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HR Hot Topics "Surviving in the New Legislative Landscape"
 
Smoking Cessation
 
Smoking Cessation
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Legislative Reception 
 
 
Workers' Comp Seminar
March 16, 2010-EMC Insurance
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Rob Denson, DMACC

"Hats Off" submissions to Michelle Vollstedt.
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To foster a favorable business, economic, governmental and social climate within the State of Iowa so that our citizens have the opportunity to enjoy the highest possible quality of life.
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US Senate to Consider Public Option on Health Care
As you know, the US House on Saturday passed another version of Health Care Reform that includes provisions for a government run health insurance program.  A public option in any form would disrupt and destabilize the private health care marketplace.  The US Senate will consider the public option in its version of the legislation very soon.  Contact your US Senators now to express your opposition to the public option CLICK HERE.
 
While health care reform is essential, reform must be meaningful for private sector employees and employers.  Legislation that includes a public health plan that under-reimburses providers would inevitably shift costs to the private sector and fail to achieve the bipartisan goal of reducing overall health care costs. Premiums would increase because more people would be in plans that pay doctors and hospitals at lower, government rates, causing a shift in costs to private insurance payers.
 
It is critical that Congress enact a version of health care reform that reduces health care costs for Iowa small businesses and does not include a public option. 

The Clock is Ticking...
 Time is running out to get your 2009 IIPAC investment included in the next edition of the ABI Membership Directory.  IIPAC is ABI's best tool to defeat anti-business proposals from becoming law and elect pro-business legislators.  Each dollar invested will help us compete with the other anti-business PACs who want to raise taxes on the already struggling economy. 
 
Take action now! We need your help. CLICK HERE to make your secure on-line pledge for inclusion in the 2010 edition of the ABI Membership Directory.
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Side GraphicfromFrom the Desk Of...Jared A.Yepsen
New Reporting and Registration Requirements for Iowa Charitable Trusts

Jared YepsenIf you are involved with an Iowa-based charitable trust or if you are thinking of creating a charitable trust in Iowa, you need to be aware of a recently enacted legal provision that will affect such charitable trusts. On April 2, 2009, Governor Culver signed into law an act requiring certain charitable trusts to register with the Iowa Attorney General's office and to annually file a report with the Iowa Attorney General.  This registration requirement became effective as of July 1, 2009 and applies to charitable trusts administered in Iowa with assets greater than $25,000.  Under Section 633A.5107 of the Iowa Code, the following Iowa-based charitable trusts are subject to the filing requirements: 501(c)(3) nonprofit entities, charitable remainder trusts and charitable lead trusts.
 
Charitable trusts formed after July 1, 2009, are required to register with the Iowa Attorney General within 60 days of the creation of the trust by submitting a registration form to the Iowa Attorney General and by submitting a copy of the trust document as well. Charitable trusts created prior to the July 1, 2009 effective date are required to register with the Iowa Attorney General within 135 days after the close of the trust's next fiscal year following the effective date of the act. Continue reading>>> 
 
Did you miss the Monday Memo from ABI President, Mike Ralston? For this week's memo click here.
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Side GraphictopTop Tips to Consider When Performing Physical and/or Drug Testing to Previously Laid Off Employees...
 
You asked.  We answered.  
 
The following question was asked last week.  We asked some of our "experts" and this is what we came up with.  
 
1.  Ideally the pre-screening physical and drug screen is a standard process that an employer is following -- ie. all new (or potentially new) employees go through the same thing.  Needless to say that anything done for one person only can raise several red flags as to its potential discriminatory issue.

2.  Another important element is that the employer has to define (normally job description) the required physical demands of the job...so that there is validation that the physical is for the right things.  Example:  if the job requires the ability to properly bend and stoop to lift 30 lbs...a physical can determine if this is possible. Continue reading>>>

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