The CARES Act for Gig Workers and Others Who Work for Themselves
Total Page:16
File Type:pdf, Size:1020Kb
Load more
Recommended publications
-
SEA Fact Sheet
WHAT IS THE SEA PROGRAM? The Self-Employment Assistance (SEA) program offers qualifying dislocated workers the opportunity for early re-employment through self-employment. The program is designed to encourage and enable unemployed workers to create their own jobs by starting their own small businesses. States operating an SEA program can pay an SEA allowance, instead of regular unemployment insurance benefits, to help unemployed workers while they are establishing businesses and becoming self-employed. Participants receive weekly allowances while they are getting their businesses off the ground. ELIGIBILTY REQUIREMENTS To receive these benefits, an individual must first be eligible to receive regular unemployment insurance under State law. Indiviuals who have been permanently separated from their previous employment and are identified as likely to exhaust regular unemployment benefits are eligible to apply for the program along with other program requirements as designated by the state. Individuals who are found eligible for SEA must engage in full-time self-employment activities in accordance with the state’s SEA program - including entrepreneurial training, business counseling, business plan development, etc. APPLICATION PROCESS SEA is a voluntary state program. To date, there are five SEA states. For more information on each state’s SEA program and requirements, visit the state’s UI agency’s website. } Delaware (Note: See agency “Contact” instructions to obtain SEA program information) } Mississippi } New Hampshire } New York } Oregon ADDITIONAL SEA INFORMATION You can obtain additional SEA information through the Self-Employment Assistance Center. The U.S. Department of Labor, in partnership with the Small Business Administration, created the Self-Employment Assistance Center to provide information, resources, and tools to help build state entrepreneurial programs for individuals eligible for Unemployment Insurance compensation. -
Partner Compensation: Partners As Employees? by Jeffery R
feature article Partner Compensation: Partners as Employees? by Jeffery R. Schaffart and Joshua K. Norton Attorneys frequently structure businesses as limited liability In these situations, one of the first planning issues to companies that are taxed as partnerships for federal income tax consider is whether the owners who provide services to the purposes. This structure is often compelling because it com- company should be treated as self-employed partners or as bines limited liability for state law purposes with flow-through employees. Although many entities taxed as partnerships taxation for federal income tax purposes. Unlike subchapter S for federal income tax purposes may treat their owners who corporations (which also combine limited liability and flow- provide services as employees for simplicity and because the through taxation), limited liability companies taxed as partner- service providers often prefer this treatment, under Rev. Rul. ships for federal income tax purposes do not face ownership 69-184, it has long been the rule that “[b]ona fide members restrictions and allow for flexible allocations of profits and of a partnership are not employees of the partnership within losses. These attributes make limited liability companies taxed the meaning of the Federal Insurance Contributions Act, the as partnerships for federal income tax purposes very attractive Federal Unemployment Tax Act, and the Collection of Income to private equity sponsors and other institutional investors. Tax at Source on Wages. Such a partner who devotes his It is also very common for limited liability companies time and energies in the conduct of the trade or business of that are taxed as partnerships for federal income tax purposes the partnership, or in providing services to the partnership as to have owners who provide services to the company. -
Employee Handbook 2017-2018
