Project Summary Employment Law Project Summary The employment relationship is a contractual one between an employer and a worker. The worker may be either an employee or an independent contractor. Distinguishing between the two is very important. It has an effect on compensation‚ benefits‚ harassment‚ family leave‚ workers’ compensation‚ unemployment insurance‚ and discrimination‚ (Moran‚ 2008‚ p. 3). In an employment relationship‚ authority is conveyed by an employer to an employee. Deciding
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The HealthSouth Debacle: A Legal and Ethical Perspective Jay Buntemeyer Regis University Abstract HealthSouth Corporation is the largest operator of rehabilitation hospitals in the United States. Since the company’s inception in 1984‚ HealthSouth has garnered the attention of Wall Street and millions of investors. However‚ the attention was because the iconic HealthSouth was involved in one of the largest accounting fraud scandals in United States history. HealthSouth’s founder and CEO‚ Richard
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If the company does not reach or exceed it’s performance goals‚ the compensation bonuses will not be paid. In the past‚ low sales figures and lawsuits affected the company’s cash flow. The change in strategy‚ moving from the entitlement mindset to one of performance‚ helps combat any poor market conditions that might be going on and challenges it’s employees to stay motivated even in poor economic
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Act g. Employee Retirement Income Security Act h. Family and Medical Leave Act i. Federal Insurance Contributions Act j. Federal Unemployment Tax Act 3. Which of the following statements is not a provision of ERISA? k. ERISA requires each employer to establish a pension plan l. All of these choices are
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package. The Employee Retirement Income Security Act of 1974: This law also known as ERISA and The Internal Revenue Code imposes a variety of benefit limits and nondiscrimination requirements on contributions to qualified and 403(b) retirement plans used as an incentive to retire early by private employers. ERISA is a federal statue that sets standards for most employer and union sponsored retirement plans. ERISA and the Internal Revenue Code play an important role in the implementation of early retirement
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exactly what benefits their employer offers and what each type of benefit does for the employee. Employees that understand defined contribution plans‚ defined benefit plans‚ 401(k)‚ 403(b)‚ the fiduciary requirements imposed by ERISA‚ and non-discrimination rules imposed by ERISA will help employees make good decisions regarding their retirement. Each plans has its good points and its bad points and employees need to know what there options are and which will benefit them. Not each plan is offered by
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Strategic compensation: A human resource management approach (5th ed.) Milkovich‚ G. T. & Newman‚ J. M. (2008). Compensation (9th ed.). New York: McGraw-Hill Watson‚ T Wolfe‚ L. (2013). ERISA Law - What is ERISA and What Does ERISA Law Cover? Retrieved from http://womeninbusiness.about.com/od/erisalaw/a/erisa-basics.htm
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10 Introduction and history of health insurance in the united states Chandra Westergaard Crowell & Moring I. Introduction and History of Health Insurance in the United States Health “insurance” provides individuals with protection against the financial loss that can result from accidents or sickness. In the United States‚ very few people continue to receive protection from losses against illness through what would traditionally be thought of as “insurance.” Instead
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persons dream. We all work hard during our working lives and have aspirations for retirement. When our pension’s plans are not properly funded we lose. The Employee Retirement Income Security Act (ERISA) of 1974 was signed into law by President Gerald Ford on September 2‚ 1974. The events leading up to ERISA involved the closing of the Studebaker Automobile Company out of South Bend‚ Indiana. The Studebaker Company had one of the finest pension plans for all 7‚000 employees. In 1963 the Studebaker Company
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scary propositions‚ given the often cumbersome oversight of federal‚ state and local government regulatory authorities. An organization that is unaware of its HR responsibilities is an organization precipitously close to incurring a costly fine or lawsuit. Examples of penalties include: DOL fines of $1‚100 for any violation of failing to pay overtime to non-exempt employees; OSHA penalties as high as $10‚000 for failing to post required
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