Another one for the books: Orange County Library District publishes comprehensive Financial Report for 2017From the Orange County Board of County Commissioners Last month, the Orange County Library District opened the New Year with the release of its Comprehensive Annual Financial Report for last fiscal year ending on September 30, 2017. The purpose of this report is to fulfill requirements established by State statute: The District’s financial statements must be published within one year of the ending of the previous fiscal year; be presented in conformance with generally accepted accounting principles (GAAP) as applied to government entities; and be audited in accordance with GAAP by licensed certified public accountants. For 14 consecutive years, the District has been awarded a Certificate of Achievement for Excellence in Financial Reporting for its annual financial reports. The Government Finance Officers Association (GFOA) awards this certificate to a government who has published an easily readable and efficiently organized annual financial report, amongst other requirements. Believing that it continues to meet such requirements, the District plans to submit its latest report for consideration of earning the fifteenth certificate. Before discussing highlights and specifics from this financial report, it is necessary to briefly review the history of the District and the purpose it serves.The Orange County Library District was first established by a special state law (Chapter 80-555, Laws of Florida) and approved by referendum in 1990 as an independent special taxing district to provide library services for citizens residing in Orange County. This act, in its original form, has since been amended and recodified and can be found in Chapter 99-486, Laws of Florida. Members of the Library Board of Trustees are appointed by the District’s Governing Board. The Library Board of Trustees, comprised of five members, is responsible for managing, administering, and operating all library facilities and services of the District. Library services are provided to about 1,267,700 residents through the 290,000 square foot Main Library building in Downtown Orlando, and 15 branch locations ranging in size from 5,600-15,700 square feet.Given that the District provides local services to residents, information from the financial statements is often better understood when presented in the broad perspective of the local economy; the local economy is substantially driven by the tourism industry. Among the major employers in the District, the two largest property taxpayers are Walt Disney World Company and Universal Studios. The District is primarily funded through property tax revenues. From fiscal year 2009-2013, the District’s property tax revenues dropped $8,948,000 (25%). However, property values have since then bounced back and are expected to increase to $40,000,000 by the fiscal year 2018.Having first opened in March of 1985, many of the building systems and interior of the Main Library building have either been replaced or renovated in the last 10 years. Remaining projects for the building pending completion in the future include the following: Replacing the emergency generator, renovating the fifth floor, and constructing emergency exit gates and fencing to improve security. The District’s General Fund (used to account for all revenues and expenditures applicable to general operations), in combination with property tax revenues and reserves, will most likely fund these projects. In addition, the District has been transferring money from its General Fund to the Capital Projects Fund every year for the development of future branches; a $1,027,374 increase in the Capital Projects Fund for 2017 was attributable to a $1,000,000 transfer from the General Fund for the purpose of future branch development, and $27,374 in investment income. Of course, the District has and will continue to keep an eye out for opportunities for the development of future branch libraries in high growth areas when needed.According to the Government-wide Financial Analysis within the report, the net position overtime may become a helpful tool in determining the District’s financial position. During the 2017 fiscal year, the District increased its net position through operating results by $653,196 and assets and deferred outflows of resources exceeded liabilities and deferred inflows of resources by $51,437,116 as of the end of the fiscal year. The largest portion of the District’s net position is its investment in capital assets, including land, buildings, improvements, furniture, equipment, computer equipment, library books, and construction in progress; the capital assets are used to provide library services and thus not available for future spending. No debt is associated with these assets.Residents interested in reviewing the full Comprehensive Financial Report can do so via the following link: https://www.ocls.info/sites/default/files/CAFR2017_0.pdf. Please enter your name here TAGSOrange County Library System Previous articleFarmworkers Forum yields first look at City Commission candidatesNext articleBlood tests could reveal the missing pieces in your nutrition puzzle Denise Connell RELATED ARTICLESMORE FROM AUTHOR Florida gas prices jump 12 cents; most expensive since 2014 LEAVE A REPLY Cancel reply Gov. 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Related posts:No related photos. Comments are closed. Grey mattersOn 1 Apr 2003 in Personnel Today Employment rights for retirement-age staff, anti-ageism legislation andchanges to pensions provision are all up for grabs as employers struggle withtheir demographic destiny. Sue Nickson advises on what it means for HR policiesPeople are living and working longer than ever before, and the birth rate isin decline, a trend which is likely to continue for at least 20 years. TheOffice for National Statistics predicts 35 per cent of the workforce will beaged over 45 by 2005, rising to 40 per cent by 2010. Politicians and employers are having to address the complex consequences ofthis demographic trend, for working patterns, retirement ages and pensions. Itseems inevitable that as the population ages, it will become necessary forpeople to work longer. Recent challenges to the validity of UK legislation onunfair dismissal and redundancy rights of the over-65s, together with theEuropean-led drive