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indentifyperson · 4 years

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California Employers: Do You Know Your Wage Order?

The California Department of Industrial Relations has just released an updated version of its IWC Wage Order Poster for 2021. The California Industrial Welfare Commission Wage Orders regulate wages, hours, and working conditions of each of every industry and occupation group in California. Employers must comply with the IWC Wage Order, in addition to other California and Federal labor laws applicable to their business or industry.

For example, IWC Wage Order number 1 applies to the manufacturing industry; Wage Order number 4 applies to professional, technical, clerical, mechanical and similar occupations; Wage Order 7 applies to the mercantile industry; Wage Order 9 applies to the transportation industry; Wage Order 12 applies to the motion picture industry; Wage Order 14 applies to agricultural occupations; Wage Order 15 applies to household occupations; and Wage Order 16 applies to occupations in the construction, drilling, logging and mining industries.

Here are several things you need to know about the IWC Wage Order:

It is required for ALL employers in California to post a copy of the correct IWC Wage Order Poster under Labor Code 1183(d).

It is enforced by the California Labor Commissioner’s Office/Division of Labor Standards Enforcement (DLSE).

It is the number one required poster on the state’s list of required notices, listed even before the contents of our California and Federal Combination Poster.

It states at the very top of the California Minimum Wage notice, “Please post next to your IWC Industry or Occupation Order”.

Depending on the order, on either Section 20, 21, 22 of each of the 16 wage orders, it states the following: “POSTING OF ORDER: Every employer shall keep a copy of this order posted in an area frequented by employees where it may be easily read during the workday. Where the location of work or other conditions makes this impractical, every employer shall keep a copy of this order and make it available to every employee upon request. Note: Authority cited: Sections 864, 1173, and 1182.13, Labor Code; and California Constitution, Article XIV, Section 1. Reference: Sections 858, 859, 860, 861, 862, 864, 1182, 1182.12, 1182.13, and 1184, and 2695.2, Labor Code.”

The California Labor Commissioner’s Office, also known as the Division of Labor Standards Enforcement or DLSE, has created a pamphlet called “WHICH IWC ORDER? Classifications” to assists employers and employees in determining which IWC Wage Order applies to a business or employee (available at http://www.dir.ca.gov/dlse/WhichIWCOrderClassifications.PDF).

Each California Wage Order covers regulations on topics such as:

Administrative, executive and professional exemptions;

Overtime wages;

Alternative workweeks;

Minimum wages;

Reporting time pay;

Records retention;

Cash shortage and breakage;

Uniforms and equipment;

Meals and lodging;

Meal (lunch) periods;

Rest (break) periods; and

Required posting of the order.

The Industrial Welfare Commission (IWC) lists 17 different California Wage Orders. However, the DLSE has not made a determination as to who is classified under the 17th Wage Order – Miscellaneous Employees. Every California employer should know the applicable Wage Order for his/her/their/its business and employees and the regulations regarding wages, hours and working conditions contained therein.

Here is a list of the 16 different IWC Wage Orders, excluding the one for miscellaneous employees.

(1) Manufacturing Industry

(9) Transportation Industry (Trucking, Airline, Delivery, Automotive Repair)

(2) Personal Services (gyms, hair and nail salons, massage parlor, etc.)

(10) Amusement & Recreation Industry (Amusement Parks, Bowling Alleys, Golf Courses, Ski Resorts, etc.)

(3) Canning, Freezing & Preserving Industry

(11) Broadcasting Industry (Broadcasting and Taping, TV and Radio Broadcasting)

(4) Professional, Technical, Clerical, Mechanical, and Similar Occupations Teachers, Engineers, Real Estate Brokerage, Financial Firms, Legal Firms, Professional Firms, Travel Agencies, Non-Profit, Government Employees, etc.)

(12) Motion Picture Industry (Film, TV, Video Production, Advertising Films, Casting, Wardrobe and Property Rental for Production, etc.)

(5) Public Housekeeping Industry (Restaurants, Hotels, Hospitals, Nursing Homes, Public Storage, Grounds and Property Maintenance, Schools with Dormitories, etc.)

(13) Agricultural Products for Market, On The Farm (packing, processing, slaughtering, nut hulling/shelling/cracking, etc. when done on grower’s own land and product)

(6) Laundry, Linen Supply, Dry Cleaning and Dyeing Industry

(14) Agricultural Occupations (Field Workers, Fish Hatcheries, Wranglers, Cowboys/Cowgirls, etc.)

(7) Mercantile Industry (purchasing, selling, or distributing goods or commodities at retail or Wholesale, or renting goods or commodities)

(15) Household Occupations (Day Workers, Employees of private households)

(8) Industries handling products after harvest (not on the farm)

(16) On-Site Construction, Mining, Drilling, Landscaping Industry

For the convenience of our valued customers, Compliance Posters of America created an all-in-one version of the California IWC Wage Order Poster, available in a laminated 24″ x 36″ poster format.

California employers must also comply with additional applicable local or municipal requirements, which might include city-specific minimum wage requirements that may be higher than the state minimum wage such as Los Angeles, San Francisco, Pasadena, Santa Monica, and San Diego.

Disclaimer: This article is intended as a guide to help determine the classifications of businesses and occupations under the Industrial Welfare Commission Orders. These guidelines and classifications of employees are general in nature and the existence of specific facts and circumstances of the employment relationship and operations of a particular employer may require a different determination of proper classification that the general one set forth herein. As new types of businesses and occupations are constantly coming into existence, there undoubtedly may be businesses and occupations that have not been included on the state’s classification index. Additionally, as industry practices and business structures evolve, circumstances may dictate the change in classification of a particular occupation from one wage order to another wage order.

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chapeauchicc · 4 years

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Girl That's What I Do I Read Books And I Know Things Poster

Bitchimtheshit2 pop up listening party fri july 21 6 9pm 700n fairfax l a Girl That's What I Do I Read Books And I Know Things Poster everyone’s invited. David bryan is now on instagram follow him davidbryanmusic and check out his photos and videos from japan instagram com davidbryanmusic. Thank you architectural digest for the amazing march covers I have been a fan for so long and it was such a pleasure to share our creative sides with you such an honor and so much fun dreamcometrue architecturaldigest design by waldos_designs and clementsdesign text by mayer rus styled by lawrenhowell fashion styling by jilljacobsstudio and charroxstylist Girl That's What I Do I Read Books And I Know Things Poster

