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    Complete Guide to Human Resources and the Law, 2013 Edition:

    ISBN-10: 1454810262
    ISBN-13: 9781454810261
    Author(s): Dana Shilling
    Description: The Complete Guide to Human Resources and the Law will help you navigatecomplex and potentially costly Human Resources issues. You'll know what to do(and what not to do) to avoid costly mistakes or oversights, confront HRproblems - legally and  More...
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    List Price: $219.00
    Publisher: Aspen Pub
    Binding: Paperback
    Size: 7.00" wide x 10.00" long x 2.25" tall
    Weight: 5.104
    Language: English

    The Complete Guide to Human Resources and the Law will help you navigatecomplex and potentially costly Human Resources issues. You'll know what to do(and what not to do) to avoid costly mistakes or oversights, confront HRproblems - legally and effectively - and understand the rules.The Complete Guide to Human Resources and the Law offers fast, dependable,plain English legal guidance for HR-related situations from ADA accommodation,diversity training, and privacy issues to hiring and termination, employeebenefit plans, compensation, and recordkeeping. It brings you the mostup-to-date information as well as practical tips and checklists in awell-organized, easy-to-use resource.The 2013 Edition provides new and expanded coverage of issues such as:At the very end of the term, a divided Supreme Court did not find the healthcare reform law unconstitutional and permitted it to go into effectAgencies continued issuing guidance on the ACA, and businesses continued toprepare, as various provisions come on lineA 5-4 Supreme Court decision held that the states cannot be sued for moneydamages under the FMLA's "self-care" provision (leave taken for the employee'sown illness rather than to care for a family member)The EEOC published a final rule on recordkeeping requirements under theGenetic Information Nondiscrimination Act (GINA), requiring retention ofrelevant personnel and employment records for at least one year, or untilfinal disposition of any GINA charges filedWashington state and Maryland passed same-sex marriage statutes; a similarstatute was passed in New Jersey but vetoed by the governorThe Treasury proposed a rule under which Qualified Longevity Annuity Contracts(QLACs) would be a permissible planning measureThe employee (but not the employer) share of FICA tax was reduced to 4.2%(thus making the rate for self-employed persons 10.4%) by the TemporaryPayroll Tax Cut Continuation Act, and this was extended to the end of 2012 bythe Middle Class Tax Relief and Job Creation Act of 2012Late 2011's Veterans Opportunity to Work (VOW) to Hire Heroes Act, provides anew tax credit for hiring veterans; the credit can be as high as $9,600, for aveteran with service-related disabilitiesThe Department of Labor published a final rule on the "408(b)(2) notice" - thedisclosures that a plan's service providers must give to the plan's fiduciary,to demonstrate the reasonableness of the compensation paid from plan assets tothe service providersAnd much more!

    Pay Planning
    Decision Factors in Setting Compensation
    Benefits as an Element of Compensation
    Avoiding Discrimination
    Variable Pay
    Wage and Hour Issues
    Minimum Wage
    Determining Who Is an "Employee"
    Staffing Arrangements
    Size of the Contingent Workforce
    Applicable Tests
    Benefits for Contingent Workers
    Work Scheduling
    Overtime and Overtime Planning
    Vacations and Vacation Pay
    Garnishments and Deductions for Support Orders USERRA
    Tax Aspects Of Pay Planning
    The Compensation Deduction
    Income Tax Withholding
    FUTA Tax
    Trust Fund Tax Compliance and the 100% Penalty
    W-2s and Other Tax Forms
    Tax Deposits
    Transition to Electronic Filing
    Bankruptcy Issues
    The Interaction Between ��409A and 415
    Bonuses And Severance Pay
    Basic Pension Concepts
    Extent of Coverage
    Effect of Demographics on Plans
    Investment Factors
    Defined Benefit/Defined Contribution
    Other Plan Types
    IRA/Qualified Plan Interface
    Incidental Benefits
    Structure of ERISA
    Required Provisions for All Qualified Plans
    Normal Retirement Age
    Normal Retirement Benefit
    Participation and Coverage Vesting
    Break-In-Service Rules
    Plan Limits
    Employee Contributions
    Plan Loans
    Employer's Deduction
    Discrimination Testing
    Leased Employees
    Communicating with Employees
    Fiduciary Duty
    Bankruptcy Effects
    Factors in Choosing a Plan Form
    Defined Benefit Plans
    Benefit Limits
    Benefit Forms for Defined Benefit Plans
    Mortality Tables
    Funding the Defined Benefit Plan
    Benefit Accruals
    Notices of Reduction of Benefit Accruals
    PBGC Compliance
    Reportable Events
    Special Rules for At-Risk Plans
    Defined Contribution And 401(k) Plans
    Defined Contribution Plans
    New Comparability Plans
    401(k) Plans
    401(k) Antidiscrimination Rules
    Distributions from the 401(k) Plan
    Administration of the 401(k) Plan
    Investment Advice for Participants
    401(k) Plans Respond to the Economy
    Cash Balance Plans
    Cash Balance Plans: Pros and Cons
    "Whipsaw" and Financial Factors
    Case Law on Cash Balance Plans
    The Conversion Process
    December 2002 Regulations: Proposal and Withdrawal
    Cash Balance Plans Under the PPA and WRERA
    Nonqualified Plans
    Taxation of Nonqualified Plans
    Prohibited Transactions and Corrections
    Early Retirement And Retiree Health Benefits
    ADEA Issues of Early Retirement Incentives
    Disclosures to Employees
    EEOC Manual on Early Retirement Incentives
    ERISA Issues
    Phased Retirement
    Retiree Health Benefits: Introduction
    The Right to Alter or Terminate Retiree Health Benefits
    Tax Issues for Retiree Health Benefits
    MPDIMA and the Medicare Interface
    SOP 92-6 Reports
    Implications of the Employer's Bankruptcy
    401(h) Plans
    Adopting And Administering A Plan
    Determination Letters
    Prototype and

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