your rights under userra - CAE CPA, Accounting and Taxes

your rights under userra - CAE CPA, Accounting and Taxes

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YOUR RIGHTS UNDER USERRA
THE UNIFORMED SERVICES EMPLOYMENT
AND REEMPLOYMENT RIGHTS ACT
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake
military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers
from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.
REEMPLOYMENT RIGHTS
HEALTH INSURANCE PROTECTION
You have the right to be reemployed in your civilian job if you leave that
job to perform service in the uniformed service and:
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you ensure that your employer receives advance written or verbal
notice of your service;
you have five years or less of cumulative service in the uniformed
services while with that particular employer;
you return to work or apply for reemployment in a timely manner
after conclusion of service; and
you have not been separated from service with a disqualifying
discharge or under other than honorable conditions.
If you are eligible to be reemployed, you must be restored to the job and
benefits you would have attained if you had not been absent due to
military service or, in some cases, a comparable job.
RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION
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are a past or present member of the uniformed service;
have applied for membership in the uniformed service; or
are obligated to serve in the uniformed service;
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then an employer may not deny you:
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initial employment;
reemployment;
retention in employment;
promotion; or
any benefit of employment
Even if you don't elect to continue coverage during your military
service, you have the right to be reinstated in your employer's
health plan when you are reemployed, generally without any waiting
periods or exclusions (e.g., pre-existing condition exclusions) except
for service-connected illnesses or injuries.
ENFORCEMENT
If you:
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If you leave your job to perform military service, you have the right
to elect to continue your existing employer-based health plan
coverage for you and your dependents for up to 24 months while in
the military.
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The U.S. Department of Labor, Veterans Employment and Training
Service (VETS) is authorized to investigate and resolve complaints
of USERRA violations.
For assistance in filing a complaint, or for any other information on
USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at
http://www.dol.gov/vets. An interactive online USERRA Advisor can
be viewed at http://www.dol.gov/elaws/userra.htm.
If you file a complaint with VETS and VETS is unable to resolve it,
you may request that your case be referred to the Department
of Justice or the Office of Special Counsel, as applicable, for
representation.
You may also bypass the VETS process and bring a civil action
against an employer for violations of USERRA.
because of this status.
In addition, an employer may not retaliate against anyone assisting in
the enforcement of USERRA rights, including testifying or making a
statement in connection with a proceeding under USERRA, even if that
person has no service connection.
The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at
this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA,
and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees.
U.S. Department of Labor
1-866-487-2365
U.S. Department of Justice
Office of Special Counsel
1-800-336-4590
Publication Date—October 2008
Form VWC1
WORKERS'
COMPENSATION NOTICE
The employees of this business are covered by the Virginia Workers' Compensation Act. In case of injury by accident or
notice of an occupational disease:
THE EMPLOYEE SHOULD:
1. Immediately give notice to the employer, in writing, of the injury or occupational disease and the date of
accident or notice of the occupational disease.
2. Promptly give to the employer and to the Virginia Workers' Compensation Commission notice of any
claim for compensation for the period of disability beyond the seventh day after the accident. In case of fatal
injuries, notice must be given by one or more dependents of the deceased or by a person in their behalf.
3. In case of failure to reach an agreement with the employer in regard to compensation under the act, file
application with the Commission for a hearing within two years of the date of accidental injury or first
communication of the diagnosis of an occupational disease.
4. If medical treatment is anticipated for more than two years from the date of the accident and no award has
been entered, the employee should file a claim with the Commission within two years from the date of the
accident.
NOTE: The employer's report of accident is not the filing of a claim for the employee. The voluntary
payment of wages or compensation during disability, or of medical expenses, does not affect the running of
the time limitation for filing claims. An award based on a voluntary agreement must be entered or a claim
filed within two years; one year in death cases.
THE EMPLOYER SHOULD:
1. At the time of the accident, give the employee the names of at least three physicians from which the
employee may select the treating physician.
2. Report the injury to the Commission through your carrier or directly to the Commission.
3. Accurately determine the employee's average weekly wage, including overtime, meals, uniforms, etc.
Questions may be answered by contacting the Commission. A booklet explaining the Workers' Compensation Act is
available without cost from:
THE VIRGINIA WORKERS' COMPENSATION COMMISSION
1000 DMV Drive
Richmond, Virginia 23220
1-877-664-2566
vwc.state.va.us
Every employer within the operation of the Virginia Workers' Compensation Act MUST POST THIS NOTICE IN A
CONSPICUOUS PLACE in his place of business.
Every day many unemployed workers tell us that unemployment insurance is due them “because they
have paid for it.” This is not true in Virginia. There are no deductions from your paycheck for
unemployment insurance. Employers’ taxes are deposited in a trust fund from which unemployment
insurance benefits are paid. Do not confuse unemployment insurance with Old Age and Survivors
Insurance to which both you and your employer contribute.
YOU MAY APPLY FOR UNEMPLOYMENT INSURANCE BENEFITS IF:
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You are totally unemployed, or
You are working at reduced wages and hours,
IF YOU ARE TOTALLY UNEMPLOYED OR ON A TEMPORARY LAYOFF:
The first week you are unemployed; register for work; and file a claim for benefits by calling 1-866-8322363, online at www.VaEmploy.com or in person at the nearest Virginia Employment Commission office.
IF YOU ARE WORKING REDUCED HOURS:
The first week your hours have been reduced; file a claim for partial benefits by calling 1-866-832-2363,
or in person at the nearest Virginia Employment Commission office.
TO BE ELIGIBLE FOR BENEFITS, THE LAW REQUIRES THAT YOU:
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File a claim with the Virginia Employment Commission.
Have earned sufficient wages from employers who are subject to the Unemployment
Compensation Act of Virginia or any other state within your Base Period.
Must be unemployed through no fault of your own.
Must be able and available to work and making an active search for work.
Continue to report as instructed by the Virginia Employment Commission.
You cannot be paid unemployment benefits until you have filed your claim. To speed payment of benefits,
you should file your claim as soon as you become unemployed or your hours are reduced. If you have
any questions about your rights and responsibilities under the Virginia Unemployment Compensation Act,
visit the nearest office of the Virginia Employment Commission.
THE LAW REQUIRES EMPLOYERS TO POST THIS NOTICE IN A PLACE VISIBLE TO ALL WORKERS.
An Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities.
