Staff Writer By tim morris CBA harriers still fastest around Glackin, Falvey to lead Colts’ new faces against nation’s best Staff Writer LLast fall, Christian Brothers Academy, Middletown, fielded one of the greatest cross country teams in state history. The Colts won everything in their path on their march to yet another state championship and the No. 2 ranking in the country by The Harrier magazine. But individual state champion Brian Kerwin (CBA’s first) and his teammates Andrew Filachek, Brian Hoffman and Jeff Dichiara, the cornerstones of that effort, are running in college now. Still, the expectations are high at CBA, winner of the last five Meet of Champions titles. “We’re preseason ranked third in the state and eighth in the Northeast,” said Coach Tom Heath. “Our goal is to make the top 25 in the country. Not many believe we can do that. We’ll surprise a few people.” Nat Glackin and Tom Falvey are the Colts’ frontrunners this fall. Glackin, a 1:54 800-meter runner on the track as well as a 400-meter intermediate hurdle champion, ran cross country for the first time in 1999. He turned out to be a key addition to the team, making the already talent-rich Colts that much deeper. He was the team’s No. 5 runner at the MOC. Falvey was injured for much of the 1999 cross country season but has run 16:35 at Holmdel Park. Both have come back for their senior years running better than before. “Nat is way stronger than he was last year and Tom is doing quite well,” said Heath. “They are both very good runners. In our last time trial, Nat and Tom ran faster than anyone but Brian Kerwin last year.” That bodes very well for the Colts who will be looking for these talented, but not most experienced, cross country runners to be the team leaders. “We do lack a little bit of experience,” noted Heath. Jeff Peterson, Trevor Rozier-Byrd and Erich Reulbach round out the team’s first five places. They have some experience and have run well in preseason time trials. CBA may not be as deep as it was in 1999, but it does have a very solid first five. Juniors Tim Sheehan and Mike Durso, sophomores Angelo Petraglia and Andrew Tignanelli and seniors Pete Pellezza and Matt Kinkade are vying for the sixth and seventh positions. Their development could determine just how strong CBA is this fall. If they can close the gap between themselves and the Colts’ first five runners, look out. So far things have been looking good at Middletown. Heath has been running the preseason time trials for 20 years and the results aren’t good for CBA’s rivals. “The whole group is ahead of where they were last year,” he pointed out. All that is missing is for the Colts to put their early form on trial in competition and that starts on Friday at the season-opener meet in Darlington (Bergen County). “We’ll see how they react in a meet,” said Heath. CBA’s first big test against state competition will be the Oct. 7 Shore Coaches Invitational at Holmdel Park. The Monmouth County Championships are Oct. 17 at Holmdel Park and the Shore Conference meets on Nov. 4, also at Holmdel. CBA is gearing toward two big meets in October where they will have the opportunity to run against some of the country’s best teams and earn national recognition in the process. First up is the annual Manhattan Invitational at the famed Van Cortlandt Park in the Bronx, N.Y., and on the 21st, the Brown University Invitational in Rhode Island. Fast runs there by the Colts could earn them a national ranking.
The sister of a prisoner almost landed in jail when she tried to smuggle marijuana in her brother’s food at the Brickdam Police Station.Rachel McLean, 27, of East Ruimveldt, Georgetown, appeared before Chief Magistrate, Ann McLennan, at the Georgetown Magistrates’ Courts to answer to a charge of possession of narcotics.McLean pleaded not guilty to the charge which stated that on September 27, 2016, at Brickdam, she had in her possession 2 grams of cannabis.Police prosecution’s case revealed that on the day in question, McLean approached a Police Constable to give him a box of food for her brother who is a prisoner.The Constable realised the food had a funny scent and upon checking, he spotted a transparent bag with what he suspected to be cannabis.The prosecution further added that the defendant was told of the offence and she admitted. The illicit drug was weighed in her presence, and amounted to two grams.She was fined $15,000, along with 4 weeks community service for the offence.Should McLean fail to pay the fine she will be imprisoned for eight weeks. – fined ,000, 4 weeks community service
