Are you flustered, flummoxed and flabbergasted that 2013 is already halfway over? Some updates moving forward for Workplace-laws-and-legal-issues-you-need-to-know
In August 2017, an Act Further Regulating Employer Contributions to Health Care was signed into law, temporarily changing the existing employer medical assistance contribution and creating a temporary supplemental contribution, among other things. The final regulations implementing the law were just released by the Massachusetts Department of Unemployment Assistance (DUA), and could financially impact your organization.
The Commonwealth of Massachusetts Executive Office of Labor and Workforce Development Department of Unemployment Assistance has provided a list of frequently asked questions to help explain the new EMAC Supplement. Feel free to download the attachment below to read more, or view it at www.mass.gov.
The Affordable Care Act does not require businesses to provide health benefits to their workers, but larger employers face penalties starting in 2014 if they don't make affordable coverage available. This simple flowchart illustrates how those employer responsibilities work.
Here is basically everything you need to know about the Immigration Reform and Control Act (IRCA) in one handy post.
The current Employment Eligibility Verification Form, commonly referred to as Form I-9, expires Aug. 31, 2012. Once it expires, what should employers do?
All U.S. employers must complete and retain a Form I-9 for all citizens and noncitizens they hire for employment in the United States, according to the U.S. Citizenship and Immigration Services (USCIS).
Here are summaries of four pieces of legislation of which employer’s should take note:
U.S. Department of Labor Releases Long-Awaited Overtime Rule
Originally Published By: Troutman Sanders LLP on March 12, 2019
Last week, the United States Department of Labor (DOL) issued its long-awaited proposed change to the minimum salary threshold for the white-collar exemptions under the Fair Labor Standards Act. The new minimum salary threshold is $35,308/year (or $679/week).
This new rule is not finalized nor in effect now. Rather, the new rule is open for a notice and comment period, with the DOL accepting public comments for 60 days after the rule is published in the Federal Register. The Department of Labor predicts that the new rule will likely become effective in January 2020.
