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Lit Painting Group

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Eli Anderson
Eli Anderson

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This fact sheet provides information on the exemption from minimum wage and overtime pay provided by Section 13(a)(1) of the FLSA as it applies to blue-collar workers as defined in 29 C.F.R. 541.3.




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Cap'n'collar (Cnc) transcription factors are conserved in metazoans and have important developmental and homeostatic functions. The vertebrate Nrf1, Nrf2, and Nrf3; the Caenorhabditis elegans SKN-1; and the Drosophila CncC comprise a subgroup of Cnc factors that mediate adaptive responses to cellular stress. The most studied stress-activated Cnc factor is Nrf2, which orchestrates the transcriptional response of cells to oxidative stressors and electrophilic xenobiotics. In rodent models, signaling by Nrf2 defends against oxidative stress and aging-associated disorders, such as neurodegeneration, respiratory diseases, and cancer. In humans, polymorphisms that decrease Nrf2 abundance have been associated with various pathologies of the skin, respiratory system, and digestive tract. In addition to preventing disease in rodents and humans, Cnc factors have life-span-extending and anti-aging functions in invertebrates. However, despite the pro-longevity and antioxidant roles of stress-activated Cnc factors, their activity paradoxically declines in aging model organisms and in humans suffering from progressive respiratory disease or neurodegeneration. We review the roles and regulation of stress-activated Cnc factors across species, present all reported instances in which their activity is paradoxically decreased in aging and disease, and discuss the possibility that the pharmacological restoration of Nrf2 signaling may be useful in the prevention and treatment of age-related diseases.


Objective: To compare weaning duration with pressure support vs unassisted breathing through a tracheostomy collar in patients transferred to an LTACH for weaning from prolonged ventilation.


Design, setting, and participants: Between 2000 and 2010, a randomized study was conducted in tracheotomized patients transferred to a single LTACH for weaning from prolonged ventilation. Of 500 patients who underwent a 5-day screening procedure, 316 did not tolerate the procedure and were randomly assigned to receive weaning with pressure support (n = 155) or a tracheostomy collar (n = 161). Survival at 6- and 12-month time points was also determined.


Results: Of 316 patients, 4 were withdrawn and not included in analysis. Of 152 patients in the pressure-support group, 68 (44.7%) were weaned; 22 (14.5%) died. Of 160 patients in the tracheostomy collar group, 85 (53.1%) were weaned; 16 (10.0%) died. Median weaning time was shorter with tracheostomy collar use (15 days; interquartile range [IQR], 8-25) than with pressure support (19 days; IQR, 12-31), P = .004. The hazard ratio (HR) for successful weaning rate was higher with tracheostomy collar use than with pressure support (HR, 1.43; 95% CI, 1.03-1.98; P = .033) after adjusting for baseline clinical covariates. Use of the tracheostomy collar achieved faster weaning than did pressure support among patients who did not tolerate the screening procedure between 12 and 120 hours (HR, 3.33; 95% CI, 1.44-7.70; P = .005), whereas weaning time was equivalent with the 2 methods in patients who did not tolerate the screening procedure within 0 to 12 hours. Mortality was equivalent in the pressure-support and tracheostomy collar groups at 6 months (55.92% vs 51.25%; 4.67% difference, 95% CI, -6.4% to 15.7%) and at 12 months (66.45% vs 60.00%; 6.45% difference, 95% CI, -4.2% to 17.1%).


The Dórro Collar ensures the perfect fit from the very first wear, courtesy of the adjustable buckles. Thereafter, take the collar off or put it on with just a twist of the turnlock. Et voilà, you are both up and off.


The program this year will cover a number of highly topical white collar subjects to include a 10-year retrospective of white collar issues and a look at where we are now; sentencing guidelines; FCA healthcare fraud; cybersecurity; among other topics. Please join us for this one of a kind program.


The future that this research foresees has arrived. During the next 18 to 24 months, expect more companies to embrace the emerging no-collar workforce trend by redesigning jobs and reimagining how work gets done in a hybrid human-and-machine environment.


For HR organizations in particular, this trend raises a number of fundamental questions. For example, how can companies approach performance management when the workforce includes bots and virtual workers? What about onboarding or retiring non-human workers? These are not theoretical questions. One critical dimension of the no-collar workforce trend involves creating an HR equivalent to support mechanical members of the worker cohort.