This notice is available in Spanish. Direct requests to:
Employer Accounts Unit
PO Box 1358
Richmond, VA 23218-1358
VEC B-29 (7/06)
Commonwealth of Virginia
Virginia Employment Commission
AVISO A LOS TRABAJADORES
Cada día muchos trabajadores desempleados nos dicen que el seguro de desempleo se les debe “porque ellos
han pagado por éste”. Esto no es así en Virginia, pues no se hacen descuentos de su sueldo para seguro de
desempleo. Los impuestos de los empleadores se depositan en un fondo fiduciario de donde se pagan los
beneficios de seguro de desempleo. No confunda el seguro de desempleo con el Seguro de sobrevivientes y
de la Tercera Edad a los cuales tanto usted como su empleador contribuyen.
USTED PUEDE PRESENTAR UNA SOLICITUD DE BENEFICIOS DE SEGURO DE DESEMPLEO SI:
v Usted está totalmente desempleado, o
v Usted está trabajando con un sueldo y horas reducidos.
SI USTED ESTÁ TOTALMENTE DESEMPLEADO O DESPEDIDO TEMPORALMENTE:
Lleve su tarjeta de seguro social a la oficina más cercana de la Virginia Employment Commission [Comisión
de Desempleo de Virginia] la primera semana que usted se encuentre desempleado, inscríbase para trabajar,
y presente una reclamación para recibir beneficios. Usted puede presentar su reclamación para recibir beneficios en el sitio de Internet www.VaEmploy.Com.
SI USTED ESTÁ TRABAJANDO HORAS REDUCIDAS:
Lleve su tarjeta de seguro social a la oficina más cercana de la Comisión de Desempleo de Virginia la primera semana que usted se encuentre desempleado, inscríbase para trabajar, y presente una reclamación para
recibir beneficios PARCIALES.
PARA SER ELEGIBLE A RECIBIR BENEFICIOS, LA LEY REQUIERE QUE USTED:
v Presente una reclamación en la oficina de la Comisión de Empleo de Virginia.
v Haya ganado salarios suficientes de empleadores que están sujetos a la Ley de Compensación de Desempleo de Virginia o de cualquier otro estado dentro de su periodo base.
v Esté desempleado por razones que no sean culpa suya.
v Sea capaz y esté dispuesto a trabajar y a buscar trabajo en forma activa.
v Siga informando tal como lo instruye la Comisión de Empleo de Virginia.
A usted no se le puede pagar beneficios de desempleo, a menos que haya presentado su reclamación. Para
acelerar el pago de los beneficios, usted debe presentar su reclamación tan pronto quede sin empleo o sus
horas sean reducidas. Si usted tiene cualquier pregunta sobre sus derechos y responsabilidades de acuerdo
con la Ley de Compensación de Desempleo de Virginia, visite la oficina más cercana de la Comisión de Empleo de Virginia.
LA LEY REQUIERE QUE LOS EMPLEADORES COLOQUEN ESTE AVISO EN UN LUGAR VISIBLE PARA TODOS LOS TRABAJADORES.
Un Empleador/Programa de Igualdad de Oportunidad
Ayudas y servicios auxiliares están disponibles a los individuos con discapacidades que lo soliciten.
VEC-B-29 (10/04)
EMPLOYEE RIGHTS
Under The Fair Labor Standards Act
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
FEDERAL MINIMUM WAGE
$7.25
PER HOUR
BEGINNING JULY 24, 2009
OVERTIME PAY
At least 1½ times your regular rate of pay for all hours worked over 40 in a workweek.
CHILD LABOR
An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm
jobs declared hazardous by the Secretary of Labor.
Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining,
non-hazardous jobs under the following conditions:
No more than
• 3 hours on a school day or 18 hours in a school week;
• 8 hours on a non-school day or 40 hours in a non-school week.
Also, work may not begin before 7 a.m. or end after 7 p.m., except from June 1 through Labor Day, when
evening hours are extended to 9 p.m. Different rules apply in agricultural employment.
TIP CREDIT
Employers of “tipped employees” must pay a cash wage of at least $2.13 per hour if they claim a tip credit
against their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of
at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.
Certain other conditions must also be met.
ENFORCEMENT The Department of Labor may recover back wages either administratively or through court action, for the
employees that have been underpaid in violation of the law. Violations may result in civil or criminal action.
Employers may be assessed civil money penalties of up to $1,100 for each willful or repeated violation of
the minimum wage or overtime pay provisions of the law and up to $11,000 for each employee who is the
subject of a violation of the Act’s child labor provisions. In addition, a civil money penalty of up to $50,000
may be assessed for each child labor violation that causes the death or serious injury of any minor employee,
and such assessments may be doubled, up to $100,000, when the violations are determined to be willful
or repeated. The law also prohibits discriminating against or discharging workers who file a complaint or
participate in any proceeding under the Act.
ADDITIONAL
INFORMATION
• Certain occupations and establishments are exempt from the minimum wage and/or overtime pay
provisions.
• Special provisions apply to workers in American Samoa and the Commonwealth of the Northern Mariana
Islands.
• Some state laws provide greater employee protections; employers must comply with both.
• The law requires employers to display this poster where employees can readily see it.
• Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days
of employment with an employer.
• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than
the minimum wage under special certificates issued by the Department of Labor.
For additional information:
1-866-4-USWAGE
WWW.WAGEHOUR.DOL.GOV
(1-866-487-9243)
U.S. Department of Labor
TTY: 1-877-889-5627
Wage and Hour Division
WHD Publication 1088 (Revised July 2009)
“EEO is the Law” Poster Supplement
Private Employers, State and Local Governments, Educational Institutions,
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Employment Agencies and Labor Organizations revisions
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The Disability section is revised as follows:
DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from
discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the
known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee,
barring undue hardship.
The following section is added:
GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination
based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure
of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family
members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt
of genetic services by applicants, employees, or their family members.
The EEOC contact information is revised as follows:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY
number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most
telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including
information about charge filing, is available at www.eeoc.gov.
Employers Holding Federal Contracts or Subcontracts section revisions
The Individuals with Disabilities section is revised as follows:
INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis
of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of
employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental
limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified
individuals with disabilities at all levels of employment, including the executive level.
The Vietnam Era, Special Disabled Veterans section is revised as follows:
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and
requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three
years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign
or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who,
while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
The following section is added:
RETALIATION
Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or
otherwise opposes discrimination under these Federal laws.