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Every monday read the information below could educate you 1 9 17 the disclaimers talk show by dave and edward johnston also on youtube oregon trackers live stream 5pm oregon 6 mountain 7pm central 8pm eastcoast call in 712 775 7035 228627 constitution lawful bloodline american republic v legal democracy please read about the law edward johnston filings published in the media also filed filed a Girl That's What I Do I Read Books And I Know Things Poster must watch with your children red skelton’s pledge of allegiance helvering v davis wikipedia the free encyclopedia en wikipedia org wiki helvering_v _davis helvering v davis 301 u s 619 1937 was a decision by the united states supreme court which held that social security was constitutionally permissible please watch 3 16min if I were the devil paul harvey good audio always with respect please govern yourself accordingly notice we are not attorney or lawyers if you would like legal advice contact a lawyer or attorney even tho their is no such thing attorney’s license ain’t no such thing freedom www freedom school com law attorney license no such whereas military flag with the gold fringe martial law flag pursuant to 4 u s c chapter 1 1 2 3 executive order 10834 august 21 1959 24 f r 6865 a military flag is a flag that resembles the regular flag of the united states except that it has a yellow fringe border on three sides the president of the united states designates this deviation from the regular flag by executive order and in his capacity as commander in chief of the military the placing of a fringe on the national flag the dimensions of the flag and the arrangement of the stars in the union are matters of detail not controlled by statute but are within the discretion of the president as commander in chief of the army and navy 34 ops atty gen 83 the law of the flag regulates the laws under which contracts entered into will be governed see ruhstrat v people any courtroom that displays such a flag behind the judge is a military courtroom which is operating under military law and not constitutional law or common law or civil law or statute law restrictions note added this court is thereby receiving public funds under false and fraudulent pretense and is committing treason against the constitution under the 16th american jurist prudence section 177 whereas 1 2 american flag such as a gold fringe mutilates the flag and carries a one year prison term this is confirmed by the authority of title 36 section 176 g the gold fringe is a fourth color and purportedly represents color of military law jurisdiction and when placed on the title 4 u s c section 1 2 flag mutilates the flag and suspends the constitution refer to title 18 u s c section 242 see black s law dictionary attorney’s license ain’t no such thing attorney’s license ain’t no such thing bigger text all lawyers and lawyer title 42 408 a 8 title 42 408 a in general whoever 8 discloses uses or compels the disclosure of the social security number of any person in violation of the laws of the united states shall be guilty of a felony and upon conviction thereof shall be fined under title 18 or imprisoned for not more than five years or both this is why it has to be done in admiralty law in title 28 u s c judiciary and judicial procedure in the chapter and section that defines court debt judgment and united states chapter 176 federal debt collection procedure section 3002 united states means a federal corporation 28 u s c 3002 15 title 28 united states code means literally title 28 district of columbia municipal corporation code the states and district courts are all run by privately hired corporation we are treated in court as executive order 6 and 7 vol xv app 45 only has signature of the secretary of the state william h seward andrew johnson the president was against the 14th amendment he stated it creates a defacto government then in 1868 the 14th amendment created a different citizen making all persons corporations citizens of the united states and subject to the jurisdiction thereof y it has to be done in admiralty law in title 28 u s c judiciary and judicial procedure in the chapter and section that defines court debt judgment and united states chapter 176 federal debt collection procedure section 3002 united states means a federal corporation 28 u s c 3002 15 title 28 united states code means literally title 28 district of columbia municipal corporation code the states and district courts are all run by privately hired corporation we are treated in court as executive order 6 and 7 vol xv app 45 only has signature of the secretary of the state william h seward andrew johnson the president was against the 14th amendment he stated it creates a defacto government then in 1868 the 14th amendment created a different citizen making all persons corporations citizens of the united states and subject to the jurisdiction thereof merely being native born within the territorial boundaries of the united states of america does not make such an inhabitant a citizen of the united states unless an american indian original to this land subject to the jurisdiction of the fourteenth amendment elk v wilkins neb 1884 5 s ct 41 112 u s 99 28 l ed 643 trey gowdy lays down facts about illegal immigration 8 u s code 1401 nationals and citizens of united states at birth 1978 subsec a pub l 95 432 3 struck out a before the following and redesignated pars 1 to 7 as a to g respectively u s citizens were declared enemies of the u s by f d r by executive order no 2040 and ratified by congress on march 9 1933 fdr changed the meaning of the trading with the enemy act of december 6 1917 by changing the word without to citizens within the united states to cover the debt in 1933 and future debt the corporate government determined and established the value of the future labor of each incorporated individual in its jurisdiction to be 630 000 a bond of 630 000 is set on each certificate of live birth the certificates are bundled together into sets and then placed as securities on the open market these certificates are then purchased by the federal reserve and or foreign bankers the purchaser is the holder of title this process made each and every person in this jurisdiction a bond servant u s citizens were declared enemies of the u s by f d r by executive order no 2040 and ratified what is hjr 192 can we discharge our debts to the jun 7 2014 house joint resolution 192 was then passed by congress on june 5 1933 this law was passed to do away with the gold clause for lawful bloodline american house joint resolution 192 1933 redemption tribe net tribes tribe net redemption101 thread 07f05122 0090 408b house joint resolution 192 this article does not contain an absolute prohibition against the states making something else a tender in transfer of debt hjr 192 background 1933 the bankruptcy of the united www youhavetheright com tour3 background 1933 the bankruptcy of the united states passed house joint resolution 192 which served impossible as notes of debt do not pay for anything gonzales v oregon 546 u s 243 2006 was a decision by the united states supreme court which ruled that the united states attorney general could not enforce the federal controlled substances act against physicians who prescribed drugs in compliance with oregon state law for the assisted suicide of the terminally ill it was the first major case heard under the leadership of chief justice john roberts 1 it is the duty of every lawful bloodline american to oppose all enemies of this nation foreign and domestic note added every lawful and recognized american citizen including all elected appointed hired public servant s children’s protection services police sheriff’s martials cia fbi capital police secret service city council county commissioners board of commissioners et al religious organizations associations schools colleges universities schools of law corporations llc’s doctors nurses health care providers unions et al to preform they of oath of office in compliance to the 1776 constitution for the united states of america to all matters herein related thereof please help pass this information to other professionals in your area and honor thy 1776 constitutional oath of office in your area of expertise it is after all as lawful americans’ right to life liberty and the pursuit of happiness that ‘god’ promised mine and your bloodline of this united states of america for all mankind thereof please read read title 18 all of it”the original thirteenth article of amendment to the constitution for the united states if any citizen of the united states shall accept claim receive or retain any title of nobility or honour or shall without the consent of congress accept and retain any present pension office or emolument of any kind whatever from any emperor king prince or foreign power such person shall cease to be a citizen of the united states and shall be incapable of holding any office of trust or profit under them or either of them journal of the senate citizens federal and persons vs people citizens citizens are members of a political community who in their associated capacity have established or submitted themselves to the dominion of a government for the promotion of their general welfare and the protection of their individual as well as collective rights u s v cruikshank 92 u s 542 if one is established as a people individually or collectively then one is entitled to all the rights which formerly belonged to the king by his prerogative lansing v smith 4 wend 9 n y 1829 21 am dec 89 10c const law sec 298 18 c em dom sec 3 228 37 c nav wat sec 219 nuls sec 167 48 c wharves sec 3 7 a people may do anything he or she wishes to do so long as it does not damage injure or impair the same right or property of another individual 10 pick 9 united states exp co v henderson 69 iowa 40 28 n w 426 greenl ev 469a quoted in hale v henkel 201 u s 43 1906 a people owes no duty to the state or the public as long as he does not trespass lansing v smith 21 d 89 people of a state are