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As many know, on March 18, 2020, the president had signed the Families First Coronavirus Response Act (FFCRA), which ultimately includes a requirement that health plans cover COVID-19 testing. Read this blog post for frequently asked questions and their answers provided from SHRM.
The Departments of Labor, Health & Human Services, and the Treasury recently issued a set of frequently asked questions (FAQs) that provide guidance to group health plan sponsors on various issues related to implementation of the COVID-19 diagnostic testing mandate.
On March 18, 2020, the president signed the Families First Coronavirus Response Act (FFCRA), which includes a requirement for group health plans to cover COVID-19 diagnostic testing—including the cost of office, urgent care, ER and telehealth visits in order to receive testing—without cost-sharing or prior authorization. The following week, he signed the Coronavirus Aid, Relief, and Economic Security Act (CARES Act), which expands the COVID-19 diagnostic testing mandate provisions.
The Departments of Labor, Health & Human Services, and the Treasury (the departments) issued a set of FAQs on April 11 that provide guidance to group health plan sponsors on various issues related to the implementation of COVID-19 diagnostic testing requirements. The departments anticipate releasing additional guidance in the future.
The FAQs address the following issues.
Which group health plans are subject to the mandate?
Most group health plans are subject to the mandate. This includes grandfathered plans under the Affordable Care Act, non-federal governmental plans, and church plans. The mandate does not apply to retiree-only plans or to excepted benefits, such as dental, vision, and most EAPs.
When are plans first required to comply and for how long?
Plans are required to cover items and services relating to COVID-19 diagnostic testing that were furnished on and after March 18, 2020, and to continue to do so through the end of the public health emergency. Unless extended or terminated earlier, the public health emergency related to COVID-19 will end on June 16, 2020.
What types of testing must be covered?
The guidance clarifies that in addition to tests that determine whether an individual has the virus based on the presence of COVID-19 virus genetic material in the body, a group health plan must also cover serological testing to detect COVID-19 antibodies. All tests must be either: (1) authorized by the Food and Drug Administration (FDA), (2) under review by the FDA, (3) developed and authorized by a state, or (4) determined appropriate by the Secretary of Health & Human Services.
What items and services must be covered in full during a visit?
Health plans "must cover items and services furnished to an individual, during visits that result in an order for, or administration of, a COVID-19 diagnostic test." The FAQs clarify that if the attending provider determines that other tests, such as influenza or blood tests, should be performed during a visit to help determine whether COVID-19 diagnostic testing should be conducted, "and the visit results in an order for, or administration of, COVID-19 diagnostic testing," the plan must cover those services in full.
If COVID-19 diagnostic testing is not ordered or administered as a result of the visit, full coverage for these services is not required.
Can a plan impose any cost-sharing, prior authorization, or medical management requirements for COVID-19 testing?
Does the requirement to cover COVID-19 diagnostic testing without cost-sharing apply to out-of-network providers?
Yes. This requirement applies to out-of-network providers, including HMOs that otherwise do not cover non-emergency out-of-network services. Out-of-network providers would be reimbursed based on the cash price listed by the provider on a public website or the amount negotiated by the plan with the provider.
Under what circumstances are services considered to be furnished during a visit?
The FFCRA requires plans to cover COVID-19 diagnostic testing services during office visits including in-person and telehealth visits, as well as urgent care centers and emergency rooms. The guidance defines the term "visit" broadly "to include both traditional and non-traditional care settings in which a COVID-19 diagnostic test … is ordered or administered."
While the guidance does not require group health plans to include a benefit with a telehealth provider, any services offered by a provider through a telehealth visit or other remote visit for COVID-19 diagnostic testing must be covered in full.
What participant communication requirements apply?
The ACA requires group health plans to provide participants with at least 60 days' advance notice of a material modification to information contained in a Summary of Benefits and Coverage (SBC). The FAQ states that the departments will not enforce this advance notice requirement to the enhanced coverage of items or services related to the diagnosis or treatment of COVID-19. The non-enforcement policy will also apply to the addition or expansion of telehealth and other remote care services. However, plans "must provide notice of the changes as soon as reasonably practical." The guidance notes that the departments would continue to take enforcement action against a plan that attempts to offset the cost of the COVID-19 diagnostic testing requirement by eliminating or limiting benefits or increasing cost-sharing on other services.
The non-enforcement policy applies during the public health emergency period. If the benefit changes are continued beyond the public health emergency period, then plans will be required to update plan documents and terms of coverage.
Employers should communicate the coverage changes to participants as soon as possible. Using updated SBCs for this communication is an option for employers, but not required.
What about SMMs?
Unlike the SBC requirements, unless there is a material reduction in benefits, a group health plan does not have to issue a statement of material modification (SMM) for a change until 210 days after the close of the plan year in which the change was adopted. Nevertheless, sponsors may want to consider providing notice of the changes in the form of an SMM.
Can an employer offer benefits for COVID-19 diagnostic testing under an EAP or onsite medical clinic that constitute an excepted benefit without impacting its excepted benefit status?
Yes, diagnostic testing coverage can be provided without impacting the excepted benefit status of the EAP or onsite medical clinic.
While the guidance strongly encourages plan sponsors to promote the use of telehealth services, similar relief was not provided for telehealth benefits. Some employers are considering offering a standalone telehealth benefit to employees who are not eligible for medical coverage, or who have waived coverage. However, a standalone telehealth benefit would not satisfy the ACA market reform requirements unless it qualifies as an excepted benefit.
Use of onsite medical clinics to provide testing could be part of an employer's return-to-work program.
The FAQs provide important guidance for employers on implementation of the diagnostic testing requirements and include actions employers need to take to communicate these provisions to employees.
Richard Stover, FSA, MAAA, is a principal at HR advisory firm Buck. Leslye Laderman, JD, LLM, is a principal in the firm's Knowledge Resource Center. This article originally appeared in the April 15, 2020 issue of Buck's For Your Information. © 2020 Buck Global LLC. All rights reserved. Republished with permission.
SOURCE: Stover, R.; Laderman, L. (21 April 2020) "Guidance Clarifies COVID-19 Diagnostic Testing Mandate" (Web Blog Post). Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/guidance-clarifies-coronavirus-diagnostic-testing-mandate.aspx
by 6dhannah
As employers are becoming subjected to the Families First Coronavirus Response Act (FFCRA), questions regarding reimbursements are being raised. Read this blog post to learn more.
The announcement, made in conjunction with the U.S. Department of the Treasury, should be welcome news to employers affected by the FFCRA, Littler Mendelson shareholder Jeff Nowak told HR Dive in an interview.
Reacting to initial news of the law's enactment, Nowak and others expressed concerns. Though the FFCRA specified that employers would be eligible to receive tax credits, Nowak said this week that many feared the timing of the credit would be "far too late … particularly for small businesses that would be out of business by this time next year." The DOL's assurance of prompt payment may ease such fears.
As news continues to develop around the FFCRA, DOL has added additional clarifications for employers to note. First, the agency stated Tuesday that the FFCRA would be implemented April 1, 2020. In the same document, it added more information around its plan to codify exemptions for certain private entities employing fewer than 50 employees. Employers choosing to seek this exemption may need to document why their business meets the criteria for an exemption. These criteria will be set forth by DOL in future regulations.
"You should not send any materials to the Department of Labor when seeking a small business exemption for paid sick leave and expanded family and medical leave," DOL said.
The agency also previously announced that it would observe a 30-day temporary period of non-enforcement of the FFCRA once the law takes effect April 1. This non-enforcement would be in effect so long as the employer in question "has acted reasonably and in good faith" to comply with the law, DOL said, but sources previously told HR Dive that employees could still bring legal action against certain non-complying employers.
Nowak noted that the tax credit provision would allow employers to recoup the maximum paid leave costs provided for by the FFCRA. In other words, if an employer provides additional paid leave beyond what is mandated by the FFCRA for a given scenario, that employer should not expect to receive a reimbursement for the cost of providing those additional amounts of leave, Nowak said.