The OFCCP contact information is revised as follows:
The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W.,
Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at
[email protected], or by calling an OFCCP regional or district office, listed in most telephone directories under U.S.
Government, Department of Labor.
Mandatory Supplement to EEOC 9/02 and OFCCP 8/08 “EEO is the Law” Posters
THE LAW
Equal Employment Opportunity is
Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations
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Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:
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RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and
employees from discrimination in hiring, promotion, discharge, pay, fringe benefits,
job training, classification, referral, and other aspects of employment, on the basis
of race, color, religion, sex (including pregnancy), or national origin. Religious
discrimination includes failing to reasonably accommodate an employee’s religious
practices where the accommodation does not impose undue hardship.
DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect
qualified individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and other
aspects of employment. Disability discrimination includes not making reasonable
accommodation to the known physical or mental limitations of an otherwise qualified
individual with a disability who is an applicant or employee, barring undue hardship.
AGE
The Age Discrimination in Employment Act of 1967, as amended, protects
applicants and employees 40 years of age or older from discrimination based on
age in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment.
SEX (WAGES)
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as
amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in
the payment of wages to women and men performing substantially equal work,
in jobs that require equal skill, effort, and responsibility, under similar working
conditions, in the same establishment.
GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants
and employees from discrimination based on genetic information in hiring,
promotion, discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. GINA also restricts employers’ acquisition of genetic
information and strictly limits disclosure of genetic information. Genetic information
includes information about genetic tests of applicants, employees, or their family
members; the manifestation of diseases or disorders in family members (family
medical history); and requests for or receipt of genetic services by applicants,
employees, or their family members.
RETALIATION
All of these Federal laws prohibit covered entities from retaliating against a
person who files a charge of discrimination, participates in a discrimination
proceeding, or other wise opposes an unlawful employment practice.
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED
There are strict time limits for filing charges of employment discrimination. To
preserve the ability of EEOC to act on your behalf and to protect your right to file a
private lawsuit, should you ultimately need to, you should contact EEOC promptly
when discrimination is suspected:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000
(toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing
impairments). EEOC field office information is available at www.eeoc.gov or
in most telephone directories in the U.S. Government or Federal Government
section. Additional information about EEOC, including information about charge
filing, is available at www.eeoc.gov.
Employers Holding Federal Contracts or Subcontracts
Applicants to and employees of companies with a Federal government contract or subcontract
are protected under Federal law from discrimination on the following bases:
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Executive Order 11246, as amended, prohibits job discrimination on the basis
of race, color, religion, sex or national origin, and requires affirmative action to
ensure equality of opportunity in all aspects of employment.
INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified
individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. Disability discrimination includes not making
reasonable accommodation to the known physical or mental limitations of an
otherwise qualified individual with a disability who is an applicant or employee,
barring undue hardship. Section 503 also requires that Federal contractors take
affirmative action to employ and advance in employment qualified individuals
with disabilities at all levels of employment, including the executive level.
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED,
AND ARMED FORCES SERVICE MEDAL VETERANS
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38
U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ
and advance in employment disabled veterans, recently separated veterans (within
three years of discharge or release from active duty), other protected veterans
(veterans who served during a war or in a campaign or expedition for which a
campaign badge has been authorized), and Armed Forces service medal veterans
(veterans who, while on active duty, participated in a U.S. military operation for
which an Armed Forces service medal was awarded).
RETALIATION
Retaliation is prohibited against a person who files a complaint of discrimination,
participates in an OFCCP proceeding, or otherwise opposes discrimination
under these Federal laws.
Any person who believes a contractor has violated its nondiscrimination or
affirmative action obligations under the authorities above should contact
immediately:
The Office of Federal Contract Compliance Programs (OFCCP), U.S.
Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C.
20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be
contacted by e-mail at [email protected], or by calling an OFCCP regional
or district office, listed in most telephone directories under U.S. Government,
Department of Labor.
Programs or Activities Receiving Federal Financial Assistance
RACE, COLOR, NATIONAL ORIGIN, SEX
In addition to the protections of Title VII of the Civil Rights Act of 1964, as
amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits
discrimination on the basis of race, color or national origin in programs or
activities receiving Federal financial assistance. Employment discrimination
is covered by Title VI if the primary objective of the financial assistance is
provision of employment, or where employment discrimination causes or may
cause discrimination in providing services under such programs. Title IX of the
Education Amendments of 1972 prohibits employment discrimination on the
basis of sex in educational programs or activities which receive Federal financial
assistance.
EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement
INDIVIDUALS WITH DISABILITIES
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment
discrimination on the basis of disability in any program or activity which receives
Federal financial assistance. Discrimination is prohibited in all aspects of
employment against persons with disabilities who, with or without reasonable
accommodation, can perform the essential functions of the job.
If you believe you have been discriminated against in a program of any
institution which receives Federal financial assistance, you should immediately
contact the Federal agency providing such assistance.
EEOC-P/E-1 (Revised 11/09)
EMPLOYEE RIGHTS
FOR WORKERS WITH DISABILITIES PAID AT SPECIAL MINIMUM WAGES
THE UNITED STATES DEPA RTMENT OF LABOR WAGE AND HOUR DIVISION
This establishment has a certificate authorizing the payment of special minimum wages to workers who are disabled for the work they
are performing. Authority to pay special minimum wages to workers with disabilities applies to work covered by the Fair Labor
Standards Act (FLSA), McNamara-O’Hara Service Contract Act (SCA), and/or Walsh-Healey Public Contracts Act (PCA). Such
special minimum wages are referred to as “commensurate wage rates” and are less than the basic hourly rates stated in an SCA wage
d e t e rmination and less than the FLSA minimum wage of $7.25 per hour beginning July 24, 2009. A “commensurate wage rate” is
based on the worker’s individual productivity, no matter how limited, in proportion to the wage and productivity of experienced workers
who do not have disabilities that impact their productivity when performing essentially the same type, quality, and quantity of work in
the geographic area from which the labor force of the community is drawn.
WORKERS WITH
DISABILITIES
For purposes of payment of commensurate wage rates under a certificate, a worker with a
disability is defined as:
• An individual whose earnings or productive capacity is impaired by a physical or mental
disability, including those related to age or injury, for the work to be performed.
• Disabilities which may affect productive capacity include blindness, mental illness,
mental retardation, cerebral palsy, alcoholism, and drug addiction. The following do
not ordinarily affect productive capacity for purposes of paying commensurate wage
rates: educational disabilities; chronic unemployment; receipt of welfare benefits;
nonattendance at school; juvenile delinquency; and correctional parole or probation.
