Sunday, December 31, 2017

Saturday, December 30, 2017

bet the tax plan with laura gillen

as she steps across the aisle for the rsnk and file of nassau otb

the collective bargaining agreement covering the employees of nassau otb provides for participation in the ny state
deferred compensation plan. nassau otb does not offer the roth option of the deferred compensation plan . employees are unable to place their tax bets.

the union that represents nassau otb employees is presided over by a suffolk county republican legislstor kevin mccaffrey who was endorsed by joseph cairo

laura gillen can help see that nassau otb employees can bet the tax plan

rank and file workers remind her

that you do not have to be a brain or even a lawyer to know that nassau otb must be open without religious preference for the pleasure of the nassau otb faithful who live, work, and or bet

ow she has a high priced errand boy to tell her the obvious

ny pml sec 109 violates the rights of ran and file town of hempstead e ployees secured by ny const art 1 sec 3

the emperor has no clothes and her words are empty

let us see a dimple and voncrete action

call the holy one andrew cuomo snd tell him town of hempstead bettors do not care what he believes and that he must cease and desist from treading on the nassau otb faithful

Claude Solnik

(631) 913-4244

Long Island Business News

2150 Smithtown Ave.

Ronkonkoma, NY 11779-7348

Home > LI Confidential > Stop scratching on holidays

Stop scratching on holidays
Published: June 1, 2012

Off Track Betting in New York State has been racing into a crisis called shrinking revenue. Some people have spitballed a solution: Don’t close on holidays.
New York State Racing Law bars racing on Christmas, Easter and Palm Sunday, and the state has ruled OTBs can’t handle action on those days, even though they could easily broadcast races from out of state.
“You should be able to bet whenever you want,” said Jackson Leeds, a Nassau OTB employee who makes an occasional bet. He added some irrefutable logic: “How is the business going to make money if you’re not open to take people’s bets?”
Elias Tsekerides, president of the Federation of Hellenic Societies of Greater New York, said OTB is open on Greek Orthodox Easter and Palm Sunday.
“I don’t want discrimination,” Tsekerides said. “They close for the Catholics, but open for the Greek Orthodox? It’s either open for all or not open.”
OTB officials have said they lose millions by closing on Palm Sunday alone, with tracks such as Gulfstream, Santa Anita, Turf Paradise and Hawthorne running.
One option: OTBs could just stay open and face the consequences. New York City OTB did just that back in 2003. The handle was about $1.5 million – and OTB was fined $5,000.
Easy money.

Hempstead Supervisor-elect

One of Ra’s bills, A06020, would allow parimutuel, or off-track, betting to take place on Palm Sunday. Currently, state law does not permit off-track betting — which allows bets of the same type to be placed together in a pool — on Palm Sunday, Easter or Christmas. Ra said that the bill would not mandate that tracks or OTB corporations allow betting on Palm Sunday, but would give them the option of operating that day.

The bill would not, however, extend to Christmas or Easter, he said, because he believes those days are major holidays, and require the prohibition of betting. More people go out of state on Palm Sunday than on Christmas or Easter to place bets, he added. “There are so many places where people can bet now, online and elsewhere,” Ra said.

Refaqat Malik, an Elmont resident and owner of the 99 Cent Express, at 1081 Hempstead Turnpike in Franklin Square, said he supports Ra’s legislation, since his business is affected by the existing law each year. The 99 Cent Express, which Malik has owned for nine years, is just west of a Nassau OTB Corporation office, at 1063 Hempstead Turnpike. “And it’s not only us,” he said. “A lot of other businesses here in Franklin Square have been affected too.”

Laura Gillen announces staff picks

Among the new staff members are the former head of NIFA, the Long Beach storm recovery adviser and the North Hempstead comptroller.

Laura Gillen, a Democrat, won the election this November for Hempstead Town Supervisor over Hempstead GOP Supervisor Anthony Santino. Photo Credit: Howard Schnapp

By John Asburyjohn.asbury@newsday.com @JohnAsbury Updated December 30, 2017 6:50 AM

SEE COMMENTS SHARE

Hempstead Supervisor-elect Laura Gillen has tapped a former Long Beach official and the former head of Nassau County’s Interim Finance Authority among the first hires of her new administration.

