On October 1, 2012, a bill (S2213) was introduced that would expand the list of permissible deductions for two specific purposes. First, deductions would now be permitted for purchases at events sponsored by recognized charities affiliated with the employer, where at least 20 percent of the profits from the event are being contributed to those charities. Second, the bill would allow public employees to make deductions to more than one credit union (rather than only one credit union, as could be interpreted from current law).
Employers in all industries have faced unprecedented business challenges during 2020, and responding to those challenges has often entailed adjustments to the size and composition of workforces through targeted or broader-based reductions in force. As we finally face the end of this seemingly interminable year, it is important to consider some of the less-obvious consequences of reductions in force on tax-qualified retirement plans. In particular, a frequent “gotcha” for employers that have made significant workforce reductions during a year (or, in some cases, over a period of years) is the so-called “partial plan termination.” Failing to spot a partial plan termination can lead to costly and time-consuming plan repair work, but if an employer is alert to the circumstances in which one can occur, the potential pain of a partial plan termination can be readily avoided.
At an American Bar Association meeting in March 2013, Deputy Assistant Secretary of Labor for Occupational Safety and Health Richard Fairfax discussed recent statistics that continue to reflect OSHA’s enforcement efforts. Fairfax indicated that since the inception of OSHA’s Severe Enhancement Violator Program (SVEP) through January 31, 2013, OSHA has…..
Settlement of Equal Pay Act Claims by Female Workers Does Not Provide Complete Defense Against a Later Suit by Male Workers for Resulting Unequal Pay
Male police and fire department employees brought suit against Nassau County alleging that they received lower wages than those paid to women performing substantially similar work. Two years prior to the male plaintiffs’ lawsuit, in December 2011, female workers reached a court-approved, $8 million settlement of similar Equal Pay Act (EPA) claims against Nassau County.