Flag Lighting Is Required Under Federal Law For Anyone Who Flies A United States Flag At Night

The law does not stipulate wattage for fixture, fixture types, lamp types, or even a set number of foot candles.

This is left to the lighting designer to determine, as the intent of the law is what matters here. The point is to place the flag in its own special field of light so that it can be scene clearly regardless of its surroundings or any other types of lighting in its immediate area.

In communities that still permit up lighting, most flag lighting is done with fixtures that shine up the pole and illuminate the flag. There are basically only two types of fixtures that do this: inground and above ground fixtures. Both are highly effective, depending on the application and the environment.

In ground fixtures for flag lighting go into the ground. Because they are buried below the surface, the lamps are shielded from visibility. The advantage to using inground fixtures is they eliminate glare. The degree of illumination is determined by fixture aim.

In ground lights can be purchased with halogen, LED, or HID lamps.

Above ground flag lighting fixtures are mounted at key locations at the base of the flag. They can be affixed to conduits or junction boxes and aimed directly up at the flag. These fixtures have much higher wattages and are only available with HID lamps. They are essentially a form of floodlight that shines a bright beam up the pole at an angle.

The width and intensity of the beam distribution depend on the wattage of the lamp and the aiming of the fixture.

Selecting the right type of lamp is based upon the size of the flag, the height of the flagpole, and the amount of ambient light present in the immediate surrounding environment.

For example, a flag at a car dealership flying on a 30 foot pole is going to be illuminated already by the dealership lights. In order to spotlight such an object, HID above ground lights would be needed to put additional illumination on the flag and make it stand out from its surroundings.

Another example would be lighting a flag in front of a public school. Depending on the height of the pole and the amount of parking lot lighting, either metal halide inground fixtures or HID above ground fixtures would be needed. The final choice should be made after a photometric analysis of the school parking lot and a determination as to which lamp types will best meet the needs of facility.

LED flag lights, while still striving to catch up with other types of lighting, are great ways to save on power and promote a greener environment in certain locations. Many small businesses, subdivision neighborhood associations, and small suburban parks fly flags on poles that that stand less than 15 feet in height.

In these environments, it is often very dark around the flagpole. LED lights are more than sufficient to light flags at night here because there is no ambient light from parking lots or HID outdoor flood lights.

It is very important that those looking into flag lighting also be made aware that many communities are now banning up lighting altogether. In this event, neither in ground nor above ground fixtures are permitted any longer. A down lighting alternative must be worked in order to comply with both municipal dark sky laws and Federal laws on appropriate illumination of American flags.

Lotteries and the Law of Attraction

Lotteries and the Law of Attraction

Lottery players select their numbers using a wide variety of methods. Some methods are based on logic and mathematical formulas and algorithms. Others are based on new age or occult ‘sciences.’ Some methods can border on wacky but the fact remains that if there were really a sure fire way to pick winning lottery numbers the world would be filled with lottery millionaires. One of the stranger methods touted as a sure fire way to win the lottery is the so called ‘law of attraction.’

The law of attraction has been around for about a century and a half. It first appeared in the US in 1879. The law of attraction says that thoughts can influence events and chance. Throughout the years various hucksters have convinced many otherwise logical people that the law of attraction is real. Insomniacs who are prone to watching late night TV have probably seen infomercial huckster Kevin Trudeau hawking his own take on the law of attraction called ‘your wish is you command.’ Is the law of attraction real? Scientists say no but many new agers believe that you can achieve great wealth by wishing it. The 2006 film called ‘The Secret’ prompted renewed interest in the law of attraction.

A recent blog post claims that lottery players can win those big jackpots by sheer belief and that winning the lottery is not a matter of luck but of will and belief. The author claims that by eliminating doubts and negative thoughts lottery players can improve their chances of winning a large jackpot. Once again, if that were so we would have thousands, if not millions, of big lottery winners. Television host Larry King has discussed the law of attraction on his show and remains critical. King stated, “If the Universe manifests abundance at a mere thought, why is there so much poverty, starvation, and death?” ‘Evidence’ supporting the law of attraction is anecdotal at best and belief in the law of attraction seems to be confined to the gullible and the hucksters that take advantage of them.

Lotteries are games of pure chance and no amount of belief will change the outcome of a drawing. It has been shown time and time again that most winners of mega jackpot lotteries such as Powerball, Mega Millions, EuroMillions and other lotteries have used the ‘quick pick’ option where the random number generator at the lottery terminal selects the numbers. Since lotteries are games of chance everyone has pretty much an equal chance of winning and no amount of belief will change that fact.

