This presentation summarizes a New Jersey law, passed in January 2010, that permits the Commissioner of Labor to suspend or revoke any state or municipal business license for violations of wage, benefit and tax laws.
This document summarizes the top 10 employment law mistakes made by businesses. It discusses issues like misclassifying employees, not providing meal and rest breaks, not reimbursing expenses, and having unenforceable non-compete agreements. It also mentions a proposed bill that would make it harder for employers to classify workers as independent contractors rather than employees if they fail to properly document the classification. Employers are advised to hire HR professionals knowledgeable about California employment law to avoid costly lawsuits.
This document discusses payroll management and statutory compliance under labor laws. It outlines collecting employee attendance and leave details, calculating salaries and statutory dues, generating salary slips and reports, managing leave and bonuses, performing exit formalities, ensuring registration and license renewals under applicable acts, submitting required returns and reports to government offices and banks, communicating legal updates, and representing companies in hearings and assessments with government departments and officials. It also mentions recruitment, employee verification, outsourcing, campus recruitment, consulting, and auditing services.
RA 10911 - Anti-Age Discrimination in Employment ActJDP Consulting
The document discusses the Anti-Age Discrimination in Employment Act in the Philippines. It outlines the penalties for non-compliance, which include fines from 50,000 to 500,000 Philippine pesos and/or imprisonment from 3 months to 2 years. It also describes the employers, labor organizations, publishers, and labor contractors that are covered by the law and prohibited activities related to age discrimination. Exceptions are provided for differentiating based on bona fide occupational qualifications, seniority systems, retirement plans, and certifications from the Secretary of Labor and Employment.
The document outlines regulations for recruitment and placement activities in the Philippines. It discusses qualifications for participating in overseas employment programs, including citizenship and capitalization requirements. It also lists those who are disqualified, such as travel agencies, government employees, and those with derogatory records. The document prohibits certain practices for licensed agencies, such as charging illegal fees or furnishing false information. Grounds for suspension or revocation of licenses are also provided, including incurring violations or engaging in misrepresentation.
The document discusses the requirements for corporate compliance programs according to federal and state laws. It notes that health care entities that bill or pay out over $5 million annually in Medicaid must establish a compliance program. The focus of compliance programs is ethics, integrity, and compliance with fraud and abuse laws. Key components of compliance programs include a compliance officer, training, and anonymous reporting mechanisms. The document reviews several federal and state laws pertaining to fraud, kickbacks, and false claims. Employees' responsibilities to adhere to compliance policies and report any issues are emphasized.
HR and Employment Law Updates October 2013QA Law HR
Do you need to know recent changes in employment law? We gave the guests at our HR seminar a brief overview of changes affecting their business. These changes include Settlement Agreements, Employee Shareholder Agreements, CRB checks becoming DBS checks, changes to collective redundancies, and the latest figures of fees and rates.
The document discusses Labor Condition Application (LCA) compliance requirements for hiring H-1B workers. It notes that employers must agree to pay H-1B workers the actual or prevailing wage, notify existing employees, and avoid strikes or lockouts. Non-compliance can result in fines from $1,000 to $35,000 per violation. It also provides an overview of the LCA process, public access file requirements, and additional attestations required for H-1B dependent or willful violator employers.
This document summarizes the top 10 employment law mistakes made by businesses. It discusses issues like misclassifying employees, not providing meal and rest breaks, not reimbursing expenses, and having unenforceable non-compete agreements. It also mentions a proposed bill that would make it harder for employers to classify workers as independent contractors rather than employees if they fail to properly document the classification. Employers are advised to hire HR professionals knowledgeable about California employment law to avoid costly lawsuits.
This document discusses payroll management and statutory compliance under labor laws. It outlines collecting employee attendance and leave details, calculating salaries and statutory dues, generating salary slips and reports, managing leave and bonuses, performing exit formalities, ensuring registration and license renewals under applicable acts, submitting required returns and reports to government offices and banks, communicating legal updates, and representing companies in hearings and assessments with government departments and officials. It also mentions recruitment, employee verification, outsourcing, campus recruitment, consulting, and auditing services.
RA 10911 - Anti-Age Discrimination in Employment ActJDP Consulting
The document discusses the Anti-Age Discrimination in Employment Act in the Philippines. It outlines the penalties for non-compliance, which include fines from 50,000 to 500,000 Philippine pesos and/or imprisonment from 3 months to 2 years. It also describes the employers, labor organizations, publishers, and labor contractors that are covered by the law and prohibited activities related to age discrimination. Exceptions are provided for differentiating based on bona fide occupational qualifications, seniority systems, retirement plans, and certifications from the Secretary of Labor and Employment.
