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Over four million babies are born in the United States every year, and the U.S. Centers for Disease Control and Prevention (CDC) recommends vaccination against 16 vaccine preventable diseases. Unfortunately, not all parents ensure their children are properly immunized.
Keeping Kids Healthy
Before vaccinations became widely available, diseases like measles, mumps and whooping cough were common in childhood, leaving thousands of children blind, deaf, brain-damaged or even dead. Today, vaccines have almost completely wiped out these major diseases.
What Is a Vaccination?
A vaccination (or an immunization) contains an imitation virus, typically a live but weakened virus, or an inactive bacteria virus, that is administered to protect against serious diseases. This virus causes the body to produce antibodies, special agents of the immune system that attack harmful elements inside the body. While fighting the imitation virus, the antibodies learn to recognize the real virus so they can attack it when the body is exposed to it. Researchers have found that live virus vaccinations seem to provide longer immunity than inactive ones.
Vaccinations are usually administered in one of two ways: orally or by injection. Doctors have found that vaccines administered orally tend to have a higher chance of side effects and allergic reactions than injected vaccines.
Possible Side Effects
Overall, vaccines are safe to administer and typically only cause minor side effects. According to the Food and Drug Administration (FDA), the risk of effects related to actually contracting a disease is much more dangerous than the risk of having a serious reaction to a vaccination. However, there have been a few cases of major reactions in small children, such as:
- Extremely high fever—A rectal temperature reading of 105 degrees or more
- Inconsolable crying—More than three hours of crying without stopping, or an abnormal cry
- Convulsions—Full-body shaking, twitching or jerking in response to a high fever
- Severe allergic reactions—Swelling in the mouth and throat, wheezing, breathing difficulties, dizziness, paleness or limpness.
Should your child suffer from any of the above symptoms after receiving his or her vaccinations, call your doctor immediately.
Vaccination Facts
Although today in the United States epidemics of infectious diseases are rare, bacteria and viruses that cause many diseases still exist. These bacteria and viruses may affect people who are not protected by vaccines. Vaccinations are necessary because they can prevent repeated epidemics of infectious diseases.
Do I Need to Vaccinate?
Experts recommend that all children be routinely vaccinated. Most children in the United States are currently vaccinated as recommended, helping control infectious diseases that were common and deadly in the past.
Scientists, doctors and other health care professionals extensively test vaccines to make sure they are safe and effective before putting them on the market. In the United States, the FDA reviews all the test results to decide if it will approve a vaccine for use.
When Should I Vaccinate?
Newborns are immune to many diseases because of antibodies they have acquired from their mothers while in the womb. These antibodies only last from about a month to a year after birth, so it is best to vaccinate children when they are babies. However, you should still have your children vaccinated, even if you do not do it when they are babies or when they are very young—it is better for them to be vaccinated late than not at all.
By vaccinating your children when recommended, you will have to worry less about them becoming infected or infecting others, especially once they begin attending school, which increases their risk.
Health Insurance
Vaccinations are covered by most insurance programs, but because of their importance they are available even to those without insurance. If you are not insured and cannot afford your child's vaccinations, contact your city, county or state health department. They can help you find a place to have your child immunized where it will be inexpensive or even free.
If you are unsure when you should take your child in for vaccinations, call your health care provider for information and vaccination schedules. More information is also available at: Centers for Disease Control and Prevention (CDC) National Immunization Hotline, 800-232-2522 or www.cdc.gov/vaccines.
Paid Paternity Leave: What Working Mother's…and Farher's Should Know
Although the advantages of offering paid maternity leave are frequently recognized, the importance of providing paid paternity leave is often overlooked. Many new fathers would like to take time off when a child is born or adopted, but not all companies offer paternity leave benefits. Paid paternity leave can be an attractive benefit when recruiting and retaining these employees.
Paid Paternity Leave v. FMLA
Paternity leave is the paid or unpaid time that a father takes off work for a child's birth or adoption. The Family and Medical Leave Act (FMLA) requires covered employers (typically those with 50 or more employees) to provide 12 weeks of unpaid leave for eligible employees for certain circumstances, which includes for the birth and care of a child within one year of his or her birth or placement.
Some states have additional leave requirements beyond federally mandated family leave. However, there are no laws requiring that private companies pay employees during paternity leave.
Paid paternity leave goes beyond the FMLA requirements and offers fully or partially paid leave for new fathers. Paid paternity leave typically runs concurrently with FMLA-required leave, but it can be offered in addition to FMLA leave.
Advantages of Paternity Leave
Although unpaid leave is mandated by FMLA, paid paternity benefits are an attractive but not universally offered benefit. Only 14 percent of employers provide paid paternity leave, according to the 2014 National Study of Employers by the Families and Work Institute. Paid paternity leave serves as a great recruitment and retention tool, and offering this benefit can set your company apart when recruiting talented job candidates. Studies show that the majority of working fathers think paid paternity leave benefits are important, and more than half of young fathers have considered the availability of paid paternity leave benefits when deciding whether or not to take a job.
An additional benefit of paternity leave is to the employee's family. Studies have shown that a father taking paternity leave to be with his family for the first weeks after a child's birth improves both the mother's wellbeing and the quality of the bond between father and child.
Offering Paternity Leave
If you choose to offer paternity leave, you will need to consider the following:
- How much time off will you provide for paternity leave?
- Will paid leave run concurrently or in addition to FMLA leave?
- Can paid paternity leave be taken incrementally or must it be taken in one chunk of time directly following the birth or adoption of the child?
- Can paternity leave be taken part time?
- Will paternity leave include partial or full pay?
- How will you determine eligibility? For example, does the employee have to be employed for a certain length of time before becoming eligible for paid paternity leave?
- How will you encourage employees to take advantage of the benefit? Studies show that many of the fathers who are offered paternity leave but don't use it fear the stigma that may come with taking time off work for a newborn.
Paid paternity leave can be a great addition to your benefits package and can help with both recruitment and retention. Consider how paternity leave fits into your company's culture and create a policy that works for you.
Affordable Care Act Pay or Play Penalties—Helpful Look-back Measurement Examples
The Affordable Care Act (ACA) imposes a penalty on applicable large employers (ALEs) that do not offer health insurance coverage to substantially all full-time employees and dependents. Penalties may also be imposed if coverage is offered, but is unaffordable or does not provide minimum value. The ACA's employer penalty rules are often referred to as "employer shared responsibility" or "pay or play" rules.
On Feb. 12, 2014, the IRS published final regulations on the ACA's employer shared responsibility rules. The final regulations provide an optional safe harbor method that employers can use for determining full-time status, called the look-back measurement method. The look-back measurement method involves a measurement period for counting hours of service, a stability period when coverage may need to be provided, depending on an employee's average hours of service during the measurement period, and an administrative period that allows time for enrollment and disenrollment.
This Legislative Brief provides examples of potential measurement, administrative and stability periods for plan years beginning in each month throughout the 2015 and 2016 calendar years. These examples assume that the employer will be using a 12-month standard measurement period, a two-month administrative period and a 12-month stability period.
It also provides examples of optional transition measurement periods in 2015, if allowed for the plan year. The final regulations allow employers to use shorter measurement periods for stability periods starting in 2015 under the look-back measurement method. For 2015, employers can determine full-time status by reference to a transition measurement period in 2014 that:
• Is shorter than 12 consecutive months, but not less than six consecutive months long; and
• Begins no later than July 1, 2014, and ends no earlier than 90 days before the first day of the first plan year beginning on or after Jan. 1, 2015.
If permitted under the employer shared responsibility rules with respect to their plan years, employers can choose to use either the standard measurement period or the transition measurement period for stability periods beginning in 2015.
The final rules state that the plan year must be 12 consecutive months, unless a short plan year of less than 12 consecutive months is permitted for a valid business purpose. A plan year may begin on any day of a year and must end on the preceding day in the following year (for example, a plan year that begins on Oct. 15, 2015, must end on Oct. 14, 2016).
Once established, a plan year is effective for the first plan year and for all subsequent plan years unless it is changed, provided that such change will only be recognized if made for a valid business purpose. Note that a change in the plan year is not permitted if the principal purpose of the change in plan year is to avoid the employer shared responsibility requirements.
A calendar-year plan is a health plan that has a plan year running on the calendar year. Thus, the plan year of a calendar-year plan is a period of 12 consecutive months beginning on Jan. 1 and ending on Dec. 31 of the same calendar year.
|Plan Year: Jan. 1 — Dec. 31
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|Nov. 1, 2013 — Oct. 31, 2014
|May 1, 2014 — Oct. 31, 2014
|Nov. 1, 2014 — Dec. 31, 2014
|Jan. 1, 2015 — Dec. 31, 2015
|2016 Plan Year
|Nov. 1, 2014 — Oct. 31, 2015
|Nov. 1, 2015 — Dec. 31, 2015
|Jan. 1, 2016 — Dec. 31, 2016
A non-calendar-year plan is a health plan that has a plan year that does not run on the calendar year. Thus, the plan year of a non-calendar-year plan is a period of 12 consecutive months beginning in any month after Jan. 1. As a result, the plan year of a non-calendar-year plan will run during parts of two consecutive calendar years.
|Plan year: Feb. 1 — Jan. 31
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|Dec. 1, 2013 — Nov. 30, 2014
|June 1, 2014 — Nov. 30, 2014
|Dec. 1, 2014 — Jan. 31, 2015
|Feb. 1, 2015 — Jan. 31, 2016
|2016 Plan Year
