text:
voor Microsoft Flight Simulator — door Stealthy Duck
Lake Tahoe Airport (IATA: TVL, ICAO: KTVL, FAA LID: TVL) is a public airport three miles southwest of South Lake Tahoe, in El Dorado County, California. Located on the south end of Lake Tahoe, the airport is located 6,264 feet above mean sea level (MSL). Its single runway (18-36) is 8,544 feet long by 150 feet wide. There are mountains off the south end of the runway that tower up to more than 10,000 feet MSL. The rapidly rising terrain forms a restricting funnel that can trap the unwary ...
Lake Tahoe Airport (IATA: TVL, ICAO: KTVL, FAA LID: TVL) is a public airport three miles southwest of South Lake Tahoe, in El Dorado County, California.
Located on the south end of Lake Tahoe, the airport is located 6,264 feet above mean sea level (MSL). Its single runway (18-36) is 8,544 feet long by 150 feet wide. There are mountains off the south end of the runway that tower up to more than 10,000 feet MSL. The rapidly rising terrain forms a restricting funnel that can trap the unwary pilot flying a marginally performing aircraft southbound. The airport can be challenging with unpredictable weather and harsh terrain but, still an amazing airport to fly at. Several aviation magazines routinely list KTVL in the top 10 USA General Aviation airports to visit.
Beginning in 1962 it had a few airline flights: the first were on Futura Airlines, an intrastate airline, and on Paradise Airlines, both flying Lockheed L-049 Constellations. According to the Official Airline Guide, six regional and commuter airlines were serving Lake Tahoe in spring 1981 including Air Sierra, Aspen Airways, Cal Sierra Airlines, Golden Gate Airlines, Golden West Airlines and Great Sierra Airlines with a combined total of up to 24 flights a day. The April 1, 1981 OAG edition lists nonstop flights from Burbank, Fresno, Los Angeles, Oakland, Orange County, Reno, San Diego, San Francisco, San Jose and Truckee, CA. Due to budget cuts in 2001, the FAA ceased funding on-site weather observers who had also served as the airport's air traffic controllers. Unable to find replacement funding, the South Lake Tahoe city council voted to close the airport's Air Traffic Control Tower on October 1, 2004. Despite the tower's closure, the airport continues to serve general aviation traffic using self-announce procedures for uncontrolled airports. Beginning in 2006, the airport's former commercial airline terminal building was renovated and converted into a new city hall and administrative services office for the City of South Lake Tahoe. Relocating to airport land allowed the city to counter rising lease costs at their old location near Al-Tahoe. Renovations completed and the new city hall opened in 2007.
Installation: Simply unzip the archive and extract the folder into your community folder
Fully handcrafted models
PBR. We all love it.
Extensive elevation terraforming
Custom ground textures
Working Instrument Landing LDA (ILS) (RWY 18)
Improved city landmark- Tahoe Keys
Snow support
Hard Drive Disk Space: 815 MB
1.0 from January 04, 2022
Stealthy Duck
5 day(s) ago / Bedankt door StealthyDuck
wcs33
Thanks for your reconsideration on price. I've purchased and will send up a review this weekend.
wozee
I fully agree with the above - at half the price you would sell 4 times as many units
Thanks for your work! This is a fun place to fly into, for sure. However, I'd suggest you'd get a lot more interest at a pricing point about half what you are asking, for such a small and relatively simple design. Just saying, as an interested party. 😊
© Stealthy Duck - All rights reserved. Enige herupload of redistributie van dit bestand zonder toestemming van de auteur is verboden.
Deze Flight Simulator 2020 Mod is gemaakt door Stealthy Duck and shared in Scenery Enhancements » Regional Airports voor Microsoft Flight Simulator.


Summer's end is a time of "too muchness" – too much back-to-school busy-ness, too much running around with groups, clubs, and committees restarting after the summer lull, too much local food to cook – and not enough time to get it all done.
This is the time to plug in your slow cooker and enjoy "just rightness". A slow cooker gives you control and convenience. Throw in the ingredients, set the heat and cooking time, then walk away and forget about it for hours… without burning down the house.
When you come back at the end of another crazy day or after a (hopefully) good night's sleep, a complete meal is waiting for you. Done right, it's like the veggie fairies came in and worked their magic while you weren't looking.
WE'VE GOT EASY TASTY RECIPE IDEAS ON OUR SLOW COOKER PINTEREST BOARD.
Depending on the recipe, you can fill a slow cooker and hit start in about five minutes, just enough time to listen to this fun interview with Top Chef judge Hugh Acheson while you chop and toss in fresh local ingredients. He's got a new slow cooker cookbook and a some great advice.
Slow cookers are relatively inexpensive, and paying more doesn't necessarily get you a better piece of gear. All you need it to do is cook slowly and steadily and keep the food warm when it's done. Most new slow cookers these days are designed to automatically switch to a warm setting after they're done cooking, which will keep the food at a safe temperature until you're ready to eat.
When you're picking one out, the most important part to consider is the insert pot. A heavy, ceramic insert is best for even heat distribution. Other than that, just pick one with a control panel that's simple and easy to use.
While a lot of bells and whistles aren't needed, a programmable option may be a useful convenience. It lets your meal start cooking at a predetermined start time for a predetermined length of time.
If you want to start your slow cooker first thing in the morning and your mornings are pretty crazy, just start the night before.
Chop up the fresh local ingredients, measure out the dry ingredients, and prepare any sauce, putting each group of ingredients in its own container. Don't refrigerate them in the slow cooker's insert pot. If the insert is chilled, it will take too long to heat up. That will lengthen cooking time, reduce the cooking temperature, and could make your food unsafe.
So in the morning, add ingredients to the cooker according to the recipe. Reheat any sauce to a simmer before you add it to the mix.
When you set the heat level, here's a general rule of thumb: Cooking on the low setting (170 degrees for most models) takes about twice as long as cooking on high (usually 280 degrees).
If you won't be home close to the end of the cooking time, this is when it's good to have a slow cooker that will automatically switch to the warm setting when the cooking is done.
Slow cookers are admittedly a bit glamour-challenged, mostly because they've got a reputation for producing pots of bland mush. But it doesn't have to be that way. You don't need help from a Top Chef to make sure your slow cooker meals are satisfyingly delicious.
1. Use fresh ingredients, never frozen. If you want to include some of your fresh local produce that you preserved in the freezer, let it defrost before adding it. That way it won't interfere with the slow cooker's ability to get all the ingredients hot enough to kill any harmful bacteria that might thrive if the temp is too low.
2. If you're cooking meat, choose the right cut. Fatty, tougher meats like chuck roasts, short ribs, pork shoulders, and lamb shanks will melt in your mouth after all those hours in the moist, low heat of a slow cooker. Leaner cuts like tenderloin tend to dry out. Same with chicken — dark meat thighs and drumsticks will remain juicier than white meat breasts.
3. If you have a little extra time, brown meat before you add it to the cooker. For a thicker sauce, dredge it in flour before browning. Then use some of the liquid called for in the recipe to scrape up and pour all the savory, brown, caramelized bits from the pan into the cooker. You'll get a richer flavor that you can't get from slow-cooking alone.
4. One more bit of meat advice: Trim the fat and skin the chicken to avoid an oily, greasy cooking liquid. By limiting the excess fat, you'll wind up with delectably silky sauces and gravies.
5. For even cooking, cut everything into uniform-size pieces. Place firm, slow-cooking root vegetables like potatoes and carrots at the bottom and pile more tender veggies and any meat on top.
6. Definitely use spices! But watch the wine. The slow cooker is sealed so the alcohol can't escape and evaporate like it would from a normal pot. A splash goes a long way.
7. Don't overfill. The insert pot should be only one-half to two-thirds full, or whatever your cooker's owner's manual recommends. It's okay to slow cook roasts and whole chickens, but make sure the lid still fits snugly.
8. Never lift the lid while it's cooking — at least not until 30 to 45 minutes before it switches to low to check for doneness. Each peek lets heat escape and adds 15 minutes to the cooking time. Usually there's no need to stir, either.
9. Add dairy last. Sour cream, milk, and yogurt tend to break down in the slow cooker, so stir them in during the last 15 minutes of cooking.
10. At the end of simmering, a sprinkle of fresh herbs or squeeze of lemon juice brightens flavors and cuts through all those rich slow cooker flavors. You can also finish off with hot sauce, citrus zest, grated Parmesan, good-quality olive oil, or even sauteed garlic.
Cooking from scratch with fresh local food ends in a meal that's full of more flavor and nutrients than you get from processed foods out a box, bag, or can. And with a slow cooker, it's almost as easy. Thanks to slow cookers, you can be busy and still enjoy healthy eating!
Too much fresh local food and not enough time to cook it? Try using a slow cooker! It gives you control and convenience – safely. Throw in the ingredients, set the heat and cooking time, then walk away and forget about it for hours… without burning down the house. When you come back at the end of a busy day or after a good night's sleep, a complete meal is waiting for you.
Continue reading about slow cookers, below, or view this issue as a PDF with clickable links.
Too busy to cook? Try a slow cooker!
Too much fresh local food and not enough time to cook it? Try using a slow cooker! It gives you control and convenience – safely. Throw in the ingredients, set the heat and cooking time, then walk away and forget about it for hours… without burning down the house.
When you come back at the end of a busy day or after a good night's sleep, a complete meal is waiting for you. Done right, it's like the veggie fairies came in and worked their magic while you weren't looking.