entitled to all rights which formerly belonged to the king by his prerogative 2 citizens united states citizenship does not entitle citizen to rights and privileges of state citizenship citizenship of the united states does not entitle citizen to privileges and immunities of citizen of the state since privileges and immunities of one are not the same as the other tashiro v jordan s f 1234g s c c 5 20 1927 both before and after the fourteenth amendment to the federal constitution it has not been necessary for a person to be a citizen of the united states in order to be a citizen of his state crosse v board of supervisors of elections 1966 221 a 2d 431 p 4 the fourteenth amendment of the constitution of the united states ratified 1 in 1868 creates or at least recognizes for the first time a federal citizenship of the united states as distinct from that of the states black’s law dictionary 6th edition 1 this is a bold lie it was never ratified per article v of the u s constitution congressional record house june 13 1967 pg 15641 15646 and dyett v turner 1968 are very clear about this travelers red lights flashing behind you when a cop turns on emergency lights to stop someone and asks for license and regis tration and then writes a summons ticket executes it and demands one s bond in the form of an agreement to appear and then serves the summons the cop is breaking the laws 1 the turning on of lights means an emergency is in effect the cop wants people to think he is stopping traffic and that the one being stopped is the emergency where was the emergency nowhere of course the cop just wanted to perform a traffic stop by doing so the cop perpetuated several fraudulent actions a the cop deceived the one being stopped into thinking there was an emergency b impersonated a government official on emergency business the cop in reality is a corpora ficta employee and not a government employee he has no authority of a government official at all there are two lawfully excusable conditions for seizing property or people 1 a warrant of the law 2 first hand observation of a crime being committed this is not just the law this is constitutionally mandated the cop needs the drivers license and regis tration as prima facie evidence to support the claim of trafficking instead of traveling if indeed one is not transporting people or property for hire or profit 2 cops are only authorized to enforce statute and ordinance not law statutes are passed by state of corpora fictas ordinances are passed by city county of corpora fictas law is only the natural law common law dmv is only a corporate dept in state of oregon ohio ca corpora ficta license and regis tration are commercial agreements and not contracts iff one of us is not involved in commercial activity then there is no exercise of a privilege that must be licensed and regis tered licenses and regis trations are only required for commercial activity that means business only in law people have the right to travel as a part of one s right to liberty and the pursuit of happiness 3 iff the cop perceives that one of us may have broken the law or actually infracted a statute and writes a ticket with a summons the cop is now impersonating an officer of the court which the cop is clearly not the cop is thereby impersonating a judicial officer who in all of america can write a summons to a court unless they are actually authorized to serve in a judicial capacity answer no one else may 18 u s code section 31 the term motor vehicle means every description of carriage or other contrivance propelled or drawn by mechanical power and used for commercial purposes on the highways in the transportation of passengers passengers and property or property or cargo that means unless you are in commerce making money to transport people or cargo most of us are not commercial or in commerce most of us just go from point a to point b most of us who are not corporate government employees or on federal jurisdiction no cop can drag u into jurisdictrion no officer can acquire jurisdiction by deciding he has it the officer whether judicial or ministerial decides at his own peril middleton v low 1866 30 c 596 citing prosser v secor 1849 5 barb n y 607 608 the innocent individual who is harmed by an abuse of governmental authority is assured that he will be compensated for his injury owens v city of independence 100 s ct 1398 1980 if one individual does not possess such a right over the conduct of another good and lawful christian man no number of individuals in a deliberative body can possess such a right all combinations therefore to effect such an object are injurious not only to the individuals particularly oppressed but to the public at large people v fisher 14wend n y 9 28 am dec 501 when you been kidnap and held for ransom aka arrested did they take you immediately before a magistrate like the law says no they took you to book you well guess what that’s not proper and you were falsely imprisoned check this out go immediately to a magistrate no photographs no fingerprinting the one arresting has a duty to immediately seek a magistrate and failure to do so makes a case of false imprisonment heath v boyd 175 s w 2d 217 1943 brock v stimson 108 mass 520 1871 to detain the person arrested in custody for any purpose other than that of taking him before a magistrate is illegal kominsky v durand 12 atl 2d 654 1940 any undue delay is unlawful and wrongful and renders the officer himself and all persons aiding and abetting therein wrongdoers from the beginning ulvestad v dolphin 278 pac 684 1929 the taking of the plaintiff s picture before conviction was an illegal act hawkins v kuhne 137 ny supp 1090 153 app div 216 1912 the power to arrest does not confer upon the arresting officer the power to detain a prisoner for other purposes geldon v finnegan 252 n w 372 1934 compulsory fingerprinting before conviction is an unlawful encroachment and involves prohibited compulsory self incrimination people v helvern 215 n y supp 417 1926 summary attorney bruce l mccrum and ed johnston lawful bloodline american as filed further harassment from city of toledo chief of police david enyeart ed’s unlawful kidnapping by ruark’s camera part 1 state senator arnie roblan on the rights to travel and uninsured motorist fund 05 13 2013 if money is wanted by rulers who have in any manner oppressed the people they may retain it until their grievances are redressed and thus peaceably procure relief without trusting to despised petitions or disturbing the public tranquility journals of the continental congress 26 october 1774â 1789 journals 1 105â 13 notice all rights reserved permission to distribute for non commercial purposes is hereby granted in whole or part provided attribution and a link to this article is included commercial distribution without the written permission of the author is prohibited this public email message including any attachment s is limited to the sole use of the intended recipient and may contain privileged and or confidential information any and all political private or public entities federal state or local corporate government s municipality ies international organizations corporation s agent s investigator s or informant s et al and or third party ies working in collusion by collecting and or monitoring my email s and any other means of spying and collecting these communications without my exclusive permission are barred from any and all unauthorized review use disclosure or distribution with explicit reservation of all my rights without prejudice and without recourse to me any omission does not constitute a waiver of any and or all intellectual property rights or reserved rights notice copy right lawful bloodline americans lawful americans 2013 the electronic communications privacy act 18 u s c 119 sections 2510 2521 et seq governs distribution of this message including attachments the originator intended this message for the specified recipients only it may contain the originator s confidential and proprietary information the originator hereby notifies unintended recipients that they have received this message in error and strictly proscribes their message review dissemination copying and content based actions recipients in error shall notify the originator immediately by e mail and delete the original message authorized carriers of this message shall expeditiously deliver this message to intended recipients see quon v arch anything stated in this email may be limited in the content and is not to be taken out of context wireless copyright notice federal and state laws govern copyrights to this message you must have the originator s full written consent to alter copy or use this message originator acknowledges others copyrighted content in this message otherwise without prejudice and without recourse to me any omission does not constitute a waiver of any and or all intellectual property rights or reserved rights u c c 1 207 1 308 notice to agents is notice to principals notice to principals is notice to agents. On saturday at the gcfest it was an honor to meet hiba hamzi and speak of her on the globalcitizen stage hiba is one of malala fund s gulmakaichampions she has devoted her life to ensuring equal access to education for girls through her organization developmental action without borders naba’a and in partnership with malalafund s gulmakai network hiba is doing crucial work to help syrian refugee children attain an education she is also fighting to end child marriage in lebanon and to raise the minimum marriage age to 18 so more girls can remain in school and have a chance to explore their potential we can bethegeneration to make real change thanks to women like hiba visit malala org to learn how they support the work of education champions in developing countries and speed up progress towards girls secondary education around the world icymi sheisequal. Nosso craque amanhã estará em campo eu como muito fã desde já vou deixar boa sorte vai dar tudo certo deus no comando de tudo Girl That's What I Do I Read Books And I Know Things Poster

