Saliently, the bulk of the bonus is what is most important to the employer.
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But if someone complains, it is up to the employer to prove his innocence.
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Wages paid are simply not the same as cost of labour to the employer.
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Accidental, careless, frivolous, or indirect actions by the employee can result in damage just as grave to the employer.
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If there are issues with an account, the IRS will send correspondence to the employer at the address of record.
The district court had ruled that the FUTA exception for Indian tribes applied only to the employer of common law employees.
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Ask yourself: Is this relevant to the employer and to the position?
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Job seekers are so caught up in conveying a certain message and image to the employer that they often fail to listen.
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Job hunters interested in positions advertised on the site can click on a link to be taken directly to the employer's Web site.
In the early eighties when his employer offered a tax-deferred savings plan he took advantage of it, but only up to the employer match.
Under Friday's announcement, free contraception will be provided for staff of faith-based organisations under a plan that is separate to the employer's healthcare policy.
The DOL will ask whether the productive work performed by the interns is offset by the burden to the employer from the training and supervision provided.
So in many instances the workers get locked into having to pay for their accommodation to the employer, and they pay for food and they pay for transportation.
Never complain to the employer about your frustration with them.
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Generally, section 4980H(b) liability may arise because, with respect to a full-time employee who has been certified to the employer as having received an applicable premium tax credit or cost.
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The programme was criticised by several members of the committee as a damaging replacement to the employer-led apprenticeship programme, which did not lead to employment and was potentially de-motivating to students.
Whether this is offered is up to the employer.
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The severance agreement should also charge any costs the employee incurs as a result of cooperating, such as travel, legal expenses, and the cost of his or her time, to the employer.
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Send an update through email or LinkedIn to the employer contacts you interviewed or interacted with earlier alerting them to your new job and suggesting you might want to connect in the future.
The individual market for health care insurance is historically underdeveloped compared to the employer-sponsored market due to high costs, individual underwriting, and the ability of insurers to deny applicants based on pre-existing conditions.
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If there are two qualified candidates and one is clearly interested in the job, the interested one is clearly going to offer more to the employer than the one who is just putting in time.
To the extent that employers respond to the employer mandate by reducing hiring, or even laying off existing workers, that will cause a loss of income tax and payroll tax revenues, further adding to the deficit.
Fund your tax-deductible 401(k) at least up to the employer match, but also invest in stocks through taxable accounts and grab any opportunity you have to stick assets into a Roth IRA. You put aftertax dollars into a Roth.
To determine the size of their firm, and whether it would be subject to the employer mandate, business owners have the choice to calculate their head counts by averaging the full 12 months of 2013 or a consecutive six-month period during the year.
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The vast majority of medium and large organizations which advertise their jobs on job boards or through their recruitment tools such as targeted email campaigns and cell phone text messaging campaigns set up their ads so that the candidates who click apply go to the employer career site to apply.
The two issues, which could lead to yet another SCOTUS review sometime during the 2013-2014 court session, involve a challenge to the employer mandate requiring that employers with 50 or more full-time employees provide health insurance to its workers or pay a fine and the contraception mandate requiring that health care benefits include a contraceptive benefit without the need for a co-pay.
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Many of these conflicted plans (where the employer or an affiliate is managing the money) do not meet the high fiduciary standards imposed by ERISA. Plan participants should always be vigilant and alert and question any actions which may be beneficial to the employer and detrimental to the employees and take action to right any improper actions that affect their benefits.
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Unfortunately under the applicable federal pension law (ERISA), participants generally have no express legal right to participate in the administrative and investment decisions related to the plan itself. (Of course, collective bargaining agreements may provide participants some role in such matters.) The structure of the plan, the investment menu offered, and any matching contributions are all pretty much left to the employer.
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They vary based on the size of the plan (large companies tend to have lower costs as a percentage of total assets) and the extent to which the employer absorbs the costs charged by the plan sponsors and advisers.
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