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subset: commoncrawl


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Some police officers across Minnesota are going through training on how to identify veterans in crisis.
The training is meant to help officers recognize and offer support for a growing number of returning war veterans who have post-traumatic stress disorder or a traumatic brain injury.
Officers from St. Paul, Minneapolis and Richfield police departments as well as University of Minnesota and Metro Transit officers took part in the training. Minnesota has the distinction of being home to the longest deployed national guard unit in the country.
Baker is a defense attorney who co-teaches a class called, "De-escalation Strategies for Minnesota Veterans in Crisis." He tells officers what to look for, like combat badges, bumper stickers or clothing that helps identify a person as a veteran.
"What we want is to understand that this is a veteran, and if it's a veteran crisis, how do we get them to treatment," Baker said.
Officers from the St. Paul Police Department took part in the training, too.
"It's a new item in our bet that we will be able to use and hopefully use less force," St. Paul Police Sgt. Paul Paulos said.
Sgt. Paulos says it's not a free pass for veterans, but a tool that can be used to get them the help they need.
Source: CBS Minnesota.


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Police yesterday launched an investigation into an incident where a group of persons participating in the Paada Yathra has allegedly attacked an ambulance and damaged the vehicle near the Peradeniya police station. The road leading to Kandy had been blocked by the people participating in the Pada Yatra opposite the Rajapavonaramaya temple in Getambe.
The vehicle came under attack as the driver switched on its sirens to disperse the crowd blocking the road. The crowd enraged by the sounds of the sirens, asked the driver as to why he switched on sirens , when there was no patient in the ambulance. They later attacked the vehicle.
The side mirrors of the ambulance were damaged after this group of persons allegedly attacked the vehicle. This ambulance belonging to a private hospital in Kandy was bound for the Peradeniya Teaching Hospital to remove a patient , when the incident occurred. Police investigations commenced after the driver and the assistant of the ambulance made the complaint.


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In the latest trading session, Zynga (ZNGA) closed at $6.07, marking no change from the previous day. This change lagged the S&P 500's daily gain of 0.95%. Elsewhere, the Dow gained 0.94%, while the tech-heavy Nasdaq added 0.8%.
Coming into today, shares of the maker of "FarmVille" and other online games had lost 2.25% in the past month. In that same time, the Consumer Discretionary sector gained 1.89%, while the S&P 500 gained 2.47%.
Investors will be hoping for strength from ZNGA as it approaches its next earnings release. On that day, ZNGA is projected to report earnings of $0.05 per share, which would represent year-over-year growth of 150%. Meanwhile, the Zacks Consensus Estimate for revenue is projecting net sales of $361.57 million, up 54.56% from the year-ago period.
ZNGA's full-year Zacks Consensus Estimates are calling for earnings of $0.22 per share and revenue of $1.46 billion. These results would represent year-over-year changes of +175% and +50.62%, respectively.
Any recent changes to analyst estimates for ZNGA should also be noted by investors. These revisions help to show the ever-changing nature of near-term business trends. As such, positive estimate revisions reflect analyst optimism about the company's business and profitability.
Based on our research, we believe these estimate revisions are directly related to near-team stock moves. We developed the Zacks Rank to capitalize on this phenomenon. Our system takes these estimate changes into account and delivers a clear, actionable rating model.
The Zacks Rank system ranges from #1 (Strong Buy) to #5 (Strong Sell). It has a remarkable, outside-audited track record of success, with #1 stocks delivering an average annual return of +25% since 1988. Within the past 30 days, our consensus EPS projection has moved 6.67% lower. ZNGA currently has a Zacks Rank of #3 (Hold).
Digging into valuation, ZNGA currently has a Forward P/E ratio of 27.59. This valuation marks a premium compared to its industry's average Forward P/E of 21.78.
Investors should also note that ZNGA has a PEG ratio of 1.84 right now. This popular metric is similar to the widely-known P/E ratio, with the difference being that the PEG ratio also takes into account the company's expected earnings growth rate. The Gaming industry currently had an average PEG ratio of 1.32 as of yesterday's close.
The Gaming industry is part of the Consumer Discretionary sector. This industry currently has a Zacks Industry Rank of 177, which puts it in the bottom 31% of all 250+ industries.
The Zacks Industry Rank gauges the strength of our industry groups by measuring the average Zacks Rank of the individual stocks within the groups. Our research shows that the top 50% rated industries outperform the bottom half by a factor of 2 to 1.
Make sure to utilize Zacks. Com to follow all of these stock-moving metrics, and more, in the coming trading sessions.
Want the latest recommendations from Zacks Investment Research? Today, you can download 7 Best Stocks for the Next 30 Days. Click to get this free report
Zynga Inc. (ZNGA) : Free Stock Analysis Report
To read this article on Zacks.com click here.
Zacks Investment Research


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11. Looker $103M
Round: Series E
Description: Santa Cruz-based Looker is a software company employing business intelligence to make data accessible to organizations and data analysts. Founded in 2011 by Ben Porterfield, Lloyd Tabb, and Marc Randolph, Looker has now raised a total of $280.5M in reported equity funding over seven rounds. Major investors in the company include CapitalG, Goldman Sachs, Kleiner Perkins, Redpoint, Sapphire Ventures.
Industry: Analytics, Business Intelligence, Data Visualization, Enterprise Software
Total equity funding raised: $280.5M
The TechWatch Media Group audience is driving progress and innovation at a global scale. With its regional media properties, TechWatch Media Group is the highway for technology and entrepreneurship. There are a number of options to reach this audience of the world's most innovative organizations and startups at scale including sponsoring a piece like this, which will be read by the vast majority of key influencers in the entrepreneurial universe. Find out more here.


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CaterSafe is an established, Irish owned company, offering the complete solution for all your cleaning, hygiene, laundry and janitorial needs. We supply a comprehensive range of reputable products at keen prices to meet all your cleaning and detergent needs.
Serving a wide range of customers in the following sectors: Hospitals & Nursing Homes, Schools & Colleges, Bars & Restaurants, Commercial and Institutional Catering, Hotels & Hospitality, OPL & Commercial Laundries.


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Erin Ridge North Parks Enhancement
About the Project
Erin Ridge North is a growing community on the north side of St. Albert and contains parks that were constructed by the neighbourhood developer. The City is now prepared to complete development of Coal Mine Park in 2019.
Public Participation
An open house took place in the fall of 2017 and residents who attended were able to look at the following sites and give feedback:
- Amenities surrounding Edgewater Storm Water Management Facility
- Amenities surrounding Element Storm Water Management Facility
- Coal Mine Park
- Everitt Park
- Future planning and feedback for park space in Erin Ridge North Phase 2 (north of Neil Ross Road)
In addition, an online survey was made available in December 2017 to collect further feedback on the park enhancements. Through the survey, residents could view the open house information package and give their feedback.
Through the collection of feedback, a master plan for Erin Ridge North was completed, which includes a summary of feedback from the public engagement activities. The following will occur now that public engagement is complete:
- Construction of Everitt Park was completed in 2018.
- Detailed design was completed on Edgewater Storm Water Management Facility, Element Storm Water Management Facility, and Coal Mine Parks through 2018.
- Construction of Coal Mine Park was completed in 2020.
- Construction of Edgewater and Element is pending Council approval.
View the Erin Ridge North Final Report (11.4 MB)
View the Coal Mine Park Design Concept
Last edited: July 23, 2020


