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SCHURTER at SINDEX
From Tuesday through Thursday, September 6 - 8, 2016, Switzerland's largest technology trade show, SINDEX, will be held on the Messeplatz trade show grounds in Bern. SCHURTER will again be part of the action, and at Booth B03 in Hall 2.2 it will be showing the latest trends – from individual components through to total solutions:
• Waterproof: The new range of IP67 seal components
• UMT-H: The new compact SMD fuse with highest shutdown values
• CEE-connector with filter: The new filter for 1- and 3-phase applications
• CDS1 Switch: The new configurable control element
• Luminos: The keyboard system with the diverse design possibilities
• Solutions: SCHURTER integrates all core competences of individual components to the overall solution package
Visit us at the SINDEX and experience the latest technologies in the industry. We look forward to seeing you there!
(Picture source: SINDEX)


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Department of Revenue News Release
January 23, 2014Edina License Office contract awarded
JEFFERSON CITY - The Office of Administration, in conjunction with the Missouri Department of Revenue, has awarded the management contract for the Edina License Office to Barbara J. Hunziker of Edina. All license office contracts in Missouri are awarded through a competitive bid process.
Hunziker has been the contractor of the Edina License Office since 2005. The Edina License Office will remain at its current location at RR3, Box 52A, Suite 108. In fiscal year 2013, more than 10,000 transactions were conducted at the Edina office, generating approximately $34,644 in agent processing fees.
All local license offices are overseen by the Missouri Department of Revenue, but each is operated by an independent agent.
Follow the Missouri Department of Revenue on Twitter @MoRevenue

subset: commoncrawl


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AMERICUS - The Georgia Southwestern baseball team dropped Game 1 of the weekend Peach Belto Conference series with the University of Montevallo, 13-5, on Saturday afternoon at Hurricane Stadium, but came back in the nightcap to win a 6-5, 12-inning thriller on Stephen Eldridge's walk-off double.
GSW ends the day with a 3-5 overall record, 1-1 in the PBC, while Montevallo sits at 6-3 overall, 1-1 in PBC play.
The three-game series comes to a close on Sunday at 1 p.m.
The Falcons scored 10 runs on GSW over the third and fourth innings to put the game out of reach.
Southwestern took advantage of a Montevallo error in the first inning to jump out to a 1-0 lead. The home side was not ahead for long.
GSW allowed four runs on three hits, two walks and a hit batter in the third inning to fall behind 4-1.
Stephen Eldridge followed Jarrod Taylor's double with a home run blast in the bottom of the frame to pull GSW within a run, 4-3.
Montevallo answered with six-run barrage aided by five walks in the fourth inning. The Falcons added a run in the sixth and two more in the eighth to take a 13-3 advantage.
The Hurricanes pushed across the final two runs of the contest, one in the eighth and another in the ninth. Taylor brought home Les Cromer with a double to left field in the eighth and Josh Sanders plated Zach Moss with a sacrifice fly in the ninth.
Starter Lance Shelton (1-2) took the loss for the Hurrianes after pitching 3 1/3 innings and allowing nine earned runs on nine hits. He walked three and struck out four. Dylan Brown walked four in his 1/3 of an inning before Justin Barnes threw 4 1/3 innings and surrendered three runs. Coty Graham tossed a scoreless ninth inning.
Montevallo starter Cody Hughes (1-0) threw five innings of four-hit ball while allowing three runs - two earned. He struck out four. Kincade Koehler allowed a run in his three innings on the hill and Tanner Koch gave up a run while throwing in the ninth.
Taylor was 2-for-3 with a pair of doubles and a RBI to lead GSW batters. Moss also collected two hits, one of which was a double.
Will Fulmer and Vinny Rodriguez had three-hit games for Montevallo. Fulmer scored twice, had a double and drove in three. Rodriguez touched home once, had a double and tallied two RBIs.
The Hurricanes saw a five-run lead disappear in the eighth inning, but rebounded with the 12th inning heroics to earn a split in the afternoon doubleheader.
Les Cromer slapped a double over the center fielder's head to bring around Josh Sanders from first base and give GSW its first run of Game 2. Cromer moved to third on Stephen Eldridge's infield single and eventuall scored on a balk.
Josh Tatnall scored from third on as the Hurricanes hit into a double play in the second and GSW went ahead 3-0.
From there the two sides combined to score seven straight unearned runs. GSW pushed two across in the seventh inning to extend its margin to 5-0.
Montevallo took advantage of three Southwestern errors in the eighth and tied the game, 5-5.
The bats went silent on both sides until the 12th inning, managing to combine for only one hit until the Hurricane rally.
Cromer delivered a one-out single and Eldridge came through with the two-out game-winner.
Eldridge and Sanders and three hits apiece in the nightcap. Eldridge had two RBIs and Sanders scored twice.
Will Fulmer delivered another three-hit performance to lead Montevallo.
Neither starter factored into the decision.
Matthew Suggs started on the mound for the Hurricanes and pitched a solid 7 1/3 innings. He was charged with four unearned runs and six hits while walking two and striking out six. Earl Dupree threw 1/3 of an inning, Myles Gay tossed a scoreless 1 1/3 innings and Coty Graham (1-0) picked up his first collegiate win by holding the Falcons scoreless over the final 2 2/3 innings.
Starter Jeremy Bagnall threw 6 1/3 innings for Montevallo. Bagnell allowed five runs - three earned - on 11 hits. He did not walk a batter and struck out three. Edward Brandsema (1-2) took the loss after 5 1/3 innings on the mound. Brandsema held GSW to three hits while walking two and striking out eight.


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Specialty Linen Rentals | Northern Colorado, Boulder, Denver
Soiree Linen offers high-quality linen rentals that accentuate your vision and style. Our collection is continually updated with the latest fabrics, so you have access to industry trends. Time and again, you've heard "it's in the details," and we help make your wedding or event an affair to remember. Learn More


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- Home
- LifeJackets
- I-Zip 170N Leisure
- Pink Animal LifeJacket
Product Description
I-Zip life jackets were developed to encourage people to always want to don a life jacket. The I-Zip life jacket has a removable front cover which can be interchanged, washed or updated easily if necessary. For more covers please Click Here. For more information on Embroidery please click here.
Essential Life Jacket Spares Click Here. Other Life Jacket Accessories Click Here . LiveSaver Info Click Here
Plastic buckle ~ Manual or Automatic
Stainless steel buckle ~ Manual or Automatic
Harness & D Ring (Stainless steel buckle) ~ Automatic Only
- Lightweight at only 1.2 kg
- Made in Britain
- 170 Newton Lifejacket
- Oral Backup Inflation
- Concealed, Pea-less Whistle
- Padded soft & comfortable collar
- 3 Types of waist belt style to choose from
- Crotch Strap
- Patented design
- SOLAS approved Lifejacket Light (Optional)
- Manual back-up inflation on Automatic life jackets
- Limitless fabrics and colours to choose from
- Outside front zip to allow easy access to the firing mechanism & gas bottle
- Normal Size LifeJacket Fits chests between 68cm -144cm
- Extra Large LifeJacket Fits chest up to 160cm
- ISO 12402-3 Life Jacket
- ISO 12401 Harness
- ISO 12402-3 Spray hood (Optional)
These life jackets are one-of-a-kind and a world first; They are too brilliant to be banished to the damp depths of a locker. We have a collection of extremely useful videos; You can watch a video of the life jackets people have customised, how to re-arm and re-pack the life jacket, how to change the front cover and how to attach a SOLAS light.
The video below demonstrates how to change the front cover of the SeaSafe Life Jacket and will give a little insight into how the product works.


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Free Purse Project
Easily felt any wool knit in the washing machine.
Make sure that the sweater is 100% wool. Check to see if the tag says "Dry Clean Only." If the wool has been treated for machine washing, it won't felt.
As the wool is felting, it will shed a lot of fiber. To protect your washer from clogging, put the sweater in a mesh laundry bag or zippered pillowcase.
Wash the sweater with laundry detergent and hot water. Remove the sweater from the bag. Place the sweater in the dryer on the hottest setting.
Remove the sweater from the dryer and clean out the lint trap. Check the sweater to see if it has felted to your liking. If it still doesn't feel dense or stiff enough, repeat the process.
Download the Pouch Purse flower templates HERE.
Cut one 7"x14" rectangle each from the wool and cotton fabric. From the felt scraps, cut out the flower and leaf pieces.
Position the wool rectangle over the needle-felting mat, designating one short edge as the upper edge. Layer the leaf and flower pieces over the wool as desired, approximately 5" from the upper edge and 3" from one side edge.
Using the felting needle, poke the flower center and leaf end repeatedly through all layers to attach them to the wool.
With wrong sides together, hand baste the wool and fabric side edges.
Open the zipper. Position one zipper tape edge right side down over the wool rectangle right side along the upper edge; pin. Stitch close to the zipper teeth, moving the zipper pull out of the way as necessary.
Fold the rectangle in half with the fabric side facing out. Position the free zipper tape edge along the opposite wool rectangle short edge; pin. Stitch close to the zipper teeth.
With the zipper open, stitch the pouch side edges using a 1⁄2" seam allowance. Trim the seam allowances.
Tip: Attach a matching pom-pom or charm to the zipper pull using yarn or cording.
Turn the pouch right side out through the zipper opening. Push out the corners using a knitting needle or chopstick. Finger-press the edges.
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November 2, 2012, 6:03 pm
Kiddie video perfect for Colorado ballot measure: everybody sing along
Coloradans on Tuesday will decide the fate of a state personnel ballot measure dubbed Amendment S, which is why backers were so gleeful when stumbling on a "Say Yes to S" video.
The state measure involves hiring and testing and veterans (Gov. John Hickenlooper and former Gov. Bill Owens are in a radio spot backing the measure). The StoryBots video features the 19th letter of the alphabet, a catchy tune and lots of fun words that begin with S: squids, sardines, spots and such.


