U.S. Department of Labor 1-866-487-2365 U.S. Department of Justice YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT ★ ★ Publication Date—October 2008 REEMPLOYMENT RIGHTS You have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed service and: ✩ 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 If you: ✩ 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; then an employer may not deny you: ✩ initial employment; ✩ reemployment; ✩ retention in employment; ✩ promotion; or ✩ any benefit of employment 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. HEALTH INSURANCE PROTECTION ✩ 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. ✩ 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 ✩ 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. ★ ★ 1-800-336-4590 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. Office of Special Counsel 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.
Transcript
U.S. Department of Labor1-866-487-2365
U.S. Department of Justice
YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT
AND REEMPLOYMENT RIGHTS ACT
HH
Publication Date—October 2008
REEMPLOYMENT RIGHTS
You have the right to be reemployed in your civilian job if you leave thatjob to perform service in the uniformed service and:
I you ensure that your employer receives advance written or verbalnotice of your service;
I you have five years or less of cumulative service in the uniformedservices while with that particular employer;
I you return to work or apply for reemployment in a timely mannerafter conclusion of service; and
I you have not been separated from service with a disqualifyingdischarge or under other than honorable conditions.
If you are eligible to be reemployed, you must be restored to the job andbenefits you would have attained if you had not been absent due tomilitary service or, in some cases, a comparable job.
RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION
If you:
I are a past or present member of the uniformed service; I have applied for membership in the uniformed service; orI are obligated to serve in the uniformed service;
then an employer may not deny you:
I initial employment;I reemployment;I retention in employment; I promotion; or I any benefit of employment
because of this status.
In addition, an employer may not retaliate against anyone assisting inthe enforcement of USERRA rights, including testifying or making astatement in connection with a proceeding under USERRA, even if thatperson has no service connection.
HEALTH INSURANCE PROTECTION
I If you leave your job to perform military service, you have the rightto elect to continue your existing employer-based health plancoverage for you and your dependents for up to 24 months while inthe military.
I Even if you don't elect to continue coverage during your militaryservice, you have the right to be reinstated in your employer'shealth plan when you are reemployed, generally without any waitingperiods or exclusions (e.g., pre-existing condition exclusions) exceptfor service-connected illnesses or injuries.
ENFORCEMENT
I The U.S. Department of Labor, Veterans Employment and TrainingService (VETS) is authorized to investigate and resolve complaintsof USERRA violations.
I For assistance in filing a complaint, or for any other information onUSERRA, contact VETS at 1-866-4-USA-DOL or visit its website athttp://www.dol.gov/vets. An interactive online USERRA Advisor canbe viewed at http://www.dol.gov/elaws/userra.htm.
I 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, forrepresentation.
I You may also bypass the VETS process and bring a civil actionagainst an employer for violations of USERRA.
HH
1-800-336-4590
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.
Office of Special Counsel
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.
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:
• 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 1-866-832-2363, 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:
• 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 VirginiaVirginia Employment Commission
AVISO A LOS TRABAJADORESCada 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, ov 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 ben-eficios 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 prim-era 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 Desem-
pleo 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 Em-pleo 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.
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
U.S. Department of Labor Wage and Hour DivisionWHD Publication 1088 (Revised July 2009)
PER HOUR
OVERTIME PAY
CHILD LABOR
TIP CREDIT
ENFORCEMENT
ADDITIONALINFORMATION
At least 1½ times your regular rate of pay for all hours worked over 40 in a workweek.
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.
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.
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.
of employment with an employer. •Certainfull-timestudents,studentlearners,apprentices,andworkerswithdisabilitiesmaybepaidlessthan
the minimum wage under special certificates issued by the Department of Labor.
“EEO is the Law” Poster Supplement Private Employers, State and Local Governments, Educational Institutions,�
Employment Agencies and Labor Organizations revisions�
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
Equal Employment Opportunity is
THE LAWPrivate Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations�
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:�
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 otherwise 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 INDIVIDUALS WITH DISABILITIES In addition to the protections of Title VII of the Civil Rights Act of 1964, as Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of disability in any program or activity which receives discrimination on the basis of race, color or national origin in programs or Federal financial assistance. Discrimination is prohibited in all aspects of activities receiving Federal financial assistance. Employment discrimination employment against persons with disabilities who, with or without reasonable is covered by Title VI if the primary objective of the financial assistance is accommodation, can perform the essential functions of the job. provision of employment, or where employment discrimination causes or may
If you believe you have been discriminated against in a program of any cause discrimination in providing services under such programs. Title IX of the institution which receives Federal financial assistance, you should immediately Education Amendments of 1972 prohibits employment discrimination on the contact the Federal agency providing such assistance. 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 EEOC-P/E-1 (Revised 11/09)
EMPLOYEE RIGHTSFOR WORKERS WITH DISABILITIES PAID AT SPECIAL MINIMUM WAGES
THE UNITED STATES DEPA RTMENT OF LABOR WAGE AND HOUR DIVISIONThis 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 pro d u c t i v i t y, 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.
