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On April 2, 2013, the SEC confirmed that public companies may use social media, such as Facebook and Twitter, and other emerging means of communication in much the same way that they use their own websites to announce key information in compliance with Regulation FD. The key is whether investors have been notified about the social media accounts ahead of time.
CMS issued a draft copy of two documents, a CMS Ruling and text of a proposed rule. Proposed regulations do NOT take effect when they are issued. Therefore, the proposed rules have no immediate impact. However, the CMS Ruling, which is a decision by the Administrator of CMS, takes effect immediately. CMS Rulings are supposed to be binding on RACs, MACs and even ALJs. The subject matter of the two documents is whether hospitals can receive outpatient reimbursement when an inpatient stay is denied. These documents will generate quite a buzz.
On March 8, 2013, USCIS released its newly revised Employment Eligibility Verification Form, Form I-9. Employers should use the newly revised Form immediately, which is notated with a revision date of “(Rev. 03/08/13) N” and can be accessed at the following here.
Employers may submit cap-subject H-1B petitions again on April 1, 2013, for the fiscal year (FY) 2014 H-1B program. The numerical limitation, or H1B cap, for FY 2013 was reached on June 11, 2012. New H-1B petitions may be filed under fiscal year 2014 beginning April 1, 2013. Beneficiaries of cap-subject petitions may begin employment no earlier than October 1, 2013. It is difficult to state when the H-1B cap will be reached this year, but in light of it being reached on June 11, 2012, for fiscal year 2013, and the steady economic recovery, we expect the cap numbers to be reached earlier than last year.
One provision in the “American Taxpayer Relief Act of 2012,” the “fiscal cliff” bill, received little attention in the press, but will have a major impact on health care organizations. It expands the time limit on recovering overpayments, and presumably the time limit for making refunds. Since its inception, the Medicare law has waived recovery of overpayments when the recipient of the payment is “without fault.” The law includes a presumption that a recipient is “without fault” after the passage of time. Until now, the presumption took effect “three years after the year in which payment was made.” The amendment increases the time to five years after the year in which payment was made.
Do you have employment agreements, severance plans, change of control agreements or similar arrangements? Are the severance and other benefits payable under those arrangements conditioned on the execution of a release? If so, you need to be aware of an upcoming deadline that might require amending those arrangements.
The fashion industry has long complained about the fact that, unlike European law, U.S. intellectual property law does not offer protection for those who create unique fashion design. Certainly, the prospect for profiting from one’s efforts in creating unique fashion has become grimmer in the age of technology when a designer’s new collection can be immediately photographed, copied and mass produced in China for distribution in strip malls in Minnesota before the designer has even had an opportunity to sell her originals in New York City and Milan.
The Internal Revenue Service has announced the 2013 cost-of-living adjustments (COLAs) for retirement plans. Most of the limits related to retirement plans are increased.
On March 30, 2012, the Federal Energy Regulatory Commission (the Commission) issued an order conditionally accepting the Midwest Independent Transmission System Operator’s Tariff revisions in Docket No. ER12-309, effective January 1, 2012. MISO proposed the revisions to help further its policy of “first ready first served.” MISO believes that the Tariff changes, which modify its generator interconnection procedures (GIP), will help clear the backlog of projects in the queue and better enable projects that are ready to move forward to do so.
Living Under the H-1B Cap – Alternative Visa Options and Strategies for Employing Foreign Nationals in the U.S.
The H-1B visa is commonly known as the “workhorse” of U.S. work visas as U.S. companies rely on it more than any other visa to employ foreign workers in the U.S. The H-1B visa is available to employers who want to hire a professional foreign national worker with at least a bachelor’s degree in a relevant field (or its equivalent in work experience) for a job which requires a degree in that field (also known as a specialty occupation) and the employer can demonstrate that it will be paying at least the prevailing wage to the foreign employee.