Analysis Of The Department Of Labor

Explain how employers could verify that their employee benefits comply with all federal laws by using this resource.

Benefits and Protections. (Revised 2013). United States Department of Labor online. Retrieved May 27, 2014 from http://www.dol.gov/whd/regs/compliance/posters/fmlaen.pdf

For this article, we were asked to research a subject related to our academic studies. Since I am attending in hopes of getting a degree in Human Relations, I chose Family Medical Leave Act, FMLA, as my subject. I currently work in Human Resources and handle FMLA cases as part of my responsibilities; however, there is so much involved I struggle with always knowing the proper steps to take with each case. Therefore, for this assignment, I thought I would take advantage of this opportunity and choose a subject that would not only complete the assignment, but also help me in my work life.

The succeeding paragraphs explain how employees can use this website to verify that their employee benefits

The third feature is a menu of links along the left panel of the webpage concerning related DOL topics, such as wages, unemployment insurance, and information specific to employers and employees. Other links included in this menu provide access to the actual federal regulations concerning wages and employment.

When individuals are searching for employment, they may certainly be interested in the compensation of the position, but something equally important to some job seekers are the benefits and total compensation package that employers may offer. An employee facing separation from employment or one of the other qualifying events must consider that it is not just their salary that they are losing, it may be their health care benefits for themselves and their family. Lawmakers saw the need to establish an incentive for employers to provide continued health care coverage after certain events that led to a loss of health coverage. Thus, Title X of the Consolidated Omnibus Budget Reconciliation Act of 1985 (henceforth, COBRA) enables qualified

Employee Retirement Income Security Act is a federal law that sets minimum standards for most voluntarily established pension and health plans in a private industry to provide protection for individuals in these plans. (US Dept of Labor, 2016) ERISA requires health plans to provide participants with information including important information about plan features and funding. ERISA provides fiduciary responsibilities, or trustees, for those who control plans. It also requires plans to establish a grievance or appeals process for the employees to get

A few of the achievements of the American Federation of Labor, or AFL, were its capacity to persuade the moderate groups of business to view aggregate bartering as a more positive method for settling work question, the improvement of compelling hierarchical measures to check the activities of jobs and authorities when strikes were called and making sick pay, help amid unemployment and burial insurance accessible to its individuals. The AFL additionally stayed away from political radicals and kept up a strategy of maintaining a strategic distance from conceivably negative political

Dalton Gregg’s presentation, I Need Help, was the first that I reviewed and found to cover in-depth the employees that benefit from the EAPs offered to his organization. To understand the general coverage it must be understood that the UFD falls under the University of Alaska overarching employee benefits. Thus UFD

The United States labor force history is bound with many changes especially because of the rippling effects of massive demographic alterations that happened within the United States populace. The United States was a major agricultural country until late in the 19th Century where significant industrial growth led to many Americans going to the city to work in factories. The environment was characterized by mass production, low wages, and a lack of skills, which led to the intervention of the government to protect the rights of workers using labor standards. They included the 1938 Fair Labor Standards Act that allocates the national maximum hours and minimum salaries people are required to work and receive respectively. It also prohibits child labor abuses and outlines rules for overtime. The 1964 Civil Right Act asserts that employers cannot utilize discrimination practices in hiring based on national origin, religion, sex, and race[footnoteRef:1]. [1: U.S. Bureau of Labor Statistics ?Employment Projections ?2014-24: table 4 http://www.bls.gov/news.release/pdf/ecopro.pdf]

Messaging geared toward educating policymakers about the key issues related to employer-sponsored benefits and their impact on Americans.

One of the many areas HR is an intricate partner in M&A is to assist senior management with identifying and assessing legal risks. As part of the M&A due diligence process, HR may be required to obtain information related to benefit and non-benefit issues. Benefit issues such as severance and transfers of 401(k)s relate to compliance with the Employee Retirement Income Security Act and tax codes. Other benefit issues include union-sponsored multi-employer plans, defined benefit or defined contribution plans, etc. Non-benefit issues include compliance with legal requirements, such as I-9 and visa regulations, the Family and Medical Leave Act, and wage and hour regulations. The Worker Adjustment and Retraining Notification Act (WARN Act)

family/medical leave policies exist at both the federal and state levels. For the purpose of this exploration, the emphasis is on the federal leave programs formally known as the Pregnancy Discrimination Act (PDA) of 1979, the Americans with Disabilities Act (ADA) of 1990 and the Family and Medical Leave Act (FMLA) of 1993. At a high level, the PDA mandates that a pregnant female employee may not be discriminated against due to her pregnant condition and her employment may not be terminated due to pregnancy, hence job protection must be in place. Similary, the ADA also forbids discrimination against disabled people in employment, transportation, public accommodation, communications, and governmental activities (U.S. Department of Labor DOL). Additionally, the FMLA mandates that employers of fifty or more employees must secure their employees’ postion, or equivalent position, for up to twelve weeks a year while their employee is out on FMLA leave. Furthermore, employers must continue paying their employees’ health insurance premiums during the employee’s period of leave. Family and medical leave covers care for a newborn or newly adopted child, caring for a child, spouse, or parent who has a serious health condition, or employee’s recovering from their own serious health condition. Employees are eligible for FMLA if they have worked for their employer for a year, and for 1,250 hours during the immediately preceding year (Lenhoff and Bell 2). Comparatively, it is necessary to acknowledge that some (but not all) employees have access to leave programs through union contracts, employer policies, or state legislation regarding leave policy, including but not limited to, sick leave, parental leave, and personal leave. The FMLA is an unpaid leave, though in states which offer Temporary Disability Insurance (TDI) programs, the employee may file for state disability if

Employee Assistance Programs aim to assist the employee as well as the company they work for. These types of programs focus on the attendance and disability management. An Employee Assistance program delivers professional assistance to employees to support their problems that may be affecting their personal life which in turn effects their job performance (Dyck, 2013). Services that Employee Assistance Programs can provide crisis management, financial, legal, career/vocational, stress management, time management, change management counselling/seminars and other forms of therapies (Dyck, 2013). Looking at the research, done by Dyck (2013), employee assistance programs can be adapted to companies

The labor market is always important to the economy of a nation. In the U.S, the employment recovery started in February 2010, and it have created more than 18 million jobs for American workers. But as Donald Trump won the election and be a new U.S president, he has not made any policy to further this economic progress. President Trump with his new tax plan focused on making massive profits for big and super big companies, then, instead of using the profits investing in job and wage growth, they use that to buy back their own shares, in other words, only the rich be richer. Another policy is proposed is the one that would deregulate 25 of the largest 38 banks, according to the article, “if this bill is passed, it would greatly undermine