In the O.M. v. Hungary judgment of 5 October 2016, the ECtHR found that detention was not assessed in a sufficiently individ ualised manner and that the authorities did not exercise particular care in order to avoid situations facing an asylum seeker on account of his sexual orientation, which risked reproducing the plight that forced him to flee. Further on, detention for the purpose of establishing the asylum seeker's identity does not fall under the scope of Article 5(1)(b) of ECHR, when asylum seeker makes reasonable efforts to clear his/her identity, because there is no legal obligation for asylum seekers in Hungary to provide documentary evidence of their identity.
Integration support: As a result of legislative changes in April and June 2016, all forms of integration support were eliminated. Since the entry into effect of Decrees 113/2016 and 62/2016 and the June 2016 amendment to the Asylum Act, beneficiaries of international protection are no longer eligible to any state support such as housing support, additional assistance and others.
the IAO. The IAO is obliged to select the cheapest interpret from the list, even though his quality would not be the best.
"asylum". In another case before the Budapest court, the interpreter was from Djibouti, and the client from Somalia did not understand her. The interpreter said the client was lying and the judge decided that there would be no interview.
not to mention Hungarian; for example: disciples, Easter, Christmas and so on. The lawyer had to help him.
A decision must be communicated orally to the person seeking asylum in his or her mother tongue or in another language he or she understands. Together with this oral communication, the decision shall alsobe made available to the applicant in writing, but only in Hungarian. The HHC's attorneys working at the transit zones and Kiskunhalas observe that most of decisions are not translated to the clients by interpreters. Instead the IAO uses case officers or even other clients to announce the main points of the decision. The justification for a decision reached is never explained to the asylum seeker.
(a) Persons who had not previously applied in Hungary and persons whose applications are still pending are both treated as first-time asylum applicants.
not in line with above-described second paragraph of Article 18(2) of the Dublin III Regulation, which should be applied also in cases of explicit withdrawal in writing and not only in cases of tacit withdrawal. This is problematic in the view of recent practices in Hungary when detained asylum seekers withdraw their applications in order to be released from asylum detention. By imposing detention on asylum seekers returned under the Dublin III Regulation, in practice the IAO promotes the option of withdrawal amongst them. This practice can be interpreted as a disciplinary use of detention against those who lodge an asylum claim in Hungary.
ion has been rejected only at the first instance shall ensure that the applicant has or has had the opportunity to seek an effective remedy against the rejection. According to the IAO, the applicant only has a right to request a judicial review in case the decision has not yet become legally binding. Since a decision rejecting the application becomes binding once the deadline for seeking judicial review has passed without such a request being submitted, the HHC believes that the Hungarian practice is in breach of the Dublin III Regulation because in such cases Dublin returnee applicants are not afforded an opportunity to seek judicial review after their return to Hungary.
Especially problematic will be the case of returned asylum seekers who have crossed Serbia before arriving in Hungary. In case they will have to submit a subsequent application, their application will be likely declared inadmissible based on an application of the "safe third country" notion, without the possibility for these persons to be heard beforehand. Since there is no effective remedy against the unlawful decision of the IAO, such transfers to Hungary are exposing applicants to a real risk of chain deportation to Serbia, which may trigger a practice of indirect refoulement.
Since the enactment of legislative amendments to the Asylum Act in 2015 and ensuing practice, administrative authorities and courts in at least 15 countries have ruled against Dublin transfers to Hungary. At least 6 countries (Czech Republic, Finland, Italy, the Netherlands, Slovakia, United Kingdom) have suspended transfers to Hungary as a matter of policy.
The fact is that since 15 September 2015, Serbia is not taking back third-country nationals under the readmission agreement except for those who hold valid travel/identity documents and are exempted from Serbian visa requirements. Therefore actual returns to Serbia are not possible. Between January and November 2016, only 182 irregular migrants were officially returned to Serbia. Neither the refusal of the asylum applications in the transit zones, nor the "legalised" push-backs since 5 July 2016 result in such official readmissions. Among the readmitted persons, there were 84 Serbian, 35 Kosovar and 27 Albanian citizens. None of the returnees were Syrian, Afghan, Iraqi or Somali citizens. Despite this fact, the IAO still issues inadmissiblity decisions based on safe third country grounds.
Where the safe third country fails to take back the applicant, the refugee authority shall withdraw its decision and continue the procedure. This provision is not respected in practice. Even though it is clear that Serbia will not accept back asylum seekers from Hungary, the IAO does not automaticaly withdraw the inadmissiblity decision, but the person needs to apply for asylum again. According to the HHC's experience asylum seekers have to go through the admissibility assessment for two or even three times and only after submitting the third or fourth asylum application would their case not be declared inadmissible. This results in extremely lenghty procedures which leave people in great depair. Sometimes asylum seekers would be even detained after receiving a final rejection based on Serbia being a safe third country, despite the fact that deportations to Serbia are not taking place.
A request for judicial review against the IAO decision declaring an application inadmissible has no suspensive effect, except for judicial review regarding inadmissible applications based on safe third country grounds. The court may not alter the decision of the refugee authority; it shall annul any administrative decision found to be against the law, with the exception of the breach of a procedural rule not affecting the merits of the case, and it shall oblige the refugee authority to conduct a new procedure.
– The 7-day deadline for applying for judicial review appears to be too short for an applicant to be able to benefit from qualified and professional legal assistance, and does not appear to satisfy the requirements of Article 13 ECHR on the right to an effective remedy. Without a functioning and professional legal aid system available for asylum seekers, the vast majority of them have no access to legal assistance when they receive a negative decision from the IAO. Many asylum seekers may fail to understand the reasons for the rejection, especially in case of complicated legal arguments, such as the safe third country concept, and also lack awareness about their right to turn to court. The excessively short deadline makes it difficult for the asylum seeker to exercise her or his right to an effective remedy.
– The procedure is in Hungarian and the decision on inadmissibility is only translated once i.e. upon its communication to the applicant, in his or her mother tongue or in a language that the applicant may reasonably understand. This prevents the asylum seeker from having a copy of his or her own decision in a language he or she understands so that later he or she could recall the specific reasons why the claim was found inadmissible. The judge has to take a decision in 8 days on a judicial review request. The 8-day deadline for the judge to deliver a decision is insufficient for "a full and ex nunc examination of both facts and points of law" as prescribed by EU law. Five or six working days are not enough for a judge to obtain crucial evidence (such as digested and translated country information, or a medical/psychological expert opinion) or to arrange a personal hearing with a suitable interpreter.
special procedural guarantees with regard to the automatic suspensive effect, although this is clearly required by EU law.
– Finally, asylum seekers often lack basic skills and do not understand the decision and the procedure to effectively represent their own case before the court, which only carries out a non-litigious procedure based on the files of the case and where an oral hearing is rather exceptional. Applicants are not informed that they have to specifically request a hearing in their appeal. The unreasonably short time limit and the lack of a personal hearing may reduce the judicial review to a mere formality, in which the judge has no other information than the documents provided by the IAO.
The European Commission launched an infringement procedure against Hungary for the violation of asylum-related EU law in December 2015, after a record fast preparatory process. Regarding the asylum procedure, the Commission is concerned that there is no possibility to refer to new facts and circumstances in the context of appeals and that Hungary is not automatically suspending decisions in case of appeals, effectively forcing applicants to leave their territory before the time limit for lodging an appeal expires, or before an appeal has been heard. Further on, the Commission is also concerned as to the fact that, under the new Hungarian law dealing with the judicial review of decisions rejecting an asylum application, a personal hearing of the applicants is optional. Judicial decisions taken by court secretaries (a sub-judicial level) lacking judicial independence also seem to be in breach of the recast Asylum Procedures Directive and Article 47 of the Charter. The infringement procedure is still not closed.
Member State) and the asylum procedure had been terminated, the asylum procedure may be continued if the person requests such a continuation within 9 months of the withdrawal of the original application. Where that time-limit has expired, the person is considered to be a subsequent applicant. Persons who withdraw their application in writing cannot request the continuation of their asylum procedure upon return to Hungary; therefore they will have to submit a subsequent application and present new facts or circumstances.
According to the HHC, detention of asylum seekers in Hungary often does not comply with the requirements of ECHR. Asylum seekers in detention in Hungary receive a humanitarian permit while they are in detention, which means that they are explicitly authorised to stay in Hungary during the asylum procedure. Since this is the case, their detention cannot fall under the Article 5(1)(f) of the Convention, because their detention does not pursue the two purposes mentioned in this provision, namely detention for the purpose of deportation and detention in order to prevent unauthorised entry. Further on, detention for the purpose of establishing their identity also cannot fall under Article 5(1)(b) of the Convention since, under current legislation in Hungary, there is no obligation for asylum seekers to provide documentary evidence of their identity. Therefore detention for the purpose of establishing their identity is unlawful, when asylum seekers make reasonable efforts to clear their identity. All the above is reflected in the O.M. v. Hungary judgment of the ECtHR that became final on 5 October 2016. The judgment also finds that detention was not assessed in a sufficiently individualised manner and that in case of the applicant, who belonged to a vulnerable group, the authorities did not exercise particular care in order to avoid situations which may reproduce the plight that forced him to flee.
In Békéscsaba and Nyírbátor, when escorted from the facility to court for hearings, or on other outings (such as to visit a hospital, bank or post office), detained asylum seekers are handcuffed and escorted on leashes, which are normally used for the accused in criminal proceedings.
Recognised refugees and beneficiaries of subsidiary protection can stay in the reception centre for 30 days more after their recognition.
is provided exclusively by civil society organisations and churches. They run homes mostly in Budapest yet the number of places provided is not sufficient. As a result of the lack of places, many of the beneficiaries of international protection are forced to rent apartments or to become homeless. Due to the lack of apartments on the market, the rental fees are too high to be affordable for beneficiaries who have just been granted status. In addition to these difficulties, landlords prefer to let their apartments to Hungarian rather than foreign citizens.
Fences, teargas, and draconian legislation: over the last year the Hungarian authorities have baulked at little in their determination to keep refugees and migrants out of the country. The government's programme of militarization, criminalization and isolation – that it touts as "Schengen 2.0" – has ushered in a set of measures which have resulted in violent push-backs at the border with Serbia, unlawful detentions inside the country and dire living conditions for those waiting at the border. While the Hungarian government has spent millions of Euros on a xenophobic advertising campaign, refugees are left to languish.
The Hungarian government's anti-refugee campaign will reach a new nadir on 2 October 2016 when Hungarians will be asked to vote on the mandatory relocation of asylum-seekers in Hungary. But the real questions are bigger; is Hungary prepared to accept refugees at all? Is it prepared to work within the framework of EU rules to find shared solutions to an EU-wide challenge? The government's intentional blurring of the lines between seeking asylum and other forms of migration goes hand in hand with its labelling refugees and migrants as "illegal" and as threats to national security. The toxic rhetoric of the Prime Minister Viktor Orbán, calling asylum-seekers "poison", has trickled down to the level of local government and often permeates the context in which police and local asylum centres operate.
Hungary has erected a series of legal and physical barriers around the country to keep refugees and migrants out. It has constructed a border fence at its southern border with Serbia and Croatia, and criminalized irregular entry across it. Within a year, close to three thousand refugees and migrants were penalized. Thousands of people have also been denied entry or returned forcibly to Serbia since the law was changed in July 2016 to allow the immediate return of those caught at the border fence or up to 8 km inside Hungarian territory.
The Hungarian government has not been content to isolate itself behind its fences. Prime Minister Viktor Orbán has, instead, invested considerable energy into convincing EU colleagues of the merits of "Schengen 2.0". He has even found some support. This briefing documents some of the pernicious consequences of Hungary's current policies and gives a taste of what awaits refugees seeking sanctuary in Europe if other countries seek to replicate them. This briefing documents the plight of refugees and migrants as they wait in dire conditions to enter the country; as they get pushed back to Serbia, sometimes violently and without access to any procedure; as they are routinely detained in centres where they are "treated like animals" and as they make their way through an asylum procedure designed to reject them.
The only way to enter Hungary regularly and apply for asylum is through its "transit zones", a set of metal containers set up at the border following the completion of the border fence. Only 30 people are admitted to the "transit zones" each day; others languish in substandard conditions in makeshift camps at the border area, or in overcrowded centres across Serbia waiting for their turn to arrive to enter Hungary, based on an "entering plan" submitted by asylum-seekers themselves. Hungary fails to ensure that those who can't be admitted to the asylum procedure immediately receive humane treatment, including access to sanitation, medical care and adequate accommodation conditions.
With such heavy restrictions on regular entry to the country, many choose to cross the border irregularly after months of waiting. They are stopped and returned immediately, without any consideration of their needs for protection or particular vulnerabilities. Refugees and migrants told Amnesty International about excessive use of force, including beatings, kicking and chasing back with dogs and unlawful returns (or "push backs") to Serbia. Inside the "transit zone" containers, authorities unlawfully detain without ground most men traveling without family for up to four weeks. Most of them have their asylum applications declared inadmissible on the grounds that they came through Serbia, a "safe third country", where they should have applied for asylum.
As Serbia does not formally take them back and does not provide access to a fair and individualized asylum process, those pushed back out of the containers have little other option than to attempt a different route to the EU. Those who do get into the country risk a multitude of further rights violations. The detention of asylum-seekers has become routine. In early August, over half of the twelve hundred asylum-seekers residing in Hungary were in asylum detention. Despite repeated requests, Amnesty International was not allowed to visit the asylum detention centres to document the conditions asylum-seekers were kept in. However, the organization has interviewed several former detainees in the Körmend tent camp and in Austria, who reported beatings and threats of violence by the police and security guards inside the detention centre. They also spoke of the frustration and trauma among the asylum-seekers locked up without having committed a crime. Amnesty International interviewed several asylum-seekers who harmed themselves in desperation.
Families and vulnerable persons are taken from "transit zones" to open reception centres inside the country where they face a different set of challenges. They languish in conditions which are often unsuitable for long-term accommodation, and where information on and assistance with asylum applications are lacking and support to access essential services is minimal. These centres barely provide education, activities for children and healthcare. The lack of translators and a lengthy, complex asylum process create often insurmountable obstacles to their asylum cases.
Hungary is, on multiple counts, in flagrant breach of international human rights and refugee law and EU directives on asylum procedures, reception conditions, and the Dublin regulation. The Hungarian authorities continue to intentionally undermine any agreement that could protect the rights of refugees and migrants to safely and legally arrive in the European Union, be treated with dignity, and have a fair and individual opportunity to make their cases heard. This briefing makes the case for the European Commission to take the infringement proceedings it has started against Hungary further and hold Hungary accountable and bring the country's migration and asylum policies in line with EU and international law obligations.
EU member states should refrain from returning any asylum seekers to Hungary until it ensures meaningful access to asylum, including adequate time for a substantive in-country appeal and should halt violent and other summary returns of asylum seekers to Serbia, Human Rights Watch said.
In UNHCR's view, legislation and related Decrees adopted by Hungary in July and September 2015, and progressively implemented between July 2015 and 31 March 2016, have had the combined effect of limiting and deterring access to asylum in the country. These include, most notably, the following.
(a) the erection of a fence along Hungary's borders with Serbia and Croatia, accompanied by the introduction of a procedure in which individuals arriving at the border who wish to submit an asylum application in Hungary must do so in special "transit zones" in which the asylum procedure and reception conditions are not in accordance with European Union (EU) and international standards, in particular concerning procedural safeguards, judicial review and freedom of movement. (See Section D below). In addition, the government plans to erect a fence along the Romanian-Hungarian border beginning at the Serbian-Hungarian-Romanian triple border.
(b) the application of the 'safe third country' concept to countries on the principal route followed by asylum-seekers to Hungary – namely Greece, the former Yugoslav Republic of Macedonia and Serbia – without adequate procedural safeguards, and despite the fact that no other EU Member State applies a presumption of safety to those countries 6 and that UNHCR.
(c) the criminalization of irregular entry into Hungary through the border fence, punishable by actual or suspended terms of imprisonment of up to ten years – and/or the imposition of an expulsion border. Prison sentences, at variance with the EU Return Directive, are imposed following fast-tracked trials of questionable fairness, and are not suspended in the event that the concerned individual submits an asylum application. The proper consideration of a defence under Article 31 of the 1951 Convention that the individual had come directly from a territory where his or life or freedom was threatened in the sense of Article 1 of that Convention is thus prevented.
There has also been a reduction of permanent open reception capacity for asylum-seekers through the closure of the centre in Debrecen, which had been the largest open asylum reception centre in the country, at the very time when substantially increased reception capacity for asylum-seekers is needed and the opening of an asylum detention centre in Kiskunhalas. These measures and development should also be considered in the context of the wider use of detention in generally inadequate conditions based on previous laws and practices adopted prior to the period covered by this paper.
In conclusion, UNHCR considers these significant aspects of Hungarian law and practice raise serious concerns as regards compatibility with international and European law, and may be at variance with the country's international and European obligations.
Hungary is detaining vulnerable asylum seekers and migrants under its new border regime for weeks at a time, sometimes in poor conditions, Human Rights Watch said today.
Although all three directors claimed they were holding no unaccompanied children, nine unaccompanied young people interviewed told Human Rights Watch that they were under 18 and said they had had either no age assessment or a cursory one.
Detainees in both sections of the Nyirbator detention center said the facilities were infested with bedbugs, and Human Rights Watch researchers observed rashes and bites on detainees in both parts of the facility. Staff said that eradicating the problem would be too costly.


