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|Cell Phone Tax||
IRS Now Asks to Drop Tax on Cell phones
The Internal Revenue Service is backing away from proposals to more uniformly enforce a law that taxes personal use of employer-provided cell phones. IRS Commissioner Doug Shulman on Tuesday asked Congress to repeal the 20-year-old law to ensure that neither companies nor workers will be subject to taxes for employees' personal use of work cell phones.
|Cell Phone Use by Drivers of Buses||
U.S. Dept, of Transportation Bans Hand-Held Cell Phone Use by Drivers of Buses and Large Trucks
Cutting the Gordian Knot of School Cell Phones
Dennis Malone, CFO of Head Royce School in Oakland, CA, had a problem: Keeping track of all the school cell phones was driving him crazy. So, this is what he did:
|Challenges Schools Will Face in the New Year||
The New School Year: Three Challenges Schools Will Face
Many schools (as well as other types of employers) continue to have to respond to claims under the Wage Hour Law (Fair Labor Standards Act) that they have either misclassified employees as exempt from overtime or have not paid non-exempt employees for all hours worked.
|Changes in FMLA||
Changes in FMLA
FMLA for Schools
Although schools (regardless of size) are required to comply with the notice-and-posting requirements of the FMLA, they need only provide job-protected FMLA leave if the employee meets the Act's eligibility requirements where at least 50 employees are employed within 75 miles; be employed for 12 months, which need not be consecutive (there can be as much as a 7-year gap); and have worked 1,250 hours in the 12 months preceding the start of the leave. (FMLA leave notice for handbook is posted on the SOS website.)
|Charitable Raffles in Texas||
Texas Charitable Raffles
|Checklist for Crisis Management Planning||
Checklist for Crisis Managment Planning
|Child Labor Laws||
Child Labor Laws
Summer is almost upon us! There have been a number of questions from member schools regarding employment laws covering children that may be hired to work summer camps and other positions that are available: What hours can students work when school is in session? What hours can they work in the summer? Are there any other requirements or rules that we need to know about?
|Childrens Health Insurance Program||
CHIPRA Went into Effect on April 1, 2009
CHIPRA (Children’s Health Insurance Program Reauthorization Act) of 2009 went into effect on April 1, 2009. It extends coverage to four million children and includes laws that effect employer provide group health plans.
|CHIPRA: The Children's Health Insurance Program Act||
CHIPRA: The Children’s Health Insurance Program Act
On February 4, 2009, the Children’s Health Insurance Program Reauthorization Act of 2009 (“CHIPRA”) was signed into law. In order to comply with CHIPRA, employers who offer group health plans must provide notice to their employees of their rights under CHIPRA. On February 4, 2010, the Department of Labor issued a model CHIPRA notice, which can be located on their website - http://www.dol.gov/ebsa/chipmodelnotice.doc
|Claim vs Occurrence||
Claims Made Versus Occurence Forms
Charges of sexual molestation don’t necessarily surface at the time of the incident. Connecticut now allows charges to be made up to 30 years after the alleged incident. Catholic priests recently had charges brought by their victims 10 or 20 years after alleged molestation occurred. So it is important to understand what liability coverage you have in place. Liability policies are written as one of two forms: claims-made or occurrence.
|Classification - Employee or Contractor||
Worker Classification - Employee or Contract Labor
|Classification of Pre-K Teachers in California||
Classification of Pre-K Teachers in California
On April 14, 2011 SOS received a question about whether Pre-K teachers in California should be classified as exempt or nonexempt employees. We asked Tamara Devitt, attorney at Fisher & Phillips, LLP, to give a legal opinion:
|Coaches Qualify for Professional Exemption||
Coaches Qualify for Professional Exemption (DOL Opinion Letter)
Coaches qualify for the exemption if their primary duty is teaching and imparting knowledge to students in an educational establishment.
|COBRA - Denial of Request of Premiums||
Denial of Request for COBRA or Reduced COBRA Premiums
|COBRA Coverage After Cobra||
Coverage After COBRA
|COBRA Model Notices||
COBRA MODEL NOTICES
ARRA, as amended by the Continuing Extension Act of 2010 (CEA), mandates that plans notify certain current and former participants and beneficiaries about the COBRA premium reduction.
|COBRA Notices 2010||
COBRA Notices 2010
|COBRA Terminiation Update||
COBRA - December Terminations May Not Receive ARRA Subsidy
|COBRA Who is Entitled||
Who is entitled to benefits under COBRA?
|Common Sense Can Ease Flu||
Employers' Common Sense can Ease Flu
You can't open the paper, turn on the TV or peruse a web site without hearing some staggering statistic about the flu. In one report, 70 percent of the American population is suffering from the flu - or just recovered. In fact, Boston and Chicago had to take dramatic action with Boston declaring a state of public health emergency and some Chicago hospitals turning patients to other facilities.
This kind of outbreak takes its toll on people and on business. How should employers handle it?
|Community Service for Financial Aid Students||
Community Service for Financial Aid Students - Good Idea?
I was asked by a school if it could require families receiving financial aid to "volunteer" a the school. We ask Debra Wilson, counsel for NAIS and Mark Mitchell, VP of School and Student Services to weigh in on this topic:
|Comparing HRA and HSA||
Comparison of an HSA and an HRA
The Art Of Investigation
|Confidentiality of Internal Investigations||
When "Let's Keep It Quiet" Is An Unfair Labor Practice
On July 30, 2012, the National Labor Relations Board (NLRB) issued a bad decision for any employer that expects employees to maintain the confidentiality of internal investigations (such as investigations of employee misconduct, allegations of discrimination, and the like). In Banner Health System the Board held that a blanket rule prohibiting employees from discussing an ongoing investigation violated their legal rights, unless "legitimate and substantial justification exists."