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Law Enforcement Programs Study United States Park Rangers
National Park Service Law Enforcement Programs Study United States Park Rangers Report to Congress pursuant to P.L. 105-391 National Parks Omnibus Management Act, 1998 Vision Statement National parks were established as bastions to preserve representative examples of America’s most significant natural and cultural treasures. Sanctuaries that not only rekindle the human spirit through recreation and reflective introspection, but also as the contemporary, living link with our cultural history. They are the open books in the undisturbed library of our geological and paleontological history. They protect and allow interpretation of the archaeological clues that help us understand our prehistoric heritage. Parks are ecological safe havens, providing the guarantee of species diversity and genetic viability. These places of refuge are essential to perpetuating America’s flora and fauna for their own right, for our enjoyment, for scientific study and as wellsprings of continuous repopulation for surrounding areas beyond park boundaries. This report responds to the evident and sincere interest Americans have in their system of national parks. Its purpose is to communicate the law enforcement needs of the workforce charged with preserving these special places––to clearly communicate with Congress, ideas toward stronger protection of National Park System resources and the lives and personal property of visitors who will enjoy national park areas in perpetuity. i Introduction Purpose This report provides communication between the Department of the -
Managing Wage and Hour Risks in a Digitally Connected World
A Matter of Time: Managing Wage and Hour Risks in a Digitally Connected World Prepared by Jeffrey Brecher Jackson Lewis P.C. (631) 247-4652 | [email protected] Eric Magnus Jackson Lewis P.C. (404) 586-1820 | [email protected] This paper is meant to provide information of a general and educational nature and does not constitute legal advice or create an attorney-client relationship. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. The views expressed in this paper are solely those of the authors and do not necessarily represent the views of their firm or its principals or clients. Reproduction in whole or in part is prohibited without the express written consent of Jackson Lewis. ©2017 Jackson Lewis P.C. This paper is scheduled to be published in the June 2017 edition of the Journal of Internet Law, produced by Aspen Publishing. The authors would like to thank Jackson Lewis Associate, Roberto Concepcion, for his assistance with the preparation of this paper. 1 I. Introduction Many people are addicted to their phones. They check them constantly throughout the day (sometimes every few minutes) to determine whether a new e-mail or text message has been sent or a new item posted on Facebook, Instagram, Snapchat, and the myriad other social media applications that exist. To ensure immediate notification of incoming mail, users can also set their phone to provide an audio notification when a new e-mail, voicemail, or text message has arrived, and select from hundreds of tones to announce the message—whether a “chime,“ “ding,” or “swoosh.” But some of those addicts checking their phones are employees, and they are checking their phones for work related e-mail and messages. -
Public Law 161 CHAPTER 368 Be It Enacted Hy the Senate and House of Representatives of the ^^"'^'/Or^ C ^ United States Of
324 PUBLIC LAW 161-JULY 15, 1955 [69 STAT. Public Law 161 CHAPTER 368 July 15.1955 AN ACT THa R 68291 *• * To authorize certain construction at inilitai-y, naval, and Air F<n"ce installations, and for otlier purposes. Be it enacted hy the Senate and House of Representatives of the an^^"'^'/ord Air Forc^e conc^> United States of America in Congress assembled^ struction TITLE I ^'"^" SEC. 101. The Secretary of the Army is authorized to establish or develop military installations and facilities by the acquisition, con struction, conversion, rehabilitation, or installation of permanent or temporary public works in respect of the following projects, which include site preparation, appurtenances, and related utilities and equipment: CONTINENTAL UNITED STATES TECHNICAL SERVICES FACILITIES (Ordnance Corps) Aberdeen Proving Ground, Maryland: Troop housing, community facilities, utilities, and family housing, $1,736,000. Black Hills Ordnance Depot, South Dakota: Family housing, $1,428,000. Blue Grass Ordnance Depot, Kentucky: Operational and mainte nance facilities, $509,000. Erie Ordnance Depot, Ohio: Operational and maintenance facilities and utilities, $1,933,000. Frankford Arsenal, Pennsylvania: Utilities, $855,000. LOrdstown Ordnance Depot, Ohio: Operational and maintenance facilities, $875,000. Pueblo Ordnance Depot, (^olorado: Operational and maintenance facilities, $1,843,000. Ked River Arsenal, Texas: Operational and maintenance facilities, $140,000. Redstone Arsenal, Alabama: Research and development facilities and community facilities, $2,865,000. E(.>ck Island Arsenal, Illinois: Operational and maintenance facil ities, $347,000. Rossford Ordnance Depot, Ohio: Utilities, $400,000. Savanna Ordnance Depot, Illinois: Operational and maintenance facilities, $342,000. Seneca Ordnance Depot, New York: Community facilities, $129,000. -
