In the last couple of years the world economy has been on the decline. One of the resultant side effects has been the increase in unemployment found in most states. Many people today are actively in search of employment. Because of the high competition found amongst job seekers, most companies find that it has become more difficult choosing who should be hired and who shouldn’t. Most employers base their decision on important factors such as an applicant’s experience and education. However alongside these legal factors, there many other criteria used in an employer’s decision making which are highly illegal and qualify as employment discrimination.Many people are unaware of what qualifies as employment discrimination. As a result of this they fail to recognize this when such acts occurs. This is extremely common amongst individuals who are seeking employment for the first time. In a report released by the EEOC, it is revealed that age discrimination is one of the most common forms of employment discrimination experienced by people. People who are either considered too old or too young despite their obvious qualification are often ignored for others.Employment discrimination is illegal. This practice is spelled out under Title VII of the Civil Rights act as established in1964. Herein employers are forbidden to discriminate on issues of employment because of a person’s religion, national origin, sex, race or age. Employers are also not allowed to deny employment to individuals who are suffering from a physical disability. Alongside these federal laws, some states also provide additional discrimination laws which are aimed at ensuring that people are provided with a fair and even chance of employment. However in instance where “bonafide occupation requirements” are specified (i.e. a person’s defined nationality) as a requirement for qualification, discrimination can be permitted.As a result of these spelled out rules it is important that interviewers avoid asking or focusing on these areas during an interview. Questions that hint or suggest possible employment discrimination (i.e. age or race related questions) can be used successfully in discrimination claims. When conducting an interview, interviewers must be careful not to ask questions that might hint at discrimination. In the same vein, if a person is asked such questions and believes that these might be the discriminating reasons behind his/her failure in being awarded the position, then such persons should immediately seek the services of an employment attorney immediately.The closed nature of employment makes proving employment discrimination very difficult. Unless an employer publicly states that a candidate was disqualified on grounds specified in Title VII employment discrimination laws, most people will find it difficult to successfully prove their case in court. Also, all too often people get passed over for reasons that are not considered to be discriminatory. However this does not mean that a case of discrimination cannot be successfully made against an employer. In the event that a company is shown as having a clear pattern of discriminatory behavior, proving a discrimination claim becomes a lot easier.There are many options available to people who suspect that they have been victims of employment discrimination. People can choose to file a lawsuit against the responsible company requesting compensation on grounds of their illegal discrimination. This right is fully spelled out in the Federal Civil Rights Act of 1991. The EEOC is also charged with enforcing these laws.The statute of limitation on employment discrimination is very short. Many states only permit a 180 day window during which a discrimination complaint can be filed. Although it is possible for people to file these complaints themselves, the complex nature of employment discrimination laws makes hiring an attorney a much more effective choice. With a skilled employment attorney, people will be able to cut through the long hours of procedure needed to get their case heard early. An attorney will also be able to provide people with a better feel of where their case stands. If an attorney feels that your case is strong or weak, he will let you know accordingly.

How can one establish if you are Self employed or an employee for UK tax purposes? There is no actual or legal definition of what employment or self-employment is and it is based on previous judgments which are commonly referred to as ‘case law’.There are some key points to take into account in deciding the status of an individual for Income Tax purposes in the UK. Self employed business traders have various key distinguishing pointers and that self employed persons are able to:- Manage and operate their own business taking all the required key decisions.
– Take complete financial responsibility for the success or failure of their business.
– Decide how, where and when they carry out their work.
– Hire other persons to do the work that is required the cost of which is borne by them.
– Provide the plant, equipment and motor vehicles that is used to carry out the work
– They are free to take holidays and time off when they want to.Usually have more than one client or customer at the same time. This is not always the case as there are some trades such as motor cycle courier which are treated as self employed but may only be providng services for one courier service on a subcontract basis. I will explain this in more detail later in this articlePeople who are employees will usually:- Work for one employer at a time and they (the employer) are in charge of the work that is done by the employee. They could how ever have two employments perhaps a day job and a week end job.
– Are directed by their employer as to how to carry out their duties and as to when and where they perform your work.
– Will be required to work a pre set amount of hours each and every week.
– Will qualify for paid holidays but can only take these holidays in line with their terms of employment as regards their length and timing.
