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| ...from the HR Perspective |
| Human Resource Update | December 2011 |
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A New Year Coming!
Do you remember the late 1970's? The financial world was in turmoil. Gold prices more than quadrupled from $133.10 on January 20, 1977 to $562.00 on January 20, 1981. Retirement plans and planning were in disarray. Sound familiar?
Do you remember 2011? The financial world was in turmoil. Gold prices continued to go up, nearly doubling from 2009 to now. Retirement plans and planning were in disarray. Déjà vu?
Aside from wondering if gold was the best place to have put our money (remember it fell quite hard during the early 1980's), what else is bothering us?
Retirement plans, and particularly defined benefit plans, are in the throes of the perfect storm. What are management's concerns? If the plan is a defined contribution plan, that the funds do well so the employees may retire with enough to meet the targeted income replacement the plan intended. If it is a defined benefit plan the concerns are twofold: first funding, that the market and inflation (affects pay increases) perform as assumed so contributions remain at the budgeted levels and the plans meet the AFTAP (Adjusted Funding Target Attainment Percentage) of at least 80%; and second, financials, that in addition to the market and inflation aspects, that bond rates remain at reasonable levels so that the annual expense, and year end disclosure effects on the balance sheet remain in check.
2011 did its best to bludgeon all of these concerns. In defined contribution plans the direct effects are all born by the employee. Employees are wondering how they can retire as planned. Many are contemplating staying on longer to keep their current active employee income level, to save more, and to hope that their account will recover. The indirect effect is that employees staying on past expected retirement age do not produce the turnover that lets younger employees advance, and keeps pay rates higher. In defined benefit plans the direct effects are all born by the employer. The market caused funding demands to increase (at least low inflation helped pay related plans), and low bond rates caused expense and balance sheet figures to jump. The indirect effect is not quite as meaningful as it is with a defined contribution plan, as the employee's benefit stays the same. However, the economy has made even those with solid defined benefits consider staying beyond expected retirement date with the same workforce effects as just mentioned.
Now that we have stated what may be obvious, what should we be doing to mitigate this situation? In regard to employees, look over defined contribution and defined benefit plans to see what may be done to educate the workforce about saving, budgeting, investment choices and how much to put away for their retirement years. In regard to the company, see if communications and plan design incent employees to contribute more to their account; look at different forms of plans such as cash balance plans and career average defined benefit plans (with or without periodic updates). Liability matching or annuitization in a defined benefit plan, a GIC or an annuity purchase option in a defined contribution plan are alternatives some are starting to explore. And, other options and designs may be pursuable depending on your company's goals.
Preparing for the possible full implementation of Patient Protection and Affordable Care Act is something else to tickle for 2012. While hopes of a Supreme Court decision to declare it unconstitutional are increasing, what will you do if the Court reaffirms it? Just some food for thought at this time, but you might want to start to accumulate 2012 healthcare cost data for the W-2s to be distributed in January 2013.
Finally, the NLRB deserves to be watched for any more pro-union actions it may take.
We would be pleased to assist you with these and the other demands you will face in 2012. Please call if we may be of help.
We wish you and your family a very Happy, Healthy and Successful New Year!
Sincerely,
Michael F. Yates
President
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If you find value in this newsletter please let us know. Feel free to call me with a comment and/or ask a question at any time (908-689-4200) or send me an email (myates@mfyco.com). We offer this timely information as another benefit of your relationship with our company. If you feel a friend or colleague would benefit from receiving our newsletter, please feel free to forward a copy.
You can view all of our newsletters by clicking the 'newsletter archives' link at our company website www.mfyco.com. |
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NEW 2012 CALIFORNIA LAWS
Listed below are some the laws effecting California employers' policies and procedures that go into effect January 1, 2012, unless otherwise specified.
Credit Check
Assembly Bill 22 prohibits employers and prospective employers, other than persons or businesses subject to Section 6801-6807 of Title 15 of the US Code, which mainly refers to financial institutions, from obtaining and using either an applicant's or an employee's consumer credit report for purposes of employment.
