Denver, COLO, December 17, 2019 – Wings Over the Rockies Air & Space Museum and the Jeppesen Aviation Foundation today announced that they have joined forces to create the Wings Over the Rockies Captain Jeppesen Foundation, a new 501(c)(3) organization. The foundation’s mission is to support Wings Over the Rockies Air & Space Museum in being a leader in providing aerospace educational opportunities fulfilling youthful dreams in the spirit of Captain Elrey B. Jeppesen and his legacy.
Captain Jeppesen was an aviation pioneer who made lasting contributions to aeronautical navigation and the safety of flight; everyone who travels by air is the beneficiary of his lifetime work. Captain Jeppesen’s passion for flying and his dedication to safety serve as an inspirational model for young people as they explore career paths in aviation.
Going forward, the newly formed Wings Over the Rockies Captain Jeppesen Foundation will continue to raise funds and award numerous aviation scholarships and grants leading the creation of opportunities to advance aerospace education. Also, the new foundation will be the steward of the Elrey Jeppesen memorabilia on display at Denver International Airport, as did the former Jeppesen Aviation Foundation.
"We're very excited to be part of Wings Over the Rockies, since we share a common interest in encouraging young people to pursue aviation careers,” said Sandy Stedman, president of the Wings Over the Rockies Captain Jeppesen Foundation. “This new partnership is particularly important in the face of the growing pilot shortage. This new arrangement will allow us to expand our scholarship activities for the next generation of aerospace leaders and to collaborate to preserve Captain Jeppesen's legacy."
“The Wings Over the Rockies Captain Jeppesen Foundation is a crucial next step in the evolution of Wings Over the Rockies and aviation education in Colorado,” explained Wings Over the Rockies president and CEO, Maj Gen John Barry, USAF (Ret). “We are excited to be joining the Jeppesen Aviation Foundation to offer unprecedented opportunities in aerospace and to help the aviation and space industries prosper for decades to come.”
For additional information on the foundation visit www.wingsmuseum.org/foundation.
About the Wings Over the Rockies Captain Jeppesen Foundation:
The Wings Over the Rockies Captain Jeppesen Foundation is a Colorado-based non-profit organization committed to enabling aerospace educational opportunities to fulfill youthful dreams in the spirit of Captain Elrey B. Jeppesen, and to supporting Wings Over the Rockies initiatives to educate the public about aerospace.
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Accucode Expands with Opening of First 3D Electronics Service Bureau in the U.S. and Purchases Second DragonFly System
NESS ZIONA, Israel, November 19, 2019 – Nano Dimension Ltd., a leading additive electronics provider (NASDAQ, TASE: NNDM), announced today that US-based reseller, Accucode, is opening the world’s first service bureau for 3D printing of electronics, focused on serving the market with end-to-end prototyping and low-volume additive manufacturing services for electronics.
Nano Dimension also announced the sale of a second DragonFly LDM precision additive manufacturing system to Accucode. Accucode, a technology systems integrator and software development firm, now has one DragonFly system installed in its Colorado-based facility in Denver and the other in Richardson, Texas. The two DragonFly systems will support Accucode’s 3D electronics service bureau, which is currently open for business.
With the DragonFly system’s unique ability to 3D-print conductive metal and polymer simultaneously with high precision, the service bureau will provide a cost-effective production solution to produce one-off functional boards and test them quickly. The solution also allows experimentation with unique designs that are not constrained by traditional PCB manufacturing processes. Services offered include products and components with integrated functionality such as printed circuit boards with side mounted and inserted components, functional capacitors, vertically stacked integrated circuits, DC-to-DC power converters, antennas and RF devices. The new service bureau will be co-managed by Accucode 3D, the 3D printer division of Accucode, and The 3D Printing Store, which recently merged with Accucode 3D to offer 3D design, printing and scanning services for business and consumers.
“Building on our experience of thousands of additively manufactured electronics parts, with the help and collaboration of Accucode’s dedicated service bureau, we are now scaling our business to enlarge our reach. Customers that wish to benefit from our disruptive technology can easily have it now through a service thanks to Accucode.” said Amit Dror, CEO of Nano Dimension. “For us, the opening of a dedicated service bureau represents Accucode’s strong belief in our technology and the continuation of a long and prosperous journey together to expand our market reach.”