Get Your Product Patented By A Good Law Firm

When a piece of work, may be of art or of science is invented, it is the creators intellectual property that has been instrumental in the creation of the product. In such a case, it is very important that he or she takes care that all rights that are related to this invention are secured in his or her favor.

The reason behind this is that, if there is no copyright on that physical or intellectual product, then your rivals may take advantage of your invention, misuse it and negatively use it for their benefits. In this case, copyright is very important. In case of business ideas, you should get trademarks and to know the trademark law Scottsdale, you should hire a good law firm.

An invention usually takes place after a thorough research and hard-work, and thus the inventor uses his invention to make some profit. In the same manner, a writer would sell his book to a publisher to earn money or a music composer will sell music to another. To make sure that these products or intellectual properties are not misused and manipulated by others, copyright law is important. If you live in Arizona, you need to find copyright law Arizona, so that you are on the safe side.

What are the features that you should look for while choosing a law firm?

When you have your own piece of art in your hands and you do not want others to take advantage of it, you can hire a copyright law Scottsdale firm that have the knowledge and procedure to get a copyright for your piece of art work. As there are many non-lawyer agents as well who can misguide you and take advantage of your product, you should hire a good law firm.

Only a good firm will be able to deliver best settlements with the trademark offices and courts. They would also take care of all your filing procedures so that you do not have to worry about anything. So, if you also have a vulnerable product, hire a good patent law firm today.

Experience is very important because, without experience a trademark law Arizona firm would not be able to offer you best services. Therefore, when you choose a good company, you must find one that has knowledge and understanding of the subject as well as a thorough idea of all laws of the United States of America.

Missouri Workers Compensation Law a Brief Overview

The workers in the state of Missouri are provided the basic compensation if they sustain injuries at the workstations. From this perspective, the workers compensation claim is easy to comprehend and do not require hiring an attorney to sort out the compensation related issues. But in reality, the Missouri workers compensation law involves many intricacies that encompass a wide area to thaw the various complexities regarding the compensation for the workers.

Missouri workers compensation law: Too Many Complexities to Be Comprehended by the Laymen

The Missouri workers compensation law explicitly states that the labors can claim for such compensation if they have suffered any sort of injury in the course of work. The injuries may be a minor one that requires only the first aid to get healed completely. In case, the injury is of severe type, the injured workers may need to be hospitalized. In that case the volume of compensation as per as the Missouri workers compensation law will be a substantial amount.

Some workers ask if the monetary payment made by the employers in the event of any injury of an individual at the workplace applies to some other specific cases such as suffering injuries while to or from work. The labors can also meet the fatal accidents while travelling as part of the work or on the way of dropping a visit to meet someone on behalf of the company. The Missouri workers compensation law discusses all these issues to let the workers know the specific grounds to apply for the compensation claim.
In most of the cases, it is the employers insurance provider that shows some serious reluctance to pay for the claimed amount. The insurance company requires concrete proof that the applicant was present at the site while he suffered the injury. Until and unless this uncertainty is cleared, the company will not provide even a penny as part of the compensation. Sounds complicated? That is why if any Missouri worker has experienced any sort mishap at the workstation, consulting a lawyer, having sound knowledge of the Missouri workers compensation law is an urgent need for him. The attorney will protect the injured partys interests and take the sole responsibility of snatching the just amount for him. The Missouri law firms handle a variety of cases ranging from the compensation issues to the dwi cases and many more in between them. The specific cases require specialized lawyers. A Missouri dwi lawyer is the perfect choice to solve a different issue drinking while driving.

Missouri DWI lawyer: The Specialist of the Specific Case

As with the case of the Missouri workers compensation law, Missouri dwi law is full of complexities. A dwi charge is brought against a person who is responsible for causing damage to the health or wealth of the second party as he was under the influence of alcohol while driving the vehicle. It is a serious offense and if the charge is proved, the driving license will get suspended for a stipulated time. The involved party has to shell out monetary penalty and the amount to be fined depends upon several factors, present in times of the accident. A Missouri dwi lawyer is the specialist to assist the drivers to help them get back their suspended licenses.