The document outlines regulations for recruitment and placement activities in the Philippines. It discusses qualifications for participating in overseas employment programs, including citizenship and capitalization requirements. It also lists those who are disqualified, such as travel agencies, government employees, and those with derogatory records. The document prohibits certain practices for licensed agencies, such as charging illegal fees or furnishing false information. Grounds for suspension or revocation of licenses are also provided, including incurring violations or engaging in misrepresentation.
The document discusses the requirements for corporate compliance programs according to federal and state laws. It notes that health care entities that bill or pay out over $5 million annually in Medicaid must establish a compliance program. The focus of compliance programs is ethics, integrity, and compliance with fraud and abuse laws. Key components of compliance programs include a compliance officer, training, and anonymous reporting mechanisms. The document reviews several federal and state laws pertaining to fraud, kickbacks, and false claims. Employees' responsibilities to adhere to compliance policies and report any issues are emphasized.
HR and Employment Law Updates October 2013QA Law HR
Do you need to know recent changes in employment law? We gave the guests at our HR seminar a brief overview of changes affecting their business. These changes include Settlement Agreements, Employee Shareholder Agreements, CRB checks becoming DBS checks, changes to collective redundancies, and the latest figures of fees and rates.
The document discusses Labor Condition Application (LCA) compliance requirements for hiring H-1B workers. It notes that employers must agree to pay H-1B workers the actual or prevailing wage, notify existing employees, and avoid strikes or lockouts. Non-compliance can result in fines from $1,000 to $35,000 per violation. It also provides an overview of the LCA process, public access file requirements, and additional attestations required for H-1B dependent or willful violator employers.
This document discusses unfair labour practices in the United States and India. It provides definitions of unfair labour practices according to the National Labour Relations Act in the US and the Labour Relations Act in India. The key points are:
1) Unfair labour practices in the US and India include employers interfering with union activities, discriminating against unionized workers, and refusing to collectively bargain.
2) Complaints of unfair labour practices are investigated and may be settled or referred to arbitration if not resolved.
3) Examples of unfair practices discussed include suspending only union supporters, failing to promote workers for union activities, and occupational detriments for whistleblowers.
Post Employment Restrictive Covenants- How Much Enforceable?EquiCorp Associates
The legislations governing several aspects of the employer-employee relationship are so complicated and ambiguous, that they yield in litigation rather than to provide clear way out. Moreover, the most important bone of contention w.r.t. protection of confidential information, non-disclosure and non-solicitation have not yet been addressed through legislation in India, thus warranting recourse to judicial interpretation and common law.
In an attempt to protect their interests, trade secrets, confidential information, every employer execute employment agreement and impose post employment restrictive covenants pertaining to manner in which the employees are required to serve the notice period, comply with the exit formality, non-solicitation, non-compete and others before finally exit from the employer.
However, to enforce post employment restrictive covenants had become a challenging task for the employers. In this article, we seek to provide an overview of the steps to be adopted by the employer and how to address a conflict situation with its employees and to enforce post employment covenants.
May 2014 IRS 20 factor test re Employee or ICChris Parfitt
This document discusses the differences between employees and independent contractors and provides guidance from the IRS on how to properly classify workers. It outlines 20 factors used to determine whether a worker is an employee or independent contractor. Misclassifying workers can result in back taxes, penalties, and litigation. Employers are advised to carefully review the IRS guidelines to ensure proper worker classification.
This document provides an overview and summary of key points from the California Land Title Association's training manual on California's anti-rebate law. It highlights that the manual is intended to inform CLTA members of the basic requirements around marketing practices and licensing title marketing representatives under California law. The summary also notes that specific prohibitions and permitted expenses are outlined in the material to help ensure compliance with California's restrictive insurance statutes.
The document summarizes key aspects of two recent Australian laws:
1) The Fair Work (Registered Organisations) Amendment Act 2016 establishes an independent watchdog called the Registered Organisations Commission to monitor unions. It increases financial disclosure requirements and penalties for noncompliance.
2) The Building and Construction Industry (Improving Productivity) Act 2016 re-establishes the Australian Building and Construction Commission with broad investigative powers over unions. It prohibits certain industrial actions and expands the definition of unlawful coercion.
Objectives & Agenda :
To understand the assessment of partnership firms. To know the conditions to be satisfied to be assessed as a firm. To understand how partnership firms are assessed in various situations. To gain knowledge with regards to the deductions allowed to partnership firms during assessment.To know how to calculate book profit.
The document discusses the key aspects of the Employees' State Insurance Act, 1948 in India. It provides cash benefits to employees during sickness, maternity and employment injury. It applies to power using factories with 10-19 employees, non-power using factories with 20+ employees, shops, hotels, cinemas, newspapers and other establishments. Certain provisions can be extended to other sectors. The act defines employment broadly and provides medical care for work-related injuries. It also outlines penalties for offenses committed under the act.