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Nice work! Enjoy the show!
Link Copied!
Johnson removes 'No Deal' from campaign
Opening Sequence
Vindman: Trump request for Biden probe 'improper'
Trump blasts impeachment hearing as witnesses testify
Volker on Biden: 'He is an honorable man'
Johnson, Corbyn agree to improve tone of political debate
Paris mayor rings alarm over Airbnb Olympic deal
Bei Bei takes 'Panda Express' to China
Closing Sequence


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Currency Converter
Leverage trading is high risk and not for everyone.
XE Currency Data API
The skin of the fruit contains a substance called Hydroxycitric Acid (HCA), which is the active ingredient. Does Garcinia Cambogia Actually Work. Woman Smiling and Holding a Supplement I managed to find several research studies on Garcinia Cambogia, in both animals and humans. According to some studies in rats, it can inhibit a fat producing enzyme called Citrate Lyase, making it more difficult for the body to produce fat out of carbohydrates (1). Other rat studies show increased levels of the neurotransmitter serotonin.


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GREELEY, Colo. (AP) Paul Garnica gave the Bears the lift they were looking for, scoring 21 points in 21 minutes off the bench including six 3-pointers for Northern Colorado in a 78-63 victory over Idaho State on Thursday night.
Northern Colorado (5-13, 3-7 Big Sky) hit 15 total 3-pointers against the Bengals, had 19 assists and shot 56.2 percent from the field, making 27 of 48 attempts.
Nick Mason hit a 3-pointer to close out the first half for Idaho State and cut Northern Colorado's lead to one, 29-28, but the Bears opened the second half with a 37-17 run to put the Bengals away.
Tate Unruh hit five 3-pointers for 15 points, Tim Huckisson had 15 and Trevor Svihovec chipped in with 10 points and six assists for the Bears.
Melvin Morgan led Idaho State (4-15, 3-7) with 18 points and Neveij Walters scored 10 points and grabbed seven rebounds.


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Want to see more photos I've taken? Visit my photo gallery.
UPDATE 12/13: The Lumix GX7 is the successor to the Lumix GX1 that I review (and love) below. It's pricey ($828 on Amazon or $998 with lens) because it's new, and you can now get a screaming deal on the GX1 (as low as $227). The two big advantages of the GX7 are 25% less noise in pics + wifi capabilities (including app remote control). I haven't made the switch yet, but I did do a more in-depth comparison on the two cameras here. If you do, let me know what you think in the comments below!
My wife and I are on a quest to learn how to take insanely great pictures. We are just starting this journey and I invite you to share it with us if photography is a passion of yours. The picture above is one of our first attempts at taking the kinds of photos that have a "wow" factor that transcends a regular photo. The photo was taken by my wife; that's my friend Keoni on the left and me on the right.
My first step was to learn about cameras and settle on the right one for me. After doing a lot of research, I chose the Panasonic Lumix GX1. I explain below why I bought this camera and what I think of it, and I'll be posting more in the community section as I learn more about how to take world-class photos.
As I learn more about photography, I'll also talk about post-processing, and HDR photos in particular. HDR is a technique that allows you to select each best pixel from a shot with multiple exposures, and produces stunning results. A huge thank-you to Trey Ratcliff, the blogger behind the popular travel blog Stuck In Customs. He has hours of tutorials about HDR photography that I've already benefitted greatly from. He also proves that it's not just about the camera -- for example, in this post he took a number of photos at BurningMan with various cameras and then asked readers to guess which camera he used.
Selecting The Camera
I knew I wanted a camera that was much better than a point-and-shoot, yet I didn't want the bulk of carrying a DSLR around. The camera had to be compact, yet functional. It had to have interchangeable lenses and manual aperture and shutter controls. After reading dozens of detailed reviews and hundreds of comments from users of various cameras in this category, I bought the Panasonic Lumix GX1. For $659 you can get a camera and lens that fits all of these criteria. Not only that, but this camera uses a new-ish standard called "FourThirds" which is a digital protocol across several camera manufacturers for interchangeable lenses with sensors that while smaller than DSLRs, are much larger than traditional point-and-shoot cameras (and the sensor size is the main limiting factor of point-and-shoot camera picture quality). I've found that with this class of camera, sometimes called a "mirrorless camera" or "micro 4/3 camera," you get nearly the quality of a DSLR in a form factor that's compact enough to carry in a small bag (albeit not quite a pants pocket).
Here are a few things to know about the GX1 specifically:
All GX1s are not created equal! There are two base models for the GX1. The first has a manual 14-42mm zoom lens, which you can score for $469, while the second uses a power lens, also 14-42mm, but is much more compact. It'll cost you $200 more, but to me it was worth the space savings (see the comparison picture at right -- same body, vastly different lens sizes). Having the more compact lens means I don't have to remove the lens when I take the camera in my backpack, and that means I'm more likely to take the camera with me to more places. And as the old saying goes, 'the best camera is the one you have with you to take the shot.' There are a few drawbacks to the more compact version besides the higher price tag. Some reviewers on Amazon found ghosting in the images, although based on the reviews, that problem seems to have largely gone away in more recent production runs (I haven't noticed it). But make sure to read the Amazon reviews to learn how to test for this. Additionally, I've noticed that the power lens uses noticeably more battery than the manual lens, although you can shoot on & off for several hours with either one without a problem. If you expect to be buying a number of lenses, you might want to stick with the base model and then add this very compact 20mm Panasonic LUMIX G 20mm f/1.7 Aspherical Pancake Lens which many owners rave about.
Another small thing to know about the camera is that the charger light shows as a solid green when charging, and then turns off when charging is done. A bit strange, as I thought when I dropped the battery in that solid green meant the battery was shipped full and charing was complete.
Also, if I had an unlimited budget, I would've sprung for the Sony NEX-7 camera, but it costs $1,199 just for the body. I couldn't justify the huge price gap between the two for the additional functionality of the NEX-7.
I'll post more about the camera as I start to use it, but so far I'm very happy with it. I look forward to taking this journey with anyone else who's passionate about photography. If you have tips & tricks -- especially about taking HDR photos, I'd love to hear about them in the comments below.
More updates coming as I learn about the camera and taking insanely great photos.
Daniel - This blog post was super helpful!
Ruby asked a photographer friend and he pointed us to the canon EOS-M. We found a few side-by-side comparisons:
I think we're going to stick with your conclusion and get the panasonic you described above. It doesn't seem that for the extra cost we're getting that much more unless we already had a bunch of canon lenses, which we dont. We're going to be much more casual photographers and in reality we're probably going to take a ton of pictures of our son.
Seeing the pictures you've produced so far have been impressive! keep the updates coming.
The EOS-M is a super interesting camera. It looks like Amazon is selling it for $799 w/ the pancake lens. Here are some of my initial thoughts:
Since I'm mostly going to take pictures of my son and perhaps some landscapes when on vacation, do you suggest that I start with that pancake lens? I, like you, want compactness because it means I'm more likely to have the camera with me.
Yeah so here's one thing you could do (and I considered doing):
Instead of buying the $659 camera with the power zoom lens, you could buy the $395 camera body only, and then buy the $349 1.7f pancake lens, which would put you at a total of $750. So what are the pro's & con's of that approach? Well:
And here's one variation to what I wrote above: Instead of just buying the camera body for $395, you could buy the camera body + the manual (bulky) 14-42mm zoom lens for $449, effectively getting the manual zoom lens for $54, and then buy the pancake lens for another $349.
That puts you up into the $800 range vs $659 for just the one power zoom lens that's very flat, which is why I didn't ultimately choose to do that. However, if you were to do it, then for $140 more, you are getting two distinct lenses (with the pancake lens having an awesome, low 1.7f stop) that don't have the compromises of the singular power zoom lens (to re-iterate, the compromise being that the power zoom lens is focused & zoomed using levers, not quick manual ring adjustments).
I also found this next lens which is in-between the lens we were talking about in both price and f-stop rating: http://www.amazon.com/Panasonic-14mm-2-5-Aspherical-Interchangeable/dp/B0043VE29C/ref=sr_1_2?ie=UTF8&qid=1354144905&sr=8-2&keywords=panasonic+pancake+lens
Thats 14mm with a 2.5f rating and costs $267. What do you think of that one?
Hum, dunno... 1.7 to 2.5 is a pretty big difference. You should read this dpreview about the 1.7 and decide for yourself: http://www.dpreview.com/lensreviews/panasonic_20_1p7_o20
One especially significant part of the review reads "With the fast F1.7 maximum aperture, Panasonic has also placed a shot across the bows of the other manufacturers producing similar cameras and lenses, who have apparently decided that F2.8 is good enough. In contrast the 20mm pancake lets in a stop and half more light, so a shot which would require a shutter speed of 1/20 sec at F2.8 (for example) becomes relatively comfortable at 1/50 sec F1.7. This makes the lens much more flexible in low-light situations; you're less likely to get blur through either subject motion or camera shake, and so can frequently shoot indoors without needing flash (thereby avoiding the 'rabbit-in-the-headlamps' look which has plagued social snapshots ever since small flashes were first mounted on compact cameras)."
Oh I found a great review comparing the two lenses: http://m43photo.blogspot.com/2011/01/comparison-lumix-14mm-vs-lumix-20mm.html
This post here has another good review for using the 20mm lens as a portrait lens: http://m43photo.blogspot.com/2010/09/using-lumix-20mm-as-portrait-lens.html
You can see that there is some distortion at close ranges from the subject. Although we wont be doing portrait shots 100% of the time my wife she really wants a lens that takes a really good shot without having to think about her distance at all.
So, we actually bought both setups and wil be returning 1 of them. I'll let you know how it goes.
Man, the plot thickens! That's a great writeup. I love the look of the low f-stop in the 20mm pics. It's a 1.7 vs a 4 on the other lens, and having the shallow depth of field just makes the subject pop, like in this pic: http://drod.io/image/2I170o193A1O
Which two setups did you buy?
Let's do this -- when you get them, let's test them both, and post the results in the community section of this blog. That'd give everyone else who reads this a great chance to see the differences. It'll be a fun chance to check them both out.
BTW one thing I did notice from the link you posted above was this line: " At a distance of about 0.7m (2 feet) or more, the face distortion should not be noticeable" ... I'd think that you'd often be at 2+ feet. But like you said, the best plan is to just try them out and see for yourself.
Also, I looked in Amazon comments for people comparing the two lenses and found these:
"After living with and LOVING the optics of the Lumix 20mm pancake f 1.7, I find this 14mm f 2.5 to be "just an ok lens". The pancake size profile is great but the optics leave me leaving this lens home."
"I feel some people are being a bit unfair with the rating of this lens, giving all the fanfare to the 20mm 1.7. Now, while the extra stop would be very nice, the quicker and quieter AF [from what I hear] on the 14mm is more to my liking."
Man it's a tough one! Save $100, while getting a faster focusing lens that's 5mm thinner AND a wider field of view... or spend the extra $100 and get a lower F-stop, which means less blur, a shallower depth-of-field, better low light performance and better optics.
After mulling it over a bit, I think I'd go with the 1.7. I just really love low f-stops for picture quality.
Here are some more Amazon comments that specifically contrast the 14mm 2.5 lens with the 20mm 1.7 lens:
I think that last $100 might be worth it for me for the pancake lens. I think that "pro" feel you're talking about with the low f-stop might be worth it for me especially since I'm taking pictures mostly of people.
OK so I went over to Isaac's house last night and we did a little lens bake-off. Here are the results (a post on the community section -- feel free to write your own questions/thoughts there as well).
Yeah agreed. If you're mostly taking pics of people, then that 1.7f pancake lens would be killer good. Very shallow depth-of-field.
You may want to spring for the manual, bulkier zoom lens for $50 more than just the body. That way, you can carry that lens with you whenever you know you're going to be taking outdoor shots, and just keep the pancake lens on the rest of the time.
That'd be a pretty sweet setup. I almost went that way myself and I sometimes wonder if I would've been happier doing it that way... although I do appreciate having built-in zoom capability. I'm definitely going to have to check that pancake lens out if you get it!
Wonderful blog! I've discovered your site recently but i found a lot of interesting topics! Good work!!
I think using the best accesories, like lenses or even the best selfie stick available can help in the whole shooting.
Always fun to do long exposure photography! I shop this down at the Cherry Blossom Festival in DC at sunrise. If you're shooting water an ND filter + a long exposure can create some unique effects :)
'Learning To Take Insanely Great Photos' UPDATE 12/13: The Lumix GX7 is the successor to the Lumix GX1 that I review (and love) below. It's pricey ($828 on Amazon or $998 with lens) because it's new, and you can now get a screaming deal on the GX1 (as low as $227). The two big advantages of the GX7 are 25% less noise in pics + wifi capabilities (including app remote control). I haven't made the switch yet. If you do, let me know what you think in the comments below
Hello, my name is Ben 13 years old and I want to start a blog, but I can't. Could you please help me out with a code? I think your blogs are very cool and I want mine to be like yours. Thanks!
Here are some great pics I just took with the 20mm pancake lens. I just did a full shootout review of it here.
I upgraded from the Lumix G1 to the G5 and am very glad I did. I shot this image of my brother-in-law and his wife without flash at ISO 1600. At full resolution, it's quite impressive. Here, I've compressed it for on-line viewing.
The G5 has many scene settings. I used a night portrait setting for this shot.
Ran across this photog that's doing AMAZING HDR stuff!
I've been using the Kodak Zi8 camera for several years now, and it's been a workhorse of my ability to capture content. I originally reviewed the Zi6, and then reviewed the Zi8 more recently on this blog, and I also did a post on using a wide-angle lens with the Zi6 or Zi8.
But recently, I gave a speech at TJHSST and the Zi8 failed to record the video correctly, so I decided it was time to revisit my setup, since capturing content is so important to me (as per our company manifesto points #13 and #19).
The price of the Zi8 camera has come down so much since its launch (from above $200 to under $100 now) that I decided to use the following strategy:
Here's a video of the entire setup, with pics below that:
I spent $1800 on my first high quality camera. I was on the brink of Life Nomadic, and I justified the purchase with two ideas. The first was that I would be seeing a lot of things for the first, and possibly the only, time. Second, the particular camera I bought, an Epson R-D1s, seemed to hold its value well.
It came as a shock to a lot of people how primitive my camera was in many ways. It had no autofocus, no flash, no video recording capabilities, no self timer, and the only thing it could do automatically was light metering. It did that poorly. After each shot it was necessary to thumb a switch, which mechanically reset the spring for the shutter.
I bought a single lens for it, a Nokton 40mm/1.4. It had no zoom, and the aperture was set mechanically by rotating a ring on the lens. The lens was gorgeous. For those who don't know, a 1.4 F-Stop means that the lens is very fast: it lets in a lot of light. The average camera lens is probably around an f/3.5, which lets in only an eighth as much light as mine did. That's how I got amazing low-light pictures like this one.