And when pools are not in use, parents should keep backyard doors and outside gates locked and instruct baby sitters about potential hazards. Also, children’s toys should be removed from the pool area when not in use. After the summer ends and homeowners are looking to close their pools for the winter, they might want to consider installing additional safety equipment in the off-season, safety experts say. For example, newer pools are required to have safer dual-drain systems that are less likely to trap children in the powerful suction force. But many older pools still have a single-drain system. Those older systems can trap children underwater, especially if they have a broken cover. With the dual-drain system, if an object, such as a child’s arm, blocks the suction opening, all the suction power switches over to the other, unimpeded drain. Other equipment includes special fences around the pool that can be used to keep children out when it is not in use. But even with all that equipment in place, simply keeping an eye on a child is always the best defense. “There is no substitute for watching the kid,” said Don Burns, CEO of the California Spa and Pool Industry Education Council. “You just can’t rely on gadgets to take over your role.” Safety improvements and publicity have reduced the number of child drownings in California over the years. According to the state Department of Health Services, there were 121 toddlers younger than 4 who died of drowning in 1991, and of those, 70 drowned in pools. By 2004, 63 toddlers died of drowning, 29 in pools. In the past 10 years, California has passed several laws placing stricter safety requirements on new pools, such as requiring the dual-drain system on new pools. A new law taking effect this year requires new pools to be built with at least one of several different safety features, such as fencing, water alarms that detect unauthorized entry or pool covers, Burns said. Under current law, owners of older pools are not required to retrofit their pools with dual-drain systems. But next year, Burns hopes to sponsor a bill that will require homeowners of older pools to install the dual-drain system whenever they have structural work done on their pools. The installation will add a few hundred dollars to the cost of already planned repair work, he said, but would be much more expensive if done on its own, independent of planned work. Crowded pools likely For those who haven’t been invited to a private party this weekend, the city of Los Angeles maintains about 60 public swimming pools and 10 lakes, and local beaches are also available. To find one near you, download a brochure at www.laparks.org/dos/aquatic/pdf/aquatic-facility062303.pdf. You may want to call ahead because about eight or nine city pools are typically closed at a time for repair work. City Department of Recreation and Parks spokeswoman Jane Kolb said a heavy turnout is expected at local pools this weekend because of the hot weather. After Labor Day, the city typically closes down its seasonal pools. But this year, Kaiser Permanente has given the city a donation that will allow 14 of the pools to stay open an extra two weeks, in addition to about 13 pools that remain open year-round. email@example.com (916) 446-6732160Want local news?Sign up for the Localist and stay informed Something went wrong. Please try again.subscribeCongratulations! You’re all set! “Labor Day weekend is the last big weekend in the swim season, when people are out having their parties,” said Javier Payan, safety chairman for the Independent Pool & Spa Service Association. “We want people to continue to enjoy the pools, but at the same time you have to understand there are safety precautions you have to be aware of.” For example, he says, many adults always assume someone else is watching the kids during a party. One good practice is to designate a specific adult to watch the pool. If that person has to leave the pool area, they first need to find someone to take over. The Web site www.waterwatcher.org provides free neck tags that can be used to designate that responsible adult. Flotation can fail Also, don’t assume kids who have water wings or other flotation devices are safe on their own because such devices can accidentally deflate. In addition, rescue equipment, along with a telephone and a list of emergency numbers, should be kept outside near the pool. With triple-digit temperatures expected over the long Labor Day weekend in the San Fernando Valley, kids and adults will be flocking to pools to enjoy one last summer swim. All the more reason, safety experts say, to be extra vigilant around backyard pools. Even if adults are present, they may be more worried about overcooking the rib-eye than keeping a watchful eye on young swimmers. Inattentive parents led to the drowning deaths of 29 children under the age of 4 in California pools in 2004, the last year for which the state has statistics.