As many are aware, putting an end to the confusion that prevailed among Immigration Practitioners for almost two decades, the Administrative Appeals Office (AAO), through a Precedent decision, Matter of Simeio Solutions, LLC, 26 I&N Dec. 542 (AAO 2015), clarified that an amended H-1B Petition, with the corresponding LCA, is required to be submitted to United States Citizenship and Immigration Services (USCIS) when there is a material change in the terms and conditions of employment.
OBJECTIVE
Slump sale is a method of corporate restructuring. Slump sale is generally undertaken to hive off a part of the business division, to weed out a loss making division and to focus on the core business activities and improve its performance. The webinar covers the provisions under Companies Act, 2013, secretarial compliance aspects and judicial precedents.
Rules and regulations for a startup businessSameerShaik43
Starting a business is about getting a lot of things covered. A persuasive business plan is mandatory. If you are following the business rules and regulations, you will be successful. There are several details to attend to before the grand opening of your business. It includes local and state government agencies to assist new business owners with rules and registration information.
The Federal Hire Act provides tax breaks to companies that hire unemployed individuals. It offers a business tax credit of up to $1,000 and exempts employers from paying the employer portion of Social Security taxes for new hires who meet the criteria. To qualify for incentives under the Federal Hire Act, a new hire must not have worked more than 40 hours in the past 60 days, sign an affidavit verifying their status, and not be replacing another employee who left involuntarily. This could save employers a total of up to $7,622 per new hire.
OBJECTIVE
Winding up is the final stage in the business cycle of a Company. It is the process of closing down the legal existence of a Company. It can be done either by the Company on its own (voluntary winding up) or by an order passed by the Tribunal (compulsory winding up). Provisions under Companies Act, 2013 with respect to voluntary winding up are omitted and shifted to Insolvency and Bankruptcy Code, 2016 (“the Code”). The webinar covers the aspects of provisions involved in voluntary winding up as enshrined under the Code read with Insolvency and Bankruptcy Board of India (Voluntary Liquidation Process) Regulations, 2017.
This letter offers Amit Gupta the position of Sales Executive with Bajaj Allianz Life Insurance Co. Ltd. based in Agra. The compensation package is detailed in Annexure A. The letter outlines the terms of employment including a 6 month probation period, requirements to comply with all relevant regulations, and confidentiality obligations. The employment can be terminated by either party with appropriate notice or compensation in lieu of notice.
The document outlines various statutory compliance practices that must be followed at construction sites in India. It discusses the key responsibilities of a site IR/HR manager and provides an overview of the main labor laws that apply, including the Contract Labor Act, BOCW Act, Minimum Wages Act, and Equal Remuneration Act. It also gives examples of required registrations, forms, and documentation under these acts. Finally, it presents a case study of a work-related accident where compensation was not properly handled.
Please be informed that the Labour Code numbered 4857 (“Labour Code”) regulates the working conditions and also rights and obligations of the employees and employers. The Labour Code shall apply to all employers, employer representatives, employees and workplaces except those listed under Article 4 of the Labour Code. There are two types of termination of the employment contract stipulated under the Labour Code; 1) Termination with notice period and 2) Immediate Termination due to justified reasons.
startup registration,legal documentation,copyright,trademark and patent Anjali Jain
we provide our clents the legal help to get their companies registered,make legal documents,filing tax returns,copyright,patent and trademark ina very simpliefied manner and let u save your time and efforts with a professionally equipped team of lawyers,chartered accountants and company secretaries. we ensure to be your legal hand over your visionary world
The document summarizes several new concepts introduced in the Companies Act 2013, including associate companies, one person companies, independent directors, women directors, class action suits, corporate social responsibility, secretarial audits, registered valuers, and private placements. Key points include: associate companies will be considered related parties and details must be provided in annual returns; one person companies allow sole proprietorships to be formed as private companies; requirements for independent directors include a minimum number for listed companies and declarations of independence; women directors are required for certain large companies; and private placements can now be conducted by public companies through offer letters to select investors.
we provide our clents the legal help to get their companies registered,make legal documents,filing tax returns,copyright,patent and trademark ina very simpliefied manner and let u save your time and efforts with a professionally equipped team of lawyers,chartered accountants and company secretaries. we ensure to be your legal hand over your visionary worldl
The Payment of Bonus Act, 1965 requires employers in India to pay annual bonus to eligible employees based on profits. It applies to factories and other establishments with 20 or more employees. The minimum bonus is 8.33% of wages or Rs. 100, whichever is higher. The maximum bonus is 20% of wages. Employers must calculate bonus using a specified formula and maintain registers showing computations. The Act establishes rights for employees to claim unpaid bonus and resolve disputes, and penalties for employers who violate the Act.