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Printable Version
Handbook Sections
Other Information
Unemployment Insurance Handbook for Employers (UCB-201-P)
Section 1 - Benefits
PART 7 - Eligibility Issues
The Social Security Act requires that unemployment insurance benefits be promptly paid to an individual when due, but it is the responsibility of the department to ensure that benefits are only paid to those claimants who are eligible. To meet this requirement, we must investigate all eligibility issues which could suspend, reduce or cancel benefits, obtaining and recording the information necessary to determine the claimant's eligibility regardless of its source.
Your Responsibility
The department is unaware of eligibility issues unless someone brings them to our attention. The claimant is asked questions that would alert us to eligibility issues when (s)he makes an initial claim application and when (s)he files a weekly certification for benefits. However, we rely heavily on employers to verify information from the claimant and to bring other eligibility issues to our attention. The most common method that employers use to notify us about eligibility issues is completing and returning a required report which includes information about the eligibility issue (see Part 5). However, you may call or write to us at any time to raise an eligibility issue. The Employer Assistance Line and Help Center address is available online at https://dwd.wisconsin.gov/ui201/phone201.htm. Be sure to include the claimant's social security number and your UI account number in any correspondence.
It is important for you to bring eligibility issues to our attention in a timely manner, even when your account is not currently liable for benefits paid to the claimant. If you have submitted a required benefit report and neglected to raise an eligibility question on the report itself, you should contact the Help Center shown on the report as soon as you recognize your error. (If you did not keep a copy of the report, call the Employer Assistance Line at 414-438-7705.) Provide all supporting facts which pertain to the issue you are raising. If you take action to notify us immediately, you will reduce the likelihood of our paying benefits erroneously to the claimant. (See Part 5 for information about the effect of raising a late eligibility issue on your UI account.)
The Procedure
When an eligibility issue is raised, a fact-finding investigation is conducted and the claimant is always given an opportunity to give a statement about the issue. Usually we need additional information from employers to resolve the issue. If the issue being investigated is a discharge, we often send a letter to the employer before the claimants interview to find out why the claimant was discharged, what prior incidents, if any, were also a factor, if progressive discipline was used, etc. The adjudicator may also follow-up the letter with a telephone call for clarification. The claimant can then respond to the specific allegations the employer has made when (s)he gives a statement.
If you are contacted for information about an eligibility issue, respond by the deadline you are given. Your account will be charged for all benefits erroneously paid if you fail to provide correct and complete information requested during a fact-finding investigation, including erroneously paid benefits that were originally charged to other employers' accounts.
Once all the facts are gathered a written determination will be mailed to you if you are considered the party of interest. The employer party of interest is the employer whose interests may be adversely affected by an agency decision regarding the claimant's eligibility for benefits. It may be the employer who is a party to the issue or the currently liable employer.
A copy of a written determination can be found in Part 9 of this section. If you or the claimant feel the determination is incorrect, you both have the right to appeal the determination and request a hearing. (See Section 3 for details about the appeal process.)
The Issues
The following is an alphabetical listing of the most common eligibility issues that may result in a denial, suspension or reduction of benefits and the type of supporting facts needed for these issues. The appropriate statute section is cited. More than one eligibility issue may apply to a claimant. If so, when you are raising a question of eligibility, be sure to indicate all eligibility issues that apply and include supporting facts for each one.
$500 Maximum Earnings
No benefits are payable for any week in which a claimant earns wages, misses wages by missing work, and/or receives or will receive holiday, vacation, dismissal, sick pay, bonus pay, back pay, or temporary total, permanent total, or temporary partial disability payments exceeding $500 in the week.
32 Hours of Pay in a Claimed Week
A claimant is ineligible for benefits for any week in which (s)he worked, missed work and/or received or will receive holiday, vacation, dismissal or sick pay totaling 32 or more hours from one or more employers.
Section 108.04(5) & 108.04(5g)
There are two law sections that address discharges: 108.04(5) which disqualifies employees who are discharged for misconduct connected with their employment and 108.04(5g) which disqualifies employees who are discharged for substantial fault connected with their employment.
Misconduct Discharges
An employee's behavior may be misconduct when it shows a willful and substantial disregard of the employer's interests or is not within the standards of behavior employers have a right to expect of all employees. You may have valid reasons for discharging an employee, however, under UI law; the reason for the discharge may not be considered misconduct.
We consider several factors when deciding if a discharge was for misconduct:
- Was there unacceptable behavior?
- Was there or could there have been an adverse effect on the employer?
- Was the employee discharged as a result of the behavior?
- What efforts were made by the employer and employee to correct the problem?
The burden for establishing misconduct is on the employer.
Work Rules
Your work rules play an important part in a discharge investigation. Rules must be reasonable, known to the employee and consistently enforced. A violation of a reasonable work rule is not automatically misconduct. For example, it is not misconduct when an employee is discharged for violating the employer's attendance policy when the absences were with notice and for valid reasons such as illness.
An employee must be made aware that (s)he is in danger of losing his/her job. Warnings should be given even if the rule violation is obvious, such as being late or absent. The employee should be told 1) what rule was broken, 2) how it was broken, 3) what to do to correct the problem and 4) most importantly, the consequences if there is no correction or for repeating the behavior.
Warnings may be written or verbal but should all be documented. Detailed records of violations and warnings should include:
- the date of each violation;
- the date and time each warning was given;
- who was present;
- what the employee was told; and
- how the employee responded.
If the employee refuses to sign a written warning saying (s)he acknowledges receiving the warning, have a witness document this refusal on the warning.
Progressive Discipline
If you have a progressive discipline policy you should adhere to it. If an employee is discharged when the next step in the disciplinary process should have been a written warning or suspension, it will be more difficult for you to show that the employee knew (s)he was going to lose his/her job for the next violation.
Disqualification for Misconduct Discharges
When an employee is discharged for misconduct, (s)he is not eligible to receive benefits until 7 weeks have elapsed after the week of the discharge and (s)he has earned wages in covered employment equal to at least 14 times the weekly benefit rate that would have been paid had the discharge not occurred.
In addition, wages earned from the discharging employer are permanently removed from the claim so you will not be liable for benefits even if the claimant requalifies.
Discharges for Substantial Fault (108.04(5g))
If it cannot be determined that the employee was discharged for misconduct, a disqualification under substantial fault will be considered. An employee's behavior may lead to a finding of substantial fault when the employee violates a requirement of the employer by acting or failing to act when the action or inaction was within the employee's control and the violation does not rise to the level of misconduct.
Substantial Fault
We consider several factors when deciding if a discharge was for substantial fault:
- Did the employee violate the employer's requirement by their action or inaction?
- Was the employee discharged as a result of the violation?
- Was the employee aware or should they have been aware of the requirement?
- Did the employee have control over the action or inaction?
The burden for establishing substantial fault is on the employer.
Circumstances that cannot be considered substantial fault include:
- Minor infractions of rules unless the infraction is repeated after the employer warns the employee about the infraction.
- Inadvertent errors.
- Failure of the employee to perform work because of insufficient skill, ability, or equipment.
Disqualification for Discharges for Substantial Fault – The employee is not eligible to receive benefits until 7 weeks have elapsed after the week of the discharge AND (s)he has earned wages equal to at least 14 times the weekly benefit rate that would have been paid had the discharge not occurred.
Once the claimant has requalified, (s)he is eligible to receive benefits based on the work performed prior to the discharge. A contributing employer's (paying a quarterly UI tax), account is not charged for benefits paid based on work performed prior to the discharge. A reimbursable employer (billed monthly for UI benefits paid rather than paying a quarterly UI tax), is liable for benefits paid based on work performed prior to the discharge.
Employees of Educational Institutions
Sections 108.02(10m), (22m) & 108.04(17)(a)-(k); DWD 132.04
Benefits are not payable to educational (school year) employees:
- Between academic years or terms or during customary vacation periods or holiday recesses IF
- The employee has reasonable assurance of similar work in the following term or during the period immediately following the vacation period or holiday recess.
School year employees are individuals who are not hired to work on a year-round basis AND who work for:
- Public and private educational institutions.
- Cooperative Educational Service Agencies.
- Government units, Indian tribes, and nonprofit organizations which provide services to or on behalf of educational institutions.
An educational institution is a school which provides education and/or training, maintains a regular faculty and curriculum and has a regular, organized body of students in attendance.
Reasonable assurance occurs if the terms and conditions of the work to be performed in the subsequent academic year or term, or in the period immediately following a vacation period or holiday recess, are reasonably similar to the terms and conditions of the work the employee performed in the prior academic year or term, or in the period immediately preceding a vacation period or holiday recess.
Work is reasonably similar if:
- the work is of a similar capacity (e.g., an individual who worked in a professional capacity will be working as a professional), when the break occurs between an academic year or term;
- the work is for the same type of employer (e.g., the only type of employer similar to an educational institution is another educational institution);
- The claimant will earn at least 90% of the amount the claimant earned in the academic year or term which preceded the weeks of unemployment; and
- the work involves substantially the same skill level and knowledge as the work performed in the prior academic year or term.
In addition, for customary vacation periods and holiday recesses, the individual must have worked during the period immediately prior to the vacation period or holiday recess and have reasonable assurance of performing similar work in the period immediately following the vacation period or holiday recess.
If the individual who has filed a claim for unemployment insurance worked for you as a school year employee, enter the phrase "school year employee" on Form UCB-16 or Form UCB-23.
If an individual who was not given reasonable assurance is provided assurance of similar work on a later date, notify the department when that assurance is given.
Be prepared to provide the following information:
