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According to the U.S. Government Accountability Office (GAO), the IRS claims to lose millions of dollars in uncollected taxes each year due to independent contractor misclassification by employers. As such, as part of a national research project on employment taxes, the IRS is scheduled to audit 6,000 randomly selected companies ranging from large to small firms and even non-profits.
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When you, the employer, deliberately choose to develop your staff, you are investing in the solidarity of the company as well as your people. When you train your staff, you provide more meaning for people at work, and you build and strengthen the skills, processes, and knowledge development that your organization will need in the future.
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Fifty-six percent of employers said that accommodations under the Americans With Disabilities Act (ADA) cost them absolutely nothing, while thirty-seven percent experienced a one-time cost averaging six hundred dollars. This is good news since the Americans’ with Disabilities Amendment Act (ADAA) of 2008 expanded the definition of the term “disability” and significantly increased the number of persons protected by the law. The new definition of disability may include such health challenges as: diabetes, obesity, back pain, and other minor ailments that may now be protected under ADAA.
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The absence of an Injury and Illness Prevention Program (IIPP) ranks among the most frequent Cal/OSHA (California Occupational Safety and Health Administration) citations against businesses. Fines for the failure to have an IIPP are upwards to $7,000. Many California employers are not aware that it is mandated by law to have a written IIPP. The law (Senate Bill 198) enacted in 1989, and effective on July 1, 1991, requires California employers to develop and implement an IIPP. Below is a list of the eight required sections of the IIPP, along with suggestions that will help you get started in creating an effective safety program:
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Companies both large and small are finding themselves in legal battles against employees for not complying with overtime laws. A New Jersey federal court jury unanimously awarded $2.5 million to Staples, Inc. employees in a class-action lawsuit for failing to comply with the laws that require the correct classification of employees (e.g. exempt or non-exempt) and paying for overtime wages. In addition, Valero Energy Corp. is currently involved in a class-action lawsuit that seeks $100 million in damages. The suit, brought on by three current employees, alleges that Valero required employees to work overtime hours “off the clock” without compensation. As an employer, it is important that all wage and hour laws are adhered to, including payment of overtime and the pay-out of bonuses.
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