KEY
ELEMENTS OF
COMMENSURATE
WAGE RATES
• Nondisabled worker standard—The objective gauge (usually a time study of the
production of workers who do not have disabilities that impair their productivity for the job)
against which the productivity of a worker with a disability is measured.
• Prevailing wage rate—The wage paid to experienced workers who do not have disabilities
that impair their productivity for the same or similar work and who are performing such work in
the area. Most SCA contracts include a wage determination specifying the prevailing wage
rates to be paid for SCA-covered work.
• Evaluation of the productivity of the worker with a disability—Documented
measurement of the production of the worker with a disability (in terms of quantity and quality).
The wages of all workers paid commensurate wages must be reviewed, and adjusted if appropriate,
at periodic intervals. At a minimum, the productivity of hourly-paid workers must be reevaluated
at least every six months and a new prevailing wage survey must be conducted at least once
every twelve months. In addition, prevailing wages must be reviewed, and adjusted as appropriate,
whenever the applicable state or federal minimum wage is increased.
OVERTIME
Generally, if you are performing work subject to the FLSA, SCA, and/or PCA, you must be paid
at least 11/2 times your regular rate of pay for all hours worked over 40 in a workweek.
CHILD LABOR
Minors younger than 18 years of age must be employed in accordance with the child labor
provisions of FLSA. No persons under 16 may be employed in manufacturing or on a PCA
contract.
FRINGE
BENEFITS
Neither the FLSA nor the PCA have provisions requiring vacation, holiday, or sick pay nor other
fringe benefits such as health insurance or pension plans. SCA wage determinations may
require such fringe benefit payments (or a cash equivalent). Workers paid under a
certificate authorizing commensurate wage rates must receive the full
fringe benefits listed on the wage determination.
WORKER
NOTIFICATION
Each worker with a disability and, where appropriate, the parent or guardian of such worker,
shall be informed orally and in writing by the employer of the terms of the certificate under
which such worker is employed.
PETITION
PROCESS
Workers with disabilities paid at special minimum wages may petition the Administrator of the
Wage and Hour Division of the Department of Labor for a review of their wage rates by an
Administrative Law Judge. No particular form of petition is required, except that it must be
signed by the worker with a disability or his or her parent or guardian and should contain the
name and address of the employer. Petitions should be mailed to: Administrator, Wage and
Hour Division, U.S. Department of Labor, Room S-3502, 200 Constitution Avenue, N.W.,
Washington, D.C. 20210.
Employers shall display this poster where employees and the parents and guardians of workers
with disabilities can readily see it.
For additional information:
1-866-4-USWAGE
WWW.WAGEHOUR.DOL.GOV
(1-866-487-9243)
U.S. Department of Labor
TTY: 1-877-889-5627
Wage and Hour Division
WH 1284
Revised July 2009
Job Safety and
Health Protection
THE VIRGINIA OCCUPATIONAL SAFETY AND HEALTH (VOSH) LAW, BY AUTHORITY OF TITLE 40.1 OF THE LABOR LAWS OF VIRGINIA, PROVIDES JOB SAFETY AND HEALTH PROTECTION FOR WORKERS. THE PURPOSE OF THE LAW IS TO ASSURE SAFE
AND HEALTHFUL WORKING CONDITIONS THROUGHOUT THE STATE. THE VIRGINIA SAFETY AND HEALTH CODES BOARD
PROMULGATES AND ADOPTS JOB SAFETY AND HEALTH STANDARDS, AND EMPLOYERS AND EMPLOYEES ARE REQUIRED
TO COMPLY WITH THESE STANDARDS. THESE STANDARDS MAY BE FOUND AT THE FOLLOWING WEB ADDRESS:
http://www.doli.virginia.gov/whatwedo/enforcement/osha_vosh_std.html. YOU MAY ALSO CONTACT THE DEPARTMENT OF LABOR
AND INDUSTRY OFFICES LISTED BELOW TO RECEIVE PRINTED COPIES OF THE VIRGINIA UNIQUE STANDARDS AND OBTAIN
THE NAMES OF PUBLISHERS OF THE FEDERAL IDENTICAL STANDARDS.
Employers
Each employer shall furnish to each of his employees employment and a place
of employment free from recognized hazards that are causing or are likely to
cause death or serious harm to his employees, and shall comply with occupational safety and health standards issued under the law.
Employees
Each employee shall comply with all occupational safety and health standards, rules, regulations and orders issued under the Law that apply to his
own actions and conduct on the job.
The Law requires that a representative of the employer and a representative authorized by the employees be given an opportunity to accompany the
VOSH inspector for the purpose of aiding the inspection.
Where there is no authorized employee representative, the VOSH inspector
must consult with a reasonable number of employees concerning safety and
health conditions in the workplace.
Citation
If upon inspection VOSH believes an employer has violated the Law, a citation alleging such violations will be issued to the employer. Each citation will
specify a time period within which the alleged violation must be corrected.
The VOSH citation must be prominently displayed at or near the place of alleged violation for three days or until the violation is corrected, whichever is
later, to warn employees of dangers that may exist there.
Proposed Penalty
The Law provides for mandatory penalties against private sector employers
of up to $7,000 for each serious violation and for optional penalties of up to
$7,000 for each other–than–serious violation. Penalties of up to $7,000 per
day may be proposed for failure to correct violations within the proposed time
period. Also, any employer who willfully or repeatedly violates the Law may be
assessed penalties of up to $70,000 for each such violation.
Public Sector employers, all departments, agencies, institutions or other political subdivisions of the Commonwealth, are exempt from the penalty provisions
of this Law.
Criminal penalties are also provided for in the Law. Any willful violation resulting in the death of an employee is punishable, upon conviction, by a fine of
not more than $70,000 or by imprisonment for not more than six months, or
by both. Subsequent conviction of an employer after a first conviction doubles
these maximum penalties
Complaint
Employees or their representatives have the right to file a complaint with the
nearest VOSH office requesting an inspection if they believe unsafe or un-
Powers–Taylor Building
13 South Thirteenth Street
Richmond, VA 23219
VOICE (804) 371-2327
TDD (804) 786–2376
FAX (804) 371–6524
http://www.doli.virginia.gov
U.S. Department of Labor
OSHA Regional Administrator
The Curtis Center, STE 740 West
170 South Independence Mall West
Philadelphia, PA 19106-3309
(215) 861-4900
Discrimination
The Law provides that employees may not be discharged or discriminated
against in any way for filing safety and health complaints or otherwise
exercising their rights under the Law.
