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  1. <?xml version='1.0' encoding='UTF-8'?><?xml-stylesheet href="http://www.blogger.com/styles/atom.css" type="text/css"?><feed xmlns='http://www.w3.org/2005/Atom' xmlns:openSearch='http://a9.com/-/spec/opensearchrss/1.0/' xmlns:blogger='http://schemas.google.com/blogger/2008' xmlns:georss='http://www.georss.org/georss' xmlns:gd="http://schemas.google.com/g/2005" xmlns:thr='http://purl.org/syndication/thread/1.0'><id>tag:blogger.com,1999:blog-4494907673765096950</id><updated>2024-02-08T03:14:38.546-08:00</updated><category term="Form I-9"/><category term="USCIS"/><category term="immigration compliance"/><category term="E-verify"/><category term="immigration"/><category term="H-1B"/><category term="Hispanic workforce"/><category term="ICE"/><category term="Social Security"/><category term="DOL"/><category term="DREAMers"/><category term="Deferred Action"/><category term="Driver&#39;s License"/><category term="Houston"/><category term="I-9"/><category term="I-9 Compliance"/><category term="Intracompany Transferee"/><category term="Specialty Occupation"/><category term="Texas"/><category term="attorney"/><category term="&quot;M&quot; word"/><category term="2013"/><category term="Arizona immigration law"/><category term="BCC"/><category term="Border Crossing Card"/><category term="Bundle"/><category term="CBP"/><category term="Certificate of Citizenship"/><category term="Consular Services"/><category term="Cultural Exchange"/><category term="DACA"/><category term="DOS"/><category term="Department of State"/><category term="Director Mayorkas"/><category term="EAD"/><category term="EB-5"/><category term="Employment Authorization Document"/><category term="Employment Eligibility Verification"/><category term="Expired"/><category term="Extraordinary Ability"/><category term="FCRA"/><category term="FLSA"/><category term="Fair Credit Reporting Act"/><category term="GOP"/><category term="H-1B Cap"/><category term="H-1B Masters Cap"/><category term="I-9 Audit"/><category term="ICE Mutual Agreement Between Government and Employers"/><category term="ICE&#39;s Best Employment Practices"/><category term="IMAGE"/><category term="IMAGE Certified"/><category term="Immigration Customs and Enforcement"/><category term="Immigration Reform"/><category term="Investor Visa"/><category term="L-1"/><category term="L-1A Manager"/><category term="May 8"/><category term="NLRB"/><category term="NOIs"/><category term="NRA"/><category term="National Labor Relations Board"/><category term="National Restaurant Association"/><category term="New I-9"/><category term="Newt Gingrich"/><category term="Regional Center"/><category term="Religious Worker"/><category term="Revised I-9"/><category term="SSNVS"/><category term="Social Security Number Verification Service"/><category term="Specialized Knowledge"/><category term="TEA"/><category term="TPS"/><category term="Targeted Employment Area"/><category term="Tip Credit"/><category term="US Supreme Court"/><category term="Wall Street Journal"/><category term="anti-immigrant"/><category term="audit"/><category term="bona fide dispute of wage or time worked"/><category term="elections"/><category term="employee"/><category term="enforceable"/><category term="fantasy football"/><category term="internet"/><category term="minimize liaibility"/><category term="new rule"/><category term="new rules"/><category term="no-match"/><category term="overtime"/><category term="policies"/><category term="quickie elections"/><category term="retaliation"/><category term="self-check"/><category term="settlement"/><category term="wage"/><category term="without court approval"/><title type='text'>Monty and Ramirez Law Blog</title><subtitle type='html'></subtitle><link rel='http://schemas.google.com/g/2005#feed' type='application/atom+xml' href='http://montyramirezlawblog.blogspot.com/feeds/posts/default'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/'/><link rel='hub' href='http://pubsubhubbub.appspot.com/'/><link rel='next' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default?start-index=26&amp;max-results=25'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author><generator version='7.00' uri='http://www.blogger.com'>Blogger</generator><openSearch:totalResults>58</openSearch:totalResults><openSearch:startIndex>1</openSearch:startIndex><openSearch:itemsPerPage>25</openSearch:itemsPerPage><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-2376129268964413052</id><published>2013-10-17T08:58:00.004-07:00</published><updated>2013-10-17T08:58:49.135-07:00</updated><title type='text'>E-Verify During the Shutdown</title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  2. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;As you likely know, the government has been shutdown due to the inability of lawmakers to reach an agreement on a budget for the United States. Most other employers, however, are open for business and continue to hire new employees. Some of these employers subscribe to E-Verify, the internet-based system used to verify an employee’s work authorization. Because E-Verify is run by the government, it too has been shutdown. So what are employers to do?&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  3. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  4. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;Since the shutdown began, employers have not been able to enroll in E-Verify, verify employment eligibility, view or take action on any case, run reports, or edit company information. To complicate the matter, E-Verify’s customer support is also shutdown.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  5. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  6. &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;What should you do?&lt;/span&gt;&lt;/b&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt; Keep a log of all the employees who have been hired during the shutdown. When the government re-opens and E-Verify is back online, run the employee through E-Verify as you normally would. If there was an employee who was run through E-Verify prior to the shutdown and you received a tentative non-confirmation (TNC) or some other interim case status, do not take any adverse action against that employee. The days the government has been shutdown will not count toward the applicable deadline to resolve the TNC or interim status.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  7. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  8. &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;Form I-9 Requirements Still Apply.&lt;/span&gt;&lt;/b&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt; Employers are still required to comply with the Form I-9 rules. Employee’s should complete Section 1 prior to or on their first day of work for pay, and Section 2 should be completed prior to on the third day of work for pay. Employees must still establish that they are authorized to work via acceptable documents.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  9. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  10. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;Stephen J. Quezada &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  11. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  12. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;&lt;a href=&quot;mailto:squezada@montyramirezlaw.com&quot;&gt;&lt;span style=&quot;color: #0563c1; text-decoration: none; text-underline: none;&quot;&gt;squezada@montyramirezlaw.com&lt;/span&gt;&lt;/a&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  13. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  14. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;281.493.5529&lt;/span&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  15. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/2376129268964413052'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/2376129268964413052'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/10/e-verify-during-shutdown_17.html' title='E-Verify During the Shutdown'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-5418655757665737012</id><published>2013-10-09T10:18:00.001-07:00</published><updated>2013-10-09T10:20:39.550-07:00</updated><title type='text'>Perception is Reality – Avoiding the Appearance of Discrimination in Want Ads</title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  16. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;What’s in a want ad? In the law, perception
  17. is reality. Discrimination suits are often based on circumstantial evidence.
  18. One would be hard pressed to find a discrimination suit that contains a
  19. “smoking gun.” More often than not, employers terminate employees because they
  20. are bad at their jobs. Nonetheless, you should avoid any appearance of
  21. discrimination and minimize the risk of receiving a demand letter or lawsuit.
  22. This begins with the manner in which you seek employees.&lt;/span&gt;&lt;/div&gt;
  23. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;
  24.  
  25. &lt;/span&gt;&lt;br /&gt;
  26. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  27. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;The ultimate goal of an ad is to
  28. get the right candidate to apply. Don’t be afraid to make ads catchy or edgy. Be
  29. certain, however, to use “protected category neutral” language. Common mistakes
  30. employers make are that they use language that indicates a preference for a particular
  31. gender or age range.&lt;/span&gt;&lt;/div&gt;
  32. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;
  33.  
  34. &lt;/span&gt;&lt;br /&gt;
  35. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  36. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;First, use gender neutral
  37. language in your ad. Avoid, “Restaurant seeking &lt;i&gt;waitresses and hostesses&lt;/i&gt;.” This implicates that only female
  38. applicants are sought and are ultimately who the company wants to hire. Try,
  39. “Restaurant seeking wait staff and host staff.” Also, avoid personal pronouns.
  40. Use words like “candidate” or “applicant” instead of “he” or “she.”&lt;/span&gt;&lt;/div&gt;
  41. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;
  42.  
  43. &lt;/span&gt;&lt;br /&gt;
  44. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  45. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;Second, be mindful of age bias.
  46. Age is a protected category for individuals over 40. Thus, appearing to have a
  47. preference for younger employees could cause a problem. Avoid, “Seeking recent
  48. college graduate.” This indicates that the company is seeking to employ someone
  49. who is 21-22 years old, and not someone over 40 years of age. Instead try,
  50. “Seeking candidates with bachelor’s degree for entry level position.”&amp;nbsp;&lt;/span&gt;&lt;/div&gt;
  51. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;
  52.  
  53. &lt;/span&gt;&lt;br /&gt;
  54. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  55. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;Third, be mindful of combining
  56. protected categories. Avoid using language like, “Seeking articulate young lady
  57. for receptionist position at a growing construction company.” This language actually
  58. poses trouble on multiple fronts. It identifies a preferred age and sex. And,
  59. “articulate” can be interpreted to mean, “accent-free” thereby indicating a
  60. preference for a particular national origin or race. Instead try, “Seeking receptionist
  61. with excellent people and telephone communication skills.”&lt;/span&gt;&lt;/div&gt;
  62. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;
  63.  
  64. &lt;/span&gt;&lt;br /&gt;
  65. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  66. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;After the description of the
  67. candidate, provide the description of your company and the remaining job
  68. requirements. This will help obtain resumes from individuals who are truly
  69. interested and qualified, and avoid pitfalls that could lead to trouble down
  70. the road.&lt;/span&gt;&lt;/div&gt;
  71. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  72. &lt;br /&gt;
  73. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;&lt;span style=&quot;color: black;&quot;&gt;Stephen J. Quezada &lt;/span&gt;
  74. &lt;/span&gt;&lt;/div&gt;
  75. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: none repeat scroll 0% 0% white; line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  76. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;&lt;span style=&quot;color: black;&quot;&gt;&lt;a href=&quot;mailto:squezada@montyramirezlaw.com&quot;&gt;&lt;span style=&quot;color: #0563c1; text-decoration: none;&quot;&gt;squezada@montyramirezlaw.com&lt;/span&gt;&lt;/a&gt;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  77. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif; font-size: small;&quot;&gt;
  78.  
  79. &lt;span style=&quot;color: black;&quot;&gt;281.493.5529&lt;/span&gt;&lt;/span&gt;</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/5418655757665737012'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/5418655757665737012'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/10/perception-is-reality-avoiding.html' title='Perception is Reality – Avoiding the Appearance of Discrimination in Want Ads'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-5029674372927861839</id><published>2013-10-04T09:20:00.002-07:00</published><updated>2013-10-04T09:22:49.188-07:00</updated><title type='text'>Deducting from Employee Pay </title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  80. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;Employers, particularly small businesses, seek to deduct from employees’ pay for items such as uniforms, cash register shortages, and lost or broken equipment. While it may, or may not, be fair to have such a “you break, you buy” policy, one thing is certain: These practices aren’t always legal, and an employer may be exposing themselves to liability in the form of wages owed, liquidated damages, and attorneys’ fees.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  81. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  82. &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;The basics.&lt;/span&gt;&lt;/u&gt;&lt;/b&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt; In order to make a deduction from an employee’s pay, Texas law requires that the deduction be: (1) legal and (2) authorized in writing by the employee. Additionally, a deduction may generally not take an employee’s regular hourly pay rate below the minimum wage ($7.25 per hour), and deductions can never be taken from an employee’s overtime wages. The aforementioned criterion for making a deduction posits the following two questions: (1) What is legal? (2) What is required to be in a written authorization? &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  83. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  84. &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;Legal deductions.&lt;/span&gt;&lt;/u&gt;&lt;/b&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt; Examples of permissible deductions include: tip credits, meals, lodging, uniforms (if the uniform is truly a uniform, street clothes do not count), and ordinary cash register shortages. Employers are also required to maintain records of any deduction made. Also, if the employer is providing meals, lodging and other facilities, and making deductions for those items, the cost to the employer of those items must be maintained. Routinely, I am asked whether an employer may deduct the cost of providing safety equipment, tools, and other equipment the employee needs to do the job for the employer. Generally, the answer is no because those items benefit the employer. An employer who provides safety equipment and tools for their employees should factor those costs into the cost of doing business. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  85. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  86. &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;Written Authorization.&lt;/span&gt;&lt;/u&gt;&lt;/b&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt; In Texas, deductions are generally only permissible when an employee signs an authorization for deductions to be made from their wages. A written authorization for permissible deductions should generally be obtained from all employees. The authorization should include all foreseeable reasons as to why a deduction may need to be made, such as for ordinary cash register shortages. The best practice is to include an authorization as a separate form in a new hire packet. While you may include the deduction policy in your handbook, you should have a separate written and signed authorization from every employee. An acknowledgement relating to the handbook is not sufficient.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  87. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  88. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;Notice this posting uses “generally” and many illustrative examples. This is because wage and hour law, and the law relating to deduction, is quite complex and particular to each employer. If you are making deductions from your employees’ pay, the best thing to do is to consult with an attorney so that the particulars of your business can be evaluated.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  89. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  90. &lt;br /&gt;
  91. &lt;span style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Calibri;&quot;&gt;Stephen J. Quezada &lt;/span&gt;&lt;span style=&quot;color: black; mso-ascii-font-family: Calibri; mso-bidi-font-family: &#39;Times New Roman&#39;; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  92. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  93. &lt;span style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Calibri;&quot;&gt;&lt;a href=&quot;mailto:squezada@montyramirezlaw.com&quot;&gt;&lt;span style=&quot;color: #0563c1; text-decoration: none; text-underline: none;&quot;&gt;squezada@montyramirezlaw.com&lt;/span&gt;&lt;/a&gt;&lt;/span&gt;&lt;span style=&quot;color: black; mso-ascii-font-family: Calibri; mso-bidi-font-family: &#39;Times New Roman&#39;; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  94. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  95. &lt;span style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Calibri;&quot;&gt;281.493.5529&lt;/span&gt;&lt;span style=&quot;color: black; mso-ascii-font-family: Calibri; mso-bidi-font-family: &#39;Times New Roman&#39;; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  96. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  97. &lt;br /&gt;&lt;/div&gt;
  98. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/5029674372927861839'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/5029674372927861839'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/10/deducting-from-employee-pay_8537.html' title='Deducting from Employee Pay '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-7785030540455046153</id><published>2013-10-02T07:55:00.001-07:00</published><updated>2013-10-02T07:55:57.712-07:00</updated><title type='text'>Bad Apple? Document Today, Reap the Fruits Tomorrow.</title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  99. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;There are two kinds of employers. The one that has been sued and the one that will be sued. The former knows that litigation is not fun. Lawsuits distract from the business and cost thousands of dollars in attorneys’ fees. The ultimate goal in defending litigation–winning summary judgment. The path to victory, however, must start even before the would-be plaintiff’s attorney files the complaint. Defensive documentation is the process where an employee’s performance and behavioral issues are memorialized so that a clear record can be preserved.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  100. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  101. &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;Write-ups.&lt;/span&gt;&lt;/u&gt;&lt;/b&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt; Do not be afraid to formally write-up an employee for his or her failures. The employee will not be afraid to sue you when you terminate them. Write-ups should contain detailed facts, not conclusory assertions. Avoid, “Sam is always late.” Instead try, “On October 1, 2013 Sam arrived to work at 8:17 A.M., 17 minutes after his shift began.” Provide the write-up to the employee and have him or her acknowledge it. Write-ups should also contain a description of what counseling was provided to the employee, and also state what warnings were given to the employee.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  102. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  103. &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;Contemporaneous documentation of the termination.&lt;/span&gt;&lt;/u&gt;&lt;/b&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt; It is a best practice, if the employee is being terminated for cause, to provide the employee with a correspondence informing them of their termination and the reasons why they have been terminated. Be sure to include &lt;u&gt;every&lt;/u&gt; legitimate reason. It is very difficult to go back after the fact and add reasons, and it is even more damaging to find out that one of the reasons was unsubstantiated. Have the employee acknowledge the letter. If they refuse to acknowledge it, try mailing it to their last known address via certified mail return-receipt requested. It is also a best practice to utilize an internal “change in status” form to document/process the termination. Again, this form should also state every legitimate reason why the employee was terminated. If there is not a box to check with an appropriate category, create it. If there is not enough room to count the reasons, add an additional page. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  104. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 8pt; text-align: justify;&quot;&gt;
  105. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 107%;&quot;&gt;The most important part of this process is to enforce the disciplinary policy equally on all employees. In all forms of documentation you should use clear language and short sentences. Leave nothing to interpretation or conjecture. Simple language is better. Also, proof read before you submit any document to an employee or place the document into a file. Your employment attorney will thank you, and you will thank your employment attorney.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  106. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  107. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Stephen J. Quezada &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  108. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  109. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;&lt;a href=&quot;mailto:squezada@montyramirezlaw.com&quot;&gt;&lt;span style=&quot;color: #0563c1;&quot;&gt;squezada@montyramirezlaw.com&lt;/span&gt;&lt;/a&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  110. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  111. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;281.493.5529&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  112. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  113. &lt;br /&gt;&lt;/div&gt;
  114. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/7785030540455046153'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/7785030540455046153'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/10/bad-apple-document-today-reap-fruits_5519.html' title='Bad Apple? Document Today, Reap the Fruits Tomorrow.'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-5841488621167122128</id><published>2013-10-01T08:02:00.000-07:00</published><updated>2013-10-10T07:17:32.848-07:00</updated><title type='text'>DID YOU KNOW? What You Should Know When You Receive An NIF (Notice of Intent to Fine)</title><content type='html'>&lt;div class=&quot;p2&quot;&gt;
  115. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  116. &lt;b&gt;&lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;I.&amp;nbsp;
  117. You CAN and SHOULD go to court to fight fines&lt;/span&gt;&lt;/b&gt;&lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  118. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  119. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;To avoid a
  120. final order, you MUST request a hearing in writing 30 DAYS from the date of the
  121. NIF issuance.&amp;nbsp; Add 5 days to the response time if the NIF was sent via the
  122. US Postal Service.&amp;nbsp; If you don’t request a hearing within 30 DAYS, a Final
  123. Order imposing fines will be issued by ICE after 45 days&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  124. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  125. &lt;br /&gt;&lt;/div&gt;
  126. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  127. &lt;b&gt;&lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;II.&amp;nbsp;Fines
  128. are calculated on a Penalty Matrix&lt;/span&gt;&lt;/b&gt;&lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  129. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  130. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;5 factors
  131. ICE uses to determine the fine amount:&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  132. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  133. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;1.&amp;nbsp;
  134. Size of the business&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  135. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  136. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;2.&amp;nbsp;
  137. Good faith compliance efforts&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  138. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  139. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;3.&amp;nbsp;
  140. Seriousness of the violation&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  141. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  142. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;4.&amp;nbsp;
  143. History of previous violations&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  144. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  145. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;5.&amp;nbsp;
  146. Whether the violation involved unauthorized workers&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  147. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  148. &lt;br /&gt;&lt;/div&gt;
  149. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  150. &lt;b&gt;&lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;III.&amp;nbsp;You
  151. CAN and SHOULD Negotiate the amount of the fine&lt;/span&gt;&lt;/b&gt;&lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  152. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  153. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;How you
  154. negotiate the amount of the fine:&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  155. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  156. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;1.&amp;nbsp;
  157. Review the list of counts, and identify whether each count tis valid&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  158. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  159. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;Was a
  160. violation imposed even though the I-9 wasn’t legally required?&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  161. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  162. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;Was the
  163. worker a contractor, and not an employee?&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  164. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  165. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;Was the
  166. employee subject to the Purge Rule?&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  167. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  168. &lt;br /&gt;&lt;/div&gt;
  169. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  170. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;2.&amp;nbsp;
  171. Does the count on the notice accurately represent the facts? &amp;nbsp;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  172. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  173. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;At times,
  174. ICE agents impose fines in error, or for the wrong type of violation, or&lt;span class=&quot;apple-converted-space&quot;&gt;&amp;nbsp;&lt;/span&gt;a violation that was already corrected
  175. in response to a Notice of Technical Errors,&lt;span class=&quot;apple-converted-space&quot;&gt;&amp;nbsp;&lt;/span&gt;or
  176. a similar notice&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  177. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  178. &lt;br /&gt;&lt;/div&gt;
  179. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  180. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;3.&amp;nbsp;
  181. Negotiate the factors from the penalty matrix&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  182. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  183. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;ICE does
  184. not always provide an account of what the aggravating and mitigating&lt;span class=&quot;apple-converted-space&quot;&gt;&amp;nbsp;&lt;/span&gt;factors were.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  185. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  186. &lt;br /&gt;&lt;/div&gt;
  187. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  188. &lt;b&gt;&lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;IV.&amp;nbsp;You
  189. CAN Appeal&lt;/span&gt;&lt;/b&gt;&lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;&amp;nbsp;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  190. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  191. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;OCAHO
  192. (Office of the Chief Administrative Hearing Officer) is headed by a Chief
  193. Administrative Hearing Officer, who supervises and manages the Administrative
  194. Law Judges who preside over hearings.&amp;nbsp; All final agency decisions are
  195. subject to Administrative Review by the Chief Administrative Hearing Officer
  196. and/or the Attorney General.&amp;nbsp; OCAHO Judges have been&amp;nbsp;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  197. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  198. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;All final
  199. agency decisions are subject to review in the federal circuit courts of appeal.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  200. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  201. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;Factors
  202. OCAHO will use to determine fines on appeal:&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  203. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  204. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;1.&amp;nbsp;
  205. Whether the imposed fines are too high&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  206. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  207. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;2.&amp;nbsp;
  208. Size of the business&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  209. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  210. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;3.&amp;nbsp;
  211. Good faith compliance efforts&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  212. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  213. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;4.&amp;nbsp;
  214. Seriousness of the violation&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  215. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  216. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;5.&amp;nbsp;
  217. History of previous violations&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  218. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  219. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;6.&amp;nbsp;
  220. Whether the violation involved unauthorized workers&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  221. &lt;div style=&quot;margin: 0in 0in 0.0001pt;&quot;&gt;
  222. &lt;br /&gt;&lt;/div&gt;
  223. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  224. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;7.&amp;nbsp;
  225. Other considerations include, but are not limited, to the business’s ability to&lt;span class=&quot;apple-converted-space&quot;&gt;&amp;nbsp;&lt;/span&gt;pay the fine and the hardship on the
  226. business, and the amount of weight given to&lt;span class=&quot;apple-converted-space&quot;&gt;&amp;nbsp;&lt;/span&gt;each
  227. factor above.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  228. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  229. &lt;br /&gt;&lt;/div&gt;
  230. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  231. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;Jacob M.
