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Repository News
December 2025:
- Arizona Journal of Environmental Law & Policy, Vol. 16, Issue 1 is now available in the repository.
- Historical master's theses and master's reports in Civil Engineering and Engineering Mechanics have been digitized and are now available in the UA Master's Theses collection.
November 2025:
- Historical master's theses and master's reports in Optical Sciences have been digitized and are now available in the UA Master's Theses collection.
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Comparing the Ignitability of Mulch Materials for a Firewise LandscapeEight different landscape mulches were tested for their flammability using a propane torch, charcoal briquette, and a cigarette at two different times of the year. Three randomized compete blocks with eight one square meter plots were tested at three locations; Tucson, Prescott, and Flagstaff, Arizona. Each of the mulches was subjected to the heat of a handheld propane torch (15 seconds), a glowing charcoal briquette (five minutes), and a lit cigarette (until burned out). We found that the least dense mulches (pine needles and straw) burned rapidly when subjected to the torch and ignited after the briquette was removed. The medium density mulches (pine bark nuggets and wood chips) had low flame lengths and smoldered. Heavy density mulches (garden compost and shredded bark) only smoldered. The decomposed granite and sod did not ignite or smolder.
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BOUND ON THE NUMBER OF SIMULTANEOUSLY BAND- AND TIME-LIMITED QUASI-MONOCHROMATIC FREQUENCY MODESBased on insight from three seminal papers by Landau, Pollock and Slepian, which introduce the prolate-spheroidal wave functions as an optimal basis for almost completely capturing the degrees of freedom of a certain class of simultaneously time and band limited functions, we introduce an alternative set of narrow-band functions and discuss how the properties of the optimal prolate-spheroidal basis impose a bound on their number in terms of the time-bandwidth product.
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An End to Unpaid Internships in Light of Loper Bright [Note]Internships are prime opportunities for budding professionals to gain experience and get their foot in the door. Every year, almost two million people in the United States work as interns. This number continues to rise—from 17% of college graduates in 1992, to 50% in 2008, to 62% in 2023. However, many internships are unpaid. In fact, over close to half of Class of 2023 college seniors who took part in an internship during college were not paid for their work. A fundamental problem results—while internships are meant to increase opportunity for young professionals, unpaid internships price out too many of them. Indeed, unpaid internships concentrate opportunity among the few who are able to work without pay. This Note envisions the means to an end of the majority of unpaid internships. It summarizes the history of internships and discusses the trainee exception, the legal loophole that, since 1947, has allowed employers to exploit the free labor of interns under the pretext that they are purely training them. This Note further postulates that the Supreme Court’s ruling in Loper Bright, which put an end to Chevron deference, demarcates the issue of intern pay as especially ripe for litigation—judges are now empowered to decide whether to follow an existing Department of Labor (DOL) fact sheet, which has promoted this trainee exception loophole, or propose a new test altogether. Considering these issues which plague the law that governs internships, and in light of Loper Bright, this Note subsequently proposes a novel de minimis beneficiary test: if the employer obtains even a de minimis benefit from the intern’s presence, the intern must be considered an employee, instead of an intern, under relevant employment law. This test would conciliate the sparring employment law viewpoints of recent presidential administrations. It would further provide a viable workaround for a presently fractured and paralyzed Congress. Additionally, it would rectify legal malformations tied to the current model of internships, such as the fact that interns, currently viewed under the law as non-employees, are not legally protected against gender- and race-based discrimination in the workplace—the right to be free from the same is guaranteed by Title VII of the Civil Rights Act. Ultimately, this Note aims to advocate for internships that are in line with established labor practices of the modern day. By pushing for updates to a common law stuck in a bygone era, it advances a future where budding professionals of every background can partake in the intellectual and social training that internships provide while being fairly compensated for their contributions.