|Dec. 1, 2014 — Nov. 30, 2015
|Dec. 1, 2015 — Jan. 31, 2016
|Feb. 1, 2016 — Jan. 31, 2017
|Plan year: March 1 — Feb. 28 (or Feb. 29, during a leap year)
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|Jan. 1, 2014 — Dec. 31, 2014
|July 1, 2014 — Dec. 31, 2014
|Jan. 1, 2015 — Feb. 28, 2015
|March 1, 2015 — Feb. 29, 2016
|2016 Plan Year
|Jan. 1, 2015 — Dec. 31, 2015
|Jan. 1, 2016 — Feb. 29, 2016
|March 1, 2016 — Feb. 28, 2017
|Plan year: April 1 — March 31
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|Feb. 1, 2014 — Jan. 31, 2015
|July 1, 2014 — Jan. 31, 2015
|Feb. 1, 2015 — March 31, 2015
|April 1, 2015 — March 31, 2016
|2016 Plan Year
|Feb. 1, 2015 — Jan. 31, 2016
|Feb. 1, 2016 — March 31, 2016
|April 1, 2016 — March 31, 2017
|Plan year: May 1 — April 30
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|March 1, 2014 — Feb. 28, 2015
|July 1, 2014 — Feb. 28, 2015
|March 1, 2015 — April 30, 2015
|May 1, 2015 — April 30, 2016
|2016 Plan Year
|March 1, 2015 — Feb. 29, 2016
|March 1, 2016 — April 30, 2016
|May 1, 2016 — April 30, 2017
|Plan year: June 1 — May 31
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|April 1, 2014 — March 31, 2015
|July 1, 2014 — March 31, 2015
|April 1, 2015 — May 31, 2015
|June 1, 2015 — May 31, 2016
|2016 Plan Year
|April 1, 2015 — March 31, 2016
|April 1, 2016 — May 31, 2016
|June 1, 2016 — May 31, 2017
|Plan year: July 1 — June 30
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|May 1, 2014 — April 30, 2015
|July 1, 2014 — April 30, 2015
|May 1, 2015 — June 30, 2015
|July 1, 2015 — June 30, 2016
|2016 Plan Year
|May 1, 2015 — April 30, 2016
|May 1, 2016 — June 30, 2016
|July 1, 2016 — June 30, 2017
|Plan year: Aug. 1 — July 31
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|June 1, 2014 — May 31, 2015
|July 1, 2014 — May 31, 2015
|June 1, 2015 — July 31, 2015
|Aug. 1, 2015 — July 31, 2016
|2016 Plan Year
|June 1, 2015 — May 31, 2016
|June 1, 2016 — July 31, 2016
|Aug. 1, 2016 — July 31, 2017
|Plan year: Sept. 1 — Aug. 31
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|July 1, 2014 — June 30, 2015
|July 1, 2015 — Aug. 31, 2015
|Sept. 1, 2015 — Aug. 31, 2016
|2016 Plan Year
|July 1, 2015 — June 30, 2016
|July 1, 2016 — Aug. 31, 2016
|Sept. 1, 2016 — Aug. 31, 2017
|Plan year: Oct. 1 — Sept. 30
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|Aug. 1, 2014 — July 31, 2015
|Aug. 1, 2015 — Sept. 30, 2015
|Oct. 1, 2015 — Sept. 30, 2016
|2016 Plan Year
|Aug. 1, 2015 — July 31, 2016
|Aug. 1, 2016 — Sept. 30, 2016
|Oct. 1, 2016 — Sept. 30, 2017
|Plan year: Nov. 1 — Oct. 31
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|Sept. 1, 2014 — Aug. 31, 2015
|Sept. 1, 2015 — Oct. 31, 2015
|Nov. 1, 2015 — Oct. 31, 2016
|2016 Plan Year
|Sept. 1, 2015 — Aug. 31, 2016
|Sept. 1, 2016 — Oct. 31, 2016
|Nov. 1, 2016 — Oct. 31, 2017
|Plan year: Dec. 1 — Nov. 30
|Standard Measurement Period (optional for 2015)
|Transition Measurement Period (optional for 2015)
|Administrative Period
|Stability Period
|2015 Plan Year
|Oct. 1, 2014 — Sept. 30, 2015
|Oct. 1, 2015 — Nov. 30, 2015
|Dec. 1, 2015 — Nov. 30, 2016
|2016 Plan Year
|Oct. 1, 2015 — Sept. 30, 2016
|Oct. 1, 2016 — Nov. 30, 2016
|Dec. 1, 2016 — Nov. 30, 2017
Please contact CIBC of Illinois, Inc. for more information on the employer shared responsibility rules.
CIBC Benefit Consultants Earn Affordable Care Act Certifications
(Kankakee, IL) – Colette Rinehart and Monica Uribe with CIBC of Illinois, Inc. became certified through The National Association of Health Underwriters' (NAHU) new professional development course on the Patient Protection and Affordable Care Act (PPACA). This continuing education course for agents has been approved in all 50 states, and Rinehart will receive continuing education credits from the Illinois Department of Insurance.
Rinehart and Uribe completed this 10-hour course to receive the most up-to-date information on the key technical components of PPACA and are prepared to counsel their clients on upcoming required healthcare changes and new options for health plans.
"By taking this course, Colette and Monica have joined an elite group who is uniquely qualified to assist clients in complying with the new law," said NAHU CEO Janet Trautwein. "They understand how the market is likely to change over the next few years, and is in the perfect position to advise families and businesses in planning for the future."
Topics of study include:
- Implementing healthcare reform—overview and politics
- Grandfathered plans and the small-business tax credit
- Medicare Part D and non-discrimination rules
- Patient protection and changes to consumer-directed health plans
- Medical loss ratio requirements and tax implications
- W-2 reporting, summary of benefits, waiting periods, essential benefits and community rating
- Individual mandate, pre-existing conditions and rating reform
- Health insurance exchanges for individuals and small employers
- Employer pay or play
- Self-insured plans
"Colette is an incredibly versatile and knowledgeable member of the CIBC team," said CIBC President and CEO William Johnson. "Her certifications in senior products (Medicare), individual and family health plans, group benefits, and now this unique certification in the Affordable Care Act make her a valuable member of our, as well as our client's teams. She is able to provide client-centered solutions across virtually all areas of benefits, which is extremely rare in our industry."
"Monica brings a strong base of knowledge to our medium and large group clients," added Johnson. "This certification is another example of her dedication to remaining on the cutting edge of our industry."
The National Association of Health Underwriters represents 100,000 professional health insurance agents and brokers who provide insurance for millions of Americans.
Obama Signs Protecting Access to Medicare Act of 2014: Small Employers Get Deductible Relief
On April 1, 2014, President Obama signed the Protecting Access to Medicare Act of 2014 (Act) into law. The Act's main provisions preserve the pay rate for physicians treating Medicare patients and delay the compliance deadline for converting to the updated International Classification of Diseases codes for at least one year.
The Act also eliminates the Affordable Care Act's (ACA) annual deductible limit that applied to health plans in the small group market. This change is retroactively effective to when the ACA was enacted in March 2010.
The Act does NOT eliminate the ACA's out-of-pocket maximum, which applies to all non-grandfathered health plans for plan years beginning on or after Jan. 1, 2014.
Cost-sharing Limits
Effective for 2014 plan years, the ACA requires non-grandfathered health plans to comply with cost-sharing limits with respect to their coverage of essential health benefits.
Annual Deductible Limit
As originally enacted, the ACA included an annual deductible limit that applied to health plans offered in the small group market. This limit became effective for plan years beginning on or after Jan. 1, 2014. Effective for 2014 plan years, the ACA provided that the annual deductible may not exceed:
- $2,000 for self-only coverage; and
- $4,000 for family coverage.
The ACA required the deductible limit to be adjusted annually. For 2015, the Department of Health and Human Services (HHS) announced that the annual deductible limit would increase to $2,050 for self-only coverage and $4,100 for family coverage.
HHS created an exception that allowed a small health plan's deductible to exceed the ACA limit if a plan could not reasonably reach the actuarial value of a given level of coverage (that is, a metal tier—bronze, silver, gold or platinum) without exceeding the limit. This exception was available to all metal-level plans, but it was particularly useful for bronze-level plans.
Out-of-pocket Maximum
The ACA places an annual limit on total enrollee cost-sharing for essential health benefits, effective for plan years beginning on or after Jan. 1, 2014. This annual limit, or out-of-pocket maximum, applies to all non-grandfathered health plans. This includes, for example, self-insured health plans and insured health plans of any size.
Effective for 2014 plan years, a non-grandfathered health plan's out-of-pocket maximum may not exceed:
- $6,350 for self-only coverage; and
- $12,700 for family coverage.
The ACA requires the out-of-pocket maximum to be adjusted annually. For 2015, HHS announced that the out-of-pocket maximum will increase to $6,600 for self-only coverage and $13,200 for family coverage.
In addition, HHS provided transition relief for 2014 plan years for plans that utilize more than one service provider to administer benefits.
Repeal of Annual Deductible Limit
The Act eliminates the ACA's annual deductible limit for health plans in the small group market. This change is effective as of the date of the ACA's enactment in March 2010.
The repeal of the annual deductible limit will provide small employers with more flexibility to control premium costs by selecting a health plan with a higher deductible. However, the out-of-pocket maximum, which includes the deductible amount, and the ACA's actuarial requirements for small health plans will continue to limit enrollee cost-sharing in small employer plans.
Small employer health plans that have started their 2014 plan years (for example, calendar year plans) were already required to incorporate the ACA's annual deductible limit, unless a higher limit applied due to the actuarial value exception. It is not likely that these plans will be affected by the repeal of the ACA's deductible limit until their 2015 plan years.
However, small employer health plans that have not started their 2014 plan years (for example, health plans with a Nov. 1 to Oct. 31 plan year) may be able to avoid the ACA's deductible limit altogether.
Delay for ICD-10 Codes
The Act delays the deadline for HIPAA-covered entities to comply with the updated set of diagnosis and procedure codes known as the International Classification of Diseases, 10th Edition (ICD-10). The deadline is delayed from Oct. 1, 2014, until at least Oct. 1, 2015. This delay will give covered entities and their business associates more time to fully transition to the ICD-10 codes for their HIPAA standard transactions.
Kicking the Can Down the Road: Transition Policy for Canceled Health Plans Extended
The Affordable Care Act (ACA) includes key reforms that create new coverage standards for health insurance policies, beginning in 2014. For example, effective for 2014 plan years, the ACA imposes modified community rating standards and requires individual and small group policies to cover a comprehensive set of benefits.
Millions of Americans received notices in late 2013 informing them that their health insurance plans were being canceled because they did not comply with the ACA's reforms. President Obama was criticized that these cancelations went against his assurances that if consumers had a plan that they liked, they could keep it.
Responding to pressure from consumers and Congress, on Nov. 14, 2013, President Obama announced a transition relief policy for 2014 for non-grandfathered coverage in the small group and individual health insurance markets. If permitted by their states, the transition policy gives health insurance issuers the option of renewing current policies for current enrollees without adopting all of the ACA's market reforms for 2014.
On March 5, 2014, the Department of Health and Human Services (HHS) extended the transition relief policy for two years to policy years beginning on or before Oct. 1, 2016. Thus, individuals and small businesses may be able to keep their non-ACA compliant coverage into 2017, depending on the plan or policy year.
Transition Relief Policy