The prohibition against obtaining and using credit reports also does not apply to the following:
· A managerial position.
· A position in the state Department of Justice.
· That of a sworn peace officer or other law enforcement position.
· A position for which the information contained in the report is required by law to be disclosed or obtained.
· A position that involves regular access, for any purpose other than the routine solicitation and processing of credit card applications in a retail establishment, to all of the following types of information of any one person:
§ Bank or credit card account information.
§ Social security number.
§ Date of birth.
· A position in which the person is, or would be, any of the following:
§ A named signatory on the bank or credit card account of the employer.
§ Authorized to transfer money on behalf of the employer.
§ Authorized to enter into financial contracts on behalf of the employer.
· A position that involves access to confidential or proprietary information, including a formula, pattern, compilation, program, device, method, technique, process or trade secret that
(i) derives independent economic value, actual or potential, from not being generally known to, and not being readily ascertainable by proper means by, other persons who may obtain economic value from the disclosure or use of the information, and
(ii) is the subject of an effort that is reasonable under the circumstances to maintain secrecy of the information.
· A position that involves regular access to cash totaling ten thousand dollars ($10,000) or more of the employer, a customer, or client, during the workday.
Pregnancy Disability Leave
Senate Bill 299 requires all employers with five or more employees to continue to maintain and pay for health coverage under a group health plan for eligible female employees who takes Pregnancy Disability Leave (PDL) for up to a maximum of four months in a 12-month period, regardless of how they treat other temporary disability leaves and regardless of FMLA coverage.
Willful Misclassification of Independent Contractors
Senate Bill 459 provides new penalties of between $5,000 to $25,000 for the "willful misclassification" of independent contractors. Willful misclassification is defined as: "avoiding employee status for an individual by voluntarily and knowingly misclassifying that individual as an independent contractor."
Notice of Pay Details
Assembly Bill 469 requires employers to provide nonexempt employees, at the time of hire, a notice that specifies:
· The rate of pay and the basis, whether hourly, salary, piece commission or otherwise, including any overtime rate
· Allowances, if any, claimed as part of the minimum wage, including meal and lodging allowances
· The regular pay day designated by the employer as required under the Labor Code
· The name of the employer, including any "doing business as" names
· The physical address of the employer's main office or principal place of business and any mailing address, if different
· The telephone of the employer
· The name, address and telephone number of the employer's workers' compensation carrier
· The law also requires notice of any other information the Labor Commissioner deems material and necessary. The Labor Commissioner is to provide a template. The new law only applies to nonexempt employees, which again highlights the need for properly classifying employees at the time of hire.
If there is any change to the information in the notice, the employer must notify each employee, in writing, within seven calendar days of the changes, unless such changes are elsewhere reflected on a timely wage statement or other writing required by law.
Penalties for wage violations were increased and makes further changes regarding collection of such penalties, including an increase in the statute of limitations.
Organ and Bone Marrow Donor Leave
Senate Bill 272 clarifies the measurement of time off for organ and bone marrow donor leave (Labor Code sections 1508-1512). Currently, up to 30 days of leave is provided in a one-year period for organ donation and up to five days of leave in a one-year period for bone marrow donation. The Bill clarifies the measurement of a one-year period to be measured from the date the employee's leave begins. Also, the five days of leave are business days not calendar days and employers can require the use of a specified number of earned but unused days of Paid Time Off (PTO) for the leave.
Genetic Information
Senate Bill 559 amends the Fair Employment and Housing Act to state that employers with five or more employees are prohibited from discriminating against employees on the basis of genetic information.
Genetic information is defined as information about any of the following:
· The individual's genetic tests
· The genetic tests of family members of the individual
· The manifestation of a disease or disorder in family members of the individual.
· The individual's request for, or receipt of, genetic services, or participation in clinical research that includes genetic services, by an individual or any family member of the individual. Genetic information does not include information about the sex or age of any individual.