The DOL document released Tuesday also specifies how employers should determine whether they meet the FFCRA's classification of employing fewer than 500 employees. According to Nowak, employers should look at their headcount at the time an employee requests leave. "It will be an additional burden to the employer's HR department," Nowak said. "You will be calculating coverage whenever an employee requests FMLA or paid sick leave."
DOL said it will provide a model notice of the FFCRA's requirements — which employers will then need to post in a conspicuous place on their premises — no later than March 25. Finally, the agency has said it will hold a "national online dialogue" allowing employers to comment on the DOL's compliance materials and outreach strategies related to the implementation of the FFCRA through March 29.
SOURCE: Golden, R. (25 March 2020) "IRS promises full, immediate reimbursement for coronavirus leave" (Web Blog Post). Retrieved from https://www.hrdive.com/news/irs-promises-full-immediate-reimbursement-for-coronavirus-leave/574881/
While many employees are fighting to keep their jobs during the coronavirus pandemic, gig workers are fighting for their rights to unemployment benefits. Read this blog post to learn more.
New York Postmates food delivery drivers and potentially thousands of other gig workers can receive unemployment benefits at a time of historic job losses, following a ruling by the state's highest court that they are company employees.
The New York Court of Appeals said Thursday that Postmates "could not operate" without its couriers, rejecting the company's argument that it simply operates a platform connecting drivers to customers.
"Today's decision is a huge victory for thousands of gig workers across New York," said New York Attorney General Letitia James. "The courts have solidified what we all have known for a while: delivery drivers are employees and are entitled to the same unemployment benefits other employees can obtain."
Postmates and other platform companies like Uber and Lyft have long claimed their workers are self-employed entrepreneurs rather than employees entitled to minimum wage, overtime, unemployment and other protections. They have vigorously contested lawsuits and legislation seeking to reclassify their workers.
The coronavirus pandemic has put unprecedented pressure on gig-economy workers. The stay-at-home orders now in force in much of the nation have sidelined vast numbers of them while others have kept driving despite the risk of spreading or catching the contagion.
The ruling on Thursday reverses a lower court decision finding Postmates wasn't the employer of delivery driver Luis Vega, who was kicked off the platform. An administrative board had previously found that Vega was eligible for unemployment insurance benefits as a Postmates employee.
"While couriers decide when to log into the Postmates' app and accept delivery jobs, the company controls the assignment of deliveries by determining which couriers have access to possible delivery jobs," the court said.
"The Court of Appeals has confirmed what we have said all along: app-based employers have been misclassifying workers and denying them their rights for no other reason than their own bottom-line," Mario Cilento, president of the New York State AFL-CIO, said in a statement. "The harm caused by this injustice has never been clearer than during this pandemic."
San Francisco-based Postmates said that, while it disagreed with the decision, it was in favor of modernizing worker classifications and was willing to work with New York to achieve that.
"We fully support designing a responsible framework that allows New Yorkers to choose if, when, where, and for how long they work, while also providing them access to the benefits and services they deserve," the company said.
SOURCE: Bloomberg News. (27 March 2020) "Gig workers win right to unemployment benefits" (Web Blog Post). Retrieved from https://www.benefitnews.com/articles/gig-workers-win-right-to-unemployment-benefits
As the COVID-19 pandemic cases increase, employees are stuck choosing between staying home to avoid spreading the illness and working for a paycheck to pay their household bills. Due to the effect that the spread of coronavirus has created, the U.S. Senate has approved the Families First Coronavirus Response Act. Continue reading this blog post from SHRM to learn more.
The U.S. Senate approved the Families First Coronavirus Response Act in a 90-8 vote on March 18, and President Donald Trump signed it into law a few hours later. The bill will provide free screening, paid leave and enhanced unemployment insurance benefits for people affected by COVID-19, the respiratory disease caused by the coronavirus.
The U.S. House of Representatives passed the bill late on March 13. After several days of negotiation, House Speaker Rep. Nancy Pelosi, D-Calif., announced that negotiators had reached a deal with the White House to pass the bill. "We cannot slow the coronavirus outbreak when workers are stuck with the terrible choice between staying home to avoid spreading illness and the paycheck their family can't afford to lose," Pelosi said.
Republican senators were concerned that the bill might hurt small businesses, and Sen. Mitch McConnell, R-Ky., said lawmakers are working on another bill that would include relief for small businesses. McConnell said he would not adjourn the Senate until the third COVID-19 economic stimulus package is passed, CNN reported.
Trump declared a national emergency March 13, which frees up billions of dollars to fund public health and removes restrictions on hospitals to treat more patients. The Families First Coronavirus Response Act (H.R. 6201) will provide:
We've rounded up articles and resources from SHRM Online and other trusted media outlets on the news.
As originally drafted, H.R. 6201 would have temporarily provided workers with two-thirds of their wages for up to 12 weeks of qualifying family and medical leave for a broad range of COVID-19-related reasons. The revised version of the bill will only provide such leave when employees can't work because their minor child's school or child care service is closed due to a public health emergency. Workers who have been on the payroll for at least 30 calendar days will be eligible for paid family leave benefits, which will be capped at $200 a day (or $10,000 total) and expire at the end of the year.
Under the bill, many employers will have to provide 80 hours of paid-sick-leave benefits for several reasons, including if the employee has been ordered by the government to quarantine or isolate or has been advised by a health care provider to self-quarantine because of COVID-19. Employees could also use paid sick leave when they have symptoms of COVID-19 and are seeking a medical diagnosis, if they are caring for someone who is in quarantine or isolation, or their child's school or child care service is closed because of the public health emergency. Paid-sick-leave benefits will be immediately available when the law takes effect and capped at $511 a day for a worker's own care and $200 a day when the employee is caring for someone else. This benefit will also expire at the end of 2020.
Private businesses with at least 500 employees are not covered by the bill. "I don't support U.S. taxpayer money subsidizing corporations to provide benefits to workers that they should already be providing," Pelosi said on Twitter. Treasury Secretary Steven Mnuchin also said that "big companies can afford these things."
Covered employers that are required to offer emergency FMLA or paid sick leave will be eligible for refundable tax credits. Employers with fewer than 50 workers can apply for an exemption from providing paid family and medical leave and paid sick leave if it "would jeopardize the viability of the business." Gig-workers and other self-employed workers will be eligible for a tax credit to cover the benefits.
(The Washington Post)
Another emergency spending package to fight coronavirus rapidly worked its way through Congress, and President Donald Trump signed it into law March 6. The measure will provide funds to develop a vaccine, provide protective and laboratory equipment to workers who need it, and aid locations hit with the virus.
(SHRM Online)
Do employees have the right to take time off if they are concerned about contracting coronavirus? Can employers send sick workers home? Should employees be paid for missed work time? HR and other business leaders are likely considering these questions and more as COVID-19 makes its way through the United States. "We believe employers would be wise to review their paid-time-off practices immediately," said Francis Alvarez, an attorney with Jackson Lewis in White Plains, N.Y. "Employers are likely to face unique circumstances that were not anticipated when they prepared their attendance and leave policies."
(SHRM Online)
Visit SHRM's resource page on coronavirus and COVID-19.
SOURCE: Nagele-Piazza, L. (18 March 2020) "Trump Signs Coronavirus Relief Bill with Paid-Leave Mandate" (Web Blog Post). Retrieved from https://www.shrm.org/ResourcesAndTools/legal-and-compliance/employment-law/Pages/Senate-to-Vote-Soon-on-Coronavirus-Paid-Leave-Mandate.aspx
Interviews can be stressful, long and overwhelming but the process can represent the first impression of a potential employee and can illustrate how they might communicate with colleagues and clients. The interview process can allow recruiters to get an understanding of who the candidate is. Continue reading this blog post to learn more about how common interview questions can show a lot about potential candidates.
The interview process is stressful for everyone involved. Employers are eager to get candidates through the door and candidates are overwhelmed about giving the perfect interview. Hiring managers should always consider a candidate's past experience and expertise when looking to fill a position. However, looking closer at the way candidates approach basic interview questions can also provide valuable insight.