HHS outlined the original transition relief policy in a letter to state insurance commissioners. Under the original transitional policy, health insurance coverage in the individual or small group market that is renewed for a policy year starting between Jan. 1, 2014, and Oct. 1, 2014 (and associated group health plans of small businesses), will not be considered to be out of compliance with specified ACA reforms.
Also, to qualify for the transition relief, issuers must send a notice to all individuals and small businesses that received a cancelation or termination notice with respect to the coverage (or to all individuals and small businesses that would otherwise receive a cancelation or termination notice with respect to the coverage).
The transition relief only applies with respect to individuals and small businesses with coverage that was in effect on Oct. 1, 2013. It does not apply with respect to individuals and small businesses that obtain new coverage after Oct. 1, 2013. All new plans must comply with the full set of ACA reforms.
Two-year Extension
Under the transition relief extension, at the option of the states, issuers that have issued or will issue a policy under the transitional relief in 2014 may renew these policies at any time through Oct. 1, 2016, and affected individuals and small businesses may choose to re-enroll in the coverage through Oct. 1, 2016. Policies that are renewed under the extended transition relief will not be considered to be out of compliance with specified ACA reforms.
According to HHS, the extension will ensure that consumers have multiple health insurance coverage options, and that states continue to have flexibility in their markets. Also, some commentators have suggested that the extension was issued to avoid a new round of policy cancellations that would occur shortly before the November 2014 elections.
Transition relief also applies to large employers that currently purchase insurance in the large group market but that, as of Jan. 1, 2016, will be redefined by the ACA as small employers purchasing insurance in the small group market. At the option of the states and health insurance issuers, these large employers will have the option of renewing their current policies through policy years beginning on or before Oct. 1, 2016, without their policies being considered to be out of compliance with the specified ACA reforms that apply to the small group market but not to the large group market.
Also, like the original transition relief, issuers that renew coverage under the extended transition relief must, for each policy year, provide a notice to affected individuals and small businesses.
HHS will consider the impact of the two-year extension and assess whether an additional one-year extension is appropriate.
Specified ACA Reforms
The specified ACA reforms subject to the transition relief are the following reforms that take effect for plan years starting on or after Jan. 1, 2014:
- Modified community premium rating standards;
- Guaranteed availability and renewability of coverage;
- Prohibition of pre-existing condition exclusions or other discrimination based on health status, except with respect to group coverage;
- Nondiscrimination in health care;
- Coverage for clinical trial participants; and
- Coverage of the essential health benefits package.
Notice Requirement
The notice to individuals and small businesses must inform consumers of their options and the protections that are available in other plans. HHS' guidance from March 5, 2014, includes standard notices that issuers are required to use in order to satisfy the notice requirement.
State Decisions
Because the insurance market is primarily regulated at the state level, state governors or insurance commissioners have to allow for the transition relief in their state.
A number of states decided against permitting insurers to use the original transition policy, including California, Connecticut, Washington, Minnesota, New York, Indiana, Vermont and Rhode Island. Some states, such as Maryland, are allowing renewals with specific provisions.
HHS's guidance on the transition relief extension outlines the following different options for how states may adopt the transition relief.
- States that did not adopt the original transition relief and that regulate issuers whose 2013 policies renew anytime between March 5, 2014, and Dec. 31, 2014, including any policies that they allowed to be renewed early in late 2013, may choose to implement the transitional policy for any remaining portion of the 2014 policy year (that is, the transition policy could apply to early renewals from late 2013).
- States can elect to extend the transitional policy for a shorter period than through Oct. 1, 2016, but may not extend it to policy years beginning after Oct. 1, 2016.
- States may choose to adopt both the original transitional policy as well as the extended transitional policy through Oct. 1, 2016, or adopt one but not the other, in the following manner:
- For both the individual and the small group markets;
- For the individual market only; or
- For the small group market only.
- States may choose to adopt the transitional relief policy only for large employers that currently purchase insurance in the large group market but that, for policy years beginning on or after Jan. 1, 2016, will be redefined as small employers purchasing insurance in the small group market.
- For both the individual and the small group markets;
As always, contact us with any questions!
Telecommuting: A Driver or a Drain on Productivity
Telecommuting is the term for working from a remote location, usually an employee's residence. Workers are connected to employers and company servers via the Internet and are able to communicate regularly in real time using email, instant messaging, webcams and conference calls. Telecommuting can range from working exclusively from a home office to only working at home a few hours every week.
History and Prevalence
The term "telecommuting" was coined in the early 1970s by a University of Southern California professor researching communication and transportation. Companies and government offices began seriously promoting the idea later that decade during the energy crisis.
Technological innovation allowed telecommuting to increase over the next three decades. By 2011, data collected by the U.S. Bureau of Labor statistics showed that 24 percent of employed Americans work from home on a weekly basis. Another survey by Global Workplace Analytics showed that the rate of telecommuting had increased 73 percent since 2005, and that 2.5 percent of the non-self-employed workforce (roughly 3 million people) primarily works from home.
But while the overall usage of telecommuting has steadily increased, many companies have chosen not to adopt it, and some have chosen to push back. In 2013, Yahoo! CEO Marissa Mayer prohibited telecommuting in her offices, where it had been established company policy. Yahoo's shift in policy highlighted some of the downfalls of this way of conducting business.
Pro and Cons
Telecommuting brings advantages and disadvantages to the way companies do business. Here's a look at some of them.
Pro: Increased productivity. While it's easy to imagine workers shirking their duties at home more readily than in the office, numerous studies show that workers who telecommute are 15 to 55 percent more productive. Two-thirds of employers report increased productivity among their telecommuters.
Additionally, AT&T reports that employees work an extra five hours per week when telecommuting versus when they are at the office, and Sun Microsystems data shows that employees spend 60 percent of the time they would have used commuting working for the company.
Pro: Fewer costs. Over half of all employers reported cost savings as a significant benefit to telecommuting. By allowing workers to telecommute, companies reported big savings on real estate, absenteeism and relocation costs. In many areas there are also grants and other financial incentives for companies that offer telecommuting.
Pro: Increased employer flexibility. Telecommuting gives employers the option to hire from across the country without worrying about relocating workers to a central location. Employers can also more readily hire part-time, semi-retired, disabled or homebound workers.
Pro: Healthier employees. Telecommuting relieves the stress caused by commuting and other issues related to the workplace or being away from home. Telecommuters eat healthier and exercise more than their office-bound counterparts, and are less likely to get sick from contagious germs.
Con: Disengagement. Many employers say that telecommuting interferes negatively with the relationship between workers and management, and can foster jealousy and rivalries between telecommuters and non-telecommuters. Staying connected and supervising employees who work from home can also be a challenge for managers.
Con: Lack of collaboration. Innovation can be stifled when workers are not physically interacting with each other. This is the main reason cited by Mayer for the discontinuation of Yahoo's telecommuting policy.
Con: Technology and security concerns. Not all employees are tech-savvy, and there can be problems trying to remotely access an office network or set up remote meetings. Sensitive company information carries the potential for greater risk of being compromised through unsecure home computers. Additionally, 59 percent of telecommuters do not use their company's data backup system, risking the loss of hard work and valuable information.
Con: Wasted downtime. Capitalizing on lulls in job tasks between big projects is more difficult to manage when an employee is working from home than when he or she is in the office.
Legal Issues
In addition to the strengths and weaknesses of telecommuting, employers must recognize legal issues associated with it before deciding it is right for them. The following are legal issues that may need to be addressed.
Property. Make sure you have a clearly stated company policy for employees who are issued company electronics that addresses what to do in the event they are lost, damaged or stolen. Consider insuring more expensive items.
One way to handle company property issues is to have a written policy in place. If you are issuing electronics to your employees, have them sign something that acknowledges their receipt of the equipment, and indicates who is responsible for maintenance and damages.
Privacy. Employees should be made aware of their privacy rights when working from home. Just because work is being performed on a home computer doesn't mean that it's exempt from being monitored or inspected by the employer. Though the location may be personal, employees are still acting under the scope of employment.
Security and confidentially. Security concerns arise with workers accessing company information from their home computers. One way to guard against intentional leaking is to require that telecommuters sign a nondisclosure agreement. Have your company outline security measures employees should follow to protect information on their computer from exposure to external forces.
Payroll records and compensation.
Telecommuting presents difficulties for employers in complying with hourly recordkeeping regulations. Employers with telecommuters should set up a way to track those hours and ensure their accuracy.
Similarly, federal rules on overtime and rest and meal breaks apply to telecommuters as much as they do to employees in the workplace. This makes an employer's obligation to track employee hours especially important.
Employer liability. What happens if an employee slips and falls at home, while on the clock? Or what if an employee commits a crime in the scope of his or her employment while telecommuting? What about workers' compensation?
Employer liability remains a considerable concern for telecommuting employees. For starters, you should have a specific policy in place to address work-related injuries or torts that occur at a telecommuting employee's home office.