An employee who believes he has been discriminated against for exercising their rights under the Law, may file a complaint with the Commissioner of
the Virginia Department of Labor and Industry within 60 days of the alleged
discrimination.
Inspection
VIRGINIA DEPARTMENT OF
LABOR AND INDUSTRY
healthy conditions exist in their workplace. VOSH will withhold, on request,
names of employees filing complaints. Complaints may be made at the Department of Labor and Industry addresses shown below.
CASPA
Complaints Against State Plan Administration: Any person may complain
to the Regional Administrator of OSHA (address below) concerning the
Administration of the State Safety and Health Program.
State Coverage
The VOSH program shall apply to all public and private sector businesses
in the State except for Federal agencies, businesses under the Atomic
Energy Act, railroad rolling stock and tracks, certain Federal enclaves, and
businesses covered by the Federal Maritime jurisdiction.
Voluntary Activity
Voluntary efforts by the employer to assure his workplace is in compliance
with the Law are encouraged. Voluntary Safety and Health Consultation
and Training Programs exist to assist employers. These services may be
obtained by contacting the Department of Labor and Industry addresses
shown below.
Recordkeeping
Employers now have a new system for tracking workplace injuries and illnesses. OSHA’s new recordkeeping log (Form 300)is simpler to understand
and use. Using a question and answer format, the revised recordkeeping
rule provides guidance for recording occupational injuries and illnesses and
explains how to classify specific cases. Smaller employers (fewer than 10
employees) are exempt from most requirements. To see if your industry is
partially exempt, visit the OSHA Website at www.osha.gov/recordkeeping/
pub3169text.html.
Fatalities
Any fatality or injuries to three (3) or more employees involving inpatient
hospitalization from a workplace incident, must be reported to the nearest
VOSH office within eight(8) hours. Failure to report may result in a $5,000
fine
OCCUPATIONAL SAFETY AND HEALTH OFFICE LOCATIONS
Headquarters
Powers-Taylor Building
13 South Thirteenth Street
Richmond, VA 23219
(804) 371-2327
Northern Virginia/
Manassas
10515 Battleview Parkway
Manassas, VA 20109
(703) 392-0900
Central Virginia/Richmond
North Run Business Park
1570 East Parham Road
Richmond, VA 23228
(804) 371-3104
Tidewater/Norfolk
6363 Center Drive
Building 6, Suite 101
Norfolk, VA 2350
(757) 455-0891
Southwest/Roanoke
Brammer Village
3013 Peters Creek Road
Roanoke, VA 24019
(540) 562-3580
Abingdon
The Johnson Center
468 East Main Street
Suite 114
Abingdon, VA 24210
(276) 676-5465
Lynchburg
3704 Old Forest Road
Suite B
Lynchburg, VA 24501
(434) 385-0806
Verona
201 Lee Highway
Verona, VA 24482
(540) 248-9280
VIRGINIA DEPARTMENT OF
LABOR AND INDUSTRY
Courtney M. Malveaux
Commissioner
VIRGINIA SAFETY AND
HEALTH CODES BOARD
Charles L. Stiff
Chairman
EMPLOYERS: THIS POSTER MUST BE DISPLAYED IN A PROMINENT PLACE IN THE ESTABLISHMENT TO WHICH YOUR EMPLOYEES NORMALLY REPORT TO WORK.
April, 2011
EMPLOYEE RIGHTS
EMPLOYEE POLYGRAPH
PROTECTION ACT
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
The Employee Polygraph Protection Act prohibits most private
employers from using lie detector tests either for pre-employment
screening or during the course of employment.
PROHIBITIONS
Employers are generally prohibited from requiring or requesting any employee or job
applicant to take a lie detector test, and from discharging, disciplining, or discriminating
against an employee or prospective employee for refusing to take a test or for exercising
other rights under the Act.
EXEMPTIONS
Federal, State and local governments are not affected by the law. Also, the law does not
apply to tests given by the Federal Government to certain private individuals engaged in
national security-related activities.
The Act permits polygraph (a kind of lie detector) tests to be administered in the private
sector, subject to restrictions, to certain prospective employees of security service firms
(armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and
dispensers.
The Act also permits polygraph testing, subject to restrictions, of certain employees of
private firms who are reasonably suspected of involvement in a workplace incident (theft,
embezzlement, etc.) that resulted in economic loss to the employer.
The law does not preempt any provision of any State or local law or any collective
bargaining agreement which is more restrictive with respect to lie detector tests.
EXAMINEE
RIGHTS
Where polygraph tests are permitted, they are subject to numerous strict standards
concerning the conduct and length of the test. Examinees have a number of specific
rights, including the right to a written notice before testing, the right to refuse or
discontinue a test, and the right not to have test results disclosed to unauthorized
persons.
ENFORCEMENT
The Secretary of Labor may bring court actions to restrain violations and assess civil
penalties up to $10,000 against violators. Employees or job applicants may also bring
their own court actions.
THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE
EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.
For additional information:
1-866-4-USWAGE
(1-866-487-9243)
TTY: 1-877-889-5627
WWW.WAGEHOUR.DOL.GOV
Scan your QR phone reader to
learn more about the Employee
Polygraph Protection Act.
U.S. Department of Labor
Wage and Hour Division
WHD 1462
Rev. Jan 2012
Los individuos o familias que trabajan pueden ser
elegibles para el crédito de impuestos de Virginia.
Credit for
Low Income
Individuals
El crédito tributario para los individuos de bajos ingresos (CLI por sus
siglas en inglés) es un crédito de impuestos para la gente que trabaja
duro y no gana mucho dinero. Se necesita satisfacer ciertos requisitos para
ser elegible.
Dos maneras de aumentar
su ingreso:
El crédito por
ingreso del trabajo federal
El crédito de
impuestos de Virginia
Si todo su ingreso familiar bruto ajustado, ganado en Virginia, es menor
que las cantidades establecidas por los niveles federales de pobreza o
niveles de pobreza del Departamento de Salud y Servicios Humanos de los
Estados Unidos, puede tener derecho a reclamar el CLI.
Visite nuestra página de internet y entérese si califica para el CLI:
http://www.tax.virginia.gov/site.cfm?alias=TaxCredit#Low_Income_Individuals_Credit.