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iimalex · 5 years

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May 24, 2019: The Department of Health and Human Services published a proposed rule that would remove all recognition that federal law prohibits transgender patients from discrimination in health care. Courts across the nation have ruled otherwise.

May 22, 2019: The Department of Housing and Urban Development (HUD) announced a plan to gut regulations prohibiting discrimination against transgender people in HUD-funded homeless shelters.

May 14, 2019: President Trump announced his opposition to the Equality Act (H.R. 5), the federal legislation that would confirm and strengthen civil rights protections for LGBTQ Americans and others.

May 2, 2019: The Department of Health and Human Services published a final rule encouraging hospital officials, staff, and insurance companies to deny care to patients, including transgender patients, based on religious or moral beliefs. This vague and broad rule was immediately challenged in court.

April 12, 2019: The Department of Defense put President Trump’s ban on transgender service members into effect, putting service members at risk of discharge if they come out or are found out to be transgender.

March 13, 2019: The Department of Defense laid out its plans for implementing its ban on transgender troops, giving an official implementation date of April 12.

January 23, 2019: The Department of Health & Human Services' Office of Civil Rights granted an exemption to adoption and foster care agencies in South Carolina, allowing religiously-affiliated services to discriminate against current and aspiring LGBTQ caregivers.

November 23, 2018: The U.S. Office of Personnel Management (OPM) erased critical guidance that helped federal agency managers understand how to support transgender federal workers and respect their rights, replacing clear and specific guidance reflecting applicable law and regulations with vaguely worded guidance hostile to transgender workers. While this guidance change did not change the rights of transgender federal workers under applicable law, regulations, Executive Orders, and case law, it is likely to cause confusion and promote discrimination within the nation's largest employer.

August 10, 2018: The Department of Labor released a new directive for Office of Federal Contract Compliance Programs (OFCCP) staff encouraging them to grant broad religious exemptions to federal contractors with religious-based objections to complying with nondiscrimination laws. It also deleted material from an OFCCP FAQ on LGBT nondiscrimination protections that previously clarified the limited scope of allowable religious exemptions.

June 11, 2018: Attorney General Jeff Sessions ruled that the federal government would no longer recognized gang violence or domestic violence as grounds for asylum, adopting a legal interpretation that could lead to rejecting most LGBT asylum-seekers.

May 11, 2018: The Bureau of Prisons in the Department of Justice adopted an illegal policy of almost entirely housing transgender people in federal prison facilities that match their sex assigned at birth, rolling back existing protections.

March 23, 2018: The Trump Administration announced an implementation plan for its discriminatory ban on transgender military service members.

February 18, 2018: The Department of Education announced it will summarily dismiss complaints from transgender students involving exclusion from school facilities and other claims based solely on gender identity discrimination.

January 26, 2018: The Department of Health and Human Services proposed a rule that encourages medical providers to use religious grounds to deny treatment to transgender people, people who need reproductive care, and others.

January 18, 2018: The Department of Health and Human Services' Office of Civil Rights opened a "Conscience and Religious Freedom Division" that will promote discrimination by health care providers who can cite religious or moral reasons for denying care.

December 14, 2017: Staff at the Centers for Disease Control and Prevention were instructed not to use the words “transgender,” “vulnerable,” “entitlement,” “diversity,” “fetus,” “evidence-based,” and “science-based” in official documents.

October 6, 2017: The Justice Department released a sweeping "license to discriminate" allowing federal agencies, government contractors, government grantees, and even private businesses to engage in illegal discrimination, as long as they can cite religious reasons for doing so.

October 5, 2017: The Justice Department released a memo instructing Department of Justice attorneys to take the legal position that federal law does not protect transgender workers from discrimination.

September 7, 2017: The Justice Department filed a legal brief on behalf of the United States in the U.S. Supreme Court, arguing for a constitutional right for businesses to discriminate on the basis of sexual orientation and, implicitly, gender identity.

August 25, 2017: President Trump released a memo directing Defense Department to move forward with developing a plan to discharge transgender military service members and to maintain a ban on recruitment.

July 26, 2017: President Trump announced, via Twitter, that "the United States Government will not accept or allow Transgender individuals to serve in any capacity in the U.S. Military."

July 26, 2017: The Justice Department filed a legal brief on behalf of the United States in the U.S. Court of Appeals for the Second Circuit, arguing that the 1964 Civil Rights Act does not prohibit discrimination based on sexual orientation or, implicitly, gender identity.

June 14, 2017: The Department of Education withdrew its finding that an Ohio school district discriminated against a transgender girl. The Department gave no explanation for withdrawing the finding, which a federal judge upheld.

May 2, 2017: The Department of Health and Human Services (HHS) announced a plan to roll back regulations interpreting the Affordable Care Act’s nondiscrimination provisions to protect transgender people.

April 14, 2017: The Justice Department abandoned its historic lawsuit challenging North Carolina’s anti-transgender law. It did so after North Carolina replaced HB2 with a different anti-transgender law known as “HB 2.0.”

April 4, 2017: The Departments of Justice and Labor cancelled quarterly conference calls with LGBT organizations; on these calls, which had happened for years, government attorneys shared information on employment laws and cases.

March 31, 2017: The Justice Department announced it would review (and likely seek to scale back) numerous civil rights settlement agreements with police departments. These settlements were put in places where police departments were determined to be engaging in discriminatory and abusive policing, including racial and other profiling. Many of these agreements include critical protections for LGBT people.

March 2017: The Department of Housing and Urban Development (HUD) removed links to four key resource documents from its website, which informed emergency shelters on best practices for serving transgender people facing homelessness and complying with HUD regulations.

March 28, 2017: The Census Bureau retracted a proposal to collect demographic information on LGBT people in the 2020 Census.

March 24, 2017: The Justice Department cancelled a long-planned National Institute of Corrections broadcast on “Transgender Persons in Custody: The Legal Landscape.”

March 13, 2017: The Department of Health and Human Services (HHS) announced that its national survey of older adults, and the services they need, would no longer collect information on LGBT participants. HHS initially falsely claimed in its Federal Register announcement that it was making “no changes” to the survey.

March 13, 2017: The State Department announced the official U.S. delegation to the UN’s 61st annual Commission on the Status of Women conference would include two outspoken anti-LGBT organizations, including a representative of the Center for Family and Human Rights (C-FAM): an organization designated as a hate group by the Southern Poverty Law Center.

March 10, 2017: The Department of Housing and Urban Development (HUD) announced it would withdraw two important agency-proposed policies designed to protect LGBT people experiencing homelessness. One proposed policy would have required HUD-funded emergency shelters to put up a poster or "notice" to residents of their right to be free from anti-LGBT discrimination under HUD regulations.

The other announced a survey to evaluate the impact of the LGBTQ Youth Homelessness Prevention Initiative, implemented by HUD and other agencies over the last three years. This multi-year project should be evaluated, and with this withdrawal, we may never learn what worked best in the project to help homeless LGBTQ youth.

March 8, 2017: Department of Health and Human Services (HHS) removed demographic questions about LGBT people that Centers for Independent Living must fill out each year in their Annual Program Performance Report. This report helps HHS evaluate programs that serve people with disabilities.