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.
• 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.
• P revailing 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
m e a s u rement 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 appro p r i a t e ,
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
e v e ry twelve months. In addition, prevailing wages must be reviewed, and adjusted as appro p r i a t e ,
whenever the applicable state or federal minimum wage is increased.
Generally, if you are performing work subject to the FLSA, SCA, and/or PCA, you must be paid
at least 1 times your regular rate of pay for all hours worked over 40 in a workweek.
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.
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.
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.
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
U.S. Department of Labor Wage and Hour DivisionWH 1284
Revised July 2009
THE VIRGINIA OCCUPATIONAL SAFETY AND HEALTH (VOSH) LAW, BY AUTHORITY OF TITLE 40.1 OF THE LABOR LAWS OF VIR-GINIA, 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.
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 occupa-tional safety and health standards issued under the law.
Each employee shall comply with all occupational safety and health stan-dards, 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 representa-tive 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.
If upon inspection VOSH believes an employer has violated the Law, a cita-tion 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 al-leged violation for three days or until the violation is corrected, whichever is later, to warn employees of dangers that may exist there.
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 politi-cal 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 result-ing 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
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 Building13 South Thirteenth StreetRichmond, VA 23219VOICE (804) 371-2327TDD (804) 786–2376FAX (804) 371–6524
The Law provides that employees may not be discharged or discriminatedagainst in any way for filing safety and health complaints or otherwiseexercising their rights under the Law.
An employee who believes he has been discriminated against for exercis-ing 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.
Complaints Against State Plan Administration: Any person may complainto the Regional Administrator of OSHA (address below) concerning theAdministration of the State Safety and Health Program.
The VOSH program shall apply to all public and private sector businessesin the State except for Federal agencies, businesses under the AtomicEnergy Act, railroad rolling stock and tracks, certain Federal enclaves, andbusinesses covered by the Federal Maritime jurisdiction.
Voluntary efforts by the employer to assure his workplace is in compliancewith the Law are encouraged. Voluntary Safety and Health Consultationand Training Programs exist to assist employers. These services may beobtained by contacting the Department of Labor and Industry addressesshown below.
Employers now have a new system for tracking workplace injuries and ill-nesses. 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.
Any fatality or injuries to three (3) or more employees involving inpatienthospitalization from a workplace incident, must be reported to the nearestVOSH office within eight(8) hours. Failure to report may result in a $5,000fine
EMPLOYERS: THIS POSTER MUST BE DISPLAYED IN A PROMINENT PLACE IN THE ESTABLISHMENT TO WHICH YOUR EMPLOYEES NORMALLY REPORT TO WORK.
Employers
Employees
Inspection
Citation
Proposed Penalty
Complaint
Discrimination
CASPA
State Coverage
Voluntary Activity
Recordkeeping
Fatalities
OCCUPATIONAL SAFETY AND HEALTH OFFICE LOCATIONS
HeadquartersPowers-Taylor Building13 South Thirteenth StreetRichmond, VA 23219(804) 371-2327
Central Virginia/RichmondNorth Run Business Park1570 East Parham RoadRichmond, VA 23228(804) 371-3104
VIRGINIA DEPARTMENT OFLABOR AND INDUSTRY
Courtney M. MalveauxCommissioner
VIRGINIA SAFETY ANDHEALTH CODES BOARD
Charles L. StiffChairman
Northern Virginia/Manassas10515 Battleview ParkwayManassas, VA 20109(703) 392-0900
Tidewater/Norfolk6363 Center DriveBuilding 6, Suite 101Norfolk, VA 2350(757) 455-0891
Southwest/RoanokeBrammer Village3013 Peters Creek RoadRoanoke, VA 24019(540) 562-3580
AbingdonThe Johnson Center468 East Main StreetSuite 114Abingdon, VA 24210(276) 676-5465
Lynchburg3704 Old Forest RoadSuite BLynchburg, VA 24501(434) 385-0806
Verona201 Lee HighwayVerona, VA 24482(540) 248-9280
Job Safety andHealth Protection
VIRGINIA DEPARTMENT OFLABOR AND INDUSTRY
healthy conditions exist in their workplace. VOSH will withhold, on request, names of employees filing complaints. Complaints may be made at the De-partment of Labor and Industry addresses shown below.
April, 2011
http://www.doli.virginia.gov
U.S. Department of LaborOSHA Regional Administrator
The Curtis Center, STE 740 West170 South Independence Mall West
Philadelphia, PA 19106-3309(215) 861-4900
EMPLOYEE RIGHTSEMPLOYEE POLYGRAPH
PROTECTION ACT
PROHIBITIONS
EXEMPTIONS
EXAMINEE RIGHTS
ENFORCEMENT
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.
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.
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.
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 Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.
THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
Los individuos o familias que trabajan pueden serelegibles para el crédito de impuestos de Virginia.
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.
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.