Recordkeeping Requirements Under the Fair Labor Standards Act (FLSA)
U.S. Department of Labor Wage and Hour Division (Revised July 2008) Fact Sheet #21: Recordkeeping Requirements under the Fair Labor Standards Act (FLSA) This fact sheet provides a summary of the FLSA's recordkeeping regulations, 29 CFR Part 516. Records To Be Kept By Employers Highlights: The FLSA sets minimum wage, overtime pay, recordkeeping, and youth employment standards for employment subject to its provisions. Unless exempt, covered employees must be paid at least the minimum wage and not less than one and one-half times their regular rates of pay for overtime hours worked. Posting: Employers must display an official poster outlining the provisions of the Act, available at no cost from local offices of the Wage and Hour Division and toll-free, by calling 1-866-4USWage (1-866-487-9243). This poster is also available electronically for downloading and printing at http://www.dol.gov/osbp/sbrefa/poster/main.htm. What Records Are Required: Every covered employer must keep certain records for each non-exempt worker. The Act requires no particular form for the records, but does require that the records include certain identifying information about the employee and data about the hours worked and the wages earned. The law requires this information to be accurate. The following is a listing of the basic records that an employer must maintain: 1. Employee's full name and social security number. 2. Address, including zip code. 3. Birth date, if younger than 19. 4. Sex and occupation. 5. Time and day of week when employee's workweek begins. 6. -
United States Air Force and Its Antecedents Published and Printed Unit Histories
UNITED STATES AIR FORCE AND ITS ANTECEDENTS PUBLISHED AND PRINTED UNIT HISTORIES A BIBLIOGRAPHY EXPANDED & REVISED EDITION compiled by James T. Controvich January 2001 TABLE OF CONTENTS CHAPTERS User's Guide................................................................................................................................1 I. Named Commands .......................................................................................................................4 II. Numbered Air Forces ................................................................................................................ 20 III. Numbered Commands .............................................................................................................. 41 IV. Air Divisions ............................................................................................................................. 45 V. Wings ........................................................................................................................................ 49 VI. Groups ..................................................................................................................................... 69 VII. Squadrons..............................................................................................................................122 VIII. Aviation Engineers................................................................................................................ 179 IX. Womens Army Corps............................................................................................................ -
ETC – Employee Time Clock
9/25/2017 ETC – Employee` Time Clock Hourly Employees without Bus Responsibilities September 18, 2017 1 Employee Time Clock(ETC) Training 2 Effective Monday, October 2, 2017, all hourly employees will use the Employee Time Clock system to record their time. Note: Employees should continue to use paper timesheets as a backup while they become accustomed to the new system. Employee Time Clock(ETC) Training 3 Employee Time Clock uses the same concepts that are used to record time on a paper timesheet. Employees will: - clock in to start the work day - clock out/in for lunch break, if required - clock out to end the work day 1 9/25/2017 Employee Time Clock(ETC) Training 4 There are three simple steps for clocking in or out: 1. Log In 2. “Punch” Time 3. Log out Employee Time Clock(ETC) Training 5 Log In Procedures Employee Time Clock(ETC) Training 6 Employees can use any computer at the school or school district location to log time. There are two ways to access Employee Time Clock. 2 9/25/2017 Employee Time Clock(ETC) Training 7 Log In Option 1 1. Using Chrome, enter the following in the address bar: https://aiken.attendanceondemand.com/ess/ 2. Enter employee ID number on the first line 3. Enter PIN (last four of SSN) on the second line Employee Time Clock(ETC) Training 8 Log In Option 2 1. Using Chrome, enter www.acpsd.net in the address bar 2. Click the Digital Resources/Portals Icon 3. Scroll down and click Employee Time Clock 4. -
The Changing Workplace and the New Self-Employed Economy
