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FSL Baby designs/4x4 hop

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4x4 hoop

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Rattle: 2.02x3.72 inches / 10330 stitches
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Foundations Lecture - Introduction to Human Development

From Embryology
Revision as of 14:37, 8 March 2014 by Z8600021 (talk | contribs)
Embryology - 7 Aug 2020    Facebook link Pinterest link Twitter link  Expand to Translate
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A personal message from Dr Mark Hill (May 2020)
Mark Hill.jpg
I have decided to take early retirement in September 2020. During the many years online I have received wonderful feedback from many readers, researchers and students interested in human embryology. I especially thank my research collaborators and contributors to the site. The good news is Embryology will remain online and I will continue my association with UNSW Australia. I look forward to updating and including the many exciting new discoveries in Embryology!

Dr Mark Hill

Human development is one of the most exciting topics to study not only as a medical student, but also for our fundamental understanding of the human body. Of all health issues in Medicine, fertility and reproduction is a topic that will affect everyone. This lecture is going to take you briefly through key biological concepts in human development, these will later be explored in more detail through the BGD course. I will be using simplified terms in the lecture slides (with developmental term in brackets).

Australian Statistics 23 January 2014 at 03:02:40 PM (Canberra time), the resident population of Australia is projected to be: 23,360,679.

The lecture will be followed by a practical class introducing online resources for independent study and working through similar embryology concepts.

Links: Printable Lecture Page | 2013 | 2012 | PDF version (873 KB, 6 pages)

  1. Purpose of learning embryology
  2. Basic facts about early human development
  3. Appreciate differences between the conceptus, embryo and fetus
  4. General understanding of the term “critical periods” of development

Concepts: Fertilization, Early conceptus, Germ layers, Embryo, Tissue origins, Timetable/stages of development, Fetus, Placenta

Background Lectures: Cell Structure (structure and function), Cell Division (mitosis, meiosis, lifespan, cell death), 4 Basic Tissues (Epithelial, Connective, Muscular, Nervous)

Links: 2013 Practical | Embryology Textbooks

Human Development Timeline

Human development timeline graph 02.jpg

UNSW Embryology Online

<mediaplayer width='360' height='410' image="">File:Human development 001.mp4</mediaplayer>
Human development 001 icon.jpg
 Human Development
Page | Play

Using these resources (online navigation, organization and printing) will be covered in the introduction to the associated Practical class.

Glossary Links

Glossary: A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z | Numbers | Symbols | Term Link

  • There are many different excellent embryology textbooks
  • I have included 2 that cover the clinical topics as well. More Textbooks?

Links: More Embryology Textbooks

Four Basic Tissue Types

Stomach Wall containing all 4 basic tissues.

Tissues and organs of the body consist of combinations of 4 basic tissue organisations:

  1. Epithelial
  2. Connective
  3. Muscular
  4. Nervous

  • Where do they come from?
  • How do they develop?

Human Reproductive Cycle

  • Meiosis in gonad produces haploid gametes
    • testis the sperm (spermatozoa)
    • ovary the egg (oocyte)
  • there are several differences in when and how gametes are formed in the male and female gonad.

  • Menstrual Cycle a regular cycle of reproduction (28 days)
  • begins at puberty
  • release of 1 egg (oocyte) every cycle
  • Endocrine controlled (HPG axis)
    • Hypothalamus
    • Pituitary
    • Gonad

XXhpgaxis.jpg Menstrual cycle.png

  • begins at puberty
  • continuous production of sperm (spermatozoa, human male 2,000/second)
  • release millions of spermatozoa (require activation, capacitation)

  • Paired organs
  • lying in the peritoneal cavity

Human right ovary and tube 1.jpg Ovary10x.jpg

Human Menstrual Cycle

Human ovulation 01.jpg

Human ovulation

Ovulation icon.jpg Follicle 001 icon.jpg

  • the process of the 2 haploid gametes (egg and sperm) fusing and combining genetic material.
  • conceptus - the entire product of fertilization

Fertilization 001 icon.jpg Fertilization 002 icon.jpg

Early zygote.jpg

Early Development

Human Zygote
  • occurs during week 1 following fertilization
  • last menstrual period (LMP) week 3
  • mitosis to form solid ball of cells (morula), then hollow ball (blastocyst)

Human-oocyte to blastocyst.jpg

Human blastocyst day 1-6.jpg

Week 1 Development

  • occurs freely floating in uterus

Week1 001 icon.jpg

Week1 summary.jpg

Week 2 Development

  • Implantation - initial attachment to uterine wall, and then invasion of the uterine wall.

Week2 001 icon.jpg Chorion 001 icon.jpg

Detect Pregnancy

pregnancy test
Ovary - corpus luteum secretes hormone to support pregnancy.
  • Clinically can be detected following implantation (week 2)
  • Last Menstrual Period (LMP) - today ? ....... Birth Date - January 30, 2014

  • Divide the pregnancy into 3 "blocks" of about 3 months (trimesters)
  • First Trimester - embryonic period (organogenesis)
  • Second and Trimester - fetal period (growth)

Implantation Sites

Abnormal Implantation

Tubal pregnancy.gif
  • Ectopic Sites
    • external surface of uterus, ovary, bowel, gastrointestinal tract, mesentery, peritoneal wall
    • If not spontaneous then, embryo has to be removed surgically
  • Uterine - tubal pregnancy (most common ectopic)

Normal Implantation

  • Uterine body
    • posterior, anterior, superior, lateral (most common posterior)
    • inferior implantation - placenta overlies internal os of uterus Placenta Previa

Early Placenta

  • interaction between implanting conceptus and uterine wall (endometrium)
  • The uterine lining following implantation (Decidua)
    • forms 3 distinct regions, at approx 3 weeks
    • Decidua Basalis - implantation site
    • Decidua Capsularis - enclosing the conceptus
    • Decidua Parietalis - remainder of uterus
  • uterine cavity is lost by 12 weeks

  • Materno/fetal organ
  • No exchange of blood
  • Many different roles
    • can be "sampled" as part of a prenatal diagnostic test

Embryonic Development

  • Embryonic Period - Week 1 to 8 (first trimester)
  • Establish the basic structure of organs and tissues (Organogenesis)
  • development and growth of the placenta (Placentation)

Human Carnegie stage 1-23.jpg

Embryo stages 002 icon.jpg

Week 3

  • 3 Key processes commence

1. Gastrulation

Trilaminar embryo
Trilaminar embryo and tissue origins
  • the formation of the 3 layer embryo (trilaminar embryo)
    • All tissues of the body are formed from these 3 embryonic tissue layers (germ layers)
  1. Ectoderm (epithelium)
  2. Mesoderm (connective tissue)
  3. Endoderm (epithelium)
  • simplified explanation of the 3 layer contributions

  • forms the central and peripheral nervous system and epithelium of the skin

  • forms gastrointestinal tract organs and the epithelium of the gastrointestinal and respiratory tracts

  • forms the body connective tissues: blood, bone, muscle, connective tissue skin, gastrointestinal and respiratory tracts

2. Somitogenesis

  • segmentation of the mesoderm into somites
  • forms the axial body plan

3. Neuralation

  • segmentation of the ectoderm
  • separates the neural tissue from the skin (epidermis)

Week3 folding icon.jpg

Week 4

  • heart formation (cardiogenesis)
  • first functioning organ

Amnion 001 icon.jpg Chick Heart 001-icon.jpg Mouse CT E11.5 movie-icon.jpg

Week 4-8

  • early development of the other organs, tissues and limbs

Week 9 - 38

  • Fetal Period - Second and Third Trimester
  • Continuing growth and differentiation of organs formed in embryonic period
    • some organs have a later development - neural, genital, respiratory, bones
    • some continue to develop after birth - neural, genital, respiratory, bones
  • growth in size, length (Second Trimester)
  • growth in weight (Third Trimester)

Fetal growth icon.jpg Ultrasound12wk 3D image2.jpg 19weeklabel1.jpg

Historic teaching model of birth
MRI Birth
  • birth (parturition) is a complex physiological process between the fetus and mother
  • thought to be initiated by the fetus

Maternal Birth Stages

  1. Dilatation
  2. Expulsion
  3. Placental
  4. Recovery

Australian Birth Rate 1998-2007

Newborn infant (perinatal period)

Newborn (perinatal) needs to activate many systems and establish independent regulation (homeostasis)

  • Lung function - Fluid drainage, Gas exchange, muscular activity
  • Circulatory changes - Closure of 3 vascular shunts
  • Thermoregulation - metabolic rate, fat metabolism
  • Nutrition - gastrointestinal tract function, peristalsis
  • Waste - kidney function
  • Endocrine function - loss of placenta, maternal hormones

Critical Periods of Development

Abnormal Development

Human critical periods of development

Three main causes:

  1. Genetic
  2. Environmental
  3. Unknown
  • First trimester most critical
  • Different effect depending on time of insult (teratogen)

Human-critical periods of development.jpg

  • Prenatal diagnosis - number of different techniques (non-invasive, invasive) for determining normal development
  • Neonatal diagnosis (APGAR test, Guthrie test)
  • Maternal diagnosis - often pregnancy will expose maternal health problems

Revision Notes

Human development timeline
  • You don't need to know everything today, this is an introduction.
  • Use the glossary to help understand new terms.
  • Don't confuse "germ cell layers" (ectoderm, mesoderm, endoderm) with "germ cells" (egg, spermatazoa).
  • Remember the difference between "clinical weeks" (last menstral period) and "embryonic weeks" (from ovulation/fertilisation, 2 weeks later).
  • With abnormalities
    • think about the types of prenatal dianostic techniques that are now available
    • the 2 major types (genetic and environmental)
    • the effect of maternal age/health/lifestyle.