towards age equality in the workplace, are adding to thedebate on what are and will be acceptable (and legal) age-related practices inthe workplace. Current legislation: unfair dismissal and redundancy Currently, employees who have reached 65, or the normal retirement age for thejob (NRA), are not eligible for statutory redundancy payments and cannotgenerally bring unfair dismissal claims (under sections 156 and 109 EmploymentRights Act 1996). The validity of these exclusions has been in question forsome time. Most recently, in Harvest Town Circle Ltd v Rutherford 2001, claimsfor unfair dismissal and a redundancy payment were brought by Rutherford, whoat 67 was on the face of it excluded from both by his age. It was argued thatthe upper age limit discriminated against men and amounted to unlawful sexdiscrimination, which could not be justified. At first instance, the tribunal agreed. But in August 2002, the Stratfordtribunal – following guidance from the EAT – considered detailed statisticalevidence and found the exclusion did have a disproportionate and unjustifiableimpact upon men. This decision dealt with the statistics at such length and in such detail,that other tribunals are unlikely to dispute the point about disproportionateimpact. It would be a brave employer that took on the burden of disproving thestatistics relied on in this case for some time to come, not least because itwould probably be more expensive to do so than just conceding unfair dismissal.The Secretary of State’s appeal is to be heard by the EAT in May. Future legislation: age discrimination At present, there is no legislation outlawing age discrimination, despiteevidence which suggests it is not a minority issue. A recent report by the Employers’ Forum on Age estimated the annual cost ofageism to the economy is £31bn. While the Government has extolled the economic and social advantages of anage-inclusive workforce, this is supported only by a non-enforceable Code ofPractice, the current version of which is Age Diversity at Work 2002. However, the Government has until December 2006 to implement its commitmentunder Article 13 of the EU Employment Directive 2000 to put in place agediscrimination legislation. In the consultation exercise on the FrameworkDirective (Equality and Diversity: The Way Ahead), which closed in January2003, the Government made certain basic proposals for age discriminationlegislation. A second round of consultation will commence this spring, followedby a final consultation on the draft regulations in spring 2004. The Governmentenvisages the regulations will be in force no earlier than December 2006. The Government proposes that like existing anti-discrimination legislation,the age regulations will outlaw direct discrimination, indirect discrimination,harassment and victimisation. The Directive applies to: – access to employment, self employment or occupation, (including selectioncriteria and recruitment conditions in all branches of activity and includingpromotion) – access to vocational guidance, training, and work experience – employment and working conditions, including dismissals and pay – membership of and involvement in a workers’ or employers’ or employmentorganisation or any professional organisation – virtually all categories of worker except, in most cases, the genuinelyself employed. It will outlaw unjustified age discrimination for all relevantworkers, young or old The Directive allows for justified differences of treatment when acharacteristic constitutes a genuine occupational qualification for the job. Italso provides that differences of treatment on grounds of age may be”objectively and reasonably justified” by a legitimate aim within thecontext of national law. There will no doubt be considerable debate on thispoint during the consultation exercise. The Directive itself gives examples of when discrimination might bejustified, to include allowing: – Special conditions in respect of certain age groups “in order topromote their vocational integration or ensure their protection” – The fixing of minimum conditions of age, professional experience orseniority in service for access to employment or certain advantages linked toemployment – The fixing of a maximum age for recruitment based on the trainingrequirement of the post in question or the need for a reasonable period ofemployment before retirement So far as compulsory retirement is concerned, the Directive will meanemployers will not be able to impose their own retirement age, unless there arecircumstances peculiar to the business which provide an objectivejustification. Future legislation: pensions and tax Increased longevity is posing complex challenges for the affordability ofpensions. While most workers hope for continued rising standards of living inretirement, as many as 3 million people are estimated to be saving inadequatelyfor that purpose. At the same time, occupational schemes are under pressurefrom rising costs, with some schemes being closed or employer contributionscut. The Government’s proposals in the face of this are contained in twoprinciple documents. The Department for Work and Pensions has published a GreenPaper entitled Simplicity, Security and Choice: Working and saving forRetirement. The Treasury and Inland Revenue have also published proposals forthe simplification of pensions taxation in Simplifying the taxation ofpensions: increasing choice and flexibility for all. Both principal documentsare consultation papers. The consultation for the Green Paper closed on 28March. The consultation on the tax proposals closes on 11 April. Although there are no proposals to increase the state pension age, the GreenPaper does propose that people should be encouraged to work past 65 bydeveloping the concept of flexible and phased retirement. It is also proposedthat from 2010, people should gain at least 10 per cent for each year that theydelay drawing their pension (compared to 7.5 per cent now). Further, peopleshould be allowed to remain in the same employment while receiving any pensionbuilt up in that job (this is prohibited under the current tax system).Tax-efficient early retirement, except in cases of ill health, will move fromage 50 to 55 from 2010. The Government hopes to introduce the tax changes vialegislation from April 2004. The combined effect of these age-related issues will be profound. Employersneed to be prepared