This prohibition against discrimination on the basis of genetic information is in addition to the existing state law prohibition against discrimination based on a medical condition, including genetic characteristic.
Gender Expression
Assembly Bill 887 amends the Fair Employment and Housing Act to further define "gender" to include both gender identity and "gender expression" and to make clear that discrimination on either basis is prohibited. Current law only uses the term gender identity. Assembly Bill887 also amends Government Code section 12949 relating to dress codes to include that an employee must be allowed to dress consistently with both the employee's gender identity and gender expression. "Gender expression" is defined as "a person's gender-related appearance and behavior whether or not stereotypically associated with the person's assigned sex at birth." This definition is not a change from existing law relating to gender identity.
E-Verify
Assembly Bill 1236 relates to the E-Verify program; a federally created program that allows employers to use an Internet-based system to electronically verify the employment eligibility of newly hired employees. E-Verify compares Form I-9 documentation against federal government databases to verify employees' employment eligibility.
Assembly Bill1236 allows employers to continue to choose to use E-Verify, but prohibits California state agencies and local governments from passing mandates that require employers to use E-Verify.
Several cities in California passed local ordinances requiring the use of E-Verify in certain circumstances. This new law prohibits such state or local mandates, unless required by federal law or as a condition of receiving federal funds.
Administrative Penalties for Minimum Wage Violation
Assembly Bill 240 allows an employee that alleges a minimum wage violation to recover liquidated damages pursuant to any complaint brought before the Division of Labor Standards Enforcement. Existing law allows such damages in any complaint before a civil court, but not in an administrative proceeding before the Labor Commissioner. This new law would allow the Labor Commissioner to also award such damages. Under the new liquidated damages provision, the employee would be entitled to recover an amount equal to the wages unlawfully unpaid, plus interest.
Prevailing Wage Penalties
Assembly Bill 551 increases the maximum penalty from $50 to $200 per calendar day for each worker paid less than the determined prevailing wage and increases the minimum penalty from $10 to $40 per day for violations of prevailing wage obligations. These obligations apply to certain state or federal contracts and generally require a set wage that is significantly higher than minimum wage.
It also increases the penalty from $25 to $100 per calendar day, per worker, against contractors and subcontractors that fail to respond to a written request for payroll records within 10 days.
Insurance Non-Discrimination Act
Senate Bill 757 provides that every group health care service plan contract and every group health insurance policy that is marketed, issued, or delivered to a California resident is subject to the requirement to provide equal coverage to domestic partners as is provided to spouses, notwithstanding any other provision of law. Under the new law, even if the employer's principal place of business and majority of employees are located outside of California, no policy or certificate of health insurance marketed, issued or delivered to a California resident shall discriminate between spouses or domestic partners of a different sex and spouses or domestic partners of a same sex.
A willful violation of this provision by a health care service plan is a crime.
State Contracts - Gender or Sexual Orientation Discrimination
Senate Bill 117 outlaws the state of California from entering into contracts of more than $100,000 with companies that discriminate against the employees on the basis of gender or sexual orientation with regard to benefits. Existing law prohibits discrimination between employees with spouses and employees with domestic partners. The new law makes it clear that companies doing business with the state of California cannot deny equal benefits to same-sex spouses.
Workers' Compensation Legislation
· Assembly Bill 335 states that workers' compensation notices posted by employers must now include the website address and contact information that employees may use to obtain further information about the workers' compensation claims process and an injured employee's rights and obligations, including the location and telephone number of the nearest information and assistance officer. The administrative director is required to make available on the department's website informational material regarding the workers' compensation claims process, written in plain English.
· Assembly Bill 228 - Amends California Insurance Code section 11780.5 to authorize the State Compensation Insurance Fund (SCIF) to provide workers' compensation coverage to a California employer whose California employees temporarily work outside the state and whose injuries while performing out-of-state work might lead to workers' compensation liability in some other state. The new law expands coverage through partnerships between SCIF and other qualifying carriers, who insure workers' compensation risks in California, and the other states where the California employees are temporarily working.