Manchester United target Victor Lindelof Benfica president Luis Filipe Vieira has told Manchester United they will have to pay Victor Lindelof’s release-clause IN FULL if they want to sign him in January.The defender is the subject of strong interest from Old Trafford and reports claim he could move there in the current transfer window.However the Swede will seemingly not come on the cheap, with Benfica’s president demanding United pay £37million.When asked about a possible deal with United, Vieira told A Bola: “Lindelof is a Benfica player with a contract which contains a termination clause. Let’s wait.”The details on Lindelof’s contract are currently undisclosed, but reports in the Portuguese press claim any club would have to pay £37m to sign him. 1
Timothy Weah, who scored on his debut against Airdrie on Saturday, wrapped up the scoring after coming off the bench. With four minutes to go he collected the ball from Euan Henderson before slipping it past Hladky.Aberdeen moved level on points with Rangers as they punished Hamilton Accies at New Douglas Park.Sam Cosgrove continued his scoring form to put the visitors ahead. His header from Stevie May’s cross was blocked by Matt Kilgallon but he reacted quickly to follow up and fire home.Cosgrove got his second on 52 minutes, bursting down the left before placing a shot past Ryan Fulton at the far post. And four minutes later, Aberdeen put the result beyond doubt when former Accies starlet Lewis Ferguson scored from close range after Fulton had denied Cosgrove his hat-trick. Celtic cruised to victory against St Mirren to stay top of the Premiership with a 4-0 victory, sending the Paisley side to the foot of the league in the process.After just 11 minutes, Celtic were ahead but St Mirren goalkeeper Vaclav Hladky had a major part to play as he failed to hold Oliver Burke’s header from Ryan Christie’s free kick.Seven minutes later Celtic doubled their lead. Scott Sinclair was fouled in the box by Jack Baird and the winger, who missed from the spot last weekend, made no mistake from 12 yards.St Mirren were offering little threat and Celtic were in dominant mood but their next reward didn’t come until ten minutes into the second half when Burke got his second goal. Hladky made saves to deny James Forrest and Callum McGregor but couldn’t stop the finish from the on-loan West Brom forward. Dundee claimed a valuable three points at Tynecastle to move from the bottom of the table and take a morale-boosting win.Jim McIntyre’s side took an early lead through Genseric Kusunga who strode forward and swapped passes with Andrew Nelson before beating Colin Doyle to score.Craig Levein made an early change, bringing Steven Maclean on to replace David Vanacek just after the half hour mark and his side were level ten minutes later. Olly Lee’s free-kick deflected off Jake Curran and looped into the net for an own goal.Nelson had been involved in the visitors’ first goal and he took the plaudits for the second. Craig Curran pounced on a slip by Conor Shaughnessy and Nelson slammed in a low finish.Kilmarnock leapfrogged Rangers into second place after winning a thriller at Rugby Park with future Rangers player Jordan Jones bagging the winner.Jermain Defoe, handed a first competitive start alongside Alfredo Morelos, had scored in his first game for every professional club in his career bar Sunderland. He opened his Rangers account after just 12 minutes when he pounced after Ryan kent’s shot was cleared off the line.The lead was short lived though, with Eamonn Brophy robbing Joe Worrall before unleashing a fierce shot from the edge of the box that beat Allan McGregor.With both sides fighting to keep pace with Celtic, it was a frenetic encounter and it exploded into life 20 minutes into the second half. Jones, who has signed a pre-contract deal with Rangers, stunned his future teammates with a thumping low shot from distance that McGregor couldn’t reach.It was eighth against ninth at Fir Park with Motherwell looking for a boost after their Scottish Cup defeat against Ross County.Motherwell broke the deadlock just before half time with Jake Hastie making a penetrating run before putting the ball into the path of David Turnbull who hit a first time shot past Ofir Marciano in the Hibs goal.The home side defended their lead to leave Neil Lennon reviewing a fifth league game without a win.St Johnstone continued their resurgent form with a hard-fought home win over Gary Holt’s Livingston.Tommy Wright’s side had lost just two of their last 13 games going in to the fixture and opened up a gap on the bottom six with their victory.Nothing separated the sides after the first 45 minutes but after the restart Livingston began to assert themselves and press forward in search of the opener. However, it was the hosts, who had won two on the bounce before the break, who struck first.Murray Davidson was quickest to react when Matty Kennedy’s header was saved by Liam Kelly, knocking in the rebound to
