Learn to deal with agency investigations

Article Abstract:

Personnel managers may come into contact with government regulatory agencies such as the Equal Employment Opportunity Commission or the Office of Occupational Health and Safety, that have jurisdiction over some aspect of the work place. The guidelines and structures of these agencies may be complicated, but the laws that these agencies enforce tend to be simple in purpose. These agencies have a duty to discover facts or conditions that may be relevant to a complaint or violation. When faced with an investigation, human resources professionals should take the position that they have done nothing wrong, and cooperate with the investigating agency as fully as possible. The personnel manager should: understand the law in question and the procedures of the agency involved; know the facts of the case; develop a strategy for resolving the case, understand the representative's level of knowledge, and respond to all inquiries confidently.

Investigations, Administrative agencies, Government agencies

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The last word on section 89

Article Abstract:

The Technical and Miscellaneous Revenue Act of 1988 (TAMRA) lessens some of the complicated requirements of Section 89, which was added as part of the tax code to the Tax Reform Act of 1986. Some of the specific issues covered by TAMRA include exemptions and time for testing. It is also important that employers comprehend how to value health benefits using TAMRA guidelines. Some health issues involve: using actual cost; using reasonable valuation methods; and multi-employer considerations. Another important requirement to consider is that employers will have to aggregate benefits under TAMRA guidelines.

Occupational health services

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