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I need perhaps
12 18 24 consecutive hours of sleep… To refuel. I am running on fumes. I tend to joke that sleep is for the weak.. and right now I am pretty yawn, excuse me… weak.
My mornings begin at 03:30. Although this morning I fudged and hit the snooze button. This insanity began with my desire to impress my new hubby, getting up before him and cooking breakfast. Well, here it is ten beautiful years later and I don't have the heart to stop taking care of him now just because I am tired.
This was such an easy task when he went in to the office at 08:00. Now that he is leaving for work at 04:30 it is becoming a labor of love.
I realized this morning that I am sliding, when sitting on the potty at 03:45, I freaked out momentarily because the room was suddenly dark. Then it dawned on me that I had closed my eyes. Yes, that sounds retarded… but, a brain running on very little sleep plays wicked games.
I wrote the following a while back when I was in a similar state:
"Draining a 100 Gallon Fish Tank in Less than 5 Minutes"
"101 Reasons for Having the Floors Cleaned"
Have you ever reached the sleep deprivation point, where you have no idea if you are coming or going?
I walked into the kitchen to grab an apple, but by the time I reached the kitchen I stared blankly at the oven. Am I supposed to start dinner? Yes, that must be why I am in the kitchen.
I walked to the fridge, opened the door and stared blankly at the milk. I wonder for a moment about the expiration date. Gosh, I need to clean the fridge. Yes, that must be why I am in the kitchen.
I begin pulling out the cold cuts. Turkey and Swiss on rye sounds great! Darn, we are out of spicy brown mustard. I need to run to the store and get a bottle. I need to make a grocery list. Yes, that must be why I am in the kitchen.
Dang, those apples look good. I think I will have one. Wait, didn't I just have an apple?
Oh yes, put apple sauce on the list. I want to make apple sauce pancakes this weekend. Speaking of pancakes, did I reserve the Rockport Cabin? (don't ask how I can get Rockport from pancakes … something to do with log cabin syrup maybe?)
OK…. This is all hurting my head.
I need to forget about all these stressful issues and just clean the fish tank. (see, I was going some where with this)
I got out the buckets, the vacuum, the clean filters…
Hmmmm… Have I changed out the filters on the A/C lately?
Sorry fish. I will be right back.
On the way back I grabbed an apple because they look so good. I sat down in front of the aquarium and watched the fish while I FINALLY ate the apple.
Recharged with food, I began the task at hand (just not sure what it is)
Oh yes… Buckets and filters are out for a reason. DOH
I vacuumed the rocks and added fresh water. I am ASSUMING I added chemicals to the water as no fish have killed over yet.
Then I began the dubious task of changing out the filters. It is not such a hard task. I have a sweet Ocean Clear canister pump. They claim it pumps 800 to 1600 GPM (seems high… but my floors tend to agree with the claim)
All I need to do is shut off the valves on the hoses. It is easy, slide the levers into the vertical position. One does not need special training nor a degree to run it.
I was awake enough to do this. I lifted the lid to the canister, changed the filters, and cleaned it out.
This is where my brain should have been in tune with what my hands were about to do. This is the point that I would have said, "Don't even think of doing it!"
Unfortunately, my brain was not in gear and my hands took over….
I looked at the hose, (the same hose that I had closed) and decided it needed cleaned as well. The pump was off. What could go wrong?
Simple law of irrigation… a 3/4 inch hose, which is full of water, One end in the tank – one end hooked to the pump. Even with the pump turned off, removing the end of the hose which is attached to the canister is just dumb.
As water was shooting out all over me and the floor, I sat back and began laughing hysterically. Seriously, who would do something so dumb.
Slowly my brain began to engage and I pushed my palm into the end of the hose. I am sure this only lasted a few seconds… But, I had quite a bit of water on the floor.
Holding the hose firmly, I had to push it back into the fitting. Picture in your mind, attaching a water sprinkler to the hose with the hose running.
At this point, I was wondering… "Did I add apples to the grocery list?"


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Commentary for Watford clashUnable to join the 20,000+ expected supporters at Madejski Stadium on Saturday for our Sky Bet Championship game with Watford? Well, you can listen live on Reading FC Player!
Join us from 1pm on Saturday afternoon, and catch all the build up to the game with Ady Williams, Mick Gooding and Tim Dellor - who will then take you through every pass, shot and goal from the match with the Hornets.
If you're not yet part of Player, then you can sign up today by clicking here! It's just 10p a day, it's not just live commentary from every single Royals match that you get.
Right now on Player, we have exclusive footage from our first team and also our next generation....
First team
- Extended highlights from 1-1 draw with Bolton
- Showboat skills video from Bolton game
- Goal Cam from the Reebok Stadium
- Fan Cam for Nick Blackman's penalty
Under 21s
- U21s Extended Highlights from 4-2 win over Newcastle
- U21s Goal Cam
- U21s Showboat skills video
And for a taster, watch the free video below of our youngsters displaying their tricks and flicks during their win over the Toon...


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This theme is a Twenty ten Weaver style. You need to be using the latest version of 2010 Weaver to use this style. (currently 1.6 beta 6) It's made to match Fluxbb and is what this site currently uses.
Here's a few screenshots of areas my own site doesn't display (or just in case I decide to change styles)
The RSS and Twitter icons in the header are included, please place them on your own server and link to them in advanced options
Add this code to the "Post-Header Code" area in advanced options (changing the urls to match yours)

The CSS for them is already included.
The theme was made to have the header image hidden, but it looks fine with it active as well. I tried to remove all the extra CSS code I use for my own site, it shouldn't have any effect on your site if I missed anything though.
Download Here FluxBB Weaver Style (58)


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This event has been marked mature level 1 due to the following, "blow".
Kazum & Como No! and Romani In UK in association with EUROPALIA ARTS FESTIVAL ROMANIA present The world's fastest, hardest Balkan brass band, FANFARE CIOCǍRLIA in a Balkan Gypsy double bill with the world premiere of sizzling electro-Gypsy project TARAF DE IMPEX, featuring founding members of legends Taraf de Haidouks.FANFARE CIOCǍRLIA Fanfare's energy is infectious, their horns are blistering and their performance will blow you out of this world. Hailing from a small village, Zece Prăjini, in the east of Romania near Moldova, Fanfare have toured the world extensively for over twenty years and their recordings have taken their Gypsy groove to festivals and dance clubs across the planet, raw and remixed; they were commissioned by Sacha Baron Cohen to cut biker anthem Born To Be Wild for the Borat soundtrack, and their music has appeared on TV ads such as Guinness' Black Paint and Ikea's Happy to Bed. Ciocărlia means 'lark', and their agility, breakneck speed, technical chops, ripping rhythms and heavy horns mean this will be the best party in London. The energy goes round in a figure of eight – out from the band into the audience who are jumping, waving, snogging and back into the band, who drive it to further frenzy…" Evening Standard "One of the finest live acts on Earth." All About Jazz "A feast of Balkan blues and high-octane gypsy brass funk." Rhythm Passport TARAF DE IMPEXHaidouks are back! After over three decades of touring the world, founding members of the jaw-droppingly fast Taraf de Haidouks (now known as Taraf de Caliu) are back in a brand new culture-clash outfit with leading figures from Romania's underground music scene. The legendary 'Lautari' musicians from the Gypsy village of Clejani west of Bucharest encounter and create something new with the eclectic and electric Impex project, which brings together musicians from electronic acts such as Steaua De Mare, Plevna, Zveena, Zebre and PC Harem, associated with Impex Studios in Bucharest. Six Haidouks and seven Impex blend tradition and contemporary music culture in a project that aims to stay true to the original spirit whilst making sparks fly. A humongous Romanian Gypsy double bill, the likes of which you will have never experienced before, that will keep you dancing for the rest of the year! This is the World Premiere performance of Taraf de Impex and is specially commissioned by Brussels-based EUROPALIA ARTS FESTIVAL ROMANIA 2019. Europalia is a biennial and international multi-arts festival that has been running since the 1960s and which aims to share the best of traditional and cutting-edge contemporary culture across Europe. See www.europalia.eu for the full Europe-wide programme. See www.kazum.co.uk for other London events in the EUROPALIA series. Age restriction: 14+ Under 16s with an adult#Festival #Music #Balkans #London
Categories: Concerts & Tour Dates | Festivals
Bicep Afterparty with Bicep...
Lost Frequencies London
Ghostemane London
Idlewild London
Funeral for a Friend London
Men I Trust London
Boston Manor London
Tricky London
Mayra Andrade
Maikel Blanco Y Su Salsa Ma...
Boris Brejcha in Concert
Booka Shade London
Sorry, you missed FANFARE CIOCARLIA + TARAF D... at Electric Brixton.
Demand that Electric Brixton gets added to the next tour!Demand it!
Sorry, you missed FANFARE CIOCARLIA + TARAF D... at Electric Brixton.
Demand that Brixton gets added to the next tour!Demand it!
You missed FANFARE CIOCARLIA + TARAF D... at Electric Brixton.
We're generating custom event recommendations for you based on FANFARE CIOCARLIA + TARAF D... right now!