Employee Handbook 2017-2018 2222 Broadway & 1715 Octavia San Francisco Ph. 415.563.2900/415.345.5811 www.sacredsf.org Schools of the Sacred Heart – San Francisco 2017-18 Employee Handbook 1 TABLE OF CONTENTS Chapter 1: INTRODUCTION 8 History 9 Philosophy 9 Notable Figures 9 Traditions and Terms 10 Sacred Heart Commission on Goals (SHCOG) 10 Organization Chart UPDATED 11 Administration 12 Hours of Operation 12 Campus & Facility Maps 13 Chapter 2: EQUAL OPPORTUNITY 15 Equal Employment Policy 15 Request for Accommodation 16 Policy Against Harassment 16 Suspected Child Abuse and Reporting 19 Whistleblower Policy 20 Problem Resolution/Arbitration 22 Chapter 3: EMPLOYMENT POLICIES 23 Employment Definitions 23 Conditions of Employment 23 Goals & Criteria 23 Employment Authorization 23 DOJ and FBI Fingerprint Clearance 24 Shield the Vulnerable Training & Child Abuse Acknowledgment 24 Tuberculosis Testing 24 Transcripts 24 Employment Agreements and Renewal/Non-Renewal 24 Probationary Period 25 Term 25 Performance Evaluation 25 Disciplinary Procedures 25 Termination for Cause 26 Voluntary Termination 26 Exit Interviews 27 Evaluation and Employment Agreement Timeline 28 Employee Records 29 Employment Verifications and References 29 Distribution of Contact Information 29 Schools of the Sacred Heart – San Francisco 2017-18 Employee Handbook 2 Media Contacts 29 Publicity 30 Chapter 4: PRINCIPLES OF CONDUCT 31 School Ethics 31 Interactions and Communications with Students 31 Hazing/Bullying/Harassment Amongst Students 33 Community Relations 33 Dress -
Faqs About Retirement Plans and ERISA
FAQs about Retirement Plans and ERISA U.S. Department of Labor Employee Benefits Security Administration What is ERISA? The Employee Retirement Income Security Act of 1974, or ERISA, protects the assets of millions of Americans so that funds placed in retirement plans during their working lives will be there when they retire. ERISA is a federal law that sets minimum standards for retirement plans in private industry. For example, if your employer maintains a retirement plan, ERISA specifies when you must be allowed to become a participant, how long you have to work before you have a non-forfeitable interest in your benefit, how long you can be away from your job before it might affect your benefit, and whether your spouse has a right to part of your benefit in the event of your death. Most of the provisions of ERISA are effective for plan years beginning on or after January 1, 1975. ERISA does not require any employer to establish a retirement plan. It only requires that those who establish plans must meet certain minimum standards. The law generally does not specify how much money a participant must be paid as a benefit. ERISA does the following: Requires plans to provide participants with information about the plan including important information about plan features and funding. The plan must furnish some information regularly and automatically. Some is available free of charge, some is not. Sets minimum standards for participation, vesting, benefit accrual and funding. The law defines how long a person may be required to work before becoming eligible to participate in a plan, to accumulate benefits, and to have a non-forfeitable right to those benefits. -
Unemployment Benefits and Unemployment in the Great Recession: the Role of Macro Effects
NBER WORKING PAPER SERIES UNEMPLOYMENT BENEFITS AND UNEMPLOYMENT IN THE GREAT RECESSION: THE ROLE OF MACRO EFFECTS Marcus Hagedorn Fatih Karahan Iourii Manovskii Kurt Mitman Working Paper 19499 http://www.nber.org/papers/w19499 NATIONAL BUREAU OF ECONOMIC RESEARCH 1050 Massachusetts Avenue Cambridge, MA 02138 October 2013 We would like to thank Bob Hall, Sam Schulhofer-Wohl and seminar participants at Census Bureau, Edinburgh, EIEF, USC, Maryland, Penn State, UPenn, Princeton, Pompeu Fabra, Toulouse, UCL, UConn, Wisconsin, CUNY Graduate Center, Greater Stockholm Macro Group, Federal Reserve Banks of Cleveland, New York, and Philadelphia, 2013 conference on Macroeconomics Across Time and Space, 2013 SED, 2013 NBER Summer Institute (EFCE, EFMB, EFRSW groups), 2013 North American Summer Meeting of Econometric Society, 2013 Minnesota Workshop in Macroeconomic Theory, 15th IZA/CEPR European Summer Symposium on Labor Economics, Mannheim conference on \Financial Frictions and Real Economy," 4th Ifo Conference on "Macroeconomics and Survey Data", 2014 ASSA Meetings, 2014 NBER Public Economics Program Meeting and 2014 Cowles Foundation Summer Conference on \Structural Empirical Microeconomic Models" for their comments. We are especially grateful to June Shelp, at The Conference Board, for her help with the HWOL data. The opinions expressed herein are those of the authors and not necessarily those of the Federal Reserve Bank of New York or the Federal Reserve System. Support from the National Science Foundation Grants No. SES-0922406 and SES-1357903 is gratefully acknowledged. The opinions expressed herein are those of the authors and not necessarily those of the Federal Reserve Bank of New York, the Federal Reserve System, or the National Bureau of Economic Research. -
