This document provides guidelines for businesses on dealing with unemployment in Illinois. It discusses:
1. Weekly benefit amounts for unemployed workers range from a minimum of $51 to a maximum of $580 depending on marital and dependent status. Benefits are paid for up to 26 weeks.
2. Employers pay unemployment taxes on the first $12,960 of each employee's wages. Tax rates vary between 0.55-8.15% depending on factors like claims history.
3. Employers must verify unemployment claim forms and tax rates to ensure they are not overcharged. They should protest in cases where former employees quit voluntarily or were fired for misconduct.
4. A company called Unemployment Consult
Affordable Care Act: Overview of New Requirements for 2015Sikich LLP
2015 is the first year employers can be fined for not complying with the reporting requirements set out by the Affordable Care Act (Obamacare). Get an overview of these new requirements in this eBook
The presentation was developed to drive business and public\'s awareness to maximize the ongoing hiring tax credits and the stimulus $$ hiring tax credits, from both federal and state level.
Presentation aims to drive the job creations and boost the local economic growth through maximizing government resources and programs.
Learn about how unemployment insurance works in the state of Utah by the Utah Department of Workforce Services. For more information, please visit http://jobs.utah.gov
2018 Hot Topics for Health & Welfare Plans, Fringe Benefits, and Withholding ...Winston & Strawn LLP
Winston & Strawn’s Employee Benefits & Executive Compensation Practice presented an eLunch titled “2018 Hot Topics for Health & Welfare Plans, Fringe Benefits, and Withholding Rates.”
This presentation featured a discussion of the following hot button issues:
- Updates on Affordable Care Act (ACA) employer shared responsibility
- Tax Act changes to the ACA
- Tax Act changes to fringe benefit rules
- Tax Act changes to employer tax withholding rates, including for bonuses and other supplemental payments
Lessons learned from a small business owner on hiring for the first time, as well as hiring and HR nuances for remote employees.
Presented at the 2014 Digital Business Summit.
How to Successfully Navigate the Latest Changes to the Affordable Care ActNationalUnderwriter
From ALM's National Underwriter comes a timely and necessary ACA presentation covering:
Employer Mandate Penalties
• Reporting Requirements
• Small Business Health Options (SHOP) Changes
• Cadillac Tax Delay
• Delay of Menu Labeling Rule
• Other Affordable Care Act Changes
• Changes to IRS Forms
• Statistics
Are you ready for the upcoming Affordable Care Act changes? In 2015, employers will assume additional responsibilities, and not understanding how they work can be costly.
In this 30-minute presentation, WEA Trust experts Diane Craney and Rachel Carabell will explain what new penalties, waiting periods, reporting and benefits you can expect. You’ll leave with a solid understanding of how best to prepare for 2015.
Final regulations recently announced by the Obama Administration give two levels of delay to employers who had previously been required to offer insurance coverage to their employees next year. With this second round of delays, come a second wave of questions from employers.
This week, Attorney Michael James and Rehmann Group’s Don McAnelly addressed key Affordable Care Act regulations and deadlines in a webinar.
Affordable Care Act: Overview of New Requirements for 2015Sikich LLP
2015 is the first year employers can be fined for not complying with the reporting requirements set out by the Affordable Care Act (Obamacare). Get an overview of these new requirements in this eBook
The presentation was developed to drive business and public\'s awareness to maximize the ongoing hiring tax credits and the stimulus $$ hiring tax credits, from both federal and state level.
Presentation aims to drive the job creations and boost the local economic growth through maximizing government resources and programs.
Learn about how unemployment insurance works in the state of Utah by the Utah Department of Workforce Services. For more information, please visit http://jobs.utah.gov
2018 Hot Topics for Health & Welfare Plans, Fringe Benefits, and Withholding ...Winston & Strawn LLP
Winston & Strawn’s Employee Benefits & Executive Compensation Practice presented an eLunch titled “2018 Hot Topics for Health & Welfare Plans, Fringe Benefits, and Withholding Rates.”
This presentation featured a discussion of the following hot button issues:
- Updates on Affordable Care Act (ACA) employer shared responsibility
- Tax Act changes to the ACA
- Tax Act changes to fringe benefit rules
- Tax Act changes to employer tax withholding rates, including for bonuses and other supplemental payments
Lessons learned from a small business owner on hiring for the first time, as well as hiring and HR nuances for remote employees.
Presented at the 2014 Digital Business Summit.
How to Successfully Navigate the Latest Changes to the Affordable Care ActNationalUnderwriter
From ALM's National Underwriter comes a timely and necessary ACA presentation covering:
Employer Mandate Penalties
• Reporting Requirements
• Small Business Health Options (SHOP) Changes
• Cadillac Tax Delay
• Delay of Menu Labeling Rule
• Other Affordable Care Act Changes
• Changes to IRS Forms
• Statistics
Are you ready for the upcoming Affordable Care Act changes? In 2015, employers will assume additional responsibilities, and not understanding how they work can be costly.
In this 30-minute presentation, WEA Trust experts Diane Craney and Rachel Carabell will explain what new penalties, waiting periods, reporting and benefits you can expect. You’ll leave with a solid understanding of how best to prepare for 2015.
