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Your HR and Benefits Specialists |
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HRS/TND Associates, Inc. |
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The HR-edge Summer Edition |
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On July 5, 2008, Alan W. Hohl, Senior Consultant, died at home with his family. His too-short life was one dedicated to service to others, devoted to family and friends and delighted in his profession. Donations may be made in his name to the American Diabetes Association.
All of us at HRS grieve the loss of our dear friend and colleague. Alan gave joy and support to all who knew him and was a dependable and loyal friend. We mourn him. We pray for his family’s strength. He is gone and we will miss him. God must have needed a great HR guy.
Alan W. Hohl 1950 - 2008 |
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Volume 8, Issue 2, 7/10/08 |
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The FMLA was created to allow employees time off to deal with their own serious health conditions or those of family members who need medical care. The law precariously balances the rights of employees to keep their jobs while facing temporary hardships, with the rights of employers to run their businesses.
The other two options provided are the rolling year and the year measured forward from the employee’s first FMLA usage. Both of these are a little more complex than the previous two methods, because a new calculation is required every time a request is made. These last two options, however, provide better control on the total amount of time available for the employee to be absent from work. These rolling methods also prevent the “stacking” of leave entitlements. Such “stacking” possibilities under the regular 12-month year methods, could effectively give the employee 24-weeks of leave in a single 12-month period.
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Removal from mail list… If you no longer wish to receive this newsletter, send an email to hrguys@hrstndassociates.com and place “remove” in the subject line.
NOTICE: Our firm provides the information in this web site or e-newsletter for general guidance only, and does not constitute the provision of legal advice, employment advice, tax advice, or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional human resource, tax, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation. |
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On August 12, HRS will sponsor yet another free seminar—this one designed to provide you with the latest information and know-how on HR--info every company should have. As usual, this will be a three-part presentation:
1. Recruiting and Retaining in a Difficult Economy 2. All About Interviewing – Focus on success and legal questioning. 3. Open Forum - Our staff, with over 200 years of experience, will answer any and all questions relative to HR and benefit practices, issues or policy. Try to stump our pros! If you wish to submit your question ahead of the seminar, email it to hrguys@hrstndassociates.com
The seminar will be held at Cabela’s and will start at 9:00 am. Reserve your seat now by sending an email to hrguys@hrstndassociates.com |
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Remembrance of our beloved colleague
Next free seminar on August 12 at Cabela’s
A new I- 9 form now required
FLMA Alternative Counting Methods
The IRS feels our gas pains!
PA snuff-out law smothers workplace smoking |
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NOTICE: Our firm provides the information in this web site or e-newsletter for general guidance only, and does not constitute the provision of legal advice, employment advice, tax advice, or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional human resource, tax, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.
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The Department of Homeland Security has issues a new version of the I-9 Form that must be used with all new hires beginning on July 1, 2008. This for has an expiration date listed on it for June 30, 2009. The form and its explanatory documents are available for free click here to go to the website. |
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The Internal Revenue Service today announced an increase in the optional standard mileage rates for the final six months of 2008. Taxpayers may use the optional standard rates to calculate the deductible costs of operating an automobile for business, charitable, medical or moving purposes.
The rate will increase to 58.5 cents a mile for all business miles driven from July 1, 2008, through Dec. 31, 2008. This is an increase of eight (8) cents from the 50.5 cent rate in effect for the first six months of 2008.
In recognition of recent gasoline price increases, the IRS made this special adjustment for the final months of 2008.
This rate is used as a benchmark by the federal government and many businesses to reimburse their employees for mileage.
The new six-month rate for computing deductible medical or moving expenses will also increase by eight (8) cents to 27 cents a mile, up from 19 cents for the first six months of 2008. The rate for providing services for charitable organizations is set by statute, not the IRS, and remains at 14 cents a mile. |
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Well, it finally happened that Pennsylvania has joined the passel of states enacting smoking restrictions in public places. The Clean Indoor Air Act becomes effective September 11, 2008. Below is a brief overview of the Act, its requirements for employers, and other information for employers to use in order to comply with the new nonsmoking obligations.
Overview of the Act The Act prohibits smoking in all public places, including workplaces, within Pennsylvania, with limited exceptions. Under the Act, smoking is permitted in the following places: private residences and private vehicles, so long as the residences and vehicles are not being used at the time for child-care or adult day-care services; hotel rooms and other lodgings where specifically designated; full- service truck stops; tobacco shops; manufacturing workplaces of tobacco and tobacco-related products; designated areas of facilities for long-term care; mental heath, drug and alcohol or day treatment; drinking establishments; cigar bars; designated areas of gaming floors in licensed facilities; private clubs (with specified restrictions); and designated outdoor areas at sports and recreational facilities.
Required Compliance for Employers Employers should pay careful attention to the Act's requirements with regard to workplaces. The Act defines public place as any enclosed area, including workplaces. “Workplaces” are defined as an indoor area serving as a place of employment, occupation, business, trade, craft, professional or volunteer activity. Because of these definitions, employers should review their smoking policies as they relate to: (1) outdoor workplaces; (2) indoor workplaces; (3) company vehicles; and (4) required postings. Contact Tom for more information at tom@hrstndassociates.com. |
