Section 89: why you should act now
Article Abstract:
Results of tests described under Section 89 of the Internal Revenue Code are due by the end of 1989, but employers can prepare for the tests before that time. New plans must pass Section 89 standards. Highly-compensated employees and excludable employees must be identified. It is necessary to determine if the business consists of multiple lines. Part-time employees must also be identified. The number of plans offered by the company should be determined. Data collection procedures are to be designed, and sample tests performed to verify that nothing was overlooked. It is not necessary to expend energy on fine details, because Section 89 requirements are not yet completely defined.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1988
User Contributions:
Comment about this article or add new information about this topic:
Employer sanctions: 25 questions
Article Abstract:
Congress can terminate sanctions if the General Accounting Office finds a widespread pattern of employer discrimination under the provisions of the Immigration Reform and Control Act (IRCA). Twenty-five questions are answered about the role of employers under IRCA. Among the issues addressed are: IRCA applicability, exemptions, eligibility of new hires, identification requirements, responsibility for detecting forgeries, photocopying of documents, file maintenance, penalties, work-study programs, effects of corporate mergers and acquisitions, the role of unions, contract employees and temporary help, the role of state employment agencies, and applicability of IRCA to minors.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1987
User Contributions:
Comment about this article or add new information about this topic:
Immigration reform - what cost to business?
Article Abstract:
Employer costs and responsibilities under the Immigration Reform and Control Act (IRCA) are described. The employer has in effect become a control agent for the US Immigration and Naturalization Service in keeping down the flow of illegal immigrants. It is estimated that IRCA's cost to business ranges from $182 million to $675 million. The Small Business Administration estimates that it will cost $10 per hiring transaction to meet government paperwork requirements under IRCA. IRCA contains provisions for employer penalties of $250 to $2,000 per illegal alien employee for first offenses, with fines increasing to $3,000 to $10,000 for three repeat offenses.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1987
User Contributions:
Comment about this article or add new information about this topic:
- Abstracts: Personal safety. Communication & consultation. New to health and safety?; what are the rules and where is the guidance?
- Abstracts: Does comparable worth obscure the real issues? How will reform tax your benefits? Compensation: pay equity loses to Chicken Little and other excuses
- Abstracts: Job evaluation: the next generation. Job evaluation: generate the numbers. Link job descriptions to performance appraisals
- Abstracts: What's your techno type - and why should you care? Do service procedures tie employees' hands?
- Abstracts: Human resource management in action. The Michigan global agenda: research and teaching in the 1990s. Prologue