Written Commission Agreement effective January 1, 2013
Assembly Bill 1396 requires employers who have commission pay arrangements to put those agreements into a signed written contract. The written contract must set forth the method by which the commissions will be computed and paid. If the contract expires but the parties keep working under the expired contract, the contract terms are presumed to remain in effect unless superseded by a new contract or the employment relationship is terminated.
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Reminder and Special Announcement
SBC Deadline
March 23, 2012 - Deadline to deliver uniform explanation of coverage to plan participants. See our September article Summary of Benefits and Coverages (SBC).
VETS100 Filing Deadline Extended
The filing deadline for VETS-100 reports in the 2011 cycle has been extended to January 15, 2012. At that time the VETS-100 application will be removed from public service until further notice. |
We invite you to share our newsletter. (It's a lot to think about!)
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Minimum Wage Hikes
Eight states will be putting into effect minimum wage hikes as of January 1, boosting the incomes of workers in Arizona, Colorado, Florida, Montana, Ohio, Oregon, Vermont and Washington. Here is a list of states hiking the minimum wage, with the amount of the increase and the new wage as of January 1.
- Arizona, 30 cents, $7.65.
- Colorado, 28 cents, $7.64.
- Florida, 36 cents, $7.67.
- Montana, 30 cents, $7.65.
- Ohio, 30 cents, $7.70.
- Oregon, 30 cents, $8.80.
- Vermont, 31 cents, $8.46.
- Washington, 37 cents, $9.04.
Supporters of a higher minimum wage believe that more money in workers' pockets means more consumer spending and a boost in demand. Critics however, believe that a hike in minimum wage can hurt Gross Domestic Product growth and reduce job opportunities for the least skilled workers. What do you think? Please go to our Facebook page to discuss! |
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Final Rule to Improve Transparency of Fees and Expenses to Workers in 401(k)-Type Retirement Plans
On October 20, 2011, the Department of Labor's Employee Benefits Security Administration (EBSA) released a final rule that will help America's workers manage and invest the money they contribute to their 401(k)-type pension plans. The rule will ensure: that workers in this type of plan are given, or have access to, the information they need to make informed decisions, including information about fees and expenses; the delivery of investment-related information in a format that enables workers to meaningfully compare the investment options under their pension plans; that plan fiduciaries use standard methodologies when calculating and disclosing expense and return information so as to achieve uniformity across the spectrum of investments that exist among and within plans, thus facilitating "apples-to-apples" comparisons among their plan's investment options; and a new level of fee and expense transparency.
Background
EBSA is responsible for administering and enforcing the fiduciary, reporting, and disclosure provisions of Title I of ERISA and oversees approximately 708,000 private pension plans, including 483,000 participant-directed individual account plans such as 401(k)-type plans. A "participant-directed plan" is a plan that provides for the allocation of investment responsibilities to participants or beneficiaries.
An estimated 72 million participants are covered by these participant directed plans, which contain nearly $3 trillion in assets. While workers in these plans are responsible for making their own investment decisions, current law does not adequately ensure that all workers are given the information they need or ensure that information, when provided, is furnished in a format useful to workers, particularly information on investment choices including associated fees and expenses.
Overview of Final Rule
The final rule provides that the investment of plan assets is a fiduciary act governed by the fiduciary standards in ERISA section 404(a)(1)(A) and (B), which require plan fiduciaries to act prudently and solely in the interest of the plan's participants and beneficiaries.
The final rule also provides that when a plan allocates investment responsibilities to participants or beneficiaries, the plan administrator must take steps to ensure that such participants and beneficiaries, on a regular and periodic basis, are made aware of their rights and responsibilities with respect to the investment of assets held in, or contributed to, their accounts and are provided sufficient information regarding the plan and the plan's investment options, including fee and expense information, to make informed decisions with regard to the management of their individual accounts.