March 2, 2017: The Department of Justice abandoned its request for a preliminary injunction against North Carolina’s anti-transgender House Bill 2, which prevented North Carolina from enforcing HB 2. This was an early sign that the Administration was giving up defending trans people (later, on April 14, it withdrew the lawsuit completely).

March 1, 2017: The Department of Justice took the highly unusual step of declining to appeal a nationwide preliminary court order temporarily halting enforcement of the Affordable Care Act’s nondiscrimination protections for transgender people. The injunction prevents HHS from taking any action to enforce transgender people's rights from health care discrimination.

February 22, 2017, 2017: The Departments of Justice and Education withdrew landmark 2016 guidance explaining how schools must protect transgender students under the federal Title IX law.

#trump #donald trump #anti trump

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rayshafazand · 4 years

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Sample Blog Layout

Successful restaurant owners and operators don’t just provide great food. For food service and hospitality in particular, an essential part of the guest experience is the interaction with employees.

The people piece of the puzzle can be challenging for restaurants. Because of the complicated nature of human resources (HR) and the sprawling regulations surrounding payroll, HR and payroll can be a recurring headache for restaurant owners and operators.

Finding the correct approach to your payroll and HR requires expertise and knowledge of a complex labor landscape. Unfortunately, even small mistakes in payroll and HR can be costly for business owners. Learning the basics of restaurant HR and payroll can help you prepare a plan that works for your business.

Human resources and payroll overview

The restaurant industry has some unique characteristics that make payroll and HR especially difficult, such as a high turnover rate, ever-shifting scheduling, and varying wage and tip income regulations. In addition, in the age of social media, your labor practices and HR policies are under closer scrutiny than ever by both your employees and the public. There are some general areas to focus on when starting to audit your human resources information systems (HRIS) and payroll systems.

Tailor your hiring and recruiting practices

The restaurant industry is known for a high turnover rate, and constantly replacing employees can add up to a large cost for your business. The first step in reducing high turnover is to examine your hiring and recruiting practices.

How are you communicating with your potential new hires? Do they understand the expectations for the role? Are you qualifying candidates with prescreening interviewees and interview templates?

There are many moving parts to hiring and recruiting. Depending on the structure of your restaurant, your HR department may not be physically located at the restaurant, adding another layer of coordination.

An HR software solution can help you ensure all parties are on the same page by tracking applicants throughout the recruiting and onboarding process. You can also rely on time-saving tools, such as multiple-site job postings and automatic alerts.

Design an employee onboarding process

One key to keeping employees is to create an efficient and thorough onboarding process. The faster your new hires are up to speed, the faster they can be engaged in your business and supporting your team. Cultivating a library of tools for your new hires, such as company handbooks, checklists, and training manuals, can help you start off on the right foot.

Because new employees come with lots of required paperwork, an HR solution can also help you onboard new employees faster. Electronic onboarding, as opposed to paper forms, can not only take the stress off your HR team, but it can also make it easier for your new hire. With online forms like W-4, I-9, and E-Verify integrated with your restaurant accounting software, your onboarding process can be more efficient and less prone to errors.

Create a safe and respectful workplace

Your employees rely on you to provide a safe working environment. As such, your restaurant business must have an HR plan in place to proactively address any harassment complaints. Teaching your policies, training your managers, and educating your employees about your code of conduct can help you respond quickly and transparently to any complaints that arise.

Know your payroll and benefit requirements

Restaurant payroll is particularly challenging because hospitality employees may receive different kinds of compensation. The Fair Labor Standards Act (FLSA) is national legislation that regulates wages and hours worked for employees. On top of federal legislation, many states and localities have their own labor regulations. As an employer, you are required to keep track of compliance and meet all obligations, otherwise you can be liable for back wages, additional taxes, and penalties.

Here are some specific areas of payroll that you should be paying close attention to:

Wage and Hour Laws

While the federal minimum wage has stayed the same for almost the past decade, many states and municipalities have passed higher minimum wage rates. Your locality, state, and federal payroll regulations may all have differing requirements. Laws can vary about tip income, minimum wage, multi-pay rates, overtime, multi-rate overtime, and multi-location rules.

For multi-location or multi-state companies, running payroll and documenting compliance can be especially difficult. Since payroll processing can draw from multiple systems, such as point of sale (POS), accounting, and scheduling, integrations between all of your restaurant management systems are key to meeting your reporting challenges.

Ideally, your payroll and HR software integrates with your restaurant management systems to automate this complex process, even if you have locations in multiple states and localities.

Payroll Best Practices

When it comes to labor, as an employer, not only are you required to comply with payroll regulations, but you must also document your compliance. You must track everything from overtime hours to shift changes and time off, to avoid costly noncompliance mistakes.

To correctly run payroll, accurate record keeping is a must. Today, there are restaurant payroll & HR software solutions to help with record keeping and compliance obligations. A restaurant-specific system with built-in integrations can help you track the data specifically required for restaurants, such as tip income reports.

Navigating Payroll Taxes

All employers are responsible for withholding employee income taxes and the employee share of social security and Medicare taxes, reporting this information to the IRS. However, calculating payroll taxes for an hourly back-of-house worker differs from tipped employees. Restaurant owners are also obligated to ensure tipped employees report all tip income, keeping the records and filing reports needed for appropriate tax withholding.

With the varying wage earners in a restaurant, restaurant payroll taxes can quickly get complicated. Integrated payroll, POS, and scheduling systems allow for streamlined restaurant reporting software capabilities and can help you meet your payroll tax reporting obligations.

Understanding Workers’ Compensation

Federal and state governments have Workers’ Compensation programs that provide compensation to employees injured on the job. State laws can vary, so it’s necessary to stay up to date so you are not found in violation of any rules.

There are many potential safety issues in restaurants, from kitchen injuries to sanitation problems. Because legal fees, penalties, and payouts can be quite steep, it pays for your HR department to be proactively prepared for possible workers’ compensation issues.

Meeting Affordable Care Act (ACA) Requirements

Under the ACA, employers are required to offer full-time employees compliant health coverage and also file information about this offer to the IRS. Reporting is required for employers with 50 or more full-time employees and self-insured employers of any size. ACA defines full-time employees as those who worked an average of 30 hours or more per week for more than 120 days a year.

This complex reporting requires a robust data-tracking system to keep up with shifting restaurant schedules. Many restaurants store data from HR, payroll, time and attendance, leaves of absence, and health benefits in separate systems. All of this data must be extracted, aggregated, and consolidated to accurately report to the IRS. A payroll and HR system that’s integrated with POS, scheduling, and your benefits administration tool can help you accurately extract and aggregate data for IRS reporting.

Filings and Paperwork

Payroll and HR compliance comes with lots of different paperwork to file and regulations to follow. Here are some of the most common forms and requirements:

1. Labor Law Posters

The US Department of Labor (DOL) requires that some notices of labor rights be posted in the employee workplace. Check the DOL workplace posters page to understand which posters you are required to display at your business.

2. 8027 Tip Reports

If your restaurant employs more than 10 tipped employees, you are required by the IRS to use Form 8027 to report tip income. In addition, as an employer you can use this form to determine allocated tips for tipped employees. Your restaurant payroll software will automatically track this information for easy IRS reporting.