Employee Benefits
SIGNATURE BANK® 2015 CIGNA EMPLOYEE BENEFITS WELL-BEING AWARD In addition to our excellent career opportunities and competitive RECIPIENT compensation, Signature recognizes the importance of providing a comprehensive benefits program. The following is a partial list of the benefits Signature currently offers: MEDICAL TUITION REIMBURSEMENT Medical benefits are offered through Cigna’s Open Access Tuition reimbursement is available to eligible employees Plus network. You have the option to choose from three Open who have completed six months of employment. Signature Access Plus High Deductible Medical Plans with Health will reimburse up to $10,000 for approved courses in Savings Accounts which is co-funded by Signature Bank. accordance to the HR policy. DENTAL WELLNESS BENEFITS Eligible employees have a choice of dental options that have Signature Bank, recipient of Cigna’s 2015 Well-Being a variety of deductibles, annual and lifetime maximums and Award, is committed to employee health and well-being. out-of-pocket limits. Dental benefits are offered through Delta Dental’s large network. Two options are Deltacare We offer the following: USA DMO and PPO/Premier Plan. Gym Membership Fee Reimbursement Gym Discounts VISION Corporate Wellness Challenges The vision care plan provides coverage such as annual Onsite Biometric Screenings, Flu Shots and Health vision exam and expenses toward eyeglasses or contact Fairs lenses for covered employees and eligible dependents. The Wellness Seminars and Webinars total cost of this program is paid for by Signature. OTHER BENEFITS AND PROGRAMS FLEXIBLE SPENDING ACCOUNTS This benefit helps employees to pay for eligible health Paid Time Off – Vacation days, Personal Days, Sick care expenses (not paid by insurance,) dependent day Days, and Holidays care expenses, transit, and parking expenses using pre-tax Employee Referral Cash Bonus dollars contributed from their pay and allows for tax savings Short Term Disability with salary continuation and at the same time. -
Emergency Unemployment Compensation (EUC08): Current Status of Benefits
Emergency Unemployment Compensation (EUC08): Current Status of Benefits Julie M. Whittaker Specialist in Income Security Katelin P. Isaacs Analyst in Income Security March 28, 2012 The House Ways and Means Committee is making available this version of this Congressional Research Service (CRS) report, with the cover date shown, for inclusion in its 2012 Green Book website. CRS works exclusively for the United States Congress, providing policy and legal analysis to Committees and Members of both the House and Senate, regardless of party affiliation. Congressional Research Service R42444 CRS Report for Congress Prepared for Members and Committees of Congress Emergency Unemployment Compensation (EUC08): Current Status of Benefits Summary The temporary Emergency Unemployment Compensation (EUC08) program may provide additional federal unemployment insurance benefits to eligible individuals who have exhausted all available benefits from their state Unemployment Compensation (UC) programs. Congress created the EUC08 program in 2008 and has amended the original, authorizing law (P.L. 110-252) 10 times. The most recent extension of EUC08 in P.L. 112-96, the Middle Class Tax Relief and Job Creation Act of 2012, authorizes EUC08 benefits through the end of calendar year 2012. P.L. 112- 96 also alters the structure and potential availability of EUC08 benefits in states. Under P.L. 112- 96, the potential duration of EUC08 benefits available to eligible individuals depends on state unemployment rates as well as the calendar date. The P.L. 112-96 extension of the EUC08 program does not allow any individual to receive more than 99 weeks of total unemployment insurance (i.e., total weeks of benefits from the three currently authorized programs: regular UC plus EUC08 plus EB). -
IMAGINE SCHOOLS Employee Handbook