The Payment of Bonus Act, 1965 requires employers in India to pay annual bonus to eligible employees based on profits. It applies to factories and other establishments with 20 or more employees. The minimum bonus is 8.33% of salary or Rs. 100, whichever is higher. The maximum bonus is 20% of salary. Employers must calculate bonus using a specified formula and maintain registers showing computations. The Act establishes rights for employees to claim unpaid bonus and resolve disputes, and penalties for employers who violate the Act.
9727080 Psmdifferent Laws One Should Knowsatyam mishra
The document discusses several important labor laws in India including the Industrial Disputes Act, Contract Labour Regulation Act, Trade Union Act, Minimum Wages Act, and Factories Act. It provides an overview of key definitions, requirements, and scope of these laws as well as proposed amendments to make the laws more flexible and effective.
This document discusses unfair labour practices in the United States and India. It provides definitions of unfair labour practices according to the National Labour Relations Act in the US and the Labour Relations Act in India. The key points are:
1) Unfair labour practices in the US and India include employers interfering with union activities, discriminating against unionized workers, and refusing to collectively bargain.
2) Complaints of unfair labour practices are investigated and may be settled or referred to arbitration if not resolved.
3) Examples of unfair practices discussed include suspending only union supporters, failing to promote workers for union activities, and occupational detriments for whistleblowers.
Post Employment Restrictive Covenants- How Much Enforceable?EquiCorp Associates
The legislations governing several aspects of the employer-employee relationship are so complicated and ambiguous, that they yield in litigation rather than to provide clear way out. Moreover, the most important bone of contention w.r.t. protection of confidential information, non-disclosure and non-solicitation have not yet been addressed through legislation in India, thus warranting recourse to judicial interpretation and common law.
In an attempt to protect their interests, trade secrets, confidential information, every employer execute employment agreement and impose post employment restrictive covenants pertaining to manner in which the employees are required to serve the notice period, comply with the exit formality, non-solicitation, non-compete and others before finally exit from the employer.
However, to enforce post employment restrictive covenants had become a challenging task for the employers. In this article, we seek to provide an overview of the steps to be adopted by the employer and how to address a conflict situation with its employees and to enforce post employment covenants.
May 2014 IRS 20 factor test re Employee or ICChris Parfitt
This document discusses the differences between employees and independent contractors and provides guidance from the IRS on how to properly classify workers. It outlines 20 factors used to determine whether a worker is an employee or independent contractor. Misclassifying workers can result in back taxes, penalties, and litigation. Employers are advised to carefully review the IRS guidelines to ensure proper worker classification.
This document provides an overview and summary of key points from the California Land Title Association's training manual on California's anti-rebate law. It highlights that the manual is intended to inform CLTA members of the basic requirements around marketing practices and licensing title marketing representatives under California law. The summary also notes that specific prohibitions and permitted expenses are outlined in the material to help ensure compliance with California's restrictive insurance statutes.
The document summarizes key aspects of two recent Australian laws:
1) The Fair Work (Registered Organisations) Amendment Act 2016 establishes an independent watchdog called the Registered Organisations Commission to monitor unions. It increases financial disclosure requirements and penalties for noncompliance.
2) The Building and Construction Industry (Improving Productivity) Act 2016 re-establishes the Australian Building and Construction Commission with broad investigative powers over unions. It prohibits certain industrial actions and expands the definition of unlawful coercion.
Objectives & Agenda :
To understand the assessment of partnership firms. To know the conditions to be satisfied to be assessed as a firm. To understand how partnership firms are assessed in various situations. To gain knowledge with regards to the deductions allowed to partnership firms during assessment.To know how to calculate book profit.
The document discusses the key aspects of the Employees' State Insurance Act, 1948 in India. It provides cash benefits to employees during sickness, maternity and employment injury. It applies to power using factories with 10-19 employees, non-power using factories with 20+ employees, shops, hotels, cinemas, newspapers and other establishments. Certain provisions can be extended to other sectors. The act defines employment broadly and provides medical care for work-related injuries. It also outlines penalties for offenses committed under the act.
As many are aware, putting an end to the confusion that prevailed among Immigration Practitioners for almost two decades, the Administrative Appeals Office (AAO), through a Precedent decision, Matter of Simeio Solutions, LLC, 26 I&N Dec. 542 (AAO 2015), clarified that an amended H-1B Petition, with the corresponding LCA, is required to be submitted to United States Citizenship and Immigration Services (USCIS) when there is a material change in the terms and conditions of employment.
