exempt status," says Vernon. "This could impact all or some incumbents in jobs paying around this new limit."
In making someone hourly, companies are not required to merely take employees' salaries and divide them by 2080 to get an equivalent hourly rate. Many companies will assess what overtime the person might be working and recalculate the hourly rate so that when the employee works overtime the employee's final pay equals the full salaried amount, says Vernon, admitting that this can get confusing. But in this scenario, the employee may be making less per hour, but the same or even more on an annual basis when you factor in overtime, depending on the employer's approach.
Some companies will be giving certain employees raises to bring them to $47,476 and keep them as salaried. "This may ultimately cost the employer less money than paying overtime at the lower wage," says Vernon.
Employers must educate employees
Employers should educate employees who are moving from exempt to non-exempt on what work can and cannot be performed outside of regular work hours, adds Vernon. Exempt employees are accustomed to answering texts and emails at night and during weekends. They may work whatever hours are needed to get the job done. As a non-exempt employee, they must track and get paid for any non-scheduled hours worked which will increase their pay, but may be against company policy. Typically hourly employees don't get to randomly create their own work schedules, while salaried employees do.
"This practice needs to be unlearned by managers and employees," says Vernon.
For example, are managers who email the now-hourly employees at night and over the weekend now authorizing the employee to respond to the email and inadvertently approving overtime? Or do managers need to learn to save employee communication for the work week to control payroll costs?
These are among the many changes, challenges and questions employers are sorting out.
"December 1 will be here before we know it," says Vernon. "This change will have considerable impact on all employers no matter their size and whether or not they hire one or more grads below, at or above the new FLSA range."
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How will the new overtime laws affect interns and recent grads? A variety of experts weigh in on this hot topic.
Changes to overtime laws
The Department of Labor expects the new overtime laws to affect 4.2 million workers – many of whom are likely new college grads out on their first "real" job. As of December 1, 2016, the days of working 50+ hours a week and earning $35,000 should be gone, says Kate Bischoff, a human resources professional and employment/labor law attorney with the Minneapolis office of Zelle LLP, an international litigation and dispute resolution law firm. Bischoff is co-leading a June 2, 2016, webinar titled Preparing for Changes to FLSA Overtime Regulations, discussing this topic and more.
Salary versus hourly
There's one thing college graduates should keep in mind, says Bischoff, and that is that salary has nothing to do with status.
"Being paid a salary doesn't mean that an employee is more valuable to his or her employer than an hourly employee," says Bischoff. "It is simply a different way of paying people for their work."
Those who are nonexempt – those eligible for overtime – may earn time and a half when they work long hours and may even earn more than their salaried brethren, points out Bischoff. Those who are exempt and earn more than $913 a week will not be compensated for their long hours in the office in the form of hourly payments. In fact, when some employees shift from salaried to hourly, many times, they earn more as an hourly employee.
The other thing about being paid on an hourly basis is that employers need to know how much you work, says Bischoff. With apps on smartphones and smart watches, employees can now track their time easier than ever before. "If you track your steps, you can track your hours," says Bischoff. "The fact that you have to punch in or clock out only means you need to capture your time to get paid the value of your work. That's all."
Ask questions to clarify status
So what should college grads do and consider before accepting a job, or if they have questions about their current and future employment status at their existing job? Ask questions such as these, says Bischoff:
"For many college grads, work-life balance is important, so ask if you will be able to make it to your volunteer activity every Thursday evening," says Bischoff. "While asking if you will 'have to' work overtime may be a signal to an employer that you might not be a dedicated employee, you can ask about particular events or activities important to you. You may glean from the answer the amount of hours you will put in."
What do the new overtime laws mean for interns?
Currently, the vast majority of interns earn less than the $23,660 DOL threshold and therefore are classified as non-exempt and qualify for overtime. When the new rules take effect on December 1, 2016, the threshold will almost double to $50,440. The number of interns who earn between $23,660 and $50,440 is miniscule and, therefore, the law will directly impact virtually no interns, says Steven Rothberg, founder of College Recruiter. That said, there could be a substantial impact on new grad hiring as virtually all new grads earn more than $23,660, the average is about $46,000, and a substantial minority earn more than the $50,440.
