The financial impact of leaving a lucrative job can have significant and detrimental effects on the life of a DC-area executive. When a person in a position of power is asked to step down from their role within an organization, or is terminated from their employment, they may be eligible for a severance package from their employer.
Many parents throughout the Washington, D.C., metro area are preparing for a semester of remote schooling for their children. The primary concern for parents, of course, is the well-being of their kids. However, parents will have another important concern that dovetails with their children’s education: taking time off from work to accommodate childcare.
Mental incapacity can be used as a defense for many legal issues. However, a recent federal court ruled that in cannot be used as a defense to the administrative remedy exhaustion requirements in the Employee Retirement Income Security Act of 1974.
Employers in the Washington, D.C., area operate in one of the nation’s most competitive job markets. Attracting qualified candidates will usually require offering a comprehensive benefits package as well as an attractive salary. Many of the benefits offered by employers must comply with standards outlined in the Employee Retirement Income Security Act, but companies also consider industry standards and their current and future financial obligations when deciding what to offer their employees.
The Employee Retirement Income Security Act, known as ERISA, resulted from poor management and unfair vesting rules from private employers. The federal government passed the law in 1974 to impose regulations on vesting rules and funding of company pensions.
Recently, our blog has highlighted the deluge of news surrounding the Employee Retirement Income Security Act of 1974 recently. From settlements to new Department of Labor rules, ERISA has become a hot topic in Washington, D.C., and throughout the country. Another ERISA case hitting the news involves the United Parcel Service of America, commonly known as UPS. This case demonstrates the importance of exhausting administrative remedies, and it is from the U.S. District Court for the Northern District of Georgia’s Atlanta Division.
The Employee Retirement Income Security Act of 1974, commonly known as ERISA is a hot topic on this blog. Our readers know that it sets the minimum standards for most public-sector employer-provided health and retirement plans, but news reports seldom mention ERISA.
Readers of our blog are likely familiar with ERISA, the Employee Retirement Income Security Act of 1974. ERISA sets the minimum standards for most public-sector employer-provided health and retirement plans, and this blog covers the topic extensively. Naturally then, when the Department of Labor proposes a new rule, our readers can expect a discussion on this Washington, D.C. blog.
For those that have employer-provided retirement and health plans, they may have heard of the Employee Retirement Income Security Act. However, most may not know what it is or why it matters. Passed in 1974, ERISA is a federal, not state law. As such, it covers everyone in the U.S., not just those in Washington, D.C. ERISA sets the minimum standards for most public-sector employer-provided health and retirement plans.
If you’ve been to the doctor, you’ve probably read or heard of the Health Insurance Portability and Accountability Act (HIPAA). This piece of federal legislation took effect in 1996. It amended the Employee Retirement Income Security Act (ERISA) once it became law. While you may have heard of HIPAA, you might not know what rights you’re entitled to under it. You need to know this, though.