Logo.png Hill, M.A. (2013) UNSW Embryology (13th ed.). Sydney:UNSW.
The Developing Human, 9th edn.jpg Keith L. Moore, T.V.N. Persaud, Mark G. Torchia. (2011). The Developing Human: clinically oriented embryology (9th ed.). Philadelphia: Saunders.
Larsen's human embryology 4th edn.jpg Schoenwolf, G.C., Bleyl, S.B., Brauer, P.R. and Francis-West, P.H. (2009). Larsen’s Human Embryology (4th ed.). New York; Edinburgh: Churchill Livingstone.

The following chapter links only work with a UNSW connection and can also be accessed through this UNSW Library connection.

Foundsmall.jpg Foundations Practical - Introduction to Human Development

Glossary Links

Glossary: A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z | Numbers | Symbols | Term Link

Cite this page: Hill, M.A. (2020, August 7) Embryology Foundations Lecture - Introduction to Human Development. Retrieved from

What Links Here?
© Dr Mark Hill 2020, UNSW Embryology ISBN: 978 0 7334 2609 4 - UNSW CRICOS Provider Code No. 00098G

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Easy Loans Can Make Your Life Difficult

Getting loans is easy these days, especially if you are salaried and have the right credit profile. And there are loans available for everything. You can easily get loans for travel, home renovation, wedding, medical treatment or anything under the sun. You can get these loans quickly too. A few platforms claim to provide loans… Continue Reading

Converting Credit Card Outstanding into EMIs

Recently, I got a promotional email from a bank to convert credit card outstanding to EMIs. The EMI amount will be added to the credit card statement every month. I have discussed such deal structures in much greater detail in an earlier post. However, there have been a few interesting developments in the payments space that such… Continue Reading

How Much Loan Can I Get?

If you fancy making asset purchases on credit, you would want to be aware how much loan amount you can get. I am not talking about minor purchases where you can simply swipe your credit card. Once the credit card is approved, you can use your card, subject to credit limit, wherever you want. The bank… Continue Reading

How to Use Credit Card Reward Points Smartly?

There are typically three types of benefits that you get when you transact using a credit card. Upfront discount Cashbacks Reward points & miscellaneous benefits (fuel surcharge waiver, airline miles etc.) The benefits for spending on a credit card might take on many other forms too. However, I believe it will fall into one of… Continue Reading

7 Ways to Improve Your Credit Score

Your credit score plays an important role in getting your loan/credit card application approved. Not just that, your credit score has also started being a determinant in the interest rate you pay for the loan. Therefore, if you plan to apply for a loan in the near future or foresee the need for a loan in… Continue Reading


WARC-Identified-Payload-Type: text/x-matlab

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The growing investment by governments and electric utilities in energy efficiency programs highlights the need for simple tools to help assess and explain the size of the potential resource. One technique that is commonly used in that effort is to characterize electricity savings in terms of avoided power plants, because it is easier for people to visualize a power plant than it is to understand an abstraction like billions of kilowatt hours. Unfortunately, there is no standardization around the characteristics of such power plants. In this article we define parameters for a standard avoided power plant that have physical meaning and intuitive plausibility, for use in back-of-the-envelope calculations. For the prototypical plant this article settles on a 500-megawatt existing coal plant operating at a 70% capacity factor with 7% T&D losses. Displacing such a plant for one year would save 3 billion kWh/year at the meter and reduce emissions by 3 million metric tons of CO2 per year.The proposed name for this metric is the Rosenfeld, in keeping with the tradition among scientists of naming units in honor of the person most responsible for the discovery and widespread adoption of the underlying scientific principle in question – Dr. Arthur H. Rosenfeld.

%B Environmental Research Letters %V 5 %8 03/2010 %G eng %N 1 %1

%2 LBNL-2213E %! Environ. Res. Lett. %& 014017 %R 10.1088/1748-9326/5/1/014017 %0 Report %D 1991 %T The Potential for Electricity Efficiency Improvements in the U.S. Residential Sector %A Jonathan G. Koomey %A Celina S. Atkinson %A Alan K. Meier %A James E. McMahon %A Stan Boghosian %A Barbara A. Atkinson %A Isaac Turiel %A Mark D. Levine %A Bruce Nordman %A Peter T. Chan %K Enduse %K Energy End-Use Forecasting %K EUF %X

This report describes and documents an ongoing analysis of the technical potential for electricity efficiency improvements in the U.S. residential sector. Previous analyses have estimated the conservation potential for other countries, states, or individual utility service territories. As concern over greenhouse gas emissions has increased, interest has grown in estimates of conservation potential for the U.S. residential sector as a whole. Earlier estimates of U.S. conservation potential are either out of date or are less detailed than is desirable for engineering-economic estimates of the costs of reducing carbon emissions. This study represents the most elaborate assessment to date of U.S. residential sector electricity efficiency improvements. It relies on regional disaggregation of input data, a stateof- the-art database of appliance efficiency and costs developed for the U.S. Department of Energy, and detailed analysis of thermal integrity measures in single-family dwellings. Fuel switching from electricity to direct use of natural gas has been included for water heaters, ranges, and clothes dryers. Advanced technologies (including "superwindows", spectrallyselective glazings, evacuated panels for refrigerators, and heat-pump water heaters) have been included based on engineering estimates of their costs and dates of availability. Some promising efficiency technologies have been omitted because we lacked data, including thermal integrity improvements for new and existing multifamily buildings and mobile homes, integrated appliances, and advanced insulation technologies for new singlefamily homes. This study also does not include load management technologies (which may improve the overall efficiency of the electric utility system) or electrotechnologies that may increase the use of electricity but reduce primary energy consumption. Efficiency improvements have been characterized in terms of their cost of conserved energy ($/kWh), for convenient comparison with the cost of competing electricity generating technologies. Figure ES-1 summarizes the results of this cost analysis. The total technical potential (without considering cost) is about 486 TWh, or about 48% of the frozen efficiency baseline. Total technical potential savings costing less than 7.6¢/kWh are 404 TWh/year by 2010, at an average cost of 3.4 ¢/kWh. If fully captured, savings costing less than 7.6¢/kWh would correspond to the output of 70-75 baseload (1000 MW) coal or nuclear plants.

%I Lawrence Berkeley Laboratory %8 07/1991 %@ LBL-30477 %G eng %2 LBL-30477 %0 Report %D 1989 %T Least Cost Planning in the Utility Sector: Progress and Challenges %A Karen Anderson %A Linda Berry %A Joseph H. Eto %A Howard S. Geller %A Jeffrey P. Harris %A Mark D. Levine %A Alan K. Meier %A Arthur H. Rosenfeld %A Carol Sabo %A Edward L. Vine %A Stephen Wiel %A Cheryl Wodley %E Charles A. Goldman %E Eric Hirst %E Florentin Krause %K power system planning %X

This study reviews recent progress in least-cost planning throughout the US and identifies the need for additional work in relevant areas. Although this study was commissioned by DOE to help develop DOE funding priorities, the recommendations presented here go far beyond what DOE's budget can afford. We hope that utilities, their research institutes, and other organizations will use this report in setting their priorities for future work on least-cost planning. Based on the detailed assessments presented in this report, we suggest several foci for long-term LCUP efforts nationwide. Because current rate-of-return regulation rewards utilities for increasing short-term sales, perhaps the most important of these topics is the development of financial incentives for utilities (and their shareholders) to implement least-cost plans. 49 refs., 4 figs., 3 tabs.

%P 24 %8 05/1989 %2 LBL-27130 %0 Report %D 1988 %T Estimating Conservation Potential Using BECA Data %A Alan K. Meier %A Charles A. Goldman %A Kathleen M. Greely %A Jeffrey P. Harris %X

This report describes our first attempt to extrapolate the measured energy savings found in two BECA compliations to the relevant portions of the U.S. building stock. We estimate a savings potential of 0.2-0.5 Quads/year (resource) from retrofitting the existing multifamily stock, and roughly 0.2-0.3 Quads/year (resource) from upgrading thermal features in new, all-electric homes built in the next decade.  While these estimates are based on actual measured results rather than a theoretical economic and engineering optimum, they do assume complete saturation of the relevant stock segments. Costs of conserved energy are generally well below the current prices paid for that energy. The total cost to implement these measure s is estimated to be about $30 billion for intensive retrofits of multifamily building and $44 billion to upgrade new, electrically-heated homes.

%C Berkeley %8 02/1988 %2 LBL-25126


text:
Key Employment Considerations When Resuming or Increasing Business Operations

shutterstock_532208329Many states are beginning to re-open their economies, and employers are resuming or increasing business operations in some fashion.  As employers make this transition, there are several key employment considerations that employers should pay close attention to.  Below is an overview of some of the topics employers should carefully analyze when reopening or increasing business operations.

  1. Exempt and Non-Exempt Employee Classification Issues

As employers begin to ramp up business or begin plans to do so, employers should carefully evaluate whether exempt employees performing a majority of work on non-exempt tasks still meet the administrative exemption Continue reading

[BONUS WEBINAR] HR and Workplace Safety Implications of COVID-19 for Brewers, Distillers, and Winemakers

On Monday, March 30, 2020 at 1 PM Eastern, join Eric J. Conn, Kara M. Maciel, and Daniel C. Deacon of the law firm Conn Maciel Carey for a complimentary webinar: “HR and Workplace Safety Implications of COVID-19 for Brewers, Distillers, and Winemakers.”

There have been a number of significant developments related to the 2019 Novel Coronavirus – now officially called “COVID-19.” The World Health Organization declared a global pandemic, President Trump initiated a National Emergency Order, and state and local officials have been ordering shutdowns of non-essential businesses and mandatory shelter-in-place orders. Furthermore, Congress passed emergency legislation that temporarily requires employers to provide paid sick and family leave and the Department of Labor has issued guidance on how employers should comply with employment and workplace safety laws.

Local craft breweries, distilleries, and wineries have been deemed essential businesses under current federal and state directives, such as the Virginia and Maryland governors March 23, 2020 orders, but the traditional way of doing business has changed considerably. These changes have raised numerous questions regarding how small businesses can successfully operate while complying with these new requirements.