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1. Please give an overview of your role and what this involves on a day-to-day basis:
Systems/Software Apprentice. Installing and upgrading software, testing software for functionality, currently invovled in an innovation challenge, taking a leading role. interact with managers every day
2. Have you learnt any new skills or developed existing skills?
Some programming language skills, developed standard computer skills further. Currently in college increasing my knowledge
3. To what extent do you enjoy your programme?
I enjoy this programme a lot, friendly people, ask any questions, meets and exceeds my expectations
4. How valued do you feel by Thales?
Feel valued by manager, feel valued by team, involved in projects and tasks that need to be completed
5. How well organised/structured is your programme?
Quite organised, support from team and main manager, delegation of tasks each day
6a. How much support do you receive from your training provider?
Not as much as I would like, but I do get support
6b. How much support do you receive from your employer?
Get checked up on regularly, meetings once a week with my manager to see how I am doing, as well as guidance and support in areas outside of work
7. How well does your salary/package meet your costs?
Living costs are find, travel costs are ok, daily costs are fine, social costs are too high, and location is ok
8. Are there many opportunities outside of work?
Company and apprenticeship events are organised each year, with lots of opportunities arising. When I wasn't working here, I worked in retail
9. Would you recommend Thales to a friend?
9b. Why?
Good salary, good people to work with, guidance and support given when needed
10. What tips or advice would you give to others applying to Thales?
Work hard, be organised, ask questions if you don't know the answer


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Tarantulas have a reputation that precedes them—terrifying, fast, hairy, scary. This winter you can see the biggest, baddest and most fearsome of all spiders in Tarantulas: Alive and Up Close, opening Jan. 30 at the Academy of Natural Sciences of Drexel University
Visitors will come face-to-face with a wide array of live tarantulas—fangs and all. Interactive activities highlight the unique attributes of some of the 900 known species of tarantulas. These eight-legged giants of the spider world live in diverse habitats around the world, from the tallest rainforest treetops to deep underground in the most arid deserts.
Tarantulas takes visitors on a journey of scientific discovery, presenting tarantulas in a new light. Among the species that will be on display are the goliath bird-eating tarantula (the largest of all tarantulas), the rare green bottle blue tarantula, and the Indian ornamental tarantula, a species troubled by loss of habitat. And each will have a unique story to tell.
"Seeing the biggest spider in the world just a couple of inches from my nose when I first toured the exhibit was an experience I will NEVER forget," said Academy Exhibits Director Jennifer Sontchi. "This exhibit will be an eye-opener for many reasons."
Visitors to Tarantulas can:
- Experience an air current and discover why tarantulas are so hairy.
- Climb a kid-size tarantula burrow and get their photo taken.
- Play the "Name That Tarantula" game.
- Explore where tarantulas live with the "Tarantulas of the World" interactive map. And more!
Tarantulas: Alive and Up Close will be on view January 30 through May 30, 2016.


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Happy 10th anniversary Opportunity!
Ten years ago, on Jan. 24, 2004, the Opportunity rover landed on a flat plain in the southern highlands of the planet Mars and rolled into an impact crater scientists didn't even know existed. In honor of the rover's 10th anniversary, Ray Arvidson, PhD, deputy principal investigator of the rover mission, recently took an audience on a whirlwind tour of the rover's decade-long adventures and discoveries.


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Ravensong Aquatic Centre
Ravensong Aquatic Centre
Ravensong Aquatic Centre is an award winning facility located in picturesque Qualicum Beach Community Park. The fully accessible centre operated by the Regional District of Nanaimo hosts aquatic programs including swimming lessons, leadership programs, and community events and is the home pool for local swim clubs.
The Aquatic Centre includes:
- Main pool with competitive, 25-metre Olympic short course
- Leisure pool with zero-depth entry
- Hot tub, sauna, Finnish steam room and four family change rooms
View the drop-in swim schedule.
For further information about current programs and events, pick up the latest Active Living Guide throughout the Regional District.


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Good Code, Ugly Code, Open Code
And talking of 0.01 code and self-deprecation:
I have released AjaxLife's (very ugly and hackish) code under the revised BSD license. :D
You can find it at http://code.google.com/p/ajaxlife/. As it says, the code is messy. But eh.
That's what you get when you throw something together over the weekend in a language you don't know. And for added fun, part of the code was lost at some point (file corruption) and had to be recovered by decompiling. So, as I said. Ugly code. :p
Well done
Linus, er, Katharine.


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The 28 Degrees Mastercard from GE Finance Australia is marketed as being a great card for travelers. There are no ATM fees (unless the bank of the ATM you are at chooses to charge you, but I didn't have this problem) and no currency conversion fees. The interest rate is ridiculously high but if you pay it off in a timely manner then it's fine. There is easy online access to your account, electronic statements and you can Bpay payments onto the card.
Unfortunately, I had some problems from the start as GE issued a card that didn't work with a PIN in stores, so I was always signing for it. It wasn't a big deal, it just delayed the time I was in shops because it took ages to connect. I got an email from GE saying there was a bad batch of cards that had gone out and they were sending out new ones. I rang to check that they were sending it to Budapest and the girl assured me they were. I had updated my address online to Budapest within 2 days of arriving here, and received the email about the dodgy cards about 2 weeks after that.
Unfortunately, GE sent my replacement card to Melbourne, which got 'returned' (I have a mail redirection though…?), which in turn was cancelled for security reasons, and subsequently the current card here with me was cancelled too. No one could explain this except to say it was a 'computer glitch'.
When I rang GE to ask why my card had been declined in a store (and security were called! I had to try to explain to someone who doesn't speak English that I'd had some problems with it, and pay for it with another card… but they kept looking at me like a criminal!) GE were somewhat apologetic and recorded a complaint on my behalf, but that complaint has not been dealt with and it was not recorded accurately. Apologetic, yes. Actively seeking a solution to their own problem, no.
Fast forward many late night calls later, and I was advised to get a Mastercard emergency replacement card from Mastercard Global Services, which happened just fine (the people on that line are very nice, especially the all-American guy called Chip), but the GE Fraud Department, for some reason (they still cannot explain this to me) put a block on the emergency replacement card. The block "cannot be lifted" because it was created by a computer and not by a human. Hmm. I didn't appreciate the tone used by the young woman in the Fraud Department either. When I asked politely if she could please make sure that Fraud has a note on my file saying I am living in Europe and could she list my European phone number, she cut me off mid-sentence and raised her voice, saying, "there IS a note on your FILE…" It took all of my teacher-patience not to rip into her. Keep in mind this was 2am and I had been shipped from pillar to post and kept on hold for AGES. Repeatedly. For the third night in a row.
Meanwhile my third ACTUAL card is in the post from Australia to Budapest which could take 3 weeks (no offer to send it via express post, despite my polite request). Meanwhile the emergency Mastercard doesn't work here. No one has an answer. I have been told one thing by one employee at GE and something else by another. No one can help. No one can talk to a supervisor on a public holiday because there is only one in the call centre and they are dealing with 'an escalation'. Let me tell you, I was *this close* to giving them another escalation to manage.
In the meantime, I've been using my ANZ card, which charges $5 per ATM withdrawal and 3% of the amount in fees, plus their no-doubt-utterly-shitty exchange rate. I wrote a very long letter and emailed it to the Customer Resolutions Team of GE Finance in Australia but due to the public holidays, of course no one is around as yet to reply. Happy Easter.
That letter doesn't detail the last few days of difficulties where I have been trying to ascertain why the Fraud Department of GE won't allow my emergency replacement card to work. I will sit down and add to this complaint when I am feeling less snarky and more balanced. (ie, after a few shots of the Hungarian fire-water called pálinka)
I will also be sending the full account to the Banking and Finance Ombudsman in Australia and expect a refund on all fees incurred since the GE card stopped working, and a refund on all calls made to Australia. I can't apply for any other card from Australia (the NAB Gold Visa Debit Card is a similar product, alas, I am not a NAB customer, so I can't do the ID checks from here, now, can I?!) so I am hoping I can open a local account and use that here. I just have to work out a way of transferring AUD to it without incurring stacks of fees.
The saga continues…