Final regulations recently announced by the Obama Administration give two levels of delay to employers who had previously been required to offer insurance coverage to their employees next year. With this second round of delays, come a second wave of questions from employers.
This week, Attorney Michael James and Rehmann Group’s Don McAnelly addressed key Affordable Care Act regulations and deadlines in a webinar.
Learn what you can do in the last few weeks of the year to save on your taxes. Topics discussed will include:
Business Tax Changes
Repair Regulations For Business Owners
Personal Tax Changes
Affordable Care Act Tax Provisions
Tax Return Refund Fraud
State and Local Tax Updates
The Affordable Care Act (“ACA”) is currently effective for employers who had 100 or more full time equivalent employees (FTEs) in 2014. Employers who have 50 or more FTEs in 2015 will be subject to the ACA on January 1, 2016
This document summarizes a webinar on advanced wage and hour law for dealerships. It discusses various wage and hour issues dealerships may face such as misclassifying employees, improper salary deductions, off-the-clock work, miscalculating overtime rates, and state law variations. The webinar highlights recent large settlement amounts and explains how to reduce liability through practices like ensuring accurate time records, avoiding unpaid "comp time", complying with child labor laws, and properly drafting pay plans. It concludes with contact information for the presenter and information on how to obtain a recording of the webinar.
SterlingRisk - Tackling ACA Reporting Feb 2014ntoscano50
This document summarizes a webinar about the Affordable Care Act's (ACA) employer and provider reporting requirements. It discusses recent legal developments impacting the ACA, an overview of Code Sections 6055 and 6056 which establish reporting for health insurance providers and applicable large employers. It also outlines the general reporting methods required, simplified reporting options, handling of qualifying offers, multiemployer plans, and penalty relief for 2015.
The Inside Scoop on the Affordable Care Act for Employers Today Workology
The affordable care act or ACA is impacting employers and businesses different ways. Hear from our experts how the specifics of the ACA when it comes to offering health insurance the communication required and other obligations employers have or face hefty penalties.
This webinar is eligible for HRCI recertification credit. Visit http://b4j.com/hrciwebinars & register to get PHR, SPHR & GPHR cert credits free.
Insurance Issues for IKECA Owners/OperatorsCBIZ, Inc.
The document discusses various insurance issues for owners and operators of kitchen exhaust cleaning companies. It provides overviews of healthcare reform, workers' compensation, and property and casualty insurance markets. It outlines steps to determine risks under healthcare reform and how to market insurance programs, lower costs, and deal with rate increases. Difficult states like Florida and New York are also addressed.
The document provides guidance and solutions for businesses on implementing the Affordable Care Act. It discusses strategies for determining if a business is considered large or small based on employee counts and hours. It outlines options for large businesses, such as providing insurance and facing penalties for not doing so. It also discusses establishing budgets and considering how many employees will accept offered insurance. Finally, it proposes managing expectations through clearly defined job descriptions to stabilize employee hours and support compliance.
The document provides information from a webinar on advanced wage and hour law for dealerships. It discusses recent large settlements in wage and hour lawsuits against major companies. It outlines the differences between a Department of Labor investigation and a private employee lawsuit. It also discusses various types of wage and hour class actions and provides examples of state laws with higher minimum wages or different overtime exemptions than federal law. The webinar addresses issues like wage payment laws, wage deductions, and ensuring pay plans comply with applicable laws.
Tax Incentives & Avoiding Tax ControversyCBIZ, Inc.
This document summarizes key information from a presentation on tax incentives and avoiding tax controversy. It discusses speakers Lynne Cobin and Michael Moore and their expertise in tax incentives and state/local taxes. It then provides an overview of various tax incentive programs and qualifying criteria in Missouri and Kansas, including job creation incentives and training grants. Additional details are given on unemployment insurance taxes, implications of exemption certificates, and commonly missed exemption implications between Kansas and Missouri.
Health Care Reform Reporting: What you need to know to be ready for January 1...Tanya Gonzalez
When the calendar flips over to 2015, health reform’s new data gathering requirements for IRS Code Sections 6055 and 6056 reporting go into effect. Under these new reporting rules, employers with over 50 or over 100 full-time employees must provide information to the IRS about their group size and the health plan coverage they offer (or do not offer) to their employees.
The document provides an overview of the key provisions and timeline of the Patient Protection and Affordable Care Act (PPACA). It discusses what the PPACA is, how it affects businesses and individuals, and the timeline of key events. Large employers with 50 or more full-time employees must offer affordable health insurance that provides minimum value or pay a penalty. Individuals and small businesses can purchase insurance through state-run insurance exchanges beginning in 2014.
Automatic Enrolment functionality has been elegantly integrated into Qtac. Setting up your pension scheme, enrolling employees, issuing communication, making contributions and viewing reports – it's all seamless and simple.