During this webinar, participants will learn about recent developments, new federal legislation, EEOC, CDC and OSHA guidance, including:

  • Federally required Paid Family Leave and Paid Sick Leave;
  • Strategies for employers to prevent workplace exposures while complying with Federal and State labor and employment laws;
  • OSHA’s guidance about preventing workers from exposure to COVID-19 and related regulatory risks;
  • FAQs for employers about managing the Coronavirus crisis in the workplace;
  • Federal and state orders concerning essential businesses and financial assistance; and
  • Tips to maintain a thriving brewery, distillery, or winery while shifting business models.

Click here to register for this webinar.

For additional employer resources on issues related to COVID-19, please visit the Employer Defense Report and OSHA Defense Report.  Conn Maciel Carey’s COVID-19 Task Force is monitoring federal, state, and local developments closely and is continuously updating these blogs with the latest news and resources for employers.

NLRB Finalizes Joint Employer Rule

Joint EmployerOn February 26, 2020, the National Labor Relations Board (“NLRB”) published its final joint employer rule in the Federal Register, which tightens the test used to analyze whether workers are jointly employed by affiliated businesses. The final rule is intended to roll-back the stricter Obama-era standard that business interests have longed to overturn.

History of Joint Employer Rule

Under longstanding NLRB precedent, two employers could be joint employers if they shared or codetermined matters governing the employees’ essential terms and conditions of employment. Until 2015, to be a joint employer, a business had to exercise “direct and immediate” control over these employment matters

Then, the Obama-era NLRB overruled the old standard in its decision in Browning-Ferris, and substantially relaxed the standards for proving joint Continue reading

2019 Year in Review and 2020 Forecast: Employment Law Updates in D.C., Maryland, and Virginia

Over the past year, there were a number of changes in the employment law landscape throughout the District of Columbia, Maryland, and Virginia.  To keep employers apprised of the latest developments in these jurisdictions, below is a recap some of the key laws that took effect or were enacted in 2019 and a forecast of potential changes on the horizon in 2020.

shutterstock_DCTipped Wage Workers Fairness Amendment Act of 2018 Not Fully Funded: The D.C. City Council enacted the Tipped Wage Workers Fairness Amendment Act in October 2018, which had the immediate impact of repealing Ballot Initiative 77 – a voter-approved ballot that eliminated the use of the tip credit in D.C.  Thus, employers with tipped employees are still permitted to take a tip credit toward meeting minimum hourly wage requirements.  But the Act also imposes certain training, reporting, and notice requirements for all employers of tipped employees – many of which have yet to take effect due to the lack of funding.

As explained in our previous blog article, the Act imposes certain training and notice requirements on all employers of tipped employees.  The date on which employers must implement sexual harassment prevention training and provide the requisite notice to tipped employees, however, has not yet been determined, as a majority of the Act’s requirements have not been approved through budget funding.  To date, the only provisions of the Act that are in effect, besides the repeal of Ballot Initiative 77, are related to employee and manager training on D.C.’s Minimum Wage Act Revision Act, certain notices to employees regarding their tips, and third-party payroll and wage reporting requirements (beginning Jan. 1, 2020).  Employers should monitor this law throughout 2020, as it will likely be funded sometime next year.

Employees Can Claim D.C. Paid Leave Act Benefits Beginning July 1, 2020: D.C.’s Universal Paid Leave Amendment Act of 2016 (“Paid Leave Act”) provides up to eight weeks of parental leave to bond with a new child, six weeks of family leave to care for an ill family member with a serious health condition, and two weeks of medical leave to care for one’s own serious health condition.  D.C. employees who take paid leave will be eligible to receive up to $1,000 per week, depending on their wage level.  The leave program is funded by a quarterly 0.62% payroll tax on businesses that  expected to generate a total of $250 million each year.

July 1, 2019 marked the date on which the District began collecting taxes from employers in preparation to administer paid leave benefits beginning on July 1, 2020.  Employers should ensure that they have the Paid Family Leave Notice posted in their workplace, along with other labor law posters, by February 1, 2020, and ensure that all new employees hired after February 1, 2020 are provided with an electronic or hard copy of the notice.  The proposed benefits regulations that contain instructions on how employees file for benefits are being finalized by the D.C. Department of Employment Services (“DOES”) and are expected to be rolled out in the next few months.  Employers should familiarize themselves with this rule and the anticipated regulations, especially if they have not paid the quarterly taxes that DOES began collecting six months ago.

For further details on the D.C. Paid Leave Act and employer obligations, please check out our prior blog post.

Minimum Wage Increase in 2020: Under D.C.’s Fair Shot Minimum Wage Amendment Act of 2016, the minimum wage in the District of Columbia increased from $13.25 per hour to $14.00 per hour on July 1, 2019, and the base minimum wage for tipped employees increased from $3.89 per hour to $4.45 per hour.  The law also provides for a progressive increase to $15.00 per hour on July 1, 2020, and a base increase of $5.00 per hour for tipped employees.

Drug Testing/Marijuana Updates Expected in 2020: The D.C. City Council is considering two bills that would eliminate drug testing employees for marijuana.  Possession of marijuana and its recreational use is legal in D.C., and many employees have a valid prescription for medicinal marijuana.  However, under current law, employees can still be disciplined at work if they test positive for marijuana.

The Prohibition of Marijuana Testing Act of 2019 proposes to eliminate marijuana testing as a condition of employment unless required by law.  The second bill, the Medical Marijuana Program Patient Protection Amendment Act of 2019, would prohibit discriminating against D.C. government employees who are enrolled in the medical marijuana program, and would do away with marijuana testing on such employees who have a valid prescription under the program.  This rule was already rolled out as emergency legislation in June 2019 but only went into effect for 90 days.  Although neither of these laws are final, and private sector employers have not been impacted by these proposals yet, it is certainly something to keep a close eye on.  Many states across the country have already, or are beginning to, incorporate employee protections in marijuana legislation, which significantly alters traditional employer policies, procedures, and practices related to drugs and drug testing policies.

shutterstock_MarylandLaw Regarding Noncompete and Conflict of Interest Clauses Imposed Restrictions on Employment Agreements: A new Maryland law that went into effect on October 1, 2019 prohibits employers from including noncompete or conflict of interest clauses in any employment contract with an employee earning $15 or less per hour or $31,200 or less annually.  Such provisions are considered void as against public policy.  However, the bill specifically provides that employers may still prohibit such employees from taking client lists or other proprietary client-related information.  Employers should carefully review their employment agreements with employees who are considered lower wage earners and revise them, as necessary, to ensure that company interests are protected while still complying with the law.

Workplace Harassment Amendment Expanded Scope of Liability for Employers: On October 1, 2019, under HB 679/SB 872, several changes to Maryland’s anti-discrimination law went into effect, which vastly expanded the scope of liability for employers under State law.  For instance, the definition of “employee” was expanded to include independent contractors; the definition of “employer” was revised to increase the scope of liability for cases of harassment from any employer with 15 or more employee to any employer with a single employee; and a definition of harassment was specifically provided in the statute.  Additionally, the time period for filing a complaint of harassment with the local human rights commission was expanded from six months to two (2) years, and the time period for filing a lawsuit alleging harassment in violation of the state anti-discrimination law was expanded from two (2) years to three (3) years.  Employers should be wary of these changes to Maryland’s discrimination laws, as it certainly expands the risk of employer liability in Maryland and makes Maryland courts a more attractive forum to pursue such claims.

Equal Pay Law Penalties Increased: Penalties for Maryland’s Equal Pay for Equal Work law increased on October 1, 2019.  Employers found to have violated the law two (2) or more than three (3) times within a three-year period may be assessed a penalty equal to 10% of the damages owed by the employers, which are paid into the General Fund of the State of Maryland.

Organ Donation Leave: Under the HB 1284, which took effect on Oct. 1, 2019, employers with 15 or more employees are required to provide eligible employees (employed for at least 12 months and at least 1,250 hours during the previous 12 months) up to 60 business days of unpaid leave in any 12-month period to serve as an organ donor, and up to 30 business days of unpaid leave in any 12-month period to serve as a bone marrow donor.  Employers should consider adding a new provision to their leave policies in their Employee Handbooks and pay particularly close attention to any requests from employees for time off to donate an organ or bone marrow.  Notably, such organ donor leave does not run concurrently with leave taken pursuant to the Family and Medical Leave Act.

Ban the Box Legislation Vetoed by Governor Hogan: Legislation passed by the Maryland General Assembly prohibiting employers with 15 or more employees from asking about an applicant’s criminal record prior to the first in-person interview was vetoed by Governor Larry Hogan in May 2019.  Note, however, that there are several local ban-the-box laws throughout Maryland, including those enacted by Baltimore City, Prince George’s County, and Montgomery County – all of which provide greater restrictions on employers than what was proposed under the proposed bill.

Minimum Wage Increase in 2020: Beginning on Jan. 1, 2020, the minimum wage in Maryland will increase from $10.10 per hour to $11.00 per hour.  Please note, however, that employers in Montgomery County, MD and Prince George’s County, MD are subject to separate, higher minimum wage rates, which may also vary depending on the size of the employer.

Maryland OSHA Still Has Not Adopted the E-Recordkeeping Rule: Maryland OSHA (“MOSH”) is the only state-plan safety and health agency in the country that has not adopted federal OSHA’s e-Recordkeeping Rule, which was promulgated back in May 2016.  Under the revised federal rule issued in January 2019, which MOSH is required to adopt, establishments with 250 or more employees and establishments with 20 or more employees in high hazard industries are required to submit their 300A data by March 2nd of every year through federal OSHA’s Injury Tracking Application.  Covered establishments should closely monitor this rule and be prepared to submit their 300A data, as it is will likely be finalized prior to the upcoming March 2, 2020 data submission deadline.

shutterstock_Virginia (1)Repeal of Jim Crow-era Minimum Wage Exemptions: HB 2473 was enacted in March 2019 in an effort to modernize Virginia’s minimum wage law and to repeal certain Jim Crow-era provisions that endorsed wage discrimination against African Americans.  The legislation rescinded exemptions that allowed employers to pay less than the minimum wage to newsboys, shoeshine boys, ushers, doormen, concession stand attendants, cashiers in theaters, and babysitters who work 10 hours or more per week.

