This Handbook provides an overview of federal laws affecting the elderly and retirement issues. Information discussed includes age discrimination in employment, elder abuse & exploitation, power of attorney & guardianship, Social Security and other retirement and pension plans, Medicare, and much more in 22 pages of materials.
Erisa Law And Severance In Nevada
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The rule is triggered if you raise enough dollars through retirement accounts. Generally speaking, it is wise to stay below 25% of retirement plan assets unless you qualify for an exception. For "fund of funds", the fund acts as an ERISA investor.
ERISA exempts only two types of employers: Employee benefit plans maintained by governmental employers are exempt from ERISA's requirements. This exemption includes plans maintained by the federal, state or local (for example, a city, county or township) governments. Church plans are also exempt from ERISA.
Under ERISA, each fund is subject to additional requirements and obligations once more than 25 percent of the fund's assets under management (AUM) are subject to ERISA (the 25 percent threshold).
The final increase effective July 1, 2024, will bring Nevada's minimum wage to $12 per hour. Nevada Ballot Question 2, passed by Nevada voters in November 2022, eliminated the two-tier minimum wage system which provided a reduction in the required minimum wage if an employer offered qualified health benefits.
Under ERISA, each fund is subject to additional requirements and obligations once more than 25 percent of the fund's assets under management (AUM) are subject to ERISA (the 25 percent threshold).
RIGHT TO WORK Nevada is a right-to-work state. Right-to-work laws prohibit agreements between labor unions and employers making membership in a union, or payment of union dues, a condition of employment.
Nevada law recognizes “at-will” employment, which means an employer can terminate an employment relationship for almost any reason – or even no reason at all.
Effective July 1, 2024, the Nevada minimum wage will increase to $12.00 per hour, regardless of the whether the employer offers employees qualifying health benefits.
Notice Requirement: Employers must provide at least 60 days advance notice of any planned mass layoffs, plant closures, or major relocations. A mass layoff is defined as a reduction in force that results in job loss at a single site during any 30-day period for 50 or more employees.