  232. Monty&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  233. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  234. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;Email:
  235. jmonty@montyramirezlaw.com&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  236. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  237. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;Telephone:
  238. 281.493.5529&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  239. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  240. &lt;span style=&quot;font-family: Arial, sans-serif; font-size: 9pt;&quot;&gt;Website:
  241. http://www.montyramirezlaw.com/&amp;nbsp;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  242. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  243. &lt;br /&gt;&lt;/div&gt;
  244. &lt;div style=&quot;margin-bottom: .0001pt; margin: 0in; text-align: justify;&quot;&gt;
  245. &lt;br /&gt;&lt;/div&gt;
  246. &lt;br /&gt;
  247. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  248. &lt;br /&gt;&lt;/div&gt;
  249. &lt;/div&gt;
  250. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/5841488621167122128'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/5841488621167122128'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/10/did-you-know-what-you-should-know-when.html' title='DID YOU KNOW? What You Should Know When You Receive An NIF (Notice of Intent to Fine)'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-9048516160679867226</id><published>2013-09-30T08:29:00.002-07:00</published><updated>2013-09-30T08:29:47.556-07:00</updated><title type='text'>Skinny Plan Backfire</title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 10pt; text-align: justify;&quot;&gt;
  251. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 115%;&quot;&gt;Initially Skinny Plans were designed as a strategy to keep &lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/ale.html&quot;&gt;&lt;span style=&quot;color: purple;&quot;&gt;Applicable Large Employers&lt;/span&gt;&lt;/a&gt; with 50 or more full-time employees (&lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/how-to-calculate-ftes.html&quot;&gt;&lt;span style=&quot;color: purple;&quot;&gt;or their equivalent&lt;/span&gt;&lt;/a&gt;) off the strong penalty and avoid costs of offering a &lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/qualified-healthcare-plan_24.html&quot;&gt;&lt;span style=&quot;color: purple;&quot;&gt;Qualified Healthcare Plan&lt;/span&gt;&lt;/a&gt; (QHP) to their full-time employees. The objective was to offer a barebones coverage plan and only risk the weak penalty if a full-time employee goes to an exchange and qualifies for a subsidy. However, it seems as if this plan may backfire. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  252. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 10pt; text-align: justify;&quot;&gt;
  253. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 115%;&quot;&gt;According to the &lt;a href=&quot;http://www.whitehouse.gov/sites/default/files/docs/marketplace_premiums_ib_final.pdf&quot;&gt;newly released summary from the Department of Health and Human Services (HHS)&lt;/a&gt; on Wednesday September 25, 2013, premiums on the individual exchange will be 16 percent lower (before tax credits) than previously projected.&lt;span style=&quot;mso-spacerun: yes;&quot;&gt;&amp;nbsp; &lt;/span&gt;For Texas, a 27 year old with an average income of $25,000 could pay as little as $139 (before tax credits) for the lowest Bronze plan QHP. As an employer, this information is crucial to the type of health care plan you decide to offer to your full-time employees. Especially for employers who were betting on a Skinny Plan to keep them away from high penalties. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  254. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 10pt; text-align: justify;&quot;&gt;
  255. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 115%;&quot;&gt;In any case, dealing with the Affordable Care Act (ACA), all decisions are subject to your particular business. For instance, if your industry has a predominately educated and skilled workforce, then you will have a hard time convincing your full-time employees to pay $120 for a Skinny Plan when a QHP can be purchased on the individual exchange with more coverage for close to the same price. The individual premium could even be less if the employee &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;u&gt;qualifies for a subsidy.&lt;/u&gt;&lt;/b&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  256. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 10pt; text-align: justify;&quot;&gt;
  257. &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 115%;&quot;&gt;Qualifies for a subsidy&lt;/span&gt;&lt;/u&gt;&lt;/b&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 115%;&quot;&gt; is the trigger. Penalties will begin to largely &lt;b style=&quot;mso-bidi-font-weight: normal;&quot;&gt;&lt;u&gt;accumulate&lt;/u&gt;&lt;/b&gt; for employers that have a majority of full-time employees reject the Skinny Plan offer, go to an exchange to purchase a QHP, and qualify for a subsidy. This is when the plan that was designed to keep an employer away from high penalties backfires. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  258. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 10pt; text-align: justify;&quot;&gt;
  259. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; line-height: 115%;&quot;&gt;The cost of offering a QHP may be high, but it could be a better alternative than risking a large amount of your employees qualifying for subsidies on the exchange. However, depending on the size of your workforce and other stipulations, a Skinny Plan may still be an option for your business. To discuss options for your particular business, give us a call and stay updated on the employer mandate by reading our weekly blogs on the ACA.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  260. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin: 0in 0in 10pt; text-align: justify;&quot;&gt;
  261. &lt;br /&gt;&lt;/div&gt;
  262. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 12pt; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  263. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;Mario K. Castillo&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  264. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 12pt; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  265. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;Email:&amp;nbsp;&lt;a href=&quot;mailto:mcastillo@montyramirezlaw.com&quot;&gt;&lt;span style=&quot;color: #888888; text-decoration: none; text-underline: none;&quot;&gt;mcastillo@montyramirezlaw.com&lt;/span&gt;&lt;/a&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  266. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 12pt; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  267. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;Telephone: 281.493.5529&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  268. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 12pt; margin: 0in 0in 0pt;&quot;&gt;
  269. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;Website:&amp;nbsp;&lt;/span&gt;&lt;span lang=&quot;EN&quot; style=&quot;color: #888888; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; target=&quot;_blank&quot;&gt;&lt;span style=&quot;color: #888888; text-decoration: none; text-underline: none;&quot;&gt;http://www.montyramirezlaw.com/&amp;nbsp;&lt;/span&gt;&lt;/a&gt;&lt;/span&gt;&lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  270. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 140%; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  271. &lt;br /&gt;&lt;/div&gt;
  272. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/9048516160679867226'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/9048516160679867226'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/09/skinny-plan-backfire_4463.html' title='Skinny Plan Backfire'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-8237343624362017785</id><published>2013-09-25T09:06:00.002-07:00</published><updated>2013-09-30T12:24:19.972-07:00</updated><title type='text'>I-9 ACTION DUE DATES: Important Dates to add to your calendar when you receive a Notice of Investigation (NOI) from ICE</title><content type='html'>&lt;div class=&quot;p1&quot;&gt;
  273. &lt;span class=&quot;s1&quot;&gt;I-9 ACTION DUE DATES:&amp;nbsp;&lt;/span&gt;&lt;br /&gt;
  274. Important Dates to add to your calendar when you receive a Notice of Investigation (NOI) &amp;nbsp;from ICE&lt;/div&gt;
  275. &lt;div class=&quot;p2&quot;&gt;
  276. &lt;span class=&quot;s1&quot;&gt;&lt;/span&gt;&lt;br /&gt;&lt;/div&gt;
  277. &lt;div class=&quot;p1&quot;&gt;
  278. &lt;span class=&quot;s1&quot;&gt;1.&amp;nbsp; I-9 FORMS:&lt;/span&gt;&lt;/div&gt;
  279. &lt;div class=&quot;p1&quot;&gt;
  280. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;Section 1: by the end of the employee’s FIRST day of work for pay&lt;/span&gt;&lt;/div&gt;
  281. &lt;div class=&quot;p1&quot;&gt;
  282. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;Section 2: by the end of the employee’s THIRD day if work for pay&lt;/span&gt;&lt;/div&gt;
  283. &lt;div class=&quot;p2&quot;&gt;
  284. &lt;span class=&quot;s1&quot;&gt;&lt;/span&gt;&lt;br /&gt;&lt;/div&gt;
  285. &lt;div class=&quot;p1&quot;&gt;
  286. &lt;span class=&quot;s1&quot;&gt;2.&amp;nbsp; I-9 RETENTION&amp;nbsp;&lt;/span&gt;&lt;/div&gt;
  287. &lt;div class=&quot;p1&quot;&gt;
  288. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;3 years from the date of work for pay&lt;/span&gt;&lt;/div&gt;
  289. &lt;div class=&quot;p1&quot;&gt;
  290. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-or-&lt;/span&gt;&lt;/div&gt;
  291. &lt;div class=&quot;p1&quot;&gt;
  292. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;1 year after the employee is terminated&lt;/span&gt;&lt;/div&gt;
  293. &lt;div class=&quot;p2&quot;&gt;
  294. &lt;span class=&quot;s1&quot;&gt;&lt;/span&gt;&lt;br /&gt;&lt;/div&gt;
  295. &lt;div class=&quot;p1&quot;&gt;
  296. &lt;span class=&quot;s1&quot;&gt;3.&amp;nbsp; NOI&lt;/span&gt;&lt;/div&gt;
  297. &lt;div class=&quot;p1&quot;&gt;
  298. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;72 hours&lt;/span&gt;&lt;/div&gt;
  299. &lt;div class=&quot;p2&quot;&gt;
  300. &lt;span class=&quot;s1&quot;&gt;&lt;/span&gt;&lt;br /&gt;&lt;/div&gt;
  301. &lt;div class=&quot;p1&quot;&gt;
  302. &lt;span class=&quot;s1&quot;&gt;4.&amp;nbsp; VIOLATIONS&lt;/span&gt;&lt;/div&gt;
  303. &lt;div class=&quot;p1&quot;&gt;
  304. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-Procedural and Technical Errors: 10 business days&amp;nbsp;&lt;/span&gt;&lt;/div&gt;
  305. &lt;div class=&quot;p1&quot;&gt;
  306. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-Substantive Errors: no grace period&lt;/span&gt;&lt;/div&gt;
  307. &lt;div class=&quot;p1&quot;&gt;
  308. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-No-Match Social Security Letters:&amp;nbsp;&lt;/span&gt;&lt;/div&gt;
  309. &lt;div class=&quot;p1&quot;&gt;
  310. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-Notice of Discrepancy: must send additional documentation within the timeframe &lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;on the notice&lt;/span&gt;&lt;/div&gt;
  311. &lt;div class=&quot;p1&quot;&gt;
  312. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-Notice of Suspect Documents: Normally gives employer time to demonstrate the &lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;employee has work authorization&lt;/span&gt;&lt;/div&gt;
  313. &lt;div class=&quot;p1&quot;&gt;
  314. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-Notice of Unauthorized Alien: if employee can not provide documentation, the &lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;employee must be terminated immediately&lt;/span&gt;&lt;/div&gt;
  315. &lt;div class=&quot;p1&quot;&gt;
  316. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-Notice of Intent to Fine:&amp;nbsp;&lt;/span&gt;&lt;/div&gt;
  317. &lt;div class=&quot;p1&quot;&gt;
  318. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;to avoid a final order: 30 Days from the date of the NIF Issuance&lt;/span&gt;&lt;/div&gt;
  319. &lt;div class=&quot;p1&quot;&gt;
  320. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;Add 5 days to response time if the NIF was sent via the US Postal &lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;Service.&lt;/span&gt;&lt;/div&gt;
  321. &lt;div class=&quot;p1&quot;&gt;
  322. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;If you don’t request a hearing within 30 Days, a Final Order imposing fines &lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;will be issued after 45 days.&lt;/span&gt;&lt;/div&gt;
  323. &lt;div class=&quot;p2&quot;&gt;
  324. &lt;span class=&quot;s1&quot;&gt;&lt;/span&gt;&lt;br /&gt;&lt;/div&gt;
  325. &lt;div class=&quot;p1&quot;&gt;
  326. &lt;span class=&quot;s1&quot;&gt;5.&amp;nbsp; APPEALS&lt;/span&gt;&lt;/div&gt;
  327. &lt;div class=&quot;p1&quot;&gt;
  328. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-Request for Administrative Review: must be filed within 10 days of the &lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;Administrative Law Judge’s Final Order&lt;/span&gt;&lt;/div&gt;
  329. &lt;div class=&quot;p1&quot;&gt;
  330. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-OCAHO has 30 days from the date of the Final Order to Modify or Vacate the &lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;order&lt;/span&gt;&lt;/div&gt;
  331. &lt;div class=&quot;p1&quot;&gt;
  332. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;-Petition to Review to a US Court of Appeals must be filed 45 days from the final &lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;agency order&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  333. &lt;div class=&quot;p1&quot;&gt;
  334. &lt;span class=&quot;s1&quot;&gt;&lt;br /&gt;&lt;/span&gt;&lt;/div&gt;
  335. &lt;div class=&quot;p2&quot;&gt;
  336. &lt;span class=&quot;s1&quot;&gt;&lt;span class=&quot;Apple-tab-span&quot;&gt; &lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  337. &lt;br /&gt;
  338. &lt;div class=&quot;p3&quot;&gt;
  339. &lt;span class=&quot;s1&quot;&gt;ICE has identified Mock Audits as a Best Practice. &amp;nbsp;In following their mandate, we are offering a&amp;nbsp;Mock Audit, &lt;b&gt;free-of-charge or obligation&lt;/b&gt; to&amp;nbsp;all of our former, current, and prospective clients. &amp;nbsp;Send us 10% of your I-9&#39;s, which have been RANDOMLY selected (do not send us your best forms, because we need to pinpoint areas of improvement). &amp;nbsp;Let us help you identify and correct technical, procedural, and substantive errors, so that you can avoid penalties and fines.&lt;/span&gt;&lt;/div&gt;
  340. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/8237343624362017785'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/8237343624362017785'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/09/i-9-action-timelines-1.html' title='I-9 ACTION DUE DATES: Important Dates to add to your calendar when you receive a Notice of Investigation (NOI) from ICE'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-3022764151486536023</id><published>2013-09-24T13:00:00.003-07:00</published><updated>2013-09-24T13:00:34.350-07:00</updated><title type='text'>Qualified Healthcare Plan </title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  341. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;&lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/ale.html&quot;&gt;Applicable Large Employers&lt;/a&gt; can avoid all possible employer mandate penalties implemented by the Affordable Care Act (ACA) if a Qualified Healthcare Plan (QHP) is offered to all of an employer’s &lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/how-to-calculate-ftes.html&quot;&gt;&lt;span style=&quot;color: purple;&quot;&gt;full-time employees&lt;/span&gt;&lt;/a&gt;. There are three requirements that establish a Qualified Healthcare Plan under the Affordable Care Act. A Qualified Health Plan is defined by &lt;a href=&quot;http://www.irs.gov/pub/newsroom/reg-138006-12.pdf&quot;&gt;Section 4980H&lt;/a&gt; of the Internal Revenue Code as a plan that meets minimal essential coverage requirements, minimum value requirements, and is affordable based on the employee’s income. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  342. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  343. &lt;br /&gt;&lt;/div&gt;
  344. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  345. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;The following defines each individual requirement: &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  346. &lt;div class=&quot;MsoListParagraphCxSpFirst&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; text-align: justify;&quot;&gt;
  347. &lt;br /&gt;&lt;/div&gt;
  348. &lt;div class=&quot;MsoListParagraphCxSpMiddle&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;&quot;&gt;
  349. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Arial;&quot;&gt;&lt;span style=&quot;mso-list: Ignore;&quot;&gt;1.&lt;span style=&quot;font: 7pt &#39;Times New Roman&#39;;&quot;&gt;&amp;nbsp;&amp;nbsp;&amp;nbsp;&amp;nbsp; &lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Minimal Essential Coverage&lt;/span&gt;&lt;/u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;- includes (1) coverage under a specified government sponsored program, (2) coverage under an eligible employer-sponsored plan, &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  350. &lt;div class=&quot;MsoListParagraphCxSpMiddle&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; text-align: justify;&quot;&gt;
  351. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;(3) coverage under a health plan offered in the individual market within a State, (4) coverage under a grandfathered health plan, and (5) other health benefits coverage that the Secretary of Health and Human Services recognizes under the ACA. &lt;span style=&quot;mso-spacerun: yes;&quot;&gt;&amp;nbsp;&lt;/span&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  352. &lt;div class=&quot;MsoListParagraphCxSpMiddle&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;&quot;&gt;
  353. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Arial;&quot;&gt;&lt;span style=&quot;mso-list: Ignore;&quot;&gt;2.&lt;span style=&quot;font: 7pt &#39;Times New Roman&#39;;&quot;&gt;&amp;nbsp;&amp;nbsp;&amp;nbsp;&amp;nbsp; &lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Minimum Value&lt;/span&gt;&lt;/u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;- an actuarial value of at least 60%. Actuarial value is the percentage of total costs for covered benefits that a plan will cover. &lt;span style=&quot;mso-spacerun: yes;&quot;&gt;&amp;nbsp;&lt;/span&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  354. &lt;div class=&quot;MsoListParagraphCxSpMiddle&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; text-align: justify;&quot;&gt;
  355. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Ex: For a plan with an actuarial value of 80%, the employer would be responsible for 20% of the total costs of benefits &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  356. &lt;div class=&quot;MsoListParagraphCxSpLast&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;&quot;&gt;
  357. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Arial;&quot;&gt;&lt;span style=&quot;mso-list: Ignore;&quot;&gt;3.&lt;span style=&quot;font: 7pt &#39;Times New Roman&#39;;&quot;&gt;&amp;nbsp;&amp;nbsp;&amp;nbsp;&amp;nbsp; &lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Affordability&lt;/span&gt;&lt;/u&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;- coverage that is offered at no more than 9.5% of an employee’s household income.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  358. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  359. &lt;br /&gt;&lt;/div&gt;
  360. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  361. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;If an employer offers coverage that meets all three requirements of a Qualified Healthcare Plan to all of their full-time employees then the employer will not incur any penalties. However, due to costs and low participation levels some employers may not be able to offer a Qualified Healthcare Plan to their full-time employees. For alternative options or for questions on Qualified Healthcare Plans, give us a call and stay up to date on the Affordable Care Act by reading our weekly posts on the ACA. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  362. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  363. &lt;br /&gt;&lt;/div&gt;
  364. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/3022764151486536023'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/3022764151486536023'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/09/qualified-healthcare-plan_24.html' title='Qualified Healthcare Plan '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-3546821239234402518</id><published>2013-09-23T13:11:00.001-07:00</published><updated>2013-09-24T08:08:25.089-07:00</updated><title type='text'>THE TOP 10 MISTAKES EMPLOYERS MAKE ON THE NEW I-9 FORM</title><content type='html'>&lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  365. THE TOP 10 MISTAKES EMPLOYERS MAKE ON THE NEW I9 FORM&lt;/div&gt;
  366. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  367. The USCIS released a revised I-9 form on May 7, 2013.&amp;nbsp; Now that the two month grace period has ended, we have identified the top 10 mistakes our clients are making when filling out the new form.&amp;nbsp; Mistakes or missing information, whether intentional or not, can lead to stiff penalties.&lt;/div&gt;
  368. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  369. &lt;br /&gt;&lt;/div&gt;
  370. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  371. 1.&amp;nbsp; USING THE OLD FORM&lt;/div&gt;
  372. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  373. You MUST use the NEW form.&amp;nbsp; The OLD form is one page, while the NEW form is two pages.&amp;nbsp; If you aren’t sure which form you are using, look at the expiration date on the top right corner of the form. &amp;nbsp;&lt;/div&gt;
  374. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  375. &lt;br /&gt;&lt;/div&gt;
  376. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  377. Not using the new form can result in substantial penalties. &amp;nbsp;&lt;/div&gt;