Comp Time: Workplace Flexibility Personified Rep. Martha Roby’s Comp Time proposal Offers Employers and Employees an Option I believe Rep. Martha Roby’s proposal to introduce a compensatory “comp” time bill for private sector employees will benefit employees and employers over the long term. Under the proposal, employers have the ability to voluntarily adopt the rule if passed and can certainly create uniform rules on usage. Fears or concerns about employees being out too long or coverage issues arising can be easily mitigated by creating clear guidelines that prevent abuses and do not impair business operations.Employees will have an option, within the permissible limits, that we view as positive. There are times when an employee may require an extended leave, during which some of the time away is unpaid as the employee lacks sufficient sick or vacation time to cover regular pay periods during his or her absence. While we offer and encourage employees to purchase a very affordable voluntary short term disability income protection product, if the employee elected not to purchase this, and was then out unexpectedly, he or she would be impaired income wise. Currently, approved and legitimate time off needs is protected, but pay is not necessarily available. We see instances where employees return early because of pay. Sometimes this is a good thing, sometimes it is not. We advocated for a short term insurance product to help employees if that gap were to arise. Assuming the comp time policy available to government employees is extended to the private sector, and the employee has accrued time, this would provide an option for the employer and the employee and may save money for both. Everyone wins. Retention of valued employees is a critical business need which reduces risk and enhances business continuity. Employees face child care, elder care, and personal matters regularly that sometimes require them to be away from work. If an employee can benefit from such a program, and the comp time process is well managed by the employer, it will add value.Meg DoyleHickory Hills, Ill. Comp Time…is it right for everyone?I’ve been an HR professional for 11 years now. That’s still “wet behind the ears” for some of you seasoned HR gurus; but, I’ve worked in two different type of industries so I’d like to weigh-in on how comp time would affect my industry now.When I was in the retail sales business (a conglomeration of car dealerships) there were employees who would have benefited from comp time. Sometimes the sales were down both in car sales and in the service center. Frequently, employees were able to take extended lunches, or leave early or come in late. However, they would have to use up valuable vacation time to do that. The ebbs and tides of the business cycle were pretty predictable so it would have been very easy to use comp time in this industry.Now, I’m in manufacturing. Our Exempt employees enjoy comp time. For the most part, they do take advantage of the time off and are still able to reserve their other paid leaves for traditional vacations. Of course, our exempt employees are project based and their attendance is not as critical as the production workers who make our products.Speaking of production workers, without their labor our workflow ends; our customers are without goods, and that doesn’t bring us profits. For us, offering comp time (especially at the time and one half equivalent) would be problematic for my organization. We operate with a lean workforce and everyone matters on the production floor. Currently, we manage when production workers call out sick and we strategically plan to cover for their vacations and other protected leaves. We’ve become masters at tackling those common issues.For the rest of the world, if comp time works for you; then, we share in your happiness of this new benefit. However, comp time for my organization would not be an option.Monica Enrique, PHR / HR GeneralistDover, Del. During the 113th Congress, Representative Martha Roby (R-AL) will introduce a comp time bill that will extend the comp time privilege currently afforded federal and municipal employees to the private sector. This bill will allow non-exempt, hourly employees to accrue compensatory time off or pay for overtime hours worked with a written agreement between the employer and employee. The flexibility this provides both employees and employers is immeasurable and one that is mutually beneficial. Marcella Davis, wife of U.S. Army Command Sergeant Major Jeff M. Davis, extolled its virtues and how much she missed comp time as a former employee of Clark County, Nevada. “Comp time enabled me to see my husband much more frequently during his deployments than our family otherwise would have been able to. I so miss having comp time and the flexibility it provided while he is deployed this time.” Mrs. Davis is currently employed as a school nurse and does not have the benefit of compensatory time.You don’t have to Google or Bing much to find any number of news outlets and experts touting that temping is the new norm. At BWSI, our client base consists exclusively of staffing and personnel services so we are at ground zero of this “new norm”. There is an entire growing class of contingent workers who have no concept or benefit of paid time off (PTO). Of our clients, less than 5% offer PTO, and the ones that do are usually in the higher spectrum as far as compensation. The comp time bill would allow all our clients to offer compensatory time to their employees providing much needed flexibility to their workforce. The key is this comp time would be at almost no cost to the employer, save some minor bookkeeping for tracking purposes and it would have to be mutually agreeable between the employee and employer on a case-by-case basis. If you support the comp time bill, please contact your congressional delegation to encourage them to support the comp time legislation that will be introduced. If you have any questions or concerns regarding compensatory time and its benefits, please don’t hesitate to contact me at firstname.lastname@example.org and I will be happy to help.Matthew Kinney, RWCS, Executive Vice-President, Research & Development BWSIArizona Rep. Roby’s Comp Time Bill: A Great Solution I have worked in a public sector position which allowed for the tracking and management of compensatory “comp” time. Now working as a Human Resource Director in the private sector, I long for this flexible, win-win solution for the betterment of the employees, the managers and the business. We currently