Made in calfskin leather heat-stamped to achieve a boar effect, giving it a textured appearance. Black leather with green and red Web.
Two card slots and one large pocket. 4"W x 2.75"H. Please be ware that all Italian designers have different sizing standards. We will try to provide detailed measurements, however it is buyers responsibility to know their size.
We can't be held responsible if item does not fit. Get Supersized Images & Free Image Hosting. Create your brand with Auctiva's. Attention Sellers - Get Templates Image Hosting, Scheduling at Auctiva. The item "NEW GUCCI MEN'S CURRENT BLACK LEATHER WEB DETAIL CARD HOLDER MONEY CLIP WALLET" is in sale since Thursday, September 20, 2018.
This item is in the category "Clothing, Shoes & Accessories\Men's Accessories\Wallets". The seller is "current-styles" and is located in Brooklyn, New York. This item can be shipped worldwide.


Struggle to nod off at night? You're not alone. Up to 35 percent of people in the US suffer from insomnia, with around 10 million relying on prescribed medication to get to sleep.
But while the lure of sleeping pills might be tempting, they definitely shouldn't be your first resort. Instead, try introducing some natural sleep-promoting techniques and supplements into your daily routine.
There's a reason we're told to count sheep when we can't sleep. The repetitive nature of the activity helps still the mind, making it easier to drift off. But you don't have to keep meditation to the bedroom.
Researchers from Harvard University have found that practicing mindfulness meditation during the day can promote better sleep too. Devote a few minutes each day to focusing on your breath and centering your awareness on the present moment and see if it helps you keep a calm mind throughout the day that will leave you with fewer worries of an evening.
Whether you add a few drops to your bath or your pillow case, introducing a lavender essential oil to your bedtime routine can have a huge effect on your sleep. In a small 2005 study, researchers found that smelling lavender before bed resulted in better sleep, while a 2008 study showed that the flower helps women suffering from insomnia to drift off more easily.
Find out more about the power of essential oils here.
When you're sleep-starved, the prospect of cutting back on coffee might be unbearable. But if you drink a cup of joe in the afternoon, the chances are it's doing you more harm than good.
As caffeine has a half-life of five hours, it can take up to 10 hours for it to completely leave your system. So if you find yourself counting sheep at night, try cutting off your supply at lunchtime.
Just like caffeine, nicotine is a stimulant, and may lead to sleep problems during the night. In fact, according to a 2008 study by researchers at John Hopkins University, smokers were four times as likely to feel tired and groggy in the morning than nonsmokers. Just one more reason to give up those cigarettes.
With most people failing to reach their exercise targets, it's no surprise that so many of us struggle to fall asleep. Not only do regular workouts wear out the body, but they also help quiet the mind. The result? Those who are physically active get far better sleep than those who lead sedentary lifestyles.
And you don't have to work out just before bed to get the benefits. According to the 2013 National Sleep Foundation, the timing or form of exercise doesn't affect its ability to send us to sleep.
Ashwagandha is best known as an adaptogen – a herb that helps the body resist a wide variety of psychological and physiological stresses. Given its stress-busting effects, it's not surprising that this superfood is frequently used as a sleep aid by those who struggle to switch off at night.
A number of studies have looked at ashwagandha's effect on stress and anxiety, with many concluding that the supplement does indeed promote greater mental well-being.
If you have trouble sleeping, boosting your magnesium intake may help. Studies have shown that higher magnesium levels can induce deeper sleep thanks to the calming nature of this miracle mineral.
So if you're feeling hungry before bed, try snacking on magnesium-rich foods like bananas, almonds, cacao nibs or chamomile tea.
Considering using cacao as your magnesium supplement? Find out more about this powerful antioxidant.
But remember, it's not the same as cocoa! Read about the key differences between cacao and cocoa before you bite into that extra chocolate bar thinking it will help you get a good night's sleep.