IMAGINE SCHOOLS Employee Handbook August 2019 THIS PAGE IS INTENTIONALLY LEFT BLANK Welcome to Imagine Schools! Dear Imagine Colleagues, On behalf of the entire Imagine Schools community, it is our honor and pleasure to welcome you as a member of the Imagine Schools family. We are pleased that you have chosen Imagine Schools as part of your professional path and wish you great success and joy at work. Imagine Schools is a unique organization of committed, caring, and highly talented individuals. Our focus is on helping parents educate their children. We need your help to achieve this goal by providing high-quality education that prepare students for lives of leadership, accomplishment and exemplary character. In the spirit of integrity, justice, and fun, we believe that you can contribute directly to Imagine Schools’ success, and trust that you will take pride in being a member of our family, knowing that the work we do every day is dedicated to developing the intellect and character of the children who attend our schools. We are confident that your employment here will be a challenging, enjoyable, and a rewarding experience. We encourage you to continuously learn, grow, and celebrate as your work has profound meaning and purpose. We are honored you have chosen us and look forward to the great things that you will accomplish. Yours truly, Barry Sharp Jason Bryant CEO and President CEO and President Imagine Schools Non-Profit, Inc. Imagine Schools, Inc. Table of Contents WHO WE ARE ......................................................................................................................................................................... -
Employee Benefits in the United States, March 2020
National Compensation Survey: Employee Benefits in the United States, March 2020 U.S. Department of Labor Eugene Scalia, Secretary U.S. Bureau of Labor Statistics William W. Beach, Commissioner September 2020 Bulletin 2793 Contents Overview Civilian tables Private industry tables State and local government tables Technical note Appendix table 1: Survey establishment response Appendix table 2: Number of workers represented Overview The National Compensation Survey (NCS) provides comprehensive measures of compensation cost trends and the coverage, costs, and provisions of employer-sponsored benefits in the United States. This bulletin presents 2020 estimates of the incidence and key provisions of employer-sponsored benefits for civilian workers, private industry workers, as well as state and local government workers by worker and establishment characteristics. Estimates are also accessible in Excel format and through the benefits database. Estimates for prior years and additional benefits publications are available on the NCS publications page. U. S. Bureau of Labor Statistics (BLS) staff designed the survey, collected and reviewed the survey data, and prepared survey estimates for publication. For information about the survey design, concepts, and calculations see the Handbook of Methods: National Compensation Measures. The survey could not have been conducted without the cooperation of the many private businesses and state and local government agencies and jurisdictions that provided benefits data. BLS thanks these respondents for their cooperation. Additional information for survey respondents is available on the National Compensation Survey (NCS) Respondents page. For more information on benefits estimates, contact National Compensation Survey staff by: Email: Online form Telephone: (202) 691-6199 (Monday–Friday, 8:30 a.m. -
Federal Employment Laws by Employer Size
Provided by Sullivan Benefits Federal Employment Laws by Employer Size EMPLOYERS OF ALL SIZES An employer’s size, or number of employees, is a key factor in determining which federal labor laws the employer must comply with. • Equal Pay Act Some federal labor laws, such as the Equal Pay Act, apply to all • Fair Labor Standards Act employers, regardless of size. However, other laws, such as the Family and Medical Leave Act, only apply to employers that reach a certain • Occupational Safety and Health Act employee count. • Immigration Reform and Control Employers should be aware of the federal labor laws that may apply to Act their company based on their size. This is especially important for • Employee Retirement Income employers that have fluctuating workforce numbers or that are Security Act considering hiring additional employees. In general, the more employees that an employer has, the more compliance obligations it will EMPLOYERS WITH 50+ EMPLOYEES have under federal labor laws. • Family