| The Office of Labor Management Standards |
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| In 1959, Congress passed the Labor-Management Reporting and Disclosure Act (LMRDA) to make sure that labor unions met certain fiscal responsibility standards and to guarantee that unions would incorporate democratic principles into their governing structures. Congress created the Bureau of Labor-Management Reports, which in 1963 became the Labor-Management Services Administration, to administer the LMRDA. In 1984, the Labor-Management Services Administration became known as the Office of Labor Management Standards (OLMS). More... |
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| Disability Insurance |
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| Disability insurance is designed to provide income to a covered employee in the event that the employee is unable to work because of illness or injury. Some states sponsor disability insurance programs; however, state programs typically provide benefits that represent only a fraction of a worker's salary. In addition, the period during which disability benefits can be received is limited, after which a disabled employee will have to rely on an employer-sponsored disability program or an individual disability insurance policy. More... |
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| Employee Benefit Plans |
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| The most basic disclosure requirement that applies to a pension plan provides for individual benefit statements to plan participants and beneficiaries. More... |
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| Unemployment Compensation Overview |
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| All states provide compensation to unemployed workers under certain circumstances. Generally, states require employers to contribute to an unemployment compensation fund for all employees. When benefits are sought, payment is made to eligible former employees from the fund. Most states exempt charitable or non-profit organizations from unemployment compensation coverage. They also exclude employers that have a very small number of employees. Furthermore, in order to be covered by unemployment compensation, a worker must be an actual "employee" and not merely an independent contractor. More... |
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| Arbitration -- Labor Disputes -- Hearsay |
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| Because they are not bound by the legal rules of evidence, arbitrators have significantly more discretion that judges to determine what will be considered admissible information. One of the greatest areas of discretion is with evidence classified as hearsay. Of course, this is also one of the areas of greatest contention; since the guidelines are much more fluid, parties in arbitration proceedings may spend a great deal of time arguing for the inclusion or exclusion of specific information.More... |
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