- The type of work performed by the employee.
- The kind of work the employee will be performing in the next academic year, term, or following the vacation period or holiday recess.
- The terms and conditions of the work performed (e.g. rate of pay).
- If the individual has reasonable assurance of similar work in the next academic year, term or during the period immediately following a vacation or holiday recess.
- The date the prior academic year or term ended.
- The starting date of the next academic year or term.
A school year employee who does not have reasonable assurance will be advised to contact the department as soon as he/she receives reasonable assurance of similar work. If the individual is offered work and refuses it, contact the Employer Assistance Line at 414-438-7705.
Any benefits paid beyond the week in which reasonable assurance is obtained will be considered to have been erroneously paid. If you did not identify the individual as a school year employee, your account will be charged for any erroneously paid benefits.
Benefits are retroactively payable to any nonprofessional school year employee who was given reasonable assurance of similar work but then was not offered the opportunity to perform such work, if the individual is otherwise eligible.
Excluded Employment
Employment can be excluded for tax purposes and/or for benefit purposes. When work is excluded for tax purposes, it is also excluded for benefit purposes. However, there are some kinds of employment that are taxable yet excluded for benefit purposes. (See Section 2, Part 2 for more information about employment excluded for tax purposes.)
When employment is excluded for benefit purposes, the wages from such employment cannot be included as base period wages to determine if the claimant has met the qualifying requirements, nor can they be used to compute the claimant's benefit entitlement. However, claimants must report work and wages from excluded employment on their weekly claim certifications and the partial wage formula is applied to these wages when determining the amount of benefits payable for a week of unemployment.
Benefit exclusions are categorized by type of employer. Some apply only to governmental units, some apply only to private employers, others apply only to nonprofit employers, etc.
The following chart shows the types of employment that are potentially excluded for benefit purposes. In each case, certain conditions must be met before a finding can be made that the employment is excluded.
(An asterisk indicates that the employment is taxable but excluded for benefit purposes. All types of employment without an asterisk are excluded for both tax and benefit purposes.)
- As a work study student.
- As a student nurse in the employ of a hospital.
- As a medical intern in the employ of a hospital.
- As a patient in the employ of a hospital.
- For an organization tax exempt under Sec. 501(a) or 521 of the IRS Code if wages paid are less than $50 in a quarter.
- By a nonresident alien or the spouse or minor child of a nonresident alien temporarily present in the U.S. as a nonimmigrant under 8 USC 1101 (a)(15)(F), (J), (M), or (Q).
- By a participant in the AmeriCorps program other than a professional corps program or innovative educational award only program.
- That meets the definition of agricultural labor by section 108.02(2) and which is not covered for tax purposes.
- In domestic service that is not covered for tax purposes.
- As a caddy on a golf course.*
- As a news carrier, selling or distributing on the street or from house-to-house (if over 18 years of age*).
- For the railroad.* (taxable by the railroad, excluded for benefit purposes)
- As an insurance agent or solicitor paid solely by commission.
- As a licensed real estate agent or salesperson and 75% of all remuneration is directly related to sales or other output, including the performance of services.
- As an unpaid corporate officer or an unpaid manager of a limited liability company.
- For a sole proprietorship that is owned by the claimants spouse, child, or the claimants parent if the claimant was under 18 years of age when the work was performed.
- As a court reporter paid on a per diem basis.*
- As a salesperson who primarily conducts business in other than a permanent retail establishment and substantially all remuneration is directly related to sales or other output related to sales.
- In maritime service excluded by FUTA.
- As a taxicab driver if (s)he has 1) leased the vehicle, 2) keeps all of the income from operating the taxicab, 3) receives no compensation from the owner, and 4) has a lease payment that is not affected by the amount of income made operating the taxicab.
- For a seasonal employer if the individual was employed for less than 90 days, has less than $500 of covered base period wages from other employers, and received written notice before starting, that work they perform may be excluded for UI purposes (also see Section 2, Part 2).*
- As a provider of private-duty or part-time intermittent nursing care, as a nurse practitioner, or as a provider of respiratory care to ventilator-dependent patients, if the individual has an independent practice, is not employed by a home health agency, is certified by the Department of Health Services, and medical assistance reimbursement is available as a covered service.*
- As a personal caregiver or companion to an ill or disabled family member who is the employing unit.
- As a corporate officer if the corporation has elected to exclude the wages of its officers for tax purposes (also see Section 2, Part 2).
- By an individual as part of a work relief or work training program financed in whole or part by the federal or state government.
- By an individual receiving rehabilitation or remunerative work in a sheltered workshop.
- By an inmate of a custodial or penal institution.
- As an elected official.
- As an official appointed to fill an elective office vacancy.
- As a member of a legislative body or judiciary.
- As member of the Wisconsin national guard.
- As an employee hired to assist with a specific emergency situation which can include fire-fighting, removal of storm debris, etc. This exclusion does not include permanent employees who perform these tasks, nor volunteer employees upon whom the government unit normally relies for such assistance.
- In a major nontenured policymaking/advisory job or a policymaking/advisory job of 8 hours or less per week.
- For a church or convention or association of churches.
- For an organization operated for religious purposes.
- As a minister or member of a religious order.
- By a student enrolled and regularly attending classes at the institution.
- By the spouse of a student at the institution working under a program to provide financial support to the student.
Family Controlled Employment
When an owner of a business or certain relatives of an owner file unemployment claims, the employer is required to report this information as an eligibility issue on Form UCB-16, Separation Notice, for each individual who files a claim. The following paragraphs explain how UI eligibility is determined for owners and specified family members employed by various types of family businesses.
Treatment of Limited Liability Companies (LLCs)
A single-member LLC will be treated as a sole proprietorship and a multimember LLC will be treated as a partnership. A LLC will be treated as a corporation only if: 1) the LLC has filed an election with the federal Internal Revenue Service (IRS) to be treated as a corporation for federal tax purposes; 2) the IRS has agreed to treat the LLC as a corporation; and 3) the department receives proof (Notice of Acceptance for IRS approving LLC status or letter from IRS that states "Your filing requirement is Form 1120"). For benefit purposes, the department will treat the LLC as a corporation for benefit years established on or after the date the IRS applies the treatment as long as that benefit year has not ended when the department first becomes aware of the eligibility issue related to treatment of the LLC.
Corporations or LLCs Treated as Corporations
Work performed for a family corporation, by either the claimant or the claimant's family members, is covered employment. However, base period wages from a family corporation cannot exceed 10 times the weekly benefit rate (WBR) based solely on that employment when calculating the maximum benefit amount whenever:
- 25% or more of the ownership interest was owned or controlled, directly or indirectly, by the claimant, and/or
- 50% or more of the ownership interest in the corporation was owned or controlled, directly or indirectly, by the claimant, the claimant's spouse, the claimant's parent if the claimant was under the age of 18 at the time the work was performed, or a combination of any of these.
Example 1
Claimant owns 30% of the corporation and was paid $20,000 in the base period, $5,000 in each quarter.
Claimant's weekly benefit rate is 4% of high quarter wages ($5000) = $200
Claimant's base period wages are reduced to $2000 (10XWBR).
Claimant's monetary entitlement (duration) is lesser of:
- $2000 X .40 = $800, or
Example 2
Claimant's spouse owns 60% of the corporation and the claimant was paid $24,000 in the base period, $6000 in each quarter.
Claimant's weekly benefit rate is 4% of high quarter wages ($6000) = $240
Claimant's base period wages are reduced to $2400 (10XWBR)
Claimant's monetary entitlement (duration) is lesser of:
- $2400 X .40 = $960, or
If the business involuntarily ceases operation, base period wages will not be reduced as long as one of the following actions have taken place before the claimant files an initial claim application for benefits:
- Family corporation is dissolved due to economic inviability;
- Family corporation has filed for bankruptcy;
- All owners have filed for personal bankruptcy; or
Disposition of a total of 75% or more of the assets of the
family corporation by one of the following methods:
- Assignment for the benefit of creditors.
- Surrender to one or more secured creditors or lienholders.
- Sale of the assets to a non-related party due to economic inviability.
Partnerships or LLCs Treated as Partnerships
- Partners are not considered employees of their businesses and no benefits are payable to such individuals based on services for the partnership.
- Work performed by the partners families is covered employment. However, if 50% or more of the ownership interest in the partnership is/was owned or controlled, directly or indirectly, by the claimants spouse, child or parent (if the claimant was under age 18), or by a combination of these relatives; then the claimants base period wages from the partnership cannot exceed 10 times the weekly benefit rate based solely on that employment, when calculating his/her maximum benefit amount.
Sole Proprietorship or LLCs Treated as Sole Proprietorships
- Sole proprietors are not considered employees of their businesses and no benefits are payable to such individuals based on services for the sole proprietorship.
- Work performed for a sole proprietorship by the owner's spouse, parent or child (if work was performed while under the age of 18) is excluded employment and no benefits are payable based on such employment. (For more information about "excluded employer", see Excluded Employment in this part of Section 1 and also Part 2 of Section 2.)
Independent Contractor
See Part 2 of Section 2 (Tax) entitled "Covered and Excluded Employment"
Labor Dispute
An employee who is unemployed because of a strike or other bona fide labor dispute in the establishment in which (s)he is employed is not eligible for unemployment benefits based on wages for work performed before the labor dispute began. Benefits can be paid based on work performed after the start of labor dispute if the claimant meets the qualifying wage requirements based on wages for that work alone.
If a labor dispute occurs in your establishment, call the Employer Assistance Line at 414-438-7705as soon as possible. We will need to know:
- the date on which the dispute started;
- the nature of the dispute;
- the establishment(s) directly involved;
- the number of employees in such establishment(s);
- the number of employees who may become unemployed because of the dispute; and
- the first week during which each claimant was out of work because of the dispute.
Leave of Absence
See Unable/Unavailable for work.
Located Outside the U.S. or Canada
A claimant is not available for work in any week in which he/she is located in a country other than the US or Canada for more than 48 hours.
Lost License
Some employees must possess a valid license issued by the government to perform their jobs. If this license is suspended, revoked or not renewed and the employee is at fault for losing the license, (s)he may not be eligible for unemployment benefits if you suspend or terminate the employee because (s)he can no longer perform his/her customary work for you due to the lost license.