and Medical Leave Act This Compliance Overview provides a guide of key federal labor laws • Affordable Care Act – employer that apply based on employer size. Most states also have their own shared responsibility rules labor and employment laws. This summary does not address state labor laws, and it also does not address additional compliance requirements • Fair employment laws, such as the for companies that contract with the federal government or businesses Americans with Disabilities Act and the Title VII of the Civil Rights Act in specific industries. • Consolidated Omnibus Budget LINKS AND RESOURCES Reconciliation Act • DOL’s “FirstStep Employment Law Advisor” helps companies determine which labor laws apply to their business • DOL’s webpage that includes links to each state’s labor office • EEOC’s compliance resources for employers and small businesses This Compliance Overview is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. -
How to Apply for Unemployment Benefits Online Tutorial Content
How to Apply for Unemployment Benefits Online Tutorial Content This tutorial contains the instructions and web page screenshots you need to complete, submit, and confirm your unemployment benefits application online. You can read this tutorial page by page, or you can skip to one of the two main sections by selecting the link: • Applying for Benefits • Next Steps and Requirements Note: You might want to print pages from this tutorial. If you do not have a printer, you can complete and print your application for free at your local Workforce Solutions office. Applying over the Internet is fast, easy, and secure Most people can apply for benefits and manage their unemployment claims online through Unemployment Benefits Services. However, if you worked in Massachusetts, Wisconsin, or Puerto Rico in the past 18 months, you must call the Texas Workforce Commission (TWC) Tele-Center at 800-939-6631 instead. Here’s what you need to get started . When you apply for benefits, you will need your: • Social Security number • Last employer’s business name, address, and phone number • First and last dates (month, day, and year) you worked for your last employer • Number of hours you worked and your pay rate if you worked during the week you apply (including Sunday) • Military employment (service) start/end dates and a copy of your DD Form 214(s)(member copy 4 through 8), if you served in the military during the past 18 months • Alien Registration number (if not a U.S. citizen or national) Return to Contents 3 Applying for Benefits In this section, you will learn how to: • Fill in your application by entering personal information and last employment details • Review and submit your application • Confirm your claim Return to Contents Important Your information will not be saved if you log off before you submit and receive a confirmation number. -
Employee Handbook
Personnel Handbook TABLE OF CONTENTS Preface Welcome ……………………………………………………………………………. 4 Introduction …………………………………………………………………………. 5 Mission ……………………………………………………………………………… 5 Vision ………………………………………………………………………………… 5 Employment Relationship …………………………………………………………… 5 SECTION I – General Policies Equal Employment Opportunity ……………………………………………………… 6 Harassment/Bullying/Sexual Harassment ……………………………………………. 6 Compliance Officers …………………………………………………………………. 7 Non-Discrimination …………………………………………………………………… 7 Family Educational Rights & Privacy Act (FERPA)…………………………………. 7 Public Record …………………………………………………………………………. 8 Smoke Free Environment ……………………………………………………………... 8 Alcohol/Drug Free Environment ……………………………………………………… 8 Weapons on the Property ……………………………………………………………… 8 Emergency Closings …………………………………………………………………… 9 SECTION II – Employment Practices Recruitment of Employee ……………………………………………………………… 10 Interviewing Candidate ………………………………………………………………… 10 Employment Classification ……………………………………………………………. 10 Promotion & Transfer …………………………………………………………………. 11 Professional License …………………………………………………………………… 11 Personnel Records ……………………………………………………………………… 11 Change of Name, Address or Telephone ……………………………………………. 11 Working Schedules ……………………………………………………………………. 12 Clocking IN & Out …………………………………………………………….………. 12 Meal Periods ……………………………………………………………………………. 12 Pay Days ………………………………………………………………………………… 12 Paycheck Deductions ………………………………………………………………… 12 Overtime ………………………………………………………………………………… 12 ID Badges ………………………………………………………………………………... 13 Evaluation of