A plan administrator must provide to each participant or beneficiary certain plan-related information and certain investment-related information. These categories of information are described below.
A. Plan-Related Information
The first category of information that must be disclosed under the final rule is plan-related information. This general category is further divided into three subcategories as follows:
i. General Plan Information
General plan information consists of information about the structure and mechanics of the plan, such as an explanation of how to give investment instructions under the plan, a current list of the plan's investment options, and a description of any "brokerage windows" or similar arrangement that enables the selection of investments beyond those designated by the plan.
ii. Administrative Expenses Information
An explanation of any fees and expenses for general plan administrative services that may be charged to or deducted from all individual accounts. Examples include fees and expenses for legal, accounting, and recordkeeping services.
iii. Individual Expenses Information
An explanation of any fees and expenses that may be charged to or deducted from the individual account of a specific participant or beneficiary based on the actions taken by that person. Examples include fees and expenses for plan loans and for processing qualified domestic relations orders.
The information in these three subcategories must be given to participants on or before the date they can first direct their investments, and then again annually thereafter.
In addition to the plan-related information that must be furnished up front and annually, participants must receive statements, at least quarterly, showing the dollar amount of the plan-related fees and expenses (whether "administrative" or "individual") actually charged to or deducted from their individual accounts, along with a description of the services for which the charge or deduction was made. These specific disclosures may be included in quarterly benefit statements required under section 105 of ERISA.
B. Investment-Related Information
The second category of information that must be disclosed under the final rule is investment-related information. This category contains several subcategories of core information about each investment option under the plan, including:
i. Performance Data
Participants must be provided specific information about historical investment performance. 1, 5 and 10-year returns must be provided for investment options, such as mutual funds, that do not have fixed rates of return. For investment options that have a fixed or stated rate of return, the annual rate of return and the term of the investment must be disclosed.
ii. Benchmark Information
For investment options that do not have a fixed rate of return, the name and returns of an appropriate broad-based securities market index over 1-, 5-, and 10-year periods (matching the Performance Data periods) must be provided. Investment options with fixed rates of return are not subject to this requirement.
iii. Fee and Expense Information
a. For investment options that do not a have a fixed rate of return, the total annual operating expenses expressed as both a percentage of assets and as a dollar amount for each $1,000 invested, and any shareholder-type fees or restrictions on the participant's ability to purchase or withdraw from the investment.
b. For investment options that have a fixed rate of return, any shareholder-type fees or restrictions on the participant's ability to purchase or withdraw from the investment.
iv. Internet Web site Address
Investment-related information includes an internet Web site address that is sufficiently specific to provide participants and beneficiaries access to specific additional information about the investment options for workers who want more or more current information.
v. Glossary
Investment-related information includes a general glossary of terms to assist participants and beneficiaries in understanding the plan's investment options, or an Internet Web site address that is sufficiently specific to provide access to such a glossary.
Comparative Format Requirement
Investment-related information must be furnished to participants or beneficiaries on or before the date they can first direct their investments, and then again annually thereafter. It also must be furnished in a chart or similar format designed to facilitate a comparison of each investment option available under the plan. The final rule includes, as an appendix, a model comparative chart, which when correctly completed, may be used by the plan administrator to satisfy the rule's requirement that a plan's investment option information be provided in a comparative format.
Miscellaneous
The rule provides plan administrators protection from liability for the completeness and accuracy of information provided to participants if the plan administrator reasonably and in good faith relies upon information provided by a service provider.
After a participant has invested in a particular investment option, he or she must be provided any materials the plan receives regarding voting, tender or similar rights in the option. Upon request, the plan administrator must also furnish prospectuses, financial reports and statements of valuation and of assets held by an investment option.
The general disclosure regulation at 29 CFR § 2520.104b-1 applies to material furnished under this regulation, including the safe harbor for electronic disclosures at paragraph (c) of that regulation. The final rule would also make conforming changes to the disclosure requirements for plans that elect to comply with the existing ERISA section 404(c) regulations.