text:
Gayle King on Meghan's Baby Shower: Why Duchess Didn't Open Gifts & What Happened to the Flowers
By Manuela Cardiga
https://news.amomama.com/135803-gayle-king-meghans-baby-shower-why-duche.html
Gayle King delighted Duchess Meghan's fans by dropping some clues about what went on at the baby shower.
Duchess Meghan is now 7 months pregnant, and in time-honored tradition, her friends threw her a baby shower, and it was quite a splendid one.
One of the lucky participants, Gayle King, gave fans a glimpse of the fun activities at the party which took place on February 20 at the five-star Mark Hotel penthouse in Manhattan.
Meghan, Duchess of Sussex, in New York City. | Source: Getty Images
"A good time was had by all. That's what I'll say."
THE ROYAL BABY SHOWER IN NEW YORK
The baby shower was organized by Duchess Meghan's longtime friends Jessica Mulroney, Serena Williams, and her BFF, Genevieve Hillis.
The celebrity guest list included Amal Clooney, Abigail Spencer, and Gayle King - who dropped the dime on a few sweet details on "CBS This Morning".
King revealed that the celebrity guests at the Duchess' baby shower made flower arrangements
THE GIFTS FOR THE ROYAL BABY
King refused to tell her fellow hosts what she had given the Royal baby, and she had a good reason. Duchess Meghan doesn't know.
"She didn't open any of the gifts because she wants to do that when she and Harry are back together. So I really don't know what everybody got. I think I got something I think is very nice."
COTTON CANDY, ANYONE?
It seems that the party organizer, Jennifer Zabinski, thought of everything, even catering to the pregnant Duchess' sweet tooth with a cotton candy machine and delicious cookies iced as baby rattles, storks and bibs.
The guests were serenaded by a harpist, and as King revealed, a good time was had by all.
ARRANGING FLOWERS FOR CHARITY
King revealed that the celebrity guests at the Duchess' baby shower made flower arrangements which were donated by @RepeatRoses to various charities.
Duchess Meghan flew back to London on a private jet after the party, presumably taking back the many presents to unwrap with Prince Harry.
THE DUCHESS OF SUSSEX WAS CRITICISED OVER COST OF BABY SHOWER
British media is an uproar over the baby shower thrown by the Duchess of Sussex's friends, which presumably cost $500,000.
Inside Meghan Markle's Lavish Baby Shower That Reportedly Cost a Whopping $200,000
Meghan Markle Donates Baby Shower Flowers to Cancer Patients, and the Smiles Are Priceless
Prince Harry Surprises Crowd after 'Dragging' Pregnant Wife Meghan Markle on Stage at Youth Event
The baby shower was paid for by Duchess Meghan's friends, as were all the expenses of her trip to New York.
Supporters of the Duchess pointed out that she is a millionairess in her own right; she is not using taxpayers' money and can spend her own money as she wishes.
In a related story, Amal Clooney looked sensational in a gorgeous jumpsuit when arriving at Meghan's baby shower.

redpajama_set_name: RedPajamaCommonCrawl


text:
Table of Contents » Title 33.2. Highways and Other Surface Transportation Systems » Subtitle III. Transportation Funding and Development » Chapter 15. Transportation Funding » Article 5. Transportation Trust Fund » § 33.2-1526.4. Commonwealth Rail Fund
Title 33.2. Highways and Other Surface Transportation Systems
Chapter 15. Transportation Funding
§ 33.2-1526.4. Commonwealth Rail Fund.
A. The General Assembly declares it to be in the public interest that developing and continuing intercity passenger and freight rail operations and the development of rail infrastructure, rolling stock, and support facilities to support intercity passenger and freight rail service are important elements of a balanced transportation system in the Commonwealth and further declares it to be in the public interest that the retention, maintenance, improvement, and development of intercity passenger and freight rail-related infrastructure improvements and operations are essential to the Commonwealth's continued economic growth, vitality, and competitiveness in national and world markets.
B. There is hereby established in the state treasury a special nonreverting fund to be known as the Commonwealth Rail Fund (the Fund). The Fund shall be established on the books of the Comptroller and shall consist of funds dedicated pursuant to subdivision 3 of § 33.2-1524.1. Interest earned on moneys in the Fund shall remain in the Fund and be credited to it. Any moneys remaining in the Fund, including interest thereon, at the end of each fiscal year shall not revert to the general fund but shall remain in the Fund. Moneys in the Fund shall be used solely as provided in this section.
C. The amounts dedicated to the Fund pursuant to § 33.2-1524.1 shall be deposited monthly into the Fund. Thereafter, 93 percent shall be distributed to the Virginia Passenger Rail Authority as soon as practicable for use in accordance with the provisions of Article 6 (§ 33.2-287 et seq.) of Chapter 2. The remaining seven percent shall remain in the Fund for the Department of Rail and Public Transportation for planning purposes and for grants for rail projects not administered by the Virginia Passenger Rail Authority. The Department of Rail and Public Transportation may use up to $4 million for the purposes of the Shortline Railway Preservation and Development Fund pursuant to § 33.2-1602.
2020, cc. 1230, 1275.


Samoyed Puppies For Sale In Taiwan Find 993 listings of Samoyed Puppies For Sale In Taiwan near you. find free puppies near me, Adopt a puppy, Buy puppies direct from Kennel Breeders and puppy owners in Taiwan.
Taiwan. Tajikistan. Thailand. Tonga. Turkmenistan. Tuvalu. United Arab Emirates. Vanuatu. Vietnam. Wallis and Futuna. Yemen. right: ... And don't forget the PuppySpin tool, which is another fun and fast way to search for Samoyed Puppies for Sale in USA area. My Searches; Dogs By City.
Jun 18, 2009· Try Samoyed rescue but if you want a well bred, trainable, healthy puppy with a good temperament go to a reputable breeder. Do not buy from random web listings or newspaper ads unless you want to risk high vet bills.
The Samoyed Club of America Inc. in no way guarantees the services of any of the listed breeders. There are many other Club members in good standing who have chosen to remain unlisted at this time. The selection of a breeder is an important one.
The Samoyed is a medium to large breed dog weighing in between 35 - 65 lbs and being between 19 - 23.5 inches high at the shoulder. They are a well built, active dog that is very agile. They have a thick, white coat that needs regular grooming to keep pristine and mat-free.
May 20, 2007· Meilleure réponse: While each breed is unique in their own right, the BASICS of care is the same for all breeds -- keep clean, water, feed sufficiently and nutritionally, provide veterinary care, exercise & offer lots of love and patience. In order to keep your Samoyed clean & parasite free you will need a minimum of one hour, per week, of your time to allot for grooming your Samoyed.
Samoyed Rescue Information: The Samoyed is a gentle, fluffy, deceptively powerful working dog. Samoyeds are mellow, affectionate family pets that are wonderful with children. Sammies are very stubborn and training should be started as early as possible.
Browse thru Samoyed Puppies for Sale in Danville, OH, USA listings on PuppyFinder.com to find your perfect puppy. If you are unable to find your Samoyed puppy in our Puppy for Sale or Dog for Sale sections, please consider looking thru thousands of Samoyed Dogs for Adoption.
Quality ethical breeders will health test the parents and other dogs in the pedigree and will breed according to the breed standard. Good breeders will also guarantee their puppies, and be able to give you references from previous buyers to demonstrate a history of quality Samoyed puppies being sold.
My Dog Breeders. MyDogBreeders.com has over 10,000 Dog Breeder and Puppy listings. Each day, many new puppies are born, and people like you come here to find their new puppy. My Dog Breeders is one of the largest puppy and dog breeder websites!
Samoyed Trivia: The Samoyed is named after the Samoyed people of Siberia. Samoyeds have been used as sled dogs. The original breeders of the Samoyed were reindeer-herding Siberian nomads. The Samoyed holds its tail in different positions based on its level of alertness.
Browse thru Samoyed Puppies for Sale in USA listings on PuppyFinder.com to find your perfect puppy. If you are unable to find your Samoyed puppy in our Puppy for Sale or Dog for Sale sections, please consider looking thru thousands of Samoyed Dogs for Adoption.
You searched for: samoyed puppies! Etsy is the home to thousands of handmade, vintage, and one-of-a-kind products and gifts related to your search. No matter what you're looking for or where you are in the world, our global marketplace of sellers can help you find unique and affordable options.
Samoyed Puppies For Sale - Pets4You.com. Pets4you.com Samoyed Puppies For Sale Samoyed Dog Breeders. Simply request Pet Breeders contact you promptly! Breeders will email or call you with specific breed information and available pets and prices.
Two lovely Hovawart puppies born in November 2014. One blonde puppy and one black/gold. Puppies are raised in our home and are well socialized. All puppies from DelNova Hovawarts have FCI recognized papers. Both parents passed health and temperament tests. This was an approved breeding by the American Hovawart Club.


