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the terminated employee has no other group sponsored health insurance option, and; the terminated employee is otherwise eligible to enroll in COBRA. If the employee has an adjusted gross income in 2009 over $125,000 if filing as single ($250,000 if filing jointly), then the subsidy will be recaptured in a phased manner from the employee through ...
It applies to companies with 50 or more employees (unlike 100 for the federal law) where either 25 (50 for the federal law) or more workers are affected, if that number makes up at least 33% of the workers on that site. NY WARN Act requires a 90-day notice from the employer, unlike the federal Act that requires a 60-day notice. [6]
It is stated in ESA's Guide Wrongful dismissal section: "The rules under the ESA about termination and severance of employment are minimum requirements. Some employees may have rights under the common law that are greater than the rights to notice of termination (or termination pay) and severance pay under the ESA.
Those of us who have lost a job that included health insurance have had the opportunity to take advantage of the Consolidated Omnibus Budget Reconciliation Act (COBRA), which guarantees the ex ...
Businesses must send a formal cancellation notice within the required time frame when terminating a PEO contract. Your new provider may help draft a letter to meet legal and contractual requirements.
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides some employees and beneficiaries with the right to continue their coverage under an employer-sponsored group health benefit plan for a limited time after the occurrence of certain events that would otherwise cause termination of such coverage, such as the loss of ...
The U.S. Federal Emergency Management Agency - whose mission is to help people before, during and after disasters - fired an employee who advised her survivor assistance team in Florida to not go ...
Just cause is a common standard in employment law, as a form of job security. When a person is terminated for just cause, it means that they have been terminated for misconduct, or another sufficient reason. [1] A person terminated for just cause is generally not entitled to notice severance, nor unemployment benefits depending on local laws. [2]
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