Written Wage Statements Now Required in Virginia: Beginning on January 1, 2020, Virginia employers (with the exception of agricultural employers) must provide paystubs to employees on each regularly scheduled payday.  Virginia Code § 40.1-20 was amended in April 2019 to require employers to provide a written statement by pay stub or online, which must include the following:

  1. The name and address of the employer;
  2. The number of hours the employee worked during the pay period;
  3. The employee’s rate of pay;
  4. The gross wages earned by the employee during the pay period; and
  5. The amount and purpose of any deductions.

Given that the current law only requires employers to provide a written statement of employees’ gross wages and any deductions upon request, this may be a significant change for many employers.  It is prudent to take steps to ensure that accurate pay stubs are provided beginning on January 1, 2020.  Employers that already issue pay stubs should review their current payroll systems to verify that all of the code’s requirements, as listed above, are included in employee pay stubs.

Bi-Partisan Bill Limiting Non-Compete Agreements Not Put Up for Vote: A proposed bill that prohibits employers from entering into, enforcing, or threatening to enforce non-compete agreements with low-wage workers passed the Senate and House Commerce and Labor Committee.  But the General Assembly did not put this bill up for a vote in the House during the last legislative session.  Virginia employers should pay close attention to this bill moving forward, as it has bi-partisan support and other states have have continued to enact similar provisions, including Maryland.

Efforts to Increase Minimum Wage Fall Short: At least four bills were introduced in the General Assembly in 2019 to raise Virginia’s minimum wage, which is currently set at the federal floor of $7.25 an hour.  Most of these bills were left in committee.  One bill that did pass the Senate Commerce and Labor Committee would have mandated annual increases to the hourly minimum wage, raising it to $8 this year and reaching a final rate of $11.25 in 2022.  Another bill that would have increased the minimum wage to $10 this year, $13 next year, and $15 by 2021 made it through committee but was then struck down by a Senate vote of 21-19.  While none of these bills managed to increase the state minimum wage, efforts to increase the state minimum wage will certainly be an agenda item during the next legislative session.  Given the narrow split on the issue, it is only a matter of time before Virginia’s minimum wage increases.

Marijuana Legislation at the Forefront of Issues for 2020: Currently, marijuana is strictly prohibited in Virginia and previous marijuana legislation efforts in the General Assembly have failed.  However, with the advent of the November 2019 elections and democrats now controlling both the House of Delegates and the Senate, it appears that marijuana legislation is on the horizon.

Delegate Lee Carter pre-filed a bill (HB 87) for the 2020 legislative session that would decriminalize marijuana and allow adults 21 and older to possess and purchase cannabis from licensed retailers.  Additionally, the bill would impose a 10 percent tax to fund veteran initiatives, transportation, and local municipalities.  The bill also contains specific prohibited employment practices, which appear to limit an employer’s ability to discipline employees for use of marijuana outside of the workplace.  Finally, Democratic Attorney General Mark Herring recently held a “Cannabis Summit” in Richmond to discuss decriminalizing marijuana and comprehensive marijuana reform, which includes recreational legalization.  This topic is gaining significant attention heading into 2020, so employers should pay close attention to the bill pre-filed with Virginia General Assembly.

New Year’s Resolutions Aplenty for Illinois Employers

By Aaron R. Gelb

shutterstock_checklistWhile many employers view California as a particularly challenging state in which to do business due to the variety of “unique” workplace laws and regulations, Illinois is not very far behind after a rather busy legislative session during the first year of Governor JB Pritzker’s term.  Whether or not you plan to hit the gym in 2020 or eat more vegetables next year, here is a list of New Year’s resolutions every organization should adopt if it has employees in Illinois:

□          Make sure you are not asking applicants about their salary history.

Hopefully, this is not on your list of New Year’s resolutions because the bill went into effect on September 29, 2019 after being signed into law by Governor Pritzker over the summer.  Under this new law, the Illinois Equal Pay Act has been amended to bar employers from asking a job applicant about their salary history.  Illinois employers may no longer screen or disqualify applicants because of their current or prior salary, nor can they insist that an applicant disclose his or her salary history in order to be interviewed, considered for or offered employment.  Forget about going straight to the source as the law also prohibits seeking such information from the applicant’s former employer.  Perhaps most significantly, the amendment also prohibits employers from factoring salary history information into compensation or hiring decisions even if an applicant provides the information voluntarily without prompting

□          Allow your employees to discuss their wages or other compensation issues with each other.

While Illinois employers can still prohibit select employees—human resources, for example—from disclosing confidential wage and salary information, they cannot otherwise place such restrictions on other employees.  The ability to discuss compensation has long been protected by federal law, so this new Illinois law should not pose any particularly unique challenges for Illinois employers.  That said, employers should take steps to ensure their managers understand the extent of the rights afforded their employees to openly discuss such issues, even if it has the potential to cause waves with their coworkers.

□          Schedule sexual harassment training in the latter part of the year.

Beginning July 1, 2020, Illinois employers will be expected to provide annual workplace sexual harassment training to employees and managers.  While the IDHR will be required to develop and make available a model sexual harassment prevention training to the public at no charge, it is not clear at this time when that will take place.  In the meantime, employers may develop their own program or wait for the free model program to be released.  Those employers that opt to create their own program must ensure that it includes an explanation of sexual harassment, examples of unlawful sexual harassment, a summary of relevant federal and state statutory provisions, and a summary of the employer’s responsibilities under the law.

□          Update your EEO policies.

There have been several amendments to the Human Rights Act, which will become effective July 1, 2020. Importantly, with a few limited exceptions, the amendments make the Illinois Human Rights Act (“HRA”) applicable to all Illinois employers, not just employers with 15 or more employees.  The HRA will now also apply to working environments beyond the physical location at which employees perform their assigned duties, which means that remote workers who claim to have been harassed online may presumably bring a claim against their employer; whether that will apply to individuals employed outside of Illinois but work for an Illinois company or report to an office in Illinois, remains to be seen.  This also means that employers would be well-advised to pay closer attention to off-site events such as holiday parties and ensure that any off-site incidents that are brought to the company’s attention are addressed as if they had occurred in the workplace.  EEO policies should also be revised to reflect the fact that the HRA now protects against discrimination or harassment on the basis of an individual’s “perceived” status; meaning that an employee may now bring a claim that they were discriminated against or harassed because they were perceived to be from a certain country or of a certain sexual orientation, for example, even if that is not the case.

Employers that operate a restaurant, bar or casino will face additional requirements intended to protect their employees from sexual harassment, including the need to (1) provide certain employees with personal safety and notification devices that may be used to summon help if they are the victim of or are witnessing sexual harassment or a crime; (2) expressly inform each of their employees about the protections against sexual harassment and discrimination as provided by state and federal law (by giving them a copy of a harassment-free workplace policy); and (3) to take measures to separate employees from offending guests and accommodate employees who seek legal protection against offending guests.

□          Reevaluate your drug testing policy and procedures.

The Cannabis Regulation and Tax Act (“CRTA”), which goes into effect January 1, 2020, allows individuals 21 years of age and over to consume, possess and purchase cannabis. Unlike most of the other states that now allow recreational cannabis use, Illinois took the additional step of amending the Illinois Right to Privacy Act to include cannabis within the definition of lawful products.  The Right to Privacy Act, often referred to as a smokers’ rights law, prohibits employers from taking adverse actions (refusing to hire, terminating, demoting) against employees because they use a lawful product while not at work.  While the CRTA does not prohibit employers from adopting policies concerning drug testing, use, or storage while at work or on call, an employer must—in order to discipline or discharge an employee—have a good faith belief that the employee manifests specific, articulable symptoms while working that decrease or lessen the employee’s performance of the duties or tasks of employee’s job.  The statute sets forth a number of factors that may be considered, such as disregard for the safety of the employee or others, carelessness, physical dexterity, agility, speech and irrational or unusual behavior, among others.  If an employer elects to discipline any employee on the basis that the employee was under the influence or impaired by cannabis, the employer must afford the employee a reasonable opportunity to contest the basis of the determination.  The State has yet to issue regulations that provide guidance regarding what constitutes a “reasonable opportunity” to challenge such a finding; for now, employers would be wise to adopt a specific process that can be used to document the explanation offered by the employee and the company’s ultimate conclusion.  Given these requirements, employers will likely be unable to justify taking an adverse action against an employee because of a positive random test result or against an applicant due to a pre-employment test.

□          Prepare the necessary disclosures regarding adverse judgments.

The amendments to the Human Rights Act also require employers to make certain disclosures to the Illinois Department of Human Rights.  Beginning July 1, 2020, employers must make annual disclosures to the IDHR with information about adverse judgments or administrative rulings against them in the prior year.  The required disclosures cover the number of adverse judgments or administrative rulings, whether an employee obtained equitable relief, and a breakdown of the judgments and rulings by unlawful employment practice including sexual harassment and discrimination on the basis of sex, race, color, national origin, age, religion, disability, military status or unfavorable discharge from military status; sexual orientation or gender identity; and any other characteristic protected under the Human Rights Act. It is not yet clear—as no regulations have issued to date—the means by which these disclosures must be made.  The IDHR will compile the reported information about adverse judgments and administrative rulings for publication in an annual report, but it will aggregate individual data to avoid exposing personal information.  Note, also, that the IDHR while investigating a charge filed under the Illinois Human Rights Act, may request similar information about an employer’s settlements in the preceding five years that involved allegations of sexual harassment or unlawful discrimination occurring in the workplace or involving an employee or corporate executive.