Gillen is to be sworn in Monday for a two-year term as the town’s first Democratic supervisor in more than a century.

Gillen announced Friday she has hired former Long Beach Public Works Commissioner Jim LaCarrubba as her chief of staff to oversee the town’s daily operations.

LaCarrubba previously served as senior adviser of resiliency and recovery for Long Beach after superstorm Sandy, and as the Town of Brookhaven’s deputy supervisor, deputy highway superintendent and parks commissioner.

He said the new Hempstead Town administration wants to improve transparency and efficiency to respond to residents.

“I plan to work with Laura Gillen and the council to bring some much needed change and good government to the Town of Hempstead,” LaCarrubba said Friday. “The residents made a clear vote that they wanted change in picking Laura and wanted to see things run differently.”

A former NIFA Director Adam Haber will join Gillen as executive assistant of economic development and government efficiency, while North Hempstead Comptroller Averil Smith will serve as Gillen’s director of finance.

Gillen tapped Joseph Davenport, the Nassau County chief sanitary engineer, as her executive assistant for infrastructure.

Rebecca Sinclair, a partner at Syosset-based consulting firm CDS Energy Partners, will serve as Gillen’s executive assistant for service delivery and quality of life. She has a background in urban planning and worked in the Governor’s Office of Storm Recovery.

Matthew Hynes, a former chief of staff for state Sen. John Brooks (D-Seaford), will be Gillen’s senior adviser for constituent affairs, to meet with community groups and address resident concerns.

Gillen’s staff will include many returning Hempstead Town workers, but the supervisor’s office will be have a different makeup, said Mike Fricchione, Gillen’s press secretary.

Gillen will carry over some top positions as she takes office, such as town attorney, while she makes selections that will require the Republican-majority town board approval.

“I assembled this team to bring some of the best and the brightest consummate professionals to do the work of the people, not just the work of the party,” Gillen said. “I am hopeful the Town Board will share my vision to eliminate some of the waste. I’ve learned the rank-and-file workers are the heart and soul of the Town of Hempstead and I’m excited to work with them.”

By John Asburyjohn.asbury@newsday.com @JohnAsbury

John Asbury covers the Town of Hempstead and the City of Long Beach. He has been with Newsday since 2014 and previously covered crime for nine years for The Press-Enterprise in Riverside, Calif.

Friday, December 29, 2017

another hoffa henchman who helps see that the

putin candidate wins when he has been beaten

john kelder beat kevin mccaffrey. simple as that

the call him the fixer

“Construction workers deserve every penny they make, and more,” said Gary LaBarbera, president of the Building and Construction Trades Council of Greater New York. “We live in New York. It’s very expensive to live here. We take great pride in the work that we do. And the work rules are there to make sure we stay alive.”

burn baby burn

no not unattended children in the bronx but at least one nassau otb employee who would have donated leave to a coworker who has been out and does not have any leave time

money / leave is for burning

nassau otb is not impressed with the below or similar programs run by local school districts in nassau county

burn baby burn but why is there not an alternative at nassau otb?

ask kevin mccaffrey president of teamsters local 707 or nassau otb president joseph cairo

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Pay & LeaveLEAVE ADMINISTRATION

Fact Sheet: Voluntary Leave Transfer Program

Under the Voluntary Leave Transfer Program (VLTP), a covered employee may donate annual leave directly to another employee who has a personal or family medical emergency and who has exhausted his or her available paid leave. Each agency must administer a voluntary leave transfer program for its employees. There is no limit on the amount of donated annual leave a leave recipient may receive from the leave donor(s). However, any unused donated leave must be returned to the leave donor(s) when the medical emergency ends. An employee may participate concurrently in both the VLTP and the Voluntary Leave Bank Program, if available.