OBJECTIVE
Slump sale is a method of corporate restructuring. Slump sale is generally undertaken to hive off a part of the business division, to weed out a loss making division and to focus on the core business activities and improve its performance. The webinar covers the provisions under Companies Act, 2013, secretarial compliance aspects and judicial precedents.
Rules and regulations for a startup businessSameerShaik43
Starting a business is about getting a lot of things covered. A persuasive business plan is mandatory. If you are following the business rules and regulations, you will be successful. There are several details to attend to before the grand opening of your business. It includes local and state government agencies to assist new business owners with rules and registration information.
The Federal Hire Act provides tax breaks to companies that hire unemployed individuals. It offers a business tax credit of up to $1,000 and exempts employers from paying the employer portion of Social Security taxes for new hires who meet the criteria. To qualify for incentives under the Federal Hire Act, a new hire must not have worked more than 40 hours in the past 60 days, sign an affidavit verifying their status, and not be replacing another employee who left involuntarily. This could save employers a total of up to $7,622 per new hire.
OBJECTIVE
Winding up is the final stage in the business cycle of a Company. It is the process of closing down the legal existence of a Company. It can be done either by the Company on its own (voluntary winding up) or by an order passed by the Tribunal (compulsory winding up). Provisions under Companies Act, 2013 with respect to voluntary winding up are omitted and shifted to Insolvency and Bankruptcy Code, 2016 (“the Code”). The webinar covers the aspects of provisions involved in voluntary winding up as enshrined under the Code read with Insolvency and Bankruptcy Board of India (Voluntary Liquidation Process) Regulations, 2017.
This letter offers Amit Gupta the position of Sales Executive with Bajaj Allianz Life Insurance Co. Ltd. based in Agra. The compensation package is detailed in Annexure A. The letter outlines the terms of employment including a 6 month probation period, requirements to comply with all relevant regulations, and confidentiality obligations. The employment can be terminated by either party with appropriate notice or compensation in lieu of notice.
The document outlines various statutory compliance practices that must be followed at construction sites in India. It discusses the key responsibilities of a site IR/HR manager and provides an overview of the main labor laws that apply, including the Contract Labor Act, BOCW Act, Minimum Wages Act, and Equal Remuneration Act. It also gives examples of required registrations, forms, and documentation under these acts. Finally, it presents a case study of a work-related accident where compensation was not properly handled.
Please be informed that the Labour Code numbered 4857 (“Labour Code”) regulates the working conditions and also rights and obligations of the employees and employers. The Labour Code shall apply to all employers, employer representatives, employees and workplaces except those listed under Article 4 of the Labour Code. There are two types of termination of the employment contract stipulated under the Labour Code; 1) Termination with notice period and 2) Immediate Termination due to justified reasons.
startup registration,legal documentation,copyright,trademark and patent Anjali Jain
we provide our clents the legal help to get their companies registered,make legal documents,filing tax returns,copyright,patent and trademark ina very simpliefied manner and let u save your time and efforts with a professionally equipped team of lawyers,chartered accountants and company secretaries. we ensure to be your legal hand over your visionary world
The document summarizes several new concepts introduced in the Companies Act 2013, including associate companies, one person companies, independent directors, women directors, class action suits, corporate social responsibility, secretarial audits, registered valuers, and private placements. Key points include: associate companies will be considered related parties and details must be provided in annual returns; one person companies allow sole proprietorships to be formed as private companies; requirements for independent directors include a minimum number for listed companies and declarations of independence; women directors are required for certain large companies; and private placements can now be conducted by public companies through offer letters to select investors.
we provide our clents the legal help to get their companies registered,make legal documents,filing tax returns,copyright,patent and trademark ina very simpliefied manner and let u save your time and efforts with a professionally equipped team of lawyers,chartered accountants and company secretaries. we ensure to be your legal hand over your visionary worldl
The Payment of Bonus Act, 1965 requires employers in India to pay annual bonus to eligible employees based on profits. It applies to factories and other establishments with 20 or more employees. The minimum bonus is 8.33% of wages or Rs. 100, whichever is higher. The maximum bonus is 20% of wages. Employers must calculate bonus using a specified formula and maintain registers showing computations. The Act establishes rights for employees to claim unpaid bonus and resolve disputes, and penalties for employers who violate the Act.
The Payment of Bonus Act, 1965 requires employers in India to pay annual bonus to eligible employees based on profits. It applies to factories and other establishments with 20 or more employees. The minimum bonus is 8.33% of salary or Rs. 100, whichever is higher. The maximum bonus is 20% of salary. Employers must calculate bonus using a specified formula and maintain registers showing computations. The Act establishes rights for employees to claim unpaid bonus and resolve disputes, and penalties for employers who violate the Act.