□          Reassess your arbitration agreements.

Beginning in January 2020, the Workplace Transparency Act (“WTA”) bars employers from unilaterally requiring that a current or prospective employee waive, arbitrate, “or otherwise diminish” existing or future claims, rights, or benefits related to unlawful discrimination, harassment, or retaliation.  Unilateral arbitration provisions or “agreements” are quite common and often presented as a condition of employment, so there are many employers that will be impacted by this new law.  However, provisions that would be void in a unilateral agreement under the WTA may be allowed if an employer and the current or prospective employee mutually agree to it in writing, and the agreement reflects “actual, knowing, and bargained-for consideration” from both parties. To comply with the WTA, the agreement must acknowledge the employee’s right to: (1) report a good-faith belief of an unlawful employment practice or criminal conduct to the appropriate governmental authorities; (2) participate in governmental proceedings; (3) make truthful statements or disclosures as required by law, regulation, or legal process; and (4) seek or receive legal advice.  If an employer does not comply with these requirements, the WTA establishes a rebuttable presumption that the condition is unilateral and void as against public policy.

DOL Opinion Letter Clarifies One-Month Representative Period under Section 7(i) Overtime Exemption for Retail and Service Industry Employees

stack of moneyOn September 10, 2019, the U.S. Department of Labor (DOL) issued a new Opinion Letter providing clarity on the Fair Labor Standards Act’s (FLSA)’s Section 7(i) retail or service establishment overtime pay exemption that commissions on goods or services represent more than half an employee’s compensation for a representative period of not less than one month

The FLSA Section 7(i) exempts Continue reading

Practice Pointer: Cross-Check EEOC Charges and Complaints Filed in Court

shutterstock_judge rulingOn June 3, 2019, the U.S. Supreme Court issued a unanimous decision in Fort Bend County, Texas v. Davis, No. 18-525 (2019) – holding that the filing of an EEOC Charge is a non-jurisdictional claim-processing rule.  What this means is Title VII’s charge-filing precondition – i.e. requiring employees to go through the EEOC’s administrative complaint process before filing a discrimination lawsuit – does not necessarily affect the adjudicatory authority of the courts to hear Title VII claims that were not properly raised before the EEOC.  Ultimately, the onus is on employers to identify and raise potential issues regarding improper claims.

In 2010, the plaintiff – an employee of Fort Bend County, Texas – claimed that she was the victim of sexual harassment Continue reading

N.J. Court Opens Door for Employees to File Disability Discrimination Claims for Adverse Employment Actions Related to Medical Marijuana Use

Several states have taken steps toward legalizing marijuana in some form.  However, these laws differ in many respects and raise interesting questions for employers, especially as they relate to off-duty conduct.

While some states such as Arizona, Delaware, and Minnesota provide specific statutory protections for employees that have a valid prescription for medical marijuana, there has been an increase in litigation under state disability discrimination laws for failure to accommodate an employee’s use of marijuana to treat a disability. The lingering question remains whether an employer’s decision to take an adverse action against an employee for using medical marijuana outside the workplace is protected under the Americans with Disabilities Act (“ADA”) or a state’s disability Continue reading

DOL Revises Field Operations Handbook to Clarify Interpretation of FLSA’s Dual Jobs Regulation

Department of LaborThe U.S. Department of Labor (“DOL”) has officially curtailed another controversial interpretation of its dual jobs regulation that has plagued employers for more than decade – i.e. the 20% rule.  This is welcome news for the hospitality industry and other employers who employ tipped employees, as the previous rule effectively forced employers to track and monitor the time that tipped employees spent on non-tipped tasks and “related duties.”  Although the DOL issued an opinion letter rescinding its interpretation of the 20% rule in November 2018, the DOL’s recent revisions to its Field Operations Handbook has official dispelled lingering concerns about the DOL’s interpretation of the Fair Labor Standards Act’s dual jobs regulation and potential enforcement of the 20% rule.

The Tip Credit

Under the federal Fair Labor Standards Act (“FLSA”), employers must pay employees a minimum wage of $7.25 per hour. Various state wage and hour laws impose higher minimum wage requirements, but employers covered Continue reading

Expert Panelists Testify Before EEOC on “Revamping Workplace Culture to Prevent Harassment”

shutterstock_me tooOn October 31, 2018, roughly one year after the beginning of the #MeToo movement, the U.S. Equal Employment Opportunity Commission (EEOC) held a public meeting at agency headquarters in Washington, D.C. entitled “Revamping Workplace Culture to Prevent Harassment.”  The purpose of this meeting was to hear various approaches that different industries are implementing to prevent harassment and provide employers the skills, resources, and knowledge to respond workplace harassment.

Acting Chair Victoria Lipnic began the meeting by noting that the nation is at the apex of a cultural awakening that the EEOC has been tracking for years.  Since the #MeToo movement went viral, hits on the EEOC website Continue reading


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Virginia Promulgates the Nation’s First Mandatory COVID-19 Workplace Safety Regulation

By:  Conn Maciel Carey’s COVID-19 Task Force

On Wednesday, July 15, 2020, Virginia’s Governor Ralph Northan announced the commonwealth’s adoption of an emergency temporary standard (“ETS”) on infectious disease prevention.  With that, Virginia became the first state in the nation to promulgate a mandatory safety regulation designed to prevent and/or reduce COVID-19 infections in the workplace.  VA EOThe Virginia Department of Labor and Industry’s Safety and Health Codes Board voted to approve the ETS after Governor Northam directed the creation of enforceable regulations in a May Executive Order (the same EO that mandated the use of masks in public for all Virginians).  Specifically, Governor Northam directed:

“The Commissioner of the Virginia Department of Labor and Industry shall promulgate emergency regulations and standards to control, prevent, and mitigate the spread of COVID-19 in the workplace. The regulations and standards … shall apply to every employer, employee, and place of employment within the jurisdiction of the Virginia Occupational Safety and Health (VOSH) program.”

Virginia state officials said they were forced to act because federal OSHA had not developed an employer safety standard to protect against infections from the Coronavirus, and thus the burden to do so has been left to the states.

The ETS, which was drafted by Virginia’s Department of Labor and Industry, took effect on July 27, 2020.  The rule will remain in effect as an ETS for at least six months, but can be made permanent through the Virginia OSHA (VOSH) formal rulemaking process defined by state law.  Although the Final Rule has not been published, the rulemaking process has been somewhat public, with early drafts of the rule discussed and debated in public meetings.

Generally, the ETS requires Virginia employers to: Continue reading

D.C. Paid Family Leave Law Takes Effect

Effective today, July 1, 2020, eligible employees in the District of Columbia (“DC”) will be entitled to paid leave up to a designated period depending on the qualifying leave event.DC Flag for Blog  Here, we review and highlight important aspects of DC’s Paid Family Leave law.  For additional discussion on the DC Paid Family Leave law and frequently asked questions, please also see our prior post.

Covered Events and Applicable Leave Periods

The DC Paid Family Leave law provides leave benefits to eligible employees for three types of leave: (1) parental leave; (2) family leave; and (3) medical leave. Continue reading

COVID-19 OSHA Recordkeeping and Reporting: New OSHA Guidance Reverses Course on Work-Relatedness

By Conn Maciel Carey’s COVID-19 Task Force

There are myriad workplace safety and health implications of the COVID-19 pandemic, but one OSHA regulatory obligation about which we have received countless questions the past three months is the requirement to record on an OSHA 300 Log and/or pick up the phone and report to OSHA work-related cases of COVID-19.  This article explains the circumstances the OSHA recordkeeping and reporting obligations related to employee COVID-19 cases.

The Cold and Flu Exemption to OSHA Recordkeeping

By regulation, the common cold and flu are exempt from OSHA’s recordkeeping and reporting requirements (29 CFR Part 1904.5(b)(2)(viii)):

“An injury or illness occurring in the work environment that falls under one of the following exceptions is not work-related, and therefore is not recordable…. The illness is the common cold or flu.”

The rationale for the exemption is that the spread of the cold and flu is so pervasive and potential exposures are ubiquitous within and outside the workplace, so it can be nearly impossible to identify the specific source of infection.

Despite great personal sacrifice around the country in the form of mass self-quarantine, the scale of infection of COVID-19 continues to spread like the flu and common cold, with even more dire consequences.  Nevertheless, OSHA has repeatedly made clear that COVID-19 is not subject to the cold/flu recordkeeping exemption:

“While 29 CFR 1904.5(b)(2)(viii) exempts recording of the common cold and flu, COVID-19 is a recordable illness when a worker is infected on the job.”

OSHA has explained that the cold and flu recordkeeping exemption is not just an OSHA policy or enforcement philosophy.  Rather, it is a part of the regulation itself that went through APA notice-and-comment rulemaking.  And the scientific reality is, COVID-19 is not the cold or flu.  It is a different virus.  So without another rulemaking (that history suggests would take longer than it will to eradicate this illness), OSHA cannot just declare this serious illness to be exempt from recordkeeping and reporting requirements.

Indeed, over a series of guidance documents in April and May, OSHA has doubled-down on its decision that employers must spend time determining whether cases of COVID-19 are more likely than not work-related.

Determine Recordability of COVID-19 Cases

Consistent across all of OSHA’s COVID-19 guidance has been the basic structure for evaluating whether an employee’s COVID-19 case is recordable.  Employers will only be responsible for recording a case of COVID-19 if it meets the following criteria: Continue reading

BREAKING: OSHA Issues Enforcement Policy Relaxing Regulatory Compliance During the COVID-19 Crisis

By Conn Maciel Carey’s COVID-19 Task Force

The Coronavirus pandemic has created unprecedented challenges for employers that are attempting to meet OSHA regulatory obligations – such as annual training, auditing, testing, medical surveillance requirements, and the like – without creating greater risk of exposure to COVID-19 for their employees.  This evening (April 16, 2020), OSHA issued a new Enforcement Memorandum acknowledging that reality.  The enforcement memo, entitled “Discretion in Enforcement when Considering an Employer’s Good Faith Efforts During the Coronavirus Disease 2019 (COVID-19) Pandemic,” provides enforcement relief for employers who exercise good faith in the context of this extraordinary health crisis.