Telecommuting is not the right fit for every company, but it has a decades-old record of being positive for many organizations. As the business world becomes more ensconced online than ever before, and a younger, more Internet-connected generation moves up the ranks of the workforce, telecommuting may become far more common than it is today. At the same time, there may never be a proper substitute for a centrally located office and face-to-face meetings.
Before your company decides to embrace telecommuting in the future, you must carefully weigh the risks and benefits of instituting a telecommuting policy to ensure it will be an asset to your organization.
Affordable Anxiety and Controlled Groups: You Can Run, But You Can't Hide
Part 1: Parent/Subsidiary Groups
William Johnson, CEO
CIBC of Illinois, Inc.
The Affordable Care Act.
It sounds nice on the surface, doesn't it? Care will be affordable. What's scary about that? It sounds kind of comforting, actually.
So why it is that business owners and managers are experiencing so much anxiety over something that should be so assuring and transcendently empowering?
Just say it aloud. That may help.
Maybe chant it like a Tibetan Monk.
Doesn't that feel better?
Maybe the anxiety is due to all of the unknowns.
Is your plan compliant? Is it affordable? Does it offer minimum essential benefits?
So how do you plan on finding out? Maybe look under the donuts your broker dropped off today. Is there a map to compliance under the long johns?
Is the benefits fairy going to visit your business one magical night and sprinkle compliance dust all over your health plan?
It would be funny if it wasn't so critical to your businesses profitability. I hear a lot of business owners profess knee-jerk, semi-political reactions like "I am just going to pay the fines….That'll teach them", or "I will just lower the hours to 29 for my part-timers and then I am safe."
The one I have heard more and more lately is that businesses will split into separate divisions to dodge the 50+ employee threshold for the Shared Responsibility part of the ACA.
While that sounds viable on the surface, you had to know that the IRS is not going to allow a loophole that large to exist…and now we know the final regulations relating to that course of action. The regs are confusing, and like anything relating to the ACA, ever evolving. This article will be the first of three scenarios that speak to how businesses will be classified by the IRS in relation to a Controlled Group and Affiliated Service Group. If you thought you were going to split op your company, or figured that since you had several tax ID numbers for all of your commonly owned subsidiaries you could avoid penalties….think again. There's a lot more to it than that.
What is a controlled group?
To determine their compliance with employee benefit laws, it is important for employers to know whether they are sufficiently linked with one or more businesses to form a controlled group or an affiliated service group.
Under the health care reform law, all employees of a controlled group or an affiliated service group must be counted when determining if an employer is a large employer and tied to the "pay or play mandate."
A controlled group exists if two or more corporations, trades or businesses (including partnerships and proprietorships) have one of the following relationships:
- Parent-subsidiary;
- Brother-sister; or
- Combination of parent-subsidiary and brother-sister.
Also, constructive ownership….or "attribution rules" apply when determining if a group of organizations is a controlled group. These rules view a person as owning an interest in an organization that is not actually owned by that person.
Parent-Subsidiary Controlled Group
A parent-subsidiary controlled group exists when one or more chains of organizations are connected through ownership of a controlling interest with a common parent organization if:
- A controlling interest in each of the organizations (except the common parent) is owned by one or more of the other organizations in the group; and
- The common parent organization holds a controlling interest in at least one of the other organizations.
A controlling interest is ownership of stock having at least 80 percent of total combined voting power of all classes of stock entitled to vote or at least 80 percent of the total value of shares of all classes of stock. For a partnership (LTD), it refers to ownership of at least 80 percent of the profits interest or capital interest of the partnership.
Here's an example. Billy Bob Corporation owns 90 percent of the stock of Ajax Corporation and 80 percent of the stock of Canary Corporation. Ajax Corporation owns 85 percent of the profits of TarHeel LTD. Billy Bob Corporation is the common parent of a parent-subsidiary controlled group consisting of Billy Bob Corporation, Ajax Corporation, Canary Corporation and TarHeel LTD.
(The result would be the same if Billy Bob Corporation, rather than Ajax Corporation, owned the 85 percent interest in TarHeel LTD.)
In next week's article, we will look at the Brother-Sister Controlled Group scenario.
Healthcare Reform and Preventative Services: Just What the Doctor Ordered
By William Johnson
President and CEO of CIBC of Illinois, Inc.
Most of my time with clients these days is spent on analyzing the impact of Healthcare Reform on their business. The already offer benefits to their employees, and they are making sure that their benefit packages are compliant with the law. They have had three years of me whispering in their ear (or yelling, as the case may be) about the ins and outs of Healthcare Reform up to this point. Now, plan administrators with over 50 full-time equivalent employees (FTE's) who do NOT offer affordable health insurance to ALL of their employees are starting to look into their exposure to the law. Even those companies with fewer than 50 FTE's realize that employees who did not take the insurance at work before now have to look into buying insurance or face penalties themselves. Everybody has to "pay or play", and we have never been more busy….and that's just how we like it.
As I talk to prospects who either have a grandfathered plan (a pre-March 2010 plan that has not undergone any substantial changes), or businesses who do not have a group health plan, I have found that some do not know about the free preventative care aspect of the law. If they do, they may not know about all of the updates to the scope of free preventative services that has increased since 2010. Whichever way you fall politically on Healthcare Reform, this aspect has been almost universally accepted as a great thing for employers and employees. Here is a complete list of Covered Preventative services, and as always, give us a call if you need help with this or any other aspect of employee benefits, group health insurance, or Healthcare reform.
Preventive Services for Kids
- Influenza (Flu Shot)
- Autism screening for children at 18 and 24 months
- Congenital Hypothyroidism screening for newborns
- Depression screening for adolescents
- Dyslipidemia screening for children at higher risk of lipid disorders
Fluoride Chemoprevention supplements for children without fluoride in their water source
- Alcohol and Drug Use assessments for adolescents
- Gonorrhea preventive medication for the eyes of all newborns
- Hearing screening for all newborns
- Height, Weight and Body Mass Index measurements for children
- Hematocrit or Hemoglobin screening for children
- Hemoglobinopathies or sickle cell screening for newborns
- HIV screening for adolescents at higher risk
- Immunization vaccines for children from birth to age 18 —doses, recommended ages, and recommended populations vary:
- Diphtheria, Tetanus, Pertussis
- Haemophilus influenzae type b
- Hepatitis A
- Hepatitis B
- Behavioral assessments for children of all ages
Blood Pressure screening for children
Cervical Dysplasia screening for sexually active females
- Human Papillomavirus
- Inactivated Poliovirus
- Measles, Mumps, Rubella
- Meningococcal
- Pneumococcal
- Rotavirus
- Varicella
- Iron supplements for children ages 6 to 12 months at risk for anemia
- Lead screening for children at risk of exposure
- Medical History for all children throughout development
- Obesity screening and counseling
- Oral Health risk assessment for young children
Phenylketonuria (PKU) screening for this genetic disorder in newborns
- Developmental screening for children under age 3, and surveillance throughout childhood
- Sexually Transmitted Infection (STI) prevention counseling and screening for adolescents at higher risk
- Tuberculin testing for children at higher risk of tuberculosis
Preventive Services for Women
- Well-woman visits to obtain recommended preventive services
- Rh Incompatibility screening for all pregnant women and follow-up testing for women at higher risk
- Breast Cancer Mammography screenings every 1 to 2 years for women over 40
- Anemia screening on a routine basis for pregnant women
- Bacteriuria urinary tract or other infection screening for pregnant women
- Tobacco Use screening and interventions for all women, and expanded counseling for pregnant tobacco users
- BRCA counseling about genetic testing for women at higher risk
- Breast Cancer Chemoprevention counseling for women at higher risk
- Breastfeeding comprehensive support and counseling from trained providers, as well as access to breastfeeding supplies, for pregnant and nursing women
- Cervical Cancer screening for sexually active women
- Gonorrhea screening for all women at higher risk
- Contraception: Food and Drug Administration-approved contraceptive methods, sterilization procedures, and patient education and counseling, not including abortifacient drugs
- Domestic and interpersonal violence screening and counseling for all women
- Folic Acid supplements for women who may become pregnant
- Gestational diabetes screening for women 24 to 28 weeks pregnant and those at high risk of developing gestational diabetes
- Hepatitis B screening for pregnant women at their first prenatal visit
- Human Immunodeficiency Virus (HIV) screening and counseling for sexually active women*
- Human Papillomavirus (HPV) DNA Test: high risk HPV DNA testing every three years for women with normal cytology results who are 30 or older
- Osteoporosis screening for women over age 60 depending on risk factors
- Chlamydia Infection screening for younger women and other women at higher risk
- Sexually Transmitted Infections (STI) counseling for sexually active women
- Syphilis screening for all pregnant women or other women at increased risk
Preventive Services for Adults
- Tobacco Use screening for all adults and cessation interventions for tobacco users
- Abdominal Aortic Aneurysm (one-time screening for men of specified ages who have ever smoked)
- Alcohol Misuse screening and counseling
- Aspirin use for men and women
- Blood Pressure screening
- Cholesterol screening
- Colorectal Cancer screening for adults over 50
- Depression screening
- Type 2 Diabetes screening for adults with high blood pressure
- Diet counseling for adults at higher risk for chronic disease
- HIV screening for all adults at higher risk
- Immunization vaccines for adults–doses, recommended ages, and recommended populations vary:
- Hepatitis A
- Hepatitis B
- Herpes Zoster
- Human Papillomavirus
- Influenza (Flu Shot)
- Measles, Mumps, Rubella
- Meningococcal
- Pneumococcal
- Tetanus, Diphtheria, Pertussis
- Varicella
- Obesity screening and counseling
- Sexually Transmitted Infection (STI) prevention counseling for adults at higher risk
- Syphilis screening for all adults at higher risk
This article is intended for informational purposes only and should not be construed as legal advice. Please consult with a legal professional for legal opinions.
To get more information on CIBC of Illinois, visit us at www.CIBCINC.Com or call toll free 877-936-3580.