Effective and Applicability Dates
The final rule became effective beginning on December 20, 2010, became applicable to covered individual account plans for plan years beginning on or after November 1, 2011, which means that for calendar year plans, compliance will be required on January 1, 2012.
Contact Information
For questions about the rule, contact EBSA's Office of Regulations and Interpretations at 202-693-8500.
Excerpted from U.S. Department of Labor, Employee Benefits Security Administration, October 14, 2010 Fact Sheet
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Call: 908-689-4200 to contact a
MFYCO professional consulting associate.
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Employer's Tax Guide to Fringe Benefits IRS Publication 15-B
The IRS has created a page on IRS.gov for information about Publication 15-B which is the Employer's Tax Guide to Fringe Benefits. Publication 15-B provides an overview of what a fringe benefit is, information for employers on the employment tax treatment of fringe benefits, more specifically, the fringe benefit exclusion rules and the fringe benefit valuation rules. Publication 15-B supplements Publication 15 (Circular E), Employer's Tax Guide, and Publication 15-A, Employer's Supplemental Tax Guide.
Some of the changes that are covered in the Publication 15-B for use in 2012 are:
Employer-provided cell phones - The value of an employer-provided cell phone, provided primarily for noncompensatory business reasons, is excludable from an employee's income as a working condition fringe benefit. Personal use of an employer-provided cell phone, provided primarily for non-compensatory business reasons, is excludable from an employee's income as a de minimus fringe benefit.
Cents-per-mile rule - The business mileage rate for 2012 is 55.5 cents per mile.
Qualified parking exclusions and commuter transportation benefit - The monthly exclusion for qualified parking is $240 and the monthly exclusion for commuter highway vehicle transportation and transit passes is $125.
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What would you like to see in a future issue?
Contact our office with your suggestions.
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TIMEs Top 10 Over Reported Stories of 2011
In 54 wide-ranging lists, TIME surveyed the highs and lows, the good and the bad, of the past 12 months. Everything from art and entertainment to science and fashion were ranked. Below is a list of what they say are the top 10 over reported stories of 2011:
1. The Casey Anthony Case - did you think she was innocent?
2. The Royal Wedding - we know you set your alarm to wake up early and watch it.
3. The Will-They-or-Won't-They Candidacies of Trump and Palin - Trump where is your birth certificate?
4. The Conrad Murray Trial -Even in death, Michael Jackson knew how to draw a crowd.
5. The Strauss-Kahn Sex-Assault Allegations - New York's John F. Kennedy airport also makes the news way too often.
6. Kim Kardashian Gets Married - then divorced.
7. Charlie Sheen's Meltdown - at least he is wining!
8. The Iowa Straw Poll -has successfully predicted the winner of the presidency just once in its 32 years - a streak unlikely to change in the 2012 election.
9. Hurricane Irene Tests New York City -the media should have kept its eye on the horrific damage Irene was doing elsewhere.
10. Carmageddon - move out of Los Angles, it is always a traffic nightmare!
Here at MFYCO, we are proud to say we have never written about one of these topics (until now)! Did one of your favorites make the list? |
Retirement Plan Limits
The Internal Revenue Service announced cost of living adjustments affecting dollar limitations for pension plans and other retirement-related items for Tax Year 2012. In general, many of the pension plan limitations will change for 2012 because the increase in the cost-of-living index met the statutory thresholds that trigger their adjustment. However, other limitations will remain unchanged. Highlights include:
- The catch-up contribution limit for those aged 50 and over remains unchanged at $5,500.
- The annual compensation limit is increased from $245,000 to $250,000.
- Social Security Wage Base increased $3,300 to $110,100.
- Depending on Congressional action, the Employee Social Security Tax may continue at 4.2% or revert to 6.2% on March 1st.