When all of the required conditions exist for applying this section of law, the claimant is not eligible for any benefits as of the week in which the suspension/termination occurred. The disqualification continues for the next 5 weeks or until the license is reinstated or renewed, whichever occurs first.
If the claimants license is not reinstated or renewed before the 5-week disqualification period ends, the claimant can start receiving unemployment benefits only if (s)he has remaining entitlement from wages paid by other liable employers. Your pro-rated share of these benefits is charged to the funds balancing account.
Your account will not be charged for benefits paid to the claimant until the license is restored.
Your account will not be charged for benefits paid to the claimant even after the license is restored, benefits will be charged to the fund's balancing account. However, if the employee returns to work after the license is renewed/reinstated your account may be charged in the future.
Pension Payments
Pension payments include periodic and lump sum payments from retirement accounts, pensions, annuities, some 401(k)s and railroad retirement payments. When certain criteria are met, weekly benefits are reduced by the percentage of the pension financed by the employer.
Pension payments result in a dollar-for-dollar reduction of the amount of benefits payable to the claimant for a given week. Pension payments are not treated the same as wages (see Part 6 for the treatment of "wages").
Social Security Benefits [Retirement and Supplemental Security Income (SSI)] and disability payments from the Veterans' Administration do not reduce UI benefits.
Pre-Employment Drug Testing
108.04(8)(b), 108.133, DWD 131 and 108.04(9)(b)
An employing unit may submit to the department information that an individual has either tested positive or refused to submit to a test for the unlawful use of controlled substances as a conditional offer of employment:
Positive Drug Test
- If the offer of employment required the individual to submit to a drug test for the unlawful use of controlled substances.
- The individual was notified prior to testing that positive test results may be reported to the department.
- The individual does not have a valid prescription(s) for the substances he/she tested positive for.
- The test was conducted or confirmed by a laboratory certified by the substance abuse and mental health services administration of the United States department of health and human services (DHHS).
The information must be submitted on form UCB-18102-E, Pre-Employment Drug Testing - Employer Reported Refusal to Submit or Positive Test Result, to the department within 3 business days of the employing unit receiving a positive test result for a controlled substance for which the individual did not have a valid prescription.
Form UCB-18102-E must be fully completed, signed, required documentation attached and then mailed or faxed to the department. Forms submitted without complete information and required attachments will not be given consideration.
Refusal to Submit to a Drug Test
- If the offer of employment required the individual to submit to a drug test for the unlawful use of controlled substances.
- The individual was notified prior to testing that the refusal to be tested may be reported to the department.
The information must be submitted on form UCB-18102-E, Pre-Employment Drug Testing - Employer Reported Refusal to Submit or Positive Test Result, to the department within 3 business days from the date the individual declined to submit to the test for the unlawful use of controlled substances.
Form UCB-18102-E must be fully completed, signed, required documentation attached and then mailed or faxed to the department. Forms submitted without complete information and required attachments will not be given consideration.
If it is determined that a claimant declined to take a drug test or tested positive for the unlawful use of a controlled substance and the offer was rescinded, the department will presume that the claimant refused suitable work without good cause and benefits will be denied. The claimant may rebut the presumption that (s)he refused suitable work without good cause by, among other things, proving that the work was substantially less favorable to the claimant. The claimant is ineligible as of the week the job was to begin and until (s)he has earned wages in covered employment after the week of the refusal equal to at least 6 times the weekly benefit rate that would have been paid had the claimant not been disqualified. Once the claimant requalifies, (s)he is again eligible to receive benefits, but if you are a contributing (taxable) employer, your account is not charged for benefits paid that are based on work performed prior to the work refusal. A claimant who fails a pre-employment drug test may remain eligible for benefits if the claimant enrolls in and complies with a drug treatment program, completes a job skills assessment, and otherwise meets all program requirements.
Professional Athletes
Benefits are not payable to a claimant who was paid a substantial portion of the base period wages for work performed as a professional athlete, if the claimant has reasonable assurance of work as a professional athlete in the next sports season.
If this provision applies, enter the phrase "professional athlete - between seasons" on the benefit report. Indicate the ending date of the last season and the estimated beginning date of the next season. Explain how the claimant has reasonable assurance for work in the next season. Reasonable assurance generally requires a contract for the next season.
IfIf the claimant's reason for quitting is "not within any of the exceptions" (s)he is not eligible to receive benefits until (s)he has earned wages in covered employment equal to at least 6 times the weekly benefit rate that would have paid had the quit not occurred.
Once the claimant has requalified, (s)he is eligible to receive benefits based on the work performed prior to the quit. However, if you are a contributing employer (paying a quarterly UI tax), your account is not charged for benefits paid based on work performed for you before the claimant quit. If you are a reimbursable employer (billed monthly for UI benefits paid rather than paying a quarterly UI tax), you are liable for your portion of the benefits paid after the claimant requalifies.
Notice of Benefit Charging, Form UCB-29
Often, a claimant has already satisfied the work requalification requirement for quitting a job with you before an unemployment claim is filed. When this happens, you are sent this notice to let you know 1) that we are aware that the claimant quit, 2) that (s)he has satisfied the work requalification requirement and 3) whether or not you will be charged for benefits based on work performed before the quit. See Part 9 for more information about this form.
(NOTE: Even if you are not charged for the benefits being paid to a claimant, you will continue to receive correspondence about the claim if benefits are being paid based on work performed for you. This correspondence does not mean that you are now going to be charged for benefits.)
There are a number of reasons for quitting where benefits can be paid without imposing the standard disqualification. Each exception requires certain conditions be met before it can be applied. The exceptions permit the immediate payment of benefits. You will be contacted before a decision is issued that applies an exception to the standard quit disqualification.
Many of the exceptions relieve contributing employers of liability for benefits paid based on work performed before the quit. However, this relief of liability does not apply to reimbursable employers.
The following chart includes a brief description of all current exceptions, whether the exception imposes any disqualification and whether contributing employers will be charged for benefits.
|Conditions Required to Apply Each Exception
|If the Exception Applies, is there Any Disqualification?
|If the Exception Applies, are Contributing Employers Relieved of Charges?
|Accepting a layoff:
Quitting with good cause attributable to the employer.
Quitting because:
Quitting because:
Quitting because:
Quitting a job:
Quitting to take another job that:
|No, there is no required wage that must be earned with the new job
Quitting a job:
Quitting a job:
Quitting a job: To relocate with a spouse
Sexual Harassment
Voluntary Reduction of Hours
If an employee requests to reduce his/her hours of work, this reduction may be considered a quit. If so, the wages that the employee earns from you while working the reduced hours cannot be used to satisfy the requalification for quitting as long as you notify the employee in writing that this may be the result of such a request before you grant the request. If after receiving this written notification the employee decides not to reduce his/her hours, the employee will not be considered to have quit, even if you do not allow him/her to continue working the original number of hours.
The following is suggested wording for the written notification to be given to employees who voluntarily request a reduction in hours:
"Because you have requested a voluntary reduction in the number of hours you are working, you are notified that for Wisconsin Unemployment Insurance purposes, your reduction in hours may be considered a quit. Any wages that you earn while you are working the reduced hours may not be used to satisfy the quit requalification provision."
Special Guidelines for Temporary Help Agencies
The employment relationship in the temporary help industry is different from the employment relationship that exists in most other industries. In the temporary help industry, employees are generally assigned to a series of short-term assignments. Commonly, when an assignment ends, there will be a short delay before the next assignment begins. Because both parties acknowledge and accept this as a condition of the employment relationship, the short break between assignments may not terminate the employment relationship. The rules for the continuation of an employment relationship are found in the Administrative Code DWD 133.
For a temporary help employer, as would be true with any other employer, if at the time an assignment ends the employer does not have an additional assignment for the employee, the employment relationship ends. If the employer does have another assignment for the employee within the conditions of the written application, the employment relationship continues to exist, and an employee who refuses the assignment is then considered to have voluntarily quit. If the assignment is outside of the conditions under which the employee offered to work on the written application, the employment relationship ends and if refused, the issue is resolved as a failure to accept a new offer of work.
Due to the unique nature of the temporary help industry, the following guidelines are applied:
- If the employee fails to contact the temporary help employer by the end of the second full business day after the assignment has ended, and the employer has a known policy requiring the employee to do so and was not aware the assignment had ended, the employee has quit the employment relationship.
- If the employer is aware the assignment ended within the timeframe and does not contact the employee within the timeframe the employment relationship ends due to an employer separation.
- When at the time an assignment ends, the temporary help agency does not have an immediate assignment for the employee, but is able to assure the employee that it will have an assignment within seven days, the employment relationship continues to exist. If for some reason the expected assignment does not materialize within the seven days, but the employer notifies the employee that it will have an assignment within another seven days, the employment relationship is extended for those seven days. An employee who refuses the subsequent assignment is likely to be considered to have voluntarily quit.
- An employee who leaves an assignment before it is completed is generally considered to have quit.
- When an assignment ends and the employer is unable to provide another assignment or assure the employee of another assignment within seven days, the employment relationship is terminated due to lack of work. Likewise, if the temporary help employer is initially able to assure the employee of an assignment within seven days, but is later unable to provide such an assignment, the employment relationship also ends due to a lack of work. Once an employment relationship has ended, any later offer of work by the employer would be considered a "new offer of work" and failure to accept such an assignment is regarded as a failure to accept an offer of new work (See "Refused Work").
