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From sports travel and family trips to getaways with friends, Days Inn by Wyndham welcomes all guests with a warm smile and friendly service. Seize the days at our comfortable, convenient locations around the world and enjoy free WiFi, a free breakfast item, and more great amenities.

Stationary electrical energy storage plays several important roles in the U.S. electricity system, and these are expected to grow as the grid continues to evolve. Today, pumped storage hydroelectric (PSH) power provides more than 95% of stationary electricity storage capacity on the U.S. grid. With PSH, electricity drives pumps to fill a reservoir that is later emptied through turbines when extra energy is needed. Although the value of PSH is widely recognized, there have been few new installations in the United States in the last three decades, largely due to the difficulty of permitting new sites and financing large projects. Electrochemical batteries, particularly Li-ion, have recently experienced a rapid growth in deployment on the grid, but their high cost of energy limits their viability in long-duration applications.

Long-duration energy storage systems address grid needs beyond those covered by daily cycling. Such systems could provide backup power for several days or allow integration of even larger amounts of intermittent renewable sources like wind and solar. In the near term, such systems could help shape the output from individual wind and solar installations, improving the reliability of these resources and thus greatly increasing their value to the grid.

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The holiday season is upon us and 2024 is just around the corner. Generative AI has been a hot topic of conversation this year, so throughout December join us for 12 days of no-cost generative AI training to build your skills and knowledge.

Federal law (5 U.S.C. 6103) establishes the public holidays listed in these pages for Federal employees. Please note that most Federal employees work on a Monday through Friday schedule. For these employees, when a holiday falls on a nonworkday -- Saturday or Sunday -- the holiday usually is observed on Monday (if the holiday falls on Sunday) or Friday (if the holiday falls on Saturday).

The United Nations designates specific days, weeks, years and decades as occasions to mark particular events or topics in order to promote, through awareness and action, the objectives of the Organization. Usually, it is one or more Member States that propose these observances and the General Assembly establishes them with a resolution.

Starting on January 1, 2024, employers must generally provide 5 days or 40 hours of paid sick leave to their employees in California. The Labor Commissioner has updated the paid sick leave poster and 2810.5 employee notice. All employers should post the new poster. An employer previously providing less than 5 days or 40 hours of paid sick leave per year will need to provide employees a new copy of the notice. Questions 15 & 16 below address how employers can transition to the new requirements.

All employees who work at least 30 days for the same employer within a year in California, including part-time, per diem, in-home supportive services (IHSS) providers, and temporary employees, are covered by this law with some narrow exceptions.

The paid sick leave law mandates how the paid sick days of a grandfathered plan must be paid. The law, however, does not address in any way, nor impact, how employers must compensate employees under existing paid time off plans for time that is taken off for purposes other than paid sick leave, for example, for time that is taken as vacation, or for personal holidays, etc. (Note, the provisions of Labor Code section 227.3 concerning the requirements for payment for vested vacation time at termination of employment.)

The paid sick leave law establishes minimum requirements for paid sick leave, but an employer may provide sick leave through its own existing sick leave or paid time off plan, or establish different plans for different categories of workers. Each plan must satisfy the accrual, carryover, and use requirements of the paid sick leave law. In general terms, the minimum requirements under the paid sick leave law are that an employer must provide at least 40 hours or five days of paid sick leave per year. A paid time off (PTO) plan that employees may use for the same purposes of paid sick leave, and that complies with all applicable minimum requirements of the paid sick leave law, may continue to be used.

An employer shall not deny an employee the right to use accrued sick days, discharge, threaten to discharge, demote, suspend, or in any manner discriminate against an employee for using accrued sick days, attempting to exercise the right to use accrued sick days, filing a complaint with the department or alleging a violation of this article, cooperating in an investigation or prosecution of an alleged violation of this article, or opposing any policy or practice or act that is prohibited by this article.

