Sentences with phrase «new employer requirements»

2013 Labor and Employment Summer Webinar Series: Catching up with the FMLA — New Employer Requirements for U.S. Leave Laws

Not exact matches

With employers facing new Affordable Care Act reporting requirements in 2016, one human - resources tech company is automating the process.

The Affordable Care Act largely preserved the employer - provided healthcare system, focusing new coverage requirements on insurers that cover Americans who don't get health benefits at work.

A new study by Millennial Branding, of 225 employers using Experience Inc.'s data pool of over 100,000 US companies, uncovers the student employment gap, skill requirements, and sources of hire for the class of 2012.

Many aspects of immigration reform would affect retailers, particularly proposed new requirements regulating how employers verify the legal status of employees.

In the latest version of the rule any recommendation to move money from an employer - sponsored plan to an IRA product or from an existing IRA to a new IRA product is deemed investment advice and triggers the requirements of the rule.

Family - owned retail craft chain Hobby Lobby joined the contraception mandate fray yesterday, suing the Department of Health and Human Services (HHS) over its new requirement for employers to provide healthcare coverage for emergency contraceptives.

SB 219 would serve to clarify employer requirements and keep New Hampshire in compliance with current Federal laws and court decisions, including the March 25 Supreme Court ruling on Young vs United Parcel Service (UPS), which ruled in favor of Peggy Young to reverse the lower court's decision and to have a trial, after she sued UPS under the federal Pregnancy Discrimination Act, for failure to provide pregnancy accommodations.

New Yorkers were also split over Mr. Cuomo's plan to set aside $ 1 billion to lure new employers to Buffalo, and over his vow to end a requirement that food stamp applicants be fingerprintNew Yorkers were also split over Mr. Cuomo's plan to set aside $ 1 billion to lure new employers to Buffalo, and over his vow to end a requirement that food stamp applicants be fingerprintnew employers to Buffalo, and over his vow to end a requirement that food stamp applicants be fingerprinted.

Another new and burdensome requirement on employers to report payments to employees on or before the time of payment, irrespective of the time (e.g. closing time for a pub) or the location of work (e.g. in the middle of a field).

• Promoting Labor Law reforms - including elimination of the Wage Theft Prevention Act's annual notice / signature requirement, adopting reasonable standards regarding pay equity and workplace accommodations, and opposing new and increased pay and benefit mandates on private sector employers.

The mayor took a moment after an unrelated press conference in Brooklyn this morning to address the House GOP's plans to repeal the Affordable Care Act and replace it with a new package of legislation that would proffer tax credits, cut subsidies and end the requirement that large employers offer their workers affordable insurance.

Gov. Andrew M. Cuomo says women in New York state don't have to worry about new Trump administration rules ending a federal requirement that employers must include birth control coverage in their health insurance plaNew York state don't have to worry about new Trump administration rules ending a federal requirement that employers must include birth control coverage in their health insurance planew Trump administration rules ending a federal requirement that employers must include birth control coverage in their health insurance plans.

The budget also included a requirement that employers offer paid family leave and lowered tax rates for New Yorkers making less than $ 300,000.

\ As with any new system there are bound to be teething problems and there are areas that are still «work in progress» so it is reassuring to know that in advance of the mandatory RTI requirements next year, in April HMRC began a pilot with volunteer payroll software providers and employers.

The new requirements would have states report annually on teacher preparation programs — including alternative certification programs — based on employment outcomes, new teacher and employer feedback, student learning outcomes, and assurance of specialized accreditation.

There's a special benefit if you can roll the account to a new employer: you get to count the «age» of the old account toward the five - year requirement for the new account.

You can change employers during your 10 - year period as long as you work for a qualifying employer, continue to meet the full - time requirement, and fill out a new form each time.

The new laws, which will take effect on January 1, 2018, prohibit employers from asking job applicants about their previous salary and set requirements regarding criminal background checks.

Second, note that regardless of one's ability to find new employment, nothing detracts from the employer's requirement to pay statutory termination pay.

The new regulations also impose new mandatory recordkeeping requirements on the employer.

In addition to these changes, the government has the ability to prescribe additional specific requirements for the policies and procedures that employers must have in place to address workplace harassment, so new regulations may be coming in future if it's determined that employers need additional guidance to ensure effective policies are put in place.

Employers complain about the new higher minimum wage (the so - called «living wage»); the «apprenticeship levy» (a payroll tax for large companies); restrictions on skilled migrant workers; and the requirement for large companies to publish their gender pay gaps.

One program amendment to the OHSA that could present a challenge for smaller employers is a new requirement that employers provide a means for reporting incidents or complaints of workplace harassment where the complainant's supervisor or employer is the alleged harasser.

Most significantly for employers, the RCMP has brought in a new requirement that applicants declare all convictions for offences under federal law.

Some of the changes being proposed with respect to the Employment Standards Code include: the introduction of new unpaid, job - protected leaves, decreased eligibility thresholds for existing unpaid, job - protected leaves, increasing the rate at which overtime may be banked, changes to the eligibility and calculation of overtime in the context of compressed work weeks, the introduction of additional employee rest periods, changes to the eligibility and calculation of general holiday pay, amendments to youth employment, the introduction of additional notice requirements in the context of group termination notices, and new enforcement tools to deal with non-compliant employers, including introduction of an administrative penalty system.