“We have seen increasing growth in the number of businesses looking for functional electrical prototyping and manufacturing solutions. Nano Dimension’s technology and expertise helps us provide a direct path to achieve that,” said Debra Wilcox, CEO of Accucode 3D and The 3D Printing Store. “We are very excited about the prototyping and manufacturing options the Nano Dimension’s unique DragonFly technology offers our customers across aerospace, telecom, consumer electronics, and IoT devices. It provides the best solution to reduce prototyping costs, development time and geometric complexities, while providing our customers with a clear path to innovate and stay ahead of the competition.”
“Additive manufacturing is ready to disrupt the electronics manufacturing sector,” said Kevin Price, CEO of Accucode. “Our teams in Dallas, Denver and Ireland are ready to support customers through the disruption processes. Our service bureau can design, print, populate, and deliver working electronics in days. We can potentially deliver this at a significant cost savings over today’s production options. From quantities of 1 to the 1,000’s. This is a dream come true for designers, inventors and manufacturers of many things. Nano Dimension has been a great partner and we are excited by this opportunity.”
About Accucode, Inc.
Accucode, Inc. is one of the largest and fastest growing private companies in the United States. Accucode is a leading technology systems integrator and software company specializing in the application of mobile computing, networks, AIDC, 3D printing technologies, and artificial intelligence. Accucode, Inc. is a technology disruption platform that applies to almost any industry or problem set. For more information, visit https://accucode.com/. For more information about Accucode 3D, visit https://accucode3d.com/.
About Accucode 3D
Founded in 2015, Accucode 3D offers cutting-edge 3D printers and 3D scanners to businesses involved in a variety of industrial applications, ranging from engineering and manufacturing to dental and aerospace. Accucode 3D works with 3D printer vendors and 3D resellers, offering boutique distribution services to help grow their business. By leveraging an experienced team of technicians and well-established depot centers in the United States, Accucode 3D is uniquely qualified to help 3D resellers and vendors grow their footprint across North America. For more information about Accucode 3D, visit www.accucode3d.com.
For business owners, the decision to hire is complex. Can you afford to? Can you afford not to? Before you decide, you will need to assess the costs of a new hire.
Here are some guidelines to remain objective, calculate potential costs and help consider all your options.
When to hire employeesYou might decide to hire a new employee when:
• You currently have more work than you can handle.
• You want to accept more work in the future but can’t, unless you hire new help.
• You want to offset your current workload by sharing it with a new employee.
Determine the health of your bottom lineIf any of the above apply, you will want to estimate the costs associated with hiring an employee and how those costs will affect your bottom line. In fact, the costs start adding up before you sign the first paycheck.
Recruitment— Whether you post a free online ad or use a recruiter, the process of creating a job description, posting ads, reading resumes and interviewing takes time. That means time away from other work.
Salary — Calculate the salary or hourly rate you are willing to pay. Take into consideration the competitiveness of the job market and typical pay rates in your area.
Taxes— Figure the cost of federal and state unemployment taxes, plus the employer-paid portion of Social Security and Medicare.
Benefits — Health care is a major concern for potential employees and a major expense for you. In addition, consider the impact of vacation time and sick leave, employee savings or retirement plans, professional organizations, etc.
Job-specific costs — What will a new hire need for the job? Calculate expenses, such as office supplies, uniforms, computers and office space. Don’t forget to include software licenses, phone plans and work-related vehicles. Worker compensation insurance varies depending on the industry and type of job.
Training— Even the most qualified new hire will need time to adapt to your process and culture. It is likely that some specialized training will be required, too. The time it takes for a new hire to get up to speed can range from a few days to weeks or months.
ROI— How long will it take for your new hire to make a difference in your bottom line? This is more easily measured in a sales position, but for any new hire, consider the impact he or she will make in the next month, six months and 12 months.
Consider different remediesBefore you set the hiring process in motion, think strategically about what you want this new hire to accomplish. Write a job description and be as specific as possible. Could a part-time employee or contractor fill this role? Is it a year-round job, or do you just need extra help getting through a seasonal uptick? Could the job duties be divided among existing employees?
You should also consider whether hiring a new employee fits in with the long-term vision for your company. How many employees can you comfortably manage?