have a small but very dedicated number of hourly employees who will do a little extra off the clock when issues arise after they’ve clocked out. We obviously want this time tracked and compensated. Yet those few extra minutes here and there are often lost on the employee when we pay them, due to deductions. As an alternative, when we add them up in the form of compensatory time, a few minutes here and there can quickly build up to a precious hour that a parent can take off early to make a child’s game, or provide care when they’re sick. In the case of employees who don’t have dependents, that extra compensatory time off might take the form of starting their vacation a little early. Both are perceived to be much more valuable than an extra hour or so of pay. Our loyal, committed employees deserve the flexibility to be afforded comp time.Please – help us enable our dedicated workforce and well-intended managers, by supporting this legislation. Help us manage and control our overtime budgets, by allowing us to openly and fairly track actual hours worked, and reward our committed employees by affording them earned time off, during a window that’s convenient for both the employer and the employee.Sue Neal, HR DirectorAlbuquerque, N.M. What’s Good for the Goose…I formerly worked in HR administration in a hospital for approximately ten years. One day I was opening my mail and found an envelope marked with a return address from the local office of the U.S. Department of Labor. We were notified of their investigation of a comp time practice that was being administered in one of our nursing units. I promptly contacted the Director of that unit. When we met she was more than happy to tell me about their process. Employees, mostly non-exempt, bargaining unit nursing technicians did not want to use their earned, paid leave for incidental, partial day absences, such as to attend school activities with their children, see a doctor, dentist, etc. They wanted the flexibility to work extra hours, bank that time and then use it later when the need arose. The Director had no problem with that so long as the work schedule permitted it (she was surprised to learn that was in violation of the law). With pride, she showed me her book where employees could sign in when they worked extra hours (more than 40 in a work week) and subsequently sign those hours out as they used them. I then interviewed some of the employees. They expressed the same pleasure and satisfaction with the system. They loved being able to save their “banked” time and having the control to use it when the need arose. They also enjoyed the flexibility of saving their earned paid leave for should they need to be absent from work for an extended period.So there we were. HR was once again the proverbial “police.” We had to tell everyone that they could not continue the comp time banks; talk about a drop in employee morale! We then spent copious hours calculating the time worked and dollars owed current and former employees.What’s the good news in this story? We provided regular leadership development training for our management team members and maintained records of those training sessions. Some sessions included compliance with the FLSA and other employment laws. Thus, we were able to mitigate our damages and were required to provide back pay for the immediately preceding two years rather than three.All we in the private sector are asking, for ourselves and our employees, is to be provided with the same workplace flexibility that employees working in the public sector enjoy.Christine V. Walters, MAS, JD, SPHRWestminster, Md. The week of April 15-19 is SHRM’s Advocacy Team (A-Team) blog week. The theme is “comp time”. Rep. Martha Roby (R-Ala.) has introduced a comp bill, the Working Families Flexibility Act of 2013 (H.R.1406). The bill would amend the Fair Labor Standards Act (FLSA) to allow employers to provide comp time, that gives private sector employers the option of offering their hourly employees the choice of paid time off for overtime hours worked. SHRM is supportive of this proposal. Read our position paper.The following are HR professionals blog posts in support of H.R.1406 “comp time” proposal: Workplace Flexibility Practices Should Be . . . FlexibleWorkplace flexibility practices should be … flexible. I think it’s a no-brainer. Right? Flexibility in our workplaces is key these days in helping us get and keep great employees. But those practices have to differ from company to company. Different industries operate very differently, and what works well at one company may not work at all for another. I have practiced HR in a publishing company, a manufacturing company, a blue collar government contractor, and an engineering services contractor, and sometimes practices that work well for one do not work at all for another.A perfect example is that my company offers unlimited paid leave for the flu. If an employee or anyone in their household has the flu, we do not want them to come to work, and will provide them with paid leave that does not count against their regular PTO balance. We require no documentation. Our employees do not abuse it, and it works great. That would not be true of other places I’ve worked.My thoughts on comp time are down those exact lines. There is no sensible logic to my having to explain to our non-exempt employees that they cannot have comp time like the government employees working beside them. Or my having to explain to our non-exempt employees that, although comp time is OK for government employees, it is illegal for them. Makes no sense to them, or to me.On that premise alone, I wholeheartedly support legislation that makes available to the private sector what has been available to the public sector for