Mandatory Sexual Harassment Training Laws In California, Connecticut, And Maine

Though all states have laws prohibiting sexual harassment on the job, California, Connecticut, and Maine take the step from reactive to proactive by mandating sexual harassment training for supervisors to prevent sexual harassment before it begins. While the three states training measures are similar, there are also significant differences in the specifics. Californias mandatory sexual harassment law (AB 1825) provides detailed requirements for harassment training requirements far more stringent than those of Connecticut and Maine. AB 1825 calls us to a new level of accountability that will undoubtedly influence sexual harassment laws across the nation, said Stephen Paskoff, president of Employment Learning Innovations, Inc., a workplace training firm based in Atlanta. It puts education on the front burner and acknowledges it as any companys best defense against sexual harassment claims.

While each of the states laws designates which companies must provide harassment training, Maine requires the training at companies of only 15 employees or more. Both California and Connecticut specify that companies employing 50 or more employees conduct the training. In this instance, Maines law is more stringent than the other two states. Maine is also more stringent is designating which employees must complete the training. Both California and Connecticut require training for employees with supervisory authority only, while Maines law requires sexual harassment training for all employees, regardless of their positions.

In many areas, however, Maines mandatory harassment training is more lenient. For instance, Maine does not specify the qualifications of a trainer; individual companies are at liberty to choose trainers. In contrast, California and Connecticut require qualified trainers. Connecticut allows a great deal of latitude by designating trainers as individuals employed by the company or other persons who agree to provide the training. California law, however, includes stringent details describing trainer qualifications. Qualified personnel include the following only:
Attorney
Human Resources professional
Harassment prevention consultant
Law school or college professor with knowledge and experience in the prevention and/or handling of harassment, discrimination, and retaliation claims

Paskoff said that by raising the bar on trainer qualifications, California sends a clear message to employers: check the box training is no longer acceptable. A paragraph in an employee handbook, a reminder in a newsletter, an obligatory lecture at a department meeting none of these constitute sexual harassment training. Instead, employers must invest their resources in highly trained professionals with both the knowledge and skills to effectively train and assess participants.

In addition to trainer qualifications, Maine is also more lenient in the areas of documentation. Maine requires no documentation of sexual harassment training, while Connecticut simply encourages documentation. In contrast, California requires it. Again California holds its employers and supervisors to a new level of accountability. In addition to basic documentation that includes the names of the participants and trainers, AB 1825 requires an employer to give each supervisor a copy of its anti-harassment policy and to obtain documentation from each supervisor acknowledging receipt of the policy. The company must then maintain the documentation for two years.

One distinguishing element among the three states harassment training laws is Californias requirements regarding teaching methodology. These requirements set a uniquely high standard. The methodology must include the following elements:
Questions that assess learning
Skill-building exercises
Discussion questions that actively engage participants in the learning process
Questions that assess learning success
Hypothetical situations and scenarios that are true-to-life
Memorable strategies for reporting and preventing sexual harassment
Opportunities for participants to ask questions and receive prompt answers

While both California and Connecticut state that the mandated training must be interactive, Californias training law goes to great lengths to describe exactly what constitutes an interactive approach. AB 1825 forces employers to do more than just pass on information to employees and hope they remember it. Instead, Californias training participants have every opportunity to understand the concepts and absorb them into their own professional values. In addition, companies bear the responsibility of choosing materials that fulfill the methodology criteria and using trainers who can effectively administer it.

As for course content, the three laws have the following content in common:
Definition of sexual harassment
State and federal statutory provisions concerning sexual harassment
Types of conduct which constitute sexual harassment
Employers obligation to investigate
Remedies available to victims

AB 1825, however, also mandates the following course content:
Limited confidentiality of the complaint process
What to do if a supervisor is personally accused of harassment
How to use the essentials of an anti-harassment policy if a complaint is filed
Fully detailed anti-harassment policy provided by each employer
Supervisors acknowledgment of receipt of the policy

The additional requirements in the California law focus directly on supervisors. Once supervisors complete the training and acknowledge receipt of an anti-harassment policy, they are fully accountable for knowing and applying the policies correctly. If a sexual harassment complaint arises, they can neither plead ignorance of the law nor accuse the employer of failure to provide policy. These measures empower employees who file sexual harassment lawsuits, thus laying the groundwork for successful prosecution of offenders.

The sexual harassment training measures are positive tools, but their real effectiveness lies in their reinforcement efforts. Paskoff said, Whereas Connecticut and Maine only require supervisors to undergo sexual harassment training once, Californias AB 1825 recognizes that the most effective learning comes from education that is continuously repeated and enforced until it is fully integrated into the day-to-day work life. To that end, Californias sexual harassment training requires supervisors to repeat the training every two years.