9727080 Psmdifferent Laws One Should Knowsatyam mishra
The document discusses several important labor laws in India including the Industrial Disputes Act, Contract Labour Regulation Act, Trade Union Act, Minimum Wages Act, and Factories Act. It provides an overview of key definitions, requirements, and scope of these laws as well as proposed amendments to make the laws more flexible and effective.
New rules on retrospective tax penalty waiversAhmedTalaat127
For the first time since the UAE tax laws came into effect in October 2017, the legislation now:
Grants permission to pay tax penalties in installments.
Specifies reasons that permit penalty waivers. *
Prohibits installments or waivers if litigation is ongoing.
Allows for a class action against tax penalties.
Permits waiver of penalties paid during the past five years.
*Before, the legislation only stated that “accepted justifications” may substantiate penalty waivers, but it was unclear what would entail an accepted justification.
Importantly, taxpayers must now choose between either disputing tax penalties through the tax dispute resolution committees and the Federal Courts — or filing installment or waiver applications. The new changes make it unworkable for both to occur at the same time. And because of the time limitations, a dispute may be time-barred if the taxpayer opts to file an installment or waiver application instead of contending the penalties before the tax dispute resolution committees and the Federal Courts.
This is a substantive consideration for taxpayers as they must weigh the risks of sacrificing litigation against the risk of receiving a rejection on an installment or waiver application.
This document provides an overview of 20 new California laws affecting employers that will take effect in 2012. Some of the major changes include prohibiting employers from obtaining credit reports on applicants or employees, requiring employers to continue health coverage for up to 4 months for employees on pregnancy disability leave, increasing penalties for misclassifying independent contractors, and expanding protections against discrimination to include genetic information and gender expression. The laws cover a wide range of employment areas such as leaves of absence, compensation, discrimination, and workers' compensation.
This document provides an overview of 20 new California laws affecting employers that will take effect in 2012. Some of the major changes include prohibiting employers from obtaining credit reports on applicants or employees, requiring employers to continue health coverage for up to 4 months for employees on pregnancy disability leave, increasing penalties for misclassifying independent contractors, and expanding protections against discrimination to include genetic information and gender expression. The laws cover a wide range of employment areas such as leaves of absence, compensation, discrimination, and workers' compensation.
New rules on retrospective tax penalty waivers, installments, tax litigation,...AhmedTalaat127
The new decree grants taxpayers more flexibility in dealing with tax penalties by allowing penalty payments in installments and specifying acceptable reasons for penalty waivers. Key points:
- Taxpayers can now request to pay penalties in installments of at least AED 50,000 as long as there is no ongoing tax litigation.
- Accepted reasons for partial or full penalty waivers include taxpayer illness/death or system failures outside the taxpayer's control.
- Taxpayers must choose between disputing penalties or requesting installments/waivers, but not both simultaneously.
- The decree applies retrospectively by allowing waivers for penalties paid in the past 5 years.
This document summarizes Florida's unemployment benefits claim process and key legal principles. It outlines that Florida's unemployment compensation program provides temporary income to workers who lose their jobs through no fault of their own. It details the claims and appeals process, including that an initial decision can be appealed to a referee and then the Unemployment Appeals Commission. The document also summarizes what constitutes eligibility, misconduct, and good cause for leaving employment under Florida unemployment law. Recent legislation reduced benefits and expanded the definition of misconduct.
The Payment of Wages Act regulates the payment of wages to certain classes of employees in industries. It aims to ensure regular and timely payment of wages in a particular form without any unauthorized deductions. The Act applies to employees earning less than Rs. 6,500 per month in factories, railways and other establishments notified by the State Government. It mandates that wages be paid within a certain time period and specifies the limited deductions that can be made from wages. Non-compliance can result in penalties and employees can raise claims regarding unauthorized deductions or delayed wages to the appointed authority.
Ir ppt-payment-of-wages-1936.pptxir-ppt-payment-of-wages-1936shashank37y
The Payment of Wages Act regulates the payment of wages to certain classes of employees in industries. It aims to ensure regular and timely payment of wages in a particular form without any unauthorized deductions. The Act applies to employees earning less than Rs. 6,500 per month in factories, railways and other establishments notified by the State Government. It mandates that wages be paid within a certain time period and specifies the limited deductions that can be made from wages. Non-compliance can result in penalties and employees can raise claims regarding unlawful deductions or delays in payment to appointed authorities.