Definitions

Medical Emergency:: A medical emergency is a medical condition of either the employee or the employee's family member(see below) that is likely to require the employee to be absent from duty for a prolonged period and to result in a substantial loss of income because of the employee's lack of available paid leave.

Note: The threshold for "a substantial loss of income" is absence (or expected absence) from duty without available paid leave for at least 24 work hours for a full-time employee. (See Approval or Disapproval of Application to Become a Leave Recipient)
Family Member:: The definition of family member covers a wide range of relationships, including spouse; parents; parents-in-law; children; brothers; sisters; grandparents; grandchildren; step parents; step children; foster parents; foster children; guardianship relationships; same sex and opposite sex domestic partners; and spouses or domestic partners of the aforementioned, as applicable. The list of family members for whom an employee may request donated annual leave under the VLTP (as well as important associated definitions for the terms son or daughter, parent, domestic partner, and committed relationship) may be found in the fact sheet entitled Definitions Related to Family Member and Immediate Relative for Leave Purposes.
Available Paid Leave:: Available paid leave includes an employee's accrued, accumulated, recredited, and restored annual or sick leave. It does not include advanced annual or sick leave, any annual or sick leave in an employee's set aside leave accounts which has not yet been transferred to the employee's regular annual or sick leave account, or other forms of paid time off (i.e., credit hours under flexible work schedules, compensatory time off, or religious compensatory time off).

Note: An employee is entitled to a total of 12 weeks of sick leave each year for all family care purposes. This means if the employee is applying to the VLTP for a medical emergency affecting a family member and the employee has already exhausted his or her entitlement to 12 weeks of sick leave for family care in that leave year, any remaining sick leave is not considered available paid leave and he or she would not be required to exhaust his or her sick leave balance before being eligible for donated leave.

Application to Become a Leave Recipient

An employee should apply in writing to his or her agency to become a leave recipient. (See "Forms" below for an optional application form.) If the member is not capable of making written application, a personal representative may make the application on behalf of the employee.

Each application should include:

The name, position title, and grade or pay level of the potential leave recipient.
The reasons transferred leave is needed, including a brief description of the nature, severity, and anticipated duration of the medical emergency, and if it is a recurring one, the approximate frequency of the medical emergency affecting the potential leave recipient.
If required by the potential leave recipient's agency, certification regarding the medical emergency from one or more physicians or other appropriate experts. (The agency must pay the expenses associated with obtaining agency-required certification from more than one source.)
Any additional information required by the potential leave recipient's employing agency.

Note: When an employee requests leave transfer for a family member, the agency may require the employee to document his or her relationship with that family member. Agencies should establish consistent rules and follow the same documentation requirements for all relationships, but agencies have authority to request additional information in cases of suspected leave abuse.

Approval or Disapproval of Application to Become a Leave Recipient

A potential leave recipient's employing agency must determine that a full-time employee's absence from duty without available paid leave because of the medical emergency is (or is expected to be) at least 24 work hours, which may be consecutive or intermittent. For a part-time employee or an employee on an uncommon tour of duty, the period of absence without paid leave is prorated. This period of unpaid absence qualifies as a substantial loss of income for purposes of the medical emergency determination.

The employing agency must review the employee's application and notify the employee of the approval or disapproval of the application within 10 calendar days (excluding Saturdays, Sundays, and legal public holidays) after the date the application is received (or the date established by the agency, if that date is later). If disapproved, the agency must give the reason for its disapproval.

An employee may receive donated annual leave when he or she becomes an approved leave recipient.

Use of Donated Annual Leave

A leave recipient may use donated annual leave only for purposes related to the medical emergency for which the leave recipient was approved. Except for leave in set-aside accounts (described below), a leave recipient must use any accrued annual leave (and sick leave, if applicable) before using transferred annual leave.

Annual leave transferred under the VLTP to a leave recipient may be -

Substituted retroactively for any period of leave without pay used because of the medical emergency; or
Used to liquidate an indebtedness incurred by the leave recipient for advanced annual or sick leave used because of the medical emergency.

