Since the Ledbetter Fair Pay Act release, when buying or merging with a new company, companies will have to add new step in their due diligence. Under the law, employees can sue for wage discrimination.
Now, the U.S. Senate has passed the Lilly Ledbetter Fair Pay Act of 2009, and President Obama has signed it into law. According to the new act, it allows for discrimination suits beyond the old 180-day deadline. This means that employers must retain records on the basis of compensation decisions far longer for defending against a possible lawsuit.
According to President, he intended “to send a clear message” by signing the bill: “That there are no second class citizens in our workplaces, and that it’s not just unfair and illegal – it’s bad for business – to pay someone less because of their gender, or their age, race, ethnicity, religion, or disability.” It was the first bill the new President signed following his January 20 inauguration.
However, the act is opposed by both the U.S. Chamber of Commerce and the Society for Human Resource Management (SHRM).
Showing posts with label wage discrimination. Show all posts
Showing posts with label wage discrimination. Show all posts
Wednesday, April 01, 2009
Tuesday, March 31, 2009
COBRA Subsidy News
On February 17, 2009, the COBRA subsidy was signed into law. This is one of the most notable features of the ARRA or American Recovery and Reinvestment Act.
According to this plan, the employee will pay just 35% of the usual COBRA premium. If employees lose healthcare coverage due to termination, they will qualify for 65% government subsidy continued group insurance coverage.
The employee will pay just 35% of the usual COBRA premium. Under this plan, employees who lose healthcare coverage is due to terminate will qualify for a 65% government subsidy on continued group insurance coverage under COBRA.
A new U.S. Department of Labor COBRA subsidy fact sheet outlines this program. Under this program, the employer still pays the entire healthcare premium to the insurance company.
The employer can deduct 65% of the total premium from his or her payroll taxes. Under the ARRA COBRA subsidy, the employee pays $315, 35% of that amount. However, the employer can deduct $585 from his or her quarterly payroll taxes. The subsidy applies only to COBRA coverage since February 17, 2009, when the ARRA was signed into law.
According to this plan, the employee will pay just 35% of the usual COBRA premium. If employees lose healthcare coverage due to termination, they will qualify for 65% government subsidy continued group insurance coverage.
The employee will pay just 35% of the usual COBRA premium. Under this plan, employees who lose healthcare coverage is due to terminate will qualify for a 65% government subsidy on continued group insurance coverage under COBRA.
A new U.S. Department of Labor COBRA subsidy fact sheet outlines this program. Under this program, the employer still pays the entire healthcare premium to the insurance company.
The employer can deduct 65% of the total premium from his or her payroll taxes. Under the ARRA COBRA subsidy, the employee pays $315, 35% of that amount. However, the employer can deduct $585 from his or her quarterly payroll taxes. The subsidy applies only to COBRA coverage since February 17, 2009, when the ARRA was signed into law.
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