Welfare Of Franchise Part-Timers

Under the Health Insurance Portability and Accountability Act (HIPAA), employers who offer group health coverage are required to make the coverage available to employees in similar locations. Under the Affordable Care Act, employers that have 50 or more full-time employees (or an equivalent number in part-time employees) must provide health coverage for 95% of full-time employees, or pay a penalty to the IRS.

When making decisions about benefits for part-time employees, the number of hours an employee works may determine eligibility for health insurance options and retirement plans. Like health insurance benefits, part-time employees eligibility for a retirement plan may also be affected by how many hours they work.

Whether part-time employees are eligible to collect unemployment benefits can sometimes depend on how many hours worked in the past year, how much pay earned during a specific period, and whether they were laid off, fired, or left their job. Part-time work is employment where the worker works fewer hours than an employer would consider full-time. Employers may choose to offer health coverage to different groups of employees according to their actual job classification–for example, according to their status as full-time versus part-time, the duration of their employment, the geographical location, or the location of their workplace.

Many employers use benefits packages — including medical, vision, and dental coverage — to attract and retain employees. A benefits package for part-time employees can draw those workers away from competitors and help improve employee engagement. Under the Employee Retirement Income Security Act (ERISA), small-business owners can be required to enroll part-time employees in a qualified retirement plan, including 401(k) plans, offered to other employees.

The SECURE Act includes a provision that requires employers to offer part-time, long-term employees access to 401(k) plans. The Fair Labor Standards Act requires covered employers to pay nonexempt employees a overtime rate no less than one and a half times the employees regular pay rate for any hours worked over 40 during the course of a week.

The Fund must pay an employee weekly benefits for a period during which such employee is disabled from work, provided such employee is in the care of a properly licensed medical practitioner, and that his disability results from a non-employment-related accident, illness, or disease, for which benefits are not payable under any workers compensation law or employment-related illness law, or any law or insurance policy providing for the payment of non-fault or first-party injury benefits.

If an Employers contribution for an employee is delinquent for a month, the eligibility of such employee and his or her covered family members for benefits for any claims made after a period of 40 or more days from the commencement of such delinquency shall be suspended until such time as the Employer is no longer delinquent for one or more months. During the suspension period, any claims incurred by such Employee and his or her Covered Family members shall be suspended until such time as the delinquent contributions are paid. In the event that such Employee is on vacation when an employer agrees in writing to be bound by the terms and provisions of this Plan, the right to benefits will not begin until such Employee returns to work.

A timely filed claim under a warrantee will not be considered void merely because the unavailability of a part results in an increase in the vehicleas usage and mileage. The policy must relate to only refunds for parts used for a warranty repair, or to use the Uniform Time Standards Guide, or both. Reimbursement of parts pursuant to this Agreement shall use, in lieu of prevailing retail prices charged by that dealership by the franchisor for such parts, as defined in this Section, to compute compensation to the franchiser for parts used in warranty repairs.

Each franchiser also must submit to the Commission data showing total costs incurred by the franchisee, and the total new car invoices received by each dealership for prevailing retail price charged by that dealership for the applicable timeframe.

No motor vehicle franchiser shall require any motor vehicle dealership to establish an average percent markup using any methodology, or require any information, that is unduly burdensome or time-consuming to provide, including, without limitation, part-by-part or transaction-by-transaction calculations. In no case shall any such compensation not include a fair and adequate reimbursement of diagnostic services, along with repair services, labor, and parts.

When discussing wages, benefits, and wellness programs for employees, conversations frequently center around cost to pay employees wages. The assumption is usually that prioritizing employee benefits will lead to increased costs and lost revenue. Substituting sports expenditures for other leisure expenditures concentrates revenue, decreases the overall employment rate, and substitutes part-time, lower-wage jobs for full-time jobs.

The positive results that these generate may mean higher profits, better performance, reduced employee turnover, and better reputations. Not only are some companies highly profitable, but they also enjoy a great reputation with employees and customers.

Most seniors are looking for things to do and ways to fill time, so pay is really not much of an issue. When employees know their employers are investing in their growth and learning in tangible ways, it makes sense for them, and they are less likely to walk away from a company. In fact, paying a living wage has such a positive effect that companies are using living wage certifications as a sales pitch, targeting potential customers and employees alike.

Companies going above and beyond providing a base level of coverage through an employee wellness program are not only being generous. With the high costs of healthcare in the U.S., it is not surprising that health coverage is among the benefits employees are looking for the most. The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers of 20 or more employees to let their employees keep health coverage on their own dime.