Sometimes, answers to the most common interview questions provide recruiters with the knowledge needed to get a clear understanding of who a candidate is. Although simple on the surface, when asking questions like, "tell me about yourself" and "why do you want to work here," you are gaining important knowledge on how well a candidate will communicate with other employees and clients. It can also reveal their ability to take feedback and apply it, and how prepared they are for the interview.
Although this request is commonly used as an icebreaker, it is crucial to the interview and screening process. This is the candidate's chance to give you a quick, comprehensive look into who they are as a person and a professional. Since this is such a popular, and expected, question in interviews, candidates should be prepared to provide a memorable, concise answer without feeling the need to ramble.
Look for a healthy blend of information on a candidate's personal life, professional journey and some background information. Depending on the position and person, a good answer can include whether or not a candidate moved a lot growing up, classes they took in college that are relevant to the job they are applying for, or a little about their work history and personal life. When done correctly, a candidate will leave you with something to remember them by. At the same time, an effective answer also includes a candidate's motivations and where they see their career long term.
This question is notorious for prompting insincere and generic responses such as, "I'm always working late," instead of giving an actual answer. Rather than accepting watered-down responses like these, challenge candidates to elaborate by pushing them out of their comfort zone.
Take the "working late" example – this response could indicate a time management issue, and it gives you an opportunity to question why they were unable to complete tasks during their allotted time. Use this to gauge whether or not the candidate is qualified for a particular position, and allow them to expand on how they plan to keep improving.
When discussing the biggest weakness, look for answers that reveal if they recognize their professional flaws, if they are working to improve and if they can take feedback from managers. It is key to seek out candidates who are willing to improve and achieve continuous growth.
An effective answer to this question should always go beyond "they loved me" – it should include a combination of honesty, vulnerability and directness.
If a candidate is having a hard time answering this question, ask them to simply summarize the feedback of their previous manager, which should include both positive and realistic points. For instance, an ideal response explores the areas where the candidate needed additional coaching, where they had the biggest opportunity to learn and what would have made their manager most proud.
This is a classic interview-closer, but it is also yet another opportunity to see how prepared the candidate is for the interview and how interested they are in the job. Candidates who come prepared with a list of questions show that they have done their homework and have a genuine interest in learning more.
At the same time, you also want someone who has been engaged during the interview and is able to adapt. If they have questions on their list that have been answered during the interview, they should still go through them and refer to the previously discussed answer. Questions referencing specific aspects of the company, such as something they found in their research, also show that a candidate isn't taking the same questions to every interview.
Although a normal process for most interviews, simple and common questions can tell a lot about a person and how they carry themselves in unique situations. In addition to other attributes (experience, professionalism, etc.), looking at how candidates respond to these go-to questions can give hiring managers great insight into what they can offer to the company.
SOURCE: Blanco, M. (25 February 2020) "Common interview answers can say a lot about potential employees" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/opinion/common-interview-answers-can-say-a-lot-about-potential-employees
According to the Bureau of Labor Statistics, the amount of employees over the age of 65 has risen by 697,000. With over two million jobs being created over the past 12 months with the help of the economy, the older generations are still wanting to be employed. Read this blog post to learn more as to why.
Older workers are sticking around the job market. This is why
The number of workers aged 65 and above increased by 697,000 as the economy created more than 2 million new jobs over the past 12 months, according to data from the Bureau of Labor Statistics in this CNBC article. The spike in the number of older workers represents about 36% of the overall increase, reflecting a trend over the past 10 years. "The norms about working at older ages have changed quite a bit, and I think in a way that really is to the advantage of older workers who want to keep working," says an expert.
What 'Rothifying' 401(k)s would mean for retirees
Clients will not benefit from a switch to a retirement system where contributions would be made on an after-tax basis even if it could result in bigger tax revenue in the near term, experts write in The Wall Street Journal. "Over their lifetimes, workers would accumulate one-third less in their 401(k)s under a Roth system. This is because, with no tax advantage from contributing to a 401(k), workers would save less and those lower contributions would earn less over the years," they write. Moreover, "lifetime tax revenue generated by the average worker under a Roth regime would fall 6% to 10%, compared with the current regime."
Stop 'dollar-cost ravaging' your clients' portfolio in retirement
Retirees who stick to a 4% withdrawal rule during a market downturn are putting their financial security at risk, as their portfolio would not recover even if the market eventually improves, writes an expert in Kiplinger. Instead, seniors should focus on how much income they can generate from their portfolio, he writes. "[I]t means choosing investments — high dividend-paying stocks, fixed income instruments, annuities, etc. — that will produce the dollar amount you need ($2,000, $3,000, $5,000 or more) month after month and year after year."
Will clients owe state taxes on their Social Security?
Retirees may face federal taxation on a portion of their Social Security benefits — but they could avoid the tax bite at the state level, as 37 states impose no taxes on them, writes a Forbes contributor. "While probably not a big enough issue to warrant moving in retirement, it is something to consider when choosing where you want to spend your retirement," writes the expert. "At the very least, you need to know about Social Security taxation when figuring out how much additional income you will need to have in order to maintain your standard of living during retirement."
8 ways clients can start saving for college now
There are a few savings vehicles that clients can use to prepare for college expenses, but they need to consider the pros and cons, according to this article in Bankrate. For example, clients who save in a 529 savings plan can get tax benefits — such as tax deferral on investment gains and tax-free withdrawal for qualified expenses — but will face penalties for unqualified withdrawals aside from taxes. Parents may also use a Roth IRA to save for their child's college expenses, but these accounts are subject to contribution limits and future distributions will be treated as an income, which can reduce their child's eligibility for scholarships or assistance.
SOURCE: Peralta, P. (18 February 2020) "Older workers are staying in the job market. Here's why" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/news/why-older-workers-are-staying-in-the-job-market
Did you know: Only 33 percent of employees state that they are committed to staying at their jobs. If employees are disengaged from their work, it is easier for them to find other opportunities with promising recognition, rewards, and growth. Read this blog post to learn more about why employees might be searching for more generous benefits.
Employees have high expectations when it comes to job perks, and, if their employer doesn't offer what they want, they'll find another that will, new survey findings show.
Only one-third of employees (33 percent) say they are committed to staying at their jobs in 2020, compared to the 47 percent who had the same intention for 2019, according to the 2020 Engagement & Retention Report by employee-recognition software firm Achievers.
As the labor market stays tight, it's easy for disengaged employees to find work elsewhere. And they might try to: Just 19 percent of employees surveyed consider themselves "very engaged," while 14 percent say they are fully disengaged. Even the 32 percent with "average engagement" said they were open to new job opportunities.
The survey, conducted in October 2019, received 1,154 responses from employees across North America who were asked about their intentions for 2020.
"A substantial portion of today's workforce already has one foot out the door," said Natalie Baumgartner, Achievers' chief workforce scientist. Unless employers take steps to reverse these feelings, she said, "the risk of turnover and underperformance in 2020 is immense."
The survey found that the top three reasons employees are considering leaving their jobs are:
Ninety percent of workers said they are more likely to stay at a company that asks for, and acts on, employee feedback. But when asked how good their manager and company are at soliciting feedback, the most common answer was just "OK," asking for it once or twice a year. As for their employers acting on feedback, "OK" was again the most common response, at 44 percent. These employees said their manager and company only talk about feedback and make few changes based on it.
Companies should make sure that employee feedback reaches managers, Baumgartner advised, and equip managers to use this feedback to address staff needs "in a personalized and timely way." These actions, she noted, can range "from small acknowledgements to larger changes that improve the employee experience and, as a result, improve engagement and retention."
As for recognition, 82 percent of surveyed employees "strongly" or "somewhat" agreed that they wished they received more recognition at work, and another 30 percent of employees said they feel "not very" or "not at all" valued by superiors.
"When organizations recognize everyday behaviors that align with their culture and goals, they help reinforce them as well as the role each employee plays," Baumgartner said.
After wanting more money, feeling unappreciated is the top reason infrequent job changers could be driven to leave, another recent survey found.