Para más información, llame 1-804-786-2992.
Este mensaje es traído austed por el Departamento de Servicios Sociales
de Virginia.
VIRGINIA DEPARTMENT OF
SOCIAL SERVICES
Seguridad y Protección
de la Salud en el Trabajo
LA LEY DE SEGURIDAD Y SALUD OCUPACIONALES (VOSH) DE VIRGINIA, POR AUTORIZACIÓN DEL TÍTULO 40.1 DE LAS
LEYES LABORABLES DE VIRGINIA, PROVEE SEGURIDAD EN EL TRABAJO Y PROTECCIÓN DE LA SALUD PARA LOS OBREROS. EL PROPÓSITO DE LA LEY ES ASEGURAR CONDICIONES DE TRABAJO SEGUROS Y SALUDABLES POR TODO EL ESTADO. LA COMISIÓN DE CÓDIGOS DE SEGURIDAD Y SALUD PROMULGA Y ADOPTA NORMAS DE SEGURIDAD Y SALUD EN
EL TRABAJO Y SE REQUIERE QUE TANTO LOS EMPLEADORES COMO LOS EMPLEADOS ACATEN ESTAS NORMAS. ESTAS
NORMAS SE ENCUENTRAN EN LA DIRECCIÓN SIGUIENTE: http://www.doli.virginia.gov/whatwedo/enforcement/osha_vosh_std.
html. PARA RECIBIR COPIAS ESCRITAS DE LAS NORMAS QUE RIGEN EN VIRGINIA Y PARA OBTENER LOS NOMBRES
DE LOS EDITORES DE LAS NORMAS DE GOBIERNO FEDERAL, PUEDE CONTACTAR A LAS OFICINAS DEL DEPARTAMENTO
DE TRABAJO E INDUSTRIA.
Las quejas pueden dirijirse a las oficinas regionales de Departamento de
Trabajo e Industria o a la oficina Estatal Empleadores señalada más abajo.
Empleadores
Todo empleador debe proveer a cada uno de sus empleados un lugar de
trabajo libre de peligros evidentes que le causen o puedan causar la muerte
o un daño grave. Los empleadores deben acatar las normas de seguridad y
salud ocupacionales especificados por la ley.
Discriminación
La Ley provee que los empleados no pueden ser despedidos o discriminados
deninguna manera por presentar quejas sobre la seguridad o protección de
la salud, o por ejercer sus derechos por la Ley en cualquier otra forma.
Un empleado, quien crea que ha sufrido algún tipo de discriminación, puede
presentar una querella al Comisionado de Virginia del Departamento del
Trabajo e Industria y/o a la Oficina Regional de la Administración Federal de
Seguridad y Salud Ocupacional (OSHA) dentro de un período de treinta días
a partir de cuando ocurrió la alegada discriminación.
Empleados
Todo empleado debe acatar todas las normas, reglas, reglamentos, y
órdenes de seguridad y salud ocupacionales especificados por la Ley en lo
que se refiere a sus propias acciones y conducta en el lugar de trabajo.
Inspección
Quejas Contra la Administración del Plan del Estado
La Ley requiere que se dé oportunidad de que un representante del empleador y un representante autorizado por los empleados acompañen al inspector de VOSH (S.S.O.V. – Seguridad y Salud Ocupacionales de Virginia) con
el fin de ayudar en la inspección. Cuando no exista ningún representante
autorizado por los empleados, el inspector de VOSH (S.S.O.V. – Seguridad
y Salud Ocupacionales de Virginia) debe consultar con un número razonable
de empleados acerca de las condiciones de seguridad y salud en el lugar de
empleo.
Las quejas contra El Plan de Administración del Estado: cualquier persona
puede presentar una querella al Administrador Regional de OSHA (la dirección aparece abajo) en cuanto al Plan de Administración del Estado de la
Seguridad y Protección de la Salud en el lugar de trabajo.
Cobertura Estatal
El Programa de Seguridad y Salud Ocupacionales de Virginia (VOSH) se
refiere a todos los negocios del sector público y privado en el Estado, con
excepción de las Agencias Federales, los negocios bajo la ley de Energía
Atómica, materiales rodantes y rieles ferroviarios, ciertos enclaves Federales
y negocios cubiertos por la jurisdicción Marítima Federal.
Citaciones
Si al inspeccionar, VOSH (S.S.O.V.) se cree que el empleador ha violado la
ley, éste recibirá una citación alegando tal violación. Cada citación especificará un plaza dentro del cual se tiene que corregir la violación alegada. La
citación de VOSH (S.S.O.V.) debe ser prominentemente exhibida en o cerca
del lugar donde existe la violación alegada por tres días o hasta que que se
corrija la violación, o lo que ocurra primero, para advertir a los empleados
sobre los peligros que puedan
Cobertura Estatal
Penalidad Propuesta
La Ley establece multas obligatorias contra los empleadores del sector privado de $7,000 por cada violación y multas opcionales de hasta $7,000 por
cada violación no grave. Se pueden imponer multas de hasta $7,000 al día por
la falta de correción de las violaciones dentro del período impuesto. Además, a
cualquier empleador que intencionalmente o repetídamente viole la Ley, se le
puede imponer penalidades de hasta $70,000 por cada violación.
A todos los empleadores del sector público, departamentos, agencias, y otras
subdivisiones políticas del estado se les exime de las penalidades provistas
por esta ley. La Ley también provee penalidades por actos criminales. Cualquier violación deliberada que resulte en la muerte de un empleado, al condenarse, se castiga con una multa de no más de $70,000 o con encarcelamiento
por seis meses o ambos castigos. La condena de un empleador después de la
primera condena es doble a estas penalidades.
Se fomentan los esfuerzos voluntarios del empleador para asegurar que su
lugar de trabajo acate los mandatos de la Ley. Existen Programas Voluntarios de Acatamiento e Instrucción sobre la Seguridad y Salud para ayudar a
los empleadores. Se pueden conseguir estos servicios si se pone en contacto con la Oficina del Departamento de Labor E Industria. Las direcciones
aparecen abajo.