GIG? SHARING? THE CHANGING WORKPLACE AND THE NEW SELF-EMPLOYED ECONOMY by Adrian Moore May 2018 Reason Foundation’s mission is to advance a free society by developing, applying and promoting libertarian principles, including individual liberty, free markets and the rule of law. We use journalism and public policy research to influence the frameworks and actions of policymakers, journalists and opinion leaders. Reason Foundation’s nonpartisan public policy research promotes choice, competition and a dynamic market economy as the foundation for human dignity and progress. Reason produces rigorous, peer- reviewed research and directly engages the policy process, seeking strategies that emphasize cooperation, flexibility, local knowledge and results. Through practical and innovative approaches to complex problems, Reason seeks to change the way people think about issues, and promote policies that allow and encourage individuals and voluntary institutions to flourish. Reason Foundation is a tax-exempt research and education organization as defined under IRS code 501(c)(3). Reason Foundation is supported by voluntary contributions from individuals, foundations and corporations. The views are those of the author, not necessarily those of Reason Foundation or its trustees. GIG? SHARING? THE CHANGING WORKPLACE AND THE NEW SELF-EMPLOYED ECONOMY i EXECUTIVE SUMMARY Is America evolving away from the traditional workplace? As technology dramatically changes the job market, many workers embrace more-flexible job opportunities, and look for alternative sources for health care, retirement, and other traditional workplace benefits. Others look to government to bring back factory-style work, in which a highly regulated employer/employee relationship typically features: 1. Long-term (usually decades of) secure employment at the same firm, with fixed, full- time hours; 2. -
Workplace Flexibility Supervisor Study
March 2010 University of Kentucky Workplace Flexibility Supervisor Study Institute for Workplace Innovation • 139 W. Short St. Ste. 200 • Lexington, KY 40507 • www.iwin.uky.edu 1 UK Workplace Flexibility Supervisor Study Introduction The ability to recruit, retain and develop a highly qualified staff and faculty is of primary importance to the University of Kentucky in order to effectively fulfill its mission. One effort to address this workforce management issue has been the implementation of workplace flexibility policies. University of Kentucky’s Office of Work-Life defines workplace flexibility as the provision of a variety of flexible work options that enable greater customization over when, where and how employees get their work done. These policies are used as a management tool to both assist employees to effectively manage their various responsibilities on and off the job, and to support the University in meeting its strategic goals. The University’s workplace flexibility policies were developed with the input of various departments across campus and endorsed by President Todd in April 2008. Workplace flexibility policies at the University include six types of flexible work arrangements: Flextime: a full-time schedule with the ability to vary the start and stop times from the standard workday Compressed work schedule: a full-time job in fewer days than a customary work week Telecommuting: the ability to work from a different location such as a satellite office or from home Job sharing: a type of part-time work where the hours of one full-time job are divided between two employees Reduced hours or part-time: a reduced number of regular hours worked to less than a full-time position Phased retirement: employment options that allow an employee who is approaching retirement to continue working, usually with reduced workload, as a transition from full-time work to full-time retirement. -
George H. Harlan Photograph Collection, 1851-1990
http://oac.cdlib.org/findaid/ark:/13030/c8dr2xs2 No online items A guide to the George H. Harlan photograph collection, 1851-1990 Processed by: L. Bianchi, 2014 January. San Francisco Maritime National Historical Park Building E, Fort Mason San Francisco, CA 94123 Phone: 415-561-7030 Fax: 415-556-3540 [email protected] URL: http://www.nps.gov/safr 2014 A guide to the George H. Harlan P96-033 (SAFR 23844) 1 photograph collection, 1851-1990 A Guide to the George H. Harlan photograph collection P96-033 San Francisco Maritime National Historical Park, National Park Service 2014, National Park Service Title: George H. Harlan photograph collection Date: 1851-1990 Date (bulk): circa 1890-1958 Identifier/Call Number: P96-033 (SAFR 23844) Creator: Harlan, George H. Physical Description: 1250 items. Repository: San Francisco Maritime National Historical Park, Historic Documents Department Building E, Fort Mason San Francisco, CA 94123 Abstract: The George H. Harlan photograph collection, 1851-1990, bulk circa 1890-1958, (SAFR 23844, P96-033) is comprised mainly of photographs of ferries in the San Francisco Bay Area, California. Many of the photographs were published in George H. Harlan's book "San Francisco Bay Ferryboats" about San Francisco Bay Area ferry history. The collection has been processed to the File Unit level with some Items listed and is open for use. Physical Location: San Francisco Maritime NHP, Historic Documents Department Language(s): In English. Access This collection is open for use unless otherwise noted. Nitrate negatives are restricted from use. Use-copies can be provided. Glass plate negatives may require special handling by the reference staff. -
