There are more than 3,000 new regulations going into effect January 1, 2015.
Some of you just said that 3,000+ is not that much. Allow me to point out that this is 3,000+ added on to whatever existing regulations there are in effect before January 1, 2015.
I don’t know the total number. Probably no one does. I am comfortable in saying that it is a Whole Bunch of Confusion.
Allow me to narrow this bit of foolishness down to the Homecare Industry.
Below is a link to the January 1, 2015 changes for the Homecare Industry. I must compliment our rulers for giving the ruled more than a year to get ready for these massive changes. This allows us time to get out of the business before January 1, 2015.
You have my permission to skim the link below. Get the feel of it. Then go on to something that is easier to understand like the Mid-East Situation.
Since you are not going to read it all, allow me to paste in one paragraph in order for you to fully understand why you don’t want to be in the Homecare Industry &/or come to the realization that anyone who wants to be in the Homecare Industry ought to have their head examined...
Live-In Domestic Service Employees...
“Live-domestic service workers who reside in the employer’s home permanently or for an extended period of time and are employed by an individual, family, or household are exempt from overtime pay, although they must be paid at least the federal minimum wage for all hours worked. Live-in domestic service workers who are solely or jointly employed by a third-party must be paid at least the federal minimum wage and overtime pay for all hours worked by that third-party employer. Employers of live-in domestic service workers may enter into agreements to exclude certain time from compensable hours worked; such as sleep time, meal time, and other periods of complete freedom from work duties. If the sleep time, meal period, or other periods of free time are interrupted by a call to duty, the interruptions must be counted as hours worked. Under the final rule, employers must maintain accurate records of hours worked by live-in domestic service workers. Employers may require the live-in domestic service employees to record their hours worked and to submit records to employers.”
The Link is below. Remember to skim. I would not want to confuse you and/or depress you...
Would I kid u?
Smartfella
(493)
Lagniappe: Yes, dear reader, that is a typo at the beginning of the green paragraph above. Can it possibly be that Our Regulatory Rulers made a mistake?
Lagniappe More: On the other hand it is not a mistake if they want to make sure that we understand that, if we have a Dead Domestic Service Worker working for us, this confusing bit of regulation does not apply to him.
