Law Pointers

To deter the employers from exercising discriminative acts to their employees, many labor decrees have been ratified by the Federal and State governments in the 1960’s. Such law provisions tackle most of the aspects which have great deal in the upholding of the workers’ rights besides their personalities and work nature. These were subsequently followed by the promulgation of the employment discrimination law which aims to impede the employers to continue their illegal acts or else face the consequences of being penalized.

In prevailing U.S. Federal law, it is very much illegal for an employer to discriminate their employees on the sole basis of their workers’ nationality, gender, race or religion. This applies to employers who have fifteen or more employees in his company. Such provisions can be seen in Title VII of the Civil Rights Act of 1964 which also hiders the employers to refuse from hiring applicants, impose unnecessary disciplinary acts, terminate, impede promotion, harass and pay much less salaries on the basis of the aforementioned. Much more, the law considers implementing policies which may cause impact or promote class separation among his workers. To site an example, it is illegal to impose penalties to those non-Christians who will not attend a monthly mass offering of the company.

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The New York State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

Department of Taxation and Finance
New York State Income Tax Bureau
W.A. Harriman Campus
Albany, NY 12227-0125
(800) 225-5829 (in state)
http://www.tax.state.ny.us/

New York requires that you use New York form “IT-2104, Employee’s Withholding Allowance Certificate” or a Federal W-4 Form for New York State Income Tax Withholding.

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The plot is pretty much the same, a family dragged into poverty, five children all in their young, learning years, a wife who has no means of livelihood, and a husband who has been a victim of an injury, and is ultimately incapacitated to comply with the demands of his work because of his disability. This picture is indeed quite alarming, almost filthy in a sense, but the truth and fact of it is that, this is reality, and much as we want to avoid it, it is inevitable.

As if matters can no longer be as degrading as they seem, the husband, who is the sole breadwinner of the family, was terminated from work because of his disability. He is now viewed as a liability in the production process; hence, his employer has no choice but to remove him. Now if you think it could no longer get worse, wait until you see what was the outcome of his claim for Social Security Disability Benefits, it is an utter pathetic state.

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Over the years, one of the most important factors candidates cited in searching for employment was benefits. Surprisingly this was second to salary. Considering the high cost of healthcare and prescriptions, benefits have played a vital role in the way people look for jobs. Unfortunately, in recent years, we have seen a decline in the benefits being offered. Companies are finding it difficult to keep pace with the rising costs of insurance and other employee benefits, forcing them to either reduce or eliminate their offering.

Many believe that employees are entitled to benefits, feeling it is the company’s responsibility to offer some level of support. Others believe that employee benefits are a privilege not a right. For this group, they believe that any offering is better than nothing at all. Adding further fuel to this hotbed issue – the number one reason that people file for bankruptcy is medical bills. So, what is the truth about employee benefits – is it a right or a privilege?

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