text:
DEERFIELD, IL – Alera Group, a national employee benefits, property & casualty, risk management and wealth management firm, appointed Mark Englert as national Property & Casualty Practice Leader.
Englert will be responsible for continuing Alera Group's path toward building world-class property & casualty solutions. He will work closely with firms across the nation to enhance client experiences, build out new capabilities and coordinate services and resources between firms. Englert will look for additional capabilities already in existence within Alera Group, as well as identifying areas to enhance moving forward.
"We are very excited about the new depth and breadth that Mark's expertise will bring to Alera Group's Property & Casualty team," said Jim Blue, President of Alera Group. "Mark will work closely with the entire leadership team on a collaborative basis to assist with many exciting initiatives."
Englert comes to Alera Group from a national insurance broker, where he was a Managing Director. He brings more than 25 years of experience to his role with Alera Group.
"I look forward to continuing to develop Alera Group's property & casualty resources within each individual firm, as well as a collaborative whole," said Mark Englert. "Our ongoing leverage of property & casualty expertise allows us to design unrivaled national solutions for each of our firms, creating even more exceptional experiences for our clients."
As Property & Casualty Practice Leader, Englert joins Alera Group as the latest member of an industry-leading team of professionals who are dedicated to Alera Group's collaborative growth across the United States. For more information about Alera Group, visit www.aleragroup.com.
About Alera Group
Based in Deerfield, IL, Alera Group's over 1,500 employees serve thousands of clients nationally in employee benefits, property and casualty, risk management and wealth management. Alera Group is the 15th largest independent insurance agency in the country. For more information, visit www.aleragroup.com or follow Alera Group on Twitter: @AleraGroupUS.
HHS Proposes Revisions to ACA Section 1557 Regulations
At the end of May, the Department of Health and Human Services (HHS) released a proposed rule to revise regulations previously released under Section 1557 of the Affordable Care Act (ACA). The HHS goal with the proposed rule is to remove what the department views as redundancies and inconsistencies with other laws, as well as reduce confusion.
Changes in Compliance with Section 1557 Proposed Rule
ACA Section 1557 applies to "covered entities" – i.e., health programs or activities that receive "federal funding" from HHS (except Medicare Part B payments), including state and federal Marketplaces. Examples include hospitals, health clinics, community health centers, group health plans, health insurance issuers, physician's practices, nursing facilities, etc.
Under current rules, "covered entities" include employers with respect to their own employee health benefit programs if the employer is principally engaged in providing or administering health programs or activities (i.e., hospitals, physician practices, etc.), or the employer receives federal funds to fund the employer's health benefit program. Group health plans themselves are subject to the rule if they receive federal funds from HHS (e.g., Medicare Part D Subsidies, Medicare Advantage). In other words, employers who aren't principally engaged in providing health care or health coverage generally aren't subject to these rules directly unless they sponsor an employee health benefit program that receives federal funding through HHS, such as a retiree medical plan that participates in the Medicare Part D retiree drug subsidy program.
The most prominent proposed change is to the provision in Section 1557 which provides protections against discrimination on the basis of race, color, national origin, sex, age, and disability in certain health programs or activities. HHS' proposed regulation would revise the definition of discrimination "on the basis of sex" that currently includes termination of pregnancy, sex stereotyping, and gender identity. The proposed rule, if finalized, would remove gender identity, stereotyping, and pregnancy termination as protected categories under Section 1557—though they will remain protected under other civil rights laws and regulations.
Certain compliance requirements on covered entities will also change, including the narrowing the scope of who Section 1557 regulates. Entities not principally engaged in healthcare will be subject to Section 1557 only to the extent they are funded by HHS. Entities whose primary business is providing healthcare will also be regulated if they receive federal financial assistance. A "health program or activity" specifically would not include employee benefit programs, including short-term plans and self-funded ERISA plans as long as they do not receive funding from HHS. The proposed rule also regulates insurance carriers only with respect to products for which the carrier receives federal financial assistance; the current rule regulates all products if the carrier received federal funding for at least one product.
Additionally, more flexible standards concerning individuals with limited English proficiency are proposed, including revising the "tagline" requirement. The tagline requirement requires distributing certain notices in 15 different languages in every "significant" publication associated with a health plan (anything larger than a brochure or postcard). HHS views this requirement as being too costly without data to back up that the taglines are beneficial. If the proposed rule is finalized, the tagline requirement will be eliminated.
Although there are provisions and definitions that will be changed or eliminated, parts of Section 1557 will remain intact. Likewise, HHS expects other agencies and departments to oversee and enforce nondiscrimination laws that will no longer be under HHS purview.
What to Expect Next
HHS is required to allow public comments of the proposed rule until approximately July 23, 2019. Once public commenting is closed and considered, HHS will likely release a final rule with answers to certain comments unless there are major changes to the proposed rule.
Until the proposed rule is finalized, employers who are covered entities (or whose plans are covered entities) should continue to treat termination of pregnancy, sex stereotyping, and gender identity as protected categories in relation to health programs and activities. Likewise, all other areas of Section 1557 should continue to be followed, including who is regulated and the tagline requirement. States and localities may give greater protections so it is important to keep in mind that there may be further requirements under those local laws and regulations.
About the Author. This alert was prepared for Alera Group by Marathas Barrow Weatherhead Lent LLP, a national law firm with recognized experts on the Affordable Care Act. Contact Peter Marathas or Stacy Barrow at firstname.lastname@example.com or email@example.com.
The information provided in this alert is not, is not intended to be, and shall not be construed to be, either the provision of legal advice or an offer to provide legal services, nor does it necessarily reflect the opinions of the agency, our lawyers or our clients. This is not legal advice. No client-lawyer relationship between you and our lawyers is or may be created by your use of this information. Rather, the content is intended as a general overview of the subject matter covered. This agency and Marathas Barrow Weatherhead Lent LLP are not obligated to provide updates on the information presented herein. Those reading this alert are encouraged to seek direct counsel on legal questions.
© 2019 Marathas Barrow Weatherhead Lent LLP. All Rights Reserved.
Death from an accidental opioid overdose has become one of the top five causes of death in recent years.
The United States is experiencing an epidemic of opioid addiction. The National Safety Council released a report that a person born in 2017 has a greater chance of dying from an accidental opioid overdose than from a car crash. Accidental opioid overdose is now one of the top five causes of death behind heart disease, cancer, respiratory disease and suicide.
The Centers for Disease Control and Prevention estimates that the total "economic burden" of prescription opioid misuse in this country is $78.5 billion a year, which includes the costs of health care, lost productivity, treatment, and use of the criminal justice system.
This article addresses the problem of opioids in all aspects of the organization, not just workers compensation. It's important to limit the use of opioids as much as possible in workers compensation cases (we've written about this in previous newsletters). But it's not always possible to rule out opioids in treating injuries. That's why it's necessary to develop a coherent anti-opioid policy that addresses the problem in all aspects of the firm, not just in the workers comp setting. For one thing, by creating awareness of the problem among all employees, an injured employee can hopefully make more informed decisions relating to opioid use.
What Employers Can Do
Train managers to identify early signs and symptoms of substance use disorders and help employees get treatment. If an employee has been using opioids, there are cost-effective workplace programs that can help employees avoid or manage a drug crisis. Effective programs consist of:
Written Policy
A written policy tells your employees exactly what is expected at work and what options are available should they have a drug problem.
Work with your legal counsel, workers comp risk managers, and human resources department to ensure the policy follows federal and state guidelines.
A few topics your policy could cover:
Employee Education
Start with management teams; and share information with employees through workshops, flyers, emails, videos and social media. When hosting social events, require they be alcohol and drug-free.
Wellness talks can be an opportunity to discuss how easy it is to become addicted to opioids. Tell employees that substance use disorder is a preventable and treatable illness, and your workplace is recovery-friendly.
Review policies about substance abuse affecting hiring, discipline, retention and termination of employees. Encourage employees to use sick days not only when they are ill, but for medical, dental, mental and/or chemical health.
Inform employees that there are alternatives to opioids for pain management, and that opioids are not more effective for most pain. Dr. Don Teater, a medical advisor for the National Safety Council, said that for pain related to common workplace-related injuries, opioids are not any more effective than non-steroidal anti-inflammatory drugs (NSAIDS) alternatives such as Tylenol, Advil or generic ibuprofen. They also usually are more affordable and safer than opioids.
Management and supervisor training
Train supervisors to convey the company policy to enforce drug and prescription drug policies, and that there are programs available to help battle addiction. Supervisors also must know what to do if someone seeks assistance or they see signs that someone is under the influence.
The medication Naloxone temporarily blocks opioid effects during an overdose. Make sure you have Naloxone on hand and supervisors are trained to administer it if an employee overdoses.
Employee Assistance Program
Consider a plan with an Employee Assistance Program (EAP). An EAP assists employees in resolving personal problems, including alcohol or substance abuse; child or elder care issues; relationship challenges; financial or legal problems; wellness matters; and assistance in handling traumatic events. Vendors who are part of comprehensive health insurance plans can provide care over the phone, computer or in person at no cost to employees.
Drug testing
While drug testing can be intrusive, it also is a valuable tool to prevent drug-related incidents. Drug-testing programs often curb drug abuse because employees fear getting caught. Seek legal guidance before starting any drug testing program to ensure it complies with state law and federal guidelines. Also, remember that testing done before an employee starts work will not detect drug use after they begin employment.
Please contact us if you need assistance in developing substance abuse guidelines for your firm.
Your workers' compensation policy might include a provision that allows your insurer to conduct a workers' compensation premium audit. The results of the audit will affect your premiums, so it benefits you to be prepared!
Your workers' compensation premiums depend on two factors: your payroll and your classifications. Insurers assign a classification code to the employer based on industry. Your employees will also have occupational codes. These codes reflect the relative risks of the industry and the job. For example, in a relatively high-hazard industry like heavy construction, most employees will have high-hazard jobs; their occupational code would reflect that risk. But the bookkeeper and other office staff would have a lower risk of injury, so they would have different job codes.
Unless you're a smaller employer with a "minimum premium" policy, your workers' compensation policy likely includes a provision that allows your insurer to conduct a workers' compensation audit. That's because your premiums are based on an estimate of your payroll and employees' job classifications. At the end of the policy period, an audit will determine the insurer's actual risk exposure based on exact payroll and classifications. This "audited exposure" determines whether you owe additional premium or whether the insurer owes you a refund.
Insurers may conduct an audit shortly after a policy starts to ensure the accuracy of their premium estimate. More commonly, they will conduct an audit at the end of the policy term. You might get audited annually or less frequently. If your policy has a three-year "look back," for example, the insurer reserves the right to audit premiums for the past three years. When it does, it can collect premiums owed for that time, but it will also refund you any overpayments you might have made.
Audits have another important function. The information on your organization's payroll, classifications and loss experience will be pooled with data from other employers. These statistics help insurers more accurately predict their risk and rate their policies.
What Does an Insurer Look for in an Audit?
The insurer will look for three types of information:
You might also need information on subcontractors' employees, including occupational class and payroll. In some industries, particularly construction, a sub's employees might not have adequate coverage, leaving the employer liable for claims. To avoid this, obtain certificates of insurance from your subcontractors, showing that they had workers' compensation coverage on their employees during the time they worked for you.
To perform the audit, the insurer might simply send you a form to complete. If you get a paper-based (or web-based) audit request, respond as quickly and completely as possible.
Sometimes an insurer will want to do a physical audit, in which the auditor visits the employer's location. If there are questions on your audit, or if you think the insurer has misclassified some of your employees, you might request a physical audit.
We can help you prepare for a workers' compensation audit. For more information, please contact us.
This alert is of interest to all employers that sponsor group health plans. Note that employers with "grandfathered" or "grandmothered" plans are not subject to the ACA out-of-pocket limits, although the HSA/HDHP rules still apply if the plan is an HSA-qualified HDHP.
In Rev. Proc. 2019-25, the IRS released the inflation adjusted amounts for 2020 relevant to HSAs and high deductible health plans (HDHPs). The table below summarizes those adjustments and other applicable limits.
|Annual HSA Contribution Limit
(employer and employee)
|Self-only: $3,550
Family: $7,100
|Self-only: $3,500
Family: $7,000
|Self-only: +$50
Family: +$100
|HSA catch-up contributions
(age 55 or older)
|No change
|Minimum Annual HDHP Deductible
|Self-only: $1,400
Family: $2,800
|Self-only: $1,350
Family: $2,700
|Self-only: +$50
Family: +$100
|Maximum Out-of-Pocket for HDHP
(deductibles, co-payment & other amounts except premiums)
|Self-only: $6,900
Family: $13,800
|Self-only: $6,750
Family: $13,500
|Self-only: +$150
Family: +$300
Out-of-Pocket Limits Applicable to Non-Grandfathered Plans
The ACA's out-of-pocket limits for in-network essential health benefits have also been announced and have increased for 2020.
|ACA Maximum Out-of-Pocket
|Self-only: $8,150
Family: $16,300
|Self-only: $7,900
Family: $15,800
|Self-only: +$250
Family: +$500
Note that all non-grandfathered group health plans must contain an embedded individual out-of-pocket limit within family coverage, if the family out-of-pocket limit is above $8,150 (2020 plan years) or $7,900 (2019 plan years). Exceptions to the ACA's out-of-pocket limit rule are available for certain small group plans eligible for transition relief (referred to as "Grandmothered" plans). A one-year extension of transition relief was recently announced extending the transition relief to policy years beginning on or before October 1, 2020, provided that all policies end by December 31, 2020.
Next Steps for Employers
As employers prepare for the 2020 plan year, they should keep in mind the following rules and ensure that any plan materials and participant communications reflect the new limits:
All non-grandfathered plans (whether HDHP or non-HDHP) must cap out-of-pocket spending at $8,150 for any covered person. A family plan with an out-of-pocket maximum in excess of $8,150 can satisfy this rule by embedding an individual out-of-pocket maximum in the plan that is no higher than $8,150. This means that for the 2020 plan year, an HDHP subject to the ACA out-of-pocket limit rules may have a $6,900 (self-only)/$13,800 (family) out-of-pocket limit (and be HSA-compliant) so long as there is an embedded individual out-of-pocket limit in the family tier no greater than $8,150 (so that it is also ACA-compliant).