– Will benefit from being remunerated at the same fixed amount depending on the hours that are actually worked, and get paid for working overtime.Casual work or work of a part-time nature can still be classed as either employed or self-employed depending on the facts. The fact that it is casual or part time has nothing to do with their employment status.Self employed motor cycle courriers despite possibly only providing services for one courier company they are generally treated as self employed because of how they work. They have no guarantee of work and are dependent on work being allocated to them. So if there is no source of work they do not get paid and then they must be classed as self employed. They supply their own Motor Cycles and pay for their own fuel and running costs.It is, of course, possible to be both self-employed and in self employment simultaneously in that one could be working for an employer during the day and involved in running your own self employed business at the week ends or in the evenings.Each contract either of service or of employment must be considered independently on its merits.As I have said it is possible that one could be both self-employed under a contract of service and be an employee under a contract or employment.If you are not sure you should take independent advice from an Accountant or somebody who specialises in this. My personal experience is that if you go to the local tax office they do not have much real knowledge and always tend to suggest that one is an employee. That way they keep their jobs and collect more tax for the Government.Whether one is an employee or self-employed depends simply on the facts of the actual working arrangements and the terms and conditions contained in the contract as these factors all need to be considered at the same time.If you are self employed then,of course,you will be responsible for your own tax and National Insurance contributions.You will need to advise HM Revenue & Customs (HMRC) by registering with them within 3 months of commencing employment. It is possible to download a registration form from the HMRC web site or you can can register by making a call to the Newly Self-employed Helpline on 0845 915 4515 which is open 8.00 am to 8.00 pm Monday to Friday and 8.00 am to 5.00 pm Saturday and Sunday.You will also need to file a Self Assessment tax return with in the required time limits and make payments as required for both National Insurance and Income TaxIf you are employed then the burden for actually deducting and paying your tax and National Insurance contributions will fall on your employer. This will be dealt with by under the PAYE (Pay As You Earn) system. With this system you need to make sure that you have been given the correct code number and are not on an emergency or week 1 basis.If you are, then quite often, you are taxed either on a week 1 code or on emergency tax which means that you will often be over taxed and usually will be due a tax refund at the end of the the tax year.

Despite healthcare reform debate, rising medical plan costs continue to pummel U.S. employers. Corporate health plan costs are projected to increase again this year by more than 6%*. Since 1999, costs have increased by 134%**, nearly five times the cumulative rate of inflation.Ironically, during this same 10-year period, private health insurers posted record profits, while holding their employer-clients as hostages, feeding them only soaring costs, poor service, and lots of excuses.
But one major east coast company escaped the hostage situation and just celebrated its 8th straight year without a medical cost increase. In fact, while other companies reduced benefits to lessen crippling rate increases, this employer, whose medical plan covers 45,000 lives, actually enriched its benefits program. Today, its annual health plan costs per employee are 60% below the national average.These astonishing results were achieved without a major insurance company’s help. The employer simply eliminated the managed care middleman entirely and contracted directly with doctors and hospitals.Cutting out the middleman is an age-old idea, but when it comes to employer health plans, insurance carriers still hold employers hostage. Large managed care networks, controlled by profit-bloated and increasingly monopolistic private insurers, have emerged as the only means of coverage for employers. They’re also the dominant source of patient revenue for doctors and hospitals, so medical providers are held hostage, too. Consequently, the middleman controls both sides of the healthcare equation and effectively prevents buyer and seller from doing business directly with each other.Though highly effective, direct contracting is still largely unknown to CEOs whose companies are held hostage. Whipsawed by relentless cost increases, their benefit departments still rely on profit-centric insurance companies for cost-containment strategies, most of which are based on conventional managed care networks and cost-shifting onto employees. As true hostages of the big carriers, employers have been effectively brainwashed into believing there’s no viable alternative to the carrier’s approach. They’re convinced that if the big insurers like Blue Cross, United Healthcare, Cigna, and Aetna don’t have the answers, no one does. But direct contracting proves otherwise.Direct contracting creates a “win-win” business relationship between employer and medical provider, the true “buyer” and “seller” in the managed care equation. By cutting out the managed care middleman, the employer and provider eliminate the inherent disadvantages and financial shortcomings found in commercial managed care contracts. The direct agreement saves the employer money without shortchanging the medical provider. It creates a strong, stable, long-term, and mutually beneficial business relationship.Employer-owned networks are comprised of doctors and hospitals that provide medical care according to the employer’s health plan. For instance, the east-coast employer mentioned earlier has direct contracts in place with more than 10,000 physicians and 80 hospitals across 15 states. Direct agreements give employees and dependents easy access to medical care, while paying those providers quickly, fairly, and without administrative hassle.Direct contracting bears no resemblance to the complex, adversarial, and financially disadvantageous network agreements forced upon medical providers by insurance companies. Direct networks truly unite physicians and employers in the goal of providing accessible and affordable medical care to employees, without the obstacles and costs found in commercial PPO networks.As an alternative to HMOs, PPOs, and other commercial managed care approaches, direct contracting is a proven solution for employers who are desperate for relief from soaring costs. For employers held hostage by insurance carriers, direct contracting is a bold plan of escape. However, for such a plan to work, it requires strong executive-level leadership and a willingness to take risks along the way. But for those companies that do, the rewards of freedom from the carriers can mean huge savings, happier employees, and better control over future health plan costs.* According to Towers Perrin’s 2009 Health Care Cost Survey, the average corporate health benefit expenditure in 2009 will be $9,660 per employee–an increase of 6% over 2008 figures.** Kaiser Family Foundation Employer Health Benefits 2009 Annual Survey.