tag:blogger.com,1999:blog-25117145295364121842024-03-20T01:24:30.979-04:00GMR Associates Inc.Blogging From Experiencegmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.comBlogger11125tag:blogger.com,1999:blog-2511714529536412184.post-86090503443197573742016-11-02T11:06:00.001-04:002016-11-02T11:06:40.068-04:00Survey Says........<div class="MsoNormal">
<span style="font-family: Verdana, sans-serif;">Thank you to
all our participants who completed our survey earlier this summer. Many
of you requested additional detail on a weekly basis. We heard you and
are pleased to announce the launch of a new weekly participant cascade
statement. Check out the banner post inside your trust account (either in
the phone app or on the web) for links to the new report and a quick
explanation of what is detailed.</span></div>
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<span style="font-family: Verdana, sans-serif;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgdSEz_ac5TXG0tOJJMnpIkjjW6FFC9YRjmYWqgIWa7wfy68jrx2dXyDGKJHw-EXBwaWrTnoHXgvTIehNys4D51eyYb5LcRCXtA5onC1m0pq0IL7kbKYUFugV1-iE8s34sOJPmsd0Sbpbqf/s1600/surveyresults.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgdSEz_ac5TXG0tOJJMnpIkjjW6FFC9YRjmYWqgIWa7wfy68jrx2dXyDGKJHw-EXBwaWrTnoHXgvTIehNys4D51eyYb5LcRCXtA5onC1m0pq0IL7kbKYUFugV1-iE8s34sOJPmsd0Sbpbqf/s320/surveyresults.jpg" width="320" /></a></span></div>
gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0tag:blogger.com,1999:blog-2511714529536412184.post-79244083054168468682016-10-17T11:15:00.000-04:002016-10-17T11:15:25.410-04:00Establishing Paid Sick Leave for Federal Contractors, Effective January 1, 2017<div class="MsoNormal">
<span style="font-family: "Verdana","sans-serif";">On
September 30 of this year the USDOL finalized guidance on <a href="https://www.dol.gov/whd/govcontracts/eo13706/PaidLeaveFS.pdf">Executive
Order 13706</a>, Establishing Paid Sick Leave for Federal Contractors.
The Final Rule specifies the contracts and employees covered by the EO,
including procurement contracts for construction covered by the <a href="https://www.dol.gov/whd/govcontracts/dbra.htm">Davis-Bacon Act (DBA.)</a>
Included in the finalized Executive Order are rules dictating how the sick
leave will accrue, when it can be used, and how the Department will ensure
compliance. If you are a contractor doing Federal Davis-Bacon or <a href="https://www.dol.gov/whd/govcontracts/sca.htm">McNamara-O’Hara Service
Contract Act (SCA)</a> work, contact <span style="color: red;"><a href="https://www.gmr-usa.com/GMRN/contact.asp">GMR Associates, Inc.</a></span>
today to be sure you’re prepared at the turn of the new year.</span></div>
gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0tag:blogger.com,1999:blog-2511714529536412184.post-8784989931879344212016-05-17T16:13:00.000-04:002016-05-17T16:13:28.650-04:00Chris Van Aken Co-presents on NYSDOL Investigation Preparation<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b>Chris Van Aken Co-presents on </b><a href="http://www.labor.ny.gov/home/"><span style="color: #0033cc;">NYSDOL</span></a><b> Investigation Preparation</b></span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">May 12, 2016 – <a href="http://www.gmr-usa.com/GMRN/index.asp"><span style="color: #0033cc;">GMR Associates, Inc.’s</span></a> Chris Van Aken, ERISA Plans
and Compliance Manager, co-presented with<a href="http://www.bsk.com/people/mark-a-moldenhauer/labor-employment"><span style="color: #0033cc;"> Mark Moldenhauer, Esq.,
Bond, Schoeneck & King, LLC</span></a><a href="https://www.blogger.com/null" name="_GoBack"></a><span class="MsoHyperlink"><span style="color: #0033cc;"> </span></span>to
western <a href="http://www.abcnys.org/"><span style="color: #0033cc;">New York’s Empire State Associated Builders and Contractor