The information provided in this alert is not, is not intended to be, and shall not be construed to be, either the provision of legal advice or an offer to provide legal services, nor does it necessarily reflect the opinions of the agency, our lawyers or our clients. This is not legal advice. No client-lawyer relationship between you and our lawyers is or may be created by your use of this information. Rather, the content is intended as a general overview of the subject matter covered. This agency and Marathas Barrow Weatherhead Lent LLP are not obligated to provide updates on the information presented herein. Those reading this alert are encouraged to seek direct counsel on legal questions. © 2018 Marathas Barrow Weatherhead Lent LLP. All Rights Reserved.
Childcare can be an employee's most expensive work-related expense. Fortunately, there is a benefit program you can offer that will at least provide tax relief to employees who use daycare providers.
The program is the Dependent Care Assistance Program (DCAP). If you can't offer a DCAP, employees also can use the Dependent Care Tax Credit (DCTC) – some employees may qualify for both.
A DCAP, also known as a Dependent Care Flexible Spending Account (FSA), usually is funded by employees through payroll deductions from pre-tax dollars. Employees submit documentation about their expenses to obtain reimbursement from their DCAP account for eligible dependent care expenses, such as babysitting.
Employees will not be taxed for expenses including:
• Care for children under the age of 13
• Funds that enable employees and spouses of employees to be employed or search for work.
• Care for dependents age 13 and older who cannot care for themselves. This includes elderly parents or dependents with disabilities while at work or attending school.
Though many people consider their pets as children, funds may not be used to pay for boarding or pet walking services.
The maximum amount employees can save in a DCAP or dependent care FSA in 2019 is $5,000 per year if the employee is married and filing a joint return, or if the employee is a single parent. Married employees who are filing separately may contribute up to $2,500 per year per parent. The funds are "use it or lose it" and must be spent by the end of the year.
One thing to understand about DCAPs or dependent care FSAs, is that unlike health care FSAs, they do not have to provide a set amount of funds throughout the year. The amount available for reimbursement is limited to the number of employee contributions made to that point, reduced by prior reimbursements.
In comparison, a DCTC is a tax credit an employee can claim on their federal income tax return. They will receive a 20- to 35-percent tax credit for up to $3,000 in expenses for one qualifying employee and $6,000 in expenses for married couples. Funds used to claim the credit are subject to federal income tax, Social Security and Medicare tax; however, the credit can reduce or eliminate those taxes.
Differences Between DCAP and DCTC
A DCAP works best for those who have high adjusted gross incomes. It also works best for individuals, since they will be able to qualify for the DCAP higher maximum of $5,000 instead of the DCTC $3,000 maximum.
DCAPs also work well in states with state income taxes, because the DCAP normally reduces the state income tax liability while DCTC generally does not.
Best Uses for the DCAP Funds
The most obvious way employees can use their DCAP funds is paying for recurring childcare expenses during the work week. However, similar uses qualify for reimbursement as well:
• Before and after school care
• Day camps during the summer or over spring break (overnight camps don't qualify)
• Sick child care
What an Employer Should Know
DCAPs generally must comply with requirements in the Internal Revenue Code Section 129 to provide tax-free dependent care assistance benefits. Also, DCAPs allowing employees to make pre-tax contributions are subject to the Code Section 125 rules for cafeteria plans, plus rules applying to health FSAs (not including the uniform coverage rule). DCAPs are not group health plans, therefore employees can may contribute to health savings accounts (HSAs) provided they have a Qualified High Deductible Health Plan and meet the other HSA rules.
A DCAP often is part of a Section 125 cafeteria benefit plan, which allows employees the choice between dependent care and other non-taxable benefits. Employers are responsible for reimbursing employees for dependent care expenses, making payments to third parties and/or providing a dependent care facility for employees' dependents.
Qualified programs must be documented with a separate written plan that is part of a larger plan providing a choice of taxable or nontaxable benefits (a Sec. 125 cafeteria benefit plan). While the program need not be funded, it must meet the following requirements of Sec. 129(d): DCAPs can be (and often are) included as part of a Sec. 125 cafeteria benefit plan, which allows employees to choose between dependent care and other nontaxable benefits, or cash.
Not every company can take advantage of a DCAP. For instance, companies with many highly compensated employees may not qualify. To find out if a DCAP is right for your company, please call us.
There are four types of workplace violence. You should know the four ways to mitigate it.
The Occupational Safety and Health (OSH Act) has traditionally invoked the General Duty Clause, rather than any specific rules, to address workplace violence. It requires employers to provide a safe and healthful workplace for all workers covered by the OSH Act. Employers who do not take reasonable steps to prevent or abate a recognized violence hazard in the workplace can be cited.
However, legislators on the House Education and Labor Committee are working to promulgate specific rules for preventing workplace violence in the healthcare sector, since it is particularly prone to workplace violence. On May 1, Secretary of Labor R. Alexander Acosta appeared before the Committee and faced questions from lawmakers.
It's unknown whether OSHA will promulgate similar specific rules for other sectors of the economy that are also highly prone to workplace violence. But any rules from OSHA will likely be based on the four types of workplace violence and set forth some basic steps for mitigating workplace violence.
Four types of workplace violence
1. Criminal intent. "The perpetrator has no legitimate relationship to the business or its employees and is usually committing a crime in conjunction with the violence. These crimes can include robbery, shoplifting, trespassing and terrorism. The vast majority of workplace homicides (85 percent of them) fall into this category," according to Dr. Di Ann Sanchez, in her introduction to The SHRM Workplace Violence Survey.
2. Customer or client. "The perpetrator has a legitimate relationship with the business and becomes violent while being served by the business." Sanchez explained. This category includes customers, clients, patients, students, inmates and any other group for which the business provides services. It is believed that a large portion of customer/client incidents occur in the health care industry in settings such as nursing homes or psychiatric facilities; the victims are often patient caregivers. Police officers, flight attendants and teachers are other examples of workers who may be exposed to this kind of workplace violence, which accounts for approximately 3 percent of all workplace homicides.
3. Worker-on-worker. The perpetrator is an employee or past employee who attacks or threatens another employee(s) or past employee(s) in the workplace. Worker-on-worker fatalities account for approximately 7 percent of all workplace homicides.
4. Personal relationship. The perpetrator usually does not have a relationship with the business but has a personal relationship with the intended victim. This category includes victims of domestic violence assaulted or threatened while at work and accounts for about 5 percent of all workplace homicides.
Steps to mitigate workplace violence
1. Create policies that protect workers.
Outline what is and what is not acceptable behavior. The most common factors to address should include bullying, discrimination, drug and alcohol use and following safety procedures. Be sure everyone in the organization understands and agrees to follow the policies.
2. Improve Systems and Physical Premises
Implement security measures, such as cameras and data security, as well as improved lighting. Enable workers with technology that connects them to signal alerts to authorities and your community.
3. Limit Access to Non-Employees.
Typical tools include:
• ID cards for employees and visitors
• Sign-in desk
• Access-card entry systems
• Video surveillance (inside and outside)
• Security guards who patrol the buildings and grounds
• Metal detectors at building entry points
• Uber/Lyft reimbursement for employees who normally walk or bike to work but have to work late
4. Train and Communicate.
Train employees to be aware of factors that could jeopardize security. To reduce tension in the workplace, encourage employees to communicate with each other regularly and be open-minded about fellow workers. Implement an employee notification system to make employees aware of any potentially dangerous situations.
For risk management advice and help planning your anti-violence workplace policy, please contact us.
This alert is of interest to all employers that sponsor self-insured group health plans, including Health Reimbursement Arrangements (HRAs). Note that the PCORI fee does not apply to most health FSAs.
Employers that sponsor self-insured group health plans, including health reimbursement arrangements (HRAs) should keep in mind the upcoming July 31, 2019 deadline for paying fees that fund the Patient-Centered Outcomes Research Institute (PCORI). As background, the PCORI was established as part of the Affordable Care Act (ACA) to conduct research to evaluate the effectiveness of medical treatments, procedures and strategies that treat, manage, diagnose or prevent illness or injury. Under the ACA, most employer sponsors and insurers will be required to pay PCORI fees until 2019 (the fee does not apply to plan years ending on or after October 1, 2019). For employers with calendar year plans, this July's payment will be their final PCORI filing.
The amount of PCORI fees due by employer sponsors and insurers is based upon the number of covered lives under each "applicable self-insured health plan" and "specified health insurance policy" (as defined by regulations) and the plan or policy year end date. This year, employers will pay the fee for plan years ending in 2018.
For example, a plan year that ran from July 1, 2017 through June 30, 2018 will pay a fee of $2.39 per covered life. Calendar year 2018 plans will pay a fee of $2.45 per covered life.
NOTE: The insurance carrier is responsible for paying the PCORI fee on behalf of a fully insured plan. The employer is responsible for paying the fee on behalf of a self-insured plan, including an HRA. In general, health FSAs are not subject to the PCORI fee.
Employers that sponsor self-insured group health plans must report and pay PCORI fees using IRS Form 720, Quarterly Federal Excise Tax Return. If this is the employer's last PCORI payment and they do not expect to owe excise taxes that are reportable on Form 720 in future quarters, they may check the "final return" box above Part I of Form 720.
Note that because the PCORI fee is assessed on the plan sponsor of a self-insured plan, it generally should not be included in the premium equivalent rate that is developed for self-insured plans if the plan includes employee contributions. However, an employer's payment of PCORI fees is tax deductible as an ordinary and necessary business expense.
Historical Information for Prior Years
Counting Methods for Self-Insured Plans
Plan sponsors may choose from three methods when determining the average number of lives covered by their plans.
Actual Count method. Plan sponsors may calculate the sum of the lives covered for each day in the plan year and then divide that sum by the number of days in the year.
Snapshot method. Plan sponsors may calculate the sum of the lives covered on one date in each quarter of the year (or an equal number of dates in each quarter) and then divide that number by the number of days on which a count was made. The number of lives covered on any one day may be determined by counting the actual number of lives covered on that day or by treating those with self-only coverage as one life and those with coverage other than self-only as 2.35 lives (the "Snapshot Factor method").
Form 5500 method. Sponsors of plans offering self-only coverage may add the number of employees covered at the beginning of the plan year to the number of employees covered at the end of the plan year, in each case as reported on Form 5500, and divide by 2. For plans that offer more than self-only coverage, sponsors may simply add the number of employees covered at the beginning of the plan year to the number of employees covered at the end of the plan year, as reported on Form 5500.
Special rules for HRAs. The plan sponsor of an HRA may treat each participant's HRA as covering a single covered life for counting purposes, and therefore, the plan sponsor is not required to count any spouse, dependent or other beneficiary of the participant. If the plan sponsor maintains another self-insured health plan with the same plan year, participants in the HRA who also participate in the other self-insured health plan only need to be counted once for purposes of determining the fees applicable to the self-insured plans.
The information provided in this alert is not, is not intended to be, and shall not be construed to be, either the provision of legal advice or an offer to provide legal services, nor does it necessarily reflect the opinions of the agency, our lawyers or our clients. This is not legal advice. No client-lawyer relationship between you and our lawyers is or may be created by your use of this information. Rather, the content is intended as a general overview of the subject matter covered. This agency and Marathas Barrow Weatherhead Lent LLP are not obligated to provide updates on the information presented herein. Those reading this alert are encouraged to seek direct counsel on legal questions. © 2018 Marathas Barrow Weatherhead Lent LLP. All Rights Reserved.
DEERFIELD, IL — Alera Group, a leading national insurance firm, today announced its acquisition of ARMS Insurance Group (ARMS), effective May 1, 2019.
ARMS, a General Agency headquartered in Bethel Park, Pennsylvania, has served insurance brokers throughout western Pennsylvania and the surrounding states for over 25 years. ARMS provides insurance brokers with sales support, distribution and streamlined service to a wide array of insurance markets. Primary areas of expertise include employee benefits, senior medical, individual medical and workers compensation products.
"ARMS Insurance Group, under the leadership of Tino Rionda, is an exciting expansion of our presence in Pennsylvania. We will work together to leverage ARMS' brokerage reach and to create exceptional client experiences for ARMS brokers," said Alan Levitz, CEO of Alera Group. "We are thrilled to welcome their remarkable team to our company."
"As an Alera Group company, we look forward to offering expanded resources, tools and knowledge from a best in class service provider to our broker partners." said Tino Rionda, Managing Partner of ARMS. "We are beyond excited about this opportunity for growth, learning and innovation, while remaining committed to the personal service our brokers have come to expect."
All ARMS employees will continue operating out of the firm's existing location under the name ARMS Insurance Group, an Alera Group Agency, LLC.
Alera Group was formed in early 2017 and is one of the nation's foremost independent insurance agencies. For more information on partnering with Alera Group, visit Partner With Us at www.aleragroup.com.
About Alera Group
Based in Deerfield, IL, Alera Group's over 1,600 employees serve thousands of clients nationally in employee benefits, property and casualty, risk management and wealth management. Alera Group is the 15th largest privately held firm in the country. For more information, visit www.aleragroup.com or follow Alera Group on Twitter: @AleraGroupUS.
M&A Contact
Rob Lieblein, Chief Development Officer
Email: email@example.com
Phone: 717-329-2451
Media Contact
Jessica Tiller, Weiss PR
Email: firstname.lastname@example.com
Phone: 443-621-7690
DEERFIELD, IL — Alera Group, a leading national insurance firm, today announced its acquisition of Shepler & Fear General Agency (SFGA), effective May 1, 2019.
Founded in 2009, SFGA is a premier general agency located in Roseville, California. The firm specializes in large group, small group, and self-funding plans, serving brokers throughout California since 2009. Characterized by innovation, SFGA works with each broker partner in a consultative approach to increase sales success.
"Shepler & Fear is an outstanding firm. We welcome them to Alera Group and Dickerson Insurance Services with excited anticipation of the growth to come as both General Agencies extend their presence and their product portfolio throughout California," said Alan Levitz, CEO of Alera Group. "Their commitment to providing the best tools, resources, and expertise to their brokers collaborating to create an exceptional client experience is tightly aligned with Alera Group's mission."
"It is thrilling to join Alera Group, one of the leading national firms in our industry, as we continuously seek to create elevated client experiences for our brokers," said David L. Fear Sr., Managing Partner of SFGA. "Partnering with Dickerson Insurance Services locally and Alera Group nationally will be a powerful part of our ongoing goal to serve our clients with exceptional resources and expertise."
SFGA joins Alera Group through California General Agency, Dickerson Insurance Services. All SFGA employees will continue operating out of the firm's existing location under the name Dickerson Insurance Services, an Alera Group Company.
Alera Group was formed in early 2017 and is one of the nation's foremost independent insurance agencies. For more information on partnering with Alera Group, visit Partner With Us at www.aleragroup.com.
About Alera Group
Based in Deerfield, IL, Alera Group's over 1,600 employees serve thousands of clients nationally in employee benefits, property and casualty, risk management and wealth management. Alera Group is the 15th largest privately held firm in the country. For more information, visit www.aleragroup.com or follow Alera Group on Twitter: @AleraGroupUS.
M&A Contact
Rob Lieblein, Chief Development Officer
Email: email@example.com
Phone: 717-329-2451
Media Contact
Jessica Tiller, Weiss PR
Email: firstname.lastname@example.com
Phone: 443-621-7690