Employees need to be automatically enrolled if they:
Are aged between 22 and State Pension Age
Earn more than £10,000 a year (2014/15 limit)
Work in the UK
If a company does not have a qualifying pension scheme then it must introduce one. If the employer doesn’t currently make a contribution to the pension, they will have to by law when they ‘automatically enrol’ entitled workers.
Your clients are responsible for ensuring they have a compliant pension scheme in place and that the correct employees and employers contributions are paid into the scheme.
What’s the reason for auto enrolment? The average life span has increased and people are living a lot longer. These changes to pensions are because the current state pension will just not be sufficient when retiring and therefore trying to encourage people to save for retirement.
Jobholders
Eligible jobholder
The employer must
automatically enrol and make contributions
if using postponement, provide a notification to the eligible jobholder
process any opt-out notice
automatically re-enrol approximately every three years
keep records of the automatic enrolment process
Non-eligible jobholder
The employer must
arrange pension scheme membership if the non-eligible jobholder decides to opt-in, and also make contributions
provide information about the right to opt-in, unless using postponement
if using postponement, the employer must provide a notification to the non-eligible jobholder & keep records of the enrolment process
Entitled worker
The employer must:
arrange pension scheme membership if the entitled worker decides to join
provide information about the right to join, unless using postponement
if using postponement, provide a notification to the entitled worker
keep records of the joining process
A clients choice of automatic enrolment pension scheme could have an impact on the payroll processing time and costs involved.
Some of your clients may have an existing scheme, in this scenario they should ascertain with their pension provider whether it meets automatic enrolment requirements and is therefore classed as a qualifying scheme.
For more information visit https://www.brightpay.co.uk
Do your clients know about the upcoming increases in minimum pension contributions? Payroll bureaus will need to make sure that their clients understand these changes. Phasing will apply to all employers who have employees enrolled into a workplace pension scheme.
On the 6th April 2018, employers are required to increase the total contributions into their employee’s pension pot from 2% to 5%. Employers will contribute 2% with the employee minimum rate increasing to 3%. Minimum contributions will undergo a further increase next year on the 6th April 2019, with the total minimum contribution increasing from 5% to 8%, representing a 3% employer and 5% employee contributions.
This webinar will take you through what's involved with the latest increases in contributions and a look at how new employers will handle their auto enrolment duties.
Our agenda includes:
Are you ready for the forthcoming contribution increases?
How to support your clients and their employees with the changes
Your ongoing duties
Helping your new employer’s clients get to grips with AE
How BrightPay will handle these changes
A quick peek at BrightPay Connect
Affordable Care Act: Preparing for the 2015 Tax ProvisionsSkoda Minotti
This presentation discusses issues that employers who will be subject to the Affordable Care Act must prepare for, including:
1. Determining which employees must be offered coverage
2. Analyzing payroll to determine the amount that can be charged to employees
3. Creating a record to respond to potential IRS assessments of excise tax
HR for Small Businesses: Urgent Legal Matters - Marathon HRJennifer Farwell
This document summarizes key HR and legal topics for small businesses, including the differences between independent contractors and employees, the common law rules for classification, tax obligations for each, and an example calculation. It also covers the major provisions of the Fair Labor Standards Act, including coverage, recordkeeping requirements, overtime pay rules, minimum wage, and exemptions. Common errors for employers to avoid are discussed, such as misclassifying exempt employees or failing to pay for all hours worked.
Affordable Care Act: What Does It Mean For Large EmployersFidelityQuickpay
This document discusses the impact of the Affordable Care Act (ACA) on large employers. It explains that under the ACA, large employers are defined as those with 50 or more full-time equivalent employees. Large employers face potential penalties if they do not offer affordable health insurance to full-time employees or if any full-time employees receive premium subsidies. It provides deadlines for 2014 compliance with the ACA's coverage requirements and outlines key steps employers should take to prepare, such as determining whether to offer coverage and analyzing potential costs and penalties.
The document provides an overview and update on the Affordable Care Act and employment law for 2015. It summarizes key provisions of the Healthy Workplaces, Healthy Families Act of 2014 requiring employers in California to provide a minimum of 3 paid sick days per year. It also discusses employer reporting requirements under Sections 6055 and 6056 of the ACA, including forms and deadlines for reporting health coverage and offers of coverage to employees.
The document describes "The Found Money Program", which identifies and secures refunds and credits for prior year state unemployment insurance tax overpayments. It aims to reduce future tax rates for clients at no cost, paying fees only if refunds/credits are secured. It analyzes rate calculations and business variables to find savings averaging $300,000. The process requires little client time and information, performing vertical analyses to leave no potential savings unfound.
This is an overview presentation designed to accompany a live demonstration of the Illinois Workforce Integration System. The subject is the Apprenticeship Illinois Program.
