Protecting privacy rights

Article Abstract:

Employers who seek to balance employee rights to privacy with their own need to find and keep workers who perform jobs safely, honestly, and well should follow this basic rule: the employer's right ends where the innocent employee's privacy rights begin. The employer should stick to familiar territory when a clear legal precedent is in place. Standard items on application forms should be strictly job-related. Emphasis should be on maintaining reasonable work rules and job performance. Policies should be announced in advance, discussed with employees, and put in writing. When an employee manifests AIDS symptoms, the employer may wish to consult legal counsel, and later negotiate terms of continued employment in concert with the employee and the physician involved. In general, only current, accurate, job-related data should be kept on file, and access given only to those with legitimate need to know.

Analysis, Laws, regulations and rules, Labor relations, Privacy, Right of, Right of privacy, AIDS (Disease), Work rules, Job applicants

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Tax reform's effects predicted

Article Abstract:

Tax reform effects on employers and relocated employees that come into effect in 1988 and 1989 will affect tax protection policies, home sale reporting requirements, consumer loan interest deductions, and state income tax exposure. The IRS sees employer-reimbursed moving expenses as gross income, although employees can deduct most moving and traveling expenses, and a limited percentage of house hunting and temporary living costs. The company's tax policy or 'gross-up' is to keep employee reimbursement whole. A Jan 1987 Runzheimer International Ltd survey of 175 employers found that 95 percent pay employee federal income tax liability resulting from relocation reimbursements. Fifty-seven percent of respondents with guaranteed equity programs gross up any loss payment. Three methods of calculating the gross-up are described.

Taxation, Surveys, Tax reform, Employee relocation, Runzheimer International Ltd.

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