Joblist, a website that compiles jobs from leading job boards, last October asked nearly 1,000 workers throughout the U.S. what would make them consider accepting an offer from another employer and then compared responses from frequent and infrequent job hoppers—those who had held two or more jobs in the past five years and those who had held just one job during the same period.
The average minimum salary increase that respondents seeking other jobs would accept to stay at their current employer was $15,491, which represents a 25 percent increase, on average, over the past five years. Perks such as unlimited paid vacation, student loan assistance and paid parental leave were cited by frequent job changers as factors that would make a potential employer more attractive.
"These perks may appeal more to younger workers who are less likely to have a 'lifer' mentality" toward their employer, according to Joblist.
While both frequent and infrequent job switchers said they would leave jobs for better pay, "people who switch jobs infrequently are more likely to leave because of feeling underappreciated or undervalued," according to Joblist. "For the most part, people who don't change jobs often have made an emotional commitment to their employers, so when they feel slighted because that investment isn't being reciprocated, they're more likely to leave." Conversely, people who leave frequently are more likely to see the employer-employee relationship as transactional, "so they're less affected by those feelings."
Turnover can be disruptive and costly, but it can also be an opportunity for employers to find and develop employees who are enthusiastic about the organization and the direction in which it's heading, according to a November 2019 report from compensation data and software firm PayScale.
"Some turnover is actually good for an organization—especially in the case of overpaid, under-performing employees," said report author Conrado Tapado, content marketing manager at PayScale. "Usually employees stay when they feel satisfied and fairly compensated for their work. But sometimes, employees stay for less positive reasons," he noted, including:
Health care, retirement savings and paid-time-off benefits should be competitive and focused on helping employees remain productive and feel financially secure, without becoming so rich that employees don't feel they can leave, the findings suggest. Pay should be calibrated to reward performance through variable compensation tied to achieving personal, team and organizational goals, with base pay increases made according to merit and not treated as an entitlement.
"Creating a benefits package that incentivizes good employees to stay without deterring uninspired employees from leaving can be tricky," said Amy Stewart, PayScale's senior content marketing manager.
That can happen when employers offer benefits with a high monetary value that employees only receive if they stay put and hold tight, such as pensions or stock options that vest over time. People can also stay in an unpleasant situation for benefits that would be hard to find elsewhere, such as a paid sabbatical, a four-day workweek or paid child care, Stewart said.
A possible solution is to "experiment with rewarding some benefits in exchange for high performance, such as Fridays off or opportunities to work from home only if certain metrics are hit," she said.
Compensation is similar, Stewart explained, as employees with above-market pay are often reluctant to leave. "When you have a highly paid employee who isn't performing to a high standard, sometimes the answer isn't a change in compensation or a new job, but a new challenge. If their interest in their current work is waning, they might need new work, but it doesn't necessarily have to be at another organization," Stewart said. "Employees who have stopped learning in their current position may become revitalized in a position that offers them new opportunities to grow."
SOURCE: Miller, S. (06 February 2020) "Job Hoppers Seek Better Rewards, Recognition and Career Growth" (Web Blog Post). Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/benefits/Pages/job-hoppers-seek-better-rewards-recognition-career-growth.aspx
Work is stressful by itself, but with added layers of stress from having to process outside emotions and hardships, it becomes difficult to give the best service that is should be offered. Allowing a therapy dog in the workplace can help employees reduce stress, and become calmer throughout the day. Read this blog post to learn more about how therapy dogs in the workplace can be beneficial to the work environment.
The Evergreen Health services facility in Buffalo, N.Y., is buzzing with anticipation several days before Stella arrives. Some staff even seek out Matthew Sydor, the director of housing and retention services at the health care agency, days ahead of time to confirm her arrival. Others have requested a calendar invite from him so they can plan their day around her visit.
The middle-aged golden retriever is a certified therapy dog, and her visits are a hit with employees.
Therapy dogs are common in what Sydor describes as the "helping" fields. Bringing therapy dogs into any workplace, he says, is an opportunity to break up the day for employees and give them something to look forward to at no cost.
"At our agency we work with many people who have gone through traumatic experiences. All work is stressful, but layers of stress are added when you are helping others to process their own emotions and hardships," he explained. "The compounding stress makes it difficult to best serve our patients at a high level. Having a therapy dog in the building helps staff to participate in a self-care activity."
Stella's owner, Krista Vince Garland, Ph.D., is an associate professor of exceptional learning at Buffalo State College. The pair specializes in animal-assisted interventions in educational settings but are receiving an increasing number of requests to visit local workplaces.
"Everyone who visits Stella has the same comments: 'I feel so much better. She's brightened my day,' " Vince Garland said. "Aetna also did a study in 2017 that shows tremendous promise on the benefits of therapy dogs in the workplace. Employee sick days were down, morale was up and interactions among co-workers increased."
Having dogs in the workplace isn't a new concept, but it's a concept that hasn't been widely embraced. Only about 11 percent of companies in the United States allow pets in the office, according to the Society for Human Resource Management Employee Benefits 2019 survey.
Paul LeBlanc is the founder and CEO of Zogics, a Massachusetts-based fitness, cleaning and body care company. S'Bu, a Rhodesian Ridgeback, was LeBlanc's first employee.
"When you look at [Inc. magazine's] list of best places to work, 47 percent of those companies allow dogs in the office," he said. "Studies have shown that petting a dog for five to 10 minutes causes a reduction of blood pressure and the dogs have calming effects on people."
But not all employers are ready to go "all-in" like Zogics. For these workplaces, therapy dogs are a viable alternative. Sydor and Vince Garland share insight into what has made their partnership successful and offer tips any business can use.
Communicate. No one likes a surprise, even if it's a friendly four-legged canine. Talk with staff first to address any questions or concerns. Arrange a quick meet-and-greet to give the dog a chance to get used to the environment before interacting with employees.
"This also gives the administrator a chance to touch the dog and make sure it is clean and well-groomed. Therapy dogs are required to have a bath within 24 hours of any visit," Vince Garland said.
Distributing a fact sheet helps with the introduction of a therapy team. Once a visit is established, send a reminder a day prior.
"I suggest telling your staff why you're bringing therapy dogs in and advertise it as much as possible to employees," Sydor said.
Verify credentials. Ask about the team's training. Certifications are not required of service dogs and emotional support dogs. However, therapy dogs must complete training. Stella is an American Kennel Club (AKC) Good Citizen and has earned certifications through Therapy Dogs International and the SPCA Erie County Paws for Love.
"There's a lot of fake information out there. If someone is shy about sharing that information, that's a clue that more discussion is needed," Vince Garland said.
Sydor added, "We found Krista and Stella through Erie County SPCA's Paws for Love, and it has been a great partnership. They hold liability insurance for any damage that may occur. All dogs are well-trained, and the handlers are consistent with how they conduct their work."
Acknowledge cultural differences. "Care must be taken to respect cultural sensitivities," Vince Garland said. "Some cultures regard dogs as unclean, others view dogs as nuisances, while others believe spirits may appear as animals."
Designate a point of contact. This person handles scheduling visits, interacting with the team, and confirming vaccinations and liability insurance. The ideal individual works well with people and is animal-friendly, according to Vince Garland.
Create a space for the team. Not everyone will embrace dogs. Designating space separate from the main workflow respects the space of those employees who choose not to interact with the dog.
"Evergreen has given us a room for visits," Vince Garland said. "By being out of the flow, we're able to meet with staff who are interested without making others feel uncomfortable."
SOURCE: Navarra, K. (13 January 2020) "Need a Morale Booster? Therapy Dogs Can Help" (Web Blog Post). Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/need-a-morale-booster-therapy-dogs-can-help.aspx
Did you know: One in Five United States adults experiences mental illness. According to the World Health Organization, work is good for mental health but a negative environment can lead to physical and mental health issues. Starbucks has announced that they have launched an app for its employees to improve their mental health along with their anxiety and stress. Read this blog post to learn more about how Starbucks is creating mental health benefits for their employees.
Starbucks has launched an app to help its employees improve their mental health and deal with anxiety and stress.