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Revolt Library >> Browsing By Tag "heroism"
AN ACCOUNT OF THE SEMINARY That will be opened On Monday the Fourth Day of AUGUST, At EPSOM in SURREY, For the INSTRUCTION of TWELVE PUPILS IN The GREEK, LATIN, FRENCH, and ENGLISH Languages. LONDON: Printed for T.CADELL, in the Strand. M.DCC.LXXXIII. Of whom information respecting other particulars may be received. AN ACCOUNT OF THE SEMINARY, &c. THE two principal objects of human power are government and education. They have accordingly engrossed a very large share in the disquisitions of the speculative in all ages. The subject of the former indeed is man, already endowed with his greatest force of body, and arrived at the exercise of his intellectual powers: the subject of the latter is man, as yet shut up in the feebleness of child... (From : Anarchy Archives.)
Source: Bakunin, Michael, translated by Marie Stromberg . Correspondence Paris. Appeal to my Russian Brothers Bakunin wrote this in response to the failed Polish uprising of 1867, encouraging Russians to support Poland against the Russian government. This article has been translated from the French, which in turn was a translation from Russian. To see the French original, go here. Friends and brothers, These lines, which your friend Nicholas Platonovitch Oragev just wrote regarding the Polish insurrection, have reached one devoted sincerely and unlimitedly to the great cause of our national bondage and the general emancipation of enslaved people. One must recognize that the partial, premature insurrection of the Polish people threatens to a... (From : Anarchy Archives.)
The Death Penalty La Peine de Mort Translated by Natalya Ratan and Virginia Anton. By Elisée Reclus I do not have the honor of being a Swiss Citizen and know only imperfectly the means to petition the removal of an article, but it is an issue of human agitation in all civilized countries As an international citizen I have the right to address this issue. Unfortunately I also am French and my motherland is also a country of executioners and the guillotine, that we have invented and use everyday Enemies of the death penalty. I must try to find their origins. Is if justifiable that it takes away from the right to self defense? If it is, it will be difficult to oppose it because we all have the right to self defense, against beasts and a... (From : Anarchy Archives.)
This letter is part of the International Institute of Social History's Alexander Berkman archive and appears in Anarchy Archives with permission. The transcription is incomplete and in parts mere guesswork due to the difficulty of reading Kropotkin's handwriting. Letter From Peter Kropotkin to Alexander Berkman, RE: Blast Personal; not for print Viola. Muswill Hill Row London, N. November 20, 1908 Dear Berkman You are quite right in taking a hopeful view of the progress of our ideas in America. It would have been far greater, I am sure, if the American anarchists had succeeded in merging themselves into the mass of the workingmen. So long as they remain a knot, a handful, aristocratically keeping apart from the mass of the working men -- th... (From : Anarchy Archives.)
Naked Warriors Herbert Read, London: Art & Letters, 1919. PREFACE I would like to speak for a generation to following effect: We, who in manhood's dawn have been compelled to care not a damn for life or death, now care less still for the convention of glory and the intellectual apologies for what can never be to us other than a riot of ghastliness and horror, of inhumanity and negation. May we, therefore, for the sake of life itself, be resolved to live with a cleaner and more direct realization of natural values. May we be unafraid of our frank emotions, and may we maintain a callous indifference to falsely-artistic prettifying of life. Then, as the reflex of such beauty where hitherto it has had no absolute existence. From sickness of... (From : Anarchy Archives.)
To write a biographic sketch of even an ordinary man within the limited space at my disposal would be difficult. But to write about one whose personality is so complex and whose life so replete with events as that of Alexander Berkman, is almost an insurmountable task. To do justice to such a rich and colorful subject one must not be so limited by space as I am. Above all, one should be removed, in point of time and distance, from the life to be portrayed. Which is not the case in the present instance. I shall therefore not attempt a biography at the present time. I shall merely joint down a few outstanding features in the life and activities of our Comrade, which may serve as an introduction to something bigger yet to be written. Perhaps i... (From : Anarchy Archives.)
There are periods in the life of human society when revolution becomes an imperative necessity, when it proclaims itself as inevitable. New ideas germinate everywhere, seeking to force their way into the light, to find an application in life; everywhere they are opposed by the inertia of those whose interest it is to maintain the old order; they suffocate in the stifling atmosphere of prejudice and traditions. The accepted ideas of the constitution of the State, of the laws of social equilibrium, of the political and economic interrelations of citizens, can hold out no longer against the implacable criticism which is daily undermining them whenever occasion arises,--in drawing room as in cabaret, in the writings of philosophers as in daily ... (From : Anarchy Archives.)
This arrangement of Vanzetti's speech first appeared in Labor Action. I have talk a great deal of myself but I even forget to name Sacco. Sacco too is a worker, from his boyhood a skilled worker, lover of work with a good job and pay, a bank account, a good and lovely wife, two beautiful children and a neat little home at the verge of a wood, near a brook. Sacco is a heart, a faith, a character, a man; a man, lover of nature, and mankind. A man who gave all, who sacrifice all to the cause of liberty and to his love for mankind: money, rest, mundane ambition, his own wife, children, himself and his own life. Sacco has never dreamed to steal, never to assassinate. He and I have never brought a morsel of bread to our mouths, from our childhood... (From : Anarchy Archives.)
WE BOAST of the age of advancement, of science, and progress. Is it not strange, then, that we still believe in fetish worship? True, our fetishes have different form and substance, yet in their power over the human mind they are still as disastrous as were those of old. Our modern fetish is universal suffrage. Those who have not yet achieved that goal fight bloody revolutions to obtain it, and those who have enjoyed its reign bring heavy sacrifice to the altar of this omnipotent deity. Woe to the heretic who dare question that divinity! Woman, even more than man, is a fetish worshiper, and though her idols may change, she is ever on her knees, ever holding up her hands, ever blind to the fact that her god has feet of clay. Thus woman has b... (From : Anarchy Archives.)