Contabilidad
Los empleadores ahora tienen un nuevo sistema para rastrear heridas de
lugar de trabajo y enfermedades. Los archivos nuevos de OSHA (Forme 300)
es más sencillo de comprender y utilizar. Utilizando un formato de pregunta
y respuesta, la regla de los archivos revisados proporciona una guia para
registrar heridas y enfermedades y explica cómo clasificar casos específicos. Los empleadores más pequeños (menos que 10 empleados) son
exento de la mayoría de los requisitos. Para ver si su industria es parcialmente exenta, visita el Sitio web de OSHA en www.osha.gov/recordkeeping/
pub3169text.html.
Quejas
Fatalidades
Los empleados y sus representantes tienen el derecho de entablar una reclamación en la oficina de VOSH (S.S.O.V) más cercana pidiendo una inspección si se cree que existen condiciones peligrosas o que afecta el bienestar. A
petición, el VOSH (S.S.O.V.) no revelará los nombres de los empleados que
presentan la queja.
Cualquier fatalidad o lesión que afecte a tres (3) o más empleados y que
requiera la hospitalización debido a un accidente que ocurrió en el lugar de
trabajo, debe ser informada a la oficina más cercana de OSHA dentro de un
período de ocho (8) horas. Puede resultar en una multa de $5,000 si no se
informa.
OFICINAS ESTATALES DE SEGURIDAD Y SALUD OCUPACIONALES
EL DEPARTAMENTO DEL TRABAJO
Y LA INDUSTRIA DE VIRGINIA
Headquarters
Northern Virginia/
Abingdon
Main Street Centre
600 East Main Street, Suite 207
Richmond, Virginia 23219.
VOICE (804) 371-2327
TDD (804) 786–2376
FAX (804) 371–6524
http://www.doli.virginia.gov
U.S. Department of Labor
OSHA Regional Administrator
The Curtis Center, STE 740 West
170 South Independence Mall West
Philadelphia, PA 19106-3309
(215) 861-4900
Main Street Centre
600 East Main Street, Suite 207
Richmond, Virginia 23219.
(804) 371-2327
Manassas
10515 Battleview Parkway
Manassas, VA 20109
(703) 392-0900
Central Virginia/Richmond
North Run Business Park
1570 East Parham Road
Richmond, VA 23228
(804) 371-3104
Tidewater/Norfolk
6363 Center Drive
Building 6, Suite 101
Norfolk, VA 2350
(757) 455-0891
Southwest/Roanoke
Brammer Village
3013 Peters Creek Road
Roanoke, VA 24019
(540) 562-3580
The Johnson Center
468 East Main Street
Suite 114
Abingdon, VA 24210
(276) 676-5465
Lynchburg
3704 Old Forest Road
Suite B
Lynchburg, VA 24501
(434) 385-0806
Verona
201 Lee Highway
Verona, VA 24482
(540) 248-9280
POR EL DEPARTAMENTO DEL
TRABAJO Y LA INDUSTRIA
DE VIRGINIA
Courtney M. Malveaux
Comisario
COMISIÓN DE CÓDIGOS DE
SEGURIDAD Y SALUD
DE VIRGINIA
Charles L. Stiff
Jefe
EMPLEADORES: ESTE AFICHE DEBE SER EXHIBIDO EN UN LUGAR EN EL ESTABLECIMIENTO EN EL CUAL SUS EMPLEADOS NORMALMENTE SE PRESENTEN A TRABAJAR.
April, 2012
NOTICIA SOBRE
COMPENSACIÓN LABORAL
Los empleados de ésta empresa estan cubiertos por la Ley de Compensacion Para Los Trabajadores de
Virginia (Virginia Workers’ Compesation Act). En caso de lesion por accidente o aviso de una enfermedad
ocupacional:
EL EMPLEADO DEBE:
1.
Dar aviso inmediato, por escrito, al empleador sobre lesiones o enfermedad ocupacional y
dar la fecha del accidente o del aviso de la enfermedad ocupacional.
2.
Dar aviso inmediato al empleador y a “Virginia Workers’ Compensation Commission” de
cualquier reclamo por compensación por periodos de incapacidad de más de siete dias despues del
accidente. En caso de lesiones fatales, el aviso debe ser dado por uno o mas de los dependientes o
herederos del difunto o las personas que los representan.
3.
Presentar una solicitud a la Comisión para una audencia dentro de dos años de la fecha de la
lesión por accidente or de la primera comunicación del diagnóstico de enfermedad ocupacional, si
no llega a un acuerdo con el empleador en relacion al pago de compensación bajo la Ley.
4.
Presentar una solicitud a la Comisión dentro de los dos años de la fecha del accidente, si
el tratamiento médico es anticipado por mas de dos años de la fecha del accidente y el
empleado no ha récibido una orden de la Comisión.
NOTA: El reporte de accidente del empleador no es la presentacion del reclamo del empleado. El pago
voluntario sueldos o compensacion durante la incapacidad o de los gastos medicos, no afecta el transcurso
de la limitación del tiempo para presentar reclamos. La Comisión debe de dar una orden cubriendo
acuerdos voluntarios y si no, una reclamación debe de ser presentada por el empleado dentro de los dos
anos del accidente; un año en caso de fallecimiento.
EL EMPLEADOR DEBE:
1.
Al momento del accidente, dar al empleado los nombres de por lo menos tres médicos, de los
cuales el empleado puede escoger un médico para su tratamiento.
2.
Reportar las lesiones a la Comision a traves de su representate o directamente a la Comisión.
3.
Determinar exactamente el salario semanal del empleado, incluyendo sobretiempo, comidas,
uniformes, etc.
Preguntas pueden ser contestadas llamando a la Comision. Un folleto explicando la Ley de Compensación
Para Los Trabajadores esta disponible sin costo de:
THE VIRGINIA WORKERS’ COMPENSATION COMMISSION
1000 DMV Drive
Richmond, VA 23220
1-877-664-2566
vwc.state.va.us
Cada empleador dentro de la operacion de la Ley de Compensacion Para Trabajadores en Virginia,
DEBE DE EXPONER ESTE AVISO EN UN LUGAR VISIBLE, en la empresa o lugar de negocios.
Working individuals or families may be eligible
for the Commonwealth of Virginia income tax credit.
Credit for
Low Income
Individuals
The Credit for Low Income Individuals (CLI) is a tax credit for people
who work hard and don’t make much money. You must meet certain
requirements to be eligible.
If your total family Virginia adjusted gross income is less than the
amounts established under federal poverty guidelines, or the United States
Department of Health and Human Services Poverty guidelines, you may
qualify to claim the CLI.