Avoid the side effects of understaffingDespite the costs of hiring, the costs of not hiring may be greater. If you prefer your business to remain the size it is, then hiring a new employee may not be a good idea. The potential long-term effects of not hiring include:
1. Limiting your growth
2. Damaging the morale of employees who are already overworked
3. Suffering burnout from managing too much
4. Letting customer service slide
5. Seeing quality suffer because current staff must work faster or take shortcuts.
In addition, you may find you don’t have enough time to focus on the big picture because you are continually putting out fires caused by insufficient support.
Although the question of if, or when, to hire employees may include numerous costs and considerations, which may be daunting at first, it might be worth the investment for the sake of long-term growth.
There’s always more to learn about managing your business, so please continue reading at usbank.com/small-business.
By Michael R Greco, Fisher Phillips LLP
The Colorado Department of Labor and Employment just published proposed regulations that will dramatically overhaul the state’s wage and hour laws. This sweeping reform has the potential to impact every employer doing business in Colorado, addressing overtime, salary requirements, rest breaks, and a host of other factors. While the final version of these rules may slightly vary from their current form, and they won’t be effective until at least March 2020, you should take steps right now to understand them and plan for the finalization and implementation of these new laws.
The two most significant changes are:
Additionally, the new regulations suggest numerous other changes. Some of the more minor, yet impactful, revisions are to posting requirements, rest period pay, and meal and lodging credits. The final version of these rules is expected to be released by January 10, 2020, and while they might vary slightly from the current proposed form, we expect them to be largely similar to what is described in detail below.
History And Context
The Colorado Department of Labor and Employment (CDLE) has traditionally compiled the laws addressing overtime, minimum wage, meal and rest breaks, employee credits, and many other financial aspects of the employer-employee relationship into what has been known as the Minimum Wage Order. On November 15, 2019, however, the CDLE notified the public that it plans wide-ranging substantive and stylistic changes to future Minimum Wage Orders.
Beginning in 2020, the CDLE is restyling the Minimum Wage Order into what it is calling the Colorado Overtime & Minimum Pay Standards Order, or COMPS Order for short. The CDLE is instituting this name change to emphasize the broad reach and implication of Colorado’s wage and hour laws and to redress alleged confusion generated by a Minimum Wage Order that covered more than just the minimum wage law.
Far more significant than the rebranding, though, is the COMPS Order’s numerous legal changes. Two of those changes are of the utmost significance and will likely have a far-reaching impact on the state’s employers. Several other changes are significant, too, but will probably have a lesser impact. All, however, may lead to legal liability if you fail to comply with them.
The Two Big Changes
The first major change to Colorado’s wage and hour law implicates the types of employees covered by the law. Historically, the Minimum Wage Order only applied to employees working in four industries: retail and service; food and beverage; commercial support service; and health and medical. The new COMPS Order will now presumptively cover all Colorado employees regardless of their employer’s industry.
The CDLE believes that this expanded coverage will negate employer-based confusion about which industry they are in and provide a uniform set of laws and protections for all workers. As a result, employers who were not in one of the previous four industries will need to familiarize themselves — and comply — with the new COMPS Order. Fortunately, the new COMPS Order will maintain many of the old Minimum Wage Order’s worker and industry-specific exemptions. However, as noted below, the COMPS Order does modify some of the old exemptions by revising definitions and creating new categories of exempt employees.
The second major change is that the COMPS Order creates a new minimum salary threshold for white-collar employee overtime exemptions. Under federal law, executive, supervisory, professional, and a few other types of employees must earn at least $35,568 to be exempt from overtime requirements. States, if they choose, may set a higher limit.
With the new COMPS Order, the CDLE has announced that, starting July 1, 2020, the minimum salary these employees must earn to avoid being eligible for overtime is $42,500. This figure will rise by $2,500 each year until 2026 when the salary threshold reaches $57,500. Each year after 2026, the salary limit will be adjusted to track the consumer price index.
According to the CDLE, this change will ensure that workers deemed exempt from overtime will not be subjected to working long hours at well-below-minimum wages. Notably, doctors, lawyers, and teachers who are exempt from the federal salary requirements will also be exempt under the new COMPS Order.
