Save when you buy this 2008 edition!
The 2008 edition has been reduced from $139.00 member price to $64.95.
And, from $149.00 non-member price to $74.95.
Supplies are limited and no backorders will be allowed.
Backorders will be cancelled and orders refunded.
2009 edition also now available!
The Complete Guide to Human Resources and the Law will help you navigate complex and potentially costly Human Resources issues. You'll know what to do (and what not to do) to avoid costly mistakes or oversights, confront HR problems - legally and effectively - and understand the rules.
The Complete Guide to Human Resources and the Law offers fast, dependable, plain English legal guidance for HR-related situations from ADA accommodation, diversity training, and privacy issues to hiring and termination, employee benefit plans, compensation, and recordkeeping. It brings you the most up-to-date information as well as practical tips and checklists in a well-organized, easy-to-use resource.
The 2008 Edition provides new and expanded coverage of issues such as:
- Integration of the Pension Protection Act of 2006 (PPA) changes (such as new funding requirements and at-risk rules for defined benefit plans; automatic enrollment, investment advice, and diversification rules for defined contribution plans) into the text rather than in a separate supplement
- Coverage of the Tax Relief and Health Care Act of 2006 (Pub. L. No. 109-432), such as liberalized rules for Health Savings Accounts, and new reporting requirements for stock options
- IRS regulations dealing with, for example, dependent care assistance programs; the Code Section 415 limits on contributions and benefits; and major rulemaking on Code Section 409A covering non-qualified plans, bonuses, and severance
- Accounting changes under SFAS 158, affecting reporting of defined benefit plans and post-retirement benefits
- Cash balance plans after the PPA, including the judicial split in authority about the validity of pre-PPA plans
- Discussion of 401(k) "stock-drop" cases alleging that plan fiduciaries were negligent in retaining employer stock as an investment option
Table of Contents:
- PAY PLANNING
- TAX ASPECTS OF PAY PLANNING
- BONUSES AND SEVERANCE PAY
- BASIC PENSION CONCEPTS
- DEFINED BENEFIT PLANS
- DEFINED CONTRIBUTION AND 401(K) PLANS
- CASH BALANCE PLANS
- NONQUALIFIED PLANS
- EARLY RETIREMENT AND RETIREE HEALTH BENEFITS
- ADOPTING AND ADMINISTERING A PLAN
- COMMUNICATIONS WITH EMPLOYEES AND REGULATORS
- PLAN DISTRIBUTIONS
- PROCESSING AND REVIEWING CLAIMS AND APPEALS
- AMENDING A PLAN
- ENFORCEMENT AND COMPLIANCE ISSUES FOR QUALIFIED PLANS
- EFFECT OF CORPORATE TRANSITIONS ON PENSION AND BENEFIT PLANS
- PLAN TERMINATION
- EMPLOYEE GROUP HEALTH PLANS (Eghps)
- HEALTH INSURANCE CONTINUATION AND PORTABILITY (COBRA AND HIPAA)
- DISABILITY PLANS
- INSURANCE FRINGE BENEFITS
- OTHER FRINGE BENEFITS
- HIRING AND RECRUITMENT
- RECORDKEEPING
- CORPORATE COMMUNICATIONS
- PRIVACY ISSUES
- THE ROLE OF THE COMPUTER IN HR
- WORK-FAMILY ISSUES
- DIVERSITY IN THE WORKPLACE
- LABOR LAW
- OCCUPATIONAL SAFETY AND HEALTH
- UNEMPLOYMENT INSURANCE
- WORKER’S COMPENSATION
- TITLE VII
- SEXUAL HARASSMENT
- AMERICANS WITH DISABILITIES ACT (ADA)
- AGE DISCRIMINATION IN EMPLOYMENT ACT
- THE FAMILY AND MEDICAL LEAVE ACT (FMLA)
- WRONGFUL TERMINATION AND AT-WILL EMPLOYMENT
- ARBITRATION AND ADR
- EEOC AND STATE ENFORCEMENT OF ANTIDISCRIMINATION LAWS
- DISCRIMINATION SUITS BY EMPLOYEES: PROCEDURAL ISSUES
- INSURANCE COVERAGE FOR CLAIMS AGAINST THE EMPLOYER