This document is a contract of employment between Best Chemical Engineering Firm and an employee. It outlines the terms of employment such as job title (Chemical Engineer I), compensation (PHP 99,700 monthly salary), benefits (vacation leave, health insurance), work hours (8 hours per day, Monday to Friday), and grounds for termination. The contract specifies the confidentiality obligations of the employee and that company rules are binding. It is intended to represent the full agreement between the employer and employee.
This document is a contract of employment between Best Chemical Engineering firm Philippines (the Employer) and Sakura Tsukki (the Employee). It outlines the terms of employment including job title (Chemical Engineer I), compensation (PHP 99,700 monthly salary), benefits (vacation leave, health insurance), work hours (8 hours per day, Monday to Friday), performance reviews, company rules and regulations, grounds for termination, confidentiality agreement, and other standard terms.
1. The document discusses the eligibility criteria for payment of gratuity under the Payment of Gratuity Act. To be eligible, an employee must have 5 years of continuous service and work in a covered establishment.
2. It outlines the calculation of gratuity which is based on 15 days of last drawn salary for each completed year of service, with a maximum limit of Rs. 10 lakhs.
3. The key obligations of employers are to determine gratuity payable, issue notice to employees, maintain nominations, and pay gratuity within 30 days of becoming eligible. Non-payment can attract penalty, interest and legal action.
The Payment of Gratuity Act of 1972 outlines rules for gratuity payments in India. It applies to companies with 10 or more employees. Gratuity is payable after 5 years of continuous service and is calculated as 15 days of last drawn wages for each completed year of service. Employers must make payment within 30 days of application or face penalties including interest on late payments. Disputes are handled by a controlling authority and there is a process for appeals.
1. The document discusses the key aspects of the Payment of Gratuity Act including who is eligible for gratuity, how gratuity is calculated, procedures for applying and paying gratuity, disputes resolution process, and penalties for non-compliance.
2. Key points include that gratuity is payable to employees after 5 years of continuous service and is calculated as 15 days salary for each completed year of service. The employer must determine and pay gratuity within 30 days of it becoming due and pay interest for delayed payments.
3. The dispute resolution process involves depositing disputed amounts with the controlling authority and appeals can be made within specified timelines. Non-payment of gratuity can attract penalties like imprisonment or
The Employees State Insurance Act, 1948 provides for certain benefits to employees in case of sickness, maternity and injury during employment. The act applies to all factories and shops employing 20 or more persons. It does not apply to seasonal factories, mines, railways or government establishments. The act authorizes the Employees State Insurance Corporation to promote health and welfare of insured employees. It provides various benefits like sickness benefit, maternity benefit, disablement benefit, dependents benefit and medical benefit to insured employees. Employers are required to pay contributions towards these benefits at specified rates.
The Employees State Insurance Act, 1948 provides certain benefits to employees in case of sickness, maternity and employment injury. It applies to factories and establishments employing 20 or more people. The act provides for sickness benefit, maternity benefit, dependents' benefit and medical benefit funded by contributions from employers and employees. Employers must register with the ESI Corporation and pay contributions within 21 days of the wages falling due.
President Trump issued his first Executive Order on Friday, January 20, 2017, just hours after his inauguration. The Order reiterates the Administration’s objective to seek the repeal of the ACA and sets broad policy direction to federal agencies with respect to the ACA.
The Payment of Gratuity Act of 1972 provides a scheme for gratuity payments to employees in India. Key points:
- It applies to employees of factories, mines, ports and other establishments with 10+ employees.
- Gratuity is a lump sum reward for past service paid when employment ends. It is calculated as 15 days wages for each completed year of service (up to Rs. 10 lakhs).
- If an employee dies, gratuity is paid to their nominee or legal heirs. Employers must determine and notify eligible persons of gratuity amounts within 30 days. Disputes are resolved by controlling authorities through inquiry and appeal processes.
1. Knapp, Trimboli & Prusinowski, LLC 210 Park Ave., Ste. 302, Florham Park, NJ (973) 660-1095 www.ktplawyers.com
2. Warning to Employers: Business Licenses Can Be Revoked For Failure To Comply With Employment Laws. By: Stephen E. Trimboli, Esq. On January 14, 2010, with remarkably little fanfare, Acting Governor Stephen M. Sweeney signed into law a troubling piece of legislation that imposes new penalties for violations of wage, benefit and tax laws, extends extraordinary powers to the Commissioner of Labor and Workplace Development, and exposes employers to potential disorderly persons liability simply for failing to post required notices. Every business owner should be aware of this troubling new law.
3. A. Suspension and Revocation of Business Licenses This new law empowers the Commissioner to require any agency, department, board, commission or political subdivision of the State that issues licenses for purposes of conducting a business to suspend or revoke the license of an employer whom the Commissioner finds to have engaged in “continued” failure to maintain and report records and make payments required by the State’s wage, benefit and tax laws. If the employer is found to continue to violate those laws, the Commission is authorized to direct the revocation of the license.