Annual leave transferred under the VLTP to a leave recipient may not be -

Transferred to another leave recipient except by election of the leave donor;
Included in a lump-sum payment for annual leave; or
Recredited to a former employee who is reemployed by a Federal agency.

Set-Aside Accounts

While using donated leave, a leave recipient may accrue no more than 40 hours of annual leave and 40 hours of sick leave in "set-aside accounts." The leave in the set-aside accounts will be transferred to the employee's regular leave accounts when the medical emergency ends or if the employee exhausts all donated leave. Leave in set-aside accounts is not available for use by the employee until transferred to the employee's regular leave accounts.

An employee who returns to work part-time and who uses donated leave part-time accrues leave in his or her regular annual and sick leave accounts for the time spent in work status and in his or her set aside annual and sick leave accounts for the time spent in shared leave status (when using donated leave).

Limitations on Leave Donations

In any leave year, an employee may donate not more than one-half of the amount of annual leave he or she would accrue during the leave year. An employee with "use or lose" annual leave may donate the lesser of one-half of the annual leave he or she would accrue in a leave year or the number of hours remaining in the leave year for which he or she is scheduled to work and receive pay. These limitations apply to a combined total amount of annual leave donated by an employee under the VLTP and an agency leave bank program. Each agency must establish written criteria for waiving the limitations on donating annual leave.

An employee may transfer leave to an employee of another agency only when:

The donor is a family member employed by another agency;
The leave recipient's agency believes that leave donations within the agency may not be sufficient to meet the recipient's needs; or
The leave recipient's agency concludes that the transfer of leave from another agency furthers the purpose of the voluntary leave transfer program.

Termination of the Medical Emergency

The medical emergency terminates:

When the leave recipient's Federal service is terminated;
At the end of the biweekly pay period in which the leave recipient provides written notice that the medical emergency is over;
At the end of the biweekly pay period in which the agency determines, after written notice to the leave recipient and opportunity for response, that the medical emergency is over; or
At the end of the biweekly pay period in which the agency receives notice that the leave recipient has been approved for disability retirement.

The agency must monitor the status of the medical emergency to ensure that it continues to affect the leave recipient. When the medical emergency terminates, the agency may not grant further requests for transfer of annual leave to the leave recipient.

Even though an employee may not be affected currently by a medical emergency, an agency may deem a medical emergency to continue for the purpose of providing a leave recipient time to receive adequate donations of leave (for example, to compensate for a previous period of leave without pay or to liquidate an indebtedness for advanced leave).

Restoration of Unused Donated Annual Leave

Any unused annual leave remaining to a leave recipient's credit on termination of the medical emergency must be restored to the annual leave accounts of the donors. Once transferred leave is restored to a leave donor's account, the leave is treated the same as other annual leave in the account and becomes subject to the annual leave "use or lose" carryover limitation

A leave donor can opt to have this leave restored during the current leave year or the next leave year, or can donate all or part of the leave to another leave recipient.

Forms

The following forms are related to the Voluntary Leave Transfer Program:

OPM 630	Application to Become a Leave Recipient Under the Voluntary Leave Transfer Program
OPM 630A	Request to Donate Annual Leave to Leave Recipient Under the Voluntary Leave Transfer Program (Within Agency)
OPM 630B	Request to Donate Annual Leave to Leave Recipient Under the Voluntary Leave Transfer Program (Outside Agency)
OPM 630C	Transfer of Leave Records for Leave Recipient Covered by the Voluntary Leave Transfer Other Available Leave Options

Other Available Leave Options and Work Schedule Flexibilities

The Federal Government offers a wide range of leave options and workplace flexibilities to assist an employee who needs to be away from the workplace. These flexibilities include annual leave, sick leave, advanced annual or sick leave, leave under the Family and Medical Leave Act (FMLA), leave without pay, alternative work schedules, credit hours under flexible work schedules, compensatory time off and telework (external link). Agencies may also have a voluntary leave bank program.

References:

5 U.S.C. 6331-6340
5 CFR part 630, subpart I