Association</span></a> members. Chris focused primarily on the <a href="https://www.labor.ny.gov/workerprotection/publicwork/PWContents.shtm"><span style="color: #0033cc;">Bureau of Public Works
Investigations</span></a> given his extensive experience assisting clients with
investigation resolution over the last decade. According to Van Aken,
it’s imperative to ask yourself, “If an investigation was conducted today,
would my organization be ready?” and provided guidance on the proactive steps
contractors can take before an investigation is imminent. Moldenhauer covered Federal
Labor Laws under the <a href="https://www.dol.gov/whd/flsa/"><span style="color: #0033cc;">Fair Labor Standards Act</span></a>,
which nicely complemented the state focus. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;"><b>About GMR Associates:<br />
</b>GMR has been a trusted third-party administrative service provider for <a href="https://www.gmr-usa.com/GMRN/services.asp">prevailing wage plans</a>,
annualization compliance, and investigation support for more than 20 years. We focus on small and mid-size merit shop
contractors working in many states. In 2015, we helped our clients manage tens
of millions of dollars of state prevailing wage, Davis-Bacon Act, and Service
Contract Act fringe supplements and their accompanying regulations using a variety of compliance techniques. Want a second opinion? Call us at <span class="MsoHyperlink"><span style="color: #0033cc;">1-800-724-4817</span></span>or <a href="http://www.gmr-usa.com/GMRN/contact.asp" target="_blank"><span style="color: #0033cc;">send us a message through our
website.</span></a></span><o:p></o:p></div>
gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0tag:blogger.com,1999:blog-2511714529536412184.post-22720285756515420192016-03-31T11:52:00.000-04:002016-03-31T11:52:49.420-04:00Withholding Prevailing Wage Supplements in a Cafeteria Plan? Better Do It Right!<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgW4t0Y5H6kjI7AIJSpc7CqyL6dnfB8hPB3dccjK1z7NwFnRakYaFgBZvwEXGXKb12sl0xzs8OLxUyDcLLw7r8q1WOQm3ZbIXQEYSNfEkRVlw_Voj_jIiEXqHK4GjUERLib5gkrnJ3KuAMr/s1600/Know-the-rules.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="145" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgW4t0Y5H6kjI7AIJSpc7CqyL6dnfB8hPB3dccjK1z7NwFnRakYaFgBZvwEXGXKb12sl0xzs8OLxUyDcLLw7r8q1WOQm3ZbIXQEYSNfEkRVlw_Voj_jIiEXqHK4GjUERLib5gkrnJ3KuAMr/s200/Know-the-rules.jpg" width="200" /></a></div>
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The old adage about things that sound too good to be true
applies doubly when it comes to prevailing wage benefit plans. It seems like
the rate is always higher, the hours are always longer, the punch list keeps
growing, and the float on payments is forever.<br />
<br />
That has always been our experience too, until the other day when a potential
client wrote us this email:<br />
<br />
<i>“When I asked about the annual testing he said, ‘Our design has been deemed
by the New York State Department of Labor to meet the exception to the
annualization requirement. Our design is deemed by them to be equivalent of
paying the people in cash, although obviously we are not doing that.’ I don’t
necessarily like sending direct information from one vendor to another, but I
am concerned. What kind of Plan would this be then?”</i><br />
<br />
This would be a Cafeteria Plan. A Plan the NYSDOL openly promotes on their
website as compliant with NYSDOL annualization regulations. From<span style="font-family: 'Lucida Grande'; font-size: 13.5pt;"> </span><a href="http://www.labor.state.ny.us/workerprotection/publicwork/PW_faq8.shtm#6" target="_blank"><span style="color: #0033cc; font-family: "Lucida Grande";">NYSDOL
Article 8 FAQ’s online</span></a><span style="font-family: 'Lucida Grande'; font-size: 13.5pt;"> :</span></div>
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<span style="font-family: 'Lucida Grande';"><br />