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Learn what you can do in the last few weeks of the year to save on your taxes. Topics discussed will include:
Business Tax Changes
Repair Regulations For Business Owners
Personal Tax Changes
Affordable Care Act Tax Provisions
Tax Return Refund Fraud
State and Local Tax Updates
The Affordable Care Act (“ACA”) is currently effective for employers who had 100 or more full time equivalent employees (FTEs) in 2014. Employers who have 50 or more FTEs in 2015 will be subject to the ACA on January 1, 2016
This document summarizes a webinar on advanced wage and hour law for dealerships. It discusses various wage and hour issues dealerships may face such as misclassifying employees, improper salary deductions, off-the-clock work, miscalculating overtime rates, and state law variations. The webinar highlights recent large settlement amounts and explains how to reduce liability through practices like ensuring accurate time records, avoiding unpaid "comp time", complying with child labor laws, and properly drafting pay plans. It concludes with contact information for the presenter and information on how to obtain a recording of the webinar.
SterlingRisk - Tackling ACA Reporting Feb 2014ntoscano50
This document summarizes a webinar about the Affordable Care Act's (ACA) employer and provider reporting requirements. It discusses recent legal developments impacting the ACA, an overview of Code Sections 6055 and 6056 which establish reporting for health insurance providers and applicable large employers. It also outlines the general reporting methods required, simplified reporting options, handling of qualifying offers, multiemployer plans, and penalty relief for 2015.
The Inside Scoop on the Affordable Care Act for Employers Today Workology
The affordable care act or ACA is impacting employers and businesses different ways. Hear from our experts how the specifics of the ACA when it comes to offering health insurance the communication required and other obligations employers have or face hefty penalties.
This webinar is eligible for HRCI recertification credit. Visit http://b4j.com/hrciwebinars & register to get PHR, SPHR & GPHR cert credits free.
Insurance Issues for IKECA Owners/OperatorsCBIZ, Inc.
The document discusses various insurance issues for owners and operators of kitchen exhaust cleaning companies. It provides overviews of healthcare reform, workers' compensation, and property and casualty insurance markets. It outlines steps to determine risks under healthcare reform and how to market insurance programs, lower costs, and deal with rate increases. Difficult states like Florida and New York are also addressed.
The document provides guidance and solutions for businesses on implementing the Affordable Care Act. It discusses strategies for determining if a business is considered large or small based on employee counts and hours. It outlines options for large businesses, such as providing insurance and facing penalties for not doing so. It also discusses establishing budgets and considering how many employees will accept offered insurance. Finally, it proposes managing expectations through clearly defined job descriptions to stabilize employee hours and support compliance.
The document provides information from a webinar on advanced wage and hour law for dealerships. It discusses recent large settlements in wage and hour lawsuits against major companies. It outlines the differences between a Department of Labor investigation and a private employee lawsuit. It also discusses various types of wage and hour class actions and provides examples of state laws with higher minimum wages or different overtime exemptions than federal law. The webinar addresses issues like wage payment laws, wage deductions, and ensuring pay plans comply with applicable laws.
Tax Incentives & Avoiding Tax ControversyCBIZ, Inc.
This document summarizes key information from a presentation on tax incentives and avoiding tax controversy. It discusses speakers Lynne Cobin and Michael Moore and their expertise in tax incentives and state/local taxes. It then provides an overview of various tax incentive programs and qualifying criteria in Missouri and Kansas, including job creation incentives and training grants. Additional details are given on unemployment insurance taxes, implications of exemption certificates, and commonly missed exemption implications between Kansas and Missouri.
Health Care Reform Reporting: What you need to know to be ready for January 1...Tanya Gonzalez
When the calendar flips over to 2015, health reform’s new data gathering requirements for IRS Code Sections 6055 and 6056 reporting go into effect. Under these new reporting rules, employers with over 50 or over 100 full-time employees must provide information to the IRS about their group size and the health plan coverage they offer (or do not offer) to their employees.
The document provides an overview of the key provisions and timeline of the Patient Protection and Affordable Care Act (PPACA). It discusses what the PPACA is, how it affects businesses and individuals, and the timeline of key events. Large employers with 50 or more full-time employees must offer affordable health insurance that provides minimum value or pay a penalty. Individuals and small businesses can purchase insurance through state-run insurance exchanges beginning in 2014.
Automatic Enrolment functionality has been elegantly integrated into Qtac. Setting up your pension scheme, enrolling employees, issuing communication, making contributions and viewing reports – it's all seamless and simple.
Employees need to be automatically enrolled if they:
Are aged between 22 and State Pension Age
Earn more than £10,000 a year (2014/15 limit)
Work in the UK
If a company does not have a qualifying pension scheme then it must introduce one. If the employer doesn’t currently make a contribution to the pension, they will have to by law when they ‘automatically enrol’ entitled workers.
Your clients are responsible for ensuring they have a compliant pension scheme in place and that the correct employees and employers contributions are paid into the scheme.
What’s the reason for auto enrolment? The average life span has increased and people are living a lot longer. These changes to pensions are because the current state pension will just not be sufficient when retiring and therefore trying to encourage people to save for retirement.
