On June 25, Governor David Paterson introduced a bill that would significantly reform New York’s unemployment insurance system. Some of the key changes if the bill is passed include: (1) increasing the maximum benefit available to beneficiaries under the unemployment insurance program to $475 starting in January 2011; (2) establishing a minimum benefit to beneficiaries of $75 starting in January 2011; (3) increasing the taxable wage base on which unemployment insurance contributions are calculated from the current $8,500 to $14,000 effective January 1, 2018; (4) increasing and indexing the wage thresholds that trigger an employer’s obligation to pay unemployment insurance contributions; (5) eliminating the lowest tax brackets for employers with positive experience ratings; (6) increasing requalification requirements for individuals who are terminated for misconduct, refuse a job or leave a job without good cause; (7) establishing penalties for employers that fail to keep or furnish required employment-related records for unemployment insurance purposes; and (8) lowering the number of employees an employer must have to be eligible for the Shared Work Program from five to two.
On September 27, 2012, a bill (A3365) was proposed that would require employers to provide prospective employees, prior to accepting employment, a disclosure statement identifying: (1) the full legal name of the employer in charge of directing the work and paying compensation to the applicant upon accepting employment; and (2) the precise address of that employer.
Affected employers must move quickly to take advantage of a special administrative procedure regarding a retroactive increase in excludable transit benefits enacted on December 19, 2014, under the Tax Increase Prevention Act of 2014 (TIPA). Because affected Internal Revenue Service (IRS) forms—Form 941 and Form W-2—have February 2 deadlines, the…..
In a highly-anticipated decision involving two sets of consolidated contest proceedings, the Federal Mine Safety and Health Review Commission has affirmed a May 2011 ALJ order that upheld a broad interpretation of MSHA’s authority to compel a mine operator to produce documents and information during an MSHA inspection. The case, Big Ridge, Inc. v. Secretary of Labor (FMSHRC May 24, 2012), represents the current front line in an ongoing and contentious battle between regulators and operators regarding MSHA’s authority to demand documents from mine operators that are not specifically mandated in the law or regulations.