|
Anniversary of the Americans with
Disabilities Act -- Are you in compliance?
Business Benefits Group
|
|
The federal Americans with
Disabilities Act ( ADA ) was signed into law
on July 26, 1990. Title I of the ADA prohibits private employers
with 15 or more employees from discriminating against qualified
individuals with disabilities in job application procedures,
hiring, firing, advancement, compensation, job training, and other
terms, conditions, and privileges of employment.
Did you know . . .
Title I of
the ADA also covers medical examinations and inquiries.
Employers
may not ask job applicants about the existence, nature, or severity
of a disability. Applicants may be asked about their ability to
perform specific job functions.
A job offer
may be conditioned on the results of a medical examination, but
only if the examination is required for all entering employees in
similar jobs.
Medical
examinations of employees must be job related and consistent with
the employer's business needs.
Medical
records are confidential.
The basic
rule is that with limited exceptions, employers must keep
confidential any medical information they learn about an applicant
or employee.
Information
can be confidential even if it contains no medical diagnosis or
treatment course and even if it is not generated by a health care
professional. For example, an employee's request for a reasonable
accommodation would be considered medical information subject to
the ADA's confidentiality requirements.
Employees
and applicants currently engaging in the illegal use of drugs are
not covered by the ADA when an employer acts on the basis of such
use.
Tests for illegal
drugs are not subject to the ADA 's
restrictions on medical examinations.
Employers
may hold illegal drug users and alcoholics to the same performance
standards as other employees.
BBG,
offering a full line of services from integrated HRIS to full
business insurance products, is a proud Payroll Partner with
Employer Services Online. For further information,
please contact Anthony Stefanakis 703.385.7200
ext 101 or toll free at 877-785-7200 ext 101. You can also email
Anthony at Anthony@bbgbroker.com.
Feel free to visit BBG's websites at www.bbgbroker.com
and www.bbghr.com.
|
|
|
|
A No-Cost
Income Protection Solution
|
|
What's your
Greatest Asset? Your house, your business, your retirement
nest egg? These all may seem like the answer, but it's
YOU!
What's Your
Most Valuable Asset? Again, you may reply the same way, but
all of those depend on one thing: Your Ability to Earn an
Income! What's happens if your income goes away?
Most people
believe the likelihood of becoming disabled is one in 50, when it's
actually one in three. Yet only 28% of workers in private industry
have any type of long-term disability (LTD) income insurance
protection. Even those with group LTD usually do not have
enough.
Typical
group long-term disability plans replace about 60% of an employee's
income. Bonus and commission income generally are not covered, and
benefits are usually taxable. Plans are typically not
portable and do not protect an individual's ability to save for
retirement.
There is a solution that can be cost-free for you, the
employer, and involve minimal administration time, and be
customized to your employees' unique needs. With an emphasis
on educating employees, this solution can help them do all they can
to insure the maximum amount of their income in the event of a
disability.
For more
information on this and other income-protection products, please
contact Dennis D'Andrea, President, 3D Financial Group.
Dennis D'Andrea
Phone:
610-766-3029
Email:
DDDandrea@FinancialGuide.com
www.3DFinancialGroup.com
|
|
|
|
|
|
|
News for employeeMAX clients
|
|
We strive to
provide our clients with pertinent information on our Company, the
Payroll Industry, and other Human Resource information.
In particular, in this issue, we discuss the Tax
Credit for Summer Camps, EFTPS Tax Information, a No-Cost Income
Protection Solution, and our ongoing feature article from
our benefits partner, The Business Benefits Group (BBG)
Fairfax VA.
On behalf of
the entire EMPLOYEEMAX team, I thank you for your business and we
look forward to providing you with superior payroll and HR services
and exceeding your expectations.
Sincerely,
Bob Curran, President & CEO
Upcoming
Classes
Report
Writer 09/15/2011 11
AM ET
HR
& Benefits Class
09/29/2011 11 AM ET
To register
or for more information, please contact Bobbie Smith at Bobbie.Smith@EmployeeMax.com
|
|
|
Tax Department News
Robert Hayner, CPP
|
|
It is very
important to be able to access and verify IRS tax payments at the
push of a button. EEMAX has provided some steps to setup your
PIN with the IRS' EFTPS system to enable you to achieve this.
Follow the steps below to setup or access the EFTPS system.
(For State and Local taxes, you can contact EEMAX Tax Dept. at Tax@employeemax.com to get
phone numbers or websites for any and all of the tax
jurisdictions. As of now, you will need to speak to an agent
to verify all tax payment and filing information.)
First, click
on the link https://www.eftps.gov/eftps/index.jsp. This
will bring you to the screen below. Once here add the link to
your favorites for future reference and follow the steps below.
Click on
Make a Payment to log into your federal tax account. If you
have not enrolled yet, please click on the enrollment box to create
a login. The next 2 screen prints will show you how to login
or create a login.
Login by
using your Federal Employer Identification Number, which is 9
digits, PIN, and your Internet password, and then select
Login. Or, follow the next screen print if you need to enroll
into the program.
Make sure
you click on "a Business" then select next at the bottom
right to go to the next screen.
At the
bottom of this screen click on ACCEPT, which takes you to the next
screen.
As a new
enrollee, complete the information and click
"Next". Continue to follow the rest of the
instructions on the website to complete the process for EFTPS.
|
|
|
Summer Day Camp Expenses May Qualify for Tax Credit
|
|
Many parents
who work or are looking for work must arrange for care of their
children under 13 years of age during the school vacation. While
your employees may be incurring some extra expenses for child care
this summer, like summer day camp, those added expenses could help
them qualify for a tax credit.
About the
Child and Dependent Care Credit
The Child and Dependent
Care Credit is available for child care
expenses incurred during the summer and throughout the rest of the
year. Here are five facts from the IRS regarding this tax credit
your employees should know about:
1)
The
cost of day camp may count as an expense towards the child and
dependent care credit.
2) Expenses for
overnight camps do not qualify.
3) Whether a
childcare provider is a sitter at the employee's home or a daycare
facility outside the home, the employee will get some tax benefit
if he or she qualifies for the credit.
4)
The credit
can be up to 35% of the employee's qualifying expenses, depending
on income.
5) The employee
may use up to $3,000 of the unreimbursed expenses paid in a year
for one qualifying individual or $6,000 for two or more qualifying
individuals to figure the credit.
|
|
|
We Appreciate Your Referrals
|
|
Employer
Services Online would like to thank you for being a valued
customer. We appreciate your business and enjoy servicing
your payroll and HR needs. In addition to building
relationships throughout our business communities, referrals are
the heart of ESO. The biggest compliment we can
receive is having our existing clients refer us to others, so if
you have enjoyed the EmployeeMAX
experience and savings, we would appreciate you telling
others! Thank you again for your continued commitment to
Employer Services Online.
|
|
|
|
|