In explaining the need for this enforcement relief, OSHA recognized that:

“Widespread business closures, restrictions on travel, limitations on group sizes, facility visitor prohibitions, and stay-at-home or shelter-in-place requirements” have strained the “availability of employees, consultants, or contractors who normally provide training, auditing, equipment inspections, testing, and other essential safety and industrial hygiene services,” as well as the opportunity for “employee participation in training even when trainers are available.”  Similarly, “access to medical testing facilities may be limited or suspended.”

To address these very real challenges to achieving full compliance with various annual and other regulatory requirements, OSHA issued a temporary enforcement policy based on the agency’s enforcement discretion to relax enforcement of many existing regulatory obligations if complying with these obligations is not feasible or if doing so would pose an unreasonable risk of virus transmission among the employer’s workforce.  Today’s enforcement policy applies broadly to employers in all industry sectors, takes effect immediately, and will remain in effect indefinitely throughout the current public health crisis.

The heart of the new enforcement policy is this:

  • Where an employer is unable to comply with OSHA standards that require annual or recurring audits, reviews, training, assessments, inspections, or testing because of the Coronavirus pandemic, AND the employer has made good faith attempts to comply, OSHA “shall take such efforts into strong consideration in determining whether to cite a violation.”
  • But where the employer cannot demonstrate any efforts to comply or why trying to comply would be more hazardous, a citation may issue as appropriate.

As part of OSHA’s assessment whether an employer engaged in good faith compliance efforts, OSHA will evaluate whether the employer Continue reading

COVID-19 OSHA FAQs about Respirators, Face Masks, and Face Coverings

By Conn Maciel Carey’s COVID-19 Task Force

As concerns about the spread of COVID-19 grow, many employees working in essential businesses have sought to provide or require some form of respirator, face mask, or face covering for employees.  Now, the CDC and White House are recommending that everyone wear some form of face covering any time in public to help reduce community spread of COVID-19.  So, it is important to be aware of the OSHA guidelines and obligations regarding respirators and face coverings in the workplace.  Depending on the type of face mask used, and whether it is required by the employer or permitted for voluntary use, there are certain requirements that employers must follow under OSHA’s respiratory protection standard, 29 C.F.R. 1910.134 and perhaps by other regulatory requirements.

As a starting point, let’s level-set the type of equipment we are talking about.  N95 masks, although they are called masks and look like masks, are actually considered by OSHA to be respirators.  Of course, anything more substantial than an N95 mask, such as half or full face tight-fitting face pieces with a filtering medium, are also considered by OSHA to be respirators.  That type of equipment, whether it is required by the employer or permitted for voluntary use, triggers some requirements of OSHA’s respiratory protection standard that we will discuss below.  Simple paper or cloth masks, like dental or non-N95 surgical masks, on the other hand, are not considered to be respirators, and do not trigger any requirements under 1910.134.

OSHA’s respiratory protection standard provides that a respirator shall be provided to each employee when such equipment is necessary to protect the health of such employee; i.e., if there are exposures to chemicals or other hazardous agents above permissible exposure limits.  If a respirator is necessary because of exposure levels or simply because an employer mandates employees wear respirators, the employer must establish a written respiratory protection program that includes numerous elements such as fit testing, medical evaluations, procedures for proper use, storage and cleaning, and training.

OSHA’s initial Guidance for COVID-19 in the Workplace described four exposure risk categories (lower, medium, high, and very high) that workplaces and job tasks fall into, and the safety precautions that should be considered for each risk level, including what personal protective equipment (“PPE”) may be appropriate.  The majority of workplaces, other than healthcare workers and those with regular close contact with known or suspected COVID-19 patients, fall into the lower or medium risk category.  As of today, neither OSHA nor the CDC has issued guidance indicating that N95 respirators, or any other device considered to be a respirator, is required in lower- and medium-risk workplaces to protect employees from exposures to COVID-19.

However, that does not answer the question about what, if any, regulatory requirements there are if employers permit employees to voluntarily use N95s or other negative pressure filtering facepieces.  OSHA most succinctly addressed which parts of 1910.134 apply to the voluntary use of N95 masks in a 2009 Interpretation Letter with this statement:

“If respiratory protection is not required and the employer did not advise the employee to use [an N95 dust mask], but the employee requested to use a dust mask, it would be considered voluntary use. Under these conditions, there would be no requirement to develop a written respiratory protection program; however, the employer would be responsible for providing the employee with a copy of Appendix D of 1910.134[, which outlines information for employees using respirators when not required under the standard].”

The voluntary use of N95 masks by employees does not require Continue reading

COVID-19 Pandemic FAQs – OSHA Injury and Illness Recordkeeping and Reporting

By Eric J. Conn and Lindsay A. Disalvo

There are myriad workplace safety and health implications of the COVID-19 pandemic, but one OSHA regulatory obligation about which we have received countless questions in recent days is the requirement to record and/or report work-related cases COVID-19.  Below are two FAQs that describe the relevant analysis in more detail.

  • Do I have to record a case of COVID-19 of an employee on my OSHA 300 Log?

By regulation, the common cold and flu are exempt from OSHA’s recordkeeping and reporting requirements (29 CFR Part 1904.5(b)(2)(viii)):CV19

“The illness is the common cold or flu (Note: contagious diseases such as tuberculosis, brucellosis, hepatitis A, or plague are considered work-related if the employee is infected at work).”

The rationale for the exemption is that the spread of the cold and flu are so pervasive that it is typically near impossible to identify the source of infection; i.e., there would be no reasonable way to determine whether it was more likely than not that the illness was caused by an exposure in the workplace.

Despite great sacrifice around the country, the scale of infection of COVID-19 is expected to soon spread like the flu and common cold, but OSHA has already expressed in guidance that COVID-19 is not subject to the cold/flu recordkeeping exemption:

“While 29 CFR 1904.5(b)(2)(viii) exempts recording of the common cold and flu, COVID-19 is a recordable illness when a worker is infected on the job.”

Industry has been advocating to OSHA to have the agency reconsider that initial declaration, but it does not appear OSHA will be exempting this novel strain of Coronavirus from the recordkeeping and reporting requirements any time soon.  OSHA has been maintaining a Safety and Health Topics page for COVID-19 and separate Guidance on Preparing Workplaces for COVID-19 that it updates periodically as more information becomes available.  In its most recent update to that page, OSHA appeared to double down on its decision that employers must spend time determining whether cases of COVID-19 are work-related.  The guidance has been updated to be more explicit, with OSHA explaining that COVID-19 can be a recordable illness if the worker becomes infected while performing his or her work-related duties. Continue reading

March Update on How Employers Can Respond to COVID-19 with FAQs

By:  Kara M. Maciel and Beeta B. Lashkari

Since publishing our previous post last month, there have been a number of significant developments related to the 2019 Novel Coronavirus – now officially called “COVID-19.”  Notably, during the week of February 23, 2020, the U.S. Centers for Disease Control and Prevention (“CDC”) reported community spread of the virus that causes COVID-19 in California, Oregon, and Washington.  Community spread in Washington resulted in the first death in the U.S. from COVID-19, as well as the first reported case of COVID-19 in a health care worker, and the first potential outbreak in a long-term care facility.

Recent Developments and Federal Guidance

  • CDC has published an Interim Guidance for Businesses and Employers, cautioning employers to use the guidance to determine the risk of the Coronavirus, and not to use race or country of origin to make a determination. The guidance covers recommended strategies for employers to use, including: (1) actively encouraging sick employees to stay home; (2) separating sick employees; (3) emphasizing staying home when sick, respiratory etiquette and hand hygiene by all employees; (4) performing routine environmental cleaning; and (5) advising employees before traveling to consult CDC’s Traveler’s Health Notices and other CDC guidance.  Additionally, the guidance states that if an employee is confirmed to have COVID-19, employers should inform fellow employees of their possible exposure to COVID-19 in the workplace, but maintain confidentiality as required by the Americans with Disabilities Act (“ADA”).

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How Employers Can Respond to the 2019 Novel Coronavirus Outbreak

By:  Kara M. Maciel and Beeta B. Lashkari

Medical ExamThe 2019 Novel Coronavirus (“2019-nCoV” or “coronavirus”) is a respiratory illness that, with its spread to the United States, is raising important issues for employers.  This guide explains the outbreak, the legal implications of it, and how employers should be responding now to employees who might have the virus, are caring for affected family members, or are otherwise concerned about their health in the workplace.

The Coronavirus Outbreak

First detected in Wuhan, Hubei Province, China, 2019-nCoV is a respiratory virus reportedly linked to a large outdoor seafood and animal market, suggesting animal-to-person spread.  However, a growing number of patients reportedly have not had exposure to animal markets, indicating person-to-person spread is occurring.  At this time, it is unclear how easily the virus is spreading between people.  Symptoms of coronavirus include fever, cough, difficulty breathing, runny nose, headache, sore throat, and the general feeling of being unwell.  The incubation period is approximately 14 days, during which time an individual may see no symptoms but may still be contagious. Continue reading

The Final Overtime Rule Explained:  What Every Employer Must Do Next

By: Kara M. Maciel and Lindsay A. DiSalvo

shutterstock_losing moneyAfter receiving over 116,000 comments on its Proposed Rule to revise the version of the Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees Rule (“Overtime Rule”) promulgated in 2016, the U.S. Department of Labor (“DOL”) has issued a final, revised version of the Overtime Rule.  On September 24, 2019, the DOL announced the final Overtime Rule (“revised Overtime Rule”) through a press release touting the impact of the Rule and highlighting its major changes.  Notably, the press release reflects the significant impact the change in the threshold salary level for the white-collar exemptions is projected to have on employees – lowering the number of employees likely to become eligible for overtime pay from 4.2 million under the 2016 version of the Overtime Rule to 1.3 million.  This is due to the DOL decreasing the salary threshold level from $913.00 per week to $684.00 per week under the revised Overtime Rule.

