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- Consolidated Omnibus Budget Reconciliation Act
(COBRA)
- Requires employers to provide the opportunity
to elect self-paid continuation of health insurance coverage to
employees and/or their eligible dependents when coverage under
the employer group health plan ends for specific reasons such
as: termination of employment, reduction of hours, divorce, death,
loss of dependent status, or retirement. 29
USC 1161 et seq.
- Equal Pay Act (EPA)
- Prohibits an employer from paying employees
in equal jobs differently based on gender. Equal jobs mean they
require equal skill, effort, responsibility, and are performed
under similar working conditions 29 USC
206(d)
- Fair Labor Standards Act (FLSA)
- Workers who meet the criteria for FLSA’s
overtime pay and minimum wage requirements must be paid the minimum
wage for each hour worked. FLSA may also require an employer to
pay certain employees an overtime premium for any hours worked
over 40 in one week. Employees exempt from the law include but
are not limited to executive, professional and administrative
employees. At Mott, some employees who are exempt on the basis
of the law nonetheless receive overtime or comp time under the
terms of their collective bargaining agreement.
This law also contains a set of rules prohibiting certain types
of child labor. 29 USC 201 et seq.
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Human Resources Office
CM 1024
Hours of Operation
8:00 a.m. to 5:00 p.m.
Monday through Friday
(Other times by appointment)
Contact Us:
Main Phone: (810) 762-0565
Fax: (810) 762-0595
Human Resources Staff |
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- Health Insurance Portability and Accountability
Act of 1996 (HIPAA)
- HIPAA establishes the standards regarding the
privacy of individually identifiable health information. HIPAA
has two main features of interest in the employment relationship.
First, it regulates the denial or delay of health insurance coverage
for pre-existing conditions for which the employee was previously
covered by insurance (assuming that the employer offers that coverage
at all). Second, it limits accessibility to individually identifiable
health information to those who must use it for the execution
of a business or medical activity.
This law does not prevent the College from requiring an employee
to permit access to the employee’s medical records when
necessary (for example, to determine an employee’s medical
ability to perform his/her job) or as a condition of employment
such as verifying medical inability to work. Also, health information
held by an employer for employment-related purposes, such as administering
sick leave and complying with such laws such as the Family and
Medical Leave Act (FMLA), the Americans with Disabilities Act
(ADA), workers’ compensation and federal and state health
and safety regulations, is not protected health information for
purposes of HIPAA. 29 USC 1171, et. seq.
- Michigan Minimum Wage Law of 1964
- This law is a state law which is similar
to the FLSA. It sets a minimum wage and prohibits discrimination
in the payment of wages. MCL 408.381
et seq.
- Older Workers Benefit Protection Act (OWBPA)
- This law applies at Mott when a severance
or release agreement is being executed; it provides certain notice
requirements to individuals when the severance or release agreement
is being executed. 29 USC 626(f)
- Payment of Wages and Fringe Benefits Act
- In general, the Act prescribes when and
how employers are to pay wages and fringe benefits to employees.
This Michigan law has four general features. First, it requires
employers to establish a regular pay schedule. Second, it prescribes
the time period in which wages get paid when someone separates
from employment. Third, it prohibits deductions from wages without
written consent from the employee. Fourth, while the Act does
not mandate an employer to provide employees with any particular
fringe benefit, it does require the employer to pay fringe benefits
according to the terms set forth in a written contract or written
policy. MCL 408.471, et seq.
- Public School Employees Retirement Act
- This law creates both the Michigan Public School
Employees Retirement System (MPSERS) defined benefit program and
the Optional Retirement Program (ORP) offered by TIAA-CREF.
- Unemployment Compensation/ Insurance
-
Designed to pay workers who lose their jobs
through no fault of their own. If you become unemployed, you may
qualify for unemployment insurance benefits. These benefits are
intended to provide temporary income as you seek new employment.
To be eligible for unemployment benefits, you must be unemployed
and able to perform, available for, and actively seeking suitable
full-time work.
Weekly Benefit Amount: Maximum is $362
Duration of Benefits: Minimum is 14 weeks; Maximum is 26 weeks
There are two ways to file a claim for unemployment benefits:
1) Telephone – 1-866-500-0017
2) Internet – www.michigan.gov/uia
School employees are not eligible for unemployment
compensation during school holidays including the spring/summer
and winter breaks.
- Workers Disability Compensation Act of 1969
- Requires employers to provide compensation
for work-related injuries or diseases arising out of and in the
course of employment without regard to who may be at fault. The
act covers physical injuries, occupational diseases, and physical
disabilities. Workers compensation is the exclusive remedy for
on the job injuries. MCL 418.101
et seq.
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