The global coffee company also announced it will be retooling its employee assistance program based on feedback from employees and mental health experts. It plans to offer training to its U.S. and Canada store managers on how to support workers who experience a mental health issue, substance-abuse problem or other crisis.
Every year, one in five U.S. adults experience mental illness and one in 25 experience serious mental illness, according to the National Alliance on Mental Health. And more people are killing themselves in the workplace, according to the Washington Post. The number of such suicides increased 11 percent between 2017 and 2018. Employers, the Post reported, "are struggling with how to respond."
Business Insider reported that some Starbucks employees it interviewed about the initiatives said much of their stress comes from the company cutting back on hours and relying on employees to work longer shifts with fewer people and no pay increase.
The World Health Organization points out that while work is good for mental health, a negative environment can lead to physical and mental health problems. Harassment and bullying at work, for example, can have "a substantial adverse impact on mental health," it said. There are things employers can do, though, to promote mental health in the workplace; such actions may also promote productivity.
SHRM Online has collected the following articles on this topic from its archives and other sources.
Starbucks Announcements Its Commitment to Supporting Employees' Mental Health
The company released a statement Jan. 6 about additions to its employee benefits and resources that support mental wellness.
"Our work ahead will continue to be rooted in listening, learning and taking bold actions," it said. In the past, that has included tackling topics such as loneliness, vulnerability "and the power of small acts and conversation to strengthen human connection."
Mental Illness and the Workplace
Companies are ramping up their efforts to navigate the mental health epidemic. Suicide rates nationally are climbing, workers' stress and depression levels are rising, and addiction—especially to opioids—continues to bedevil employers. Such conditions are driving up health care costs at double the rate of illnesses overall, according to Aetna Behavioral Health.
Starting workplace conversations about behavioral health is challenging because such conditions often are seen as a personal failing rather than a medical condition.
(SHRM Online)
Research: People Want Their Employers to Talk About Mental Health
Mental health is becoming the next frontier of diversity and inclusion, and employees want their companies to address it. Despite the fact that more than 200 million workdays are lost due to mental health conditions each year—$16.8 billion in employee productivity—mental health remains a taboo subject.
(Harvard Business Review)
Viewpoint: Addressing Mental Health in the Workplace
Companies are reassessing their behavioral health needs and are looking to their health care partners for creative, integrated and holistic solutions. Many are turning to employee assistance programs for help.
(Benefits Pro)
4 Things to Know About Mental Health at Work
Kelly Greenwood graduated summa cum laude from Duke University with degrees in psychology and Spanish. She holds a master's degree in business from Northwestern University's Kellogg School of Management, contributes to Forbes magazine and is editor-at-large for Mental Health at Work, a blog on Thrive Global.
She also is someone who has managed generalized anxiety disorder since she was a young girl. It twice led to debilitating depression. She shared four things she wishes she had known earlier in her life about mental health.
(SHRM Online)
Employers Urged to Find New Ways to Address Workers' Mental Health
An estimated 8 in 10 workers with a mental health condition don't get treatment because of the shame and stigma associated with it, according to the National Alliance on Mental Illness. As a result, the pressure is growing on employers to adopt better strategies for dealing with mental health.
(Kaiser Health News)
Mental Health
Depression, bipolar disorder, anxiety disorders and other mental health impairments can rise to the level of disabilities under the Americans with Disabilities Act that requires employers to make accommodations for workers with such conditions.
This resource center can help employers understand their obligations and address their workers' mental health.
(SHRM Resource Spotlight)
SOURCE: Gurchiek, k. (14 January 2020) "Starbucks Unveils Mental Health Initiatives for Employees" (Web Blog Post). Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/starbucks-unveils-mental-health-initiatives-for-employees.aspx
what you need to know
Form W-2s are due January 31, 2020. January 31 is the deadline for employers to distribute Form W-2s to employees. Large employers – employers who have more than 250 W-2s – must include the aggregate cost of health coverage.
Form 1099-Rs are due January 31, 2020. Employers must distribute Form 1099-Rs to recipients of 2019 distributions.
Form 945 Distributions. Form 945s must be distributed to plan participants by January 31, 2020, for 2019 non payroll withholding of deposits if they were not made on time and in full to pay all taxes that are due.
Section 6055/6056 Reporting. Employers must file Forms 1094-B and 1095-B, and Forms 1094-C and 1095-C with the IRS by February 28, 2020 if they are filed on paper.
Form 1099-R Paper Filing. Employers must file Form 1099-R with the IRS by February 28, 2020 if they are filed on paper.
CMS Medicare Part D Disclosure. Employers that provide prescription drug coverage must disclose to the CMS whether the plan's prescription drug coverage is creditable or non-creditable.
Summary of Material Modifications Distribution. Employers who offer a group health plan that is subject to ERISA must distribute a SMM for plan changes that were adopted at the beginning of the year that are material reductions in plan benefits or services
Join us for this interactive and educational Saxon U seminar with Todd Yawit, Director of Employer-Sponsored Retirement Plans at Saxon Financial Services, as we discuss what the SECURE Act is and how it impacts your employer-sponsored retirement plan.
Bringing the knowledge of our in-house advisors right to you...
If you haven't begun saving for retirement yet, don't be discouraged. Whether you begin through an employer sponsored plan like a 401(k) or 403(b) or you begin a Traditional or Roth IRA that will allow you to grow earnings from investments through tax deferral, it is never too late or too early to begin planning.
"A major trend we see is that if people don't have an advisor to meet with, they tend to invest too conservatively, because they are afraid of making a mistake," said Kevin Hagerty, a Financial Advisor at Saxon Financial.
"A major trend we see is that if people don't have an advisor to meet with, they tend to invest too conservatively, because they are afraid of making a mistake," said Kevin Hagerty, a Financial Advisor at Saxon Financial.
"Pay close attention to detail."
This month's Fresh Brew features Scott Langhorne, an Account Manager at Saxon.
Scott's favorite brew is Bud Light. His favorite local spot to grab his favorite brew is wherever his friends and family are.
Scott's favorite snack to enjoy with his brew is wings.
This January, February & March, the Saxon team and their families will be teaming up to raise money for the American Heart Association Heart Mini! They will be hosting a Happy Hour at Fretboard Brewing Company Wednesday, January 29, from 4 p.m. - 7 p.m. to raise money.
Saxon creates strategies that are built around you and your vision for the future. The key is to take the first step of reaching out to a professional and then let us guide you along the path to a confident future.
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Canon PIXMA MG2160 Scanner Driver and Setup Download
Canon PIXMA MG2160 Scanner Driver Download – Canon PIXMA MG2160 Printer consists of the convenience of PIXMA Printing Solutions (PPS), which allows you to release pictures as well as records from your smart device. With the cloud printing attribute, you can launch straight from picking famous online Cloud firms such as Picasa Web Albums, Flickr, Facebook, Twitter, DropboxTM, as well as quickly, either at the printer itself or with your cellphone making use of the entirely free PPS app. AirPrint5 enables you to publish right from your Apple iPhone, iPad or iPod touch wirelessly, while incorporated Wi-Fi contemporary technology allows you to launch in addition to check wirelessly1 from typically anywhere.
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The Canon PIXMA MG2160 flatbed scanner showcases an optical resolution of 1200 x 2400dpi, yet with the existing Canon drivers under Windows 7, I was simply able to scan as long as 600dpi. At the time of developing, I had not had the capability to establish or function around the issue. Checking text files in black-and-white at 300dpi was offered at a slow 19 secs per website, while 600dpi color scans were swiftly at merely 52 seconds each web page (amongst the most useful rates in our recap).