This is a reprint of an archived file from 2012.
The search for light, easy to erect and effective HF antennas for portable use is never ending. Wire antennas have a lot of advantages as they are light, small and easily packed in a suitcase. Some years back I used a 20m dipole on the roof of a house in southern Spain and managed a few QRP contacts into northern Europe.
Having an MFJ-259B on the shelf I decided to make a quick lash up of the coupler. The toroid is a T50-2, windings are 25T 22swg with 2.5 t of solid (pink) connecting wire, cap is ~400pf closed and ~14pf open, there was a 4.7k resistor across the tuned circuit to simulate the antenna. It worked first time.
Next the resister was replaced by 35 ft of wire and around 6 ft of counterpoise for 20M. The wire was thrown out of a first floor window and secured to a metal post use for the washing line making a 'sloper'. The counterpoise just dangled over the end of the table.
First indications on the MFJ-258B were of good resonance on 20m with the variable capacitor nearly fully unmeshed. Next was a trial with my FT- 857D set at 5W. The result was perfect SWR i.e. nothing showing on the display. Power was increased to 20w and it still worked well. Then I compared signal strengths on my IC-7200 which is was connected to the main long wire tuned by an SGC-230 Smartuner. The results were very close.
The antenna analyser shows that the existing coil and cap will tune 40m, 30m and 20m. The plan is to box up the coupler and make clip on extensions to the 20m wire so that 30m and 40m can be added when required.
Overall this has been a very satisfying experiment which has produced a good portable antenna system at very little cost.
VA3RR shares his experience with the End Fed Half Wave Antenna (EFHWA) and coupler losses at the bottom of his page.


