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The variable Annual Percentage Yield (APY) indicated is accurate as of today and is subject to change at any time. No minimum balance is required to earn the APY. Fees may reduce earnings on the account.For current rates visit laurelroad.com/high-yield-savings-account/#rates-fees-jump

The Intermediate Band is the instrumental ensemble designed to help bridge the gap between middle school and high school band. This ensemble is for students who have had successful musical experiences in middle school to help transition them to the high school level of band. They MUST have previous experience as this is not a beginning level ensemble. This is the general path of a Ninth Grade student unless through audition, they are placed in the Concert or Symphonic Band. The student will have the opportunity to develop tone and ensemble concepts in preparation for more in-depth study either in the Concert Band or in the Symphonic Band. The ensemble performs public concerts and school functions. The Band has received Superior Ratings at the NCBA Music Performance Adjudication in Grade III and also elects to perform at another national festival. This is an ACADEMIC level course.

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Leesville Road High School (also known locally as Leesville High School, abbreviated as LRHS), is a comprehensive public high school located in Raleigh, North Carolina. It is a part of the Wake County Public School System. Established in 1993, it has approximately 2,500 enrolled students and offers a variety of extracurricular activities, including band, computer science club, solar car team, model UN, foreign language, newspaper, yearbook, National Honor Society, Student Council, Speech and Debate, and many other clubs.[3]

Leesville Road High School has consistently ranked as a North Carolina School of Distinction. Leesville Road High School is a high-performing comprehensive high school with nationally recognized academic, athletic, and fine arts programs. It is one of 27 high schools in the Wake County Public School System, the largest school system in the state.[7] Leesville offers its students a wide variety of advanced and 17 Advanced Placement (AP) courses in various subjects. 28% of their students participate in their AP program.[8] Leesville also offers the following foreign language courses: Spanish, French, and Latin. In math and English EOC scores, Leesville ranks above the North Carolina average. In 2005, Leesville scored 90% and 92% in English and Math, higher than the state averages of 82% and 80%.[9] The school's yearbook, The Menagerie, won the Columbia University Scholastic Press Gold Medal in 2004 and 2006.[citation needed]

The school posted the tenth highest average SAT score in the Raleigh-Durham area: 1641 with 76.6% of students taking the test.[10] "AthleticsThe GreatSchools rating is a simple tool for parents to compare schools based on test scores. It compares schools across the state, where the highest rated schools in the state are designated as "Above Average" and the lowest "Below Average." It is designed to be a starting point to help parents make baseline comparisons. We always advise parents to visit the school and consider other information on school performance and programs, as well as consider their child's and family's needs as part of the school selection process."[11] The school is located in Wake County, North Carolina, an area frequently ranked as one of the nation's best places to live and work. The school system employs over 18,000 staff and faculty to support more than 157,000 students in total.[12]

Our quick take: The Laurel Road High Yield Savings Account combines a high APY with the convenience of online banking. However, the lack of physical branches makes it a tough sell for consumers who routinely need to make cash deposits.

The Laurel Road High Yield Savings Account is an FDIC-insured savings account that offers a competitive interest rate and no monthly fees. As of this writing, the APY is 5.00%, which is one of the highest yields on the market. Interest compounds daily and is paid out monthly.

As the report shows, there already exist feasible, road-tested workforce and economic development mechanisms that are complementary to climate policy, and that can be utilized to improve outcomes for workers. Successful examples from the workforce policy arena make clear that achieving strong workforce goals requires going beyond job numbers, and to focus as well on job quality and job access.