"At College Recruiter, we believe that the law will have a substantial impact on the number of hours worked by management trainees and other such workers who have traditionally been paid as exempt, salaried employees with no ability to earn overtime pay yet who routinely work far more than the standard 40-hour work week," says Rothberg. "Employers will likely instruct these employees not to work more than 40-hours per week, which will effectively increase the compensation paid to and reduce the return on investment generated from these employees. Yet with a tightening labor market, more Baby Boomers retiring, and fewer Millennials graduating, it is unlikely that there will be any noticeable change in the number of recent grads finding employment within their chosen career paths."
Manufacturing director: New OT laws could hurt interns and recent grads
John Johnston is Director of Manufacturing at States Manufacturing, a Minneapolis-based custom electrical and precision fabricated metal company with 49 employees.
He fears the new overtime laws will hurt interns and new hires, namely those graduating from college or technical schools.
"I would expect the starting wage to decrease to compensate for the change in overtime rules," says Johnston. "Also, I would tend to expect the opportunities to reduce as well as the patience of employers. If we are going to pay more, we are going to raise our expectations and be less patient with someone because of the wage they are earning. When we have had lower wage earners at the start of their career, we are able to be more patient in part because the issues are not as magnified with a lesser wage. Once that increases, we have no choice but to be tougher that much quicker."
Johnston said his company may avoid hiring interns in the future due to the increased costs and instead balance it with multiple part-time employees. The company currently does not have any interns, partly because they were sorting out the details of the new labor and overtime laws.
"I see this as a trend to save on escalating costs since benefits would not be required with part-time employees," says Johnston.
A ripple effect for college grads
Elliot D. Lasson, Ph.D., SPHR, SHRM-SCP, is an adjunct professor at the University of Maryland, Baltimore County in Rockville, Maryland and a Human Capital Consultant with Lasson Talent Solutions. Lasson regularly presents to students on behalf of college career centers.
According to Lasson, the new overtime regulations will have ripple affects all around.
"Students who are in college or right out of college want to gain meaningful experience," he said. "They are not paying all that money to be flipping burgers or driving for Uber after graduation. The conventional wisdom is that internships are valuable. And they objectively are. However, many employers misappropriate that label to justify in order to get free labor from students who feel desperate for that experience. In many cases, internships play out in a way where the students are gaining only minimal exposure to the workplace and field, while at the same time are not getting paid."
The Department of Labor previously identified six conditions that must be met in order to permit unpaid internship scenarios. "Many employers play fast and loose with these under the pretense that the work environment itself is more important than it objectively is," says Lasson. And now, this extends to graduate school as well. The grad students are still "students" and therefore unlike their undergraduate peers who are not in graduate school can still "qualify" to be unpaid interns while in graduate school. So, there is additional abuse of the system here as well, says Lasson.
"With the popularity of unpaid internships, many employers are inundated with requests and may just take advantage of students without having a handle on the DOL guidelines," says Lasson.
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Many students place a higher value on "prestigious" internships at places like Goldman Sachs for finance, CNN for media, and Facebook for technology. While there is definitely value in interning for these firms, most of that value is derived from the perception of other people. I would encourage students to look smaller. I think experience working for small businesses and organizations can be the BIGGEST hidden gem in your college career. This played out in my own recruiting process. One of the best internships I had was with a small investment firm in Charlotte, North Carolina. The office consisted of only 15 people, and the internship was unpaid. However, I think I learned three years of skills and knowledge in my three months with the company. I have also seen this take place for other students I have interviewed on my podcast "Interns on Fire." More often than not, students have a better experience interning for smaller organizations and here is why:
1. More responsibility: Since these companies are smaller, they lack the bureaucratic red tape that prevents interns from doing meaningful work. These companies are often competing against larger companies with 10% of the workforce. This translates to more meaningful work for interns.