</span>“A: Yes. A true Cafeteria Plan, where the total dollar value of the
supplement amount is provided to the employee and the employee is provided the
option or vehicle to purchase their own benefits, is considered the same as
cash.”<br />
<br />
This raises some red flags for us. The first is, in our experience, the<span style="font-family: 'Lucida Grande'; font-size: 13.5pt;"> </span><a href="https://labor.ny.gov/workerprotection/publicwork/PWContents.shtm" target="_blank"><span style="color: #0033cc; font-family: "Lucida Grande";">NYSDOL
Bureau of Public Works</span></a><span style="font-family: 'Lucida Grande'; font-size: 13.5pt;"> </span>doesn’t deem anything. They only
investigate your prevailing wage benefit plan, assess the willfulness of any
violations they find, and then act on their findings. There is no pre-approval
process.<br />
<br />
Secondly, not all Cafeteria Plans are created equal. The word “true” in the
NYSDOL answer presents a problem for this potential client. That’s because a
Cafeteria Plan is a separate written plan, maintained by an employer for
employees, that meets the specific requirements and regulations of Section 125
of the Internal Revenue Code. It provides participants an opportunity to
receive certain benefits on a pretax basis. Participants in a Cafeteria Plan
must be permitted to choose among at least one tax qualified benefit and one
taxable benefit (such as cash).</div>
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Don’t take our word for it, check for yourself. See what Cornell’s index of IRS
Code says in <a href="https://www.law.cornell.edu/uscode/text/26/125" target="_blank"><span style="color: #0033cc; font-family: "Lucida Grande";">section
125.d.1.B.</span></a> Do you run a
Cafeteria Plan? Are your participants offered a cash option? Did you ever offer
them cash in their check? Does your Cafeteria Plan empty into a retirement
Plan? If so, that’s not cash and something’s not right. <a href="http://www.gmr-usa.com/GMRN/contact.asp" target="_blank"><span style="color: #0033cc; font-family: "Lucida Grande"; font-size: 13.5pt;">Contact us</span></a> today
for a free consultation on your prevailing wage benefit plan.</div>
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<div style="line-height: 14.25pt;">
<b>About GMR Associates:<br />
</b>GMR has been a trusted third-party administrative service provider for
prevailing wage plans, annualization compliance, and investigation support for
more than 20 years. We focus on small and mid-size merit shop contractors
working in many states. In 2015, we helped our clients manage tens of millions
of dollars of state prevailing wage, Davis-Bacon Act, and Service Contract Act
fringe supplements and their accompanying regulations using a variety of
compliance techniques. Want a second opinion? Call us at <a href="tel:1-800-724-4817" target="_blank">1-800-724-4817</a> or <a href="http://www.gmr-usa.com/GMRN/contact.asp" target="_blank"><span style="color: #0033cc; font-family: "Lucida Grande"; font-size: 13.5pt;">send us a
message through our website.</span></a></div>
gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0tag:blogger.com,1999:blog-2511714529536412184.post-71061735095146810202016-03-09T13:34:00.000-05:002016-03-09T13:34:24.536-05:00Benefit Claims: Why are they required and when is one made?<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b><span style="font-size: large;">Benefit Claims: Why are they
required and when is one made?</span></b></div>
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Construction companie<a href="https://www.blogger.com/null" name="_GoBack"></a>s elect to use Prevailing
Wage (PW) Fringe Supplements for a bona fide benefits program for a variety of
reasons, ranging from building increased employee satisfaction to saving on
payroll burden. Whatever the reason may