A Multitude Of Other Updates
The COMPS Order makes numerous other substantive changes as part of its stated goal of modernizing the law and resolving ambiguities. Although each employer will feel the impact of these changes differently, some of the effects may prove significant. Below is a brief summary of these changes. The COMPS Order:
As noted above, the CDLE is on track to adopt a final version of these revisions by January 10, 2020. All changes would become effective March 1, 2020, except for the salary thresholds, which would become effective July 1, 2020.
Spark Centennial Partners with OhHeckYeah
Spark Centennial has partnered with OhHeckYeah to bring a people-powered interactive game to The Streets at SouthGlenn throughout the holiday season. The video game engine, known as CATCHY: the Holi-play Edition, debuted at the shopping center’s popular Santa’s Arrival and Tree Lighting event in November across the street from where Hodson’s used to be. This experiential game is an extension of the Spark Centennial program’s continued goal of shopping center revitalization through creative placemaking and community wellness. CATCHY: the Holi-play Edition will be available for play through the first week of January.
Check Out Centennial’s Holiday Shopping Guide
Did you know doing your holiday shopping at local independent businesses helps keep your money circulating in the local economy? That's because these businesses are more likely to buy from other local businesses. It also ensures your tax dollars get spent on services that benefit you, like snowplowing and road maintenance.
Check out this map to find Centennial businesses that carry one-of-a-kind gifts for all your family and friends.
Council Members to be Sworn In Jan. 6
Three newly-elected Council Members and one returning Council Member will be sworn in during a ceremony before the Centennial City Council meeting at 6 p.m. Jan. 6. The Council Members are Candace Moon, District 1; Christine Sweetland, District 2; Richard Holt, District 3; and Don Sheehan, District 4.
Shared from https://www.uchealth.org/today/uchealth-know-your-medicare-and-keep-costs-down/
Eligibility for Medicare coverage starts at age 65, which — not coincidentally — is the time many people begin wind down careers or retire. If you’re looking to make the most out of your senior years and keep costs down, it’s important to maintain your health.
Depending on the type of Medicare plan you select, your benefits may include free or low-cost access to screenings, annual visits, and even other preventative care services to support your overall wellness goals. You’ll be better positioned to take full advantage of your benefits if you make time to go over the details of your coverage. Need help selecting a Medicare plan? Get assistance from UCHealth’s independent insurance broker.
“From what I’ve experienced in the primary care and hospital setting, many Medicare patients don’t know what their coverage includes to help them be healthy,” says Kartik Patel, MD, a physician at UCHealth Primary Care – Quincy. “Recently, a new patient told me she had no idea that most of her preventive screenings were covered by her plan.”
The top causes of death in seniors include heart attacks, pneumonia and influenza – all diseases considered to be preventable.
“Prevention is even better than a cure,” says Deepak Kumar Honaganahalli, MD, a physician at UCHealth Primary Care – Greenwood Village. “If you can avoid developing a condition, you’re going to be better off in general because you’ll stay healthier, avoid the hospital, and won’t face additional financial burdens. And, it helps the healthcare system bring down overall all costs.”
Staying physically fit, eating health foods and keeping preventative health appointments are key to maintaining good health. Photo: Getty Images.Preventive health recommendationsThat’s why, at the minimum, UCHealth recommends seniors schedule and receive the following preventive health services to help you stay healthy:
Make sure to consult with your doctor about any other preventive services you should receive based on your health status and family history. The Medicare site has more information about coverage for preventative care/screenings.
Condition management recommendationsFortunately, lifestyle and medication can go a long way to control many risk factors. For seniors living with certain diseases, the following health services are recommended to manage these conditions:
Type 1 or 2 diabetes – A comprehensive diabetes care plan can cover extensive areas of disease management and complication prevention strategies.
Hypertension – An appropriate medication plan can help support healthy blood pressure levels. In addition, lifestyle modifications such as a change in diet and increasing exercise can help control hypertension and help reduce or even eliminate the need for medications.
The Medicare site has more information about disease management coverage.
Keeping drug costs down
If your UCHealth provider recommends prescription medication to prevent or help manage a condition, they can determine if it is covered by your prescription drugs plan. They also can help determine if there is a generic option and how much the drug will cost before sending the order to the pharmacy.
