Basically, an employer is one who controls and directs the performance of work, especially the details and means by which the work is done.
Typically, a higher-level manager or human resources practitioner receives a request from a line supervisor to discipline an employee because of an employee's a
Welfare benefit plans must file some reports with the IRS and some reports with the Labor Department.
Care must be taken in choosing an outside EAP vendor in order to find one that can meet the needs of both the employees and the organization.
Company documents that may be considered business reports or records and that are often used as evidence in employee litigation include:
The following terms will be useful in stating the duties and responsibilities of jobs. The list will help you avoid using unclear expressions.
The following language (as prescribed by regulations) meets the rules for a general statement of the ERISA rights of participants and beneficiaries.
For contracts entered into or modified on or after December 1, 2003
VETS-100 Report. The VETS-100 Report must be filed by all nonexempt federal contractors and subcontractors with contracts or subcontracts for the furnishing of supplies and services to the government, or who ...
Whistleblower policy
Employment records routinely maintained by employers, but not specifically listed in the federal requirements, include:
Under rules effective for plan years beginning on or after October 9, 2002, essentially all documents required to be disclosed under Title I of ERISA may be tra
Qualifying for this tax-free fringe benefit can be a bit trickier than qualifying for other types of fringe benefits.
Certain welfare plans that cover fewer than 100 employees at the start of the plan year and are part of a group insurance arrangement are exempt from making cer
Awards that recognize an employee may be given for reasons ranging from a single outstanding achievement to performance based upon a long period of time.
The provisions of this section are supplemental to any statutes, existing or to be enacted in the future, that are designed to protect and safeguard a citizen's
Any person or entity violating the New Hire Act of 1997 may be subject to an administrative penalty not to exceed $25 per violation (Sec. 25-11-17).
In an action brought under this chapter, a court may order where appropriate payment of back wages, front wages, and compensatory damages, or any combination (S
Penalties.— An employer who fails or refuses to report the hiring of a new employee as required will be punished by a fine of $25 for each such failure or refus
Any employer who intentionally fails to submit new hire information on an employee is guilty of an infraction and will be fined not more than $25 for each time