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Lizzie Bracelet
$ 29
This cheetah print will spunk up any outfit in mind without a doubt, our fashion bracelet collection is filled with unique pieces to add instant polish to your style.
Style tip: Looks great layered with additional bracelets or worn solo.
- Leather wrap bracelet with cheetah detail.
- Add another bracelet for the perfect layered look.
- Magnetic clasp closure for easy on/off.
- Measures 7 3/4" in length when open.

subset: commoncrawl


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New Garage Doors
Federal Way Garage Door Repair is proud of their custom work. Although different companies in Federal Way get their products from the same suppliers, we have far more experience and skills to help you with your designs. We will help you see your dreams come true. We have the finest designers and manufactures in the market; they will make sure they give you exactly what you are seeking to achieve. They will make sure all your needs and requirements are satisfied. We can offer you anything you need; new looks, the best materials, the latest designs, colors, patterns, hardware, and much more. We have become the greatest garage door company because we offer 100% original work and because we really care about our customers. Our Do-it-Yourself program is what you need. Our team gives you all the information you need, their advice and lets you make all the important decisions. Our flexibility and diverse services set us apart from the other companies. Federal Way Garage Door Repair is your best option.
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Garage Door Service Federal Way offers a wide range of materials for you to choose from our most common materials are:
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- Plastic doors are very common nowadays; they are the lightest option.
Garage Door Service Federal Way has all you need; we provide lots of different options and solutions. We will ensure you have the finest garage door system to fit your necessities.
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We know that looks matter, especially on your garage doors and gates. However, there are other important aspects that must be taken care of. Functionality is also important, even more important than looks. Garage Door Service Federal Way is able to provide you fully operative and beautiful garage doors. We offer 100% warranty on labor and customer's satisfaction. Our technicians are equipped with cutting-edge tools and technologies to ensure first-class work; they will not leave until you are satisfied. Contact Garage Door Service Federal Way and get a free quote on all our home and commercial garage door services.
Our experience with residential garage door service gives us the edge when it comes to quality and garage door repair. Federal Way Garage Door Repair doesn't have the reputation it does by not treating every customer like their only customer. Stop putting it off and contact Federal Way Garage Door Repair today for a free quote on residential or commercial garage door repair, a garage door opener or garage door service.
Shapes and Colors


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The #1 Rated Toner Cartridges on Amazon. Genuine TROY 02-81575-001 MICR Toner Secure Cartridge for TROY MICR M402, M426, HP LaserJet Pro M402, M426 [3,100 Pages]. TROY MICR printing delivers the ultimate level of security for localized, distributed, and production workgroup applications with unsurpassed bank acceptance rates and trouble-free performance.
MICR Toner Secure was created as a way to help prevent fraudulent alteration of documents. The patented security agent forces a bright red stain to permeate through the document if chemical alteration is attempted. Each cartridge is produced at an ISO 9001 certified facility, precision-matched to meet the print characteristics of each printer model. It will meet or exceed the highest check printing standards. Compatible TROY and HP Printers: TROY MICR M402n, M406, HP LaserJet Pro M402d, M402n, M402dn, M402dw, M426dw, M426fdn, M426fdw.Compatible TROY and HP Part #s: 02-81575-001, CF226A. This is a genuine OEM MICR toner cartridge. We're here for you.
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NEW YORK, NY (November 4, 2015) – CancerCare, the leading national nonprofit organization providing free, professional support services to anyone affected by cancer, is pleased to announce the availability of co-payment assistance for pancreatic cancer patients through the CancerCare Co-Payment Assistance Foundation.
The CancerCare Co-Payment Assistance Foundation (CCAF) is dedicated to helping people with cancer meet what otherwise are significant co-payment obligations for cancer treatment. CCAF is authorized to provide co-payment assistance for all types of cancer. This assistance is provided to ensure that patients have access to care and prescribed treatments.
People receiving assistance from CCAF also have immediate, ongoing access to the full array of CancerCare services, including counseling, support groups (online, telephone and in-person), resource referrals, publications, education and financial assistance with treatment-related expenses such as transportation and child care. The robust network of support services offered by CancerCare can have a significant impact on the patient, as well as the entire family.
"We are thrilled to provide this crucial co-payment assistance to people coping with a pancreatic cancer diagnosis," said Patricia J. Goldsmith, CancerCare Chief Executive Officer. "Pancreatic cancer can be an especially challenging diagnosis to treat, and the CancerCare Co-Payment Assistance Foundation is committed to easing the financial burden so that patients can focus on managing their diagnosis and maintaining quality of life during treatment."
An estimated 48,960 individuals will be newly diagnosed with pancreatic cancer by the end of 2015 (National Cancer Institute, 2015). This funding will enable CCAF to continue providing much-needed, comprehensive assistance to patients who are struggling to meet their coinsurance obligations, which may enable them to adhere to their prescribed treatments and potentially help to improve their outcomes.