Be prepared to provide the following information:
- Dates of employment
- If the claimant worked on more than one assignment, when the claimant returned to work did she fill out a new application or agree to work under the same conditions as a prior application
- The type of work performed by the employee, rates of pay, start and end times, number of hours worked and location of the job including zip code for relevant assignments
- Dates/type of communication between assignments
- Copy of the appropriate handbook policy
- Signed acknowledgement of the handbook
Reduction in Hours at Employee's Request
See "Quit: Voluntary Reduction of Hours"
Refused Work
This section applies when a claimant fails to accept an offer of work which is made by a prospective employer. It also may apply when a claimant is recalled to work by a former employer but does not receive the notice of recall.
The job offer must be a bona fide attempt to secure the claimant's services. In most cases, it is an unconditional offer of work that the claimant has the opportunity to accept or reject and all the specifics of the job (wages, hours, duties and other conditions) must be explained or available to the claimant simply by requesting them of you.
Benefits, by law, cannot be denied for refusing new work if the wages, hours or other conditions are less favorable than those prevailing for similar work in the locality. New work is:
- an offer of work to someone with whom you have never had a contract of employment; or
- an offer of re-employment to someone you do not have a contract of employment with at the time you offer the work; or
- an offer of continued employment to a present employee but with different duties or conditions of work than those you both agreed to in the existing contract of employment.
(Note: See application of "new work" to offers made by temporary help agencies.)
The claimant may have "good cause" for refusing a job. If so, and the claimant is able to work and available for suitable work in his/her labor market, benefits would be allowed.
If a claimant refuses an offer of work from you or fails to return to work for you after being duly recalled, notify the department immediately, providing:
- the claimant's name and social security number;
- the type of work offered;
- the rate of pay, the hours (or shift);
- the date on which the refusal occurred;
- the date on which the claimant could have begun work; and
- the reason the claimant gave, if any, for refusing the work offered.
If it is determined that a claimant refused a bona fide offer of suitable work from you without good cause and the wages, hours and other conditions of the job were not substantially less favorable than those prevailing for similar work in the locality, benefits will be denied. The claimant is ineligible as of the week the job was to begin and (s)he has earned wages in covered employment after the week of the refusal equal to at least 6 times the weekly benefit rate that would have been paid had the claimant not been disqualified. Once the claimant has requalified, (s)he is again eligible to receive benefits, but if you are a contributing (taxable) employer, your account is not charged for benefits paid that are based on work performed prior to the work refusal.
School Year Employees
See "Employees of Educational Institutions"
Self-employment is defined as the formation, development or operation of a trade, a business, an enterprise or a profession for the purpose of producing income. It generally takes the form of a sole proprietorship or a partnership.
Benefits are not payable to a self-employed individual if the self-employment activities substantially limit his/her availability for work with other employers.
All individuals claiming UI benefits, including self-employed claimants, must search for work unless specifically excused. (See Part 3.)
Self-employment income is not treated as wages which would reduce benefits paid for a week of unemployment nor is the self-employment income used as base period wages.
Social Security Disability Income (SSDI) Payments
A claimant is required to report that s/he is receiving Social Security Disability Income payments on Initial Claims and Weekly Claim Certifications.
A claimant cannot receive Social Security Disability Income payments and Unemployment Insurance benefits concurrently.
See "Unable/Unavailable for Work"
Suspension for Good Cause
If an employee is placed on a suspension for good cause, benefits will not be paid for the week that the suspension began and the following 3 weeks OR for the duration of the suspension, whichever is shorter.
Good Cause
A suspension is usually considered good cause when it is a reasonable response to inappropriate behavior or a rule violation. Your action is considered reasonable when you can establish that the inappropriate behavior was within the employee's ability to control or that the employee was responsible for the work rule violation. Generally, if another employer would suspend under the same circumstances and the behavior leading to the suspension was directly connected to the employee's work, the suspension is considered reasonable and for good cause.
You must be prepared to provide:
- the dates of the suspension;
- the reason for the suspension; and the
- dates of prior infractions and warnings.
It is important to notify the department if:
- a suspension is changed to a discharge;
- if the employee fails to return to work at the end of the suspension; or
- the suspension ends because the employee is discharged.
Unable/Unavailable for Work
Sections 108.04(2)(a), 108.04(1)(b) & (bm) & DWD 128
An individual who is totally unemployed must be able to work and available for work while filing for unemployment benefits. If the claimant has a restriction that prevents or restricts his/her ability or availability for work, the issue may affect his/her eligibility for benefits. A person filing for benefits makes a weekly certification and one of the questions asked is: "Were you able to work full-time and available for full-time work?" The individual is expected to answer this question "no" if his/her availability is restricted in any way.
- A person is available for work if the individual is ready and willing to accept full-time suitable work and maintains an attachment to the labor market. Examples of availability restrictions: transportation, school attendance, child care, etc.
- A person is able to work if the individual is physically or psychologically able to perform suitable work.
When a claimant has a work restriction and does not meet the above requirements, (s)he is not eligible to receive unemployment benefits until the able and available requirements are again met.
This disqualification is applicable when there is no employment relationship currently affected, but the claimant's availability for potential employment is reduced by the work restrictions.
This disqualification is also applicable when a claimant's work is suspended or terminated because of work restrictions, or when a claimant is on a leave of absence. However, a partial benefit payment may be payable in the first week of a leave or the week the termination or suspension occurred if the employee misses 16 hours of work or less in that week. Be prepared to provide the starting and ending dates of the suspension, termination or leave, the date the claimant returned to work (if applicable), the amount of wages that could have been earned and the number of hours missed in the first week had the separation not occurred, and the amount of wages or other types of remuneration earned and the number of hours worked or paid in the first week of the suspension, termination or leave.
If the employee is able to work and available for work on the general labor market, there is no disqualification even though the employee can no longer work for you.
Note: If you have an individual working for you who misses work during a given week, the issue is usually resolved under the "work available" statute. See work available provision.
A student is generally considered unavailable for work while attending school, however there can be exceptions. A student attending a night course who is still available for full-time day shift work would normally be able and available for work. The law also makes an exception for someone who is in "approved training" [Section 108.04(16)]. Approved training is training through a vocational school or a school offering vocational training that has been approved by the department. Attendance at a college or university is not normally considered approved training.
Wages and Other Income
Section 108.05(3)(a), (4) & (5)
When it is not clear or there is a dispute as to whether a payment should be considered benefit year wages, or when wages or other types of income are not reported by the claimant on a weekly certification for a benefit payment, an investigation is conducted. The department will issue a determination to establish whether or not the payment is to be considered wages and if so, what effect the wages have on the amount of benefits payable. (See Part 6 for detailed information about the definition of benefit year wages.)
If the investigation involves the claimant's failure to report the wages or payment, an investigation as to whether or not the claimant concealed the wages/pay is also conducted. (See Part 8 for more information about Fraudulent Claims.)
Waiting Week
Section 108.02(26m) and 108.04(3)
Wisconsin has a waiting week for Unemployment Insurance benefits. For every new benefit year, no benefits are payable for the first week a claimant would otherwise be eligible for benefits.
Walking off the Job
Work Available with Current Employer
Work available generally applies to the claimant who is filing claims for partial unemployment benefits while working for an employer and who misses work during a week (for example, absence during the week due to illness or personal business).
For this provision to be applied, the claimant must have received actual or implied notice of the work that could have been performed. An employee with a regular work schedule has sufficient notice of available work. "Due notice" for an employee whose schedule changes from week to week may or may not be satisfied, depending on when the schedule is received and the circumstances involved for the absence.
When a decision is made that the claimant had due notice of additional work in a week, the additional gross wages the claimant could have earned are added to actual gross wages earned and other pay received for the week when determining the amount of partial unemployment benefits payable for the week.
No benefits are payable for any week in which a claimant earns wages, misses wages by missing work, and/or receives or will receive holiday, vacation, dismissal, sick pay, bonus pay, back pay or temporary total or temporary partial disability payments exceeding $500 in the week.
Work Search
Section 108.04(2)(a) & DWD 127
Some claimants are not required to look for work because one of the waiver provisions applies to their claim. The most common waiver provisions are listed in Part 3.
A claimant must conduct four work search actions each week to satisfy the work search requirements.
A claimant required to look for work is asked to certify each week on the weekly certification for a payment. (S)he must answer a question regarding whether (s)he performed at least four work search actions in the week. If the claimant did not, (s)he is expected to answer "no" to this question. When a claimant answers "no" to this question, the department conducts an investigation.
The department can initiate an investigation regarding the claimant's work search efforts at any time.
A claimant who is required to conduct work search actions but fails to do so is ineligible for benefits for the week(s) in which such failure occurred.
Work Search and Temporary Help Companies
If a claimant worked for a temporary help company, (s)he may be required to contact the company for an assignment as one of the required four work search actions each week to satisfy the work search requirements.
The department will initiate an investigation regarding the claimant's failure to contact a temporary help company for an assignment if the temporary help company notifies the department of the issue, in writing, within 10 days after the week in which the claimant failed to contact it for an assignment.
A claimant who is required to contact a temporary help company for an assignment as part of his or her work search requirement but fails to do so is ineligible for benefits for the week(s) in which such failure occurred.
Updated: June 10, 2019