Reality: You are assuming that AI, cognitive technologies, and robots can do everything human workers can do, only more cheaply and quickly. Not true, by a long shot. At present, technology cannot duplicate many uniquely human workplace strengths such as empathy, persuasion, and verbal comprehension. As the no-collar trend picks up steam, companies will likely begin redesigning jobs around unique human capabilities, while looking for opportunities to augment these capabilities with technology.


Despite this uncharted territory, the no-collar workforce can help enhance cybersecurity planning and response and could improve overall risk management. Automation of functions such as threat intelligence, security application monitoring, and privilege management may result in greater consistency, reliability, and coverage.


Robotic process automation is changing the way we work around the world. Findings from a survey of Deloitte leaders across 10 regions show that automation is affecting most regions, to some degree, across a variety of industries. Cognitive computing and artificial intelligence are not as widespread, but the no-collar workforce is a trend that global organizations likely will need to address if they want to stay competitive.


Building a no-collar workforce requires deliberate planning. Machines and humans can work well together if you anticipate the challenges, and put in place the resources and governance to make all elements of the hybrid workforce successful. The following initial steps can provide a framework for deconstructing existing roles into underlying jobs, determining which are uniquely human and which can be redesigned for augmentation.


Blue-collar Americans are the backbone of American strength and resilience. In the 1970s, the top one percent of earners made nine percent of the country's income. Today, they make nearly a quarter. Since the recession, CEO pay has soared while workers' wages have remained stagnant, or have at times fallen. All the while, we've watched the slow and steady decline of unions over nearly five decades.


In retrospect, it makes sense that President Trump's economic message appealed to blue collar workers and their families. They rightfully felt like they were forgotten, left behind by a growing economy and by a political system that was prioritizing other issues. Famed businessman Donald J. Trump seemed like he was putting their economic woes front and center.


He promised to punish companies who offshored their jobs, but instead awarded these same employers with billions in new federal contracts and actually encouraged greater offshoring in his tax legislation. He promised to protect our mining and manufacturing workers, but instead removed labor protections and safety measures. And while he boasted about raising worker wages, they have declined across the country, including in our home states of Texas and Pennsylvania. President Trump has time and time again failed to deliver for blue collar workers.


Boosting America's workers and middle class families is deeply woven into the fabric of the Democratic Party, not a footnote aimed to please big corporations and wealthy donors, as witnessed from Republican leadership in Congress. Choosing businesses over blue-collar workers is a false choice the Republican Party has forced on voters for too long. There is no reason we cannot strengthen American workers and American businesses.


Depictions of Egyptian pharaohs presenting broad collars and other items of jewelry to deities are often found on temple walls. In the New Kingdom, these representations feature collars that tend to be nearly circular and, sometimes, to have a counterweight hanging from the back. Similar scenes in Ptolemaic temples tend to show semicircular collars that have long strings or chains at the back, but no counterweight, an arrangement that resembles this collar. The collar does not lie flat but slopes in way suggesting it was meant to lie across the chest of a divine statuette; however, the long chains and lack of counterweight would make such a fit very awkward. The possibility exists that the collar was a ritual offering and was not meant for wearing.Moving from the outermost to the innermost bands, the six strands of the necklace comprise: 1) turquoise drop beads alternating with lapis triangles; 2) hanging lapis and turquoise lotuses with gold stems that alternate with gold buds, interstices filled with carnelian; 3) turquoise rosettes with gold centers separated by bands of lapis; 4) hanging lapis and turquoise papyrus flowers with gold stems alternating with round gold shapes (mandrakes?), spaces filled with carnelian; 5) turquoise triangles alternating with turquoise and lapis petal-shaped forms, the pattern suggesting hanging floral forms; 6) hanging turquoise lilies separated by long gold leaves. Block borders of lapis and turquoise with gold finish the top, and hinged to them are lotus flower terminals with lapis and turquoise inlays.


We defend clients facing all manner of white collar criminal charges. From cybercrime and healthcare to government contract and bank fraud, we are an experienced criminal defense team. We bring significant experience in tax and securities fraud and FCPA investigations, as well as all manner of administrative proceedings. We regularly include subject matter experts across the firm in our defense team. 041b061a72


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