years.However, the legislation has to be written so it provides flexibility in when and how comp time is used. In other words, it needs to work for both employers and employees. That’s my two cents, at least.Legislation sometimes ruins what are supposed to be flexible workplace practices by taking away the flexibility of how we can use them.Juanita Phillips, HR DirectorHuntsville, Ala. Juanita Phillips, North Alabama SHRM Chapter and Alabama SHRM State Council Juanita Phillips testified on behalf of SHRM at an April 11 hearing on the Working Families Flexibility Act before the U.S. House Committee on Education and Workforce Subcommittee on Workforce Protections. Tell US Representatives to Support Comp Time LegislationEarlier this week, the Working Families Flexibility Act of 2013 [H.R. 1406] was introduced in Congress by Rep. Martha Roby. This bill would do all of the following:Permit employers to provide compensatory time off, earned at the rate of 1.5 hours per hour of overtime worked, in lieu of overtime pay.Provide that any comp time program must be supported by a written agreement.Allow employers to exclude from any comp time program employees who have worked less than 1,000 hours in the prior 12 months.Cap the annual comp time allotment at 160 hours per employee.Require that employers pay out any unused comp time at termination.Permits employees to use comp time upon reasonable notice, unless it unduly disrupts the employer’s operations.The FLSA already provides similar rights to public sector employers. It’s about time that the law is changed to provide the same rights to those in the private sector.As an HR professional, I strongly support Rep. Roby’s comp time bill, to allow private employers to offer non-exempt employees the choice of receiving compensatory time or overtime pay in situations in which the employee is eligible for overtime.In today’s competitive marketplace, it is increasingly difficult for a dual-income family to juggle work and family responsibilities. Compensatory time off as a workplace option gives employees more control over their time and can improve employee morale and job satisfaction and increase productivity by giving employees the choice to elect paid time off instead of cash payments.According to the National Study of the Changing Workforce, four in five employees say workplace flexibility is important when considering a new job, but less than one in four have access to high levels of flexibility. Comp time can provide additional flexibility for private-sector employees as they negotiate their work-life responsibilities.I also recognize that in a down economy many employees still want to receive pay as opposed to compensatory time in overtime situations. While many employees of the federal-and public-sector have that option, employees at private businesses do not. I believe employees at private businesses should be afforded the same flexibility that their federal-and public-sector counterparts enjoy to help meet their own work-family needs by allowing al employees the opportunity to have the choice between compensatory time and overtime pay.What is your opinion about this important piece of legislation?Tim Bonansinga J.D., SPHRQuincy, Ill. Comp Time Offers FlexibilityI work for a medium size non-profit in the state of TN. As an organization that receives the majority of its funding from government sources, we have seen many, many cuts to our funding over the last couple of years. As a result, we have to be creative and adopt a “do more with less” attitude, especially when it comes to pay and benefits. While we are not always competitive with the for-profit sector when it comes to salary, we are able to offer greater flexibility and work-life balance. The Working Families Flexibility Act of 2013 (H.R. 1406) would allow us to expand our ability to meet the flexibility needs of our staff and offer a greater benefit to those that need it.The passage of this proposal would also help eliminate one of our consistent challenges. Due to the nature of our work, we frequently hire staffs that are coming from government jobs where they are accustomed to having comp time. It is often challenging to retrain work habits for people that have spent 15-20 years working in a comp-time environment. It’s frustrating for them as well and they feel a loss of benefit when they transition. It’s hard for them to understand that something they’ve done for the majority of their working life is “illegal” for the rest of the working public. I believe that passage of this bill would make it easier for us to transition our government-experienced new hires into their new jobs.Lastly, I believe that this proposal will help professionals more easily manage the competing demands of their families, which will ultimately increase their engagement and productivity while they are at work. More and more schools are requiring additional parent engagement hours of our employees and as the baby boomers are aging, these same employees are also having to deal with the failing health and care needs of their parents. By allowing them additional flexibility in their schedules, they don’t have to spend as much of their work time worrying & stressing about how they are going to meet their family obligations.Valerie Renfro, SPHRChattanooga, Tenn. Flexibility is ImportantNearly any manager can tell you, whether they have an HR background or not, that flexibility is important to staff. Whatever the generational make-up of your workforce, we all have a life outside of work that often times we are juggling with work responsibilities and schedules trying keep everything from falling out of sync. Comp time is a great tool to help give flexibility to staff. I have had the question asked numerous times, “can I take off 