text:
Frequently Asked Questions for the Lunchtime Live! Webinars for Employers
Answered by the Legal Team of Commissioner Representing Employers Aaron Demerson
Disclaimer: The information below does not constitute either legal advice or an official pronouncement or position of the Texas Workforce Commission, but rather is only the personal opinion of the sender. The attorneys in the Commissioner's office do not give legal advice or make official rulings on agency matters, should not be cited as authorities in any matter before the agency or when dealing with agency staff about a case, and must minimize their involvement with administrative processes. They also do not give legal advice on any other matter, and any information they give should not be used as a basis for taking any employment-related action. Before taking any employment action that could adversely affect an employee, or before using any sample form or policy you may obtain from this office, you should consult a licensed private-sector employment law attorney of your choice.
Skip to the FAQ Table of Contents
For program and registration information for the other Lunchtime Live! webinars this year, please click here.
Speaker presentations from the webinars are available and may be downloaded using the links below (more presentations will be added to the list below, so please keep checking back):
September 17, 2020: Texas and Federal Wage and Hour Laws - https://twc.texas.gov/news/efte/LL-txfedwhlaws-091720.pdf (PDF)
September 17, 2020: Medical Leave-Related Laws - https://twc.texas.gov/news/efte/LL-Medical_Leave-Related_Laws-091720.pdf (PDF)
October 1, 2020: COVID-19 Paid Leave-Related Laws - https://twc.texas.gov/news/efte/LL-COVID-19_Leave-Related_Laws-100120.pdf (PDF)
October 1, 2020: Workplace Privacy Issues - https://twc.texas.gov/news/efte/LL-Privacy-100120.pdf (.doc)
October 1, 2020: Unemployment Claims and Employer Chargeback Liability - https://twc.texas.gov/news/efte/LL-Chargeback_Liability-100115.doc (.doc)
October 15, 2020: Best Practices for Maintaining a Safe Workplace - https://twc.texas.gov/news/efte/LL-Best_Practices_Safe_Workplace-101520.pdf (.doc)
November 5, 2020: Policies and Procedures during COVID-19 - https://twc.texas.gov/news/efte/LL-Policies_and_COVID-19-110520.pdf (PDF)
November 5, 2020: Workplace Health Screens and Medical Exams - https://twc.texas.gov/news/efte/LL-Workplace_Medical_Exams-110520.pdf (PDF)
November 19, 2020: TWC's Shared Work Program - https://twc.texas.gov/news/efte/LL-Shared_Work_Plans-111920.pdf (PDF)
November 19, 2020: Managing Employees Working Remotely - https://twc.texas.gov/news/efte/LL-Managing_Remote_Employees-111920.pdf (PDF)
December 5, 2020: Civil Rights in the Workplace - https://twc.texas.gov/news/efte/LL-Civil_Rights_in_the_Workplace-120320.pdf (PDF)
All dates: Payroll Tax 101 - https://twc.texas.gov/news/efte/LL-Payroll_Tax_101-2020.pdf (PDF)
Clicking on a link in the Table of Contents below will take you to the section where those questions are answered. Each section has a listing of the questions that are asked and answered - just click on a question to see the answer.
Introduction and Essential Links and Phone Numbers
Employment Law Topics:
Pay / Benefits / Wage and Hour / Child Labor / Privacy / Miscellaneous
Employee Policies / Leave-Related Laws
Independent Contractors / Taxes
Unemployment Claims and Appeals
This document contains answers and links to other resources for the most frequently asked questions at our employer conferences and webinars. Consistent with the above disclaimer, it is not legal advice, is not an official statement of TWC positions, and is not a guarantee of any particular outcome in a claim or other kind of employment-related action. Following is a list of useful employment law-related websites featuring agency guidance:
TWC: https://twc.texas.gov/
Texas Guidebook for Employers: https://twc.texas.gov/news/efte/tocmain2.html
TWC Covid-19 Resources: https://twc.texas.gov/news/covid-19-resources-employers
Employer hotline: 800-832-9394 –– Labor / employee / claimant hotline: 800-832-2829
Employer e-mail address: employerinfo@twc.texas.gov –– Labor: laborinfo@twc.texas.gov
U.S. Department of Labor - Wage and Hour Division: https://www.dol.gov/agencies/whd
EEOC: https://www.eeoc.gov/
Governor's Small Business Office: https://gov.texas.gov/business/page/small-business-programs
1. Pay / Benefits / Wage and Hour / Child Labor / Privacy / Miscellaneous
1. Lunch breaks
2. Overtime for weekend or on-call work
3. Contractual obligation deducted from final pay
4. EFMLA and IRS rules for children's age limits
5. Covid-19 payroll tax cuts
6. Work-at-home employee - termination and recovery of company property
7. Age limit for working in a mobile vet clinic or ambulance
8. COBRA cancellation due to non-payment during the pandemic
9. Wage rules for salaried exempt employees during the pandemic
10. Different health insurance coverage for managers and non-managers
11. Undocumented workers and tax IDs
12. Pay deduction for a disciplinary warning
13. Overtime pay with bonuses and incentive pay
14. Tax credits for FFCRA sick leave and expanded FMLA leave pay
15. Paying wages with online payment services
16. H-1B transfers / extensions and H-4 EAD approval
17. Financial assistance for providing remote employees with technology
18. Best way to incorporate a cleaning business
19. Hazard / hazardous duty pay
20. Carry-over of unemployment taxes paid by a predecessor to a successor company
21. Year-end Covid-19 tax reporting, extensions, and payments
22. Tracking and verifying online training time
23. Is Texas still an hour-worked / hour-paid state?
24. Federal posters for virtual offices / remote workers
50. 2021 tax rate notices - when will they be mailed?
51. UI tax discounts for self-employed employers
52. Availability of further federal UI benefit programs
1. How many hours does an employee have to work before taking lunch?
Since lunch breaks are optional under Texas law, the lunch break schedule would be determined by the company.
2. Currently, we pay overtime if our field technicians work more than 40 hours a week, regardless if it's a short week. We've implemented weekend on-call rotations. If the employee does not work 40 hours and it is his turn to be on call on the weekend, should we be paying overtime on the weekend?
Overtime pay does not depend upon when the work occurs, unless extra pay for working at night, or on weekends, or on holidays is part of the wage agreement. Overtime pay is owed only on time actually worked in excess of 40 hours in a seven-day workweek.
3. We had a physician employee under a two-year contract and as part of the terms for the contract, when it ended, he was supposed to have purchased liability tail coverage and he did not. Would it have been possible for us to have withheld the cost of tail coverage from his final pay since it was required per the contract or would that have to be specifically stated, that it would be withheld from final pay?
A deduction from pay like that would have to be specifically authorized by the employee to be valid under the Texas Payday Law. The contractual duty to purchase such coverage would help in a contract-based lawsuit in court, but for the money to be deducted from the employee's pay, specific written authorization for a pay deduction for that purpose and in that amount would be necessary.
4. The interplay between DOL EFMLA and IRS rules is confusing, regarding children under 18 v. IRS children under 14. Any help you can give would be great. Thank you.
The DOL definition of "son or daughter" under the EFMLA is explained in the DOL FFCRA FAQ file at https://www.dol.gov/agencies/whd/pandemic/ffcra-questions#40. For IRS purposes, see https://www.irs.gov/newsroom/covid-19-related-tax-credits-determining-the-amount-of-the-tax-credit-for-qualified-family-leave-wages-faqs, which explains that the tax credits associated with FFCRA payments are governed by DOL's rules under the FFCRA.
5. What are the payroll tax cuts for COVID? Are those optional to implement?
The temporary extension of due dates for Social Security taxes is a very complex issue that an employer should discuss with the IRS or a tax professional, such as a CPA or a tax attorney. The official IRS guidance is at https://www.irs.gov/pub/irs-drop/n-20-65.pdf; the index of local IRS offices and their contact information is at https://apps.irs.gov/app/officeLocator/index.jsp.
6. How do I terminate a work-at-home employee and recover company property?
Exactly how your company may terminate the employee of a work-at-home employee is up to the company, but would generally involve using a documentable way to give effective notice to the employee that his or her services are no longer needed after a specified date. Recovering company property would necessitate a mutual agreement, preferably worked out before the need arises, signed by the employee and by a company representative. See https://twc.texas.gov/news/efte/iii_work_separation_issues.html and https://twc.texas.gov/news/efte/iii_work_separation_issues.html in our online book for further information.
7. Can a minor (16 - 17-year-old) work on a mobile vet unit or ambulance?
Yes, as long as the minor does not drive the vehicle or become exposed to radiation or hazardous substances. For a complete list of prohibited hazardous duty occupations, see https://twc.texas.gov/files/businesses/child-labor-law-poster-twc.pdf.
8. What are the laws regarding COBRA cancellation due to non-payment during the pandemic?
The special extension of COBRA premium payment deadlines is explained in Section III(A)(3) of the official IRS, Treasury Department, and DOL Joint Notice document ("Extension of Certain Timeframes for Employee Benefit Plans, Participants, and Beneficiaries Affected by the COVID-19 Outbreak") at https://www.federalregister.gov/documents/2020/05/04/2020-09399/extension-of-certain-timeframes-for-employee-benefit-plans-participants-and-beneficiaries-affected.
9. What are the wage rules for salary employees - do you have to pay them their full weekly wage if they work at any time during the week?
Generally, no, if an employee misses work due to personal business or illness, but specific reasons matter. For a complete list of legal deductions from the salaries of exempt salaried employees, see https://twc.texas.gov/news/efte/salary_test_for_exempt_employees.html.
10. Can we offer different levels of employee benefits for different positions? For example, pay 100% medical coverage for management staff and pay 50% medical coverage for general staff?
While many types of benefits may be different for different categories of employees, special rules apply to health and retirement benefits. For health benefits, insurance laws and regulations allow insurance carriers to set standards for group plans regarding coverage, premiums, employer contributions, and so on. See https://twc.texas.gov/news/efte/salary_and_benefits.html and https://twc.texas.gov/news/efte/part_time_full_time.html.
11. Is it possible for an undocumented worker to get a number from the IRS to file taxes? How do I handle that as an employer if they have a tax number, but not a SSN?
If an undocumented worker cannot satisfy I-9 requirements, your company would not be able to legally employ them. That is a question under federal immigration and tax laws. The IRS will not issue a tax ID without at least some documentation. See https://www.irs.gov/individuals/international-taxpayers/individual-taxpayer-identification-number-itin-reminders-for-tax-professionals and https://www.irs.gov/individuals/international-taxpayers/taxpayer-identification-numbers-tin for official IRS guidance.
12. If an employee was given a warning letter of non-compliance, can the employer deduct a percentage of the hourly rate if it is stated in that letter for a second non-compliance?
The Texas Payday Law would require specific written authorization, signed by the employee, for a deduction from wages for a reason like that. In addition, such a deduction cannot take an employee's pay below minimum wage.
13. How can I offer bonuses or other incentives to non-exempt employees without making my overtime calculations a nightmare?
There is no way to avoid an overtime pay calculation with non-discretionary bonuses, i.e., bonuses that are promised or provided for in the wage agreement, or commissions for employees who are not exempt from overtime pay. Discretionary bonuses do not have to be considered when paying overtime. See https://twc.texas.gov/news/efte/k_bonuses_exclusions.html.
14. Do you know how the money we've spent on payroll (not just payroll taxes) for COVID-19 quarantine hours (up to 80 hours) and for the extended family coverage (up to 10 weeks additional at 2/3 pay) will be paid back to the employers?
Tax credits for FFCRA sick leave pay and expanded FMLA leave are explained on the IRS website - see the commentary and links at https://www.irs.gov/coronavirus/new-employer-tax-credits.
15. If your business is too small to do direct deposit for employees, is it "bad" to pay them via Paypal, Venmo, or Zelle, if they do not want a paper check?
Paying wages with online payment services is not a bad thing. However, like any other wage payment method, the employer must do it in a way that is documentable and verifiable. The employer should also obtain the employee's written authorization to pay wages that way. Since online payment services would involve an electronic transfer of wages, the employer should follow the rules outlined at https://twc.texas.gov/news/efte/electronic_fund_transfer_wages.html.
16. H-1B transfers / extensions and H-4 EAD approval is taking longer than usual. Any specific reasons? Please advise.
Immigration law is purely a federal matter, and many immigration-related employment decisions are influenced by political and economic issues in the nation's capital. You can find basic information on those visa topics at https://www.immi-usa.com/h1b-visa/h1b-visa-transfer/ (H-1B) and at https://www.stilt.com/blog/2020/05/h4-visa-extension-for-ead/ (H-4).
17. Is there assistance available to employers to provide computer equipment for remote workers, or for employees that want to work, but don't have the appropriate technology (computer, whether desktop with double screens, mouse, CPU and keyboard, or even a laptop with headset)?
The U.S. Small Business Administration may be able to help with loans ( https://www.sba.gov/funding-programs/loans/lender-match) and grants ( https://www.sba.gov/funding-programs/grants/grants-programs-eligibility). In addition, try contacting a business services representative with the local Workforce Solutions office (the statewide directory is at https://twc.texas.gov/directory-workforce-solutions-offices-services.
18. What is the best way to incorporate a cleaning business?
Start with the Governor's Small Business Handbook at https://gov.texas.gov/uploads/files/business/Governors_Small_Business_Handbook.pdf, then check out https://gov.texas.gov/business/page/start-a-business for information on starting your business. For information on permits, see that office's guide for business permits at https://gov.texas.gov/business/page/business-permits-office. For organizing and registering your business with the state, see the resources of the Secretary of State's Office at https://www.sos.texas.gov/corp/formationfaqs.shtml. Your city may have an office where you can register locally - consult your city government's website for further information.
19. Are employers required to pay a hazard pay to employees, especially those in the medical field? If so, how is that calculated?
Hazard pay is not required under federal or Texas laws for the vast majority of Texas employees. However, some employers choose to give extra pay for hours spent performing hazardous duties. There is no specific formula for such optional pay. As with any kind of wage agreement, hazard pay should be clearly defined in a written wage agreement signed by each affected employee.
20. When a company merges with another company and starts a new company with new tax ID, does the up to $9,000 paid for each employee carry over? Or does the new company pay in for those again?
Unless your company is a licensed PEO covered by Section 91.044(a-1) of the Labor Code, there is no carry-over of unemployment taxes paid by a predecessor company to the successor entity. The new company would begin paying UI taxes on the first $9,000 of wages paid to the acquired employees, as soon as it acquires the predecessor entity.
21. How can we prepare for year-end reporting and tax filing? Any suggestions or recommendations? Especially with COVID, there are so many different credit adjustments and forms to look out for. Can we get a simplified easy-to-reference FAQ?
The best source of information for federal tax filings, extensions, and payments is on the IRS website at https://www.irs.gov/coronavirus/coronavirus-tax-relief-for-businesses-and-tax-exempt-entities. As always, consult your favorite CPA or tax attorney regarding any complex situations.
22. What is the best way to pay employees for online training, hourly or per training, ensuring they are actually doing the training for the amount of time that they say?
Since federal wage and hour law requires employers to track the exact hours each non-exempt employee works, an hourly training pay rate is probably the easiest way to go. Search for online training vendors with systems that help employers track and verify employees' participation, and use written policies to ensure that employees know that their participation in the full training will be tracked and verified, and that anything less than full participation will be treated as a policy violation and dealt with accordingly.
23. Texas is an hour-worked / hour-paid state - does it still apply during the pandemic?
Yes - see https://twc.texas.gov/news/efte/hours_worked_nx_ees.html for topics relating to federal regulations for hours worked.
24. How do employers handle federal postings for work at home employees?
See the "Required Posters" topic at https://twc.texas.gov/news/efte/required_posters.html, item 5.
50. When are 2021 TX SUI tax rate notices being mailed to employers? When are 2020 chargeback discrepancies being resolved?
TWC will be mailing 2021 tax rate notices to employers in mid-February, 2021. The agency's Unemployment Insurance Division is working on resolving disputed chargebacks as quickly as agency resources and appeal processes allow.
51. Since we are self-employed, can we get some discount on taxes?
The law does not provide for any distinction on tax rates between businesses that are sole proprietorships and those that are partnerships or have a corporate organization. All employers' tax rates are based on their unemployment claim experience. Detailed tax rate calculation information is online at https://twc.texas.gov/businesses/unemployment-insurance-tax-rates.
52. If there is another shutdown, will there be a separate program other than TWC unemployment that employees can apply for?
That would depend upon whether the new administration in Washington, D.C. can agree with Congress that special federal unemployment programs are needed for 2021. Let your elected officials know how you stand on that issue.
25. Use and abuse of vacation time
26. Call-in and absence notice policy
27. Vaccination requirement for employees
28. Permission to use employee information on social media
29. Refusal of job duty based on religious belief
30. Recommendation letter - mandatory? Time limits?
31. Does FFCRA leave apply to virtual / online classes? 500 or more employees?
32. Injured employee, medical leave, and health insurance
33. Absences of employee to take spouse to medical visits
34. Return to work for an employee who has been working remotely
53. How many times does FFCRA paid sick leave need to be paid?
54. Are even small businesses covered by the FFCRA?
25. What is the proper wording to make sure paid time off (vacation) is used, but not abused? Meaning one person takes advantage of being off to the detriment of the rest of the office staff.
Texas employers have the authority to establish rules regarding how much vacation time is available to employees, how requests for time off are made, whether the request to use such time is granted, and consequences for those who defy the employer's instructions. For more information: https://twc.texas.gov/news/efte/vacation_sick_and_parental_leave_policies.html. Sample vacation leave policy language: https://twc.texas.gov/news/efte/vacation_and_sick_leave.html.
26. What is the rule regarding employees calling in for their shift? Right now, we have a 2-hour call-in policy, but 2 hours is not enough time to fill a shift. What can an employer require of staff calling in for their shift?
Texas employers may determine what the absenteeism/tardiness/call-in policy requirements are for their business. However, employers should ensure that their call-in policies are reasonable and reasonably enforced. For information on attendance policies, see https://twc.texas.gov/news/efte/attendance_and_leave_policies.html and https://twc.texas.gov/news/efte/attendance_policy.html.
27. If a Covid-19 vaccine is approved, can employers require his/her employee get the vaccine?
Mandating employee vaccinations is not recommended, since it could violate an employee's sincerely-held religious beliefs under Title VII, or could pose a danger for those with medical contraindications. For more information, see: https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation). Please also see: https://twc.texas.gov/files/businesses/texas-business-today-1st-quarter-2018-twc.pdf.
28. Most businesses have a heavy social media presence. Must an employer obtain permission to use his/her employee's name in a post?
While not technically required, it is a best practice for employers to obtain written permission from employees before using their name in an online post. The exception would be an online company directory or roster, such as a "Contact Us" page.
29. Can a staffer request not to do a job based on religious belief?
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. Employers are required to reasonably accommodate an employee for his or her religious beliefs, unless doing so would pose an undue hardship to the business: https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation.
30. Is the employer obligated to provide recommendation letters to former employees? Is there a time period after they leave the facility? How to decline without them retaliating on social media?
There is no law that requires employers to provide recommendation letters to former employees. Since there is no obligation to reply, there is also no time limit. Regarding how to decline to furnish a recommendation letter, there is no one-size-fits-all answer, as individuals may react differently to an employer's refusal to provide a recommendation letter. As a best practice, many employers prefer to keep any responses short, succinct, and professional.
31. Is the COVID FMLA for staying home with children to attend virtual school? Does this pertain to employers with more than 500 employees?
The expanded FMLA under the FFCRA applies to virtual school situations where the physical school is closed, but classes are held online. See question 70 in the DOL's FAQ document at https://www.dol.gov/agencies/whd/pandemic/ffcra-questions#70. The FFCRA does not apply to employers with more than 500 or more employees.
32. We have an hourly employee who has been with us less than a year and recently had a back injury. She is a cleaner for our new construction projects, a physical job. She is unable to work and doesn't qualify for FMLA based on time on the job. At this point, we are unsure how long she will be out. She does great work, so assuming she gets released from a doctor in the future, we would want to keep her on. What can we do in the interim? Is there a medical leave we can offer where she can pay for her medical, etc., similar to FMLA?
Medical leave is a matter of company policy and reasonable accommodation under the ADA, if her injury is such that it counts as a disability; see https://www.eeoc.gov/disability-discrimination for EEOC guidance on the ADA. If your company has a group health plan that covers that employee, she would presumably qualify for COBRA benefit continuation under Texas and/or federal laws. See https://twc.texas.gov/news/efte/cobra.html in our book online for basic information on the COBRA laws.
33. If an employee is continuously absent because he provides transportation for his sick wife who has to have dialysis a couple times a week, takes her to doctor's visits, etc., would we be able to terminate him without breaking any laws? Due to COVID, we have a skeleton crew and it has become more difficult to be flexible with him. This is causing a burden on our business and other employees. How do you recommend that we proceed?
The ADA does not require reasonable accommodation for the illnesses of others, but the FMLA may provide the employee the right to take intermittent leave to tend to the serious health condition of his wife. See https://www.eeoc.gov/disability-discrimination and https://www.dol.gov/agencies/whd/fmla for official guidance from the EEOC and the DOL.
34. If an employer previously approved an ADA accommodation for an employee to work from home due to being in a high-risk category for contracting COVID-19, but we now want to make alternate arrangements so that the employee may return to working onsite (e.g., isolated office space available), what is the recommended process?
Ensure that the work environment meets all recommended CDC, OSHA, and local health authority standards and Covid-19 precautions, and document the work offer given to the employee. If the employee has filed an unemployment claim, a work refusal may be reported via https://apps.twc.texas.gov/EBS_REF/ewrd/employeeWorkRefusalDoc for investigation by TWC.
53. Once an employee is granted FFCRA, can they only obtain it once? Can the employee be granted another 2-weeks' pay if exposed again at some later point?
The FFCRA only requires a one-time payment of up to 80 hours of leave. Once the 80 hours have been paid out by the employer, the employer has met its obligation under the law, and it does not reset.
54. We are small business less than 20 staff. Am I supposed to pay any compensation to my worker who tested positive for COVID 19, even though we don't have any benefits?
The Families First Coronavirus Response Act (FFRCA) requires employers to pay employees up to 80 hours of leave at 100% of the employee's regular rate of pay, if one of six conditions are triggered. One of those conditions is that the employee has been advised by a healthcare provider to self-quarantine related to COVID-19. More information here: https://www.dol.gov/agencies/whd/pandemic/ffcra-employer-paid-leave.
35. W-2 and 1099 for the same worker
36. Support for child care centers / chargebacks and tax rates
37. Regular layoff, followed by disaster-related layoff - tax rate increase?
38. Tax rate increases for 2021?
39. State UI tax on employer's children who are employees
35. Can an employee be on payroll (W-2 employee), and also have a 1099 distributed for a completely different role?
This may be possible depending on the circumstances. The IRS has some information on this topic that you can find by visiting the following webpage: https://www.irs.gov/government-entities/federal-state-local-governments/when-would-i-provide-a-form-w-2-and-a-form-1099-to-the-same-person. Businesses can also contact the IRS directly for help and can find contact information at the following page: https://www.irs.gov/help/telephone-assistance. In addition, other agencies with their own interpretations of independent contractor guidelines should be consulted, such as the U.S. Department of Labor (see https://www.dol.gov/agencies/whd/fact-sheets/13-flsa-employment-relationship) and TWC (see https://twc.texas.gov/news/efte/ics_contract_labor.html). The latter link leads to an article with details about all of the major tests used for determining employment status under various laws.
36. Will there be additional support for Child Care Centers? Will our business be penalized with TWC for unemployment? I am asking if my unemployment rate will go up?
The TWC has a webpage with resources for Child Care Programs which you can visit at the following link: https://twc.texas.gov/news/covid-19-resources-child-care. In addition, FAQs related to child care can be found at the following link: https://twc.texas.gov/news/frequently-asked-questions-about-unemployment-insurance-benefits-related-covid-19#childCare. Concerning unemployment claims, each claim is handled on a case-by-case basis. If a claim determination results in a chargeback to the employer, the employer's unemployment tax rate could go up. For more information on employer unemployment benefit chargebacks, please visit: https://twc.texas.gov/businesses/employer-unemployment-benefit-chargebacks.
37. Will an employer's rate be affected due to a regular layoff that happened between January thru mid-March and then the Presidentially-Declared Disaster came into effect - will my rate still be affected?
Each unemployment claim is handled on a case-by-case basis. If a claim determination results in a chargeback to the employer, the employer's unemployment tax rate could go up. Information on unemployment benefits basics, including information on types of job separations, can be found at the following link: https://twc.texas.gov/businesses/unemployment-benefits-basics-employers.
38. Any projection on increased experience ratings for 2021?
Information on unemployment insurance tax rates can be found at the following webpage: https://twc.texas.gov/businesses/unemployment-insurance-tax-rates. For specific questions about unemployment tax rates, employers can contact the TWC tax department directly using the tax contact information found at the following link: https://twc.texas.gov/unemployment-tax-contact-information.
39. Do we need to file SUTA tax if employees are children of business owners and pay is not subject to FUTA tax?
For this question, please contact the TWC tax department directly using the tax contact information found at the following link: https://twc.texas.gov/unemployment-tax-contact-information.
40. Unemployment benefits during unpaid FMLA
41. Unemployment benefits for self-employed individuals
42. Effect of unemployment claims on employers
43. Does everyone who files a claim qualify?
44. Why does it take so long for benefits to start?
45. Can you work part-time and still qualify for benefits?
46. Two-week notice of resignation and unemployment claims
47. Employee quits and files a disaster claim
48. Will TWC keep the Employer Work Refusal Documentation portal?
49. Exceptions to claim response and appeal deadlines
55. CARES Act relief for reimbursing employers
40. Can a claimant receive unemployment benefits when out on unpaid FMLA?
If an employee stops performing services for pay, the employee is generally considered unemployed and would be able to file an unemployment claim. Whether or not the employee receives benefits depends first on reason the employee stopped working. The employee must be out of work through no fault of employee. The employee must also meet the eligibility requirements, such as being medically able to work fulltime and being available to accept an offer of fulltime work. See https://twc.texas.gov/jobseekers/ongoing-eligibility-requirements-receiving-unemployment-benefits. Employees on FMLA are usually found ineligible to receive benefits because the events that qualify them for FMLA leave preclude them from being medically able and/or available for fulltime work.
41. Do self-employed qualify for unemployment?
If you are self-employed, a contract worker or previously worked in a position that did not report wages, you may qualify for unemployment and can apply. See https://twc.texas.gov/news/self-employed-texans-and-cares-act#selfemployedindependentContractorsDoIQualify.
42. How do unemployment claims affect the employer during the pandemic?
In most cases, for non-Covid-related job separations, the employer will be financially liable (through either chargeback or reimbursement liability) if an employee is out of work through no fault of the employee. See https://twc.texas.gov/businesses/employer-unemployment-benefit-chargebacks. For job separations resulting from the Covid-19 natural disaster, taxed employers are eligible for chargeback protection. While reimbursing employers do not have the same protection, they do have some relief under the CARES Act.
43. Does everyone qualify for unemployment?
Not everyone who applies for unemployment benefits will qualify for unemployment benefits. Each case is considered individually on its own merits.
44. Why is it taking so long for employees to receive UI or Shared Work payments?
Any delay is likely related to the unprecedented number of claims that were submitted as a result of the pandemic.
45. Can you work part-time and still receive UI?
Yes, a person can work part-time and receive unemployment benefits. If an employee has experienced a reduction in hours from fulltime to part-time, depending on the wages received on a weekly basis, the employee may be considered partially unemployment and be entitled to unemployment benefits. See https://twc.texas.gov/news/efte/ui_law_the_claim_and_appeal_process.html#partialui2.
Employees who participate in an approved Shared Work program can also work part-time and receive unemployment benefits. See https://twc.texas.gov/businesses/shared-work.
46. If a staff member gives two weeks' notice of resignation, can the employer ask that staff not to come to work prior to the resignation date, and does the employer have to pay until that resignation date?
As long as the employee is an at-will employee, if an employee gives two weeks' (or less) notice of resignation, the employer can accept the resignation before the end of the two-week notice period without obligation to pay the employee through the end of the two-week period. In other words, the employer is responsible to pay the employee through the last day worked, not through the last day of the two weeks' notice. See https://twc.texas.gov/news/efte/types_of_work_separations.html#2-weeknotice.
47. Are you paying UI to those individuals who quit and report "disaster" when filing a claim?
Depending on an employee's reason for quitting, the employee may qualify for unemployment benefits. Each case is considered individually on its own merits.
48. Will the Employer Work Refusal Documentation process continue past the disaster declaration?
If an employee is requesting unemployment benefits, the employee may be disqualified from the receipt of benefits if the employee refuses, without good cause, an offer of suitable work. This requirement was in effect before the pandemic and will be in effect after the pandemic. It is likely that TWC will continue to use the Employer Work Refusal Documentation Portal at https://apps.twc.texas.gov/EBS_REF/ewrd/employeeWorkRefusalDoc after the pandemic as a means for employers to report individuals who refuse offers of work.
49. In light of the Public Health Emergency due to COVID-19 and impact of Hurricane Laura, were there any timeline deadline consideration given to employers for submitting unemployment claim responses? If so, were TWC employees informed of this change? We were overwhelmed by the number of unemployment claims that were submitted to our agency. The circumstances in which we have had to function in the healthcare industry has been mind-boggling, to say the least. We have received responses indicating that our rights to claims has been relinquished due to a one-day late response. After all we in the healthcare industry are dealing with, you would think some consideration would be given to the employers who are struggling through events to maintain these frontline "heroes".
As a general matter, TWC does not have discretion or authority to waive or extend the claim response or appeal deadlines that are in the law. Those deadlines were imposed by the Texas Legislature, based upon the federal laws enacted by the U.S. Congress, and so any changes would have to be enacted by elected officials. That having been said, TWC, based on court decisions and federal regulations, has recognized some exceptions to the deadlines in cases where independent and credible evidence shows that a late response or appeal was due to factors outside of the claimant's or employer's control, such as misdelivery or non-delivery of mail, TWC error in addressing correspondence, use of wrong information in describing a party to a claim, unavailability of phone, fax, or online systems due to system failure or overload, or similar problems. Each such case will be investigated and considered on the basis of its individual facts, and the appealing party should be as specific as possible in describing the problem, both when appealing and when testifying during an appeal hearing. See, in general, Commission Rule 815.32 at https://texreg.sos.state.tx.us/public/readtac$ext.TacPage?sl=R&app=9&p_dir=&p_rloc=&p_tloc=&p_ploc=&pg=1&p_tac=&ti=40&pt=20&ch=815&rl=32.
55. We are a non-profit organization that does not pay quarterly unemployment taxes - instead, we pay reimbursements whenever one of our former employees receives UI benefits. Does the CARES Act afford any relief from the cost of reimbursements?
Under the CARES Act, reimbursing employers are entitled to a 50% �rebate� or refund of reimbursements they pay on all unemployment claims from March 15, 2020 through December 26, 2020, not just the ones resulting from the pandemic. The general procedures is that TWC bills the reimbursing employer, the employer pays 100% of the reimbursements that are billed, TWC reports that to the U.S. Department of Labor, DOL sends TWC a payment out of federal CARES Act funds for 50% of the reimbursements paid, and TWC then refunds / credits that amount to the reimbursing employer. Billing payment deadlines for all quarters in 2020 have been extended through March 1, 2021 due to the CARES Act and the pandemic.
Contact Commissioner Demerson's office:
E-mail: employerinfo@twc.texas.gov –– Phone: 800-832-9394 / 512-463-2826