Jobholders
Eligible jobholder
The employer must
automatically enrol and make contributions
if using postponement, provide a notification to the eligible jobholder
process any opt-out notice
automatically re-enrol approximately every three years
keep records of the automatic enrolment process
Non-eligible jobholder
The employer must
arrange pension scheme membership if the non-eligible jobholder decides to opt-in, and also make contributions
provide information about the right to opt-in, unless using postponement
if using postponement, the employer must provide a notification to the non-eligible jobholder & keep records of the enrolment process
Entitled worker
The employer must:
arrange pension scheme membership if the entitled worker decides to join
provide information about the right to join, unless using postponement
if using postponement, provide a notification to the entitled worker
keep records of the joining process
A clients choice of automatic enrolment pension scheme could have an impact on the payroll processing time and costs involved.
Some of your clients may have an existing scheme, in this scenario they should ascertain with their pension provider whether it meets automatic enrolment requirements and is therefore classed as a qualifying scheme.
For more information visit https://www.brightpay.co.uk
Do your clients know about the upcoming increases in minimum pension contributions? Payroll bureaus will need to make sure that their clients understand these changes. Phasing will apply to all employers who have employees enrolled into a workplace pension scheme.
On the 6th April 2018, employers are required to increase the total contributions into their employee’s pension pot from 2% to 5%. Employers will contribute 2% with the employee minimum rate increasing to 3%. Minimum contributions will undergo a further increase next year on the 6th April 2019, with the total minimum contribution increasing from 5% to 8%, representing a 3% employer and 5% employee contributions.
This webinar will take you through what's involved with the latest increases in contributions and a look at how new employers will handle their auto enrolment duties.
Our agenda includes:
Are you ready for the forthcoming contribution increases?
How to support your clients and their employees with the changes
Your ongoing duties
Helping your new employer’s clients get to grips with AE
How BrightPay will handle these changes
A quick peek at BrightPay Connect
Affordable Care Act: Preparing for the 2015 Tax ProvisionsSkoda Minotti
This presentation discusses issues that employers who will be subject to the Affordable Care Act must prepare for, including:
1. Determining which employees must be offered coverage
2. Analyzing payroll to determine the amount that can be charged to employees
3. Creating a record to respond to potential IRS assessments of excise tax
HR for Small Businesses: Urgent Legal Matters - Marathon HRJennifer Farwell
This document summarizes key HR and legal topics for small businesses, including the differences between independent contractors and employees, the common law rules for classification, tax obligations for each, and an example calculation. It also covers the major provisions of the Fair Labor Standards Act, including coverage, recordkeeping requirements, overtime pay rules, minimum wage, and exemptions. Common errors for employers to avoid are discussed, such as misclassifying exempt employees or failing to pay for all hours worked.
Affordable Care Act: What Does It Mean For Large EmployersFidelityQuickpay
This document discusses the impact of the Affordable Care Act (ACA) on large employers. It explains that under the ACA, large employers are defined as those with 50 or more full-time equivalent employees. Large employers face potential penalties if they do not offer affordable health insurance to full-time employees or if any full-time employees receive premium subsidies. It provides deadlines for 2014 compliance with the ACA's coverage requirements and outlines key steps employers should take to prepare, such as determining whether to offer coverage and analyzing potential costs and penalties.
The document provides an overview and update on the Affordable Care Act and employment law for 2015. It summarizes key provisions of the Healthy Workplaces, Healthy Families Act of 2014 requiring employers in California to provide a minimum of 3 paid sick days per year. It also discusses employer reporting requirements under Sections 6055 and 6056 of the ACA, including forms and deadlines for reporting health coverage and offers of coverage to employees.
The document describes "The Found Money Program", which identifies and secures refunds and credits for prior year state unemployment insurance tax overpayments. It aims to reduce future tax rates for clients at no cost, paying fees only if refunds/credits are secured. It analyzes rate calculations and business variables to find savings averaging $300,000. The process requires little client time and information, performing vertical analyses to leave no potential savings unfound.
Similar to Business Guide to Dealing with Unemployment (20)
This is an overview presentation designed to accompany a live demonstration of the Illinois Workforce Integration System. The subject is the Apprenticeship Illinois Program.
Learn about the Demand Occupations tool on Illinois workNet. This tool allows job seekers to see which jobs in Illinois are in the highest demand, as well as labor market information about each career.
Learn about the Demand Occupations tool on Illinois workNet. This tool allows job seekers to see which jobs in Illinois are in the highest demand, as well as labor market information about each career.
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The document provides an overview of the Iowa ePolicy page and its features. It describes the chapter and section menu, ability to flip through policies, related resources menu and previews, and additional tools like downloading and printing. Key information included on each policy page is also outlined, such as the title, dates, status, version, and related tags. The presentation aims to explain what users will see when viewing policies on the Iowa ePolicy site.
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The document provides instructions for accessing and navigating the Iowa ePolicy website. It describes how to view policy listings by chapter and section, search, or view in A-Z order. It also explains how to view archived policies, print policies, and view policy content and related materials. Contact information and a glossary are also available on the site.
This PPT walks through using the Illinois workNet WIOA Contract Reporting Tool. The PPT provides an overview on searching contracts, adding new contracts, submitting contacts, approving contracts, and accessing the public WIOA contract search page.
A widget is a stand-alone application that can be embedded into other websites. Illinois workNet offers several widget options. All of the widgets are interactive making content seamless from other websites.