be, there must be a clear audit trail leading to payment of bona fide fringe
benefits. A ke</div>
y component of an audit
trail is a benefit claim. Benefit claims
come in many forms, such as an insurance premium statement or retirement plan
deposit record. But, claims made at the
individual participant level, generally accrued vacation or supplemental
unemployment claims require participant level claims.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgbUL7_GFYRMLIaPg003JLTiUTaEz_MQF6_mDOAe-fEu9z7ahpwTlKSdl3LQaUpNZKKAEUJaBmRoIYLjB6Lxw2PA2BU3JXhylkkHfIr8O-l7gfMUMZSeHbBEg9WLVzNqmMg_gh5b-_3U3QZ/s1600/claim.gif" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgbUL7_GFYRMLIaPg003JLTiUTaEz_MQF6_mDOAe-fEu9z7ahpwTlKSdl3LQaUpNZKKAEUJaBmRoIYLjB6Lxw2PA2BU3JXhylkkHfIr8O-l7gfMUMZSeHbBEg9WLVzNqmMg_gh5b-_3U3QZ/s1600/claim.gif" /></a></div>
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<b>With that being said, <i>why</i> is a claim required?</b> Simply put, in order to be considered a bona
fide fringe benefit, the participant must make a claim. Without this claim record, the IRS may rule
that even though there was a payment, the payment was not a bona fide fringe
benefit. Ask yourself, would an employee
just stay home and expect vacation pay without letting you know they wanted a
day of vacation pay? Absolutely not! To receive the vacation pay “benefit” an
employee must make a request. At GMR
they are participants, not employees.
Participants make benefit claims instead of filling out vacation request
forms.</div>
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<b>When may a trust participant
make a claim?</b> A trust participant
may make a claim any time they wish to receive accrued vacation/PTO or
supplemental unemployment benefits. A
vacation/PTO claim can be made anytime there are accrued vacation/PTO funds
available. A supplemental unemployment
claim may be made when a participant misses work hours. Typically supplemental claims in the construction
industry are made during a seasonal layoff period, but partial week claims may
also be made during the work season. All
claims and records of payment are kept for audit purposes.</div>
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<b>When does an employer make a
claim? </b>A monthly medical insurance
premium is a great example of an employer submitted benefit claim. The employer forwards the premium statement
to GMR, GMR checks trust account balances, participant by participant. We then mail a check made out to the
insurance company to cover only the trust participant’s portion of the
insurance premium. In this case, the
employer submitted the claim (medical insurance monthly bill) and the trust
paid it. The bill and proof of payment
are kept for audit purposes. Please note
bona fide benefits plans and their structure vary by company need.</div>
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So, bottom line, benefit claims are required in order to pass yearly
certified audits as well as many types of government audits and can be made
anytime there is a bona fide benefit that must be paid for (employers) or anytime
bona fide vacation/PTO or supplemental unemployment funds are available
(participants).</div>
gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0tag:blogger.com,1999:blog-2511714529536412184.post-90812726171758968022016-01-05T11:07:00.000-05:002016-01-05T11:07:11.349-05:00NYSDOL Annualization of Fringe Supplements: What are the rules?<h2>
<b>NYSDOL Annualization of Fringe Supplements: What are the
rules?</b></h2>
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<span style="font-family: Arial, Helvetica, sans-serif;">If you’ve determined that New York
State Department of Labor (NYSDOL) annualization regulations indeed apply to
you, you may be asking yourself, “What do I do next?” On the surface it’s simple.