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Calm, calm like the Dead Sea
I need it calmly to engulf me;
to rush calmly over my head
and calmly drown all the words I've ever said.
Turquoise calmness brings a smile to my face
but… when last did calmness inhabit this place?
This place is ablaze with intense, raging fires;
all my most prized ideals go up in flame on the funeral pyres.
Towards this day I have come with nothing; nothing to show…
I embrace this day with all the strength of a newly-born little one.
Perhaps I should have thought to foresee that I should, by now, know
that the battle is hardly begun, and hence, very far from won.
© Annalinde Louw 2008
This piece was written on 21 June 2008
Please feel free to comment, I appreciate all feedback.The image is my property, please do not reproduce. Thank you!


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Taiwan Worksheet – FREE Geography Printable Seek a Word Puzzles
Taiwan Worksheet – Get our entertaining FREE Geography Printable Seek a Word Puzzles.
Our FREE worksheet for kids on Taiwan has a fun word searching puzzle combined with a fun hidden words puzzle game for your kids.
This fun and educational printable Earth Science worksheet on Taiwan is truly FREE for anyone to print and use at no cost and you are permitted to use the Geography activity sheet as often as you require for homeschooling or in school!
Our seek and find puzzle about Taiwan is a fun way to get your child's attention while taking part in a science enrichment class, homeschooling, distant learning lessons, regular school science classes or while taking part in early learning activities.
The FREE Taiwan kids worksheet is appropriate for Elementary school kids who are in Grades One to Five or even Preschool kids will also easily learn from this free Taiwan worksheet for kids.
Children can have fun learning fun facts all about Taiwan through this free printable worksheet while doing a word searches activity.
Your children will enjoy to learn fun facts all about Taiwan while playing the word seek game.
Elementary school kids from first Grade to Fifth Grade an enjoy our Taiwan worksheet as a reading comprehension tool.
Your children shall learn very well as children will very likely end up needing to read a few times the Taiwan fun facts to discover all the missing words. This Geography worksheet isn't merely a good way to increase their science knowledge, but also increases the brain's memory and also betters their reading comprehension skills.
Kindergarten and Preschool kids who cannot read can benefit from the free fun facts Taiwan worksheet as a fun and educational listening comprehension game.
Educators can read out loud to the kids the Taiwan fun facts. Next, they ask the children to recognize what they reckon were the missing words. Additionally, your child will learn to identify words and find them in the Taiwan word search puzzle.
Parents doing early learning activities with their kids can use our Taiwan worksheet to spend quality time teaching their kids about Taiwan.
Teachers and private tutors are free to use our FREE Taiwan worksheet to add to the traditional science classes at school and interest children in learning all about Taiwan. Most beneficial is to utilize our free science worksheet for children on Taiwan in conjunction with the free interactive online quiz with score on Taiwan.
Our Best Science for Kids Website offers hundreds and hundreds of FREE printable fun earth science worksheets for children and word puzzles printable. Download and use our fun science word puzzles to make learning science fun for your children!
What do you know about Taiwan? Is Taiwan prone to earthquakes? What kind of goods does Taiwan export? What is the country of Taiwan like? What does the Taiwanese flag look like? What makes Taiwan different from China?
Learn more fun facts about Taiwan by downloading our free fun Taiwan worksheet for children!
The FREE Taiwan Worksheet for Kids
[sociallocker]Download the FREE fun science worksheet for children all about Taiwan.[/sociallocker]
Did you enjoy the FREE Taiwan Worksheet? Read lengthy information about Taiwan here.
Cite This Page
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MLA Style Citation
Declan, Tobin. " Taiwan Worksheet - FREE Geography Printable Seek a Word Puzzles - ." Easy Science for Kids, Aug 2020. Web. 15 Aug 2020. < https://easyscienceforkids.com/taiwan-worksheet-free-geography-printable-seek-a-word-puzzles/ >.
APA Style Citation
Tobin, Declan. (2020). Taiwan Worksheet - FREE Geography Printable Seek a Word Puzzles -. Easy Science for Kids. Retrieved from https://easyscienceforkids.com/taiwan-worksheet-free-geography-printable-seek-a-word-puzzles/
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Twoppics, the stories behind the hottest topics on Twitter.
She is back. Rihanna, hitting the airwaves with the first single "Russian Roulette" off her upcoming album entitled Rated R. It's her first solo song since her altercation with then-boyfriend Chris Brown on February 8th. Twitter's reviews are in: @monicareyhani tweets verdict on "russian roulette": rihanna should have chosen a dance song as the first single, but i bet we won't have to wait long for one.
The hot twoppic of the day is balloon boy. Yes, it is believed to be an elaborate hoax planned by the Heenes, who were hoping to land a reality TV show. Charges have yet to be filed, but the main issue now is the children. @ trexy79 tweets I feel bad for the "balloon boy"...how ,much therapy is that poor kid gonna need when he's grown up?
According to internet chatter, one group found a way to use twitter for a seriously good cause. #beatcancer is the hot twoppic of the week, a campaign started by Beat Cancer Everywhere, a website that works to raise money for breast cancer research. The goal was to set a Guinness Book World Record for the distribution of the largest mass message through social media within 24 hours, from October 16-17th. For each mention of #beatcancer, one cent was donated to breast cancer research. Facebook and blog mentions counted too. According to Radian6, the official online monitoring company, the phrase #beatcancer set a record with over 200,000 mentions on Twitter, Facebook and blog posts with an estimated 100 million impressions over 24 hours and over $70,000 raised.
Those are your hot twoppics, on FOX News Radio.