Two ways to increase
your income:
The Federal
Earned Income Tax Credit
Find out if you qualify for the CLI by visiting:
http://www.tax.virginia.gov/site.cfm?alias=TaxCredit#Low_Income_Individuals_Credit.
For more information visit the Virginia State Tax website at:
http://www.tax.virginia.gov/site.cfm?alias=IndividualHome or
call 1-804-786-2992.
The Virginia Credit
for Low Income Individuals
VIRGINIA DEPARTMENT OF
SOCIAL SERVICES
New Health Insurance Marketplace Coverage
Options and Your Health Coverage
Form Approved
OMB No. 1210-0149
(expires 1-31-2017)
PART A: General Information
When key parts of the health care law take effect in 2014, there will be a new way to buy health insurance: the Health
Insurance Marketplace. To assist you as you evaluate options for you and your family, this notice provides some basic
information about the new Marketplace and employment­based health coverage offered by your employer.
What is the Health Insurance Marketplace?
The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The
Marketplace offers "one-stop shopping" to find and compare private health insurance options. You may also be eligible
for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance
coverage through the Marketplace begins in October 2013 for coverage starting as early as January 1, 2014.
Can I Save Money on my Health Insurance Premiums in the Marketplace?
You may qualify to save money and lower your monthly premium, but only if your employer does not offer coverage, or
offers coverage that doesn't meet certain standards. The savings on your premium that you're eligible for depends on
your household income.
Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace?
Yes. If you have an offer of health coverage from your employer that meets certain standards, you will not be eligible
for a tax credit through the Marketplace and may wish to enroll in your employer's health plan. However, you may be
eligible for a tax credit that lowers your monthly premium, or a reduction in certain cost-sharing if your employer does
not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your
employer that would cover you (and not any other members of your family) is more than 9.5% of your household
income for the year, or if the coverage your employer provides does not meet the "minimum value" standard set by the
Affordable Care Act, you may be eligible for a tax credit.1
Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered by your
employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also, this employer
contribution -as well as your employee contribution to employer-offered coverage- is often excluded from income for
Federal and State income tax purposes. Your payments for coverage through the Marketplace are made on an aftertax basis.
How Can I Get More Information?
For more information about your coverage offered by your employer, please check your summary plan description or
contact
.
The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the
Marketplace and its cost. Please visit HealthCare.gov for more information, including an online application for health
insurance coverage and contact information for a Health Insurance Marketplace in your area.
1 An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered
by the plan is no less than 60 percent of such costs.
PART B: Information About Health Coverage Offered by Your Employer
This section contains information about any health coverage offered by your employer. If you decide to complete an
application for coverage in the Marketplace, you will be asked to provide this information. This information is numbered
to correspond to the Marketplace application.
3. Employer name
4. Employer Identification Number (EIN)
5. Employer address
6. Employer phone number
7. City
8. State
9. ZIP code
10. Who can we contact about employee health coverage at this job?
11. Phone number (if different from above)
12. Email address
Here is some basic information about health coverage offered by this employer:
• As your employer, we offer a health plan to:
 All employees. Eligible employees are:

Some employees. Eligible employees are:
• With respect to dependents:
 We do offer coverage. Eligible dependents are:


We do not offer coverage.
If checked, this coverage meets the minimum value standard, and the cost of this coverage to you is intended
to be affordable, based on employee wages.
** Even if your employer intends your coverage to be affordable, you may still be eligible for a premium
discount through the Marketplace. The Marketplace will use your household income, along with other factors,
to determine whether you may be eligible for a premium discount. If, for example, your wages vary from
week to week (perhaps you are an hourly employee or you work on a commission basis), if you are newly
employed mid-year, or if you have other income losses, you may still qualify for a premium discount.
If you decide to shop for coverage in the Marketplace, HealthCare.gov will guide you through the process. Here's the
employer information you'll enter when you visit HealthCare.gov to find out if you can get a tax credit to lower your
monthly premiums.
The information below corresponds to the Marketplace Employer Coverage Tool. Completing this section is optional for
employers, but will help ensure employees understand their coverage choices.
13. Is the employee currently eligible for coverage offered by this employer, or will the employee be eligible in
the next 3 months?


Yes (Continue)
13a. If the employee is not eligible today, including as a result of a waiting or probationary period, when is the
employee eligible for coverage?
(mm/dd/yyyy) (Continue)
No (STOP and return this form to employee)
14. Does the employer offer a health plan that meets the minimum value standard*?
Yes (Go to question 15)
No (STOP and return form to employee)
15. For the lowest-cost plan that meets the minimum value standard* offered only to the employee (don't include
family plans): If the employer has wellness programs, provide the premium that the employee would pay if he/ she
received the maximum discount for any tobacco cessation programs, and didn't receive any other discounts based on
wellness programs.
a. How much would the employee have to pay in premiums for this plan? $
b. How often?
Weekly
Every 2 weeks
Twice a month
Monthly
Quarterly
Yearly
If the plan year will end soon and you know that the health plans offered will change, go to question 16. If you don't
know, STOP and return form to employee.
16. What change will the employer make for the new plan year?
 Employer won't offer health coverage
 Employer will start offering health coverage to employees or change the premium for the lowest-cost plan
available only to the employee that meets the minimum value standard.* (Premium should reflect the
discount for wellness programs. See question 15.)
a. How much would the employee have to pay in premiums for this plan? $
b. How often?
Weekly
Every 2 weeks
Twice a month
Monthly
Quarterly
Yearly
• An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered by
the plan is no less than 60 percent of such costs (Section 36B(c)(2)(C)(ii) of the Internal Revenue Code of 1986)
Important Message from the IRS
If
you qualify, you could get money back from the IRS. You have to file a federal
tax return to get EITC even if you owe no tax or are not required to file.
If you earn less than $51,567 and you have a:
• Son, daughter, stepchild, foster child, brother, sister, half brother, half sister, grandchild, niece,
nephew, or adopted child living with you
– OR –
If you earn less than $19,680 and you:
• Have no children living with you or have no child living with you who meets EITC rules,
• Are at least age 25 and under 65
You may be eligible for the EITC, Earned Income Tax Credit.
EITC provides a boost to help pay your bills, fix up your place, or save for a rainy day.
Just imagine what you could do with EITC.
See if you qualify.
www.irs.gov/eitc
Life’s a little easier with
Publication 4718 (10-2013) Catalog Number 52126H Department of the Treasury Internal Revenue Service www.irs.gov