“Annualization” refers to the time period over which employer contributions are
divided by to calculate an hourly credit that applies toward the stated NYS
prevailing wage (PW) fringe supplement rate. In effect, annualization means
that NYS PW fringe supplements cannot be used to subsidize benefits on private
work. </span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiMPWzXtmQ9_AsU-axsL4J5vMFeB81JOPJDuet8kwG28Nv5V5jWpVEZ434HK4ywOyAxMU3U5aQmBNzF9tCIyzrHVdPplInE8-Mg2NexJYq1AcVzmEaxY5YvbGNRwcDPkw4yR8rQXILWwkdX/s1600/new+blog+pic.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="187" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiMPWzXtmQ9_AsU-axsL4J5vMFeB81JOPJDuet8kwG28Nv5V5jWpVEZ434HK4ywOyAxMU3U5aQmBNzF9tCIyzrHVdPplInE8-Mg2NexJYq1AcVzmEaxY5YvbGNRwcDPkw4yR8rQXILWwkdX/s640/new+blog+pic.jpg" width="640" /></a></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">In practice, you’ll want to know
which benefits count toward the credit, how to treat Davis-Bacon fringe
supplements as well as prevailing wage fringe supplements from other
states. You need to know that ALL NYS PW fringe supplements are
annualized if they are used for benefits. This is different than
Davis-Bacon annualization. And don’t forget, annualization calculations
are done employee by employee, not on a pooled basis. Once you calculate
your hourly benefit credit, withhold the credit amount per hour on NYS PW jobs
and pay the remainder in the employees weekly pay check.</span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjMHxzk6woDV5k_aaOrLsH2IUETlIjwKEtHE_XZpJJ-gi08ivc7FcTBKJKWdb54zSQs4Tavhlqr7pQwNRGttb8qwpuj45A7AHtmwVM22T9c0SGrG46Qm_ZxXbmzfexRI60bE7jDEtJgnt8n/s1600/new+blog+pic+2.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="443" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjMHxzk6woDV5k_aaOrLsH2IUETlIjwKEtHE_XZpJJ-gi08ivc7FcTBKJKWdb54zSQs4Tavhlqr7pQwNRGttb8qwpuj45A7AHtmwVM22T9c0SGrG46Qm_ZxXbmzfexRI60bE7jDEtJgnt8n/s640/new+blog+pic+2.jpg" width="640" /></a></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Don’t forget to fill out the
certified payrolls correctly, front and back, with respect to what you are
doing with NYS PW fringe supplements and keep thorough records. You may
want to adopt an annualization compliance policy with a <a href="https://www.blogger.com/null" name="_GoBack"></a>clear,
written methodology. If you have any question as to whether an employer
expense incurred on behalf of an employee qualifies for inclusion into the
Annualization calculation, contact your local NYSDOL office or your compliance
consultant.</span></div>
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gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0tag:blogger.com,1999:blog-2511714529536412184.post-12123559691261541932015-09-21T16:21:00.000-04:002015-09-21T16:21:00.133-04:00Skilled Trades Explorer Post- Enrolling Now<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">GMR has been actively involved with the Associated Builders and Contractors of NY Skilled Trades Explorer Post for a number of years. The program is a unique opportunity to learn more about trades which include:</span><div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">Masonry</span></div>
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<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">Carpentry</span></div>
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<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">HVAC</span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">Project Management</span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">Drywall</span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">Plumbing</span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">Electrical</span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">Exploring is a career education program for young men and women ages 14 through 20. You will participate in hands on projects on site with local contractors from each trade. You will be able to receive advice and guidance to help you take the steps now to position yourself for a successful career in the skilled trades. </span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">The program consists of one two hour session each month, Oct-May except January, with one contractor hosting each session devoted to their respective specialty. </span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div>
<span style="color: #666666; font-family: Arial, Helvetica, sans-serif;">the 2015-16 introductory meeting will held on October 6, 2015 at Hope Hall. A $25 fee is payable at the kick-off meeting by those who decide to enroll. Please see the below flyer for those who are interested or know someone who could be interested for more details. </span></div>
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gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0tag:blogger.com,1999:blog-2511714529536412184.post-63796490205878505172015-09-03T12:48:00.000-04:002015-09-03T12:48:34.772-04:00NYSDOL Annualization of Fringe Supplements: Does it apply to me?<div class="MsoNormal">
<b><span style="font-size: large;">NYSDOL Annualization of Fringe Supplements: Does it apply
to me?</span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><b><span lang="EN">Let’s take a look.