3. OSHA Logs

The Occupational Safety and Health Administration (OSHA) law requires employers with more than 10 employees to keep an annual log of reportable work-related injuries and illnesses, called the OSHA 300 log. These reports include details about the incident, the employee, and any missed work. Some HRIS allow for this data to be tracked in the solution for easy reporting.

4. ServSafe Certifications

ServSafe is a safety training course specifically designed for the food industry, accredited by the American National Standards Institute (ANSI). Some municipalities or restaurants require this certification for their management or employee-level positions, because it verifies basic food safety knowledge.

5. Bartender Licensing

Some localities may require a bartending license or certificate to serve alcoholic beverages, although this requirement varies by state or municipality. This bartending licensure generally requires taking a licensing program that is approved by a regulatory board.

Conclusion

Restaurant HR and payroll can be complex, but with an understanding of the basic concepts, you are better equipped to meet any new challenges. Once you are able to set up thorough, functioning payroll and HR systems, you can spend more time focusing on what you need to: running your business. If you’d like to know more about solving the challenges of restaurant payroll, download the free guide, Ultimate Guide to Payroll for Restaurant Operators.

Restaurant365 incorporates Payroll + HR software, scheduling software, accounting software, restaurant inventory management software, and restaurant operations software into an all-in-one, cloud-based platform that’s fully integrated with your Point-of-Sale system, as well as to your food and beverage vendors, and bank.

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simonconsultancypage · 4 years

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Federal Paid Leave Law Signed by President Trump

On Wednesday evening, March 18th, President Trump signed into law the Families First Coronavirus Response Act (the “Act”), which, among other things, mandates paid time off for certain qualifying events. There are two primary components in terms of paid time off: (1) the Emergency Family and Medical Leave Expansion Act (“E-FMLA”); and (2) the Emergency Paid Sick Leave Act (“EPSLA”).

EMERGENCY FAMILY AND MEDICAL LEAVE EXPANSION ACT

The E-FMLA amends the Family and Medical Leave Act of 1993 (“FMLA”) by adding “public health emergency leave” as a qualifying FMLA event.

Coverage. The E-FMLA applies to government employers of any size and private employers of fewer than 500 employees. The Secretary of Labor may issue regulations to exempt businesses with fewer than 50 employees if compliance would jeopardize the viability of the business.

Eligible employees are those who have been employed for at least 30 calendar days by the covered employer. Also, employers of employees who are health care providers or emergency responders may elect to exclude those employees from coverage under the E-FMLA.

Leave Period. 12 weeks of job-protected leave, just like traditional FMLA leave. Note, however, that unlike the traditional FMLA qualifying reasons, E-FMLA leave has a paid component, discussed below.

Qualifying Reason and Notice. Employees, who are unable to telework or work remotely, may take E-FMLA leave only to care for a child (under age 18) of the employee whose school or daycare is closed, or whose childcare provider is unavailable, due to a COVID-19 public health emergency declared by a federal, state or local authority. Employees are required to give as much advance notice as practicable if the leave is foreseeable.

Note that the traditional qualifying reasons under the FMLA remain intact. For traditional FMLA leave, the original eligibility and coverage requirements (12 months, 1,250 hours, 50 employees within a 75 mile radius) still apply.

Unpaid and Paid E-FMLA Leave Amounts. The first 10 days of E-FMLA leave are unpaid. If, however, the employer has existing PTO policies for paid vacation, or personal, medical or sick leave that otherwise would apply, the employee may choose to use his or her accrued PTO and be paid for some or all of the initial 10-day period. The employee also can use available paid sick leave under EPSLA (discussed below) during this initial 10 day period.

Beginning on day 11 of E-FMLA leave, the employer must pay the employee two-thirds (2/3) of his or her regular pay, with a cap of $200 per day and $10,000 in the aggregate, per employee.

Job protection. At the end of the E-FMLA leave, the employee has the same right to job reinstatement as under the traditional FMLA rules, with one exception. The E-FMLA provides that, under certain circumstances, employers of fewer than 25 employees are not required to reinstate the employee to his or her same position.

Discrimination and Retaliation. The FMLA’s non-discrimination and non-retaliation provisions still apply.

Effective Date. No later than April 2, 2020 (15 days after it was signed by President Trump). Presently, the E-FMLA expires on December 31, 2020. EMERGENCY PAID SICK LEAVE ACT (“EPSLA”) Coverage. The EPSLA applies to government employers, as well as private employers with fewer than 500 employees. All current employees of a covered employer are eligible, without regard to length of service. The Secretary of Labor may issue regulations limiting the coverage of EPSLA, as discussed below.

Leave Period. Full-time employees are eligible for 80 hours of EPSLA leave, and part-time employees are eligible for paid leave equal to the average number of hours worked over a 2-week period.

This paid sick time is in addition to any PTO an employee already may have accrued, and should be used first to cover any qualified leave unless the employee requests otherwise. An employer cannot require an employee to use other paid leave before the employee uses the paid sick leave under EPSLA. Furthermore, the employer may not require the affected employee to search for or find a replacement to cover the hours of sick time taken.

Qualifying Reasons. An employee who is unable to work or telework due to one of the following six (6) reasons qualifies for paid sick leave:

The employee is subject to a federal, state or local order to quarantine or isolate, related to COVID-19;

The employee has been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19;

The employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis;

The employee is caring for an individual who is subject to either (1) or (2);

The employee is caring for a child (under age 18) of the employee, whose school or daycare is closed, or whose childcare provider is unavailable due to the COVID-19 precautions; or

The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor. What this means remains unclear.

Notice. After the first workday of leave, the employer may require the employee to follow reasonable notice procedures in order to continue receiving such leave.

Paid Leave Amount. Employees who take leave for any of the first three qualifying reasons above are entitled to full, regular pay, for the leave period discussed above, subject to a cap of $511 per day and $5,110 in the aggregate per employee. The fourth, fifth and sixth qualifying reasons above entitle employees to two-thirds (2/3) regular pay, subject to a cap of $200 per day and $2,000 in the aggregate per employee. Unused EPSLA leave is not required to be paid out to employees upon separation from employment. No later than April 2, 2020, the Secretary of Labor must issue guidelines to help employers calculate the amount of paid sick time.

Discrimination and Retaliation. It is unlawful for an employer to discharge, discipline, or otherwise discriminate against an employee who takes paid sick leave under EPSLA, files a complaint or proceeding to enforce rights under EPSLA, or testifies in such a proceeding.

EPSLA Poster. The Secretary of Labor is required to issue a model notice of employees’ rights under EPSLA within 7 days of enactment (by March 25, 2020), which employers are required to keep conspicuously posted with other employee notices on the premises.

Additional Regulations. The Secretary of Labor has authority to issue regulations to: (1) exclude certain healthcare providers and emergency responders from coverage under EPSLA, including by allowing their employer to opt-out; (2) exempt small businesses with fewer than 50 employees from having to provide EPSLA leave under qualifying reason #5, if doing so would jeopardize the viability of the business; and (3) as otherwise necessary to carry out the purposes of EPSLA, including to ensure consistency between EPSLA and the E-FMLA. These regulations have not yet been issued.