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I'm so excited to partner up with my friends over at RoC Skincare. This is my 3rd year working with them and spreading the word about their fantastic products. Last week I got a facial at SKN GYM in Boston. Alexis was a wealth of information and we had a ball talking all these skin … Continue reading
Tag Archives: host
Loftiss says "Hosting the 'Global Runway' Launch at the Atlanta Airport"
I had the EXTREME pleasure of hosting the launch of "Global Runway" at the Hartsfield-Jackson International Airport (ATL) on May 18th. A fashion presentation at the airport…you heard me right! My dear friend Pamela Simmons, from good ole New York Fashion Week Days in NYC, brought me on to host the fabulous event! Over 250 … Continue reading
Loftiss says "Beauty Products I'm loving in July"
Howdy ya'll! I took a little break from blogging this past month. I am working on a project that I can't WAIT to share with you! I really feel it is going to be an incredible way to connect with all of you more. I will share in the next 2 weeks! STAY TUNED! In the … Continue reading
Loftiss says "OC Style Report Influencer" feature
Hello everyone! I must say I was thrilled when OC Style Report reached out about featuring me. The magazine named me a Style Influencer in Orange County. I have always adored and respected the two sisters that run this magazine, Natalie and Rachael, and was honored to be selected. I highly recommend checking out their … Continue reading
Loftiss says "Alice Through the Looking Glass" products
Let me tell you what-Disney has put a lot of time in collaborating with fashion-forward brands for the mega launch of the 'Alice Through the Looking Glass' movie. With mega stars like Anne Hathaway as the White Queen, Mia Wasikowska as Alice, and Helena Bonham Carter as the Red Queen. There are also several new characters introduced … Continue reading
Loftiss says "Things I'm loving in April"
Hello my lovelies! I just returned from the most wonderful anniversary trip to Napa. We first visited San Fransisco for a few days then drove over to Napa to spend the rest of our relaxing, wonderful trip in wine county. Sigh. It was perfect. While exploring, I decided to keep a list of items I … Continue reading
Loftiss says "TaDa! My new Hosting Reel"
I'm so excited to share with all of you my latest reel. It's truly a special moment when you put all of your hundreds of hours of handwork together in one 4 minute montage. I never thought I would love anything as much as dancing but connecting with people does! Discussing style, shopping for your body, … Continue reading


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The Changing Nature of the School-to-Work Transition Process in OECD Countries
Download full text from publisher
References listed on IDEAS
- Gregg, Paul & Tominey, Emma, 2005. "The wage scar from male youth unemployment," Labour Economics, Elsevier, vol. 12(4), pages 487-509, August.
- David S. Lee, 2005. "Training, Wages, and Sample Selection: Estimating Sharp Bounds on Treatment Effects," NBER Working Papers 11721, National Bureau of Economic Research, Inc.
- Hämäläinen, Kari & Ollikainen, Virve, 2004. "Differential Effects of Active Labour Market Programmes in the Early Stages of Young People's Unemployment," Research Reports 115, VATT Institute for Economic Research.
- Inés Hardoy, 2005. "Impact of Multiple Labour Market Programmes on Multiple Outcomes: The Case of Norwegian Youth Programmes," LABOUR, CEIS, vol. 19(3), pages 425-467, September.
- Dorsett, Richard, 2006. "The new deal for young people: effect on the labour market status of young men," Labour Economics, Elsevier, vol. 13(3), pages 405-422, June.
- Jeff Borland & Yi-Ping Tseng, 2004. "Does 'Work for the Dole' Work?," Melbourne Institute Working Paper Series wp2004n14, Melbourne Institute of Applied Economic and Social Research, The University of Melbourne.
- Richard Blundell & Monica Costa Dias & Costas Meghir & John Van Reenen, 2001. "Evaluating the employment impact of a mandatory job search assistance program," IFS Working Papers W01/20, Institute for Fiscal Studies.
- Martin, John P. & Grubb, David, 2001. "What works and for whom: a review of OECD countries' experiences with active labour market policies," Working Paper Series 2001:14, IFAU - Institute for Evaluation of Labour Market and Education Policy.
- Chiswick, Barry R & Miller, Paul W, 1985. "Immigrant Generation and Income in Australia," The Economic Record, The Economic Society of Australia, vol. 61(173), pages 540-553, June.
- Niall O'Higgins, 1997.
"The challenge of youth unemployment,"
International Social Security Review,
John Wiley & Sons, vol. 50(4), pages 63-93, October.
- Niall O'Higgins, 2005. "The Challenge of Youth Unemployment," Labor and Demography 0507003, University Library of Munich, Germany.
- Cardoso, Ana Rute, 2004. "Jobs for Young University Graduates: Is It Worth Having a Degree?," IZA Discussion Papers 1311, Institute of Labor Economics (IZA).
- Andrew Glyn & Stewart Wood, 2000. "New Labour`s Economic Policy," Economics Series Working Papers 49, University of Oxford, Department of Economics.
- Narendranathan, Wiji & Elias, Peter, 1993.
"Influences of Past History on the Incidence of Youth Unemployment: Empirical Findings for the UK,"
Oxford Bulletin of Economics and Statistics,
Department of Economics, University of Oxford, vol. 55(2), pages 161-185, May.
- Narendranathan, W. & Elias, P., 1990. "Influences of Past History on the Incidence of Youth Unemployment: Empirical Finding for the U.K," The Warwick Economics Research Paper Series (TWERPS) 369, University of Warwick, Department of Economics.
- Narendranathan, Wiji & Elias, Peter, 1990. "Influences Of Past History On The Incidence Of Youth Unemployment: Empirical Findings For The U.K," Economic Research Papers 268489, University of Warwick - Department of Economics.
- Dan-Olof Rooth & Jan Ekberg, 2003. "Unemployment and earnings for second generation immigrants in Sweden. Ethnic background and parent composition," Journal of Population Economics, Springer;European Society for Population Economics, vol. 16(4), pages 787-814, November.
- Betcherman, Gordon & Olivas, Karina & Dar, Amit, 2004. "Impacts of active labor market programs : new evidence from evaluations with particular attention to developing and transition countries," Social Protection Discussion Papers and Notes 29142, The World Bank.
- Gregg, Paul, 2001. "The Impact of Youth Unemployment on Adult Unemployment in the NCDS," Economic Journal, Royal Economic Society, vol. 111(475), pages 626-653, November.
More about this item
Keywordsyouth labour market; school-to-work transition; temporary and permanent contracts; apprenticeship; youth labour market programmes;
JEL classification:
- J13 - Labor and Demographic Economics - - Demographic Economics - - - Fertility; Family Planning; Child Care; Children; Youth
- J21 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Force and Employment, Size, and Structure
- J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
NEP fieldsThis paper has been announced in the following NEP Reports:
- NEP-EDU-2007-02-17 (Education)
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Name: NH Business Guild Networking Group (formerly Millyard Networking Group)
When: Every other Wednesday, 12:00 PM - 1:30 PM
Where: WBC Office Suites, Black Brimmer Conference Room, 1087 Elm Street, Manchester, NH
Cost: Free to everyone
Open to Non-Members: Yes, but limited to one person per industry. Contact Daryl Eames or Pat Hammond for details
NH Business Guild Networking is an established local networking group for professionals and entrepreneurs.
We currently have around 30 active members and meet twice per month.
The goal of the group is to provide you with an active, dedicated network of serious business connections to build relationships, help with your business questions, and provide referrals when there is a fit.
There is no requirement for members to attend every meeting, but we do expect members to actively network and/or collaborate with other members outside of regular meetings.
Our group is free to join but we do limit participants to one per industry.
To get the most out of this group:
- Know how to network
- Be invested in building relationships whether you expect them to lead directly to a sale or not
- Demonstrate initiative
The value of NH Business Guild Networking comes directly from our members. We are invested in building a strong network and most of us have either assisted a member, given a qualified lead, or collaborated on a project within the past year.
If you'd like to join us for a lunch-time meeting please fill out the form to the right.


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Today's all about those wonderful recipes, old and new, that we all make for Christmas. I'm pretty late getting today's Holly Bloggy post up because, well, I am in the middle of making some of those delicious treats! Growing up, my favorite cookies were Chocolate Crinkles. I still love them! I also love Brown-Eyed Susans (that's what my mom called them - peanut butter cookies with Hershey's Kisses pressed in them). They were always my mom's favorite. I call them Brown-Eyed Ashlyns now, because of my daughter. :)
Today I've been making treats for my family and those coming to the Christmas Cookie Exchange I'm hosting this Saturday evening. I can't wait! I'm making Red Velvet Shortbread Cookies (the link has the recipe).
I am also making cake pops. I've made these a few times after seeing them on Bakerella's website and everyone who tries them LOVES them! I'm going to be decorating them like reindeer... hopefully they turn out even half as cute as these.
Simply Sweet Home is hosting the Holly Bloggy Christmas Bash today (thank you!) so join me in going over and seeing what yummy things other people are making!


text: We are the manufacturers for Plate Making Machine, Industrial Press Machine, Hydraulic Cylinder, Hydraulic Power Pack, Filling Machines etc, made of high quality material procured from our reliable vendors of the industry making these machines efficient. Our offered products are qualitative and at the same time these are available at cost-effective prices. These machines are fitted with hopper, adjustable vibration speed as well as electronic weighed. We offer the products at the most competitive prices and on stipulated time period to our clients.


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Image: Bazhong temple Feixiage. by kattebelletje
Bazhong Tourist Attractions
Bazhong Incompete Tourist Attractions
Have you been here? You can help us by writing a review of these locations.
- Baozhong Pingchang County Buddha Mountain Forest Park (巴中平昌县佛头山森林公园; Bā Zhōng Píng Chāng Xiàn Fú;fó Tóu Shān Sēn Lín Gōng Yuán)
- Baozhong-China Sanjiang Water Village Resort Bavaria (巴中巴州三江水乡度假区; Bā Zhōng Bā Zhōu Sān Jiāng Shuǐ Xiāng Dù Jià Qū)
- Baozhong Nanyang Forest Park (巴中南阳森林公园; Bā Zhōng Nán Yáng Sēn Lín Gōng Yuán)
Bazhong Tourist information
Bazhong is a prefecture level city within Sichuan province in China.


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Product Description
A baby lion is sitting between the front paws of a proud parent in a white square that has the sentiment 'Precious bundle' printed in black at the bottom, there is a strip of paper with birds and hearts behind this, and a rectangle of white with little clusters of flowers. This is all on a pink background. Inside the card is a small strip of paper with stripes on it.


