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26-Apr-2020 09:09 by 6 Comments

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There are some interesting developments behind the curtain that I will be posting about.

Instead of a full blown power supply the Nest powers their stat with a power stealing scheme that takes power from the unit.We all benefit by the great smart thermostat race and there is no dis-inventing the Nest.Disruptive technology will never, and should never, go away.Are we all really buying that it is that hard to set up a thermostat? Fadell’s motivation is a piece of the massively large and lucrative thermostat market ( who can blame him for that?) and his concept is to make it an end-to-end channel, which means Nest to consumer.The DIY market has always patronized the Home Depots and Lowes from the day they bought their first house and the DIY market has never belonged to any distributor or contractor, but the potential of Nest to impact our markets beyond the DIYs bears conspiracy, I mean, considerable attention.

Although, a twenty dollar Starbucks card goes to the first person who correctly identifies the third largest stock holder in Nest in the comments section.

Hint, ( he clams to have invented the internet, and is all about convenient, I mean, inconvenient truths).

Now for the Good, the Bad, and the Ugly: GOOD: Cost is the almighty force that drives a good, better, and best offering, whether in cars or televisions, or universities or hair salons, and economics will prevail in the selection of a thermostat — unless there is a greater tax or rebate incentive offered, or it becomes mandatory ( as in the government makes you, wonder which savvy investor will make billions off of little round thermostats if this happens) for a smart device to link energy information from each residence to the utilities for grid management.

To all the traditional thermostat manufacturers, Wake up!

Having a great product is not enough, the market wants some sizzle with that steak.

Mower Parts has a full line of parts including carburetors, tires, batteries, belts, blades, starters, trimmer string, PTO clutches, and much more.

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EEOC Issues Default Judgment An agency's failure to respond to the EEOC's repeated requests for a complaint file, the report of investigation, the hearing record and the hearing transcripts over a two-year period resulted in a default judgment in favor of the complainant as a sanction. Complaint based on Gender Identity In a precedent-settling decision, the EEOC decided that a transgender woman who was initially offered employment as a male for a position with a contractor for the Bureau of Alcohol, Tobacco and Explosives, but the offer was subsequently withdrawn when it was learned that he was transitioning to female, is entitled to pursue her case. Pension Benefit Guaranty Corporation, 2012 MSPB 42 (3/27/12), the MSPB ruled that the Pension Benefit Guaranty's Corporation's ordering of an appellant to undergo a fitness for duty examination (FFD exam) and concomitant suspensions (including some time in AWOL status) was improper, as it did not fit into the narrow circumstances set forth by the Office of Personnel Management for permitting FFD exams. Hostile Work Environment Harassment Based on Gender In Sherri L. Indefinite Suspension Reversed On April 2, 2012, the Merit Systems Protection issued its decision in Hall v. The Board reversed the indefinite suspension of Hall and ordered her reinstated with back pay. 2010-3193, dismissing the case for lack of jurisdiction. New Standards Set on Attorney Fees The MSPB set new precedent when it ruled that an administrative judge erred in her award of attorney fees and expenses in Driscoll v. 31, 2011), by overly reducing the amount of recoverable attorney fees in Driscoll's case. Reversing the administrative judge's dismissal of the case, the MSPB reinstated King's claim of whistleblower reprisal and remanded the case for further proceedings. Edward Passman, a founding principal of Passman & Kaplan, is co-counsel in the case, Crystal Robinson, Complainant v. Mc Hugh, Secretary, Department of the Army, Agency, EEOC Appeal No. Mixed Motives in Age Discrimination Cases In a recent decision, the EEOC's Office of Federal Operations (OFO) found that the "mixed motive" analysis still applies to age discrimination cases in the federal sector, even though the Supreme Court had barred private-sector employees from using the argument in Gross v. Protections for Legislative Branch Employees The U. District Court for the District of Columbia recently clarified the mode of analysis for employment discrimination cases involving employees of the legislative branch. Office of the Chief Administrative Officer of the U. Genetic Information Nondiscrimination, Part 1 In her 2009 performance review, Pamela Fink's employer MXenergy, told her that she was doing an "exemplary job." In October 2009, Fink took two weeks of paid medical leave and underwent a double mastectomy. When she returned to work, she informed her employer that due to a family history of breast cancer she had made the decision to have the double mastectomy after genetic tests showed that she carried the gene for breast cancer. Denial of FMLA Leave The EEOC's Office of Federal Operations (OFO) recently issued a decision which would apparently leave federal employees who allege discriminatory reasons for the denial of requested leave under Family and Medical Leave Act (FMLA) without legal recourse. Mike Donley, Secretary, Department of the Air Force, Agency, 19 (August 20, 2010), the EEOC (the 'Commission") reversed the U. Air Force's dismissal of Sharbini's EEO complaint 'for failure to state a claim," and remanded to the agency for further processing. Reversing a final agency decision, OFO found the agency had subjected Mercedes to a hostile work environment and remanded the case for proceedings on damages. Hearing Ordered in Involuntary Resignation Case The MSPB recently reversed an initial decision, found that it had jurisdiction over an appeal by an investigative analyst who resigned after being informed that he would be terminated, and remanded the case for a hearing. Hostile Work Environment Claim Rejected In Suheda Tokur v. The Board also found that the AJ erred when he did not notify Davis of the requisite burden needed to obtain a hearing on her discrimination claims. Pattie Ware, 114 MSPR 128 (June 9, 2010), in which the MSPB ordered Ware's removal from her position with the Department of the Treasury's Bureau of Engraving and Printing for violations of the Hatch Act, the Board issued its decision in Special Counsel v. Notice of EEO Deadline In an unpublished decision, the U. Court of Appeals for the 11th Circuit held that an employee who sees a poster in the workplace providing information on how to file an EEO complaint is on constructive notice of the deadline for filing such a complaint.

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