</span></b><span lang="EN">According to the New
York State Department of Labor (NYSDOL,) employers have three options when it
comes to providing NYS prevailing wage (PW) fringe supplements:</span></span></div>
<div class="MsoNormal">
<span lang="EN"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, Helvetica, sans-serif;"><span lang="EN">1 - Pay the PW fringe supplements as
cash in the paycheck, </span>along with the required prevailing wage base
rate. <b><i>Fringe supplements paid to an employee as cash are not
subject to the annualization calculation. </i></b>The NYSDOL defines
“cash” as money given to the employee in a paycheck (reportable on an IRS Form
W2) subject to all employee taxes (i.e., federal and stat<a href="https://www.blogger.com/null" name="_GoBack"></a>e
income tax) and subject to “burden” (i.e., FICA, possibly SUI.) Be
careful, NYS prevailing wage fringe supplements deposited into a fully vested,
qualified retirement plan <b>are not
considered to be a cash payment </b>of the fringe supplements by the NYSDOL and
are subject to NYSDOL annualization regulations.</span></div>
<div class="MsoListParagraph" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
<div class="MsoListParagraph" style="margin-bottom: 0.0001pt;">
<span lang="EN"><span style="font-family: Arial, Helvetica, sans-serif;">2 - Use the fringe to provide a bona fide benefit plan for the employee, or
</span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 0.0001pt;">
<span lang="EN"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 0.0001pt;">
<span lang="EN"><span style="font-family: Arial, Helvetica, sans-serif;">3 - A combination thereof.</span></span></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><span lang="EN">(</span><a href="http://www.labor.state.ny.us/workerprotection/publicwork/PW_faq6.shtm#11"><span lang="EN">http://www.labor.state.ny.us/workerprotection/publicwork/PW_faq6.shtm#11</span></a><span lang="EN">)</span></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<span lang="EN"><span style="font-family: Arial, Helvetica, sans-serif;">If you are using NYS prevailing wage fringe supplements in part or in total
to provide bona fide fringe benefits, NYSDOL annualization regulations <i>probably</i> apply. It’s an easy
question to answer with the simple flow chart below:</span></span></div>
<div class="MsoNormal">
<span lang="EN"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg1eu5TNX2eszmUHQqFv6XQBuRPRL05-cKlpUsiK-O4w9rTJWmuVNe7b30BNsCgwbx7TBZkDxHQrvk-06Noucfl6Ue1wRqLO1KFhQSuolt290nTFX1LwJRy6Bwitx8NlLPEMhF9qAq9PP46/s1600/chart2.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="528" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg1eu5TNX2eszmUHQqFv6XQBuRPRL05-cKlpUsiK-O4w9rTJWmuVNe7b30BNsCgwbx7TBZkDxHQrvk-06Noucfl6Ue1wRqLO1KFhQSuolt290nTFX1LwJRy6Bwitx8NlLPEMhF9qAq9PP46/s640/chart2.jpg" width="640" /></a></div>
<div class="separator" style="clear: both; text-align: center;">
<br /></div>
<div class="MsoNormal">
<span style="font-family: Arial, Helvetica, sans-serif;"><span lang="EN">If you are not subject NYSDOL annualization regulations, Congratulations!