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PixelMe Destination
PixelMe Smart Attribution works by gathering all your traffic from any source and attributing it instantly using UTMs. Combined with our event tracking, you can easily see which traffic is causing which conversions on your website.
This destination is maintained by PixelMe. For any issues with the destination, please reach out to their team.
NOTE: The PixelMe Destination is currently in beta, which means that they are still actively developing the destination. This doc was last updated on August 7, 2019. If you are interested in joining their beta program or have any feedback to help improve the PixelMe Destination and its documentation, please let their team know!
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- To find the API Key, go to Settings > Integrations
If you haven't had a chance to review our spec, please take a look to understand what the Page method does. An example call would look like:
Unique page calls will be sent to PixelMe as a
If you haven't had a chance to review our spec, please take a look to understand what the Screen method does. An example call would look like:
[[SEGAnalytics sharedAnalytics] screen:@"Home"];
Screen calls are saved but not processed by default. If you want to use
screen calls with PixelMe, please let their team know.
If you haven't had a chance to review our spec, please take a look to understand what the Identify method does. An example call would look like:
analytics.identify('userId123', {
email: 'firstname.lastname@example.com'
Identify calls are saved but not processed at the moment. PixelMe will use these calls shortly to merge users path to attribute a conversion event to the correct anonymous id. Of course, all
Identify calls received will be used to merge users, so PixelMe recommends to send them as soon as you can.
If you haven't had a chance to review our spec, please take a look to understand what the Track method does. An example call would look like:
Track calls will be sent to PixelMe as conversion events. In the previous example, a
SignUp conversion event will be sent to PixelMe.
You can send computed traits and audiences generated through Segment Personas to this destination as a user property. To learn more about Personas, reach out for a demo.
For user-property destinations, an identify call will be sent to the destination for each user being added and removed. The property name will be the snake_cased version of the audience name you provide with a true/false value. For example, when a user first completes an order in the last 30 days, we will send an identify call with the property
order_completed_last_30days: true, and when this user no longer satisfies we will set that value to
When the audience is first created an identify call is sent for every user in the audience. Subsequent syncs will only send updates for those users which were added or removed since the last sync.
Segment lets you change these destination settings from your Segment dashboard without having to touch any code.
API Key
You can find your API key inside Settings => Integrations
This page was last modified: 09 Mar 2020
Need support?
Questions? Problems? Need more info? Contact us, and we can help!


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Despite the fact that Mill Valley currently has zero dispensaries, cannabis was the talk of the town at the city's eponymous film festival on Saturday.
Leading off a day of Mill Valley Film Festival programming titled "Cannabis Culture," things started on a somber but inspiring note with a screening of the documentary Weed the People. Directed by Abby Epstein (The Business of Being Born) and produced by Hairspray alum Ricki Lake, the film follows five children with cancer and their parents as they discover the potentially life-saving benefits of medicinal cannabis.
While it would've been easy for Epstein to take her subject matter as an opportunity to proselytize the proven and incredible role cannabis (chiefly the cannabinoids THC and CBD) can play in reducing some tumors and alleviating the devastating side effects of chemotherapy, she wisely lets the story speak for itself.
The true star of the film turns out to be Mara Gordon, founder of the medicinal cannabis enterprise Aunt Zelda's. Watching Gordon visit with these children and guide their parents through the unnecessarily complex process of administering oils is enough to make anyone want to hug her and thank her for her endless compassion and dedication.
Attendees got such a chance when Epstein, Lake, and Gordon all appeared on-stage to take audience questions following the film's conclusion. Lake shared how her interest in the project began when a very ill 6-year-old girl contacted her on Twitter to express her fondness for the actress' appearance on Dancing with the Stars. The two began a correspondence that ultimately led Lake and her late husband, Christian Evans, to invite the girl to stay with them and visit with a cannabis doctor located in Mendocino.
"This film is Christian's legacy," she said, explaining that her spouse had long-suffered from a variety of maladies, including chronic pain. It was Evans who began researching the potential benefits of medicinal cannabis — the precursor to a six-year process that spurred a documentary that Lake believes may finally change public perception.
"I think this could really be the tipping point," Lake said. "We showed our film in Oklahoma right before the vote on a referendum to legalize, and it passed."
The conversation about medicinal cannabis — including the efforts of large pharmaceutical companies to suppress research, and the fact that until 70 years ago it was widely prescribed in tincture form — continued with a panel hosted at the Sweetwater Music Hall in downtown Mill Valley.
Gordon raised a fascinating point: Marketing efforts to separate CBD (a non-psychoactive cannabinoid) from THC in relation to health benefits were hugely detrimental to the movement to make cannabis a mainstream medical option.
"CBD alone is not the answer," she explained, citing projects like Dr. Sanjay Gupta's CNN documentary series, Weeds, as ineffectual in conveying the truth behind why cannabis may ultimately play a huge role in treating cancer and a host of other diseases and conditions.
The atmosphere was far lighter for an afternoon panel featuring the Waldos, a group of San Rafael High School alums who inadvertently created the concept of "420." While the Waldos have done their fair share of press in recent years, it was a rare treat to see the gang in person for a panel moderated by Variety's Shirley Halperin. They even brought some of the evidence they've used in proving their case, including postmarked letters and a handmade "420" flag made by one of their friends during art class.
For anyone unfamiliar with the story, the Waldos coined "420" as a reference to the time of day they would meet at the high school's statue of Louis Pasteur to toke up and explore West Marin in pursuit of a patch of pot they were given a map to, courtesy of a friend's brother in the U.S. Coast Guard. Eventually, the Waldos realized that they could use "420" as shorthand for pot without their parents or teachers being clued in, and it became one of many inside jokes they maintained over the years.
As to how the term found its way into the mainstream from such humble origins, Waldo Dave Reddix believes his own brother's friendship with Grateful Dead member Phil Lesh offers one possible explanation.
"My brother would take me to hang with Phil and David Crosby," Reddix told the crowd. "We'd smoke backstage and I'd use the expression '420' frequently. There were tons of people around and they all picked it up. I think that might be how it made its way into Deadhead culture."
The stories of the Waldos seemed destined for a documentary of their own. In just under an hour, they recalled fantastical memories like the time they were pulled over with a female friend in Southern California on their way to see a taping of The Tonight Show because police officers suspected they might be the members of the SLA transporting Patty Hearst. Perhaps no story is more surreal than Waldo Jeff's admission that the group obtained most of their weed by pilfering the contraband collected by his father, a high-level state narcotics officer.
With such a robust day of programming centered on the past and future of cannabis, you have to wonder how long Mill Valley and Marin County will be able to entice icons of pot culture to a place where no one can actually buy it. Hopefully, life will soon take the hint to imitate art.
Zack Ruskin covers news, culture, and music for SF Weekly.
email@example.com | @zackruskin


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FTL Design
Electrical Instrument Corporation
The Model 30 sensitive relay uses an instrument movement as a relay. The applied voltage or current causes the pointer to move from its rest position on the left hand contact, and to make with the right hand contact. See movement details below.
Shown are two versions of the Model 30, made perhaps 40 years apart. On the left is serial number 427; on the right, serial number 11020. The design changed only in small details.
Copyright © 2007 FTL Design
Last revised: 8 November, 2007
Return to Weston main page


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Who are we?
Purcell Masterson Public Relations is a leading full-service Public Relations & Communications agency working across Consumer, Corporate, Causes & Community sectors.
Senior consultants in the agency work with companies who require Crisis Communication Management, Communications Training or Media Training.
Our Niches
- Business to Business
- Education
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- Motor
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- Food and Beverage
- Event Marketing
- Parenting and Kids
- Property
What do we do?
From the initial creative concept, strategy and right through to campaign implementation, we help our clients build relationships, successfully communicate with stakeholders, effectively deliver key messages and reinforce reputations that add real value and impact to their business, organisation or event.
You can meet the team here
How do we do it
- Communications Strategies
- Publicity
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- Digital Media Management
- Corporate Social Responsibility
- Media Buying
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- Media Training
- Public Affairs
- Event Management
- Talent Management
- Online PR
- Media Relations
- Crisis Communications
- Advertising Strategies
- New Product Launches
- Corporate Communications
- Media Buying


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Did you know the cost of life insurance is less than the cost of a latte per day? Learn how affordable life insurance really is.
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Maintaining a good financial balance is key to being prepared for life's milestones and occasional surprises.


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One of the best-loved and most quoted stories of the man who invented Christmas-English writer Charles Dickens-A Christmas Carol debuted in 1843 and has touched millions of hearts since. Cruel miser Ebeneezer Scrooge has never met a shilling he doesnt like. . .and hardly a man he does. And he hates Christmas most of all. When Scrooge is visited by his old partner, Jacob Marley, and the ghosts of Christmas Past, Christmas Present, and Christmas Yet to Come, he learns eternal lessons of charity, kindness, and goodwill. Experience a true Victorian Christmas!
A miser learns the true meaning of Christmas when three ghostly visitors review his past and foretell his future.


