Experience Dedication Wisdom
For more than a century, Clifton Budd & DeMaria has represented management in labor and employment law matters. We provide management with legal services related to all aspects of the employer-employee relationship. We are committed to providing the highest quality legal services to all clients. We work closely with them to help solve their problems and attain their business objectives.
Recent Developments
Union-Free Employers Facing New Challenges
In years gone by, union organizing took on a familiar tone. Organizers distributing leaflets near parking lots. Employees discussing authorization cards during break periods. While such traditional tactics continue to be used, unwary employers may be surprised at the rapidly changing organizing environment.
ACA Pay-or-Play Mandate Eased for 2015
The IRS has issued final regulations on the Pay-or-Play Mandate, which requires certain employers to offer affordable health care coverage with minimum value to their employees or pay a penalty. The regulations impose obligations on employers with 50 or more employees. Employers with less than 50 full-time employees are exempt from the requirements of the Pay-or-Play Mandate.
NYC Employers Now Required to Notify of Pregnancy Rights
Last year, New York City amended its Human Rights Law to require most New York City employers to reasonably accommodate pregnant workers. The amended law also requires covered employers to give all newly hired workers written information about their rights under the law beginning on January 30, 2014.
FSA Use It Or Lose It Rule Modified
For nearly 30 years, participants in health Flexible Spending Arrangements (“FSAs”) have been subject to a “Use-It-or-Lose It” rule. This rule requires that any unused balances that cannot be used for expenses incurred prior to the end of the plan year (or, if the plan provides, prior to the end of a 2-½ month grace period) must be forfeited.
Health Care Reform: Proposed Rules Issued On 90-Day Waiting Period
Under the Affordable Care Act (“ACA"), a group health plan may not impose a waiting period of more than 90 days before an employee is eligible for coverage. The Internal Revenue Service, Department of Labor and Health and Human Services have jointly issued proposed regulations interpreting this requirement.