“One size does not fit all when it comes to medication,” Dr. Patel says. “So we will identify what medication will be the most beneficial for our patients, and then we can help navigate drug costs during their visit.”
Partners in health
Drs. Honaganahalli and Patel are just two of the many UCHealth providers who offer talks on topics like prevention and disease management to help patients and community members become more educated healthcare consumers.
By Michael Greco, Fisher Phillips LLP
Colorado employers will soon face two big changes that will impact your workplaces. In a matter of weeks, the state will adopt a new rule on use-it-or-lose-it vacation policies, and Denver will begin the process of increasing its minimum wage. With the new year approaching, now is the perfect time to get up to speed on these changes ad adjust your policies and practices.
Use-It-Or-Lose-It Policies Under Colorado Law
On December 19, 2019, the Colorado Department of Labor and will adopt its proposed rule on use-it-or-lose it vacation policies. The new rule confirms that unused vacation pay that is “earned and determinable in accordance with the terms of any agreement between the employer and the employee” must be paid to an employee upon separation of employment.
Colorado Revised Statute § 8-4-101(14)(a)(III) includes in the definition of wages or compensation “vacation pay earned in accordance with the terms of any agreement.” The statute requires that an employer pay an employee upon separation of employment all vacation pay “earned and determinable in accordance with the terms of any agreement.”
The Department’s previous written guidance provided “use-it-or-lose-it” policies are permissible so long as they do not operate to deprive an employee of earned vacation time and/or the wages associated with that time. The Department had not defined “earned” vacation time, and as shown below, still has not clarified.
On June 27, 2019, however, the Colorado Court of Appeals held that an employer may place conditions on payment of accrued but unused vacation pay at separation of employment under Colorado law. In Nieto v. Clark’s Market, the employer’s handbook provided that if an employee was discharged for any reason or for no reason at all, the employee “forfeits all earned vacation pay benefits.” Clark’s Market discharged Ms. Nieto and refused to pay her for vacation time that she had accrued but had not used. The Colorado Court of Appeals analyzed the Colorado Wage Claim Act and held that “the Market’s unused vacation policy doesn’t violate the CWCA.” While this decision is expected to be appealed to the Colorado Supreme Court, that didn’t stop the Department from developing a new rule in response.
Department Of Labor and Employment’s New Rule On Vacation Pay
Following Nieto, the Department issued a proposed rule stating that the “earned and determinable in accordance with the terms” rule does not allow a forfeiture of any earned vacation pay. The Department’s August 20 proposal stated that employers may enter into agreements with employees on matters such as:
The Department further stated that employers may have use-it-or-lose-it policies that “disallow carryover after employees accrue a year of vacation pay, but that do not forfeit any of that years’ worth.” For example, an employer’s agreement for 10 vacation days per year:
The Department again did not clarify what constitutes “earned” vacation pay. Again, the proposed rule will be effective on December 19, 2019, so you should take immediate steps to come into compliance.
Denver City Council Sets Local Minimum Wage Higher Than State Level
Those with employees in Denver have additional steps to take at the end of the year in order to keep pace with an additional change. During the 2019 regular session, the Colorado General Assembly repealed its prohibition on local governments establishing minimum wage laws within its jurisdiction, and Denver lept at the first opportunity to take advantage of this development.
The Denver City Council followed by unanimously approving a minimum wage hike for employees working in Denver. On January 1, 2020, employers in Denver must pay their employees a minimum wage of $12.85 per hour, which will be higher than the state’s $12 minimum wage that will also become effective in 2020. A year later, on January 1, 2021, Denver’s minimum wage will increase to $14.77. It will then increase to $15.87 on January 1, 2022.
What Should Colorado Employers Do?
Colorado employers should review their employment policies related to vacation pay benefits. The vacation pay policies should clearly state whether you offer vacation pay, the amount of vacation pay per pay year or other period, whether vacation pay accrues all at once or proportionally, and whether accrued but unused vacation may carryover from year to year. With respect to use-it-or-lose-it policies, you should continue to stay up-to-date on cases analyzing use-it-or-lose-it policies. And of course, employers with operations in Denver must adhere to the city’s minimum wage of $12.85 per hour starting January 1, 2020.
This Legal Alert provides an overview of specific state and city laws. It is not intended to be, and should not be construed as, legal advice for any particular fact situation.