4. A. Suspension and Revocation of Business Licenses The “State wage, benefit and tax laws” covered by this enactment include the New Jersey Prevailing Wage Act, the New Jersey State Wage and Hour law, the Workers Compensation law, the Unemployment Compensation law, the Temporary Disability Benefits Law, the recently-enacted paid family leave law, and the New Jersey Gross Income Tax Law.
5. A. Suspension and Revocation of Business Licenses The licenses subject to suspension and revocation include any permit, certificate, approval, registration, charter or similar authorization required by law and issued for the purposes of operating a business in the State. These include, but are not limited to, Certificates of Incorporation; Certificates of Authority; Statements of Qualification or Statements of Foreign Qualification issued under the Uniform Partnership Act; Certificates of Limited Partnership; Certificates of Formation or Certified Registration; and any license, certificate, permit or registration issued under the Alcoholic Beverage Control Act or the Public Works Contractor Registration Act.
6. A. Suspension and Revocation of Business Licenses When the Commissioner determines that an employer has failed to maintain or report every record regarding wages, benefits and taxes that is required by the State’s wage, benefit and tax laws, and has failed to pay any wage, benefit, tax or other contribution or assessment required by those laws, the Commissioner shall conduct an audit of the employer and any successor firm of the employer within twelve (12) months. If the audit reveals “continued failures” to report and make any required payments, the Commissioner is authorized to issue a determination requiring all other agencies in the State to suspend the employer’s business licenses (or those of the employer’s successor) for a period of time to be determined by the Commissioner. All other agencies are required to comply with the Commissioner’s rulings in this regard.
7. A. Suspension and Revocation of Business Licenses The Commissioner must then conduct a second audit not later than twelve months (12) after the date of his/her initial determination. If the employer or its successor then is found to be in continued violation, the Commissioner shall then issue a written determination directing that all business licenses be revoked. Once again, all other agencies in the State must comply.
8. A. Suspension and Revocation of Business Licenses The employer or its successor is entitled to notice and an opportunity for an administrative hearing before either suspension or revocation may be imposed. However, the Commissioner makes the ultimate determination.
9. B. Posting and Anti-Retaliation Provisions Every employer that is required by State law to maintain and report records regarding wages, benefits, taxes and other contributions and assessments must now conspicuously post a notification, in a place accessible to all employees in each of the employer’s workplaces, setting forth the employer’s obligations to maintain and report those records. The notice must be in a form prescribed by the Commissioner.
10. B. Posting and Anti-Retaliation Provisions The employer must also provide each employee with a written copy of this notification not later than thirty (30) days after the prescribed form is issued, and thereafter at the time of an employee’s hiring.
11. B. Posting and Anti-Retaliation Provisions The notification must instruct employees and their unions how they may provide information or file complaints regarding possible violations of State wage, benefit and tax laws. The notice must also advise how employees and their unions may obtain information about any actual violation and any audit undertaken.
12. B. Posting and Anti-Retaliation Provisions Any employer who violates this provision shall be guilty of a disorderly persons offense and shall, upon conviction, be fined not less than $100 nor more than $1,000.
13. B. Posting and Anti-Retaliation Provisions In addition, the new law makes it unlawful for an employer to discharge or “in any other manner discriminate” against an employee because that employee has made an inquiry or complaint to his employer, to the Commissioner, or to the Commissioner’s authorized representative regarding any possible violation by the employer of State wage, benefit and tax laws or of any provision of this new law; because the employee has instituted or intends to institute a proceeding under or related to those laws; or, because the employee has testified or is about to testify in such a proceeding.
14. B. Posting and Anti-Retaliation Provisions In addition to a possible disorderly persons conviction, an employer who violates this anti-retaliation provision shall be required to offer the employee reinstatement, to correct any discriminatory action, and to pay to the employee all reasonable legal costs, all wages and benefits lost, plus punitive damages equal to two times the lost wages and benefits. Failure to comply with these remedial provisions will subject the employer to the penalty of contempt.
15. This new enactment is extraordinary in that it allows the Commissioner of Labor and Workforce Development to override every other agency and political subdivision of the State that is otherwise responsible for issuing business-related licenses. It also vests the Commissioner with the discretion to determine the length of any license suspension, regardless of the rules and standards that the issuing authority may have promulgated. Finally, the new law allows the Commissioner to circumvent any suspension/revocation procedures the issuing authority may have adopted.
16. Recommendation Now would be an excellent time to consider conducting your own internal audit to assure you are in compliance with State wage, benefit and tax laws - - and not wait for your business licenses to be placed in jeopardy.