News

With recent pandemic flu outbreaks, some employers have grown confused as to which types of employee absences from work may be protected by the federal Family Medical Leave of Absence Act (FMLA).

First of all, FMLA protection is entitled to employees working for a covered employer and who have worked for their employer for at least 12 months, for at least 1,250 hours over the previous 12 months, and at a location where at least 50 employees are employed by the employer within 75 miles. Such employees are provided up to 12 weeks of job-protected, unpaid leave during a 12-month leave year for specified family and medical reasons, which may include the flu where complications may occur.

Employers should consider the following examples to avoid discriminatory practices:

• Employees who are infected. An employee who is infected may be protected under the FMLA under certain circumstances when health complications arise. Be sure to obtain a certified note from the employee's attending physician.
• Employees who are not infected. An employee who wishes to stay home because he or she simply does not want to be exposed to the flu from others at the workplace is not protected under the FMLA.
• Employees with certain family members who are infected. An employee with an infected family member (i.e. spouse or child) is not protected under the FMLA unless a flu-related complication results and thus creates a "serious health condition" as defined by the FMLA.
• Enforced company policies. If the company has an Employee Handbook policy requiring employees to go home sick when they show symptoms of an illness reaching pandemic levels such as the H1N1 flu, that time off may qualify as FMLA-protected leave, if a serious health complication develops.

As an employer, it is crucial to establish flexible sick leave policies that are non-discriminatory. Whether an absence should be paid or unpaid depends much on your company's relevant policies and employment contracts. If employees must miss work, you may provide alternative options such as telecommuting. In addition, consider contacting an HR professional regarding any state-specific regulations that may require stricter guidelines for pandemic sick leave circumstances.

Extended COBRA Subsidy Period.
On December 19, 2009, President Obama signed the Department of Defense Appropriations Act (DDAA) which has amended the American Recovery and Reinvestment Act of 2009 (ARRA). For former employees who were involuntarily terminated and for eligible family members, the DDAA extends the eligibility period to qualify for COBRA subsidy through February 28, 2010 (instead of December 31, 2009). The DDAA also increases the subsidy duration period to a maximum of 15 months (instead of 9 months)

“Cocktails for Clearbrook” Benefit Raises Funds for Children with Special Needs

ARLINGTON HEIGHTS, IL (October 13, 2009) – On Thursday, October 1, The Elevation Group hosted “Cocktails for Cleabrook” at D.O.C. Wine Bar in Lombard to raise money for children with developmental disabilities this holiday season. More than 100 guests sipped fine wines, enjoyed appetizers and purchased raffle tickets all for a great cause - to make kids’ holiday wishes come true.

The Elevation Group is comprised of 5 small business owners including SBA members, Mike Francone of AmCheck and Jim Fabbrini of Fabbrini’s Flowers, as well as Mike Dunlay of D.O.C. Wine Bar, Jack Hull of Corporate Benefit Advisors, Inc. and Eddie Reeves of 24 Seven Discovered. They decided to join forces to make a difference in the lives of children with special needs by fulfilling their holiday wish list requests.

“Families that have kids with special needs have so many extra demands in terms of time and money,” explains Francone, “We wanted to make things a little easier for some of them during the holiday season.”

Annually, Clearbrook serves nearly 2,300 children with such disabilities as autism, Down syndrome, cerebral palsy and other forms of mental retardation. In the upcoming winter months, The Elevation Group will buy toys and clothes, using the funds raised from “Cocktails for Clearbrook” to help brighten the season for kids that receive services from Clearbrook. In all, more than $3,000 was raised at the event.

For more information about Clearbrook or to be a “Wish list” supporter contact Christina Raddi at 847-385-5302 or craddi@clearbrook.org or, please visit clearbrook.org.


ABOUT CLEARBROOK
Based in Northern Illinois, Clearbrook was founded in 1955 and has since evolved into a recognized leader in the field of developmental disabilities. Today, Clearbrook creates innovative opportunities for approximately 3,000 children and adults with developmental disabilities including autism, Down syndrome, cerebral palsy and mental retardation - as well as their families. Clearbrook provides personalized children’s, day training, employment, residential and clinical services at more than 40 locations throughout the Chicagoland-area. In addition, Clearbrook is the largest provider of in-home services in the state of Illinois. Clearbrook employs more than 800 people and proudly reports that 85 percent of every dollar raised goes directly into programs and services. For more information, please visit clearbrook.org.

Join us for an evening of cocktails, fine wines and appetizers at the swank D.O.C. Wine Bar in Lombard to benefit children and adults with developmental disabilities supported by Clearbrook. Co-workers, friends and family are welcome....the more the merrier!

There is no cost to attend. Proceeds from the cash bar and raffles will brighten the lives of children with special needs this holiday season. Please visit www.clearbrook.org to learn more.

Event Date 10-1-2009

Hosted by The Elevation Group:
Mike Francone, AmCheck
Mike Dunlay, Dunlay's Restaurants
Jim Fabbrini, Fabbrini's Flowers
Eddie Reeves, 24 Seven Discovere
Jack Hull, Corporate Benefit Advisors

Contact Jennifer Kidd at 847-397-6100 or jennifer.kidd@amcheck.com.

Can't make it? Donations are welcome.
Checks can be made out and sent to: Clearbrook, Attn: Christina Raddi, 1835 W. Central Road, Arlington Heights. IL 60005

Denver, CO, March 31, 2009 -- AmCheck, a leading provider of outsourced payroll services, benefits and HR services, today announced the addition of Jim Gosselin as a partner in its franchising division, AmCheck National Franchise Corporation.

Mr. Gosselin, a Managing Partner of AmCheck's Denver office since 2000, brings with him 15 years of business experience in the fields of Telecommunications and Payroll Outsourcing. He will assume the role of Director of Marketing and Sales in support of AmCheck's growing franchise base.

Brad Johnston, ANFC Vice-President, commented:
"We are delighted to welcome Jim to the partnership, where I know he will make an excellent contribution to our business. His considerable sales and marketing expertise and experience will further strengthen AmCheck's already strong franchise group."

About AmCheck
AmCheck is a national provider of Payroll Services and Professional Employer Organization PEO services. Since 1996, AmCheck has grown into one of the country's largest independent Payroll Service Bureaus, with 10 offices in 10 major cities, serving thousands of clients, and managing every aspect of payroll, taxes, employee benefits, pension plans and worker's compensation. AmCheck is a leader in Web-based payroll technology, and is recognized for its skill in harnessing and applying the latest technologies in order to improve clients' internal and external processes. AmCheck's Services are currently offered to organizations with up to 3,000 employees. Employers may take advantage of a complete payroll solution or choose to pursue individual ala carte services available.

For more information about AmCheck call 1.888-AMCHECK (262-4725) or visit us at http://www.amcheck.com.