  378. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  379. &lt;br /&gt;&lt;/div&gt;
  380. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  381. 2.&amp;nbsp; USING THE SPANISH FORM&lt;/div&gt;
  382. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  383. You MUST use the ENGLISH form.&amp;nbsp; The Spanish form is ONLY valid in Puerto Rico.&lt;/div&gt;
  384. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  385. &lt;br /&gt;&lt;/div&gt;
  386. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  387. However, you may use the form for illustrative purposes - to show Spanish speaking employees where to write their name, date of birth, A#, etc.&amp;nbsp;&lt;/div&gt;
  388. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  389. &lt;br /&gt;&lt;/div&gt;
  390. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  391. 3.&amp;nbsp; OVER-DOCUMENTATION&lt;/div&gt;
  392. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  393. Do not accept or request more documents than are necessary. &amp;nbsp;&lt;/div&gt;
  394. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  395. The employee must provide EITHER one document from List A - OR- one document from B and one document from C. &amp;nbsp;Requesting more documents than necessary is considered discrimination, and is prosecutable.&lt;/div&gt;
  396. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  397. &lt;br /&gt;&lt;/div&gt;
  398. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  399. The Office of Special Counsel’s purpose is to identify and prevent employment discrimination against&amp;nbsp;immigrants; this is an obvious example of discrimination, whether it was intentional or not.&lt;/div&gt;
  400. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  401. &lt;br /&gt;&lt;/div&gt;
  402. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  403. 4.&amp;nbsp; ACCEPTING LIMITED SOCIAL SECURITY CARDS&lt;/div&gt;
  404. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  405. You may accept a limited card, but MUST ask for additional documents from the list.&amp;nbsp; There are three types of restricted cards: the first states, &quot;NOT VALID FOR EMPLOYMEMT&quot;.&amp;nbsp; The second states, “VALID FOR WORK ONLY WITH INS AUTHORIZATION.”&amp;nbsp; The third states, “VALID FOR WORK ONLY WITH DHS AUTHORIZATION”&lt;/div&gt;
  406. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  407. &lt;br /&gt;&lt;/div&gt;
  408. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  409. 5.&amp;nbsp; INCOMPLETE SECTION 1&lt;/div&gt;
  410. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  411. The employee MUST complete Section 1 by the end of his/her FIRST day of work for pay.&lt;/div&gt;
  412. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  413. &lt;br /&gt;&lt;/div&gt;
  414. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  415. 6.&amp;nbsp; FAILING TO LIST EMPLOYEE NAME ON PAGE 2&lt;/div&gt;
  416. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  417. The new form is now two pages, you MUST write the employee’s name at the top of page 2. &amp;nbsp;&lt;/div&gt;
  418. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  419. &lt;br /&gt;&lt;/div&gt;
  420. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  421. The reason for this rule is that while some companies use two-sided forms, others use single-sided forms, which may become separated during I-9 audits.&amp;nbsp; To avoid this obstacle, it is required to place the name on BOTH pages.&lt;/div&gt;
  422. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  423. &lt;br /&gt;&lt;/div&gt;
  424. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  425. 7.&amp;nbsp; LATE ATTESTATIONS&lt;/div&gt;
  426. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  427. Either the employee has not signed the Attestation in Section 1 by the end of his/her first day of employment -or- the employer has not signed the Attestation in Section 2 by the end of the third business day of employment.&amp;nbsp; To avoid this problem entirely, make sure you fully process each I-9 on the first day of employment.&lt;/div&gt;
  428. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  429. &lt;br /&gt;&lt;/div&gt;
  430. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  431. 8.&amp;nbsp; LAST VERIFICATIONS&lt;/div&gt;
  432. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  433. You MUST verify the employee’s employment eligibility within three business days of&amp;nbsp; the employee’s FIRST day of employment.&amp;nbsp; To avoid this problem entirely, make sure you fully process each I-9 on the first day of employment.&lt;/div&gt;
  434. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  435. &lt;br /&gt;&lt;/div&gt;
  436. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  437. This policy can cause employers to believe they must wait to process the forms for three business days.&amp;nbsp; This is NOT the case.&amp;nbsp; It merely allows the employer extra time to do so.&lt;/div&gt;
  438. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  439. &lt;br /&gt;&lt;/div&gt;
  440. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  441. 9.&amp;nbsp; INCORRECT USE OF DATA FIELDS&lt;/div&gt;
  442. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  443. You MUST ensure the employee has properly filled out ALL fields correctly in Section 1. &amp;nbsp;Employees often mistakenly add their date of birth next to the Signature box, rather than the date of hire. &amp;nbsp;&lt;/div&gt;
  444. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  445. &lt;br /&gt;&lt;/div&gt;
  446. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  447. 10.&amp;nbsp; RE-VERIFICATION ERRORS&lt;/div&gt;
  448. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  449. When the employee’s Employment Authorization expires, you MUST reverify on the NEW FORM.&amp;nbsp; You MUST NOT add the re-verification to the old form.&amp;nbsp; Simply staple the old form to the new one, and reverify in Section 3. &amp;nbsp;&lt;/div&gt;
  450. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  451. &lt;br /&gt;&lt;/div&gt;
  452. &lt;div style=&quot;background-color: white; font-family: Calibri, Arial, Helvetica, sans-serif; font-size: 15.833333015441895px; margin-bottom: 0px; margin-top: 0px;&quot;&gt;
  453. ICE has identified Mock Audits as a Best Practice. &amp;nbsp;In following their mandate, we are offering a&amp;nbsp;Mock Audit,&amp;nbsp;&lt;b&gt;free-of-charge or obligation&lt;/b&gt;&amp;nbsp;to&amp;nbsp;all of our former, current, and prospective clients. &amp;nbsp;Send us 10% of your I-9&#39;s, which have been RANDOMLY selected (do not send us your best forms, because we need to pinpoint areas of improvement). &amp;nbsp;Let us help you identify and correct technical, procedural, and substantive errors, so that you can avoid penalties and fines.&lt;/div&gt;
  454. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/3546821239234402518'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/3546821239234402518'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/09/the-top-10-mistakes-employers-make-on.html' title='THE TOP 10 MISTAKES EMPLOYERS MAKE ON THE NEW I-9 FORM'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-4255863345578402360</id><published>2013-09-20T10:09:00.002-07:00</published><updated>2013-09-20T10:13:57.026-07:00</updated><title type='text'>Hours of Service </title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  455. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  456. “Section 4980H(c)(4) provides that, for purposes of
  457. section 4980H, a full-time employee is an employee who was employed on average
  458. at least &lt;b&gt;&lt;u&gt;30 hours of service per week&lt;/u&gt;&lt;/b&gt;.”
  459. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  460. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  461. &lt;br /&gt;&lt;/div&gt;
  462. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  463. &lt;a href=&quot;http://www.irs.gov/pub/irs-drop/n-11-36.pdf&quot;&gt;This section of the Internal
  464. Revenue Code&lt;/a&gt; (IRS), under the regulations of the employer mandate, specifically
  465. uses the word “service” to identify the full-time employee and &lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/how-to-calculate-ftes.html&quot;&gt;to
  466. calculate their equivalent&lt;/a&gt;. Traditionally, employers define a full-time
  467. employee as a person who works 40 hours a week. However, the employer mandate is
  468. more specific on the number of hours and the type of hours that constitute a
  469. full-time employee (or their equivalent). &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  470. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  471. &lt;br /&gt;&lt;/div&gt;
  472. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  473. As defined by &lt;a href=&quot;http://www.irs.gov/pub/irs-drop/n-11-36.pdf&quot;&gt;Section C.&lt;/a&gt; of the
  474. Internal Revenue Code, Hours of Service include every hour in which an employee
  475. is paid, or entitled to payment for performing duties for the employer. The
  476. Code further explains Hours of Service as periods of time when the employer is
  477. not performing duties, but is paid or entitled to payment. For instance, Hours
  478. of Service include vacation, holidays, illness, incapacity (including disability),
  479. layoff, jury duty, military duty, or leave of absence. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  480. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  481. &lt;br /&gt;&lt;/div&gt;
  482. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  483. The definition provided by the IRS, in accordance
  484. with the employer mandate, should be applied to identify your full-time employees
  485. and &lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/how-to-calculate-ftes.html&quot;&gt;to
  486. calculate their equivalent&lt;/a&gt;. Correctly determining your full-time employees
  487. (or their equivalent) will establish your &lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/ale.html&quot;&gt;Applicable
  488. Large Employer (ALE)&lt;/a&gt; status. Applying the incorrect definition of Hours of
  489. Service could activate a domino effect of errors. Those errors include miscalculation
  490. of employees and misclassification of your business. This could leave your
  491. business at risk of penalties or result in preparing for regulations that may
  492. not apply to your business. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  493. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  494. &lt;br /&gt;&lt;/div&gt;
  495. Though it is easy to misinterpret the regulations
  496. of the employer mandate, it is a mistake that can be avoided if the proper
  497. guidance is provided. For more information on Hours of Service or the employer
  498. mandate, give us a call or check our website for future posts. &lt;br /&gt;
  499. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  500. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  501. &lt;/div&gt;
  502. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  503. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  504. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  505. &lt;br /&gt;&lt;/div&gt;
  506. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  507. &lt;br /&gt;
  508. Mario K. Castillo&lt;/div&gt;
  509. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  510. Email:&amp;nbsp;&lt;a href=&quot;mailto:mcastillo@montyramirezlaw.com&quot; style=&quot;color: #888888; text-decoration: none;&quot;&gt;mcastillo@montyramirezlaw.com&lt;/a&gt;&lt;/div&gt;
  511. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  512. Telephone: 281.493.5529&lt;/div&gt;
  513. &lt;div class=&quot;MsoNormal&quot; style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  514. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  515. &lt;div class=&quot;MsoNormal&quot; style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; margin-bottom: 0.0001pt;&quot;&gt;
  516. &lt;span style=&quot;text-align: justify;&quot;&gt;Website:&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;color: #888888;&quot;&gt;&lt;span style=&quot;text-align: justify;&quot;&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;color: #888888; text-decoration: none;&quot; target=&quot;_blank&quot;&gt;http://www.montyramirezlaw.com/&amp;nbsp;&lt;/a&gt;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  517. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/4255863345578402360'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/4255863345578402360'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/09/hours-of-service.html' title='Hours of Service '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-325492839672958475</id><published>2013-09-13T12:37:00.000-07:00</published><updated>2013-09-30T08:36:04.470-07:00</updated><title type='text'>How to Calculate FTEs Part II</title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0pt;&quot;&gt;
  518. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0pt; text-align: justify;&quot;&gt;
  519. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  520. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;After defining the employer and the full-time equivalent employees (FTE), the final step in defining an ALE is to calculate the total number of full-time employees and their equivalent by adding the total number of FTEs. To simplify, we broke the final step into two posts. In the first post, we discussed how to calculate the total number of FTEs by dividing the total hours of service of employees who are not full-time by 120. In this post, we will review the process of how to add FTEs to full-time employees to decide if your company is an ALE according to the employer mandate. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  521. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  522. &lt;br /&gt;&lt;/div&gt;
  523. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  524. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;You may reference the first post on &lt;i style=&quot;mso-bidi-font-style: normal;&quot;&gt;How to Calculate an FTE &lt;/i&gt;by clicking this &lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/how-to-calculate-ftes.html&quot;&gt;&lt;span style=&quot;color: purple;&quot;&gt;link&lt;/span&gt;&lt;/a&gt;. &lt;i style=&quot;mso-bidi-font-style: normal;&quot;&gt;&lt;span style=&quot;mso-spacerun: yes;&quot;&gt;&amp;nbsp;&lt;/span&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/i&gt;&lt;/span&gt;&lt;/div&gt;
  525. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  526. &lt;br /&gt;&lt;/div&gt;
  527. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  528. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Remember, a difference exists between a full-time employee and a full-time equivalent (FTE), in this post we are combining the two to determine if your company is an ALE that is regulated by the employer mandate. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  529. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  530. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;The process to determine the total number of full-time employees is laid out in 6 steps under section &lt;a href=&quot;http://www.irs.gov/pub/irs-drop/n-11-36.pdf&quot;&gt;&lt;span style=&quot;color: purple;&quot;&gt;E. Calculating the Number of FT Employees 4980H of the Internal Revenue Code&lt;/span&gt;&lt;/a&gt;.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  531. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.25in; text-align: justify;&quot;&gt;
  532. &lt;br /&gt;&lt;/div&gt;
  533. &lt;div class=&quot;MsoListParagraphCxSpFirst&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;&quot;&gt;
  534. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Arial;&quot;&gt;&lt;span style=&quot;mso-list: Ignore;&quot;&gt;(1)&lt;span style=&quot;font: 7pt &#39;Times New Roman&#39;;&quot;&gt;&amp;nbsp;&amp;nbsp; &lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Calculate the number of full-time employees for each calendar month in the previous year (an employee who provides at least 30 hours of service a week). &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  535. &lt;div class=&quot;MsoListParagraphCxSpMiddle&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;&quot;&gt;
  536. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Arial;&quot;&gt;&lt;span style=&quot;mso-list: Ignore;&quot;&gt;(2)&lt;span style=&quot;font: 7pt &#39;Times New Roman&#39;;&quot;&gt;&amp;nbsp;&amp;nbsp; &lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Calculate the number of FTEs for each calendar month of the previous year (see first post).&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  537. &lt;div class=&quot;MsoListParagraphCxSpMiddle&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;&quot;&gt;
  538. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Arial;&quot;&gt;&lt;span style=&quot;mso-list: Ignore;&quot;&gt;(3)&lt;span style=&quot;font: 7pt &#39;Times New Roman&#39;;&quot;&gt;&amp;nbsp;&amp;nbsp; &lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Add the number of full-time employees to the number of FTEs. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  539. &lt;div class=&quot;MsoListParagraphCxSpMiddle&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;&quot;&gt;
  540. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Arial;&quot;&gt;&lt;span style=&quot;mso-list: Ignore;&quot;&gt;(4)&lt;span style=&quot;font: 7pt &#39;Times New Roman&#39;;&quot;&gt;&amp;nbsp;&amp;nbsp; &lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;Divide the sum by 12. This will result in the average number of full-time employees of the previous calendar year. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  541. &lt;div class=&quot;MsoListParagraphCxSpMiddle&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;&quot;&gt;
  542. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Arial;&quot;&gt;&lt;span style=&quot;mso-list: Ignore;&quot;&gt;(5)&lt;span style=&quot;font: 7pt &#39;Times New Roman&#39;;&quot;&gt;&amp;nbsp;&amp;nbsp; &lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;If the result is less than 50, then the employer is not an ALE. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  543. &lt;div class=&quot;MsoListParagraphCxSpLast&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt 0.5in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -0.25in;&quot;&gt;
  544. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-fareast-font-family: Arial;&quot;&gt;&lt;span style=&quot;mso-list: Ignore;&quot;&gt;(6)&lt;span style=&quot;font: 7pt &#39;Times New Roman&#39;;&quot;&gt;&amp;nbsp;&amp;nbsp; &lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;If the result is 50 or more then the employer is an ALE. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  545. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  546. &lt;br /&gt;&lt;/div&gt;
  547. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  548. &lt;span style=&quot;font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt;&quot;&gt;For a mathematical example of how to combine full-time employees with FTEs in determining your ALE status,&lt;span style=&quot;color: #c00000;&quot;&gt; &lt;/span&gt;see this post.&lt;span style=&quot;color: #c00000;&quot;&gt; &lt;/span&gt;If you have any more questions in regard to the above post, please feel free to visit us or give us a phone call. &lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  549. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  550. &lt;br /&gt;&lt;/div&gt;
  551. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  552. &lt;br /&gt;&lt;/div&gt;
  553. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 12pt; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  554. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;Mario K. Castillo&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  555. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 12pt; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  556. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;Email:&amp;nbsp;&lt;a href=&quot;mailto:mcastillo@montyramirezlaw.com&quot;&gt;&lt;span style=&quot;color: #888888; text-decoration: none; text-underline: none;&quot;&gt;mcastillo@montyramirezlaw.com&lt;/span&gt;&lt;/a&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  557. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 12pt; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  558. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;Telephone: 281.493.5529&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  559. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 12pt; margin: 0in 0in 0pt;&quot;&gt;
  560. &lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;Website:&amp;nbsp;&lt;/span&gt;&lt;span lang=&quot;EN&quot; style=&quot;color: #888888; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; target=&quot;_blank&quot;&gt;&lt;span style=&quot;color: #888888; text-decoration: none; text-underline: none;&quot;&gt;http://www.montyramirezlaw.com/&amp;nbsp;&lt;/span&gt;&lt;/a&gt;&lt;/span&gt;&lt;span lang=&quot;EN&quot; style=&quot;color: black; font-family: &#39;Arial&#39;,&#39;sans-serif&#39;; font-size: 9pt; mso-ansi-language: EN; mso-fareast-font-family: &#39;Times New Roman&#39;;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  561. &lt;div class=&quot;MsoNormal&quot; style=&quot;background: white; line-height: 140%; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  562. &lt;br /&gt;&lt;/div&gt;
  563. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin: 0in 0in 0pt; text-align: justify;&quot;&gt;
  564. &lt;br /&gt;&lt;/div&gt;
  565. &lt;/div&gt;
  566. &lt;/div&gt;
  567. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/325492839672958475'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/325492839672958475'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/09/how-to-calculate-ftes-part-ii_2728.html' title='How to Calculate FTEs Part II'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-7388582488316346427</id><published>2013-09-11T10:09:00.001-07:00</published><updated>2013-09-11T15:06:29.991-07:00</updated><title type='text'>How to Calculate FTEs </title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12pt; text-align: justify;&quot;&gt;
  568. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  569. &lt;a href=&quot;http://montyramirezlawblog.blogspot.com/2013/09/ale.html&quot; target=&quot;_blank&quot;&gt;In our previous blog&lt;/a&gt;, we identified
  570. the Applicable Large Employer (ALE) in a 3 step process, as defined by the
