Samstag, 27. Februar 2016

Redmond arms dealer sues ATF over permits to import ammunition for resale

A local arms dealer is suing the Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF), claiming the government agency failed to comply with federal law when it issued permits authorizing the Redmond business to import certain types of ammunition for resale.


The plaintiff, P.W. Arms, Inc. (PWA), located in the Sammamish Valley neighborhood of Redmond, filed its claim Dec. 18 2015.


According to court documents of PWA’s 25-page claim, the defendant, the ATF, issued the arms dealer with permits that would allow them to import 5.45 millimeter by 39 millimeter rifle ammunition — manufactured in Russia and former Soviet Bloc nations — for resale as sporting ammunition to FFLs in the United States.


FFL stands for federal firearms license and allows licensees to engage in a business pertaining to the manufacture or importation of firearms and ammunition or the interstate and intrastate sale of firearms. Holding an FFL to engage in certain such activities has been a legal requirement within the United States since the enactment of the Gun Control Act of 1968.


PWA’s claim document continues, stating that the ATF “subsequently and without notice repudiated its delegated legislative authority to reclassify this ammunition as illegal and ‘armor piercing’…despite the lack of a commercially available handgun capable of using this rifle ammunition, and despite the lack of evidence that the ammunition contained a projectile core made entirely of steel or from a combination of steel and tungsten alloys, iron, brass, bronze, beryllium copper, or depleted uranium.”


The PWA claim also seeks a judgement that the ATF “negligently and/or wrongfully approved PWA’s importation permit under the circumstances above and is liable for all damages actually and proximately caused by ATF’s negligent and/or wrongful acts and/or omissions in an amount to be determined at trial.”


The ATF issued PWA permits to import hundreds of million rounds of the 5.45 millimeter by 39 millimeter rifle ammunition — also known as 7N6 — from 2013-14. According to its PWA claim, this included permits that authorized PWA to import 100 million rounds of ammunition in February 2013 as well as another 50 million rounds in February 2014. Most of these rounds were imported for resale, the claim states.


In March 2014, following a delay in a shipment of ammunition, PWA was notified by the ATF that 7N6 rounds they had imported “cannot be imported unless it is for use by the United States, any department or agency of the United States, any State, or any department, agency, or political subdivision of a State.”


According to the PWA’s claim, the company incurred about $2.97 million in damages “caused by the actions of ATF for which defendant United States of America is liable. ATF denied the claim.”


One of the main requests PWA has for the courts is to reclassify the ammunition so it is not “armor piercing,” in order to facilitate PWA’s lawful wholesale distribution and trade of the ammunition in the United States for sporting purposes.


PWA is also requesting the courts order the ATF cover the damages and financial loss the company has experienced, including importation permits, interest charges, storage charges, loss of profit on the ammunition, loss of business reputation and all other related costs and expenses in the amount of $2,974,685.20, plus additional ongoing costs and expenses in an amount to be proven at trial; and PWA’s attorneys’ fees and costs.


The ATF, through the U.S. State Attorney’s office in Seattle, filed its response to the claim on Feb. 19.


In court documents, the defendant moved that the courts dismiss the plaintiff’s claim that the ATF was negligent in approving PWA’s permits.


The documents state that in filling out permit applications to import and resell the ammunition, PWA “generally described this rifle ammunition as having been manufactured by ‘Russian State Factories,’ or the equivalent for other countries, such as Bulgaria…but did not reference a metal core.” The ATF documents state that PWA alleges that “(a)t all relevant times” it has been common knowledge that such ammunition “contains a small steel insert that is part of the core of the projectile.” However, PWA did not disclose on its permit form that the ammunition it would be importing contained a steel core or that it was armor piercing.


In its response, the ATF filed two sets of documents totalling 70 pages. In those documents, it is stated that approval of the types of permits PWA applied for to import the ammunition is left to the discretion of the ATF examiner.


“Once the permits are conditionally approved…the permits can be revoked at any time…The approved permits in this case specifically stated that they did not authorize the importation of the ammunition if it fit the definition of armor piercing,” the documents read.


The papers continue, stating that once the imported ammunition reaches American soil, it is inspected and compared to the description on the original forms. If the description and goods do not match, ATF conducts another investigation and once the results are in, decision makers consider all of the information in order to revoke an original decision. In this case, the ammunition was found to be armor piercing.



Redmond arms dealer sues ATF over permits to import ammunition for resale

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Freitag, 26. Februar 2016

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Donnerstag, 25. Februar 2016

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Study: Tattoos Increasingly Accepted in the Workplace

Good news for tattoo aficionados!  According to a new study conducted by the University of Miami School of Business Administration, having a tattoo has no impact on an individual’s employment or earnings.