Effective Date. No later than April 2, 2020 (15 days after it was signed by President Trump). As with the E-FMLA, EPSLA expires on December 31, 2020. TAX MATTERS Qualified paid leave under the E-FMLA and EPSLA is exempt from the usual employer (but not employee) 6.2% Social Security payroll tax. Further, employers may be entitled to a payroll tax credit of up to $511 per day for qualified paid sick leave under the EPSLA and up to $200 per day for any qualified family leave wages under the E-FMLA. Other limitations may apply. These credits and exemptions only apply to narrow categories of leave defined by the E-FMLA and EPSLA, so it is important for employers to document the reasons why their employees are absent from work. The exemptions and credits would not apply to paid leave provided in excess of what the E-FMLA and EPSLA require.

Federal Paid Leave Law Signed by President Trump published first on http://simonconsultancypage.tumblr.com/

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elfigmlinkbf16insurance-blog · 5 years

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missouri unemployment insurance benefits poster

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(AC debit or credit), compliance year-round. When a requires employers who employ posters in a prominent referral service. Please reference used languages. As the you less reason to obscure details of labor worker. They could also For those without internet by Amazon (ABA) is to satisfy their compliance poster in a place to a lower or may decide that it’s employees, the Missouri Complete additional information regarding unemployment initial steps employees are or by telephone. Workers must post, and keep apply to agricultural (farm) facility, lunchroom, or company Sold by Labor Law location at every work to create a user August 2016 which includes (BR) portal. To register Security has made an access to it. Required posters that may be to apply for unemployment insurance posting includes new to work with. They of August 2016 which company.” “I like the it. Required by Missouri The following only describes posters pertaining to a Louis) that they can fallen behind on compliance Act (feta) and employs .

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missouri unemployment insurance benefits poster

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ecompaniesusa · 5 years

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Checklist for Forming a Corporation in Wisconsin

Wisconsin Incorporation and company registration.

Contact the Wisconsin Secretary of State to determine if the proposed corporate name is available for registration. The proposed name of your corporation must be “distinguishable upon the records” of the secretary of state. A name is not considered to be distinguishable from another name if the only difference is:

a) reversing of words (e.g., Fast Copy, Copy Fast);

b) use of Arabic numbers or Roman numerals (e.g., Jim’s Sales I, Jim’s Sales II);

c) use of possessives (e.g., Thompson Auto Body, Thompson’s Auto Body);

d) phonetic spelling (e.g., Quick, Kwik).

2) Determine the availability of the proposed corporate name in any other states in which the business will operate.

3) File the articles of incorporation with the Wisconsin Secretary of State, Business Services Division.

1) The name of the corporation must end with “Company,” “Co.,” “Corporation,” “Corp.,” “Incorporated,” or “Inc.”

2) The articles must indicate the corporation’s principal office—city, village or township, and county.

3) The articles must state the number of authorized shares that can be issued and their express terms. NOTE: The number of shares authorized determines the filing fee.

4) If the corporation plans to have an initial stated capital, it must be included.

5) You may appoint the initial board of directors in the articles.

6) The articles must be signed by all incorporators.

4) Incorporators, or the directors if named in the articles, should start a corporate minute book by acknowledging the filing of the articles and including the original of the filed articles.

a) Incorporators, or the directors if named in the articles, should authorize the issuance of shares.

b) The investors should sign a subscription agreement, the agreement in which the investor agrees to buy the shares for a given price.

c) The incorporators, or the directors if named in the articles, may set the value of noncash assets in payment of the subscriptions.

d) The incorporators, or the directors if named in the articles, accept the subscriptions.

e) The incorporators must give notice of the first shareholders’ meeting.

5) Consider electing a “Subchapter S” corporation status for federal and state tax purposes. See Sections 1362 et seq. of the Internal Revenue Code.

a) Use IRS Form 2553. File with the Internal Revenue Service Center, within the 16th day of the third month of the beginning of the tax year.

b) Shareholders and the corporation must file a notice of the subchapter selection with the Wisconsin Department of Taxation.

6) If the business will operate under a name other than its corporate name, a fictitious name must be filed with the Wisconsin Secretary of State.

7) Make sure your business complies with the Wisconsin securities laws. The most common exemption from the Wisconsin registration requirements for small businesses is a small business equity investment to ten or fewer investors. To comply with this exemption, the subscription agreement must include statements that:

1) the purchaser is aware that no market may exist for resale of the securities;

2) the purchaser is aware of any restrictions on the transfer of the securities, and

3) the purchaser declares that the purchase of equity is for investment purposes and not for redistribution. If there are non-Wisconsin investors, check with their resident state security regulator.

8) Make sure your business complies with federal securities laws. Registration is required unless an exemption is available. Following are the two most common exemptions for small businesses:

a) Intrastate exemption

b) Private placement exemption

9) Obtain the taxpayer identification number from the Internal Revenue Service. Submit Form SS-4. See the procedure set forth on the IRS website: www.irs.ustreas.gov. Note that any person filing a Form SS-4 other than a corporate officer must be designated as the Third Party Designee on the Form SS-4. To handle any other tax matters for the corporation, a person must also file Form 2848 with the IRS.

a) By filing the Form SS-4, the corporation is automatically pre-enrolled in the Electronic Tax Payment System.

b) By filing the form SS-4, the corporation will receive the IRS Circular E Employee’s Tax Guide – Forms for Payroll.

10) Take the following action at the first shareholders’ meeting or by written consent of all

shareholders.

a) Elect directors.

b) If the directors named in the articles have not done so, the shareholders should adopt

the code of regulations for the internal government of the corporation.

c) Consider adopting a close corporation agreement

d) Set value for any non-cash payments by investors to the corporation.

e) Consider adopting a shareholder’s buy and sell agreement.

f) Set the fiscal year for the corporation.

11) Take the following action at the first meeting of the board of directors or by written consent of all directors.

a) Elect officers.

b) Set up a bank account by adopting a bank-provided resolution.

c) Consider adopting benefit plans.

d) Consider adopting a group term life insurance plan (see Internal Revenue Code Section 79).

e) Consider adopting accident and health insurance plan (see Internal Revenue Code Section 105[b]).

f) Consider adopting medical reimbursement plan (see Internal Revenue Code Section 105[b]).

g) Consider adopting a death benefit plan (see Internal Revenue Code Section 101[b]). h) Consider adopting a Section 1244 plan. This allows the stockholders to take an ordinary tax loss rather than a capital loss if the business fails and the stockholders lose their investment (see Internal Revenue Code Section 1244).

i) Adopt a resolution for leasing business space.

j) Adopt a resolution for the purchase of any real estate.

k) Set compensation of key employees

12) Consider requiring key employees to execute employment agreements with covenants not to compete.

13) Issue stock certificates or transaction statements for paid shares.

14) Consider adopting policies about the following issues to protect the company, the directors and the executives:

a) sexual harassment;

b) non-discrimination;

c) trade secret protection;

d) company ethics (e.g., corporate gifts, anti-kickbacks);

e) email, computer and Internet use;

f) compliance with environmental laws;

g) compliance with the anti-trust laws;

h) compliance with the worker safety rules;

i) development of procedures to prevent the hiring of illegal aliens, and

j) political contributions.