National Register of Historic Places Inventory -- Nomination Form
Form No. 10-300 REV. (9/77) UNITED STATES DEPARTMENT OF THE INTERIOR NATIONAL PARK SERVICE NATIONAL REGISTER OF HISTORIC PLACES INVENTORY -- NOMINATION FORM SEE INSTRUCTIONS IN HOW TO COMPLETE NATIONAL REGISTER FORMS TYPE ALL ENTRIES -- COMPLETE APPLICABLE SECTIONS [NAME HISTORIC M. V. SANTA ROSA AND/OR COMMON SANTA ROSA FERRYBOAT LOCATION NOTE: The SANTA ROSA will be permanently moored at Pier 3 in CTDCCTPM1 San Francisco in the vicinity of the Ferry Building. (1980) STREET& NUMBER Howard Terminal _NOT FOR PUBLICATION CITY, TOWN CONGRESSIONAL DISTRICT Oakland o __ VICINITY OF O STATE COQE COUNTY CODE _________California__________0£_____________Alameda________001______ CLASSIFICATION NOTE: Public access will be provided when permanently moored in San Francisco. (1980) CATEGORY OWNERSHIP STATUS PRESENT USE —DISTRICT —PUBLIC —OCCUPIED _AGRICULTURE —MUSEUM _BUILDING(S) ^.PRIVATE —UNOCCUPIED —COMMERCIAL —PARK —STRUCTURE —BOTH AwORK IN PROGRESS —EDUCATIONAL —PRIVATE RESIDENCE —SITE PUBLIC ACQUISITION ACCESSIBLE —ENTERTAINMENT —RELIGIOUS ^OBJECT _IN PROCESS -^tYES. RESTRICTED —GOVERNMENT —SCIENTIFIC —BEING CONSIDERED _YES: UNRESTRICTED —INDUSTRIAL —TRANSPORTATION ________________________________________^_____________________-M.UTABV l&yft Tgggt OWNER OF PROPERTY John M, Pflueger NAME Mike McCormac and Dick Bechelli c/o Pflueger Architects STREET & NUMBER 580 Market Street CITY. TOWN STATE San Francisco__________VIC.NITYOF______________California LOCATION OF LEGAL DESCRIPTION COURTHOUSE. REGISTRY OF DEEDS.ETC. STREET & NUMBER CITY. TOWN STATE -
Guidance Document for Social Accountability 8000 (Sa8000®:2014)
GUIDANCE DOCUMENT FOR SOCIAL ACCOUNTABILITY 8000 (SA8000®:2014) RELEASE DATE: MAY 2016 SOCIAL ACCOUNTABILITY INTERNATIONAL 15 WEST 44TH STREET, 6TH FLOOR NEW YORK, NY 10036 WEBSITE: WWW.SA-INTL.ORG EMAIL: [email protected] CONTENTS CONTENTS ............................................................................................................................................................. 1 INTRODUCTION TO THE SA8000:2014 GUIDANCE DOCUMENT .............................................................................. 3 HOW TO READ THIS DOCUMENT ....................................................................................................................................... 3 1. CHILD LABOUR ................................................................................................................................................... 5 RELEVANT SA8000 DEFINITIONS ...................................................................................................................................... 5 SA8000 REQUIREMENTS................................................................................................................................................. 5 BACKGROUND AND INTENT .............................................................................................................................................. 5 IMPLEMENTATION GUIDANCE ........................................................................................................................................... 8 AUDITOR GUIDANCE .................................................................................................................................................... -
Time Clock Policy & Procedures
Time Clock Policy & Procedures For All Hourly Employees Effective 5.1.19 Policy: The law requires that all non-exempt personnel record daily hours worked. These hours are recorded in AcroTime (an Internet-accessible hosted workforce management system) and employees are responsible for its accuracy. Employees may not clock in or out for another person. Falsification of timesheets is strictly prohibited and will result in disciplinary action up to and including termination. Purpose: To establish guidelines for hourly employees to have a record of hours worked using Acrotime, our web-based timekeeping system. Procedures The following regulations will apply: 1. Employees are required to clock in prior to their assigned start time, and must clock out when they go off duty. 2. Employees are required to clock out any time they leave the work site for any reason other than assigned work duties. 3. Unless permission to do otherwise by the employee's supervisor, no employee may clock in more than 5 minutes prior to, or 5 minutes after, the start of their shift. Employees may not clock out more than 5 minutes prior to, or 5 minutes following the end of their work time. 4. Clocking in within the time-frame specified in item three, will be calculated as an on-time report for duty. 5. Employees will be paid from time sheets verified by actual recorded times in Acrotime. Any adjustments to the recorded time must be approved by the employee's supervisor. Employees will be accountable to their CD for any manual changes submitted. 6. Employees must clock out for their designated lunch time.