Significantly, the Rule takes effect on January 1, 2020 – in just under 100 days.  This timeline does not provide for a phase-in period as advocated for by many commenters and trade associations, and is a much shorter time period than 192 days employers were given in 2016 when the Overtime Rule was promulgated, and the 120 days given in 2004.  As justification for this timeline, the DOL stated that Continue reading

Hurricane Headaches: HR Tips for Employers

Hurricane.jpgHurricane Dorian is approaching the Southeastern United States, and first and foremost, employers need to make sure their employees, customers, and guests are safe from the storm.

Natural disasters such as hurricanes, earthquakes and tornadoes have posed unique human resource (HR) challenges from wage-hour to FMLA leave and the WARN Act. The best protection is to have a plan in place in advance to ensure your employees are paid and well taken care of during a difficult time.

Although no one can ever be fully prepared for such natural disasters, it is important to be aware of the federal and state laws that address these situations. Our guidance can be used by employers in navigating through the legal and business implications created by events such as hurricanes.  In addition, the information may be applicable to other crises and disasters, such as fires, flu epidemics and workplace violence.

Frequently Asked Questions

If a work site is closed because of the weather or cannot reopen because of damage and/or loss of utilities, am I required to pay affected employees?

The Fair Labor Standards Act requires employers to pay their non-exempt employees only for hours that the employees have actually worked. Therefore, an employer is not required to pay nonexempt employees if it is unable to provide work to those employees due to a natural disaster.

An exception to this general rule exists when there are employees who receive fixed salaries for fluctuating workweeks. These are nonexempt employees who have agreed to work a specified number of hours for a specified salary. An employer must pay these employees their full weekly salary for any week in which any work was performed.

For exempt employees, an employer will be required to pay the employee’s full salary if the work site is closed or unable to reopen due to inclement weather or other disasters for less than a full workweek. However, an employer may require exempt employees to use available leave for this time. Continue reading


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About Bulladora

Hello and welcome to the official Bulladora Music Experience Facebook page. If you'd like to get the latest news about the Festival, then please 'Like' this page.

Upcoming events in Bulladora

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FK BATE Borisov is a Belarusian football team from the city of Barysaw. Their new stadium, the Borisov Arena (capacity 12,896), was planned and built by OFIS Architects, Ljubljana (Slovenija). OFIS was established in 1996 by Rok Oman and Špela Videčnik, both graduates of the Ljubljana School of Architecture and the London Architectural Association. They tried to maintain as many of the existing trees on site as possible. Traffic and parking is organised between the forest, which enhances the contrast between nature and high tech architecture. And apparently it also makes a good scenery for wedding photo shootings …

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Fender Road Worn '50s Telecaster
Fender Road Worn '50s Telecaster

Road Worn '50s Telecaster, TLC-Shaped Guitar from Fender in the Road Worn Telecaster series.

thsave 04/15/2009

Fender Road Worn '50s Telecaster : thsave's user review

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Tl is a "relic" made in Mexico with 2 tex mex pickups, jumbo frets.
MODEL is my blonde finish, a Russianness my taste.
The bridge is vintage three bridges.
There are 3 posistion, neck, and inter acute.
The handle is in C, with quite frets pais Paisses also.

The handle is enjoyable for the first model test, including the famous Mexican baja if requested, we have another level, nothing to see, even from the US MODEL base, the Getting started is between acoustic and electric thunder is a compromise IDAL, having larger frets also gives the feeling of the scale but it's all words, then move the try it!!

The sound is clear and prcis in three colors, I think we can play in any style because the sound does not seem too typical is the word that appears neutral but I have a small amp Champion lamp 600, there are three tones round out the meduim acute. With the position 1 and 2 and a sound effect, by closing your eyes I seem to have a sound in his hands.

For the price, it has a trs good guitar, I bought London 650 pounds, less than 700 is standard, I can not believe the look relic is r USSI, we like the look, the finish seems high-end, a US base infrieure me parat now at least at the neck (subjective opinion), that is, I fell in love! Some will understand, in short, she is beautiful, it sounds, look fabulous.


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Thursday, 26. September 2019, Green Mountain High School, Spinphony at Green Mountain High School 2019

from 26. September 2019 - 19:00 till 21:30

Green Mountain High School

Show map
Event description

Making their first Green Mountain High School appearance, Spinphony performs Thursday, September 26 for a concert benefitting Green Mountain aea orchestras.
Chamber Orchestra Students - Since you're performing, we have seats reserved for you at a discounted rate. Friends and family will need to purchase their own. Ask Mrs. Hawley for info.
About Spinphony:Crossover string quartet “Spinphony” is breaking down barriers between classical, rock, and pop music. Mixing and mashing catchy melodies into unique arrangements and original compositions, the high energy quartet is more like a rock band with added choreography and beats from a DJ.
Spinphony is comprised of Brett Omara and Anna Morris on violin, Michaela Borth on 5 String, and Kari Clifton on cello. Combined, the ladies have been playing their instruments for over 100 years. They are not sisters but get asked that a lot. The four met freelancing in the Denver music scene and are all classically trained graduates of music conservatories including Manhattan School of Music, Lamont School of Music, and SUNY Purchase.
Spinphony has performed at Red Rocks Amphitheater, Summit Music Series, Brookfield Art Series, Denver Museum of Art Final Fridays, Cherry Creek Arts Festival, Lonetree Arts Center, Lakewood Cultural Center, Dairy Center, to name a few. They have collaborated with the Pueblo Symphony, Frequent Flyers, 2 Cellos, Evanescense, Josh Groban, Il Divo, Il Volo, and more.
The quartet also loves working with students and have taught masterclasses at Denver School of the Arts, Denver East High School, and Lakewood High. They hope their music inspires young musicians to be creative and entrepreneurial in their studies.

Spinphony at Green Mountain High School 2019, Green Mountain High School event

Winning Wellness Workshop ~ August 2020

Winning Wellness Workshop ~ August 2020

Wednesday 26. August 2020
Winning Wellness Workshop ~ October 2020
Wednesday 28. October 2020
Winning Wellness Workshop ~ January 2021
Wednesday 27. January 2021
Friday 27. November 2020
CoderDojo Denver FREE Saturday Kids Coding Camps
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Saturday 10. October 2020
Sparklab 2020: Level Two / Manufacturer
Thursday 10. September 2020
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Jamaican Georgian architecture

Jamaican Georgian architecture is an architectural style that was popular in Jamaica between c. 1750 and c. 1850.[1] It married the elegance of Georgian styling with functional features designed to weather Jamaica's tropical climate.[2] It was used at all levels in society, from the most important public buildings to humble domestic dwellings.

There is a related style of furniture.[3]

Many of Jamaica's railway stations were constructed in this style.[4]

See alsoEdit

  1. ^ The Georgian Society of Jamaica.
  2. ^ THE GENIUS OF DESIGN IN JAMAICA, www.jtbonline.org.
  3. ^ Jamaican Georgian Armchairs, www.icollector.com.
  4. ^ Jamaica's railway stations, Jamaica National Heritage Trust.

External linksEdit


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Letters to Atticus/3.11

To Atticus at RomeEdit

Thessalonica, 27 June 58 BCEdit

I have been kept at Thessalonica up to this time as well by your letter and some good news (which, however, did not rest on the best authority), and the expectation of hearing from you all at Rome, as by the fact that you advised my doing so. When I receive the letters which I expect, if there turns out to be the hope which rumour brings me, I shall go to your house;[1] if otherwise, I will inform you of what I have done. Pray go on, as you are doing, and help me by your exertions, advice, and influence. Cease now consoling me, but yet don't chide me; for when you do that, I fail to recognize your affection and regret! Yet I believe you to be so distressed yourself at my wretchedness, that it is not within anyone's power to console you. Give your support to Quintus, my best and kindest of brothers. Pray write to me fully on everything.

27 June.

  1. I.e., to the house of Atticus at Buthrotum.


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Map of Esquipulas Guayabal

We have created a several maps Esquipulas Guayabal of various types to get a road trip planner, drive from one place to another, or find directions.

Use the controls on each of the maps so you can see Esquipulas Guayabal closer or farther, in addition to the surroundings.

We show you below a complete collection of maps of ESQUIPULAS GUAYABAL (Chapultenango, in the State of Chiapas) so that you can place the town with satellite Earth images, road route maps, or find out the geography of this beautiful place by browsing its topography.

How to get to Esquipulas Guayabal by road:

Satellite and Earth photos of Esquipulas Guayabal:

Topography and relief map of the surroundings of Esquipulas Guayabal:

the town of Esquipulas Guayabal is located in the Municipality of Chapultenango (in the State of Chiapas). If you want to know more, follow this link.

Here you are more Towns in the Municipality of Chapultenango:


WARC-Identified-Payload-Type: application/xhtml+xml

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New COVID-19 cases are patients and relatives of patients at Da Nang hospital

The new locally transmitted infections bring the total amount of COVID-19 cases nationwide to 558.

All the new cases, including eight men and four women, were recorded in the central city of Da Nang.

Three of the new cases are patients at Da Nang Hospital. One is a 72-year-old woman being treated at the department of internal medicine, neurology and ophthalmology and the others are men aged 25 and 33.

Eight other cases are either relatives of patients being treated at Da Nang Hospital or came into close contact with the positive cases, including a two-year-old boy who was in contact with Patient 509.

Another patient is a 29-year-old man from Hoa Phuoc, Hoa Vang district, Da Nang city. It is not clear if he has any connections with the hospital and his previous whereabouts are being investigated.