The new SRA policy will come into effect on 1 August 2014, from which point the only requirement for employers in terms of trainee salaries will be to pay trainees at least the main rate for employees under the NMW Regulations, which is # 6.31 per hour from 1 October 2013 for those aged 21 years and over.

Employers have six months to consider these new Employment Standards Code and Labour Relations Code rules and implement any necessary changes or new requirements to their HR practices, policies and procedures, collective agreement and payroll system to ensure compliance.

A new university study and the ever - increasing use of wireless devices, such as the BlackBerry, could result in a flood of lawsuits against employers for creating an allegedly dangerous environment where unpaid overwork is required for success, promotion and job security, a leading law firm warns -LSB-...] Giving rise to possible claims, is a recent study by Gayle Porter, Associate Professor of Management at Rutgers University in New Jersey, which suggests possible liability for companies if they keep their employees on «electronic leashes» as part of their job requiremennew university study and the ever - increasing use of wireless devices, such as the BlackBerry, could result in a flood of lawsuits against employers for creating an allegedly dangerous environment where unpaid overwork is required for success, promotion and job security, a leading law firm warns -LSB-...] Giving rise to possible claims, is a recent study by Gayle Porter, Associate Professor of Management at Rutgers University in New Jersey, which suggests possible liability for companies if they keep their employees on «electronic leashes» as part of their job requiremenNew Jersey, which suggests possible liability for companies if they keep their employees on «electronic leashes» as part of their job requirements.

Since 2009, I have been an adjunct professor at Hilbert College in New York where I teach an advanced level «Employment Benefits Law» course focused on the legal requirements and business concerns employers need to consider when offering mandated and discretionary benefits.

Ms. Levy specializes in all tax aspects of the Affordable Care Act, including the «Cadillac Tax», employer shared responsibility, the new tax reporting requirements of the Internal Revenue Code sections 6055 and 6056, and premium tax credits and cost - sharing reductions.

We anticipate that the Ministry of Labour will conduct inspections to ensure employers are complying with the new legislative requirements.

Her work included guidance on the employer mandate, the premium tax credits and cost - sharing reductions, and the new tax reporting requirements of Internal Revenue Code sections 6055 and 6056.

Employers must meet and implement new requirements regarding increased minimum wage, vacation time / pay, work scheduling rules and various job - protected absences from work for employees.

When determining what is required for a new job, employers should ensure that the requirements are bona fide and not based on stereotypical assumptions linked to Code grounds (disability, race, or sex).

For the first time the Government has published full details of the new requirement for employers...

The blog addressed new training requirements wherein an employer was required to ensure that workers complete a basic health and safety awareness program.

In addition to the new requirement whereby in certain circumstances employers will be required to provide an employee list to a union seeking bargaining rights which includes employees» names, phone numbers, and personal email addresses, provided that the employer has this information, Bill 148 has been changed further to give the Ontario Labour Relations Board (the «OLRB») discretion to order employers to also disclose:

Instead, it included sweeping revisions to several statutes, resulting in several new requirements for employers doing business in New York Stanew requirements for employers doing business in New York StaNew York State:

Rochester Labor & Employment partner Kate Saracene contributed this column which describes a new set of requirements for employers under the Affordable Care Act.

Whether an employee is exempt or non-exempt from overtime requirements can be complicated and you should seek guidance from an experienced employment lawyer or the New Hampshire Department of Labor (NHDOL) if you have a question about whether your employer has misclassified you as exempt.

It is common for employers and lawyers to overlooked the requirement that the employer must also be able to demonstrate that the employee knew that he or she was giving up the right to reasonable notice at the time the new employment contract was signed.

However, I have a simple question about this bill and the new requirement it imposes on employers.

As of July 1, 2014, employers operating in Ontario must ensure their occupational health and safety programs satisfy new worker and supervisor training requirements.

We recently wrote about new requirements for employers to implement comprehensive policies, programs, and investigative procedures to address workplace harassment under the Occupational Health and Safety Act («OHSA») see our blog post here.

This new provision permits covered entities to make disclosures necessary for the effective functioning of OSHA and MSHA requirements, or those of similar state laws, by permitting a health care provider to make disclosures without the authorization of the individual concerning work - related injuries or illnesses or workplace medical surveillance in situations where the employer has a duty under OSHA and MSHA requirements, or under a similar state laws, to keep records on or act on such information.

In light of the government's new action plan and upcoming legislative amendments, employers should proactively review their current workplace health and safety violence and harassment policies and procedures (including complaint, response and investigation processes), as well as training requirements and processes, to ensure a safe workplace free of sexual harassment for all their employees.

Just before the Brexit vote I heard a «Vote Leave» campaigner declare how coming out of the European Union meant that employers would be unburdened from red tape citing as an example that they would not have to comply with new data protection requirements about to come out of Brussels.

New requirements to publish discrepancies in pay between men and women could be used as «ammunition» for equal pay claims against private sector employers, employment lawyers have warned.

Employers who sponsor or administer a registered pension plan should familiarize themselves with these new Ontario legal requirements.