2. More diversity: For many of the same reasons mentioned earlier, employees for these companies wear multiple hats. They have to coordinate events, answer customer calls, process orders, and manage key strategic initiatives. Since they work across different divisions, interns are more likely to do the same. Therefore, they will not be siloed into just one role or with just one task for their entire internships. Interns will likely get the opportunity to work across many different areas.
3. Better culture: Typically, smaller firms have better cultures and camaraderie. Because they are smaller, they tend to focus more on hiring people who are good culture fits. Hiring one bad egg does a lot more harm to a small organization than it does for a Fortune 500 company. Working for a smaller organization will give interns greater access to potential mentors and friends.
4. Ability to make an impact: Given that many small organizations have so much to accomplish with so few resources, they are often spread thin. In many cases, there have already identified a few valuable projects they just haven't had the chance to work on yet. This leaves the door wide open for interns to come in and make an impact.
Don't be afraid to go smaller. It can be the catalyst you need to jumpstart your college career. An internship with the right organization can be a game changer.
Interested in searching for internships? Check out our blog and follow us on Facebook, LinkedIn, Twitter, and YouTube.
Carl Schlotman IV was born and raised in Cincinnati, Ohio. Carl completed six internships in his collegiate career with world-class financial institutions such as: Bank of America, Merrill Lynch, and Goldman Sachs. After gaining experience with his internships and accepting a full-time offer with Wells Fargo Securities in Investment Banking upon graduation, Carl seeks to give back to younger students. He published his first book, Cash in Your Diploma, in April 2014.
Carl has spoken at several universities around the country to share his strategies and tactics for getting the job you want in the field of your choice, making the salary you desire. He also hosts a podcast highlighting the best student interns across the country, "Interns On Fire."
One of the benefits of being an owner of College Recruiter is that we went live way back in 1996 and so we've seen a lot of things come and go, including strong and weak labor markets. Today's labor market is, in some ways, strong and, in other ways, weak.
The National Association of Colleges and Employers (NACE) recently reported in its Internship & Co-op Survey that its mostly large employer members are extending offers to a larger percentage of their interns, which is an indicator of a strong labor market, yet the acceptance rate of those offers is also high, which is an indicator of a weak labor market. In other words, employers are offering jobs to a higher percentage of candidates as they're worried that it will be difficult for them to hire enough of the right people if they don't extend all those offers yet, at the same time, a high percentage of candidates are accepting those offers as they're worried that it will be difficult for them to get hired if they don't accept those offers.
According to NACE, "this year's intern offer rate—72.7 percent—is the highest it has been since the peak of the pre-recession market (2006), although the corresponding acceptance rate—85.2 percent—still remains well above pre-recession levels. In turn, these two figures yielded a conversion rate of 61.9 percent, a 13-year high." So, if you're an intern or employing an intern and wondering what percentage of interns get and accept offers to work for their employer upon graduation, a pretty good estimate will be 61.9 percent.
When recruiting college students and recent grads, it's important to narrow your candidate pool as you go through the college recruiting process.
This article and accompanying three videos, hosted by College Recruiter's Content Manager, Bethany Wallace, feature The WorkPlace Group experts Dr. Domniki Demetriadou, Partner and Director of Assessment Services, and Dr. Steven Lindner, Executive Partner. The videos are part of a 15-video series featuring The WorkPlace Group experts.
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Employers can become overwhelmed by the number of candidates in the candidate pool, depending on the size of the employer and number of internships and entry-level jobs available. The process of narrowing down the pool typically begins with resume review.
Individuals apply in numerous ways: resume books, walk-in applicants, job boards, career fairs, on-campus interviews, etc. Regardless of how candidates apply, resumes must be reviewed. WPG uses a resume checklist which is scientifically constructed. Reviewing resumes objectively allows employers to make clear inferences about candidates' qualifications.