Employee turnover is the one of the biggest headaches that an organization faces and is incredibly costly not just in revenue lost, but in company morale.
If you're an employer with a stable long term staff then congratulations, you are in the minority.
However if your organization is facing high turnover it's costing you big time.
For example, if you are running a skilled nursing facility and you are constantly having to replace your front end employees such as CNA's, dietary and housekeeping employees or even Managers then your facing a nightmare almost every day.
Your front end people are typically the employees that the families and residents interact with most. They are the face and brand of your organization. Too much turnover is a poor reflection on an employer's operation.
Not enough attention is placed on the retention of front end employees.
The good news is that there are common sense easy solutions to employee turnover that is applicable to all employers.
1. Hire right: Even if there is a shortage in talent, never ever hire anyone out of desperation. Interview your front end employees the same way that you would hire a Manager and of course check references.
2. Communicate, communicate, communicate: On a daily basis, communicate with your staff about your expectations. Communicate your expectations clearly. Let employees know that you expect them to stay at their jobs for at least 2-3 years. Even if they cannot keep that promise, then at least they know what your expectations are. Most people want to please their boss.
3. Praise for progress: Everyone enjoys praise and no one ever gets tired of hearing it. So offer praise for progress based on each employee's ability no matter how small or how great. Of course praising for success is critical but prasing for progress is very important as well. Again, employees really do want to please their boss and your show of support for their progress goes along way to fostering retention.
4. Show appreciation: When was the last time you told your employees how much you appreciate them and not just for their work? Your employees are doing the same things that you as employers are doing: they are trying to earn a living to support themselves and their loved ones. Kind words and deeds showing appreciation makes people feel good about coming to work every day.
5. Say "thank you" at the end of every business day: This is huge. Instead of taking the attitude that your employees should be grateful to be employed, thank them every day (at the end of the day) for coming to work. Never take for granted that someone has chosen to work for you and they show up every day. Say thank you!