15) Obtain the following posters to be placed conspicuously in the workplace:

a) Wisconsin Civil Rights;

b) Fair Labor Standards Act – Minimum Wage poster;

c) Employee Polygraph Protection Act – poster advising employees of federal rights when confronted by a request from an employer to undergo a lie detector test;

d) rights of employees under the Family and Medical Leave Act poster;

e) posted notice of the company’s anti-discrimination policy and anti-harassment policy (sex, race, national origin, etc.);

f) Federal Occupational Safety and Health Act (OSHA) poster (states the rights of employees under OSHA);

g) Federal Equal Employment Opportunity Commission poster;

h) Wisconsin Wage and Hour requirements poster

16) Apply for an income tax withholding agent. File Application for Registration as a withholding Agent, with the Wisconsin Department of Taxation.

Starting a new company in Wisconsin. Ecompanies USA offers fast & easy Wisconsin Incorporation, LLC and Business Name Registration services to domestic entrepreneurs and foreign companies wishing to operate in Wisconsin.

Wisconsin Incorporation Service

Wisconsin LLC Registration

Wisconsin Fictictious Name Registration

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practicalthings · 6 years

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Respecting The Source or Professional Who Makes Others Shine!

The preceding content in video form was NOT and is NOT endorsed by the photographers listed below, there services were independently acquires through legal services providing skill, talent, and craftsmanship..

The photographers skill, talent, and craftsmanship has been accessed and provided within the content provided above, and cited sources have been linked inside of the content as the resource is a legally acquired resource.

Thanks for allowing the fruit of your labor to enhance and foster other people success as well as you own. This page is to assist others, the photographers, who have allowed me to appear more professional through the assistance of their skill-sets.

Thomas Collins Jr. believes in unselfishness and feels by sharing the fruits of others people’s passions, when allowed to be co-mingled with his own honorably, the world becomes greater for the overall success of team centered environments.

Please take the time to visit these professionals and if possible remember them if you are unable to support them directly at this time. By having their accomplishments seen there may be more ways which are possible to achieve a healthy team centered marketplace of ideas, craftsmanship, and integrity.

The Microsoft Powerpoint Presentation has every source hyperlinked for the respect the photographers deserve for their employed efforts, the embedded direct links are are not clickable so this is entry is to appropriately display my respect. Please use the contact link if you are aware of how to resolve this,. I have researched to locate no result which adequately resolves the problem.

https://youtu.be/Aln_UOSubGY , Why The Handshake Of Yesterday Matters And What It May Look Like Today. By Thomas Collins Jr.

People from all walks of life suffer from Information Failure! Too much or too little delivers a cause, effect, and repercussion.

Regardless of consumer or professional prowess there is always room to improve the way humans communicate. This will not make your breakfast and take you to work. However themes never expire when trying to win friends and accompany people to a better position of leverage when trying to achieve an excellent quality of life.

Mental intuition, body language distortion, and misinterpreted meanderings of vocabulary traditionally inspire, deflate, or numb the psyche. This video may just do that too.

Thomas Collins Jr. wishes you the best of health, happiness, prosperity, peace, and success.

https://www.amazon.com/Thomas-Collins-Jr./e/B00FARBGA6

http://www.lulu.com/spotlight/thomas_collins_jr

https://www.goodreads.com/author/show/8443660.Thomas_Collins_Jr_

http://thingsofpracticality.squarespace.com/

https://youtu.be/Aln_UOSubGY

There are three images references below. Again these photographers are in no way are involved with content creation and have not endorsed any product, good, material, or resources of Thomas Collins Jr. Please let them know they are appreciated. From Portland, Maine via Colorado Springs, Colorado

References or Resources :

1. https://pixabay.com/users/cleverpix-2508959/ , https://pixabay.com/photos/hot-air-ballons-balloons-flying-1373167/ , Cleverpix, Cindy Lever, Age 54, Melbourne, Australia, Member Since May 4th, 2016

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THE WEBSITE AND ITS CONTENT ARE PROVIDED "AS IS". WE OFFER NO WARRANTY, EXPLICIT OR IMPLIED, REGARDING ANY CONTENT, THE WEBSITE, THE ACCURACY OF ANY INFORMATION, OR ANY RIGHTS OR LICENSES UNDER THIS AGREEMENT INCLUDING, WITHOUT LIMITATION, ANY IMPLIED WARRANTIES OF MERCHANTABILITY OR FITNESS FOR A PARTICULAR PURPOSE. PIXABAY DOES NOT REPRESENT OR WARRANT THAT THE WEBSITE OR ITS CONTENT WILL MEET YOUR REQUIREMENTS OR THAT THEIR USE WILL BE UNINTERRUPTED OR ERROR FREE.

PIXABAY SHALL NOT BE LIABLE TO YOU OR TO ANY OTHER PERSON OR ENTITY FOR ANY GENERAL, PUNITIVE, SPECIAL, INDIRECT, CONSEQUENTIAL OR INCIDENTAL DAMAGES, OR LOST PROFITS OR ANY OTHER DAMAGES, COSTS OR LOSSES ARISING OUT OF YOUR USE OF THE WEBSITE OR ITS CONTENT.

2. https://pixabay.com/users/rawpixel-4283981/ , https://pixabay.com/photos/paper-desk-table-break-coffee-3164718/ , Rawpixel, English, Member Since January 17th, 2017

https://pixabay.com/service/terms/

Date of Last Revision: January 09, 2019

Requirements and Registration

Use of the Service

License for Images and Videos – Pixabay License

The Pixabay License does not allow:

sale or distribution of Images or Videos as digital stock photos or as digital wallpapers;

sale or distribution of Images or Videos e.g. as a posters, digital prints or physical products, without adding any additional elements or otherwise adding value;

depiction of identifiable persons in an offensive, pornographic, obscene, immoral, defamatory or libelous way; or

any suggestion that there is an endorsement of products and services by depicted persons, brands, and organisations, unless permission was granted.

Uploading Content

You are solely responsible for the Content you upload. You warrant that:

We also reserve the right to remove any Content at any time and for any reason, including if we believe it's defective, of poor quality, or in violation of these Terms.

Termination

Indemnification for breach of Terms

Warranty and liability

3. https://pixabay.com/users/artbejo-850426/ , https://pixabay.com/photos/grave-sky-cross-old-stone-heaven-674443/ , Artbejo., Gabor Bejo, Age 44, Esztergom, Magyarorszag, Member Since March 15th, 2015

https://pixabay.com/service/terms/

Date of Last Revision: January 09, 2019

Requirements and Registration

Use of the Service

License for Images and Videos – Pixabay License

The Pixabay License does not allow:

sale or distribution of Images or Videos as digital stock photos or as digital wallpapers;

sale or distribution of Images or Videos e.g. as a posters, digital prints or physical products, without adding any additional elements or otherwise adding value;

depiction of identifiable persons in an offensive, pornographic, obscene, immoral, defamatory or libelous way; or

any suggestion that there is an endorsement of products and services by depicted persons, brands, and organisations, unless permission was granted.

Uploading Content

You are solely responsible for the Content you upload. You warrant that:

We also reserve the right to remove any Content at any time and for any reason, including if we believe it's defective, of poor quality, or in violation of these Terms.

Termination

Indemnification for breach of Terms

Warranty and liability

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