In high volume situation, particularly for employers with large college recruiting programs, WPG recommends using a web screen to narrow the candidate pool. The web screen allows employers to quickly qualify or disqualify candidates. Next, employers conduct either a phone screen or video-based interviews. This step helps the recruiters get to know the candidates on a deeper level.
After conducting these screening steps, the employer would interview the candidate face-to-face: either an OCI (on-campus interview) or an interview on site at the employer location. This would help the employer to decide whether to hire or not hire the individual and to decide whether to conduct background checks, drug screenings, and other necessary paperwork.
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The qualities employers should be looking for when recruiting candidates can vary depending on the organization and the job function/position. The WorkPlace Group develops an ideal candidate profile featuring the requirements for the position and nice-to-haves when working with employers. Employers should also consider what learning objectives they want to set for each position—what do they want student interns to learn? By working through this process before interviewing candidates, employers can eliminate the problem of hiring the wrong candidates for positions.
The last video offers specific tips for narrowing the candidate pool.
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1) Focus on soft skills in interviews, not technical competencies, when interviewing interns and recent grads. Employers must remember that students are students, not polished professionals.
2) Use situational questions, not behavioral interview questions. Ask "can do, not have done" type questions. Students won't necessarily be able to draw upon past experience when answering interview questions, but they can explain what they might do hypothetically. They can demonstrate problem solving skills when answering situational questions.
3) When hiring for technical roles, focus assessment at the right level. You can't expect new grads to be experts in technical areas; you can expect them to have an appropriate level of skill based on their education and level of experience, though. Talk to them about their projects in particular classes to gain insight into their studies.
Always be as rigorous and scientific as possible in the interview process.
For more tips on college recruiting from The WorkPlace Group, subscribe to our YouTube channel and check out all 15 videos featuring experts Dr. Domniki Demetriadou and Dr. Steven Lindner.
Follow our blog, and connect with us on LinkedIn, Twitter, and Facebook.
Dr. Steven Lindner is the executive partner of The WorkPlace Group®, a leading "think-tank" provider of recruitment services assisting companies ranging from small, fast growing businesses to multinational Fortune 500 companies. He is an expert in Talent Acquisition and Assessment, has appeared in many radio and TV interviews and a frequent presenter at HR conferences. He writes weekly employment articles for the NY Daily News and holds a Ph.D. in Industrial/Organizational Psychology from Stevens Institute of Technology.
Dr. Domniki Demetriadou, is a partner and director of assessment services of The WorkPlace Group®, a leading "think-tank" provider of recruitment services assisting companies ranging from small, fast growing businesses to multinational Fortune 500 companies. Demetriadou is an expert in Talent Acquisition and Assessment, and a member of the Society for Human Resource Management (SHRM) and the American National Standards Taskforce. She is a frequent presenter at HR conferences and has led many multinational recruiting programs. She holds a Ph.D. in Industrial/Organizational Psychology from The Graduate Center at Baruch College, CUNY.
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A Party Of Five reboot is in the works.
Original series' creators Chris Keyser and Amy Lippman are developing a new family drama, which will centre on the Mexican-American Buendias siblings, who are left to fend for themselves after their parents are deported to Mexico.
The original 1990s show starred Scott Wolf, Matthew Fox, Neve Campbell, and Jennifer Love Hewitt and focused on the five Salinger siblings, who were left orphaned when a drunk driver killed their parents in a car accident.
The hit series ran from 1994 to 2000 and spawned a spin-off, titled Time of Your Life, which starred Hewitt.
Keyser and Lippman will write the pilot and executive produce, while Rodrigo Garcia is set to direct. The new show will air on U.S. cable network Freeform.


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The Wholistic Resort & Spa offers boarding and training for a small number of doggie Guests who share our home, garden and daily family life. Our philosophy is Quality VS. Quantity and our client base is comprised of highly discerning and demanding individuals and families who require the absolute best for their furry companions.