  571. regulations of the employer mandate under the Affordable Care Act (ACA). In the
  572. first step, we identified the employer as an employer that employs on average
  573. at least 50 full-time employees (or their equivalent). In the second step, we
  574. identified the full-time employee or their equivalent (FTE) as an employee who
  575. provides on average at least 30 hours of service a week. In this third step, we
  576. will discuss how to calculate the number of full-time employees or their
  577. equivalent to complete the process of correctly defining an ALE under the employer
  578. mandate regulations. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  579. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  580. The last step in defining an ALE will
  581. be broken up into two posts.&lt;span style=&quot;color: #c00000;&quot;&gt; &lt;/span&gt;In this post,
  582. we will calculate the number of full-time equivalents (FTEs) and in a follow-up
  583. post we will go through the steps on how to add the total number of full-time
  584. equivalents (FTEs) to the total number of full-time employees. Though full-time
  585. employees and FTEs sound similar, do not confuse the two. They are not
  586. interchangeable. FTEs are employees who do not work full-time that are added
  587. together to equal full-time employees. Before you can calculate the total
  588. number of full-time employees to determine if your company is an ALE under the
  589. employer mandate, first you have to learn to calculate full-time equivalents
  590. (FTEs). &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  591. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  592. &lt;a href=&quot;http://www.irs.gov/pub/irs-drop/n-11-36.pdf&quot;&gt;Section 4980H of the
  593. Internal Revenue code&lt;/a&gt;, “that the employer is required to calculate the
  594. number of FTEs it employed during the preceding calendar year and count each
  595. such FTE as one FT employee for that year.” &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  596. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  597. The number of FTEs for each calendar
  598. month of the preceding year is determined by:&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  599. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 10.0pt; margin-left: .5in; margin-right: 0in; margin-top: 12.0pt;&quot;&gt;
  600. &lt;div style=&quot;text-align: center;&quot;&gt;
  601. &lt;div style=&quot;text-align: left;&quot;&gt;
  602. (1) Calculate the aggregate number of hours of service (but not
  603. more than 120 hours of service &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; for
  604. an employee) for all employees who were not full-time employees for that month.&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  605. &lt;/div&gt;
  606. &lt;/div&gt;
  607. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  608. &lt;div style=&quot;text-align: center;&quot;&gt;
  609. &lt;div style=&quot;text-align: left;&quot;&gt;
  610. &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; (2)
  611. Divide the total hours of service in step (1) by 120. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  612. &lt;/div&gt;
  613. &lt;/div&gt;
  614. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  615. This will result in the number of FTEs
  616. for the calendar month.&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  617. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  618. For example, if the total hours of
  619. service of the employees that do not work full-time equals 1,200 then you
  620. should divide the total hours of service by 120. The result will equal the
  621. total number of FTEs. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  622. &lt;div align=&quot;center&quot; class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt; text-align: center;&quot;&gt;
  623. Total
  624. hours of service/120= FTEs&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  625. &lt;div align=&quot;center&quot; class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt; text-align: center;&quot;&gt;
  626. 1,200/120=
  627. 10 FTEs&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  628. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  629. In this example, the total number of
  630. FTEs is 10. Note, this is not the total number of full-time employees only
  631. their full-time equivalent. In the next post we will add the next step in
  632. determining the total number of full-time employees and their equivalent. If
  633. you have any questions concerning this post, please feel free to visit us or
  634. give us a call. We will gladly guide you through it personally.&amp;nbsp; &lt;o:p&gt;&lt;/o:p&gt;&lt;br /&gt;
  635. &lt;br /&gt;
  636. &lt;br /&gt;&lt;/div&gt;
  637. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;
  638. Mario K. Castillo&lt;/div&gt;
  639. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;
  640. Email:&amp;nbsp;&lt;a href=&quot;mailto:mcastillo@montyramirezlaw.com&quot; style=&quot;color: #888888; text-decoration: none;&quot;&gt;mcastillo@montyramirezlaw.com&lt;/a&gt;&lt;/div&gt;
  641. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;
  642. Telephone: 281.493.5529&lt;/div&gt;
  643. &lt;div class=&quot;MsoNormal&quot; style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;
  644. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  645. &lt;div class=&quot;MsoNormal&quot; style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; margin-bottom: 0.0001pt; text-align: start;&quot;&gt;
  646. &lt;span style=&quot;text-align: justify;&quot;&gt;Website:&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;color: #888888;&quot;&gt;&lt;span style=&quot;text-align: justify;&quot;&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;color: #888888; text-decoration: none;&quot; target=&quot;_blank&quot;&gt;http://www.montyramirezlaw.com/&amp;nbsp;&lt;/a&gt;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  647. &lt;div class=&quot;MsoNormal&quot;&gt;
  648. &lt;br /&gt;&lt;/div&gt;
  649. &lt;/div&gt;
  650. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/7388582488316346427'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/7388582488316346427'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/09/how-to-calculate-ftes.html' title='How to Calculate FTEs '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-2925987775479741483</id><published>2013-09-04T09:13:00.002-07:00</published><updated>2013-09-11T15:07:04.825-07:00</updated><title type='text'>ALE </title><content type='html'>&lt;div class=&quot;MsoNormal&quot;&gt;
  651. &lt;div style=&quot;text-align: justify;&quot;&gt;
  652. Under the Affordable Care Act, the employer mandate’s definition
  653. of an Applicable Large Employer (ALE) is the difference between an employer
  654. that is regulated by the employer mandate and an employer that is not. If the
  655. definitions implemented by the Affordable Care Act are not correctly
  656. understood, an employer may mistakenly believe the employer mandate regulations
  657. do not apply to its business. Conversely, an employer may believe the
  658. regulations do apply when they do not. &amp;nbsp;This
  659. is important because if your business is not an ALE, then you are not governed
  660. by the employer mandate regulations. Let us help you figure it all out. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  661. &lt;/div&gt;
  662. &lt;div class=&quot;MsoNormal&quot;&gt;
  663. &lt;br /&gt;
  664. The employer mandate’s ALE definition is a single employer
  665. that employs 50 or more full-time employees (or their equivalent). &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  666. &lt;div class=&quot;MsoNormal&quot;&gt;
  667. &lt;br /&gt;&lt;/div&gt;
  668. &lt;div class=&quot;MsoNormal&quot;&gt;
  669. To further define the ALE, apply the following basic steps:&lt;br /&gt;
  670. &lt;span style=&quot;text-align: justify; text-indent: -0.25in;&quot;&gt;&lt;br /&gt;&lt;/span&gt;
  671. &lt;span style=&quot;text-align: justify; text-indent: -0.25in;&quot;&gt;&amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; 1. Define the employer.&lt;/span&gt;&lt;/div&gt;
  672. &lt;div class=&quot;MsoListParagraphCxSpFirst&quot; style=&quot;mso-list: l0 level1 lfo1; text-indent: -.25in;&quot;&gt;
  673. &lt;div style=&quot;text-align: justify;&quot;&gt;
  674. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  675. &lt;/div&gt;
  676. &lt;div class=&quot;MsoListParagraphCxSpMiddle&quot; style=&quot;mso-list: l0 level1 lfo1; text-indent: -.25in;&quot;&gt;
  677. &lt;div style=&quot;text-align: justify;&quot;&gt;
  678. &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; 2. Define the full-time employee or equivalent
  679. (FTE).&lt;/div&gt;
  680. &lt;/div&gt;
  681. &lt;div class=&quot;MsoListParagraphCxSpLast&quot; style=&quot;mso-list: l0 level1 lfo1; text-indent: -.25in;&quot;&gt;
  682. &lt;div style=&quot;text-align: justify;&quot;&gt;
  683. &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; &amp;nbsp; 3.&amp;nbsp;&lt;span style=&quot;text-indent: -0.25in;&quot;&gt;Calculate the number of FTEs.&lt;/span&gt;&lt;/div&gt;
  684. &lt;/div&gt;
  685. &lt;div class=&quot;MsoListParagraphCxSpLast&quot; style=&quot;mso-list: l0 level1 lfo1; text-indent: -.25in;&quot;&gt;
  686. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  687. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  688. &lt;div style=&quot;text-align: justify;&quot;&gt;
  689. These three steps will lead to the
  690. correct definition of what is defined as an ALE by the employer mandate of the
  691. Affordable Care Act. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  692. &lt;/div&gt;
  693. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  694. &lt;div style=&quot;text-align: justify;&quot;&gt;
  695. To avoid an overload of complexity,
  696. we are only going to discuss the first two steps of defining the ALE. Just know
  697. that before you are completely defined as an ALE, you have to calculate the
  698. number of FTEs you employ. We will discuss the steps to calculating FTEs in a follow-up
  699. post. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  700. &lt;/div&gt;
  701. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  702. &lt;div style=&quot;text-align: justify;&quot;&gt;
  703. An employer as defined under the
  704. provisions&lt;span style=&quot;color: #c00000;&quot;&gt; &lt;/span&gt;of &lt;a href=&quot;http://www.irs.gov/pub/irs-drop/n-11-36.pdf&quot;&gt;4980H&lt;/a&gt; of the Internal
  705. Revenue Code, employs on average at least 50 full-time employees (or their
  706. equivalent). Under the same provisions, a full-time employee is defined as (the
  707. following definition does not apply for tax credit purposes) an employee who
  708. provides on average at least 30 hours of service a week. &amp;nbsp;In combination, these two definitions provide
  709. a more elaborate interpretation of the employer mandate’s definition of the ALE.
  710. To further define the ALE, we must also discuss how to calculate FTEs. This is
  711. the final step in deciding if your business is defined as an ALE under the
  712. regulations of the employer mandate. If you have any questions pertaining to
  713. the information presented in this blog, please contact us for further
  714. clarification. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  715. &lt;/div&gt;
  716. &lt;div style=&quot;text-align: justify;&quot;&gt;
  717. &lt;br /&gt;&lt;/div&gt;
  718. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-top: 12.0pt;&quot;&gt;
  719. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  720. Mario K. Castillo&lt;/div&gt;
  721. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  722. Email:&amp;nbsp;&lt;a href=&quot;mailto:mcastillo@montyramirezlaw.com&quot; style=&quot;color: #888888; text-decoration: none;&quot;&gt;mcastillo@montyramirezlaw.com&lt;/a&gt;&lt;/div&gt;
  723. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  724. Telephone: 281.493.5529&lt;/div&gt;
  725. &lt;div class=&quot;MsoNormal&quot; style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  726. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  727. &lt;div class=&quot;MsoNormal&quot; style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; margin-bottom: 0.0001pt;&quot;&gt;
  728. &lt;span style=&quot;text-align: justify;&quot;&gt;Website:&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;color: #888888;&quot;&gt;&lt;span style=&quot;text-align: justify;&quot;&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;color: #888888; text-decoration: none;&quot; target=&quot;_blank&quot;&gt;http://www.montyramirezlaw.com/&amp;nbsp;&lt;/a&gt;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  729. &lt;/div&gt;
  730. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/2925987775479741483'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/2925987775479741483'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/09/ale.html' title='ALE '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-8011547346121576940</id><published>2013-08-28T09:38:00.001-07:00</published><updated>2013-08-29T06:28:39.569-07:00</updated><title type='text'>Small Businesses Tax Credit</title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  731. As employers with 50 or more
  732. full-time employees (or their equivalent) prepare for the regulations of the
  733. employer mandate, some small business owners are also considering offering
  734. coverage to their full-time employees. Despite the employer mandate not
  735. applying to small businesses with fewer than &lt;a href=&quot;https://www.healthcare.gov/will-i-qualify-for-small-business-health-care-tax-credits/&quot; target=&quot;_blank&quot;&gt;50 full-time employees (or their equivalent)&lt;/a&gt;, the federal government has
  736. implemented tax credits as an incentive for small businesses to offer health
  737. insurance to their full-time employees. Offering health insurance for small
  738. businesses is costly. The Obama administration hopes tax credits alleviate some
  739. of those costs. Employers with fewer than 25 full-time employees or their
  740. equivalent may be eligible to qualify for a Small Business Health Care Tax Credit
  741. under the Affordable Care Act. Since January 1, 2010, small business owners
  742. have been eligible to qualify for up to a 35% tax credit. Beginning in 2014, tax
  743. credit rates will increase up to 50% of an employers’ contribution to health
  744. insurance premiums. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  745. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  746. &lt;br /&gt;
  747. There are 4 requirements an
  748. employer must meet in order to be eligible to qualify for tax credits:&lt;br /&gt;
  749. &lt;span style=&quot;text-indent: -0.25in;&quot;&gt;&lt;br /&gt;&lt;/span&gt;&lt;/div&gt;
  750. &lt;ul&gt;
  751. &lt;li&gt;&lt;span style=&quot;text-align: justify; text-indent: -0.25in;&quot;&gt;Employ fewer than 25 full-time employees or
  752. their equivalent.&lt;/span&gt;&lt;/li&gt;
  753. &lt;li&gt;&lt;span style=&quot;text-indent: -0.25in;&quot;&gt;Annual average wages of each full-time employee
  754. (or equivalent) is about $50,000 or less.&lt;/span&gt;&lt;/li&gt;
  755. &lt;li&gt;&lt;span style=&quot;text-indent: -0.25in;&quot;&gt;Cover at least 50 percent of full-time employees’
  756. health care costs.&lt;/span&gt;&lt;/li&gt;
  757. &lt;li&gt;&lt;span style=&quot;text-indent: -0.25in;&quot;&gt;Offer health coverage from the Small Business
  758. Health Care Program (SHOP) Exchanges.&lt;/span&gt;&lt;/li&gt;
  759. &lt;/ul&gt;
  760. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  761. &lt;br /&gt;
  762. When counting
  763. employees to qualify for tax credit, business owners with part-time workers should
  764. combine their part-time employees to equal full-time equivalent employees. For
  765. instance, if an employer has 20 part-time employees, working 15 hours on
  766. average each, then those employees are equivalent to 10 full-time employees. If
  767. an employer has 50 part-time employees, working 15 hours on average each, then
  768. that employer is not eligible for a tax credit because their full-time
  769. equivalent count is 25. As you count your employees, sole proprietors, partners in a partnership, two percent or more owners of S-Corps,or any five percent or more business owners (for tax credit purposes only) are not included in your total count of fewer than 25 full-time employees or their equivalent. If you have any questions on tax credit or need help determining
  770. if your business may be eligible to qualify for tax credits give us a call. We
  771. will gladly guide you.&amp;nbsp;&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  772. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  773. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  774. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  775. &lt;br /&gt;&lt;/div&gt;
  776. &lt;div style=&quot;font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  777. Mario K. Castillo&lt;/div&gt;
  778. &lt;div style=&quot;font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  779. Email:&amp;nbsp;&lt;a href=&quot;mailto:mcastillo@montyramirezlaw.com&quot; style=&quot;color: #888888; text-decoration: none;&quot;&gt;mcastillo@montyramirezlaw.com&lt;/a&gt;&lt;/div&gt;
  780. &lt;div style=&quot;font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  781. Telephone: 281.493.5529&lt;/div&gt;
  782. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  783. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  784. &lt;div class=&quot;MsoNormal&quot; style=&quot;font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; margin-bottom: 0.0001pt;&quot;&gt;
  785. &lt;span style=&quot;text-align: justify;&quot;&gt;Website:&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;color: #888888;&quot;&gt;&lt;span style=&quot;text-align: justify;&quot;&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;color: #888888; text-decoration: none;&quot; target=&quot;_blank&quot;&gt;http://www.montyramirezlaw.com/&amp;nbsp;&lt;/a&gt;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  786. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  787. &lt;br /&gt;&lt;/div&gt;
  788. &lt;br /&gt;
  789. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  790. &lt;br /&gt;&lt;/div&gt;
  791. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/8011547346121576940'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/8011547346121576940'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/08/small-businesses-tax-credit.html' title='Small Businesses Tax Credit'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-2792279878497137938</id><published>2013-08-23T09:56:00.000-07:00</published><updated>2013-08-23T10:00:33.767-07:00</updated><title type='text'>To Offer to Spouse, or Not to Offer </title><content type='html'>&lt;div class=&quot;MsoNormal&quot;&gt;
  792. &lt;a href=&quot;http://www.bizjournals.com/atlanta/morning_call/2013/08/ups-to-drop-15000-spouses-from.html?ana=RSS&amp;amp;s=article_search&amp;amp;utm_source=feedburner&amp;amp;utm_medium=feed&amp;amp;utm_campaign=Feed%3A+bizj_atlanta+%28Atlanta+Business+Chronicle%29&amp;amp;goback=.gde_2889111_member_267499501&quot; target=&quot;_blank&quot;&gt;According to recent news&lt;/a&gt;, United Parcel Service Inc. (UPS) has announced it plans to
  793. drop health care benefits for thousands of spouses starting in 2014. In a memo
  794. to their employees, UPS accredited the cuts to the high costs of the Affordable
  795. Care Act along with the increasing coverage costs for chronic diseases and other
  796. health conditions.&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  797. &lt;div class=&quot;MsoNormal&quot;&gt;
  798. &lt;br /&gt;&lt;/div&gt;
  799. &lt;div class=&quot;MsoNormal&quot;&gt;
  800. The spousal coverage drops are expected to affect about
  801. 15,000 spouses, which is a little less than half of the 33,000 spouses who are
  802. currently covered by their health care plans. However, UPS clarified that the
  803. changes will only apply to those spouses who are employed elsewhere and that are
  804. eligible to receive coverage from their own employers. Furthermore, out of
  805. UPS’s 322,000 employees, about 250,000 belong to a union. Under bargaining
  806. agreements, UPS will continue need to offer coverage for covered employee
  807. spouses&lt;span style=&quot;color: #c00000;&quot;&gt; &lt;/span&gt;regardless of the latter’s
  808. employment. Whereas, nonunion workers will no longer have the option to cover
  809. their spouses through UPS health care plans. This divide between union and nonunion
  810. workers could potentially generate a contentious work environment that essentially
  811. highlights differentiating health care value among workers. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  812. &lt;div class=&quot;MsoNormal&quot;&gt;
  813. &lt;br /&gt;&lt;/div&gt;
  814. &lt;div class=&quot;MsoNormal&quot;&gt;
  815. In light of this news, it is understandable that you may
  816. have potential concerns about your own health care plans regarding spousal
  817. coverage. If you are an employer who currently offers coverage to spouses, you
  818. must first understand that you are under no obligation under the Affordable
  819. Care Act to do so. Nonetheless, since you do offer coverage, your company is at
  820. an advantage when it comes to attracting better candidates. The employer
  821. mandate has probably caused you to reassess your coverage plans. Before you
  822. make a final decision to drop or continue spousal coverage, you should evaluate
  823. your particular situation. Specifically, you want to focus on your industry,
  824. your finances, and the skill level of your employees. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  825. &lt;div class=&quot;MsoNormal&quot;&gt;
  826. &lt;br /&gt;&lt;/div&gt;
  827. &lt;div class=&quot;MsoNormal&quot;&gt;
  828. For example, let’s say a company currently offers spousal
  829. coverage in an industry that requires most of their employees to have a college
  830. education. Additionally, the company is in an industry that is traditionally
  831. accustomed to offering spousal coverage to remain competitive and to attract
  832. highly qualified workers.&amp;nbsp;&lt;/div&gt;
  833. &lt;div class=&quot;MsoNormal&quot;&gt;
  834. Though the company wants to remain competitive in the
  835. industry, continuing to offer spousal coverage could be financially impossible.