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Canon PIXMA MG2160 Software and Driver Download
Operating System
|MG2160 series CUPS Printer Driver Ver.22.214.171.124 (Mac)
|MG2160 series MP Driver Ver. 1.02 (Windows 10/10 x64/8.1/8.1 x64/8/8 x64/7/7 x64/Vista/Vista64/XP)
|ICA Driver Ver. 3.3.4 (OS X 10.6)
|MG2160 series CUPS Printer Driver Ver. 126.96.36.199 (OS X 10.5/10.6)
|MG2160 series MP Driver Ver. 1.01 (Windows XP x64)
|MG2160 series Printer Driver Ver. 7.43.0 (Mac OS X 10.4/10.5)
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|XPS Printer Driver Ver. 5.56a (Windows 10/10 x64/8.1/8.1 x64/8/8 x64/7/7 x64/Vista/Vista64)
|IJ Printer Driver Ver. 3.60 for Linux (rpm Packagearchive)
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|ScanGear MP Ver. 1.80 for Linux (Source file)
|IJ Printer Driver Ver. 3.60 for Linux (Source file)
|ICA Driver Ver. 4.0.0 (Mac)
|MG2160 series User Manual (Windows)
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Compatibility & Support System Windows and Mac OS
- Windows 10
- Windows 8
- Windows RT
- Windows 7, Windows 7 SP1
- Windows Vista SP1, Vista SP2
- Windows XP SP3 32-bit
- Mac OS X v10.6.8 – 10.9.x, Mac OS 10.12(Sierra) or later
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Unfathomable. Incomprehensible. Unimaginable.
Although real, those words don't adequately capture the emotions I experienced when watching the murder of George Floyd. Even as I write this, the sense of outrage is palpable. The notion that one man can be so void of humanness, of compassion, of basic decency is surreal to me. Typically, violence happens as a result of hate-provoked impulses and unbridled rage, often from those with mental instabilities and long-held fury. Rarely, however, do we see what we saw on Monday, May 25. That is, a man on full display purposefully, intentionally and deliberately killing another man who had no means by which he could either defend himself or stop what was happening to him. Three other police officers could have but George Floyd couldn't. What we saw was cold-blooded murder … at the hands of a rogue police officer and his equally depraved pals. If up to me, all four would receive the full weight of justice … and then some.
I've thought a lot this week about what I could share with you that's any different than what other folks have had to say. Opinions in times like these run the gamut – some meant to vent anger, some meant to taunt, some meant to express despair and some intended to inspire. As raw as it might be, I simply want to share my thoughts without any pre-determined result in mind other than to move us closer to becoming a purer society. Speaking of society, among the plethora of challenges we face in this country is the paradox of a culture that has obliterated its behavioral boundaries so much so that anything goes but is then constantly shocked at the moral decadence caused by it. It's a bit analogous to being surprised when we don't put gas in the car and it stops running. The cause and effect of a wayward society is playing out before our very eyes and, in what is a pervasive denial, we seem continually stunned at the results.
George Floyd wasn't murdered by police officers with stellar records who acted on impulse in a life or death scenario. Mr. Floyd, handcuffed and pleading for mercy, wasn't threatening, he wasn't belligerent and he wasn't attempting to elude. He wanted air and his "mama." Preventing Mr. Floyd from both was Derek Chauvin, the officer in the now infamous video. Chauvin, 44, had been an officer in the Minneapolis Police Department since 2001. In those 19 years, Chauvin had 18 complaints on his official record, two of which ended in discipline from the department, including official letters of reprimand. He had also been involved in three police shootings, one of which was fatal. Yet, Chauvin remained on the force and an active police officer. Given such a record, it seems to me no one in command in the MPD should be surprised at what Chauvin did. Instead, those who enabled Chauvin to remain a police officer should also be held responsible for the death of George Floyd. Chauvin was a ticking time bomb and the higher-ups in the MPD not only knew it, they allowed the fuse to burn. That's not leadership, that's pathetic. If there is any need for a short rein when it comes to unacceptable behaviors, it's in a police department. That no one saw the need to purge the MPD of a guy like Chauvin is, if you ask me, inexcusable at best and criminal at worst. Every Derek Chauvin in this country should be kicked out of every police department in this country … today.
Like everyone with whom I have a personal relationship, another person's skin color has never mattered to me. The manifestation of how extraneous that is in my life is the honor I've had for nearly 36 years now to be the dad of a full-blooded, native American Indian son. Born into the Menominee Indian Tribe of northern Wisconsin, Shane has always looked different than me. As my son, he's the apple that didn't fall far from the tree but he doesn't look like he's mine. Born to a young, single, troubled mother who had just moved from Wisconsin where the Menominee Indians live to Birmingham, Alabama, Shane was a beautiful gift. He still is. Obvious is the gift of him being my son but there are other mini-gifts, if you will, that came with Shane. One of the most notable is that Shane reinforced in me the truth that the differences in people should be celebrated, not used as means of judgment. Shane also taught me that the color of skin should be a distinction without a difference. Sadly, in this country and around the world, it isn't but it should. Jesus, after all, was Middle Eastern and looked it. It's rhetorical, yes, but have we become so lost in the belief that the color of skin should determine our view of another person? Are we at a point in society where the most compassionate, giving, loving man who ever walked the earth would be rejected because of his skin color? Or that children would be left as orphans for the same reason? Or that an innocent man in Minneapolis would be murdered because of his race?
In those 8 minutes and 46 seconds, what would you have done? What would I have done? If the answer is not much for fear the same rogue cops would have turned on me then I am part of the problem. We are either all-in loving and caring for each other or we are among those who believe some people on this earth are expendable, especially those with a different ethnicity. If, on the other hand, you and I know that we would have attempted to save George Floyd in those nearly nine minutes then today is the day we actively do something to make sure it never happens again. Opinion columns and social posts are useful venues but if we don't take steps to mend the brokenness among us then it's all a bunch of rhetoric and that's it. Nothing will change.
Yes, it's unfathomable that three men supposedly committed to keeping people safe would stand by as the worst of humanity snuffed the life out of a man only feet away from them. Yes, it's incomprehensible that a police department would put a badge and gun in the hands of a cop knowing full-well he had no business having either and yes, it would be unimaginable that Derek Chauvin would ever see the light of day again. Above it all is the collective yes to you and me spending the balance of our lives in pursuit of a day when America becomes, as Martin Luther King Jr. said so well, a nation where people are not judged by the color of their skin but by the content of their character.
God help us become that nation.
Scott Brooks is the Publisher of the Waxahachie Sun and may be reached at 972-316-7712 or firstname.lastname@example.com.


text:
Trump Administration Rule Change Would Allow Homeless Shelters To Refuse Transgender People
Montenegro Legalizes Same-Sex Civil Partnerships
HRC Denounces Russian Constitutional Amendment Banning Same-Sex Marriage
'Queer Eye' Star Bobby Berk: Pride Is About Loving Yourself
Wedding Photographer Challenges Virginia's LGBT Protections Law
One Million Moms Claims PBS' Prideland Promotes 'Unbiblical Sexuality'
The Air Force has agreed to upgrade a
91-year-old veteran's discharge for being gay from undesirable to
H. Edwards Spires filed a lawsuit in
November over his 1948 discharge.
Spires' attorney said that the Air
Force Review Board Agency informed Spires in a six-page notice that
his records "should be corrected" after review of his case is
Prior to passage of Don't Ask, Don't
Tell in 1993, the military had an outright ban on gay troops and
actively drummed them out of the armed forces.
Spires was accused of being gay after
he attended an off-base Halloween party. After he refused to
cooperate in outing other members of his unit, he was discharged with
an "undesirable" status for being gay.
Spires, who is said to be in bad
health, has twice applied for a discharge status upgrade, both of
which have been denied, the first on the grounds that the Air Force
could not locate vital records due to a fire. The Air Force last year
agreed to reconsider Spires' more recent request but refused to
provide a timeline.
"[W]e believe it is more likely than
not the applicant was discharged for his sexual orientation and there
were no aggravating factors in the record that could, in and of
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On Top Magazine


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Quality Is Prioritized! Every Minute Detail Is Taken Care of At the Manufacturing Stage. Our Focus Is 100% Client Satisfaction.