for the changes ahead if they are to make appropriate andtimely changes to policies, procedures and practices. Those who participate inthe current consultation process on the scope and shape of impending agediscrimination and pension legislation, will be contributing enormously to theobjective of having workable and effective legislation. Sue Nickson is head of employment at Hammonds Over 65s dismissal and redundancy– Pending appeal, employees over theNRA, or if there is none 65, can bring claims for unfair dismissal orredundancy. This is regardless of whether there is a contractual retirementage. It is likely that all such claims will be stayed during the appealprocess, which could go as far as the ECJ and may therefore take many months toresolve– Do not assume that all employees will wish to retire at theNRA or 65. Communicate with those approaching retirement age to discuss theirexpectations and needs– Explore possibilities for alternative employment and/orworking patterns where necessary or desired – Do not rely on impending retirement to resolve problemsrelating to discipline, performance or sickness with older employees; followfair and appropriate procedures in all cases. Assume a genuine and fair reasonfor dismissal will be required, and that a fair procedure towards dismissalmust be followed – Do not select for redundancy by reason of ageMany believe older workers bringbenefits to business such as:– Improved staff retention rates– Higher staff morale– Decreased short-term absenteeism– Higher productivity– Improved public image– Widened customer base– Increased breadth of skillsAvoiding ageism in the workplace– Review the wording of job ads toensure they do not contain age discriminatory conditions– Review or draw up workable policies to avoid any inference ofdiscrimination which could be based on age– Agree a fair and consistent retirement policy with employees.The policy should not impose a ‘normal’ or contractual retirement age unlessthere are particular business circumstances which provide an objectivejustification, and should include the use of flexible, extended or phasedretirement options and/or flexible work patterns such as part-time work, jobsharing and secondments – Regularly analyse the age profile of the business to assessthe age diversity of the workforce– Review pay, incentive and reward schemes to ensure theyobjectively and fairly reward skill and productivity, rather than longevity– Review redundancy selection criteria and policies to ensurepeople are not selected for age-related reasons Previous Article Next Article
Areas under a winter weather advisory for Monday (Jan. 11) are designated in purple in this National Weather Service forecast map updated on Sunday.While areas to the west and north are under a winter weather advisory, Ocean City will see only rain as a system moves through on Monday.The precipitation is expected to start in the wee hours of Monday morning and continue through the day. With a low temperature Sunday of 36 degrees and a high Monday of 43 degrees, Ocean City will get only rain.A mix of ice, rain and snow is in the forecast for areas along the Interstate 95 corridor, particularly during the morning commute.High temperatures on Tuesday and Wednesday dip back down to the mid-30s, and there’s a very small chance of snow on Wednesday.The ocean water temperature on Sunday was 35 degrees with small surf.Northeast winds on Tuesday and Wednesday could give the waves a little bump by later in the week.
The New Yorker 14 January 2019Family First Comment: A must-read book…Berenson used to be an investigative reporter for the New York Times, where he covered, among other things, health care and the pharmaceutical industry. He had the typical layman’s view of cannabis, which is that it is largely benign, but he set out to educate himself. Berenson is constrained by the same problem the National Academy of Medicine faced – that, when it comes to marijuana, we really don’t know very much. But he has a reporter’s tenacity, a novelist’s imagination, and an outsider’s knack for asking intemperate questions. The result is disturbing.Berenson begins his book with an account of a conversation he had with his wife, a psychiatrist who specializes in treating mentally ill criminals. They were discussing one of the many grim cases that cross her desk – “the usual horror story, somebody who’d cut up his grandmother or set fire to his apartment.” Then his wife said something like “Of course, he was high, been smoking pot his whole life.”“Of course?” I said.“Yeah, they all smoke.”“Well … other things too, right?”“Sometimes. But they all smoke.”Berenson used to be an investigative reporter for the New York Times, where he covered, among other things, health care and the pharmaceutical industry. Then he left the paper to write a popular series of thrillers. At the time of his conversation with his wife, he had the typical layman’s view of cannabis, which is that it is largely benign. His wife’s remark alarmed him, and he set out to educate himself. Berenson is constrained by the same problem the National Academy of Medicine faced – that, when it comes to marijuana, we really don’t know very much. But he has a reporter’s tenacity, a novelist’s imagination, and an outsider’s knack for asking intemperate questions. The result is disturbing.The first of Berenson’s questions concerns what has long been the most worrisome point about cannabis: its association with mental illness….In one of the most fascinating sections of Tell Your Children, he sits down with Erik Messamore, a psychiatrist who specializes in neuropharmacology and in the treatment of schizophrenia. Messamore reports that, following the recent rise in marijuana use in the U.S. (it has almost doubled in the past two decades, not necessarily as the result of legal reforms), he has begun to see a new kind of patient: older, and not from the marginalized communities that his patients usually come from. These are otherwise stable middle-class professionals. Berenson writes, “A surprising number of them seemed to have used only cannabis and no other drugs before their breaks. The disease they’d developed looked like schizophrenia, but it had developed later – and their prognosis seemed to be worse. Their delusions and paranoia hardly responded to antipsychotics.”www.newyorker.com/magazine/2019/01/14/is-marijuana-as-safe-as-we-think