  836. In this situation, the company should be aware that dropping coverage could
  837. make the company less attractive to potential employees. Moreover, this may
  838. lead to current employee dissatisfaction and could result in their departure to
  839. greener pastures. If enough employees decide they are dissatisfied, this could
  840. set the company back and result in the loss of revenue greater than the costs
  841. of continuing to offer spousal coverage.&lt;/div&gt;
  842. &lt;div class=&quot;MsoNormal&quot;&gt;
  843. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  844. &lt;br /&gt;
  845. &lt;div class=&quot;MsoNormal&quot;&gt;
  846. &lt;br /&gt;&lt;/div&gt;
  847. &lt;div class=&quot;MsoNormal&quot;&gt;
  848. As with the above example, the decision to offer, drop, or
  849. continue spousal coverage should be ultimately decided on a case-by-case
  850. basis.&amp;nbsp; If you are unsure of your stance
  851. on spousal coverage, come see us about your particular situation so we can help
  852. guide you.&amp;nbsp;&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  853. &lt;div class=&quot;MsoNormal&quot;&gt;
  854. &lt;br /&gt;&lt;/div&gt;
  855. &lt;div class=&quot;MsoNormal&quot; style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  856. &lt;div&gt;
  857. Mario K. Castillo&lt;/div&gt;
  858. &lt;div&gt;
  859. Email:&amp;nbsp;&lt;a href=&quot;mailto:mcastillo@montyramirezlaw.com&quot; style=&quot;color: #888888; text-decoration: none;&quot;&gt;mcastillo@montyramirezlaw.com&lt;/a&gt;&lt;/div&gt;
  860. &lt;div&gt;
  861. Telephone: 281.493.5529&lt;/div&gt;
  862. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt; text-align: start;&quot;&gt;
  863. &lt;span style=&quot;text-align: justify;&quot;&gt;Website:&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;color: #888888;&quot;&gt;&lt;span style=&quot;text-align: justify;&quot;&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;color: #888888; text-decoration: none;&quot; target=&quot;_blank&quot;&gt;http://www.montyramirezlaw.com/&amp;nbsp;&lt;/a&gt;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  864. &lt;div&gt;
  865. &lt;span style=&quot;color: #888888;&quot;&gt;&lt;br /&gt;&lt;/span&gt;&lt;/div&gt;
  866. &lt;/div&gt;
  867. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/2792279878497137938'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/2792279878497137938'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/08/to-offer-to-spouse-or-not-to-offer.html' title='To Offer to Spouse, or Not to Offer '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-4910815145424096009</id><published>2013-08-20T10:28:00.001-07:00</published><updated>2013-08-21T07:50:27.736-07:00</updated><title type='text'>Fair Labor Standard Act: October 1st Deadline </title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  868. Though the regulation under the
  869. employer mandate to offer qualified coverage to full-time employees or risk a
  870. possible penalty has been delayed to January 1, 2015, employers should not decode
  871. this as a sign to stray off the road to complying with the Affordable Care Act.
  872. Among other nitty-gritty matters you should be concerned with, there is an
  873. upcoming deadline that must be met to avoid violating the regulations of the Fair
  874. Labor Standard Act (FLSA) in accordance to the Affordable Care Act. By October 1,
  875. 2013, the FLSA requires all employers to provide a notice to employees with
  876. information about the available exchanges. Although the exchanges are not fully
  877. functional, the notice must be given to all employees by the deadline, despite
  878. their employment status. Meaning all employees must receive a notice whether
  879. they are part-time or full-time employees. Upon delivering the notice, there
  880. are certain requirements that the notice must include in order to meet the FLSA’s
  881. requirements. One of the requirements is that the notice must be written in
  882. language that is understandable by the average employee. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  883. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  884. &lt;br /&gt;
  885. Additionally, the notice must be
  886. given free of charge and it must be issued automatically. For new hires, the notice
  887. is within the requirements of the FLSA if it is provided within 14 days of the
  888. employee’s start of employment. More specifically, the notice must:&lt;/div&gt;
  889. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  890. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  891. &lt;div class=&quot;MsoListParagraphCxSpFirst&quot; style=&quot;mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;&quot;&gt;
  892. &lt;div style=&quot;text-align: justify;&quot;&gt;
  893. &lt;span style=&quot;font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;&quot;&gt;&lt;span style=&quot;font-family: &#39;Times New Roman&#39;; font-size: 7pt;&quot;&gt;&amp;nbsp; &amp;nbsp; &amp;nbsp;&amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  894. &lt;/div&gt;
  895. &lt;div class=&quot;MsoListParagraphCxSpFirst&quot; style=&quot;mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;&quot;&gt;
  896. &lt;/div&gt;
  897. &lt;ul&gt;
  898. &lt;li style=&quot;text-align: justify;&quot;&gt;&lt;span style=&quot;text-indent: -0.25in;&quot;&gt;Inform&lt;/span&gt;&lt;span style=&quot;font-family: Calibri, sans-serif; font-size: 11pt; line-height: 115%; text-indent: -0.25in;&quot;&gt;&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;text-indent: -0.25in;&quot;&gt;the employee of the Marketplace, along
  899. with details of the assistance available to the employee through the
  900. Marketplace, and information on how to contact the Marketplace upon requested
  901. assistance.&lt;/span&gt;&lt;/li&gt;
  902. &lt;li style=&quot;text-align: justify;&quot;&gt;&lt;span style=&quot;text-indent: -0.25in;&quot;&gt;Inform the employee that if the employer’s share
  903. of the coverage plan is less than 60 percent, then the employee may be able to
  904. apply for a federal premium tax credit if a qualified health plan is purchased
  905. through the exchanges.&lt;/span&gt;&lt;/li&gt;
  906. &lt;li style=&quot;text-align: justify;&quot;&gt;&lt;span style=&quot;text-indent: -0.25in;&quot;&gt;Inform the employee that in the event they choose
  907. to purchase a qualified health plan through the Marketplace, then they may risk
  908. the loss of the employer contribution to any health benefits plan offered, and
  909. that all or a fragment of the employer contribution may be excludable from
  910. income for Federal income tax purposes. &lt;/span&gt;&lt;span style=&quot;text-indent: -0.25in;&quot;&gt;&amp;nbsp;&lt;/span&gt;&lt;/li&gt;
  911. &lt;/ul&gt;
  912. &lt;div style=&quot;text-align: left;&quot;&gt;
  913. &lt;/div&gt;
  914. &lt;div class=&quot;MsoNormal&quot; style=&quot;-webkit-text-stroke-width: 0px; color: black; font-family: &#39;Times New Roman&#39;; font-size: medium; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: normal; orphans: auto; text-align: justify; text-indent: 0px; text-transform: none; white-space: normal; widows: auto; word-spacing: 0px;&quot;&gt;
  915. &lt;div style=&quot;margin: 0px;&quot;&gt;
  916. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  917. &lt;/div&gt;
  918. &lt;div class=&quot;MsoNormal&quot; style=&quot;-webkit-text-stroke-width: 0px; color: black; font-family: &#39;Times New Roman&#39;; font-size: medium; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: normal; orphans: auto; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: auto; word-spacing: 0px;&quot;&gt;
  919. &lt;/div&gt;
  920. &lt;div class=&quot;MsoNormal&quot; style=&quot;-webkit-text-stroke-width: 0px; color: black; font-family: &#39;Times New Roman&#39;; font-size: medium; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: normal; orphans: auto; text-align: justify; text-indent: 0px; text-transform: none; white-space: normal; widows: auto; word-spacing: 0px;&quot;&gt;
  921. &lt;/div&gt;
  922. &lt;br /&gt;
  923. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  924. To make the distribution of the
  925. notice more convenient for employers, the Department of Labor (DOL) has
  926. released model notices for guidance. Provided by the DOL are two notices, one
  927. formatted specifically for employers who plan on offering coverage, and one for
  928. employers who do not plan to offer coverage. At this point you should have a clear
  929. idea of which form is appropriate for you. However, if you are an employer who
  930. remains uncertain on your coverage plan, I advise you to make an appointment with
  931. us in the near future to discuss your coverage plans. For those employers who
  932. have decided on a coverage path, you should be aware that the same form must be
  933. handed out to all employees, including new hires. In brief, please note this is
  934. only an overview of the FLSA notice requirements. There may be additional requirements
  935. not previously noted. For further guidance, please consult us about your
  936. specific concerns so we may properly help you meet this deadline.&amp;nbsp;&lt;o:p&gt;&lt;/o:p&gt;&lt;br /&gt;
  937. &lt;br /&gt;
  938. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;
  939. Mario K. Castillo&lt;/div&gt;
  940. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;
  941. Email:&amp;nbsp;&lt;a href=&quot;mailto:mcastillo@montyramirezlaw.com&quot; style=&quot;color: #888888; text-decoration: none;&quot;&gt;mcastillo@montyramirezlaw.com&lt;/a&gt;&lt;/div&gt;
  942. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;
  943. Telephone: 281.493.5529&lt;/div&gt;
  944. &lt;div class=&quot;MsoNormal&quot; style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; margin-bottom: 0.0001pt; text-align: start;&quot;&gt;
  945. &lt;span style=&quot;text-align: justify;&quot;&gt;Website:&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;color: #888888;&quot;&gt;&lt;span style=&quot;text-align: justify;&quot;&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; target=&quot;_blank&quot;&gt;http://www.montyramirezlaw.com/&amp;nbsp;&lt;/a&gt;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
  946. &lt;/div&gt;
  947. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/4910815145424096009'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/4910815145424096009'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/08/fair-labor-standard-act-october-1st.html' title='Fair Labor Standard Act: October 1st Deadline '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-6835356178636497534</id><published>2013-08-15T06:57:00.000-07:00</published><updated>2013-08-15T06:58:57.197-07:00</updated><title type='text'>How To Communicate With Your Employees On The ACA </title><content type='html'>&lt;div class=&quot;MsoNormal&quot;&gt;
  948. &lt;div style=&quot;text-align: justify;&quot;&gt;
  949. In an article written by the &lt;a href=&quot;http://blog.chron.com/healthzone/2013/08/obamacare-presidents-administation-open-to-a-uniquely-texas-plan-to-make-sure-all-have-health-insurance/&quot;&gt;Houston
  950. Chronicle&lt;/a&gt;, Governor Rick Perry and other Texas officials have openly
  951. expressed their opposition to the ACA, stating they believe the health care law
  952. infringes on personal liberties, disrupts state sovereignty, and that they
  953. retain no interest in the promotion of the Affordable Care Act. Governor Perry’s
  954. stand on the ACA could explain why there might be a scarcity of information on
  955. the ACA in Texas, but alongside data from the &lt;a href=&quot;http://kff.org/health-reform/poll-finding/kaiser-health-tracking-poll-april-2013/&quot;&gt;Kaiser
  956. Health Tracking Poll&lt;/a&gt; in April; 42 percent of Americans are unaware the ACA
  957. is law. This statistic raises concern on the overall shortage of information provided
  958. on the ACA to the nation as a whole. Furthermore, it suggests that your
  959. employees are probably uninformed on what the Affordable Care Act is and how it
  960. could affect them. As their employer, you have the responsibility to
  961. communicate with your employees on health care reform and to keep them updated
  962. on any changes you plan on making to their coverage. This includes providing an
  963. understanding of how the ACA works, how it affects you and your employees, and
  964. how to best convey this information to them.&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  965. &lt;/div&gt;
  966. &lt;div class=&quot;MsoNormal&quot;&gt;
  967. &lt;div style=&quot;text-align: justify;&quot;&gt;
  968. &lt;br /&gt;&lt;/div&gt;
  969. &lt;div style=&quot;text-align: justify;&quot;&gt;
  970. Regardless of your decision to
  971. offer insurance or not, the ultimate goal is to maintain a steady flow of
  972. communication between you and your employees throughout the health care reform
  973. transition. The sooner the communication between you and your employees begins
  974. the better. By Oct. 1, all companies are required to provide employees with
  975. information on available exchanges, possible subsidies, and a summary of
  976. benefits and coverage at open enrollment for 2014. Additionally, because there
  977. is much speculation of the possibility of employers dropping coverage in 2014,
  978. you should address this issue as well, and be clear about your specific plans
  979. for the new year. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  980. &lt;/div&gt;
  981. &lt;div class=&quot;MsoNormal&quot;&gt;
  982. &lt;div style=&quot;text-align: justify;&quot;&gt;
  983. &lt;br /&gt;&lt;/div&gt;
  984. &lt;div style=&quot;text-align: justify;&quot;&gt;
  985. Before you communicate possible
  986. changes to your health care, be sure to have a strategic plan on how to
  987. effectively relay these changes. Know exactly what you are changing and how it
  988. will affect your employees. In the case you have decided not to offer coverage
  989. to your full-time employees, it is advised to inform them as soon as possible.