text:
Q: What is the relationship between .htaccess and routes.php files in CodeIgniter? This is my .htaccess file:
RewriteEngine On
RewriteCond %{REQUEST_FILENAME} !-f
RewriteCond %{REQUEST_FILENAME} !-d
RewriteRule ^(.*)$ index.php/$1 [L]

And my routes.php file:
$route['default_controller'] = 'pages/view';
$route['news/(:any)'] = 'news/view/$1';
$route['news'] = 'news';
$route['(:any)'] = 'pages/view/$1';

Don't they basically do the same thing? Which is correct to use?
*Edit: My question is not specific for this example. It is more like, which is good for what? It seems like they both to the same thing? Or am I wrong? *

A: The .htaccess file removes the index.php from the URL, whereas the routes.php file controls where the URI segments are pointing to in terms of controllers, actions, and parameters
in other words,
.htaccess is a directive to the apache server to remove index.php from the requested URL, and routes.php just directs your actual php scripts

A: The .htaccess file tells apache to match any request to a uri that is not a file or folder in the directory that you are serving and forward it to your index.php controller (also removing the need to reference index.php in the url).
routes.php is a map of uris to controllers, and is a codeigniter specific piece of code. The .htaccess is independent of your codeigniter code, and can be used independently of any php framework

redpajama_set_name: RedPajamaStackExchange


Whew. That's a lot. Thanks as always for your thoughtful insights Levi. We'll be watching as Florence heads west.
Probably the most helpful discussion on modeling and tropical forecasts I've ever seen.
Thank you. We're in OBX this week & next and are making just-in-case plans. Your explanation's are the most thorough & informative out there. Thank you.
Thank you, Levi! Love your explanations. I greatly appreciate the time you invest in understanding and explaining what you think is happening and what may happen in the future.
Great news so far for us in S FL.
IDK…needless to say I'm getting more worried with the constant SW shifts.
Correct. She will be on the south side of the model.
Always enjoy you analysis and commentary, so much better than the weather channel!!
Thanks, Levi. Your explanations are without a doubt the best ever.
Levi, I just discovered your site. It's very informative, especially for those of us who are not technical experts. Thanks!
Outstanding report, Levi, you continue to amaze me and your readers with your ability to explain the complicated in a clear and relatively concise manner. Good job.
So good to have a precise, thoughtful explanation of what's happening in the tropics. The MSM is full of noise and posers and it's difficult to tell what is the real forecast.
Thank you Levi. I tell everyone I know in Florida to tune into Tropical Tidbits for useful information. Really appreciate your webcasts!
Great site and you call it right on storms. I'm in Charleston, SC and going to check my generator now.
Thank you for all the information. I'll keep checking back.
Florence was pushed hard off of Africa and just looking at the modelling it appears that she will take the more southerly route into the US coast.
Thanks Levi! I have been using your commentary and website to stay informed for a few years and it is the single best source for hurricane related information, even though I am fairly ignorant to a lot of the features I am learning more and more.
Flo will cause fuel prices to go higher on the east coast.


text:
kimye Dec. 10, 2021
Sorry Ye, Kim Kardashian Has Reportedly Filed to Become 'Legally Single'
By Jennifer Zhan
Photo: Rodin Eckenroth/WireImage
He may have managed to reunite with Drake, but it looks like the rapper formerly known as Kanye West won't be getting back together with Kim Kardashian any time soon. According to TMZ, Kardashian filed legal documents on Friday to become "legally single" and drop "West" from her last name. She previously filed for divorce in early 2021, after almost seven years of marriage. Meanwhile, Ye has been literally praying that she'll forgive him for the mistakes he made as a husband, and even recently asked her to "run right back" to him while singing in a benefit concert that she attended with two of their children, North and Saint.
We know that the pair has already agreed that Kardashian will keep their Hidden Hills Estate, but according to TMZ, there are still other property issues to address. If a judge approves Kardashian's request, she'll be able to officially change her marital status without having to wait for other aspects of the divorce to be resolved. And once she's legally allowed to restore her maiden name, we're betting her social-media accounts won't say Kim Kardashian West anymore. Still, reports that Kardashian is dating Pete Davidson haven't stopped Ye from giving up yet, so we'll have to wait and see if this legal move will be enough to convince him that Kimye is really over.
Ye Is Praying That He and Kim Kardashian Get Back Together
Pete Davidson and Kim Kardashian Are Reportedly Dating and 'Really Happy'
Who Really Benefits From This Elaborate Ye-Drake Reunion?
kimye
Sorry Ye, Kim Kardashian Has Filed to Be 'Legally Single'


These luxurious upholstered tub chairs combine comfort with contemporary style.
Available in 3 stylish shades you can opt for a rich plum, a subtle silver or neutral beige with delicate floral leaf pattern. And the choices don't stop there. Choose from pale oak effect or sleek black legs (plain dye options only).
These chairs are just perfect in living spaces, bedrooms or even in office areas as an occasional chairs and all for the great value price of £99.99!
Please note, legs need to be screwed into the base - no tools required.


Get a quotation for your journey or make a booking using the fare that was quoted by phone or email.
Quotes : You will receive your quote by email and the option to confirm as a booking.
Bookings : You will receive confirmation of your booking details by email.
Please let us know of any special requirements; if you need child seats, any luggage requirments etc.