Clapton Commercial Construction Company To: Atwood and Allen Consulting Company From: John Doe Date: 8/25/2014 Re: Employment Law compliance plan Purpose: The purpose of this memorandum is to inform the management and employees of Atwood and Allen Consulting Company, about a consulting assignment from Clapton Commercial Construction Company over their employment law compliance plan. The company is seeking consultancy services from us. It is therefore crucial that we provide the
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There are several legislation act that were established in regards to AIDS epidemic. They are Rehabilitation Act, Occupational Safety and Health Act, and the Employee Retirement Income System Act (Goetch, p. 543). Rehabilitation Act- its motivation is to offer security to individuals with inabilities, including laborers. It expresses that any office or association that gets government financing falls inside of the domain of the demonstration. Such substances may not victimize people who have inabilities
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The Employee Retirement Income Security Act (ERISA) regulates the employee’s pension. The provisions under ERISA supersedes state and local laws. There are healthcare laws that protect those that may separate from their place of employment. Or those that are on temporary leave from work. This is covered under the Comprehensive Omnibus Budget Reconciliation Act of 1985, better known as COBRA. The Family and Medical Leave Act of 1993 (FMLA) applies to employers with 50 or more employees. It provides
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HR and Business Acronyms AA 1.) Affirmative Action 2.) Adverse Action AACU American Association of Colleges and Universities AAO Affirmative Action Office AAP Affirmative Action Plan AAR Average Annual Return AARP American Association of Retired Persons ABF Asset Based Financing ABM Activity Based Management ABMS Activities Based Management System ABS Asset Backed Security ACH Automated Clearing House AD & D Accidental Death and Dismemberment ADA Americans with Disabilities
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Cost Club Senior Regional Staff This handout is intended to explain the five key regulatory areas Cost Club must adhere to. Following is a list of those areas: Employee Privacy, Employee Unions, Occupational Safety and Health Administration (OSHA), Employee Retirement Income Security Act (ERISA), and Fair Labor Standards Act (FLSA). Employee Privacy Federal Law – General Privacy Laws * Driver’s Privacy Protection Act of 1994 – 18 U.S. Code 2721. This law limits disclosures of personal information
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report for the GRINNELL COLLEGE MEDICAL BENEFIT PLAN – RETIREE GROUP, (Employer Identification No. 42-0680387, Plan No. 507) for the period July 1, 2014 to June 30,2015. The annual report has been filed with the Employee Benefits Security Administration, as required under the Employee Retirement Income Security Act of 1974 (ERISA). BASIC FINANCIAL STATEMENT Benefits under the plan are provided by a trust (benefits are provided in whole from trust funds). The value of Plan assets, after subtracting
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provide additional information employees can use to help monitor their wage benefits. By choosing from the Wages subtopics list it will also help employees narrow their browsing. This information is useful so that employees and employers understand employee qualification for benefit programs. The Department of Labor enforces the Fair Labor Standard Act (FLSA), which sets basic minimum wage and overtime pay standards. These standards are enforced by the Department's Wage and Hour Division. This law
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The 1,000 employee stock options granted on January 1, 2006 have two vesting conditions; the first being a performance condition and the second being a service condition according to ASC 718-10-20. The performance condition requires the company to achieve cumulative revenue in excess of $10 million over a three year vesting period. The service condition, instead, requires that the eligible employees have to be still employed by Long Shot after the three-year reporting period. These conditions have
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Abstract The intent of the paper is to examine current trends in the most commonly defined contribution retirement plan, the 401(k) plan. It will outline the best course of action to achieve an effective plan and maximize employee participation. This paper will review current mandates regulated by government agencies and explain the importance of remaining in compliance. Finally, the paper discusses best practices for implementation, as well as the best ways to promote a 401(k) plan within your
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April 14, 2014 Cost Club Scenario 3 Introduction Every employee has fundamental rights in the workplace that include their right to privacy, fair compensation and free from discrimination. Even applicants have rights before they are hired as an employee. Some of those rights include discrimination that is based solely on a person’s race, gender, age, religion, national origin, or during the hiring process (FindLaw, 2014). Employee Privacy * Employees have the right to privacy with regards
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