This presentation walks through Success Story updates, the importance of Success Stories, Success Story resources, and the process for submitting success stories through Illinois workNet
This document provides an overview of the Workforce Innovation and Opportunity Act (WIOA) performance accountability system. It discusses the six primary indicators of performance that states and local areas must report on which measure employment rates, median earnings, credential attainment, measurable skill gains, and effectiveness in serving employers. It also outlines the key terms, definitions, reporting requirements, and methodologies used to calculate each indicator. States must negotiate performance goals with the Departments of Labor and Education and begin reporting performance outcomes on July 1, 2020.
Social media is here to stay! It is no longer whether you use social media, but how well you are using it.
Whether you are a business or a job seeker, you need to know how and why you should be using social media to market your product and services, or skills and experiences to your target audience. With close to a 1000 social platforms, it is hard to decide which ones are best for you. This SlideShare will walk you through a variety of platforms and how they can help in your job search.
New 2018 performance accountability pp attendee version finalIllinois workNet
This document provides an overview of key aspects of performance accountability under the Workforce Innovation and Opportunity Act (WIOA). It discusses the six primary indicators of performance that all core programs must report on, including employment rates, median earnings, credential attainment, and measurable skill gains. It also identifies which indicators are currently baselines that states will use to establish performance standards, and which are formal reportable indicators that states must negotiate targets for. The document reviews eligibility criteria, data collection methods, and goals of the WIOA legislation to strengthen the workforce system through alignment of labor and education programs.
The document provides instructions for applying for the Youth Career Pathways program through the Illinois workNet website. It directs users to go to www.illinoisworknet.com/apply4ycp, select "Apply Now", and either login or create an Illinois workNet account. It then warns users not to let their computer automatically fill in fields if it is shared, as that could change personal information and make their account difficult to find.
This document is the 2018 annual report and plan of the Illinois Longitudinal Data System (ILDS), approved by the ILDS Governing Board. It summarizes ILDS governance activities in fiscal year 2018 and outlines priorities and budget for fiscal year 2019. Key activities included expanding the centralized demographic dataset and tools for analyzing education and workforce outcomes. Fiscal year 2019 priorities include further data integration, promoting external research access, and supporting P-20 education workforce initiatives. The report also benchmarks ILDS progress against state requirements for a longitudinal education data system.
The document provides tips for responding to a solicitation. It advises to carefully read the solicitation to understand requirements like scope of work and evaluation criteria. Respondents should study the evaluation criteria and their importance order. All questions should be submitted in writing to the listed point of contact. Responses must follow all instructions and be submitted before deadlines. The best response should demonstrate relevant past performance and explain how proposed costs provide best value.
The jobPrep mobile app provides tools and resources to help users with their job search and career development. It allows users to find jobs, access training programs, search for local support services, learn job search tips, connect to a virtual job club, and bookmark items to access later. The free app can be downloaded on Android and iOS devices and allows users to log in with an existing Illinois workNet account.
Presentation by Julie Topoleski, CBO’s Director of Labor, Income Security, and Long-Term Analysis, at the 16th Annual Meeting of the OECD Working Party of Parliamentary Budget Officials and Independent Fiscal Institutions.
This report explores the significance of border towns and spaces for strengthening responses to young people on the move. In particular it explores the linkages of young people to local service centres with the aim of further developing service, protection, and support strategies for migrant children in border areas across the region. The report is based on a small-scale fieldwork study in the border towns of Chipata and Katete in Zambia conducted in July 2023. Border towns and spaces provide a rich source of information about issues related to the informal or irregular movement of young people across borders, including smuggling and trafficking. They can help build a picture of the nature and scope of the type of movement young migrants undertake and also the forms of protection available to them. Border towns and spaces also provide a lens through which we can better understand the vulnerabilities of young people on the move and, critically, the strategies they use to navigate challenges and access support.
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Presentation by Rebecca Sachs and Joshua Varcie, analysts in CBO’s Health Analysis Division, at the 13th Annual Conference of the American Society of Health Economists.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
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1. Business Guidelines to Dealing
with Unemployment
1Business Guidelines to Dealing with Unemployment by Illinois workNet is licensed under a Creative Commons Attribution-Non-Commercial 4.0 International License.
2. Carol Gabrielsen
Carol Gabrielsen has worked in 15 different states, with employers in all areas relating to unemployment problems. Carol served as technical
advisor during Gov. Thompson's Summit Meeting on the Illinois Unemployment Insurance in 1988. Carol was on the Unemployment Task force for
Governor’s Thompson, Edgar and Ryan, and continues to work on several committees with the Illinois Department of Employment Security (IDES)
on rules and regulations, form design and IDES procedures. Carol is a member of the Illinois Chamber HR Committee which oversees legislation
regarding the Unemployment Laws. She published "A Manufacturers’ Guide to the New Unemployment Law." Carol speaks publicly at
conferences for SHRM, Illinois State Chamber of Commerce, Management Association of Illinois, Employers Association of Illinois, and the
Manufacturing Association of Illinois and IPRA.
Illinois workNet – Starting your Business Series http://www.illinoisworknet.com/startup 2
UCIUnemployment Consultants, Inc.