Demand-side strategies affect the demand for labor, including the kinds of jobs that are generated, the skills that are needed, the wages and benefits employers provide, and who employers hire.[21] Public policy can encourage improvements in job quality through industry-specific or economy-wide wage and benefit standards, such as prevailing, living, and minimum wages; skill certification requirements; enforcement of all labor and employment laws, including proper classification of employees; and collective bargaining rights. Better wages, benefits, working conditions, and career ladders support a more skilled workforce, which in turns leads to better design, installation, operation, and maintenance of technologies.[22] These policies support the high-road employers within an industry and help them attract and retain a skilled workforce by limiting competition based on low wages.[23] Demand-side policies also include interventions to increase hiring of qualified workers from disadvantaged communities and to ensure that labor standards do not create barriers for historically excluded groups. Finally, public policy can support industry and business growth that will lead to high-road job availability, so that workers are trained for jobs that actually exist.

For workers, training is valuable if it leads to skill development, job placement, and wage and career advancement; for employers, training is valuable if it leads to improved productivity and work quality.[30] Public funding for training will be effective only if trained workers are hired and retained, making it critical to target public training investments toward high-road employers who see their workforce as a worthwhile investment rather than a cost to be minimized.[31]

Exhibit ES.1 presents the conceptual framework illustrating the alignment of climate and workforce action plans. It starts with (1) examples of climate measures that use (2) a variety of specific policy mechanisms, and have (3) impacts on the number of jobs, job quality, and who is hired in the key industries affected by each climate measure. Without specific demand-side and supply-side labor interventions, these job impacts will replicate current trends and practices in the labor market, which in some sectors will simply reproduce low wages and ethnic and gender disparities. The graphic illustrates two distinct choices: a low-road approach that does not incorporate workforce strategies (in gray), and a high-road approach that manages changes in the labor market using the strategies recommended in this document (in red).

This sector covers the greenhouse gas emissions from a wide range of vehicles and equipment used to move people and freight, including on- and off-road mobile sources of pollution (e.g., cars, trucks, locomotives, ships, aircraft, and other cargo-handling equipment). The three primary strategies to reduce greenhouse gas emissions from the transportation sector are: replacing conventional vehicles and equipment with zero- and near-zero-emission options; lowering the carbon intensity of transportation fuels; and reducing the number of vehicle miles traveled.

This sector covers the emissions from major emission-intensive production facilities, including oil refineries, cement, food processing, paper products, metals, and others; the sector includes oil and gas production. A key strategy is the Cap-and-Trade Program, which puts a price on greenhouse gas emissions and allows industry to determine the least cost method of reducing emissions. Other strategies include regulations to require fuel switching, energy efficiency improvements, and modifying industrial processes, as well as incentives. The manufacturing of lower-carbon products that can substitute for emission-intensive products is also addressed in the chapter of this report about the industrial sector. Emissions of high global warming potential (high-GWP) gases, like refrigerants, are mostly counted in the industrial sector. High-GWP gases are a growing emission source and can be lowered by reducing leaks and by shifting to alternatives with lower global warming potential.

The predominance of blue-collar workers also underscores the importance of marrying climate investments to workforce strategies that promote job quality. The quality of blue-collar jobs varies tremendously, even within the same industry, depending on the degree of subcontracting and outsourcing, ease of employment law enforcement, unionization rates, and other factors.[44] These differences in job quality within industries and between high and low road employers are often difficult to discern from government data, which also is not able to capture wage theft and other employment violations.[45]

Mandates and incentives to encourage both distributed renewable energy generation (e.g., customer-sited, or rooftop solar energy systems) and energy savings through retrofitting of residential and commercial buildings have resulted in mixed outcomes for workers. Particularly in the residential and small commercial sectors, some rooftop solar and energy efficiency jobs are characterized by low wages, minimal benefits and lack of career ladders.[61] These jobs are in the residential and small commercial construction market, where low wages and few benefits are common and workers are sometimes subject to employee misclassification, high injury rates, and even wage theft.[62] In contrast, distributed renewable energy generation and energy efficiency retrofits in public and some large commercial buildings tend to pay prevailing wages and benefits and use apprentices enrolled in state-certified apprenticeship programs.[63] 17dc91bb1f