  990. You don’t want the news to be a complete surprise. You should give them enough
  991. time in advance to figure out their options. Alternatively, if you are planning
  992. to offer your full-time employees coverage, you may want to take this opportunity
  993. to remind them of their value and that offering coverage is an investment you
  994. are happy to make. Despite your decision, you need to construct a method to
  995. reach out to your employees by utilizing a variety of tools to deliver the
  996. information. You can accomplish this by teaming with your HR department to compose
  997. newsletters, emails, or host informational sessions on related topics your employees
  998. may not know. In addition, you may want to make sure your employees are
  999. knowledgeable of ACA terminology. For instance, provide them with definitions
  1000. on subsidies, exchanges, essential health benefits, etc.&amp;nbsp; The more you educate your employees on health
  1001. care the easier their adjustment to any changes you make will be. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1002. &lt;/div&gt;
  1003. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  1004. &lt;div style=&quot;text-align: justify;&quot;&gt;
  1005. &lt;br /&gt;&lt;/div&gt;
  1006. &lt;div style=&quot;text-align: justify;&quot;&gt;
  1007. Lastly, you should be ready for your employees to have questions about
  1008. the information you have provided to them. You should be prepared for these
  1009. questions, but you may not necessarily have all the answers. This is where we
  1010. come in. We know all about the ACA and we can advise you as you begin to
  1011. develop communication with your employees. Give us a call. The sooner you start
  1012. communicating with your employees the less time they will remain in the dark. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1013. &lt;/div&gt;
  1014. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  1015. &lt;div style=&quot;text-align: justify;&quot;&gt;
  1016. &lt;br /&gt;&lt;/div&gt;
  1017. &lt;/div&gt;
  1018. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  1019. &lt;div style=&quot;text-align: justify;&quot;&gt;
  1020. &lt;br /&gt;&lt;/div&gt;
  1021. &lt;/div&gt;
  1022. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  1023. Mario K. Castillo&lt;/div&gt;
  1024. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  1025. Email: &lt;a href=&quot;mailto:mcastillo@montyramirezlaw.com&quot;&gt;mcastillo@montyramirezlaw.com&lt;/a&gt;&lt;/div&gt;
  1026. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  1027. Telephone: 281.493.5529&lt;/div&gt;
  1028. &lt;div class=&quot;MsoNormal&quot; style=&quot;margin-bottom: 0.0001pt;&quot;&gt;
  1029. &lt;span style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;Website:&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;&lt;/span&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;background-color: white; color: #888888; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify; text-decoration: none;&quot; target=&quot;_blank&quot;&gt;http://www.montyramirezlaw.com/&lt;/a&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;background-color: white; color: #888888; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify; text-decoration: none;&quot;&gt;&amp;nbsp;&lt;/a&gt;&lt;/div&gt;
  1030. &lt;div class=&quot;MsoNormal&quot;&gt;
  1031. &lt;br /&gt;&lt;/div&gt;
  1032. &lt;br /&gt;
  1033. &lt;div class=&quot;MsoNormal&quot;&gt;
  1034. &lt;br /&gt;&lt;/div&gt;
  1035. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/6835356178636497534'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/6835356178636497534'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/08/how-to-communicate-with-your-employees.html' title='How To Communicate With Your Employees On The ACA '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-8032608856778799678</id><published>2013-08-12T07:52:00.002-07:00</published><updated>2013-08-12T08:06:10.712-07:00</updated><title type='text'>Private vs. Public Exchanges </title><content type='html'>In the realm of health care reform, it’s important you are
  1036. aware of the different types of available exchanges. For the most part there
  1037. are private exchanges and public exchanges, both of which cater to different
  1038. approaches to offering health care plans. However, according to &lt;a href=&quot;http://nation.time.com/2013/08/06/more-obamacare-worries-scams-and-insurance-thats-really-not/&quot; target=&quot;_blank&quot;&gt;TimeMagazine&lt;/a&gt;, within the private exchanges, a number of insurance brokers are
  1039. offering health plans that sound too good to be true.&amp;nbsp; Specifically, the article warns consumers to
  1040. be skeptical of “discount medical plans,” which are known for strategically
  1041. labeling themselves as affordable health coverage. Most “discount medical plans”
  1042. give the illusion of providing full coverage to customers, but in reality most
  1043. of them fall short of the coverage promised. As a result, customers that buy
  1044. into these “discount medical plans” will soon realize that most of their
  1045. medical needs will not actually be covered. Therefore, employers should
  1046. make&amp;nbsp; sure when purchasing health
  1047. insurance from the exchanges that they are actually getting what they pay for,
  1048. and thus employers are encouraged to seek legal advice before committing to any
  1049. type of market. &lt;br /&gt;
  1050. &lt;div class=&quot;MsoNormal&quot;&gt;
  1051. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1052. &lt;div class=&quot;MsoNormal&quot;&gt;
  1053. &lt;br /&gt;&lt;/div&gt;
  1054. &lt;div class=&quot;MsoNormal&quot;&gt;
  1055. Private exchanges, however, are generally expected to be a legitimate
  1056. competitive force to the public exchanges provided by the Affordable Care Act. In
  1057. comparison to public exchanges, private exchanges argue they provide employers
  1058. with more transparency, more choices for employees, and more control over
  1059. health costs than the public exchange. For example, private exchanges provide
  1060. employers with a fixed contribution strategy to offer employees more choices,
  1061. while still controlling costs. In other words, the employer provides the
  1062. employee with a set amount to be spent on a health plan, which can be tailored to
  1063. their personal needs. This approach is intended to give the employee free range
  1064. to pick a health plan while the employer is able to stick to a fixed budget and
  1065. keep track of how much the employee is spending. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1066. &lt;div class=&quot;MsoNormal&quot;&gt;
  1067. &lt;br /&gt;&lt;/div&gt;
  1068. &lt;div class=&quot;MsoNormal&quot;&gt;
  1069. Conversely, public exchanges are designed to make shopping
  1070. for insurance less of a hassle for employers. All the SHOP Exchanges will be
  1071. accessible on one specific website. However, since more than half of all the states,
  1072. including Texas, opted to have the federal government run their exchanges, the
  1073. Obama Administration announced the federal SHOP exchanges would be delayed
  1074. until 2015. In 2015, employers will have four different levels of health plans to
  1075. choose from: Bronze, Silver, Gold, or Platinum. Every insurance company listed
  1076. on the federal SHOP Exchange must conform their policies to one of these four
  1077. levels, in addition to meeting other requirements, before being listed on the
  1078. exchange. Next, federal SHOP Exchanges will provide employers with two measures
  1079. of offering insurance. The first requires the employer to choose a level, and then
  1080. give their employees choices among that level. In the second option, the
  1081. employer picks the plan, without giving the employee any choices, and the
  1082. employee simply enrolls in the chosen plan. Transitional relief for states that
  1083. choose to run their SHOP exchanges starting in 2014, provides the employer only
  1084. with option two while option one can be put off until 2015. These two options
  1085. were specifically designed for small businesses, giving them a simplified
  1086. process of shopping for a suitable health insurance plan.&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1087. &lt;div class=&quot;MsoNormal&quot;&gt;
  1088. &lt;br /&gt;&lt;/div&gt;
  1089. &lt;div class=&quot;MsoNormal&quot;&gt;
  1090. If you’re deciding whether to go with a private or public
  1091. exchange, contrast what they individually have to offer and align your values
  1092. with the options they each provide. Also, be apprehensive of “discount medical
  1093. plans” that label themselves as an affordable alternative to standard health
  1094. coverage, but in reality offer no coverage or very little. For more information
  1095. on private and public exchanges, contact us so we can lead you in the right
  1096. direction. &amp;nbsp;&lt;o:p&gt;&lt;/o:p&gt;&lt;br /&gt;
  1097. &lt;br /&gt;
  1098. &lt;div style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px; text-align: justify;&quot;&gt;
  1099. Mario K. Castillo&lt;/div&gt;
  1100. &lt;div style=&quot;text-align: justify;&quot;&gt;
  1101. Email: mcastillo@montyramirezlaw.com&lt;/div&gt;
  1102. &lt;div style=&quot;text-align: justify;&quot;&gt;
  1103. Telephone: 281.493.5529&lt;/div&gt;
  1104. &lt;span style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;&lt;/span&gt;&lt;span style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;&lt;/span&gt;&lt;span style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;&lt;/span&gt;&lt;br /&gt;
  1105. &lt;div style=&quot;text-align: justify;&quot;&gt;
  1106. Website:&amp;nbsp;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;color: #888888; text-decoration: none;&quot; target=&quot;_blank&quot;&gt;http://www.montyramirezlaw.com/&lt;/a&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;color: #888888; text-decoration: none;&quot;&gt;&amp;nbsp;&lt;/a&gt;&lt;/div&gt;
  1107. &lt;/div&gt;
  1108. &lt;br /&gt;
  1109. &lt;div class=&quot;MsoNormal&quot;&gt;
  1110. &lt;br /&gt;&lt;/div&gt;
  1111. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/8032608856778799678'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/8032608856778799678'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/08/private-vs-public-exchanges.html' title='Private vs. Public Exchanges '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-2924680540666988996</id><published>2013-08-07T08:36:00.000-07:00</published><updated>2013-08-07T08:36:01.491-07:00</updated><title type='text'>The Young and the Employer Mandate</title><content type='html'>&lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  1112. The Affordable Care Act’s individual mandate kicks off in
  1113. January, but the question remains:&amp;nbsp; who will opt-in for coverage among
  1114. your employees?&amp;nbsp;&amp;nbsp; Experts predict that the cost of individual
  1115. insurance premiums will largely depend on what younger employees (those below
  1116. 30) do or don’t do.&amp;nbsp; Insurance premiums are priced based on the relevant
  1117. risk pool’s propensity for risk to materialize.&amp;nbsp; In other words, the more
  1118. likely an insured group is to become sick, the higher the premiums will
  1119. be.&amp;nbsp; Younger people tend to get sick less than older people.&amp;nbsp;
  1120. Insurance companies want young people in the risk pool to even out the risk
  1121. that the older people otherwise cause the insurance company to undertake.&amp;nbsp;
  1122. The perfect employee, from an insurance company’s perspective, is someone who
  1123. pays premiums every month but never gets sick (and therefore never files any
  1124. claims).&amp;nbsp; In such a situation, money is only coming in to the insurance
  1125. company (via premiums), but no money is going out (via satisfied claims). If
  1126. young people do not opt-in to insurance coverage, the only people left to
  1127. insure are older people that are more likely to get sick.&amp;nbsp; This means
  1128. higher premiums for employees and employers. &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1129. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  1130. &lt;br /&gt;&lt;/div&gt;
  1131. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  1132. The response to the situation above depends on
  1133. politics.&amp;nbsp; &lt;a href=&quot;http://articles.washingtonpost.com/2013-08-01/national/40961924_1_enroll-america-health-insurance-obamacare&quot; target=&quot;_blank&quot;&gt;Enroll America&lt;/a&gt; is a non-profit organization that hopes the
  1134. Affordable Care Act succeeds as envisioned.&amp;nbsp; Enroll America and other groups have hired
  1135. canvassers to enlist at least 2.7 million young people to sign up for insurance
  1136. coverage on an exchange.&amp;nbsp; Conversely, &lt;a href=&quot;http://www.washingtonpost.com/blogs/wonkblog/wp/2013/08/01/inside-the-obamacare-resistance/&quot; target=&quot;_blank&quot;&gt;Freedom Works&lt;/a&gt; is an organization trying to recruit as many elderly, sick people as possible to drive up the
  1137. costs of insurance coverage under the Affordable Care Act to unravel the entire
  1138. Act.&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1139. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  1140. Politics aside, this battle should crystallize something to
  1141. employers that I have been saying for months: every response to the Affordable
  1142. Care Act is different.&amp;nbsp; Your ACA response should be tailored to your
  1143. specific workforce.&amp;nbsp; As the political battle above shows, if you have a
  1144. workforce that has younger employees, your response should not mimic a
  1145. workforce that has older employees.&amp;nbsp;&amp;nbsp; &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1146. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  1147. &lt;br /&gt;&lt;/div&gt;
  1148. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  1149. Let’s work through just one example to show you how employee
  1150. age affects your responsibilities under the employer mandate. After browsing
  1151. the Internet for a bit, going to a few seminars, and watching the news, you
  1152. know enough to know that you have to offer coverage to your full-time
  1153. employees.&amp;nbsp; You survey your payroll records and discover that of your 250
  1154. employees, 150 are full-time employees.&amp;nbsp; Let me be emphatic:&amp;nbsp; it is a
  1155. mistake to assume that all 150 full-time employees will accept the coverage you
  1156. offer them.&amp;nbsp; There are many reasons why any of those 150 full-time
  1157. employees will not accept an offer of coverage.&amp;nbsp; One such category is
  1158. employee age.&amp;nbsp; &lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1159. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  1160. &lt;br /&gt;&lt;/div&gt;
  1161. &lt;br /&gt;
  1162. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  1163. One of the changes that the Affordable Care Act made to
  1164. coverage was to make young adults eligible for coverage under their parents’
  1165. coverage until the age of 26.&amp;nbsp; So let’s say that the business I identified
  1166. at the start of the last paragraph is a restaurant across the street from a
  1167. major university.&amp;nbsp; Most of the employees are likely to be servers, hosts,
  1168. bussers, etc., who also happen to be college students at the university across
  1169. the street.&amp;nbsp; If they are still on their parents’ insurance coverage, they
  1170. are likely to stay there even after 2014 and 2015.&amp;nbsp; So of those 150
  1171. full-time employees you thought you had to cover, you may actually have to
  1172. cover far less.&amp;nbsp; It depends on your specific situation.&amp;nbsp; Give us a
  1173. call so we can help you navigate the ACA waters based on your specific vessel.&lt;o:p&gt;&lt;/o:p&gt;&lt;/div&gt;
  1174. &lt;div class=&quot;MsoNormal&quot; style=&quot;text-align: justify;&quot;&gt;
  1175. &lt;br /&gt;&lt;/div&gt;
  1176. &lt;div class=&quot;MsoNormal&quot;&gt;
  1177. &lt;/div&gt;
  1178. &lt;div style=&quot;text-align: justify;&quot;&gt;
  1179. &lt;span style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;Mario K. Castillo&lt;/span&gt;&lt;/div&gt;
  1180. &lt;span style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;&lt;div style=&quot;text-align: justify;&quot;&gt;
  1181. Email: mcastillo@montyramirezlaw.com&lt;/div&gt;
  1182. &lt;/span&gt;&lt;span style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;&lt;div style=&quot;text-align: justify;&quot;&gt;
  1183. Telephone: 281.493.5529&lt;/div&gt;
  1184. &lt;/span&gt;&lt;span style=&quot;background-color: white; font-family: Arial, Helvetica, sans-serif; font-size: 12px; line-height: 16px;&quot;&gt;&lt;div style=&quot;text-align: justify;&quot;&gt;
  1185. Website:&amp;nbsp;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; target=&quot;_blank&quot;&gt;http://www.montyramirezlaw.com/&lt;/a&gt;&lt;a href=&quot;http://www.montyramirezlaw.com/&quot; style=&quot;color: #888888; text-decoration: none;&quot;&gt;&amp;nbsp;&lt;/a&gt;&lt;/div&gt;
  1186. &lt;/span&gt;</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/2924680540666988996'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/2924680540666988996'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/08/the-young-and-employer-mandate.html' title='The Young and the Employer Mandate'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-234303024625779637</id><published>2013-08-02T14:49:00.000-07:00</published><updated>2013-08-02T14:59:53.877-07:00</updated><title type='text'>The Affordable Care Act: What Business Owners Should Know</title><content type='html'>&lt;p align=&quot;justify&quot;&gt;On July 2, 2013, the Obama administration made the decision to delay the employer mandate of the Affordable Care Act until January 2015. According to information released by the House Budget Committee, the delay is estimated to cost the nation a reported $12 billion more than previously determined. What does this mean for you as a business owner? While the nation is projected to accumulate high costs over the next couple of years, we want to make sure your business avoids doing the same. Before implementation, a few basic assessments are necessary.&lt;/p&gt;
  1187. &lt;p align=&quot;justify&quot;&gt;Know your employees. Under the employer mandate, businesses with 50 or more full-time equivalent employees are required to offer a qualified health plan to their full-time employees. To find out if this applies to your business, you need to know how to correctly count your employees. Answer the following questions: Who are your full-time year-round employees? Who are your full-time partial-year employees? Who are your temporary employees? These answers should help you calculate a fairly accurate number of your full-time equivalent employees. This number will determine if you are subject to the employer mandate. Although be aware, if you own more than one business, there may be other factors you may have to take into account.&lt;/p&gt;
  1188. &lt;p align=&quot;justify&quot;&gt;Know your options. Although the ACA requires a business with 50 or more full-time equivalent employees to offer qualified health plans (or likely be penalized), there are other routes you should consider.  Take some time to weigh your options. List the pros and cons of offering qualified insurance. Assess your financials. Ask yourself, what’s important to you as an employer? The Affordable Care Act is not black or white. There are a variety of ways to intelligently respond to it.&lt;/p&gt;
  1189. &lt;p align=&quot;justify&quot;&gt;Know the SHOP Exchanges. On October 1, 2013, the Small Business Health Options Program Exchange will only be available to businesses with 50 or less full-time employees, with the exception of some states allowing 100. All businesses with more than 50 and less than 100 full-time employees will have access to the SHOPs beginning in 2016. The provisions for SHOP Exchanges vary from state to state. For Texas, the federal government will run the exchanges. While 12 states have already released premium rates to the public, Texas is not yet one of them.&lt;/p&gt;
  1190. &lt;p align=&quot;justify&quot;&gt;Should you have any questions about the Affordable Care Act, give us a call. We have answers for you. With our professional advice, we can customize a plan to best benefit you and your business moving forward.&lt;/p&gt;
  1191.  
  1192. &lt;br&gt;Mario K. Castillo&lt;br /&gt;
  1193. &lt;br&gt;Email: mcastillo@montyramirezlaw.com&lt;br /&gt;
  1194. &lt;br&gt;Telephone: 281.493.5529&lt;br /&gt;
  1195. &lt;br&gt;Website: &lt;a href=&quot;http://www.montyramirezlaw.com/&quot;&gt;http://www.montyramirezlaw.com/
  1196.  
  1197. &lt;/a&gt;&lt;/br&gt;</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/234303024625779637'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/234303024625779637'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/08/the-affordable-care-act-what-business.html' title='The Affordable Care Act: What Business Owners Should Know'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-1025334665074801747</id><published>2013-03-09T09:54:00.001-08:00</published><updated>2013-03-09T09:59:36.262-08:00</updated><category scheme="http://www.blogger.com/atom/ns#" term="2013"/><category scheme="http://www.blogger.com/atom/ns#" term="Employment Eligibility Verification"/><category scheme="http://www.blogger.com/atom/ns#" term="I-9 Compliance"/><category scheme="http://www.blogger.com/atom/ns#" term="May 8"/><category scheme="http://www.blogger.com/atom/ns#" term="New I-9"/><category scheme="http://www.blogger.com/atom/ns#" term="Revised I-9"/><category scheme="http://www.blogger.com/atom/ns#" term="USCIS"/><title type='text'>New Form I-9 Released on March 8, 2013 </title><content type='html'>&lt;!--[if gte mso 9]&gt;&lt;xml&gt;
  1198. &lt;o:OfficeDocumentSettings&gt;
  1199.  &lt;o:AllowPNG/&gt;
  1200. &lt;/o:OfficeDocumentSettings&gt;
  1201. &lt;/xml&gt;&lt;![endif]--&gt;&lt;span style=&quot;font-family: Arial,Helvetica,sans-serif;&quot;&gt;&lt;span style=&quot;font-size: small;&quot;&gt;The government revised the Form I-9, Employment
  1202. Eligibility Verification (“I-9”), on March 8, 2013.&amp;nbsp; The I-9 is the form that all employers must
  1203. complete for all newly-hired employees to verify their identity and
  1204. authorization to work in the United States.&amp;nbsp;
  1205. U.S. Citizenship and Immigration
  1206. Services (“USCIS”) published the revised I-9 on March 8, 2013. The &lt;span style=&quot;color: blue;&quot;&gt;&lt;a href=&quot;http://www.blogger.com/blogger.g?blogID=4494907673765096950&quot; target=&quot;_blank&quot;&gt;new&amp;nbsp; I-9&lt;/a&gt;&lt;/span&gt; is
  1207. available online on the USCIS website. &amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;br /&gt;
  1208. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; text-align: justify;&quot;&gt;
  1209. &lt;br /&gt;&lt;/div&gt;
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  1211. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif;&quot;&gt;&lt;span style=&quot;font-size: small;&quot;&gt;The government is giving employers a
  1212. 60 day grace period to begin using the new I-9.&amp;nbsp;
  1213. &lt;i&gt;Employers will be required to begin using the new I-9 on May 8,
  1214. 2013&lt;/i&gt;.&amp;nbsp; In &lt;span style=&quot;font-size: small;&quot;&gt;short, e&lt;/span&gt;mployers
  1215. may continue to use the&lt;span style=&quot;font-size: small;&quot;&gt; &lt;/span&gt;previous I-9 until May 7, 2013&lt;span style=&quot;font-size: small;&quot;&gt;, and after this da&lt;span style=&quot;font-size: small;&quot;&gt;te, employers will be required&lt;span style=&quot;font-size: small;&quot;&gt; to&lt;/span&gt;&lt;/span&gt;&lt;/span&gt;
  1216. use the new I-9. &amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
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  1218. &lt;br /&gt;&lt;/div&gt;
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  1220. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif;&quot;&gt;&lt;span style=&quot;font-size: small;&quot;&gt;Remember, &lt;span style=&quot;font-size: small;&quot;&gt;e&lt;/span&gt;mployers are required to comply
  1221. with all I-9 requirements and cannot employ any individual unauthorized to
  1222. work.&amp;nbsp;If you have questions about th&lt;span style=&quot;font-size: small;&quot;&gt;e new I-9 or your immigration compliance policies, &lt;/span&gt;contact your
  1223. attorney who specializes in I-9 compliance. Doing so will prepare you and your
  1224. company comply with the law.&amp;nbsp;&lt;/span&gt;&lt;/span&gt;&lt;/div&gt;
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  1226. &lt;br /&gt;&lt;/div&gt;
  1227. &lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin-bottom: 0.0001pt; text-align: justify;&quot;&gt;
  1228. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif;&quot;&gt;&lt;span style=&quot;font-size: small;&quot;&gt;Daniel N. Ramirez is a named partner at Monty &amp;amp; Ramirez LLP.&amp;nbsp; He is
  1229. also board certified in labor and employment law by the Texas Board of
  1230. Specialization and has been recognized as a Rising Star by Super Lawyers
  1231. magazine. Daniel&lt;span style=&quot;font-size: small;&quot;&gt;&#39;s practice also focuses on representing and advising client&lt;span style=&quot;font-size: small;&quot;&gt;s with their immigration compl&lt;span style=&quot;font-size: small;&quot;&gt;iance matters.&lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;/span&gt;&lt;/span&gt;
  1232.  
