According to Brazilian law, the Accident Prevention Factor (FAP) for each company is determined according to the number of labor accidents and illnesses that have generated payment of social security benefits. The FAP calculation is mainly based on the frequency, level of importance and cost of the labor illnesses and labor accidents of each company. In recent years, the social security website has provided the specific FAP for each legal entity. Read on to learn more about FAP regulation.
The draft Finance Bill 2014 proposes a number of changes to the approval process for employee share schemes. The changes include the introduction of an electronic notification process and online annual return filing system and the replacement of the HMRC approval process by a self-certification regime. Enactment of the Bill is expected by summer 2014. The following article summarizing the impact of the Bill as currently proposed and the steps companies will need to take.
The Regulator’s draft Code on funding defined benefits aims to strike a balance between employers’ pension obligations and their ability to invest in sustainable business growth. There’s a greater emphasis on living with risk: understanding and managing it, rather than eliminating it. The key is to hold three elements – funding, investment and the employer covenant – in balance. This article looks at how trustees are supposed to do this, and how the Regulator will measure their success.
The new regulatory framework for defined contribution pension arrangements is now live. It applies to all trust-based schemes providing DC-type benefits, whether wholly DC, elements such as AVCs in a defined benefit scheme or DC benefits with a DB underpin. The Regulator expects trustees to assess their schemes against its quality features and will monitor compliance. The following article provides an overview of the framework.
The Office of Federal Contract Compliance Programs (“OFCCP”) is the U.S. Department of Labor agency charged with enforcing the federal affirmative action regulations and eradicating discrimination in the workplace. This InfoPAK provides an overview of OFCCP methods and suggests steps a company can follow to determine if it is subject to federal affirmative action regulations and, if so, ensure compliance.
Dormant pots carry a significant administration and cost burden for pension schemes; the number of these pots could increase quickly once the power to make short service refunds from DC schemes is abolished (expected in 2014). What can administrators do to limit the burden of dormant pots? This bulletin sets out options to help schemes and members minimise the accidental creation of DC pots and consider the full range of options for dealing with existing deferred pots.
The Supreme Court in United States v. Windsor found unconstitutional the definition in DOMA that only persons of the opposite sex can be married for the purpose of federal law, and courts and administrative agencies recently have approved claims by transgender individuals. Issues ranging from extending benefits to same-sex partners to confusion about what sports a transgender individual can play (and which bathrooms and dressing rooms can be used), provoke impulse reactions. In-house attorneys need to address these issues. Unfamiliarity with the law can expose a business to both legal liability and terrible press.
This article contains general “do’s” and “don’ts” to consider as you draft and revise your code of conduct and social media policies.
One year into the auto-enrolment regime, some of the complexities encountered so far by employers in practice will shortly be ironed out. New regulations will introduce more flexibility for employers, including those who have already staged into the regime. The changes cover a range of issues, from basic elements such as the deadline for auto-enrolling an eligible worker to technical points on the test scheme standards; and introduce alternative definitions of pay reference periods.
We fired someone last week and need to get our laptop back. Can you help? We are planning a reduction in force and are laying off this group of people — let us know if it is a problem in five minutes or less. You don’t mind if we call you about every termination and resignation, do you? Do these situations sound familiar? The legal department’s role in the termination process can be simple or involved, so keep reading to find out what some of our colleagues are doing in this area.