Employers who have sub-paying plans before the extension of unemployment benefit by the CARES Act should carefully consider the impact of the aforementioned provisions on the calculation of underpayment and/or the need to modify the plans in order to avoid unintended consequences. While there are no clear guidelines regarding the interaction between SUB-Pay and the Cares Act, employers should consider these provisions of the CARES Act when designing and implementing their underpayment plans. While employers are not required to follow a particular format or template for a SUB plan, the plan must contain a full description of the benefits and contain the following information: Mr. Penkert completed his studies at the University of Florida in 2007. He received his J.D. from Vanderbilt University Law School in 2010. In 2011, Mr. Penkert graduated from the University of Florida`s Levin College of Law with an LL.M. in Taxation. Mr.
Penkert works in the areas of precautionary law, ERISA and taxation. Lord. Penkert`s practice includes representation in the areas of qualified plans, ancillary benefits, and compliance with other federal prevention laws. Mr. Penkert helps clients design and develop plans, advise clients. Mr. Mahoney is a member of the Employee Benefits and Executive Compensation Group. It focuses on labour tax issues at the federal and regional level, on the revision of labour and tax legislation for qualified plans and on the strategic organisation of executive compensation plans for a global workforce. In her practice, Ms. Orsini focuses on executive compensation and employee pension matters, including the development and implementation of reprocessing plan documents, equity and employment compensation documents, severance pay and other compensation-related agreements for private, public and non-profit companies. She also advises on other benefits for employees and on executive remuneration.
Below is a study of SUBP plans. Since this article is not specific to the client, it is only information and not legal advice. Before taking any action, we ask you to seek legal advice to confirm that such action is appropriate at this stage and taking into account your specific circumstances. You will find our main interlocutors for labour law at the end of this document.  If it is a collective agreement, it may take until the collective agreement expires The economic and financial consequences of the ongoing COVID-19 crisis have forced some employers to lay off and lay off workers, leading to a record number of people applying for public unemployment benefits across the country. As a result, more and more employers are considering setting up supplementary unemployment benefit schemes (sub-pay plans) in order to offer additional benefits to redundant workers. . . .