text:
I saved each and every chat, each and every email, each and every message, photo, everything.
I knew our story was just so special it deserved to be written!
But life happens, so I never got around to write that book, until I discovered Heritage Makers, and I was given the chance to finally write our Love Story.
That was my very first book, and I created it when the Studio software was ages behind what it is now, so please forgive the design! Here it is:
One last thing:
I love you Chris!!!!


text:
Violet Jan 29, 1904-Oct 19, 1985
Harvey Aug 27, 1901-Mar 30, 1993
Contributed on 11/11/13 by conger_chris
Email This Contributor
Record #: 29202
Thank you for visiting the Oklahoma Gravestone Photo Project. On this site you can upload gravestone photos, locate ancestors and perform genealogy research. If you have a relative buried in Oklahoma, we encourage you to upload a digital image using our Submit a Photo page. Contributing to this genealogy archive helps family historians and genealogy researchers locate their relatives and complete their family tree.
Submitted: 11/11/13 • Approved: 11/12/13 • Last Updated: 4/14/18 • R29202-G29201-S3


text:
Researchers analyze blacklist data to help identify bad actors on the Internet
The Internet can be a dangerous place. But like any large community, some neighborhoods are more dangerous than others. Researchers from the Oak Ridge National Laboratory and Indiana University have developed a technique they say could help identify where the bad actors are hanging out.
"Malicious activity is not necessarily evenly distributed across the Internet," they write in a paper describing their initial work. "This analysis shows that there are dense clusters of malicious activity in the Internet."
The researchers performed statistical analysis of IP addresses contained in blacklists commonly used for filtering and blocking malicious activity to see if they could identify Internet service providers, hosting services or other autonomous systems as having a disproportionate share of them. That could help ISPs and other organizations evaluate their own condition and others' and then make decisions about prioritizing traffic.
"We wanted to be able to say if a particular network is dong a good job of cleaning up its machines," said Craig Shue, cybersecurity research scientist at the Oak Ridge National Laboratory's Computational Sciences and Engineering Division.
They found that not only were some doing a poor job of cyber hygiene but also a few appeared to be overtly malicious. "We found four spectacularly bad ISPs that were big blips on the radar," he said.
Shue, along with Andrew Kalafut and Minaxi Gupta of Indiana University's School of Informatics and Computing, are presenting the results of their research at the IEEE Infocom conference in San Diego.
In a few cases, autonomous systems responsible for malicious activity have been cut off or shut down, such as Atrivo, McColo and Pricewert Networks. But generally, "ISPs have never had any motivation to clean up their acts," Shue said.
He and his collaborators used data from 12 common blacklist services on millions of IP addresses associated with spam, phishing, malware and botnet activities. When possible, host names were resolved to IP addresses and the addresses associated with particular systems. The researchers then evaluated the data to determine the percentage of a system's addresses that were blacklisted and the percentage of a blacklist that a system hosted.
"Very few had more than 0.5 percent bad addresses," Shue said. "The ones that have more than that jump to the top." Some autonomous systems have more than 80 percent of their routable IP address space blacklisted, and others account for large fractions between 50 and 80 percent of their addresses blacklisted.
Three U.S.-based hosting providers accounted for more than 6 percent of at least one of the blacklists, a disproportionately large percentage for the size of the systems.
"This indicates that some [autonomous systems] have either too lax a security policy or may be intentionally harboring cyber crime," the researchers conclude in their paper.
Despite the results, traffic cannot simply be declared malicious solely because it originated from one of the systems with a high degree of maliciousness, and it is too early to identify the bad actors, Shue said.
"We have a little difficulty with naming names," he said, because of liability and the preliminary nature of the work. He said the quality of the blacklist data the work was based on is a concern because there are few industry standards for compiling and maintaining the lists. There are often no provisions for removing addresses from a blacklist once they appear, so the largest lists might contain data that is no longer accurate.
One of the next steps for the researchers is to evaluate the quality of blacklist data, Shue said.
About the Author
William Jackson is a Maryland-based freelance writer.
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text:
Next Gallery
Pictures: A Feast Of Art In The BerkshiresA summertime drive to the Berkshires lets you feast on art by Picasso, Frankenthaler, Warhol, Rockwell, Grandma Moses, Sol LeWitt on display at museums in Massachusetts' mountainous region.
Day Trips In ConnecticutWhether you're looking for a day trip that's adventurous, educational or recreational, Connecticut can accommodate. Here is just a few.
Featured Photos
- Courant hosts local culinary experts for panel and pizzaExperts of Hartford's food-service and culinary industries gathered at the Hartford Courant Wednesday night for a panel discussion on what it takes to make it in Connecticut food-service arenas. Panelists, who spoke to about 30 Courant readers, were Xavier Santiago, executive chef at Carbone's Prime in Rocky Hill; Jillian and Joshua Moskites, owners of the Whey Station food truck and Whey Station(ary) restaurant in Middletown; and Joe Ploof, co-founder of Hanging Hills Brewery in Hartford.
- Beyond Words GalaThe Hartford Public Library hosted its annual Beyond Words Gala Nov. 20 at the Hartford Marriott Downtown. This year author Reyna Grande was the featured guest speaker.
- Milner Middle School students package 20,000 mealsAround 70 Milner Middle School students took part an event for World Children's Day, in which they helped prepare 20,000 meals and learn about what they can do to help end hunger locally and globally through partnerships with Cigna and WE Charities at Milner Middle School Wednesday, Nov. 20, 2019, in Hartford. The meals are made up of four ingredients: salt, dehydrated veggies, rice and dried lentils. Ten percent (2,000) of the meals will be distributed at Hartford schools, including Wish, SAND and McDonough.
- "Turkey Tuesday" in Hartford"Turkey Tuesday," as part of Foodshare's holiday drive season, encouraged community members and leaders to make donations of turkeys, non-perishable food items or monetary gifts, reaching toward the goal to help as many community members and neighbors in need this holiday season and throughout the year.
- Open Studios HartfordArtists welcome community members into their spaces to talk about and experience their work as part of the Open Studios Hartford event Saturday, Nov. 16, 2019, at various locations in the north end of Hartford and greater-Hartford area.
- Class L boys soccer quarterfinals: Bristol Eastern vs. Guilford.Guilford took the win of the Class L boys soccer quarterfinals against Bristol Eastern in a last second-winning goal Friday, Nov. 15, 2019, at Bristol Eastern High School in Bristol.
- Photos: UConn men vs. St. Joseph'sMen's UConn Huskies takes on St. Joseph's University Wednesday Nov. 13, 2019, at Gampel Pavilion in Storrs.