The team at Punya Steel is committed and determined to provide premium quality products to clients. This commitment has led the company to achieve extraordinarily in this business over time. The technical research facilities and product development teams work hand in hand to meet the requirements of most demanding customers. There are specialists who investigate all products before dispatch and make sure that the products are made in line with the international standards and are functional capable.Quality Policy
Right from the time Punya Steel was founded, all quality standards are followed without any fail. We make sure that all resources we use as well as the final products are rigorously quality checked to keep up the business standard. The fittings are produced in-house in line with the ANSI, ASTM, ASME, MSS and other pertinent industry codes and determinations. Quality experts stringently check forged fittings to guarantee complete quality.
As a quality centered association, several quality confirmation strategies are followed to ensure about the top-notch principles of stainless steel pipe fittings, screwed & forged fittings. Once completely checked in separate division, the fittings are assured of their proficiency. Their higher caliber is achieved by combining upgraded material and innovative technology.
Following tests are conducted at the Testing facilities of Punya Steel:Destructive Tests
Non-Destructive Tests
Other than that, Punya Steel can also undertake third party inspection.Basic Information of PUNYA STEEL
Nature of Business
Manufacturer, Supplier, Trader & Wholesaler
Year of Establishment
Business Location
Mumbai, Maharashtra, India
No. of Employees
Annual Turnover
Rs. 6 Crore
HDFC Bank
GST No.
No. of Production Units
Income Tax Registration No.
Warehousing Facility
Ownership Type
Proprietorship Firm


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Terms and conditions of sale
- Object
These terms and conditions of sales (the "general terms and conditions") apply to orders for products made by mail, telephone, mobile or internet with EasyCommi. By ordering from EasyCommi you agree to apply these terms and conditions.
There are no general conditions contrary to or deviate from these terms and conditions between EasyCommi and the Buyer.
- Order
EasyCommi accepts orders from Buyers based or domiciled in Switzerland.
By placing an order with EasyCommi, the Buyer declares that he enjoys the exercise of civil rights. Minors or under curatorship (tutelle) must, prior to any purchase, provide written permission from their legal representative or curator (guardian) before they can place an order.
- Conclusion of the contract
When an order is made over the internet, the contract is concluded when EasyCommi accepts the order sent by the Buyer.
EasyCommi assumes no responsibility for the fact that ordered goods can no longer be delivered due to lack of available inventory, additional supply or production.
EasyCommi remains free to remove or modify the offer of the proposed products, at its sole discretion and at any time.
Within 24 (twenty-four) hours of entering into a Contract with EasyCommi, the Buyer may ask EasyCommi to amend or cancel the Contract. EasyCommi remains free to accept or refuse the Buyer's request to change or cancel.
The Buyer cannot, under any circumstances, change or cancel a Contract with EasyCommi when he has ordered items that have been manufactured and/or customized at his request or when the ordered items are already in the process of delivery.
- Price
The selling prices of the products are shown in Swiss Francs (CHF). They include any discounts applicable on the day of the order.
Sale prices do not include delivery costs. The amount of the delivery fee is added to the sale price. For orders made by mobile or internet, the delivery costs are shown in the order summary.
Once the order has been validated, the price of the order will no longer be changed.
Subject to the above, EasyCommi is authorized to change the price of the proposed goods at its sole discretion and at any time.
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For all orders, a contribution to the shipping fee of CHF 2.- will be charged in addition to the sale price. Note that we deliver up to 2 (two) products per package.
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As our products are shipped via Swiss Post, we are not responsible for delivery times.
Theoretically, priority mail delivery times should not exceed 3 days.
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Deliveries are made by the Swiss Post Office. Deliveries are only made in Switzerland.
If the Buyer does not take possession of the goods sent by post within 7 days, EasyCommi may legally consider the order to be cancelled and recover the goods. If an amount has been paid, it will be returned to the Buyer, deducting the costs associated with the return of the goods. If no amount has been paid, the Buyer will be billed for the return fee of the goods.
When the goods are delivered by the shipping service mandated by EasyCommi, the Buyer and shipping service will agree to a delivery day. If the Buyer does not receive the goods on the agreed delivery day, EasyCommi may as of right consider the order to be cancelled and recover the goods. If an amount has been paid, it will be returned to the Buyer, deducting the costs associated with the delivery and return of the goods. If no amount has been paid, the Buyer will be billed for the delivery and return costs of the goods.
When the goods are delivered by our partners' delivery services, the specific delivery conditions of our partners apply.
- Risk transfer
The transfer of risk – which includes the risk of loss as well as the degradation of the commodity – passes to the Buyer at the time of receipt of the goods.
If the Buyer does not take possession of the goods, the transfer of the risks passes to the Buyer at the time the goods are returned to EasyCommi.
If the Buyer returns the goods to EasyCommi, the Buyer bears the risks until the goods are received by EasyCommi.
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In the event of a defect in the received product, the Buyer may return the product to EasyCommi (at the address below) taking care to return the product, the packaging and all that has been received.
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The payment of the goods is made by E-Banking payment. Once the order is placed, the Buyer receives an E-Mail telling him what to do.
Until the payment has been made, no goods will be delivered to the Buyer.
If the payment is not received by EasyCommi within 30 days of the order, EasyCommi reserves the right to cancel the order in question.
11. Product verification
The Buyer must inspect the products within 2 (two) days of receipt and must immediately notify EasyCommi of any defects or damage caused to the products. In the absence of the Buyer's notice within the aforementioned time frame, the products are deemed to be received in good condition, without defects or damage, and accepted as they stand, with the exception of non-apparent defects.
If a non-apparent defect is found, the Buyer must immediately notify EasyCommi of the defect. The Buyer will be deprived of his rights in the event of a late notice.
12. Protection of personal data
When ordering, a Buyer's personal data is collected and computer processed.
EasyCommi ensures that its customers' data is processed in accordance with applicable legislation. Data recorded by EasyCommi are used to register and process orders, administer customers' personal accounts, conduct marketing studies and develop statistics. The purpose of data processing is improvement, quality control of services and market research.
The Buyer may, at any time, limit or prohibit the use or disclosure of his data for marketing and advertising purposes.
13. Changing the Terms and Conditions
EasyCommi reserves the right to unilaterally change its Terms and Conditions at any time. Nevertheless, the Contract will be governed by the Terms and Conditions in force at the time of its conclusion.
14. Applicable law and competent courts
The Contract as regulated by these Terms and Conditions, the Terms and Conditions and all subsequent orders are governed by Swiss law.
Subject to other mandatory for which contracts with consumers are required, any disputes, disputes or claims abroad abroad arise from or relating to the Contract and these Terms and Conditions will be decided by the competent courts. Jura.
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Dedicated to the preservation and management of parks, protected areas and cultural sites.
By connecting knowledge and management, we support leaders on the frontlines of conservation.
The George Wright Society champions stewardship of parks, protected areas, and cultural sites by connecting people, places, knowledge, and ideas. We are the only place-based conservation organization that is designed to be interdisciplinary from the ground up. By uniting people from many different backgrounds around a common passion for protecting Earth's natural and cultural heritage, we create the collaboration needed to meet today's greatest conservation challenges.
Just published! The latest issue of
Parks Stewardship Forum
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of Place-Based Conservation
Conservation of Fragile Karst Resources
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Today's Top Parkwire Story
7 July 2020
Bernhardt pulls plug on planning for reintroduction of grizzly bears at North Cascades NP
In a move quickly criticized as placing politics over science, Interior Secretary David Bernhardt on Tuesday brought a halt to work to help recover grizzly bears in the North Cascades Ecosystem.
"Grizzlies have been an integral part of the North Cascades ecosystem for 20,000 years but are now one of the most threatened populations in North America," said Rob Smith, the Northwest Region director for the National Parks Conservation Association. "This purely political decision ignores science, Park Service recommendations and overwhelming public support and instead threatens the very survival of one of the nation's most famous wild creatures.
George Meléndez Wright was born in San Francisco, CA and in 1930 became the first chief of the wildlife division of the U.S. National Park Service. Under his vision and leadership, each park started to survey and evaluate the status of wildlife and to identify urgent problems. As one of the first and only latino staff for the Park Service, he was a true pioneer in celebrating diversity and working together across disciplines for our wildlife and wild places.