Of the 558 confirmed patients so far, 302 are imported cases, and 116 others related to the outbreak in central Da Nang city since July 25.

According to the steering committee’s Treatment Sub-committee, 373 cases have recovered fully, and 183 others are being treated at medical establishments nationwide, including six having tested negative for the virus once, and eight negative at least twice. On July 31, the country reported its two first COVID-19-related deaths.

As many as 91,462 people who had close contact with COVID-19 patients or entered from pandemic-hit areas are under quarantine, including 953 in hospitals, 18,063 in concentrated quarantine facilities and 72,446 at home.

Source: VNA


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About us

Our vision

We want to become the enabler to revolutionize the construction industry.
Our 3D printing solutions bridge digital models with real world of construction.
Our solutions will make sustainable construction become a reality.

Our mission

We develop 3D concrete printing solutions that are:

  • robust and efficient to implement

  • strongly improve working conditions at construction sites

  • reduce dramatically the CO2 footprint of the construction industry

Our values

We are driven by passion, excellence and high ethical standards . We embrace challenges as opportunities to learn and to excel.

We are bold!

Our team

6 different nationalities, strong acumen and unified skills in one team

We are a team of passionate experts in the fields of robotics, mechanical engineering, automation, mechatronics and aerodynamic of sprayed concrete. Every challenge is an opportunity to learn and help us achieve excellence.

Our drive and aim are to shape the construction industry of tomorrow's world and make this sector more efficient and sustainable.

Our team comprises six nationalities. We speak french, english, german, spanish, arabic, vietnamese, italian, romanian and polish. We don't ask you to speak french to join our team.

Agnes Petit

Founder and CEO

Agnes holds a doctorate in cosmochemistry from the ETHZ. She began her professional career working for the leader of building materials. There she acquired the technical basis for concrete materials and was trained for innovation deployment strategies for the construction sector. She then gained operational experience by leading the business development and innovation of the swiss precast leader. After working as an intrapreneur and developing a first 3D concrete printing system, she launched her own start-up and challenge the status quo of the 3D concrete printing.

Helmi Belkamel

Workshop and concrete production

Kamel has worked as a logistician on boats for many years and has more than 7 years of practical experience in the construction sector.  He has had numerous positions in the primary and secondary construction industry on construction sites. He is at ease with a trowel, a soldering iron and also a saw - so he is our "McGyver" and assists in the production of concrete.

Filip Furdui

Mechanical Engineer

After a Bachelor's degree in mechanical and industrial process equipment in Romania, Filip held different positions where he gathered experience in mechanical design and modelling, robotic simulations for various robot type and prototyping.
At MOBBOT, he's in charge of the mechanical design and prototyping of subsystems. Positivity is his mantra.

Arash Askari

Data Science Engineer

After his PhD in structural engineering at Amirkabir University of Technology in Iran, Arash joined the EESD-EPFL lab as a guest researcher. He was responsible for development of the GUI for modeling, analyzing, post processing and the visualization of masonry buildings.

Thanks to his outstanding skills in programming, Arash analyzes all data of the "Sprinting" sessions in order to improve the data processing.

Marc Fragnière

Automation technician

Marc worked in the maintenance, manufacturing and commissioning of automatized systems for the food, pharmaceutical and industrial sectors.

He joined Mobbot to share his knowledge and experience on a smaller scale. Thus, he can manage the globality of a system and has a transversal role. He is the interface between the practical and the technical aspects of our technology. His unbridled motivation has led him to produce the concrete batches for us!

Nathanaël Villard

Foreman, responsible for production

After graduating as a mason (CFC diploma), Nathanaël chose to incorporate the swiss army. He was promoted as Chief master sergeant. His experience in the army has taught him rigour and disciple which he applied to this work. He progressively obtained more responsibilities first as team leader for special works (such as sprayed concrete), then foreman and finally project manager.

Passionate about new technologies and expert with the trowel, there is no doubt why he is part of the team!

Benjamin Galé

Scientific assistant HEIA-FR

InnoSuisse Project

After a CFC in mechanics and a brief spell in civil engineering at EPFL, Benjamin has found his vocation in mechanical engineering. He holds a Master's degree in mechanical engineering from HEIA-Fribourg. He worked with MOBBOT for his term paper and also for his Master thesis. He is currently developing models and simulations in the deposition process of MOBBOT in an aR&D project supported by InnoSuisse at HEIA-FR.

Thomas Ribeaud

CTO and mechanical engineer

Thomas has a Master's degree in mechanical engineering from INSA, Lyon. He has worked as a mechanical and automation designer in several start-ups and high-level scientific projects. For two years, Thomas was a mechanical and maintenance manager on a base in the Arctic. In his free time, he develops CNC in his garage.
He manages MOBBOT's technical development aspects, comprising the automation of MOBBOT's 3D printing system, its mechanics and robotics.

Mélanie Lai

Design and robotic fabrication project manager

CHO - Chief Happiness Officer

After a Bachelor's degree in architecture at EPFL, Melanie completed several internships on sustainable development projects. She then obtained her Master's degree in architecture at the ETHZ and acquired basic skills in digital fabrication. Mélanie is in charge of the parametric design of elements for customers,  development of new robot strategies and production of concrete elements.  She's the guardian of our well-being and "sharing is caring" event organiser.

Aurélie Favier

Ecological construction specialist

Aurélie made a PhD in Materials Chemistry at the University Paris Est. She was then interested to use her knowledge to improve the properties of ecological construction materials at EPFL. With a good background in this field, she now shares with us her experience. She is in charge of the concrete quality, the analysis of the ecological impact of this material and the development of new concrete formulations.

Florence Aubry

Administrative assistant

Thanks to a her career in banking, Florence has an extended knowledge in finance. She is in charge of administrative aspects at Mobbot.

This is a return to the roots after having worked in various European markets. Florence is a Fribourg native and has a deep interest in the Swiss economic system especially in start-ups.

Enzo Tarizzo

Senior automation specialist

Enzo has over 20 years of experience in the field of automation and robotics. He has worked in Italy for large companies such as Iveco, Michelin, Futura Robotica.

He decided to join Mobbot to deepen his international experience and use his skills to actively contribute to organizational growth. He develops the safety aspects of our hardware and software.

Vincent Bourquin

Prof. Dr. Mechanical Engineer HEIA-FR

InnoSuisse Project

Co-head of the branch Sustainable engineering systems institute. Vincent is specialised in technology integration and in the development of systems. He has developed innovation development plans in order to comply with sustainability criteria and has a high level of competence in mechanical engineering innovation and aerodynamics.

We're recruiting -
tell us what sets you apart!

Software engineer - contact us for more information

Automation specialist - contact us for more information

Chief Operation Officer - contact us for more information

Route de la Glâne 26
1700 Fribourg
+41 79 378 4665
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Homepage > Accueil > Special offers or packages > Offres restaurateur et traiteur

Offres restaurateur et traiteur

Le Faitout (Berlou)

- 34360 Berlou

Nathalie and Frédéric welcome you between vineyards and olive groves in Berlou, high above the village of  Saint Chinian to share delicious, market-fresh cuisine, authentic, simple fine food. Le Faitout is first and foremost about "home-made" food, according to the season! The food and the wine served here are born from the quality of the Terroir, with its best produce. Come and enjoy simple pleasures bathed in natural flavours.

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Climate Kimchaek Climate data 1994

Data reported by the weather station: 470250 (ZKKC)
Latitude: 40.66 | Longitude: 129.19 | Altitude: 19
Download climate data

Average climatic values and annual totals

To calculate annual averages, we analyzed data of 365 days (100% of year).

If in the average or annual total of some data is missing information of 10 or more days, this is not displayed.

The total rainfall value 0 (zero) may indicate that there has been no such measurement and / or the weather station does not broadcast.

DataValueComputed days
Average annual temperature:9.8°C365
Annual average maximum temperature:14.3°C365
Average annual minimum temperature:5.3°C365
Annual average humidity:76%362
Rain or snow precipitation total annual:--
Annual average visibility:13.7 Km365
Annual average wind speed:5.5 km/h365

To calculate the average temperature used 2861 measurements.
To calculate the average wind speed used 2860 measurements.

Total occurrences

Number of days with extraordinary phenomena.

Total days with rain:77
Total days with snow:33
Total days with thunderstorm:1
Total days with fog:25
Total days with tornado or funnel cloud:0
Total days with hail:0

Days of extreme historical values in 1994

The highest temperature recorded was 35.7°C on 10 July.
The lowest temperature recorded was -15.5°C on 16 December.
The maximum wind speed recorded was 79.1 km/h on 29 July.

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Climate Eindhoven Climate data 1994

Data reported by the weather station: 63700 (EHEH)
We have hourly data for this weather station. You can see them in: Records
Latitude: 51.45 | Longitude: 5.41 | Altitude: 23
Download climate data

Average climatic values and annual totals

To calculate annual averages, we analyzed data of 365 days (100% of year).

If in the average or annual total of some data is missing information of 10 or more days, this is not displayed.

The total rainfall value 0 (zero) may indicate that there has been no such measurement and / or the weather station does not broadcast.

DataValueComputed days
Average annual temperature:10.9°C365
Annual average maximum temperature:15.1°C365
Average annual minimum temperature:6.6°C365
Annual average humidity:82%363
Rain or snow precipitation total annual:816.65 mm365
Annual average visibility:13.3 Km365
Annual average wind speed:14.2 km/h365

To calculate the average temperature used 8747 measurements.
To calculate the average wind speed used 8742 measurements.

Total occurrences

Number of days with extraordinary phenomena.

Total days with rain:211
Total days with snow:8
Total days with thunderstorm:25
Total days with fog:56
Total days with tornado or funnel cloud:0
Total days with hail:5

Days of extreme historical values in 1994

The highest temperature recorded was 35.2°C on 4 August.
The lowest temperature recorded was -10.5°C on 21 February.
The maximum wind speed recorded was 113 km/h on 27 January.

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