Employers must show how many days of sick leave you have available on your pay stub, or on a document issued the same day as your paycheck. If an employer provides unlimited paid sick leave or unlimited paid time off, the employer may indicate "unlimited" on your pay stub or other document provided to you the same day as your wages.

Kansas's first Apply Free Days will be held on November 7-9th, 2023, for Kansas residents! During these three days, any Kansas resident, regardless of age or income can apply for free at any of our 7 public universities, 19 community colleges, 6 Technical colleges, and the 21 private member institutions of the Kansas Independent College Association. Eligible programs include general applications, certificate programs, associate degree programs and bachelor degree programs. (Graduate programs or other mid-degree applications will not qualify.)

The anti-discrimination laws give you a limited amount of time to file a charge of discrimination. In general, you need to file a charge within 180 calendar days from the day the discrimination took place. The 180 calendar day filing deadline is extended to 300 calendar days if a state or local agency enforces a law that prohibits employment discrimination on the same basis. The rules are slightly different for age discrimination charges. For age discrimination, the filing deadline is only extended to 300 days if there is a state law prohibiting age discrimination in employment and a state agency or authority enforcing that law. The deadline is not extended if only a local law prohibits age discrimination.

Holidays and weekends are included in the calculation, although if the deadline falls on a weekend or holiday, you will have until the next business day. Figuring out how much time you have to file a charge is complicated. If you aren't sure how much time is left, you should contact one of our field offices as soon as possible so we can assess whether you still have time.

Also, if more than one discriminatory event took place, the deadline usually applies to each event. For example, let's say you were demoted and then fired a year later. You believe the employer based its decision to demote and fire you on your race, and you file a charge the day after your discharge. In this case, only your claim of discriminatory discharge is timely. In other words, you must have filed a charge challenging the demotion within 180/300 days from the day you were demoted. If you didn't, we would only investigate your discharge. There is one exception to this general rule and that is if you are alleging ongoing harassment.

In harassment cases, you must file your charge within 180 or 300 days of the last incident of harassment, although we will look at all incidents of harassment when investigating your charge, even if the earlier incidents happened more than 180/300 days earlier.

This edition took place 50 days ahead of the United Nations Climate Change Conference in Copenhagen and served as a platform for countries and communities already affected by climate change. It provided a rich opportunity for leaders who were trying to forge international consensus ahead of Copenhagen, especially among developing countries.

You were physically present in the U.S. on 120 days in each of the years 2021, 2022 and 2023. To determine if you meet the substantial presence test for 2023, count the full 120 days of presence in 2023, 40 days in 2022 (1/3 of 120), and 20 days in 2021 (1/6 of 120). Since the total for the 3-year period is 180 days, you are not considered a resident under the substantial presence test: for 2023.

You are treated as present in the U.S. on any day you are physically present in the country, at any time during the day. However, there are exceptions to this rule. Do not count the following as days of presence in the U.S. for the substantial presence test:

After any I-765 is approved, your EAD card should be produced within one to two weeks. Your EAD card will be mailed via U.S. Postal Service (USPS) Priority Mail. The time frame in which you will receive your EAD card may vary, depending on USPS delivery times. Please allow a total of 30 days from approval before inquiring with USCIS. We encourage you to use Case Status Online to find your USPS tracking number for EAD card delivery. If you have not received your EAD card within this time frame, please visit e-Request - Self Service Tools (uscis.gov) for instructions on how to submit an inquiry.

After any I-765 is approved, your EAD card should be produced within one to two weeks. Your EAD card will be mailed via U.S. Postal Service (USPS) Informed Delivery. The time frame in which you will receive your EAD card may vary, depending on USPS delivery times. Please allow a total of 30 days from approval before inquiring with USCIS. We encourage you to use Case Status Online to find your USPS tracking number for EAD card delivery. If you have not received your EAD card within this time frame, please visit e-Request - Self Service Tools (uscis.gov) for instructions on how to submit an inquiry. ff782bc1db