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Goddess Nyx Agate, Moonstone
Nyx, Child of Khaos "Chaos and Air", Goddess of the Night, From the dawn of creation as A Primodial God. She and Erebos "darkness", brought forth Aither "light" and Hemera "Day" and Hypnos "Sleep", Thanatos "death". Nyx is shown as a winged goddess crowned with an aureole of dark mist, bringing either help or harm to man. Agate represents Nyx because of its ability to keep dreams away and protects from stress. Moonstone is also used to honor Nyx, it is a good stone helping to find youths place and centering.
Find Agate items HERE:
Find Moonstone items HERE:


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|Checkpoint 156-915.80 : CSE Update R80
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JBs Food Jerkin L/S - (5HFTL_JBS)
The perfect choice for food preparation and handling, this tunic was designed to meet the industry`s demands for hygiene and comfort. Long-sleeved style features rib cuffs for added protection. Prepared right. Detais: 65% Polyester for durability, and 35% Cotton for comfort, Long sleeve with rib sleeve cuff, Easy care fabric, 220gsm. Colours: White. Sizes: 2XS | XS | S | M | L | XL | 2XL | 3XL | 4XL | 5XL.


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API 2.0 docs API 1.0 docs
Domain Availability API helps you check whether a domain name is available for registration quickly and accurately.
WhoisXmlApi.com provides RESTful APIs. It is designed for server-to-server communication between your system and the WhoisXmlApi.com network using standard HTTP or HTTPS protocols. Query responses are delivered in either XML or JSON format based on your requests which are made via GET/POST methods.
To get started you need a developer's account with WhoisXmlApi.com. Authentication is required each time in order to use the API. The first 500 domain name availability lookups are complimentary when you register for a free developer account.
Making requests
It takes up to 2 minutes to activate your account after Sign Up.
Input parameters: required
Input parameters: optional
Acceptable values: DNS_AND_WHOIS | DNS_ONLY
Default: DNS_ONLY
Acceptable values: JSON | XML
Default: JSON
Free access
After Sign Up you automatically get a free subscription plan limited to 500 queries per month.
Sample output
"DomainInfo": {
"domainAvailability": "UNAVAILABLE",
"domainName": "google.com"
XML Schema/ Domain Availability Query Result Documentation
You can download the following for your reference:
Account balance information
List of possible errors
Account balance low or zero notification
When your account balance falls below certain level you will receive an email alert. Another email will be sent when your account balance reaches 0.
You can always change your notifications settings on the Settings - Notifications page.
Usage limits and requests throttling
The maximum number of requests per second is 30. In case that the limit is breached, your subsequent requests will be rejected until the next second.
TLDs supported
We support thousands of TLDs, both gTLDs and ccTLDS. You can see the entire list here.
Printable guide
You can also download the PDF version of this guide.
API status
You can check the API's current performance and availability status on the API Status Page.
Terms of Service or SLA for using Domain Availability API
Please click on the link below to review the Terms of Service
Have questions?
We work hard to improve our services for you. As part of that process, we welcome your feedback, questions, and suggestions. Please let us know about your thoughts and feelings, and any way in which you think we can improve our product.
For a quick response, please select the request type that best suits your needs. For more info regarding the request types, see Contact us page.


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Some of us are trendsetters, some of us are trend followers – whichever one you are, your priority should be to look and feel as good as possible, as often as you can. Your shoes say so much about you – do you really want to be walking around wearing shoes that say you're dull, dirty, and full of holes? Didn't think so.
Now, you may think that what makes that perfect pair of everyday shoes is the number of years you've had them or how deeply you foot's been imprinted into the insole. Wrong, boys… so wrong. We all know that what really makes the right pair of shoes – you know the ones… that pair that make your eyes light up when you look at them, the ones where you wiggle your toes in excitement before putting them on.
So, if it's time to pick out a new pair of everyday shoes, here are the top 5 qualities you want to look out for:
Your style could be super casual or very smart – either way, out of all of the items in your outfit, your shoes are the ones most likely to decide just where you stand on the spectrum. Obviously you want to go for something that rings true to your personal style, and that is fashionable too. There are lots of things to keep in mind when it comes to settling on a style, these mainly include; colour (do you want to go bright, or stick to black or white?), fabric (canvas, leather, suede), fit (lace-ups, slip on, Velcro – what are you, 5?)
When you're living the good life, you're probably out on your feet all day, where lunch plans can turn into dinner plans and then extend into a night out. Try to choose a pair that can withstand your long days and heavy nights, and that will also look good no matter what time of day it is.
You know good quality when you see and feel it – the fabric is strong, the stitching is precise and impeccably done, the laces are sturdy, and the colour on your shoes is rich and deep. Trust us, you'll feel so much better knowing that your feet are cosily nestled in shoes that you not only love to wear, but feel good about.
Comfort and fit
If this is your everyday staple, then one definite way of guaranteeing comfort is by ensuring that your shoes fit properly. We have it on good authority that the size of boys' feet doesn't signify anything beyond the corresponding size of their shoes, so don't bother getting shoes that are too big for you.
Rain or shine, you can wear your favourite pair of shoes day-in, day-out, and they will remain in tiptop condition. That doesn't mean you shouldn't look after them by giving them a good clean and polish every now and then!


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About The Whitepaper People
Whether you are a prolific content marketer about to publish your latest whitepaper or a new business owner developing a business report, The Whitepaper People are here to help. Our background lies in conventional print based publishing, which means that, rather than simply jumping on the digital publication bandwagon, we have a wealth of traditional publishing experience that we can transfer to this modern medium.
We work with you to present your ebook in the best possible light and make your hard work pay off… You've worked hard to write your whitepaper, striving to ensure every detail is just right and now it's time to bring it to life by making sure it looks every bit as good as it should. You can relax, safe in the knowledge that we take care of everything for you.
We follow a consultative design process, so we don't just go away, come up with a design and hand it over to you considering that 'job done'. In the first instance, we'll create an initial concept that we'll send to you for feedback. You'll then have an opportunity to suggest any changes or provide any input that you feel might help improve the design. Then, through a process of iteration, we work with you until we reach the point where you're happy with everything and we can finalise the rest of the project accordingly.
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|Series cast summary:
|Kenichi Sakaguchi
|Blackie / ... 2 episodes, 1995
Young teenager Momoko Hanasaki is given the power to turn into Wedding Peach, a battle angel charged with protecting love, as well as the Four Sacred Somethings; Four items that hold all love in their balance. Helping Momoko are her friends Yuri and Hinagiku, who have also received the powers of angels, the angel Sir Limone, and Aphrodite, the Goddess of Love. Written by Anonymous
On IMDb TV, you can catch Hollywood hits and popular TV series at no cost. Select any poster below to play the movie, totally free!


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This is a painting I made as a gift for my sister. She took a weekend break to spend time with the tribe and brought me a pair of quad roller skates (because why wouldn't you buy your uncoordinated sister who can't skate a pair of roller skates 🙂 ) which FriBoy loved so much that he drew himself skating with his aunt.
Continue reading "Extended Tribe – Family Portrait"


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UPDATE (3-20-2020): Due to recent the recommendation to practice social distancing wherever possible, our office is closed. Please place your order online by the end of the day Monday, March 23rd or mail your order form to 2343 North US 27, St Johns Michigan 48879.
If you have questions, or wish to place your order by phone, please call Seth at 989-640-2403 or Kelcie at 989-640-5534
Thank you for your patience! – Clinton CD Staff
2020 Spring Tree Sale
The 2020 Spring Tree Sale is now open! Pickup will be held on Friday April 24th and Saturday April 25th. You can browse our store online by clicking the 'Online Store' link below.
To be added to our mailing list, please call our office at 989-224-3720 or email email@example.com
2019 Fall Tree Sale
2019 Fall Tree Sale Order Form
Please call our office with any questions or to place an order over the phone. Online ordering available at www.squareup.com/store/ClintonConservationDistrict
Ordering deadline September 20th. Ordering early assures that your desired species will be available. Pickup will take place on October 4th at Peck Hall, Clinton County Fairgrounds, St. Johns. A selection of trees, shrubs and supplies will be available for sale during pickup hours, Friday from noon – 6 pm.
Equipment Rental
Drill rental contract_04272018
The Clinton Conservation District holds a Spring tree sale and Fall native plant sale. Spring brochures are available in March for the April sale. Fall brochures are available in September for the October sale.
Tree sales have been a traditional activity and fund raiser for conservation districts. Planting trees ties back to the original soil conservation mission.
Each spring and fall we sell a variety of conservation seedlings for erosion control, wildlife habitat, pollinators, reforestation, windbreaks, and many other conservation purposes.
In the Spring, seedling varieties generally include wildlife shrubs, hardwoods, conifers and conifer transplants. We also have a selection of flowering and fruiting trees and shrubs.
In the Fall, we sell a large selection of native plants along with a limited selections of conifer seedlings.
While most of the species we sell are available every year, we try to stock new items as well. We also sell a selection of fertilizer tabs, and Plantskydd animal repellent. We also have a tree planter and a no-till drill for planting native grasses available to rent.


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With the demise of Toys R Us comes a new distribution of the lines. A friend of mine works for the person or company that purchased a massive number of the store content and will be distributing the content at discount prices. The building area used now for his distribution is not all that large so I wonder if they will find another home around the current building to house and distribute the content. I was also told that they may have to go into short hours for a while. The main thing is that employment of a few days per week is better than unemployment.
Toys R Us