SPECIALISTS IN CONTROLLING EMPLOYER'S UNEMPLOYMENT COSTS
3. 2015 WEEKLY BENEFIT AMOUNTS
• Minimum WBA $ 51.00
• Maximum Single no dependents $426.00
• Maximum married non-working spouse $507.00
• Maximum with dependent child $580.00
UCI
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4. 2015 WEEKLY BENEFIT AMOUNT
• Maximum benefits paid for 26 weeks:
• Single: $11,076.00
• Non working Spouse: $13,182.00
• Dependent Child: $15,080.00
UCI
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5. 2015 TAX RATE
• Maximum rate 8.150% Cost per employee $1,056.24
• Minimum rate .550% Cost per employee $ 71.28
POTENTIAL SAVINGS $ 984.96
• 2015 TAXABLE WAGE BASE: $12,960.00
UCI
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6. 2016 CONTRIBUTION RATES
• On December 1, 2015 the State of Illinois will mail the 2016
Employer Contribution Rate Determination.
• Each employer had 15 days from the date of mailing to issue a
protest if the employer disagreed with the rate as assigned.
UCI
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7. TAX RATE VERIFICATION
• Review the BEN 118 (Statement of Benefit Charges) for each quarter listed on
the rate determination.
• If there are outstanding protests, hearings, decisions on a BEN 118 protest, a
protest needs to be issued regarding that quarter on the tax rate.
• Verify that all credits have been issued properly to the employer’s account.
• Should an error in the credits be found, issue a protest regarding that
particular quarter.
• Provide documentation on all areas protested.
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8. TAX RATE VERIFICATION
• Verify the taxable wage figures on your UI-3/40 to the figures listed
on the Contribution rate Determination.
• After all figures as verified, multiply the benefits charges by the
benefit conversion factor of 138.4%.
• Divide the revised benefit charges by the taxable wage total which
will determine the benefit wage ratio.
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9. TAX RATE VERIFICATION
• The 2016 benefit wage ratio is multiplied by the State Experience
Factor.
• 2015 benefit conversion factor was 125%.
• Add the 2016 Fund Building Tax.
• The total will be the Contribution Rate payable by the Employer for
the calendar year 2016.
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10. REIMBURSING EMPLOYER
• Under the Illinois Unemployment Law Governmental Agencies,
Nonprofit Organizations and Educational Institutions have two
options regarding unemployment costs.
• The Employer can pay a tax on their payroll or elect to reimburse
the Illinois Department of Employment Security for any benefits
paid to the Employer’s past employees.
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11. METHOD OF PAYMENT
• Method of payment can be changed by December 31, 2015.
• The change will be for at least two years.
• A letter must be mailed to IDES requesting the change in
payment status.
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12. CLAIMS HANDLING
• IDES has two claim forms:
– Notice of Claim To Chargeable Employer
0r
– Notice of Claim To Interested or Not Chargeable Party
• Employers now are aware when a current part time employee files
for unemployment benefits, as the employer will receive an
unemployment claim.
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13. CLAIM FORMS
• The employee stops working for the employer and files a claim
for benefits.
• 90% of unemployment claims are filed online.
• The claimant completes a form, giving the reason for
separation, last day of work, last 30 day employer and all
subsequent employment history.
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14. CLAIM FORMS
• If IDES changes the chargeable status on the interested party
claim, the employer will not get a second chance to protest
the separation issue.
• At least 10% of the Interested Party claims received in our
office are changed to chargeable status.
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15. CHARGEABLE CLAIM
UCI
• Protest All Issues Possible.
• Voluntary Quit, Discharged, Refusal of Work, Availability for work,
Pay Issues and Chargeability Issues.
• Attach all documents relating to the issues protested.
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16. CHARGEABLE CLAIM PROTEST
Here is the information needed to attach to the protest:
• When an Employee is Discharged: letter of termination, details of
final incident, prior warnings for the past 6 months, copy of policy
violated, signature for the policies, all reports and documents
regarding the final incident.
• When and Employee has resigned: reason for resignation, letter if
provided by the past employee.
• Refusal of work: need date of work offer, date work is to begin, job
title and duties, rate of pay, locations and hours of the job and reason
for the refusal.
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17. NOT CHARGEABLE/ INTERESTED PARTY CLAIM
• This form is sent out to all employers back to the beginning of the
base period to date filed for benefits.
• Protect your rights, protest the reason for separation.
• No need to send all the documentation.
• If the employer becomes chargeable, pull file and send all the
documents as additional information.
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18. CHARGEABLE EMPLOYER
There are three tests that can be used to determine the
chargeable employer:
• 30 Working Days
• Requalifying Employer
• Part-Time Employees
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19. 30 DAY CHARGEABLE EMPLOYER
• The Individual must have worked at least 30 working days from
the date of claim, back to the beginning of the base period.
• The 30 day test is used on all new claims.
• The 30 days need not be consecutive.
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20. BASE PERIOD
• The base period is the first four calendar quarters of the last five
completed calendar quarters.