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  1235. &lt;br /&gt;&lt;/div&gt;
  1236. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif;&quot;&gt;&lt;span style=&quot;font-size: small;&quot;&gt;
  1237.  
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  1240. &lt;span style=&quot;font-family: Arial,Helvetica,sans-serif;&quot;&gt;&lt;span style=&quot;font-size: small;&quot;&gt;Daniel&#39;s Contact Information:&lt;br /&gt;
  1241. Email: &lt;a href=&quot;mailto:dramirez@montyramirezlaw.com&quot;&gt;&lt;span style=&quot;color: blue;&quot;&gt;dramirez@montyramirezlaw.com&lt;/span&gt;&lt;/a&gt;&lt;br /&gt;
  1242. Telephone: 281.493.5529&lt;br /&gt;
  1243. Website: &lt;a href=&quot;http://www.montyramirezlaw.com/&quot;&gt;&lt;span style=&quot;color: blue;&quot;&gt;http://www.montyramirezlaw.com
  1244. &lt;/span&gt;&lt;/a&gt;&lt;/span&gt;&lt;/span&gt;&lt;span style=&quot;font-family: &amp;quot;Times New Roman&amp;quot;,&amp;quot;serif&amp;quot;; font-size: 12.0pt; mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;&lt;/span&gt;&lt;/div&gt;
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  1564. &lt;![endif]--&gt;&lt;br /&gt;</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/1025334665074801747'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/1025334665074801747'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/03/new-form-i-9-released-by-uscis.html' title='New Form I-9 Released on March 8, 2013 '/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-4634341112274196188</id><published>2013-02-21T11:26:00.001-08:00</published><updated>2013-02-21T18:19:24.809-08:00</updated><category scheme="http://www.blogger.com/atom/ns#" term="attorney"/><category scheme="http://www.blogger.com/atom/ns#" term="audit"/><category scheme="http://www.blogger.com/atom/ns#" term="E-verify"/><category scheme="http://www.blogger.com/atom/ns#" term="Form I-9"/><category scheme="http://www.blogger.com/atom/ns#" term="ICE"/><category scheme="http://www.blogger.com/atom/ns#" term="immigration compliance"/><category scheme="http://www.blogger.com/atom/ns#" term="Immigration Reform"/><title type='text'>Proposed Immigration Reform Legislation and E-Verify</title><content type='html'>&lt;!--[if gte mso 9]&gt;&lt;xml&gt;
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  1637.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;11&quot; SemiHidden=&quot;false&quot;
  1638.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Subtitle&quot;/&gt;
  1639.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;22&quot; SemiHidden=&quot;false&quot;
  1640.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Strong&quot;/&gt;
  1641.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;20&quot; SemiHidden=&quot;false&quot;
  1642.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Emphasis&quot;/&gt;
  1643.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;59&quot; SemiHidden=&quot;false&quot;
  1644.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Table Grid&quot;/&gt;
  1645.  &lt;w:LsdException Locked=&quot;false&quot; UnhideWhenUsed=&quot;false&quot; Name=&quot;Placeholder Text&quot;/&gt;
  1646.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;1&quot; SemiHidden=&quot;false&quot;
  1647.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;No Spacing&quot;/&gt;
  1648.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  1649.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading&quot;/&gt;
  1650.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  1651.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List&quot;/&gt;
  1652.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  1653.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid&quot;/&gt;
  1654.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  1655.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1&quot;/&gt;
  1656.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  1657.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2&quot;/&gt;
  1658.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  1659.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1&quot;/&gt;
  1660.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  1661.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2&quot;/&gt;
  1662.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  1663.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1&quot;/&gt;
  1664.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  1665.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2&quot;/&gt;
  1666.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  1667.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3&quot;/&gt;
  1668.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  1669.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List&quot;/&gt;
  1670.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  1671.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading&quot;/&gt;
  1672.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  1673.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List&quot;/&gt;
  1674.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  1675.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid&quot;/&gt;
  1676.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  1677.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 1&quot;/&gt;
  1678.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  1679.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 1&quot;/&gt;
  1680.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  1681.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 1&quot;/&gt;
  1682.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  1683.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 1&quot;/&gt;
  1684.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  1685.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 1&quot;/&gt;
  1686.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  1687.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 1&quot;/&gt;
  1688.  &lt;w:LsdException Locked=&quot;false&quot; UnhideWhenUsed=&quot;false&quot; Name=&quot;Revision&quot;/&gt;
  1689.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;34&quot; SemiHidden=&quot;false&quot;
  1690.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;List Paragraph&quot;/&gt;
  1691.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;29&quot; SemiHidden=&quot;false&quot;
  1692.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Quote&quot;/&gt;
  1693.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;30&quot; SemiHidden=&quot;false&quot;
  1694.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Intense Quote&quot;/&gt;
  1695.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  1696.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 1&quot;/&gt;
  1697.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  1698.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 1&quot;/&gt;
  1699.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  1700.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 1&quot;/&gt;
  1701.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  1702.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 1&quot;/&gt;
  1703.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  1704.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 1&quot;/&gt;
  1705.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  1706.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 1&quot;/&gt;
  1707.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  1708.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 1&quot;/&gt;
  1709.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  1710.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 1&quot;/&gt;
  1711.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  1712.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 2&quot;/&gt;
  1713.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  1714.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 2&quot;/&gt;
  1715.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  1716.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 2&quot;/&gt;
  1717.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  1718.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 2&quot;/&gt;
  1719.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  1720.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 2&quot;/&gt;
  1721.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  1722.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 2&quot;/&gt;
  1723.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  1724.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 2&quot;/&gt;
  1725.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  1726.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 2&quot;/&gt;
  1727.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  1728.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 2&quot;/&gt;
  1729.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  1730.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 2&quot;/&gt;
  1731.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  1732.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 2&quot;/&gt;
  1733.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  1734.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 2&quot;/&gt;
  1735.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  1736.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 2&quot;/&gt;
  1737.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  1738.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 2&quot;/&gt;
  1739.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  1740.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 3&quot;/&gt;
  1741.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  1742.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 3&quot;/&gt;
  1743.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  1744.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 3&quot;/&gt;
  1745.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  1746.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 3&quot;/&gt;
  1747.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  1748.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 3&quot;/&gt;
  1749.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  1750.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 3&quot;/&gt;
  1751.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  1752.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 3&quot;/&gt;
  1753.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  1754.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 3&quot;/&gt;
  1755.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  1756.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 3&quot;/&gt;
  1757.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  1758.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 3&quot;/&gt;
  1759.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  1760.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 3&quot;/&gt;
  1761.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  1762.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 3&quot;/&gt;
  1763.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  1764.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 3&quot;/&gt;
  1765.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  1766.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 3&quot;/&gt;
  1767.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  1768.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 4&quot;/&gt;
  1769.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  1770.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 4&quot;/&gt;
  1771.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  1772.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 4&quot;/&gt;
  1773.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  1774.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 4&quot;/&gt;
  1775.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  1776.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 4&quot;/&gt;
  1777.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  1778.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 4&quot;/&gt;
  1779.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  1780.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 4&quot;/&gt;
  1781.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  1782.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 4&quot;/&gt;
  1783.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  1784.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 4&quot;/&gt;
  1785.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  1786.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 4&quot;/&gt;
  1787.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  1788.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 4&quot;/&gt;
  1789.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  1790.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 4&quot;/&gt;
  1791.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  1792.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 4&quot;/&gt;
  1793.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  1794.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 4&quot;/&gt;
  1795.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  1796.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 5&quot;/&gt;
  1797.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  1798.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 5&quot;/&gt;
  1799.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  1800.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 5&quot;/&gt;
  1801.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  1802.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 5&quot;/&gt;
  1803.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  1804.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 5&quot;/&gt;
  1805.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  1806.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 5&quot;/&gt;
  1807.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  1808.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 5&quot;/&gt;
  1809.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  1810.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 5&quot;/&gt;
  1811.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  1812.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 5&quot;/&gt;
  1813.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  1814.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 5&quot;/&gt;
  1815.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  1816.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 5&quot;/&gt;
  1817.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  1818.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 5&quot;/&gt;
  1819.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  1820.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 5&quot;/&gt;
  1821.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  1822.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 5&quot;/&gt;
  1823.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  1824.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 6&quot;/&gt;
  1825.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  1826.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 6&quot;/&gt;
  1827.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  1828.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 6&quot;/&gt;
  1829.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  1830.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 6&quot;/&gt;
  1831.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  1832.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 6&quot;/&gt;
  1833.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  1834.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 6&quot;/&gt;
  1835.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  1836.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 6&quot;/&gt;
  1837.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  1838.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 6&quot;/&gt;
  1839.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  1840.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 6&quot;/&gt;
  1841.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  1842.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 6&quot;/&gt;
  1843.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  1844.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 6&quot;/&gt;
  1845.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  1846.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 6&quot;/&gt;
  1847.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  1848.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 6&quot;/&gt;
  1849.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  1850.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 6&quot;/&gt;
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  1888. &lt;![endif]--&gt;&lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: small;&quot;&gt;The
  1889. discussion about Congress possibly passing immigration reform is a major topic
  1890. right now. Many expect that in 2013, Congress will pass some version of
  1891. immigration reform (&lt;i&gt;i.e&lt;/i&gt;.,
  1892. providing legal status to individuals who are currently residing in the U.S. without
  1893. legal authorization). In looking at what is currently in the pipeline, some of
  1894. the proposed bills and related discussions&lt;/span&gt;&lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: small;&quot;&gt;&lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;;&quot;&gt; point to
  1895. a mandatory requirement that all employers enroll in E-Verify or
  1896. possibly some other version of E-Verify&lt;/span&gt;.
  1897. Presently, employers may voluntarily enroll in E-Verify, and certain employers,
  1898. who contract with the government, are required to enroll in the
  1899. program.&amp;nbsp; &lt;/span&gt;&lt;br /&gt;
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  1903. &lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: small;&quot;&gt;Although nothing is final, it is
  1904. important to be prepared to transition into any possible E-Verify
  1905. requirement.&lt;/span&gt;&lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: small;&quot;&gt;&amp;nbsp; While we wait
  1906. for Congress’ decision on immigration reform, employers should continue to comply
  1907. with the immigration laws that apply to their business.&amp;nbsp;&lt;/span&gt;&lt;br /&gt;
  1908. &lt;span style=&quot;font-family: Arial, sans-serif;&quot;&gt;&lt;br /&gt;&lt;/span&gt;
  1909. &lt;span style=&quot;font-family: Arial, sans-serif;&quot;&gt;Employers are required to comply with all
  1910. Form I-9 requirements and cannot employ any individual unauthorized to work.&amp;nbsp;If
  1911. your I-9 compliance is in need of review, you should contact your attorney who
  1912. specializes in I-9 compliance. Doing so will prepare you and your company to
  1913. transition into any immigration reform that becomes law.&lt;/span&gt;&lt;/div&gt;
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  1915. &lt;span style=&quot;font-family: Arial, sans-serif;&quot;&gt;&lt;br /&gt;&lt;/span&gt;
  1916. &lt;span style=&quot;font-family: Arial, sans-serif;&quot;&gt;Daniel
  1917. N. Ramirez is a named partner at Monty &amp;amp; Ramirez LLP.&amp;nbsp; He is also
  1918. board certified in labor and employment law by the Texas Board of
  1919. Specialization and has been recognized as a Rising Star by Super Lawyers
  1920. magazine.&amp;nbsp;&lt;/span&gt;&lt;/div&gt;
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  1924. &lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: small;&quot;&gt;Daniel&#39;s
  1925. Contact Information&lt;span style=&quot;font-size: small;&quot;&gt;:&lt;/span&gt;&lt;/span&gt;&lt;br /&gt;
  1926. &lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: small;&quot;&gt;Email:
  1927. &lt;a href=&quot;mailto:dramirez@montyramirezlaw.com&quot;&gt;dramirez@montyramirezlaw.com&lt;/a&gt;&amp;nbsp;&lt;/span&gt;&lt;br /&gt;
  1928. &lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: small;&quot;&gt;Telephone:
  1929. 281.493.5529&lt;/span&gt;&lt;br /&gt;
  1930. &lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: small;&quot;&gt;Website:
  1931. &lt;a href=&quot;http://www.montyramirezlaw.com/&quot;&gt;h&lt;span style=&quot;font-size: small;&quot;&gt;t&lt;/span&gt;tp://www.montyramirezlaw.com &lt;/a&gt;&lt;/span&gt;&lt;/div&gt;
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  1934. </content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/4634341112274196188'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/4634341112274196188'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/02/proposed-immigration-reform-legislation.html' title='Proposed Immigration Reform Legislation and E-Verify'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-5394064550826330597</id><published>2013-02-06T08:21:00.000-08:00</published><updated>2013-02-06T08:21:58.442-08:00</updated><category scheme="http://www.blogger.com/atom/ns#" term="bona fide dispute of wage or time worked"/><category scheme="http://www.blogger.com/atom/ns#" term="enforceable"/><category scheme="http://www.blogger.com/atom/ns#" term="minimize liaibility"/><category scheme="http://www.blogger.com/atom/ns#" term="overtime"/><category scheme="http://www.blogger.com/atom/ns#" term="settlement"/><category scheme="http://www.blogger.com/atom/ns#" term="wage"/><category scheme="http://www.blogger.com/atom/ns#" term="without court approval"/><title type='text'>Employers Can Now Settle Their Employee Wage Claims Without Court Approval</title><content type='html'>&lt;!--[if gte mso 9]&gt;&lt;xml&gt;
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  2073.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 1&quot;/&gt;
  2074.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  2075.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 1&quot;/&gt;
  2076.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  2077.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 1&quot;/&gt;
  2078.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  2079.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 2&quot;/&gt;
  2080.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  2081.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 2&quot;/&gt;
  2082.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  2083.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 2&quot;/&gt;
  2084.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  2085.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 2&quot;/&gt;
  2086.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  2087.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 2&quot;/&gt;
  2088.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  2089.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 2&quot;/&gt;
  2090.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  2091.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 2&quot;/&gt;
  2092.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  2093.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 2&quot;/&gt;
  2094.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  2095.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 2&quot;/&gt;
  2096.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  2097.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 2&quot;/&gt;
  2098.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  2099.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 2&quot;/&gt;
  2100.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  2101.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 2&quot;/&gt;
  2102.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  2103.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 2&quot;/&gt;
  2104.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  2105.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 2&quot;/&gt;
  2106.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  2107.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 3&quot;/&gt;
  2108.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  2109.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 3&quot;/&gt;
  2110.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  2111.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 3&quot;/&gt;
  2112.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  2113.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 3&quot;/&gt;
  2114.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  2115.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 3&quot;/&gt;
  2116.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  2117.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 3&quot;/&gt;
  2118.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  2119.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 3&quot;/&gt;
  2120.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  2121.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 3&quot;/&gt;
  2122.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  2123.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 3&quot;/&gt;
  2124.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  2125.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 3&quot;/&gt;
  2126.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  2127.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 3&quot;/&gt;
  2128.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  2129.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 3&quot;/&gt;
  2130.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  2131.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 3&quot;/&gt;
  2132.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  2133.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 3&quot;/&gt;
  2134.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  2135.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 4&quot;/&gt;
  2136.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  2137.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 4&quot;/&gt;
  2138.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  2139.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 4&quot;/&gt;
  2140.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  2141.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 4&quot;/&gt;
  2142.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  2143.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 4&quot;/&gt;
  2144.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  2145.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 4&quot;/&gt;
  2146.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  2147.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 4&quot;/&gt;
  2148.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  2149.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 4&quot;/&gt;
  2150.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  2151.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 4&quot;/&gt;
  2152.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  2153.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 4&quot;/&gt;
  2154.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  2155.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 4&quot;/&gt;
  2156.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  2157.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 4&quot;/&gt;
  2158.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  2159.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 4&quot;/&gt;
  2160.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  2161.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 4&quot;/&gt;
  2162.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  2163.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 5&quot;/&gt;
  2164.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  2165.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 5&quot;/&gt;
  2166.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  2167.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 5&quot;/&gt;
  2168.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  2169.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 5&quot;/&gt;
  2170.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  2171.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 5&quot;/&gt;
  2172.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  2173.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 5&quot;/&gt;
  2174.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  2175.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 5&quot;/&gt;
  2176.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  2177.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 5&quot;/&gt;
  2178.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  2179.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 5&quot;/&gt;
  2180.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  2181.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 5&quot;/&gt;
  2182.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  2183.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 5&quot;/&gt;
  2184.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  2185.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 5&quot;/&gt;
  2186.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  2187.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 5&quot;/&gt;
  2188.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  2189.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 5&quot;/&gt;
  2190.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;60&quot; SemiHidden=&quot;false&quot;
  2191.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Shading Accent 6&quot;/&gt;
  2192.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;61&quot; SemiHidden=&quot;false&quot;
  2193.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light List Accent 6&quot;/&gt;
  2194.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;62&quot; SemiHidden=&quot;false&quot;
  2195.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Light Grid Accent 6&quot;/&gt;
  2196.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;63&quot; SemiHidden=&quot;false&quot;
  2197.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 1 Accent 6&quot;/&gt;
  2198.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;64&quot; SemiHidden=&quot;false&quot;
  2199.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Shading 2 Accent 6&quot;/&gt;
  2200.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;65&quot; SemiHidden=&quot;false&quot;
  2201.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 1 Accent 6&quot;/&gt;
  2202.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;66&quot; SemiHidden=&quot;false&quot;
  2203.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium List 2 Accent 6&quot;/&gt;
  2204.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;67&quot; SemiHidden=&quot;false&quot;
  2205.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 1 Accent 6&quot;/&gt;
  2206.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;68&quot; SemiHidden=&quot;false&quot;
  2207.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 2 Accent 6&quot;/&gt;
  2208.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;69&quot; SemiHidden=&quot;false&quot;
  2209.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Medium Grid 3 Accent 6&quot;/&gt;
  2210.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;70&quot; SemiHidden=&quot;false&quot;
  2211.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Dark List Accent 6&quot;/&gt;
  2212.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;71&quot; SemiHidden=&quot;false&quot;
  2213.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Shading Accent 6&quot;/&gt;
  2214.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;72&quot; SemiHidden=&quot;false&quot;
  2215.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful List Accent 6&quot;/&gt;
  2216.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;73&quot; SemiHidden=&quot;false&quot;
  2217.   UnhideWhenUsed=&quot;false&quot; Name=&quot;Colorful Grid Accent 6&quot;/&gt;
  2218.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;19&quot; SemiHidden=&quot;false&quot;
  2219.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Subtle Emphasis&quot;/&gt;
  2220.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;21&quot; SemiHidden=&quot;false&quot;
  2221.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Intense Emphasis&quot;/&gt;
  2222.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;31&quot; SemiHidden=&quot;false&quot;
  2223.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Subtle Reference&quot;/&gt;
  2224.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;32&quot; SemiHidden=&quot;false&quot;
  2225.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Intense Reference&quot;/&gt;
  2226.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;33&quot; SemiHidden=&quot;false&quot;
  2227.   UnhideWhenUsed=&quot;false&quot; QFormat=&quot;true&quot; Name=&quot;Book Title&quot;/&gt;
  2228.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;37&quot; Name=&quot;Bibliography&quot;/&gt;
  2229.  &lt;w:LsdException Locked=&quot;false&quot; Priority=&quot;39&quot; QFormat=&quot;true&quot; Name=&quot;TOC Heading&quot;/&gt;
  2230. &lt;/w:LatentStyles&gt;
  2231. &lt;/xml&gt;&lt;![endif]--&gt;&lt;!--[if gte mso 10]&gt;
  2232. &lt;style&gt;
  2233. /* Style Definitions */
  2234. table.MsoNormalTable
  2235. {mso-style-name:&quot;Table Normal&quot;;
  2236. mso-tstyle-rowband-size:0;
  2237. mso-tstyle-colband-size:0;
  2238. mso-style-noshow:yes;
  2239. mso-style-priority:99;
  2240. mso-style-parent:&quot;&quot;;
  2241. mso-padding-alt:0in 5.4pt 0in 5.4pt;
  2242. mso-para-margin:0in;
  2243. mso-para-margin-bottom:.0001pt;
  2244. mso-pagination:widow-orphan;
  2245. font-size:10.0pt;
  2246. font-family:&quot;Times New Roman&quot;,&quot;serif&quot;;}
  2247. &lt;/style&gt;
  2248. &lt;![endif]--&gt;
  2249.  
