What Bush and Clinton prescribe for health costs

Article Abstract:

George Bush and Bill Clinton have greatly varied campaign platforms regarding the high cost of health care despite its decrease in quality. Bush proposes system improvements through a mix of tax incentives, some additional legislations and reforms while Bill Clinton supports mandatory corporate insurance scheme, national health care spending limits and the establishment of a national health standards board to oversee and regulate the system. The former plan is merely an optimization of the existing system while the latter would require major changes and appear to be more comprehensive though it places the burden ofmajor expenses on businesses and taxpayers. The Clinton plan is supported by some large companies and labor unions but opposed by the Chamber of Commerce, the National Association of Manufacturers and the National Federation of Independent Businesses.

Evaluation, Political activity, Clinton, Bill, Medical care, Cover Story, Political aspects, Presidential candidates, Primaries, Bush, George H.W.

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What to expect from the Civil Rights Act

Article Abstract:

The Civil Rights Act of 1991 (CRA '91) reverses several past US Supreme Court decisions regarding intentional discrimination by creating rights to compensatory, punitive damages and to jury trial for discrimination victims. Among the significant reversals are the Wards Cove Packing Co vs Antonio case in 1989, the Patterson vs McLain Credit Union case, and the Price Waterhouse vs Hopkins case. The CRA '91 provides victims of intentional discrimination with new corrective measures such as compensatory damages for pain and suffering and punitive damages for malice and reckless indifference. The practice of race norming, previously employed by state employment agencies, is also prohibited under CRA '91.

Laws, regulations and rules, Employment discrimination, Civil rights

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Understanding the risks to pension benefits

Article Abstract:

Professionals in the human resources field should be aware of the risks associated with pension benefits and be able to assist employees in reducing these risks. The increasing number of failed insurance companies and the underfunding of pension plans pose a threat to employee pension trusts. Understanding the nature and mechanics of the types of employee pension plans, whether they be defined benefit plans, defined contribution plans or salary-reduction savings plans, can help human resources personnel maximize the benefits for their employees.

Pension, health, and welfare funds, Management, Pension funds, Salary reduction savings plans, 401K plans, Defined benefit plans

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