Just remember, you are not taking full advantage of prevailing wage fringe
supplements to purchase benefits you provide to your employees, and, the answer
may change state to state and even <b>in NY</b>
if you are working under the Davis-Bacon Act or for HUD.</span></span></div>
<div class="MsoNormal">
<span lang="EN"><br /></span></div>
<div class="MsoNormal">
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<p class=MsoNormal align=center style='text-align:center'>
<span
style='font-size:14.0pt;line-height:115%;color:#1F497D;mso-themecolor:
text2'>Do you have employees <b style='mso-bidi-font-weight:normal'>working</b>
on <o:p></o:p></span></p>
<p class=MsoNormal align=center style='text-align:center'>
<span
style='font-size:14.0pt;line-height:115%;color:#1F497D;mso-themecolor:
text2'>New York State (NYS) Prevailing Wage (PW) jobs <o:p></o:p></span></p>
<p class=MsoNormal align=center style='text-align:center'>
<b
style='mso-bidi-font-weight:normal'><span style='font-size:14.0pt;
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style='font-size:14.0pt;line-height:115%;color:#1F497D;mso-themecolor:
text2'> NYS PW rates?<o:p></o:p></span></p>
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gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0tag:blogger.com,1999:blog-2511714529536412184.post-24585176022286407002015-07-16T10:50:00.000-04:002015-07-16T10:50:51.551-04:00GMR Associates, Inc. supports River Community Wellness Program (RCWP) in Alexandria Bay, NY Sunday, July 5, 2015 the River Community Wellness Program in Alexandria Bay, NY hosted their 3rd annual Fourth of July Celebration and BBQ picnic. The annual celebration is hosted for the RCWP community in conjunction with the Alexandria Bay Chamber of Commerce’s fireworks display. GMR Associates, Inc. made a financial contribution to support the RCWP picnic and donated several games including volleyball and badminton. GMR employee Jenea Rychlicki also volunteered with her family to help cook, including her sister Melanie Mullins, RCWP therapist. Nearly 100 people of the RCWP community enjoyed an evening of seemingly endless picnic favorites including burgers, dogs, salads, desserts, and even popcorn, followed by a fireworks display launched off Bolt Castle over the St. Lawrence River. Thank you to the generosity of GMR Associates, the RCWP will be able to continue smaller BBQs throughout the remainder of the summer for their participants. GMR Associates' corporate philosophy and basis for the conduct of its employees and representatives is defined, in part, by its Mission Statement and a set of Core Values. Among those values is the pledge to “Freely share our gifts and blessings.” A look into the RCWP Military Program’s “mission to provide the opportunity for each participant to gain a renewed understanding of his/her plane in the world and improved skills to manage the challenges of life after trauma.” became a natural fit for GMR. GMR was proud to support RCWP as a small Thank You to our service members who have sacrificed so much to provide us with the freedom we enjoy every single day.<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiEWNn5isr2HTolD8iZM_SYqT0-pjRCzjsuCO4hJfr7mvdILNyqkRTlBR_srqUCckW3xmste8l5clpHKGJ5Nmpk-r3QkhSnNOxhC1CV8Pp9iUTdKCWgZeQSNXvNd1EaP9b_kaDVP9A9FcVs/s1600/RCWP_5.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiEWNn5isr2HTolD8iZM_SYqT0-pjRCzjsuCO4hJfr7mvdILNyqkRTlBR_srqUCckW3xmste8l5clpHKGJ5Nmpk-r3QkhSnNOxhC1CV8Pp9iUTdKCWgZeQSNXvNd1EaP9b_kaDVP9A9FcVs/s320/RCWP_5.jpg" /></a><br />