Dos maneras de aumentar su ingreso:
El crédito por ingreso del trabajo federal
El crédito de impuestos de Virginia
VIRGINIA DEPARTMENT OFSOCIAL SERVICES
Credit for Low Income Individuals
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 OBRE-ROS. EL PROPÓSITO DE LA LEY ES ASEGURAR CONDICIONES DE TRABAJO SEGUROS Y SALUDABLES POR TODO EL ES-TADO. 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 NOMBRESDE LOS EDITORES DE LAS NORMAS DE GOBIERNO FEDERAL, PUEDE CONTACTAR A LAS OFICINAS DEL DEPARTAMENTO DE TRABAJO E INDUSTRIA.
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.
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.
La Ley requiere que se dé oportunidad de que un representante del emple-ador y un representante autorizado por los empleados acompañen al inspec-tor 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.
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 especifi-cará 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
La Ley establece multas obligatorias contra los empleadores del sector pri-vado 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. Cual-quier violación deliberada que resulte en la muerte de un empleado, al conde-narse, 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.
Los empleados y sus representantes tienen el derecho de entablar una rec-lamación en la oficina de VOSH (S.S.O.V) más cercana pidiendo una inspec-ción 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.
Main Street Centre600 East Main Street, Suite 207Richmond, Virginia 23219.VOICE (804) 371-2327TDD (804) 786–2376FAX (804) 371–6524
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.
Las quejas contra El Plan de Administración del Estado: cualquier persona puede presentar una querella al Administrador Regional de OSHA (la direc-ción aparece abajo) en cuanto al Plan de Administración del Estado de la Seguridad y Protección de la Salud en el lugar de trabajo.
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.
Se fomentan los esfuerzos voluntarios del empleador para asegurar que su lugar de trabajo acate los mandatos de la Ley. Existen Programas Volun-tarios de Acatamiento e Instrucción sobre la Seguridad y Salud para ayudar a los empleadores. Se pueden conseguir estos servicios si se pone en con-tacto con la Oficina del Departamento de Labor E Industria. Las direcciones aparecen abajo.
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 espe-cíficos. Los empleadores más pequeños (menos que 10 empleados) son exento de la mayoría de los requisitos. Para ver si su industria es parcial-mente exenta, visita el Sitio web de OSHA en www.osha.gov/recordkeeping/pub3169text.html.
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.
U.S. Department of LaborOSHA Regional Administrator
The Curtis Center, STE 740 West170 South Independence Mall West
Philadelphia, PA 19106-3309(215) 861-4900
EMPLEADORES: ESTE AFICHE DEBE SER EXHIBIDO EN UN LUGAR EN EL ESTABLECIMIENTO EN EL CUAL SUS EMPLEADOS NORMALMENTE SE PRESENTEN A TRABAJAR.
Empleadores
Empleados
Inspección
Citaciones
Penalidad Propuesta
Quejas
Discriminación
Quejas Contra la Administración del Plan del Estado
Cobertura Estatal
Cobertura Estatal
Contabilidad
Fatalidades
OFICINAS ESTATALES DE SEGURIDAD Y SALUD OCUPACIONALES
HeadquartersMain Street Centre600 East Main Street, Suite 207 Richmond, Virginia 23219.(804) 371-2327
Central Virginia/RichmondNorth Run Business Park1570 East Parham RoadRichmond, VA 23228(804) 371-3104
POR EL DEPARTAMENTO DELTRABAJO Y LA INDUSTRIA
DE VIRGINIA
Courtney M. MalveauxComisario
COMISIÓN DE CÓDIGOS DESEGURIDAD Y SALUD
DE VIRGINIA
Charles L. StiffJefe
Northern Virginia/Manassas10515 Battleview ParkwayManassas, VA 20109(703) 392-0900
Tidewater/Norfolk6363 Center DriveBuilding 6, Suite 101Norfolk, VA 2350(757) 455-0891
Southwest/RoanokeBrammer Village3013 Peters Creek RoadRoanoke, VA 24019(540) 562-3580
AbingdonThe Johnson Center468 East Main StreetSuite 114Abingdon, VA 24210(276) 676-5465
Lynchburg3704 Old Forest RoadSuite BLynchburg, VA 24501(434) 385-0806
Verona201 Lee HighwayVerona, VA 24482(540) 248-9280
April, 2012
Seguridad y Protecciónde la Salud en el Trabajo
EL DEPARTAMENTO DEL TRABAJOY LA INDUSTRIA DE VIRGINIA
http://www.doli.virginia.gov
Las quejas pueden dirijirse a las oficinas regionales de Departamento de Trabajo e Industria o a la oficina Estatal Empleadores señalada más abajo.
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 eligiblefor the Commonwealth of Virginia income tax credit.
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.
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.
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
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)
Publication 4718 (10-2013) Catalog Number 52126H Department of the Treasury Internal Revenue Service www.irs.gov
See if you qualify.
www.irs.gov/eitcLife’s a little easier with
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.