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elliptic cohomology, tmf, string theory
fiber ∞-bundle, principal ∞-bundle, associated ∞-bundle,
group cohomology, nonabelian group cohomology, Lie group cohomology
cohomology with constant coefficients / with a local system of coefficients
differential cohomology
An elliptic cohomology theory is a type of generalized (Eilenberg-Steenrod) cohomology theory associated with the datum of an elliptic curve.
Even (weakly) periodic multiplicative generalized (Eilenberg-Steenrod) cohomology theories are characterized by the formal group whose ring of functions is the cohomology ring of evaluated on the complex projective space and whose group product is induced from the canonical morphism that describes the tensor product of complex line bundles under the identification .
There are precisely three types of such formal group laws:
the simple additive group structure – this corresponds to standard integral cohomology given by the Eilenberg-MacLane spectrum;
the multiplicative group that corresponds to complex K-theory
the formal group law on elliptic curve.
An elliptic cohomology theory is an even periodic multiplicative generalized (Eilenberg-Steenrod) cohomology theory whose corresponding formal group is an elliptic curve, hence which is represented by an elliptic spectrum.
e.g. Lurie, def. 1.2, see also at elliptic spectrum
Then Goerss-Hopkins-Miller-Lurie theorem shows that the assignment of generalized (Eilenberg-Steenrod) cohomology theories to elliptic curves lifts to an assignment of representing spectra in a structure preserving way.
The homotopy limit of this assignment functor, i.e. the "gluing" of all spectra representing all elliptic cohomology theories is the spectrum that represents the cohomology theory called tmf.
A properly developed theory of elliptic cohomology is likely to shed some light on what string theory really means. (Witten 87, very last sentence)
The following is rough material originating from notes taken live (and long ago), to be polished. See also at elliptic genus and Witten genus
Some topological invariants of manifolds that are of interest:
we restricted attention to closed connected smooth manifolds
takes all values in
is the obstruction to the existence of a nowhere vanishing vector field on :
this is the obstruction to being cobordant to a fiber bundle over the circle:
is bordant to a fiber bundle over precisely if
when has a spin structure
the index of the Dirac operator :
theorem (Gromov-Lawson / Stolz) let and
then admits a Riemannian metric of positive scalar curvature precisely when
These invariants share the following properties:
they are additive under disjoint union of manifolds
they are multiplicative under cartesian product of manifolds
all vanish when is a boundary, , which means that is cobordant to the empty manifold .
in other words, these invariants are genera, namely ring homomorphisms
form the cobordism ring to some commutative ring
good genera are those which reflect geometric properties of .
now for a topological space consider the cobordism ring over :
where addition and multiplication are again given by disjoint union and cartesian product.
this assignment of rings to topological spaces is a generalized homology theory: cobordism homology theory
question given a genus , can we find a homology theory with its homology ring over the point and such that it all fits into a natural diagram
This would be a parameterized extension of .
Now let be a closed manifold.
consider (on the right an Eilenberg-MacLane space) which is the classifying map for the universal cover
then consider
theorem (Julia Weber)
take the Euler characteristic mod 2,
for smooth we have then:
theorem (Minalta)
something analogous for signature genus
this is the Novikov higher signature
now the same for the -genus
now towards elliptic genera: recall the notion of string structure of a manifold : a lift of the structure map through the 4th connected universal cover :
so consider String manifolds and the bordism ring of String manifold, let be the ring of integral modular forms, then there is a genus – the Witten genus –
where is surjective
conjecture (Stolz conjecture)
If a String manifold has a positive Ricci curvature metric, then the Witten genus vanishes.
The attempted "Proof" of this is the motivation for the Stolz-Teichner-program for geometric models for elliptic cohomology:
"Proof" If is String, then the loop space is has spin structure, so if has positive Ricci curvature the has positive scalar curvature which implies by the above that which by the index formula is the Witten genus.
The analog of the orbit method with equivariant K-theory replaced by equivariant elliptic cohomology yields (aspects of) the representation theory of loop groups. (Ganter 12)
|chromatic level
|complex oriented cohomology theory
|E-∞ ring/A-∞ ring
|real oriented cohomology theory
|ordinary cohomology
|Eilenberg-MacLane spectrum
|0th Morava K-theory
|complex K-theory
|complex K-theory spectrum
|first Morava K-theory
|first Morava E-theory
|elliptic cohomology
|elliptic spectrum
|second Morava K-theory
|second Morava E-theory
|algebraic K-theory of KU
|3 …10
|K3 cohomology
|K3 spectrum
|th Morava K-theory
|th Morava E-theory
|algebraic K-theory applied to chrom. level
|(red-shift conjecture)
|complex cobordism cohomology
SO orientation of elliptic cohomology, spin orientation of elliptic cohomology
moduli spaces of line n-bundles with connection on -dimensional
|Calabi-Yau n-fold
|line n-bundle
|moduli of line n-bundles
|moduli of flat/degree-0 n-bundles
|Artin-Mazur formal group of deformation moduli of line n-bundles
|complex oriented cohomology theory
|modular functor/self-dual higher gauge theory of higher dimensional Chern-Simons theory
|unit in structure sheaf
|multiplicative group/group of units
|formal multiplicative group
|complex K-theory
|elliptic curve
|line bundle
|Picard group/Picard scheme
|formal Picard group
|elliptic cohomology
|3d Chern-Simons theory/WZW model
|K3 surface
|line 2-bundle
|Brauer group
|intermediate Jacobian
|formal Brauer group
|K3 cohomology
|Calabi-Yau 3-fold
|line 3-bundle
|intermediate Jacobian
|CY3 cohomology
|7d Chern-Simons theory/M5-brane
|intermediate Jacobian
The concept of elliptic cohomology originates around
motivated by Serge Ochanine's concept of elliptic genus and by Edward Witten's QFT/string theoretic explanation of the Ochanine genus and of the Witten genus (as the partition functions of the type II superstring and the heterotic superstring, respectively).
Accounts include
The concept of an elliptic spectrum representing an elliptic cohomology theory is due to
Modern accounts of (equivariant) elliptic cohomology in terms of stable homotopy theory include
David Gepner, Homotopy topoi and equivariant elliptic cohomology, 2005
Jacob Lurie, Elliptic Cohomology I: spectral abelian varieties, 2018. 141pp (pdf)
Jacob Lurie, Elliptic Cohomology II: Orientations, 2018. 288pp (pdf)
Jacob Lurie, Elliptic Cohomology III: Tempered Cohomology, 2019. 286pp (pdf)
Jacob Lurie, Elliptic Cohomology IV: Equivariant elliptic cohomology, to appear.
Further discussion of equivariant elliptic cohomology and the relation to loop group representation theory is in
Surveys include
Discussion of generalization to higher chromatic homotopy theory is discussed in
Douglas Ravenel, Toward higher chromatic analogs of elliptic cohomology pdf
Douglas Ravenel, Toward higher chromatic analogs of elliptic cohomology II, Homology, Homotopy and Applications, vol. 10(1), 2008, pp.1{36 (pdf, pdf slides)
The elliptic genus and Witten genus were understood as the large volume limit of the partition function of the superstring in
The following reference discuss aspects of the construction of elliptic cohomology / tmf in terms of quantum field theory. See also at Witten genus.
P Hu, Igor Kriz, Conformal field theory and elliptic cohomology, Advances in Mathematics, Volume 189, Issue 2, 20 December 2004, Pages 325–412 (pdf)
Igor Kriz, Hisham Sati, M-theory, type IIA superstrings, and elliptic cohomology, Adv. Theor. Math. Phys. 8 (2004), no. 2, 345–394 (Euclid, arXiv:hep-th/0404013)
A proposal for a construction via FQFT is discussed at
The case of elliptic cohomology associated with the Tate curve is discussed in
Last revised on April 23, 2019 at 05:34:55. See the history of this page for a list of all contributions to it.