• The base period changes quarterly
• For July 2015 the base period is April 1, 2014 through March
2015.
• The base period can be the most recent four calendar quarters if
needed to establish a weekly benefit amount.
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21. REQUALIFING CHARGEABLE EMPLOYER
• The individual must earn his/her weekly benefit amount in
each of four calendar weeks after a disqualification was
imposed based on a voluntary quit, discharge for misconduct
or refusal of work.
• This applies to an additional claim only, does not apply to new
claims.
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22. CHARGEABLE EMPLOYER – PART TIME
• The full time Employer is Chargeable until the claimant earns over his or her weekly
benefit amount in one week.
• The employer can be charged if the claimant works:
– part time for the employer
– worked 30 days
– lost his or her full time job
– The part time employer increases hours for one week.
• The claim is stopped when the claimant earns over his/her weekly benefit amount.
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23. CHARGEABLE EMPLOYER – PART TIME
• When wages are reduced by the part time employer and the claimant earns
less than the weekly benefit amount the claim is reopened.
• IDES will look for the most recent 30 day employer who reduced the wages.
• This will be the part time employer.
• The part time employer will now be the chargeable employer.
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24. CHARGEABLE EMPLOYER
BOTTOM LINE:
• EVAULATE ALL NEW HIRES BY THE END OF THE FIRST THREE
WEEKS.
• DO NOT INCREASE PART TIME WORKERS HOURS IF THE
EMPLOYER IS AWARE THE CLAIMANT HAS FILED FOR
UNEMPLOYMENT BENEFITS.
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25. DISQUALIFICATIONS
• Discharge for Misconduct, Voluntary Quit and Refusal of Work
results in benefits being denied until the claimant:
– Returns to work and earns his/her weekly benefit amount in each of
four calendar weeks.
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26. VOLUNTARY QUIT
When an employee voluntarily resigns:
• The Employer should request that a voluntary resignation form be
completed.
• This form should be completed at the time of the verbal
resignation.
• A document needs to be prepared and sent to the employee, if the
employee did not submit a written resignation.
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27. VOLUNTARY QUIT
• If a voluntary quit is attributable to the employer, unemployment
benefits will be paid.
• If the voluntary quit is not attributable to the employer,
unemployment benefits will be denied.
• If an individual voluntarily quits per medical advice, and a medical
statement is given to the employer; benefits will be paid once the
medical situation is resolved. This is a pooled cost; the employer
will be removed as chargeable.
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28. DISCHARGE FOR MISCONDUCT
TO ESTABLISH MISCONDUCT WE MUST ESTABLISH:
• The FINAL INCIDENT warranted a DELIBERATE AND WILLFUL VIOLATION of
a known Employer policy.
• Warnings, suspensions, or termination must take place immediately after
the incident. To act immediately,
– We suggest you suspend the Employee pending an investigation. All suspensions
must be in writing and have a beginning and ending dates.
– Suspensions are usually two to three working days, no more than 7 days
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29. DOCUMENTATION
• Time and date of the violation.
• Get witness statements.
• State facts of violation.
• Do not make general statements, personal comments or bring
in additional issues.
• Document Employee’s reason for the rule or policy violation.
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30. DOCUMENTATION
• For the warning to be used, the Employee must have seen the
written warning.
• Give the Employee an opportunity to read, sign, and make
comments on the document.
• If the Employee refuses to read, sign and make comments - have a
witness sign the form that the Employee refused to sign the form.
• Do not write in the Employee’s comments section.
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31. UCI – Available Services
• Audit your tax rate for the current year to determine if your rate has been assigned correctly.
• Evaluate your present personnel policies, forms and records to determine how they will affect decisions on
your unemployment cases.
• Conduct workshops for your managerial staff as to the proper handling of hiring, warning, suspending,
discharging employees, leave of absences, resignations and layoffs.
• Respond to all protestable claims on your behalf., Handle all local office telephone requests.
• File appeals to all local office determinations, Administrative Law Judge decisions, and director's orders.
• Attend all unemployment hearings scheduled in person or by phone.
• Verify and protest, if necessary, all tax rates.
• Verify and protest, if necessary, all quarterly BEN 118 or BEN 118R..
• Provide claims activity reports.
• Periodic visits to your offices to insure procedures are being followed.
• Keep you informed regarding law changes, new administration rules and regulations and precedent
decisions which may affect your business.
• Conduct workshops as needed to continue to educate your staff on proper documentation for
unemployment cases.
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32. Carol Gabrielsen
Illinois workNet – Starting your Business Series http://www.illinoisworknet.com/startup 32
UCIUnemployment Consultants, Inc.
SPECIALISTS IN CONTROLLING EMPLOYER'S UNEMPLOYMENT COSTS
We would like to work with your organization and help you reduce your unemployment costs.
HTTP://UNEMPLOYMENTCONSULTANTSINC.COM
Many thanks for sharing her time and
expertise goes to:
33. Questions
33Illinois workNet – Starting your Business Series www.illinoisworknet.com/startup
Sponsored by the Illinois Department of Commerce and Economic Opportunity (DCEO)