The River Community Wellness Program operates a unique treatment program for Active Duty Soldiers struggling with symptoms related to Post Traumatic Stress Disorder and other anxiety or mood related disorders. The RCWP is a partial hospitalization program that provides intensive outpatient treatment. The RCWP is a group focused program drawing on the strength created when a group of like-minded individuals join together in the healing process. A wide range of therapeutic strategies are utilized - varying from traditional to more progressive like art therapy, yoga, and pet therapy (RCWP’s pet therapist is Jeremy, a giant poodle.) RCWP places a high value on mutual respect and genuine relationships. RCWP strives to foster such relationships, recognize each individual has a unique story and entry point into therapy, to help soldiers bring their best self home from war. River Hospital and the RCWP are committed to serving Fort Drum and the 10th Mountain Division (LI.)<br />
gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0tag:blogger.com,1999:blog-2511714529536412184.post-74489666303651894362015-07-13T15:25:00.000-04:002015-07-13T15:25:10.390-04:00ABC Skilled Trade Explorer Post Continues Success Another year has gone by and The ABC Skilled Trade Explorer's Post has once again had another successful year. The post itself (for those who aren't familiar) aims at helping young people, who are interested in possibly entering the construction workforce, identify which trade may be right for them. Each of the 8 post sessions visits a different contractor where the Explorers get to learn through hands-on activities, Q&A with industry professionals, and close mentoring from post advisors and ABC Education Committee members. This years post had a group of 30 students learning about carpentry, masonry, drywall & welding, HVAC, plumbing, electric, safety & apprenticeship. <br />
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Each year some students opt to put their newly acquired skills to the test with a charity project. This year students built 3 new picnic table for <a href="http://http://hopehall.org/">Hope Hall</a> <br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRjSEhFJHcykLyy3Qpgww5xyKvo2qa5GaQ7wMJHvCx9CtVn_h9o1FZN80Cxb7bzytGG90RXy-lxDJfOR_O9Dt3bG64gad3K9hqBQW4tcgIH7DKZ2Z-nKqI35Cp9aHQjOp4b5iwZ0XEJNbK/s1600/DSCN0018.JPG" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRjSEhFJHcykLyy3Qpgww5xyKvo2qa5GaQ7wMJHvCx9CtVn_h9o1FZN80Cxb7bzytGG90RXy-lxDJfOR_O9Dt3bG64gad3K9hqBQW4tcgIH7DKZ2Z-nKqI35Cp9aHQjOp4b5iwZ0XEJNbK/s400/DSCN0018.JPG" /></a><br />
(ABC Explorer Post Lead Advisor Russ Vent looks on as Explorers work on a Table)<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFiw5wpIVsa4vnMvwWCw3BwtTYdy3yg_mVpc66U6StqLwLeaSoslCpP_GW6DRFP5LbbHy6_GFNfN7a1nbZ6EqwzMOtikonmvzVsFsebXywzJEsQypn2DBkyk7yzO_2PHv1AIOYtXI3n5Vh/s1600/DSCN0016.JPG" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFiw5wpIVsa4vnMvwWCw3BwtTYdy3yg_mVpc66U6StqLwLeaSoslCpP_GW6DRFP5LbbHy6_GFNfN7a1nbZ6EqwzMOtikonmvzVsFsebXywzJEsQypn2DBkyk7yzO_2PHv1AIOYtXI3n5Vh/s400/DSCN0016.JPG" /></a><br />
(GMR Associates Employee/ Volunteer Robb Christensen help an Explorer drill a brace)<br />
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Staff and students at Hope Hall were very happy with their finished product and very appreciative of the Explorers' hard work.<br />
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Any questions regarding The ABC Skilled Trades Explorer Post can be directed to:<br />
David Zollweg <br />
Community Outreach Coordinator<br />
GMR Associates, Inc.<br />
(585) 429-1330 Ext. 131<br />
dzollweg@gmr-usa.comgmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0Hope Hall School, 1612 Buffalo Road, Rochester, NY 14624, USA43.1504301 -77.69427510000002743.1474301 -77.699317600000029 43.1534301 -77.689232600000025tag:blogger.com,1999:blog-2511714529536412184.post-42033730408039187322015-05-27T09:39:00.001-04:002015-05-27T09:40:49.668-04:00WelcomeWelcome to our new blog! Here you will find guidance, education, and information on many topics related to builders and contractors and beyond. At GMR we strive to be the experts in prevailing wage, annualization, compliance, benefit plans, the Affordable Care Act, and much more. We want to share our knowledge with you so keep an eye on this blog as well as our facebook page and website.gmrassociateshttp://www.blogger.com/profile/00063278765331180967noreply@blogger.com0