2 hours for a doctor’s appointment or a kid’s school program and make it up next week?” Employees often don’t understand why that is not acceptable when it creates overtime the following week. I’ve even had employees say, “But I don’t need for it to be overtime I just want to make up my hours.” I’ve explained the FLSA rules in these situations only to be met with frustration by the employee, particularly when they have a friend that works in the public sector who gets to take advantage of the benefits of comp time. Lisa McConnell, Director of Human ResourcesOkarche, Okla. Comp Bill Equals Positive Impact on US businesses, small and not-for-profit employersThe Working Families Flexibility Act of 2013 (H.R. 1406) introduced by Martha Roby (R-AL) would have a significant positive impact on the most important of US businesses, small and not-for-profit employers.As an HR consultant to many small businesses and a number of small not-for-profit organizations I regularly hear from employers about their desire to offer comp time or overtime as an option to their employees.Small employers often struggle to be able to offer benefits and to pay overtime because they have limited resources. More importantly, their employees often prefer time off rather than more pay.The not-for-profit organizations have a really hard time with this issue. Because of the events and meetings they have related to fundraising or board meetings which are usually held outside the regular work hours to accommodate funders and volunteer board members, their staff may work more than 40 hours in a particular week. They struggle to juggle schedules to avoid OT but need staff to do prep work during the work day and be at the event/meeting in the evening or on the weekend. If they could offer comp time the employees would be happier being able to take some time off after a hard week and the employer would not be burdened with OT payments.Not-for-profit organizations provide support for the arts, protection of the environment, and more importantly, the poor, disabled, weak in our society. Their success makes the country a better place.More importantly, I find that many of my small employers think they can and in some cases actually offer comp time now! When I educate them about the limitations and they make changes, the results include financial burdens and more importantly employee morale issues.Finally, many small and not-for-profit organizations are competing for talented young professionals with organizations that can pay more. Since studies show that Y-Gen/Millenials prefer time off vs. more pay, if they can offer comp time they can be more competitive.Phyllis G. Hartman, SPHRPittsburgh, PA
The calendar syncing and sharing company Calgoo has decided to release all its products for free. Until today, Calgoo made a free version of its software available and charged $30 a year for its more fully featured pro ‘Connect’ accounts. User who bought a license for the pro account before today will continue to receive free email support for the duration of their licence.At its core, Calgoo is a calendaring tool that allows you to sync calendars across platforms, including iCal, Google Calendar, Outlook, and 30 Boxes. While it started out as a very basic service about 2 years ago, Calgoo has developed into a mature calendar sharing solution with three separate products: Calgoo Calendar, an online calendar, Calgoo Connect, its calendar syncing application, and Calgoo Hub, an online calendar sharing service. Judging from the change in business models, however, it would seem that Calgoo couldn’t attract enough paying users. It’s interesting that Calgoo couldn’t make its ‘freemium’ model of free basic services and paid advanced feature work. Why Tech Companies Need Simpler Terms of Servic… Related Posts Tags:#news#web A Web Developer’s New Best Friend is the AI Wai… Top Reasons to Go With Managed WordPress Hosting frederic lardinois According to Calgoo, it is making its products available for free in order to “move to in-calendar advertising business models.” While Calgoo hasn’t outlined what these in-calendar ads would look like, this move is also consistent with the overall trend on the web towards advertising financed products.As Svetlana Gladkova also points out in this context, users have simply become so accustomed to not paying for anything on the web that even charging for premium features is becoming very difficult for some companies. Calgoo must have surely felt the same pressure. In the short run, this is probably to the users’ advantage. 8 Best WordPress Hosting Solutions on the Market
Suresh RainaFor a quarter-final match, it may not have met the expected standards but there was good competition between the two teams. The end result does show the stark difference between the sides, but then India were hardly in doubt of getting past Bangladesh. The comfortable win over Bangladesh has confirmed India as the best equipped team in this tournament so far.On the majestic Melbourne Cricket Ground, the cricketers are never short on motivation. We all saw how Rohit Sharma took his game a few notches above and delivered a superb century. The Indians had their plans in place. The instructions, obviously, were to treat the situation on merit. There was a composed approach by the openers and then the thrust came from Suresh Raina, a batsman who has made rapid strides in this World Cup. His presence in the middle order boosts India’s batting capabilities and it helps Mahendra Singh Dhoni to have a Raina around when the need is to push the scoring rate.Good start from openersIndia gained from a good start. I will rate it good because Shikhar Dhawan and Rohit realised the significance of the match and brought in discipline to their batting. The