Helpful Hint. These laws do not apply to any employer who did not employ 20 employees or more for each working day in each of 20 or more calendar weeks in either the current or preceding calendar year. For these small group plans, Medicare pays primary to the group plan. "Employees" include all full-time and part-time employees as well as those employees on disability and subject to FICA taxes. Also count leased employees if they would be counted as employees under §414(n)(2) of the Internal Revenue Code (IRC), and count employees employed by an "affiliated service group" under IRC §414(m) or by employers considered to be a "single employer" under IRC §52(a) or (b).
Helpful Hint. Generally, these laws apply to any employer that employed at least 100 employees on 50% or more of its working days in the preceding calendar year. See the helpful hint in 8A above for a definition of "employee" for this purpose.
Helpful Hint. Generally, ERISA applies to all employer health plans except governmental, public or church plans. Non-profit status alone does not exempt an employer from ERISA.
Helpful Hint. Use the list of courses from your enrollment agreement as the foundation for making a checklist of courses that can be attached to your teacher approval requests. When you submit an application for a teacher, attach the list of courses, checking off the ones for which you are seeking approval.
Helpful Hint. At each step in the process, provide stakeholders copies of the work plan and the status of the project to reinforce their involvement.
Helpful Hint. Few legal counselors can afford to invest the time and have complete knowledge of all laws impacting their agency. Every work group member should educate themselves on the laws and policies impacting information sharing.
Helpful Hint. Use the list of courses from your enrollment agreement as the foundation for making a checklist of courses that can be attached to your instructor certifications. When you submit an application for a teacher, attach the list of courses, checking off the ones for which you are seeking approval. REFUND POLICY: (AS PER M.G.L. CHAPTER 255, SECTION 13K) You may terminate this agreement at any time. If you terminate this agreement within five days (no later than 2/25/17) you will receive a refund of all monies paid, provided that you have not commenced the program. If you subsequently terminate this agreement prior to the commencement of the program (no later than 2/26/17), you will receive a refund of all monies paid, less the actual reasonable administrative costs described in paragraph 7 (Refund all monies paid less $50 Registration Fee) If you terminate this agreement during the first quarter of the program (First quarter: 2/27/17 – 5/29/17), you will receive a refund of at least seventy-five percent of the tuition (75% Tuition Credit = $25,125), less the actual reasonable administrative costs described in paragraph 7. If you terminate this agreement during the second quarter of the program (Second quarter: 5/30/17 – 8/28/17), you will receive a refund of at least fifty percent of the tuition (50% Tuition Credit = $16,750), less the actual reasonable administrative costs described in paragraph 7. If you terminate this agreement during the third quarter of the program (Third quarter: 8/29/17 – 11/27/17), you will receive a refund of at least twenty-five percent of the tuition (25% Tuition Credit = $8,375) less the actual reasonable administrative costs described in paragraph 7.
Helpful Hint. When applying your compost to your gardens, ensure you blend it with topsoil or another Spring cleaning? We can help! Reg Rd 25 HWMS
Helpful Hint. Documentation for all elements is the most definitive way to demonstrate capability. If you find that you or a partner don’t have documentation for something, consider creating it (or at least adding it to a work plan).
Helpful Hint. Generally, these laws apply to any non-church employer that employed 20 or more employees on at least 50% of its working days in the preceding calendar year. "Employees" are full-time and part-time common-law employees. Self-employed workers as defined in IRC §401(c)(1), corporate directors, or independent contractors should not be counted unless they qualify as common-law employees. "Employees" may also include leased employees who qualify as common-law employees. Please see COBRA regulations at 26 CFR § 54.