After accounting for personal traits (i.e., education, behavioral choices, human capital, lifestyle factors, etc.) the researchers found no significant difference in the way people with tattoos are treated in the workplace than those without tattoos. The study, in the February issue of the Southern Economic Journal, is the first to rigorously investigate whether having a tattoo is significantly associated with employment or earnings.


The researchers explain that differences in employment and earnings can occur for a number of reasons, including productivity differences, employee signaling (i.e., information potential employees may reveal about their likes and dislikes), and in some cases, discrimination by either the employer or customers on the basis of having a tattoo. But, when the researchers controlled for a large set of factors that have been shown to affect employment and earnings, the negative impact of having a tattoo becomes small and non-significant.


This result may be partially explained by the fact that some industries, such as music and entertainment, professional sports, fashion, bars and nightclubs, styling, etc., actually welcome employees with tattoos.


“Qualitative research shows that tattoos are definitely becoming less taboo and somewhat accepted even in traditional workplaces, especially among younger employees,” said Michael T. French, professor of health sector management and policy at the University of Miami School of Business Administration, who conducted the study along with Philip K. Robins, professor of economics at the School. “If someone’s main concern about getting tattooed is whether body art will make them less employable or limit their earnings, this research suggests it should not be a major deterrent.”


“We believe it would be interesting in our future research to explore whether prominent tattoos (on the face or neck, for example), multiple tattoos, provocative images, or large tattoos, are significantly related to employment and/or earnings,” said Robins.


Stay tuned…


SOURCE University of Miami School of Business Administration



Study: Tattoos Increasingly Accepted in the Workplace

Mittwoch, 24. Februar 2016

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Montag, 22. Februar 2016

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Sonntag, 21. Februar 2016

Can you ask employees to cover a cultural tattoo?




Allegations of discrimination strike fear into the hearts of every HR professional so asking an employee to cover up a cultural tattoo can be a daunting prospect – but is it legally allowed?
“Generally, employers have significant latitude to set guidelines on their employees’ appearance,” says leading employment lawyer Brian Nathan.


From uniform and work attire to hair colour or body piercings, company policies dictating their appropriateness are legal and remain commonplace in many workplaces.


“As an employer, you have the right to determine how you wish to present your business in the best manner to attract and maintain customers,” stresses Nathan.


So what about tattoos? Well, according to the Nelson-based lawyer, this is where the waters becoming somewhat murky.


“Legally speaking, discrimination only occurs when the treatment the person is complaining of is because of one of the 13 protected grounds of discrimination, set out in the Human Rights Act,” says leading employment lawyer Brian Nathan.


The thirteen protected grounds are: gender, marital status, religious belief, ethical belief, colour, race, ethnicity, disability, age, political opinion, employment status, family status and sexual orientation.


“The request to cover up a tattoo which has cultural significance by reason of the employee’s religion or ethnicity could be discriminatory as these are prohibited grounds,” warns Nathan.


“For example, asking an employee to cover up a culturally significant Maori tattoo such as a moko could be discriminatory,” he explains. “On the flip-side, a tattoo of a cartoon character or a flower would not be.”


While there’s potential for discrimination, not every case is cut-and-dry and a recent Human Rights Review Tribunal proved that employers do have some discretion.


The case centred on a woman of Maori descent who was asked to wear a long sleeved shirt to cover the moko on her forearm while working at a corporate event.


The tribunal acknowledged that the moko was indeed of ethnic significance to the employee but found that the employer’s request was not discriminatory. Here’s why:



  • There was no discriminatory intent from the employer

  • The company had a rational business-related reason for the request

  • The request to wear a long sleeved shirt was an effective way of dealing with the company’s concern

  • The employee did not make the employer aware she was unhappy with the request and therefore its need to consider alternative means for dealing with its concerns

  • The request was only for one function so any discriminatory effect was limited


While the tribunal sided with the employer in this instance, Nathan says HR managers should remain vigilant when it comes to possible discrimination.


“As part of your wider duty as an employer, it is important that employees are treated fairly and are not unreasonably singled out,” he says.


“So in future to ensure all employees are clear about the company’s expectations in relation to presentation for public appearances, especially if these differ from the day to day standards, it would be advisable to send out an email prior to the event outlining the dress expectations and the business reasons for them to avoid any complaints or concerns,” he advises.


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Can you ask employees to cover a cultural tattoo?

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