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2012 |
2011 |
2010 | |
Maximum Annual Defined Benefit |
$200,000 |
$195,000 |
$195,000 | |
Maximum DC Annual Addition ($$) |
$50,000 |
$49,000 |
$49,000 | |
Maximum 401(k) Deferrals |
$17,000 |
$16,500 |
$16,500 | |
Older EE Catch-Up Contribution |
$5,500 |
$5,500 |
$5,500 | |
Maximum Plan Compensation |
$250,000 |
$245,000 |
$245,000 | |
Highly Compensated Threshold |
$115,000 |
$110,000 |
$110,000 | |
Key Employee in a Top-Heavy Plan |
$165,000 |
$160,000 |
$160,000 | |
SSA Social Security Wage Base |
$110,100 |
$106,800 |
$106,800 | |
PBGC Maximum Monthly Guarantee |
$4,653.41 |
$4,500 |
$4,500 | |
PBGC Maximum Annual Guarantee |
$55,840.92 |
$54,000 |
$54,000 | |
Maximum DC Annual Addition (%) |
100% |
100% |
100% | |
Social Security Tax - Employee
Social Security Tax - Employer |
4.2 - 6.2%
6.2% |
4.2%
6.2% |
6.2%
6.2% | |
Medicare Tax |
1.45% |
1.45% |
1.45% | |
DC Plan Deduction Limit |
25% |
25% |
25% | |
Definition of Compensation for DC
Plan Deduction Limit |
Includes Deferrals |
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about MFYCO ...
- Michael F. Yates & Company, Inc. can help you with a variety of services ranging from retirement plans to providing results-oriented survey instruments, training and development programs for your employees. Our products and services are intended to help you maximize the effectiveness of your Human Resources function.
- These products and services incorporate our years of experience so that you receive rapid results and exceptional value. From onsite consulting, to strategic business integration, to Web enablement, we understand how Human Resources can be applied to solve your problems and achieve your goals. As a result, we can help you get the most out of your investment and turn your most precious resource into a competitive advantage.
- We offer Consulting, Retirement Planning, Pension and 401(K) both qualified and non qualified Plans, Welfare Plans, Communications, Computer Systems, Executive Plans, Compensation, Mergers, Acquisitions, Divestitures and Other Services.
We offer a true and honest, Client Partnership.
Take the Michael F. Yates & Company, Inc. challenge! Call us today ... 908-689-4200
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How to Track Government Recovery Spending
"The Board shall establish and maintain...a user-friendly, public-facing website to foster greater accountability and transparency in the use of covered funds. The website...shall be a portal or gateway to key information relating to the Act and provide connections to other government websites with related information."
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Michael F. Yates & Company, Inc.
_________________
101 Belvidere Avenue
P.O.Box 7
Washington, NJ 07882-0007
908-689-4200
fax: 908-689-6300
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Our staff and firm are proud members
of the following professional organizations:
Society of Actuaries
American Society of Pension Professionals & Actuaries
Society for Human Resource Management
GAPS (Global Association Pension Services)
WorldatWork
American Management Association
National Federation of Independent Business
Better Business Bureau
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The site ("from the HR perspective" hence herein referred to as MFYCO.com) is made available by Michael F. Yates & Company Incorporated. All content, information and software provided on and through 'from the HR perspective' and MFYCO.com ("Content") may be used solely under the following terms and conditions ("Terms of Use").
YOUR USE OF THIS WEBSITE CONSTITUTES YOUR AGREEMENT TO BE BOUND BY THESE TERMS AND CONDITIONS. IF YOU DO NOT AGREE TO THESE TERMS, YOU SHOULD IMMEDIATELY DISCONTINUE YOUR USE OF THIS SITE.
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"Human Resources provides the leadership, supportive services, guiding principles, policies, structures and standards needed for a quality organization to survive in today's business environment."
MFYCO PRIVACY POLICY
Michael F. Yates & Company, Inc.
believes strongly in protecting the privacy of its users.
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