  2250. &lt;br /&gt;
  2251. &lt;!--[if gte mso 9]&gt;&lt;xml&gt;
  2252. &lt;w:WordDocument&gt;
  2253.  &lt;w:View&gt;Normal&lt;/w:View&gt;
  2254.  &lt;w:Zoom&gt;0&lt;/w:Zoom&gt;
  2255.  &lt;w:TrackMoves/&gt;
  2256.  &lt;w:TrackFormatting/&gt;
  2257.  &lt;w:PunctuationKerning/&gt;
  2258.  &lt;w:ValidateAgainstSchemas/&gt;
  2259.  &lt;w:SaveIfXMLInvalid&gt;false&lt;/w:SaveIfXMLInvalid&gt;
  2260.  &lt;w:IgnoreMixedContent&gt;false&lt;/w:IgnoreMixedContent&gt;
  2261.  &lt;w:AlwaysShowPlaceholderText&gt;false&lt;/w:AlwaysShowPlaceholderText&gt;
  2262.  &lt;w:DoNotPromoteQF/&gt;
  2263.  &lt;w:LidThemeOther&gt;EN-US&lt;/w:LidThemeOther&gt;
  2264.  &lt;w:LidThemeAsian&gt;X-NONE&lt;/w:LidThemeAsian&gt;
  2265.  &lt;w:LidThemeComplexScript&gt;X-NONE&lt;/w:LidThemeComplexScript&gt;
  2266.  &lt;w:Compatibility&gt;
  2267.   &lt;w:BreakWrappedTables/&gt;
  2268.   &lt;w:SnapToGridInCell/&gt;
  2269.   &lt;w:WrapTextWithPunct/&gt;
  2270.   &lt;w:UseAsianBreakRules/&gt;
  2271.   &lt;w:DontGrowAutofit/&gt;
  2272.   &lt;w:SplitPgBreakAndParaMark/&gt;
  2273.   &lt;w:EnableOpenTypeKerning/&gt;
  2274.   &lt;w:DontFlipMirrorIndents/&gt;
  2275.   &lt;w:OverrideTableStyleHps/&gt;
  2276.  &lt;/w:Compatibility&gt;
  2277.  &lt;w:BrowserLevel&gt;MicrosoftInternetExplorer4&lt;/w:BrowserLevel&gt;
  2278.  &lt;m:mathPr&gt;
  2279.   &lt;m:mathFont m:val=&quot;Cambria Math&quot;/&gt;
  2280.   &lt;m:brkBin m:val=&quot;before&quot;/&gt;
  2281.   &lt;m:brkBinSub m:val=&quot;&amp;#45;-&quot;/&gt;
  2282.   &lt;m:smallFrac m:val=&quot;off&quot;/&gt;
  2283.   &lt;m:dispDef/&gt;
  2284.   &lt;m:lMargin m:val=&quot;0&quot;/&gt;
  2285.   &lt;m:rMargin m:val=&quot;0&quot;/&gt;
  2286.   &lt;m:defJc m:val=&quot;centerGroup&quot;/&gt;
  2287.   &lt;m:wrapIndent m:val=&quot;1440&quot;/&gt;
  2288.   &lt;m:intLim m:val=&quot;subSup&quot;/&gt;
  2289.   &lt;m:naryLim m:val=&quot;undOvr&quot;/&gt;
  2290.  &lt;/m:mathPr&gt;&lt;/w:WordDocument&gt;
  2291. &lt;/xml&gt;&lt;![endif]--&gt;
  2292.  
  2293. &lt;br /&gt;
  2294. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2295. &lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: 12.0pt;&quot;&gt;Good news for
  2296. Texas employers!&amp;nbsp; A federal court of appeals recently confirmed Texas employers can
  2297. settle wage disputes with their employees. Prior to this decision, an employer
  2298. could not enter into an enforceable private settlement
  2299. agreement with an employee to resolve a disputed amount of wages or hours
  2300. worked—unless the
  2301. settlement agreement was approved by a court or resolved through a DOL
  2302. investigation. For example, if Employer ABC identified a minimum wage or
  2303. overtime error, Employer ABC could offer the affected
  2304. employee a settlement agreement to correct and resolve
  2305. the error.&amp;nbsp; However, the big problem was that such a settlement
  2306. agreement was not enforceable.&amp;nbsp; So even after entering into such a
  2307. settlement agreement, the employee could file a lawsuit contending that she did
  2308. not agree to the amount paid by the employer and pursue her claim through
  2309. litigation.&amp;nbsp; &lt;/span&gt;&lt;span style=&quot;font-family: &amp;quot;Times New Roman&amp;quot;,&amp;quot;serif&amp;quot;; font-size: 12.0pt;&quot;&gt;&lt;/span&gt;&lt;/div&gt;
  2310. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2311. &lt;br /&gt;&lt;/div&gt;
  2312. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2313. &lt;span style=&quot;color: navy; font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: 12.0pt;&quot;&gt;T&lt;/span&gt;&lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: 12.0pt;&quot;&gt;he law has changed in favor of employers, at least in Texas, due to
  2314. a decision by the Fifth Circuit Court of appeals.&amp;nbsp; The court held that such settlement agreements are
  2315. enforceable.&amp;nbsp; Using the same example as above, once Employer ABC
  2316. and the employee enter into a settlement agreement regarding a dispute about
  2317. owed wages or hours worked, this settlement agreement is final and
  2318. enforceable.&amp;nbsp; An employee can no longer side step the settlement agreement
  2319. and decide to later file a lawsuit for more
  2320. money (&lt;i&gt;e.g&lt;/i&gt;., wages owed, liquidated damages, and attorney&#39;s fees).&amp;nbsp;
  2321. Employers no longer have to &quot;wait it out&quot; to find out if their
  2322. employee&amp;nbsp; is going to sue for a wage claim they formally resolved through
  2323. a settlement.&amp;nbsp;&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;font-family: &amp;quot;Times New Roman&amp;quot;,&amp;quot;serif&amp;quot;; font-size: 12.0pt;&quot;&gt;&lt;/span&gt;&lt;/div&gt;
  2324. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2325. &lt;br /&gt;&lt;/div&gt;
  2326. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2327. &lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: 12.0pt;&quot;&gt;Even though this is
  2328. good news for employers, companies should still consult with their employment
  2329. attorney to settle any wage and hour matters.&amp;nbsp;&lt;/span&gt;&lt;/div&gt;
  2330. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2331. &lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: 12.0pt;&quot;&gt;&amp;nbsp; &lt;/span&gt;&lt;span style=&quot;font-family: &amp;quot;Times New Roman&amp;quot;,&amp;quot;serif&amp;quot;; font-size: 12.0pt;&quot;&gt;&lt;/span&gt;&lt;/div&gt;
  2332. &lt;div class=&quot;MsoNormal&quot;&gt;
  2333. &lt;span style=&quot;font-family: &amp;quot;Arial&amp;quot;,&amp;quot;sans-serif&amp;quot;; font-size: 12.0pt;&quot;&gt;Daniel
  2334. N. Ramirez is a named partner at Monty &amp;amp; Ramirez LLP.&amp;nbsp; He is also
  2335. board certified in labor and employment law by the Texas Board of
  2336. Specialization and has been recognized as a Rising Star by Super Lawyers
  2337. magazine. &lt;/span&gt;&lt;/div&gt;
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  2339. &lt;br /&gt;&lt;/div&gt;
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  2615. &lt;![endif]--&gt;</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/5394064550826330597'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/5394064550826330597'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/02/employers-can-now-settle-their-employee.html' title='Employers Can Now Settle Their Employee Wage Claims Without Court Approval'/><author><name>Monty &amp;amp; Ramirez LLP</name><uri>http://www.blogger.com/profile/15576065922048039033</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='31' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjaomYZIdQKQukwXptV5zHDP8ifF0Z1AWFJDDgAxLHQqrpU_74yvMJvBkk-Xi_kfsKLxiRi5KyE6pxwGDeELVjpFsPU3MlcaaIyffjojb_plcVo5CMKmzccsU3fabxR2Q/s220/MR+Symbol.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-4078957527239877147</id><published>2013-02-04T16:00:00.000-08:00</published><updated>2013-02-05T05:09:15.139-08:00</updated><category scheme="http://www.blogger.com/atom/ns#" term="Deferred Action"/><category scheme="http://www.blogger.com/atom/ns#" term="DREAMers"/><category scheme="http://www.blogger.com/atom/ns#" term="Driver&#39;s License"/><category scheme="http://www.blogger.com/atom/ns#" term="Social Security"/><category scheme="http://www.blogger.com/atom/ns#" term="Texas"/><title type='text'>Reasons why Texas Dreamers Should Apply for their Driver’s License Before Applying for a Social Security Number </title><content type='html'>&lt;!--[if gte mso 9]&gt;&lt;xml&gt;
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  2943. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2944. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;As explained previously, once
  2945. you receive your Deferred Action Approval and Employment Authorization, we
  2946. suggest that you immediately apply for your Texas Driver’s License or Texas Identification
  2947. Card before your Social Security Card to avoid any delay in getting your
  2948. driver’s license.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  2949. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
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  2952. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;Normally, it takes
  2953. approximately 10 business days to receive a Social Security Card in the
  2954. mail.&lt;span style=&quot;mso-spacerun: yes;&quot;&gt;&amp;nbsp;&lt;/span&gt;But, it may take longer if the
  2955. Social Security Administration requires additional review of an application.&lt;span style=&quot;mso-spacerun: yes;&quot;&gt;&amp;nbsp; &lt;/span&gt;Therefore, waiting until the arrival of your
  2956. Social Security Card in the mail will only delay your application for a Texas
  2957. Driver’s License.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
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  2960. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2961. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;Go to this link for more
  2962. information:&amp;nbsp;&lt;/span&gt;&lt;a href=&quot;http://ssa-custhelp.ssa.gov/app/answers/detail/a_id/1669/~/time-frame-for-processing-a-social-security-card-for-a-legal-alien&quot;&gt;&lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;http://ssa-custhelp.ssa.gov/app/answers/detail/a_id/1669/~/time-frame-for-processing-a-social-security-card-for-a-legal-alien&lt;/span&gt;&lt;/a&gt;&lt;/div&gt;
  2963. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2964. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;&lt;br /&gt;&lt;/span&gt;&lt;/div&gt;
  2965. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2966. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;Also, the application process
  2967. for a Texas Driver’s License is faster and you will be given a temporary license
  2968. while waiting for the actual license to arrive in the mail.&lt;span style=&quot;mso-spacerun: yes;&quot;&gt;&amp;nbsp;&lt;/span&gt;This will allow you to drive legally and to avoid
  2969. any traffic tickets for failure to carry a valid Texas Driver’s License.&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  2970. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2971. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;&lt;br /&gt;&lt;/span&gt;&lt;/div&gt;
  2972. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2973. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;Go to this link to prepare
  2974. for your Texas Driver’s License:&amp;nbsp;&lt;/span&gt;&lt;a href=&quot;http://www.txdps.state.tx.us/DriverLicense/ApplyforLicense.htm&quot;&gt;&lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;http://www.txdps.state.tx.us/DriverLicense/ApplyforLicense.htm&lt;/span&gt;&lt;/a&gt;&lt;/div&gt;
  2975. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2976. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;&lt;br /&gt;&lt;/span&gt;&lt;/div&gt;
  2977. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2978. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;If you have &lt;u&gt;not&lt;/u&gt; yet
  2979. applied for a Social Security Number, then you may apply for a Texas Driver’s
  2980. License first.&lt;span style=&quot;mso-spacerun: yes;&quot;&gt;&amp;nbsp; &lt;/span&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;
  2981. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2982. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;&lt;br /&gt;&lt;/span&gt;&lt;/div&gt;
  2983. &lt;div class=&quot;MsoNormal&quot; style=&quot;mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;&quot;&gt;
  2984. &lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;Go to this link for more
  2985. information:&amp;nbsp;&lt;/span&gt;&lt;a href=&quot;http://www.txdps.state.tx.us/DriverLicense/ssn.htm&quot;&gt;&lt;span style=&quot;mso-fareast-font-family: &amp;quot;Times New Roman&amp;quot;;&quot;&gt;http://www.txdps.state.tx.us/DriverLicense/ssn.htm&lt;/span&gt;&lt;/a&gt;&lt;/div&gt;
  2986. &lt;!--EndFragment--&gt;</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/4078957527239877147'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/4078957527239877147'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2013/02/reasons-why-texas-dreamers-should-apply.html' title='Reasons why Texas Dreamers Should Apply for their Driver’s License Before Applying for a Social Security Number '/><author><name>Sarah D. Monty</name><uri>http://www.blogger.com/profile/00088812296713693734</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='21' height='32' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7GiFR3YBWm6vhfR58ihoBXxzRbdAjyLov3-mH8PNXC0WIu2qeI5mVJ6Gs0hR4u7fhVq3srSHLI3vNV_DMGrYQHKpYKZ35oT_DIpgYbVIE_vOQEbbVVYSLyAat3vaU-w/s220/Sarah+Monty%2C+4X6+300+dpi.jpg'/></author></entry><entry><id>tag:blogger.com,1999:blog-4494907673765096950.post-8278018617484613099</id><published>2012-10-18T14:34:00.000-07:00</published><updated>2012-10-18T14:34:55.062-07:00</updated><category scheme="http://www.blogger.com/atom/ns#" term="DACA"/><category scheme="http://www.blogger.com/atom/ns#" term="Deferred Action"/><category scheme="http://www.blogger.com/atom/ns#" term="DREAMers"/><category scheme="http://www.blogger.com/atom/ns#" term="Driver&#39;s License"/><category scheme="http://www.blogger.com/atom/ns#" term="Hispanic workforce"/><category scheme="http://www.blogger.com/atom/ns#" term="Houston"/><category scheme="http://www.blogger.com/atom/ns#" term="Social Security"/><category scheme="http://www.blogger.com/atom/ns#" term="Texas"/><title type='text'>Texas Dreamers - Waiting for DACA Approval? Start Studying for Driver&#39;s License Test</title><content type='html'>Upon receipt of your Deferred Action Approval and Employment Authorization you will be ready to apply for your Texas Driver’s License or Texas Identification Card.&lt;br /&gt;
  2987. &lt;br /&gt;
  2988. We suggest that you get your Texas Driver’s License or Texas Identification Card before you apply for your social security card because if you don’t you will not be able to complete your Texas Driver’s License or Texas ID until your social security card is issued. There could be a delay in getting that issued.&lt;br /&gt;
  2989. &lt;br /&gt;
  2990. So if you plan to drive in Texas – you must pass the exam.&lt;br /&gt;
  2991. &lt;br /&gt;
  2992. Dreamers – you will have to study for this exam. (It’s not that easy.)&lt;br /&gt;
  2993. &lt;br /&gt;
  2994. So, while you are waiting, get busy and find out what you have to do:&lt;br /&gt;
  2995. &lt;br /&gt;
  2996. Go to this link for more information:&lt;br /&gt;
  2997. &lt;a href=&quot;http://www.txdps.state.tx.us/DriverLicense/ApplyforLicense.htm&quot;&gt;http://www.txdps.state.tx.us/DriverLicense/ApplyforLicense.htm&lt;/a&gt;&lt;br /&gt;
  2998. &lt;br /&gt;
  2999. Go to this link to get started on your studies:&lt;br /&gt;
  3000. &lt;a href=&quot;http://www.txdps.state.tx.us/driverlicense/documents/dl-7.pdf&quot;&gt;http://www.txdps.state.tx.us/driverlicense/documents/dl-7.pdf&lt;/a&gt;&lt;br /&gt;
  3001. &lt;br /&gt;
  3002. Soon you will be eligible to be licensed to drive on Texas highways – make sure that you follow the law and get licensed.</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/8278018617484613099'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/4494907673765096950/posts/default/8278018617484613099'/><link rel='alternate' type='text/html' href='http://montyramirezlawblog.blogspot.com/2012/10/texas-dreamers-waiting-for-daca.html' title='Texas Dreamers - Waiting for DACA Approval? Start Studying for Driver&#39;s License Test'/><author><name>Sarah D. Monty</name><uri>http://www.blogger.com/profile/00088812296713693734</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='21' height='32' src='//blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7GiFR3YBWm6vhfR58ihoBXxzRbdAjyLov3-mH8PNXC0WIu2qeI5mVJ6Gs0hR4u7fhVq3srSHLI3vNV_DMGrYQHKpYKZ35oT_DIpgYbVIE_vOQEbbVVYSLyAat3vaU-w/s220/Sarah+Monty%2C+4X6+300+dpi.jpg'/></author></entry></feed>

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