situation demanded they play the ball on merit because Bangladesh had bowlers who knew their task well. It may not have been a fascinating tussle but there were moments when the Indian supporters must have felt the pressure and tension that the team was experiencing in the middle.The pressure of a knockout stage applies to the best of the teams. At the back of their mind the Indians must have remembered the 2007 World Cup when Bangladesh stunned the Rahul Dravid-led team.advertisementThe stage here was different. A determined India were stretched on a couple of occasions in the league stage. The match against Zimbabwe was a good wake up call. But when they took the field on Thursday, it was evident that India were not going to take it lightly. The target was clearly 300-plus because it allows the bowlers do their job with confidence. I know Bangladesh is a competitive side but India proved to be a much stronger combination.The innings by Rohit was in keeping with his reputation to strike the ball hard and clean. There is no doubt about his talent, and his timing of shots and overall temperament to play the big innings.All he had to be careful was shot selection, and I must say he did extremely well. Rohit stayed calm right through the innings. I liked this innings most because he was willing to wait for the right ball to strike. It showed that he has matured as a batsman, and is a source of strength to his captain. He has emerged vital to India’s campaign.Raina has improved with every match. True, Rohit laid the platform but Raina gave the innings the direction it needed. He walked in with little time left to take charge and immediately got into his run-scoring rhythm. This was the Raina that the team needed and he delivered in style. His wide range of shots gives him the freedom to set the pace of the innings and it was a very crucial performance by Raina. I have lot of time for him as a cricketer who loves to be involved in the thick of action.It was a tough game for Ajinkya Rahane. He appeared tense and seemed in a hurry to get going. He was not able to pick the gaps but I know he can come good in a big match. I also liked the cameo by Ravindra Jadeja. I had some concern about his batting but he showed he was getting into his stride. These runs are surely going to give him the assurance that his batting will be crucial in the lower half when India meet a stronger opponent in the semi-finals.InexperienceBangladesh may have lost but they gave a decent account of their cricket in this World Cup. They made it tough for India until the 25th over. At that stage, I was looking at India getting to 275 or so but inexperience cost Bangladesh. They allowed India to recover and then lost the race after the initial setbacks. The run out of Imrul Kayes showed how nerves can affect your game.I respect Bangladesh for trying to make a fight of it. Cricket is followed so passionately in Bangladesh and I have seen some excellent talent emerging from this lot. I will back Bangladesh to make strides in the next couple of years because they have the nucleus to form a good international team. The sight of an animated (skipper) Mashrafe Mortaza must have surprised some but I can understand his anguish. Physically, he was not at his best and yet tried to give hundred per cent. Bangladesh tried their best but it was not good enough on a day when India were at their best.advertisement
Cristiano Ronaldo can overtake Raul as Real Madrid’s all-time top scorer when Granada visit the Bernabeu in La Liga on Saturday and the Portugal captain will have needed fewer than half as many matches to do it. He can do it earlier when the Spanish side take on Swedish side Malmo on Wednesday’s Champions League encounter.Former Spain striker Raul, now with New York Cosmos, netted 323 goals in 741 appearances for the world’s richest club, while Ronaldo’s hat-trick in Tuesday’s 4-0 Champions League victory at home to Shakhtar Donetsk took his tally to a jaw-dropping 321 in just 304 matches.Ronaldo: Watch the trailer of the Madrid star’s new documentary film The 30-year-old FIFA Ballon d’Or holder’s treble at the Bernabeu came hot on the heels of his five-goal haul at Espanyol last weekend and Real have rattled in 15 goals without reply in their last three outings.”I know Cristiano Ronaldo’s value and performance level,” Real coach Rafa Benitez told a news conference after the Shakhtar game. “He is the best in the world and is showing that in games and every training session.”Ronaldo hit five goals in a match for the first time when Real hammered Granada 9-1 at the Bernabeu last season and Granada midfielder Ruben Rochina is expecting another rough ride despite Benitez missing several regulars due to injury.
Reigning Wimbledon champions Sania Mirza and Martina Hingis notched up an easy win to enter the women’s doubles quarterfinals of the $2,678,055 Canadian Open tennis tournament here.The top seeded pair took just 54 minutes to defeat German-Polish combine of Julia Goerges and Klaudia Jans-Ignacik 6-3, 6-2 on the outdoor hard courts of the Aviva Centre on Thursday.Also read: Andy Murray and Rafael Nadal win but other seeds tumble in Montreal The unseeded pair did not start well as they double faulted thrice in the first set. Sania and Martina had three chances to break their opponents, out of which one successful conversion was enough to seal the set in their favour.Though Julia and Klaudia were successful in breaking the top seeds once in the second set, the Indo-Swiss combination broke their opponents twice more to easily wrap up the set and match.Overall too, Sania and Martina dominated the match, winning 57 of the 91 points played in the match.Next up, the top seeds will take on Chinese Taipei pair of Hao-Ching Chan and Yung-Jan Chan.