During their stay at the Resort, Guests receive "good citizenship" training so they can interact with each other in a calm and mutually acceptable manner. The golden rule is: good manners! Since we combine training with boarding, the dogs' size, age and breed do not matter! Visit our FACEBOOK page (click on the F button on bottom right of the page) to see live footage of teeny puppies and delicate Italian greyhounds playing with mastiffs and big labs.
The inside of the house is designated as the "Zen Zone". Calm and consideration are required at all times. Guests relax on mattresses covered with 100% cotton sheets and on pure wool Persian carpets while Classical or New Age music is playing in the background.
Breakfast and Dinner are shared by all guests at the same time. Guests wait to be called in and move out of the eating area as they finish their food. Once the meal is over all bowls are picked up and leftovers discarded. No guest is allowed to dither, play around or eat from the other guests' bowls.
Playtime is only in the fenced in garden and always supervised by the Resort Personnel. The Guests go for long hikes in the big Norwalk parks every morning and afternoon, which helps with socialization and natural exercise and relaxation. A lot of training and some serious fun takes place during these hikes .
We offer limited grooming services for the resident Guests (wash, nail clipping, ear cleaning) so that your pet comes back from his/her holiday all fresh and relaxed. For regular clients we can also arrange to pick up, groom and bring back on non-boarding days.
The Wholistic Resort offers pick-up and drop-off services at all times of day or night – if your flight is delayed, your meeting has been changed or any other emergency comes up, we will do our utmost to accommodate you and your furry friend.
We have a certified Vet Tech on staff, who can administer medications. We can arrange for Vet visits, write you reports, ensure prescriptions are refilled and advise on natural nutritional support for minor illnesses.


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last update: 23.10.2019


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I poured coffee into my pale green porcelain mug this morning, and it poured out the bottom. My husband Andrew apologized. "I must have broken it when I washed it," he said, "I'm sorry." He'd dropped it and the bottom had cracked. It was not repairable.
The delicate mug had been a gift from a group of friends [1] when I was going through a rough time. It was a special-edition Tiffany piece I never would have bought for myself; my friends said they wanted me to have something beautiful, something just for me. I treasured it, as I treasured their thoughtfulness.
I poured coffee into another mug and sat down, feeling sad. It was the achy sad that comes with loss, the kind that hangs in your belly. It was the type you sit with rather than try to shake off.
So I sat for a while, letting myself be sad even though it was just a mug, just a thing.
Then my thoughts turned to Monica and Ellen and Margaret and Karen and Rebecca and Mary Ellen—and others—and the sadness began to trickle out of my heart as love trickled in. These women had stuck by me and prayed for me and sent meals to my family during a terrible, dark time. Their care and faith [2] had held me up as surely as if Christ himself was by me.
Sometimes brokenness and love go together.
I went to the kitchen and cleaned out the cracked mug and plopped a pen in it. I put it on the table next to where I work. It's still beautiful. And it reminds me to pray for my friends, and to give thanks for their presence in my life.


text:
MONTREUX, Switzerland Everyone knows that the web is transforming the way that suppliers are working with automakers. But what exactly does that mean?
The views of industry leaders will be heard at a roundtable discussion on June 19 at the Automotive News Europe Congress in Montreux, Switzerland.
The panel will consider how electronic business is changing the basic automotive company business model.
Members of the discussion panel are:
Harold Kutner, head of purchasing, General Motors.
Wilhelm Becker, head of purchasing, BMW.
Bertil Thoren, head of purchasing, Volvo Car Corp.
Jose-Maria Alapont, President, Delphi Europe.
Andre Navarri, CEO, Valeo.
Another panel member from the industry will be named later. The roundtable will lead off the Congress on Monday morning, June 19. A gala dinner is planned for that evening. Speakers at the dinner will be Richard Wagoner, president of General Motors, Jean-Martin Folz, chairman of PSA/Peugeot-Citroen and Wolfgang Reitzle, chairman of Ford's Premier Automotive Group.
For a full list of speakers and further details on the Congress, see Page 35.