The George Wright Society was founded in 1980 in his honor, to continue the legacy of forward thinking and applied solutions in an ever changing environment.


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I smell a troll
Once again I don't think people dislike Cuban for who he is, just what he does. I heard a him speak at a couple of internet seminars a few years back and he is a very intelligent businessman and marketer. My problem is that he is always on the league and the officials when his team is on the short-end of the stick but he is happy as a drunk in a moonshine factory when his team is winning. He is complaining about the officials now but when his team was getting all the calls everything was fine. I am sure there are people in San Antonio and Phoenix who believe that the got way to many calls, but they were too classy to complain about it. When others get hosed and have the class to suck it up and not whine against the Mavs it makes Cuban look classless when he whines about not getting calls.
People like Cuban because he is a classic example of the entitlement mindset. Plain and simple.
That's the reason why I like guys like Pat Riley, Jerry West, Hubie Brown, Rudy T., Jack Ramsey, and Joe Dumars. They've worked harder than everyone else and EARNED their merits.
Secondly, I don't like your point that no other franchise owner acts like him. No one dunked and played the game like it is played today untill Dr. J came along. Do we look back and say " He played like no other NBA player at the time. That guy was 'smocking' crack. What an idiot." No... we don't.
Mark Cuban is a great objectivist, who we could all learn something from.
He has passion for what he does and he puts everything into it. When he feels that something is wrong, he says something about it. He doesn't just cowardly hold back just because it may make him look bad or because it may not be what other people want him to do.
Although he only joined to make these posts. Stirring the pot
How can you not like Cuban he is the everyman. Tell me one other Millionaire who would work at a dairy queen for a day. One. You can't.
I'm actually surprised at the disconnect with you personally dave. Didn't you go down to help people out after Katrina? They work at Dairy Queen EVERYDAY. Wonder what that makes them? Oh yea, poor white trash and ni**ers.
Don't mind me young people. I've been trying to teach "experience" for 15 to 20 years now. It doesn't work...sadly.
Plain & simple, he's what you call an Entrepreneur, Buckeye (and a very successful one at that). Many of us aspire to that life, and IMO there's absolutely nothing wrong with that. I don't recall anyone on here saying he was currently an "Everyman", but, without knowing him personally, he definitely comes across like he was before he "earned" (yes, he actually earned) his billions.
Edit: Whoops, I guess Dave DID say he is the everyman! Sorry!
I have done enough complaining in the baseball threads about Kansas City Royals owner David Glass, and part of that comes from Glass being the complete opposite of Mark Cuban and really lacking a passion or desire for the team he owns.
And to quickly (and hopefully quietly) shift the focus to movies, Cuban did help to greenlight the great documentary Enron: The Smartest Guys in the Room.
Cuban was also the executive producer on this year's Akeelah and the Bee, one of last year's Oscar nominees for Best Picture Good Night, and Good Luck and the unique and rather interesting Steven Soderbergh vehicle Bubble.
His track record is almost flawless in the entertainment industry.
But who could forget about that terrible reality television show the Benefactor.
Buckeye, since you are a teacher, I am just curious to whether you have ever read The Fountainhead by Ayn Rand. Cuban said he has read it many times and I think that that is where he is coming from.
Interesting Page 2 article on the Mark Cuban situation:
NY Jay 05...
Interesting read, thanks for the link! I don't agree with the article, but it did kind of paint an enlightening picture of Cuban-Haters' beefs.
You're free to use any signature that you like, as long as it doesn't violate any of the rules, and yours doesn't.... However, that being said... would you PLEASE scale down that font just a little bit?? That is just about the most annoying signature I've ever seen, no offense intended, but I guarantee you everyone else here is thinking the same thing. Thanks man...
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Samantha Downing was born in the Bay Area, and currently lives in New Orleans, where she is furiously typing away on her next psychological thriller. My Lovely Wife was her first novel and He Started It is her second.
Samantha Downing has done it again! With her second novel, He Started It, this master of sarcasm and suspense brings us a story that is impossible not to relate to. Initiated by a dead grandfather's will, we find ourselves trapped in a car journey with siblings that loathe each other's presence. As the miles pass, secrets and deceptionsabound, and we are kept guessing until the very last line. Downing's style remains in a league of its own, with to-the-point crisp language and snappy dialogue readers are taken on a gripping and edgy adventure. - Sibling rivalry reaches new and downright despicable heights in He Started It, a novel where nothing is as it seems, and no one can be trusted. Creepy, unnerving and deliciously evil, Samantha Downing is one of the boldest authors I know. A must read! He Started It is a diabolical drive into a dysfunctional family's past. The story is chillingly twisted, perfectly paced. Once I started reading, I couldn't put it down. Downing ups her game in this deliciously twisted tale of family deception. He Started It has layers upon layers of clever, shocking twists that begin in the first chapter and never let up. Breathless pacing and terse, impeccable writing create a phenomenal reading experience. I am obsessed! A wicked-fun read with razor-sharp wit and a killer twist, He Started It is compelling, captivating, and deliciously dark. Samantha Downing writes with a wry, sparse elegance that steadily entangles you until you're utterly addicted. Samantha Downing is an absolute genius at creating twisted characters you're desperate to follow. He Started It is superbly structured, deliciously dark, and kept me guessing, heart pounding, through every single razor-sharp sentence. A psychological thriller like none other, this addictive read is impossible to put down. Clever and very twisty: the razor sharp dialogue slices through to the dark heart of sibling rivalry. There are delicious echoes of Succession to savour -- Jane Shemilt, bestselling author of Daughter Samantha Downing shows how to pack a punch in her latest phenomenal thriller, He Started It. A twisty, sneaking tale of greed, lies and betrayal, with each character as conniving as the next and an ending that will make your heart stop. This one needs to be on the top of everyone's to-read list! -- Mary Kubica, New York Times bestselling author of The Good Girl and The Other Mrs. A thrill ride through the darkest parts of the American landscape - funny, scary and twisted until the explosive final page -- Michele Campbell, bestselling author of It's Always The Husband Once you start reading He Started It you won't want to stop. Dark, twisted, original, and so addictive it should come with a warning -- Alice Feeney, bestselling author of Sometimes I Lie I absolutely loved it: whip-smart, lean, deliciously dark and addictive. One of the best thrillers I've read in a long time -- Ali Land, bestselling author of Good Me, Bad Me My Lovely Wife was one of my top books of 2019. He Started It is even better! Following a dysfunctional-to put it mildly-bunch of siblings on a bizarre and deadly road trip with their grandfather's ashes, He Started It is deliciously twisted, laced with Downing's trademark black humor and packed with one grisly twist after another. I loved it. All hail the new Queen of the psycho thriller!!


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A Homeless Poet Befriended a Good Samaritan, and Neither Expected What Happened Next!
Raimundo had been homeless for nearly 35 years when he met Sheila. She started a Facebook page to try to get Raimundo's poetry published, but they were both surprised by what happened next!
The Conditioned from Facebook Stories on Vimeo.
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In the wake of the death of George Floyd, protests seeking justice and an end to racial inequality have been held all over the world. People of all colors are using this time to educate themselves on the issues involved in the Black Lives Matter movement. Here is a playlist of 6 Black Lives Matters movies on Netflix, Hulu, and Amazon Prime that you can watch now.


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Uddhav Thackeray spoke on seat-sharing formula in Maharashtra. He said that the formula has to be same as it was in 2019 Lok Sabha elections. He said that the ratio of seats between Bharatiya Janata Party and Shiv Sena has to be 50-50 in ratio. He added that the final announcement would be made soon. Courtsey-ABP NEWS
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Clip #2 is going to haunt me forever.I also just realized I looked at that one, but just didn't skim to the right part of it. Sometimes my strategy of skimming pays off and other (most) times it doesn't. Oh well.. next week maybe.
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- Info for MC05 AAC
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Excellent service - even with the current situation the prompt turn around time from initial purchase was brilliant! Car had the reg on it in no time.This is the 3rd plate I have bought from New Reg - I can't recommend they highly enough.


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