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Building a website does not have to be a tough task. With a reputed website builder, you can get a website in running condition in no time. In this post, we will be looking at the advantages of employing a website builder service to build a website.
No programming or technical skills required
One of the most important benefits of using a website builder program is that you don't need any technical skills to do the job. To create a website using web builder, all you have to do is to simply drag-and-drop the web elements along with a user-friendly web interface design.
This enables a person to type the text, modify and shift an element and upload images with drag of a mouse. A user doesn't need to write any code or perform FTP handling and any other type of technical stuff. In this way, a person with non-technical background can also use it without any trouble.
Any number of editing is allowed for your website from any computer
Another advantage of using a website builder is that website builders are mostly online-based. Web files are simply hosted on the server of service provider. One can easily log into the account, and perform changes. In this way, the user can click, save, publish and your modifications are live. It only requires a web browser, a good Internet connectivity, at any point of time.
No design talent needed
Designing a site that has the potential to allure people needs a basic capability in graphics designing. However, if you aren't sure the right place to begin or not confident in the design skills, then all you need is to select a professional level designed template. Templates are the best features of any website builder wherein you need to stick to the template design. It enables you to fit it according to your requirements and style.
A vast collection and library of applications
Generally, all website builders come with an extensive library of free of cost tools and apps that can be used to add functionality to a website. There are free as well as paid apps, a few of them are developed inside the builder, whereas others are completely integrated 3rd party tools.
These are some of the remarkable benefits of choosing a website builder for development of a website. This tool makes it effortless and quick to develop a compelling website for your target audience.


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June 25, 2019 In
Daniel Stuart Studio
Daniel Stuart Studio makes every product with a love of design and a respect for fine detailing – whether bedding, toss pillows, knit throws or fabric by the yard. Everything is manufactured in Toronto, Canada with fabrics sourced from around the world by North American distributors.
Click below to learn more.


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This artice is free to access.
Background: Eutrophication of aquatic environments is a major environmental problem in large parts of the world. In Europe, EU legislation (the Water Framework Directive and the Marine Strategy Framework Directive), international conventions (OSPAR, HELCOM) and national environmental objectives emphasize the need to reduce the input of plant nutrients to freshwater and marine environments. A widely used method to achieve this is to let water pass through a constructed or restored wetland (CW). However, the large variation in measured nutrient removal rates in such wetlands calls for a systematic review. The objective of this review is to quantify nitrogen and phosphorus removal rates in constructed or restored wetlands and relate them to wetland characteristics, loading characteristics, and climate factors. Wetlands are created to treat water from a number of different sources. Sources that will be considered in this review include agricultural runoff and urban storm water run-off, as well as aquaculture wastewater and outlets from domestic wastewater treatment plants, with particular attention to the situation in Sweden. Although the performance of wetlands in temperate and boreal regions is most relevant to the Swedish stakeholders a wider range of climatic conditions will be considered in order to make a thorough evaluation of climatic factors. Methods: Searches for primary studies will be performed in electronic databases as well as on the internet. One author will perform the screening of all retrieved articles at the title and abstract level. To check that the screening is consistent and complies with the agreed inclusion/exclusion criteria, subsets of 100 articles will be screened by the other authors. When screening at full-text level the articles will be evenly distributed among the authors. Kappa tests will be used to evaluate screening consistency. Data synthesis will be based on meta-regression. The nutrient removal rates will be taken as response variables and the effect modifiers will be used as explanatory variables. More specifically, the meta-regression will be performed using generalized additive models that can handle nonlinear relationships and major interaction effects. Furthermore, subgroup analyses will be undertaken to elucidate statistical relationships that are specific to particular types of wetlands.
Land, M., Granéli, W., Grimvall, A., Hoffmann, C. C., Mitsch, W. J., Tonderski, K. S., & Verhoeven, J. T. (2013, August 28). How effective are created or restored freshwater wetlands for nitrogen and phosphorus removal? A systematic review protocol. Environmental Evidence. BioMed Central Ltd. https://doi.org/10.1186/2047-2382-2-16
Mendeley helps you to discover research relevant for your work.


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Kenya Power gives you the power to control your electricity consumption with the pre-paid power. With a pre-paid meter, paper bills, disconnections and the hassles of re connections are things you don't have to deal with. You simply buy tokens at a local vendor and you are good to go!
Purchasing pre-paid electricity token via MPESA is very simple. After purchasing your token, you will receive a return SMS that contains the token number which you enter into the meter. When the electricity credit is used, you can purchase more credit.
Here is how to Buy KPLC Tokens Via Mpesa.
1. Go to MPESA menu select "pay bill"
2. Enter the Kenya Power prepaid business number 888880 ( KPLC Paybill number) and press OK
3. Enter the 11 digit pre-payment meter number that you would like to purchase a token for and press OK
4. Enter the amount you wish to purchase electricity token (between KShs. 250 and 35,000) and press OK
5. Enter your M-PESA PIN
6 . You will receive a payment confirmation SMS from MPESA immediately. Kenya Power will then generate a token for your meter and send it to you via sms.