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ability insurance Deductions that are chosen by the employee, such as medical insurance deductions, are not included in the disposable earnings calculation Personal Responsibility and Work Opportunity Reconciliation Act of 1996 This Act requires individual states to provide time-limited assistance to welfare recipients in exchange for work, essentially forcing many people off the welfare roles The key issue impacting the payroll manager is that each state must now maintain an employer new hire tracking system that rolls up into a Federal Case Registry and National Directory of New Hires This information is then used to track parents who are delinquent in making child support payments across state lines Employers must report new hires (eg, any person who is paid wages and is hired to work more than 30 days, including part-time employees) to their state of residence within 20 days of each hire, or at the time of the first regular payroll after the date of hire, whichever is later The report must be made with a W4 or equivalent form, which must include the name, address, and Social Security number of the employee, as well as the name, address, and federal tax identification number of the employer States can assess penalties for noncompliance at their option, charging $25 for failing to submit new hire information and up to $500 if it can be proven that there is a conspiracy between the employer and an employee to avoid reporting this information to the government Uniform Interstate Family Support Act of 1996 (UIFSA) This Act limits the modification of family support orders to a single state if one party to the dispute resides in that state, thereby eliminating interstate jurisdictional disputes However, jurisdiction can be shifted to a different state if none of the parents or children continue to reside in the state, or if there is mutual agreement to move the case to another state This Act has been adopted by every state The key results of this Act from a payroll perspective are that only one support order can be in effect at one time and that an income withholding order can be sent to an employer directly from another state When a withholding order arrives, an employer must follow the rules stated on the order, which will probably specify the address to which payments must be sent, the amount and duration of payments, and possibly the amount of administrative fees that may be withheld.



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We next describe the rushing attack [74] This attack impacts a reactive routing protocol Note that, in the case of a reactive routing protocol, a node that needs a path to a destination oods the network with route request packets Such route request packets are ooded in a controlled fashion in the network Thus, every node only forwards the rst route recovery packet that it receives and drops the rest The adversary can exploit this feature of reactive routing protocols It does so by rushing the route request packets towards the destination As a result, the nodes that receive this rushed request





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The industrial/organizational (I/O) psychology literature has offered three important outcomes of test-taker reactions (Borman, Hanson, & Hedge, 1997): (1) testing processes might be viewed as a re ection of the organization s characteristics, which may in turn affect job applicants willingness to join the organization; (2) testing procedures that elicit negative examinee reactions might encourage lawsuits to be led; and (3) reactions might affect psychometric properties of the test While there has been discussion elsewhere as to why examinee reactions may affect variables such as perceptions of the organization, I would assert that Internet-based testing has some unique properties While these outcomes have been studied in traditional (ie paper-and-pencil) test situations, I believe that Internet-based testing may be even more strongly linked to these outcomes, as explained in more detail next While it is often said that test-taker reactions are causally linked to perceptions of the organization, there has been little discussion as to exactly which aspects of the organization might be affected Recently, Lievens and Highhouse (2003) distinguished between instrumental perceptions and symbolic perceptions of an organization The former construct refers to a candidate s judgments regarding such as aspects as the pay, bene ts, and kind of work that might be performed, while symbolic perceptions refer to the organization s reputation (innovativeness, prestige, and sincerity) Indeed, Lievens and Highhouse found that the symbolic perceptions accounted for additional variance in organizational attractiveness above and beyond instrumental perceptions in a hierarchical regression analysis I would predict that Internet-based testing processes are particularly in uential in determining symbolic perceptions of the organization To the degree to which these processes are perceived to be fair and protective of privacy, I believe that Internet-based testing systems will positively contribute to symbolic judgments To the degree to which these processes are perceived to be unfair and invasive of privacy, they may negatively contribute to symbolic judgments of the organization.

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The government can mandate the garnishment of an employee s wages in order to pay back the overdue portion of an outstanding student loan Garnishment orders can be issued by either the Department of Education or a state guarantee agency, depending upon who is guaranteeing the loan Upon receipt of the order, the employer must give an employee 30 days notice prior to making deductions from his or her wages An employee cannot be fired from work because of the garnishment order and an employer who does so is liable for the employee s lost wages Also, if an employer neglects to withhold the authorized garnishment amount, it is liable for the amount that was not withheld

If an employer has entered into a collective bargaining agreement with a union, it is generally required to deduct union dues from employee wages, as per the terms of the agreement, and forward them to the union It can stop doing this as of the date when the collective bargaining agreement terminates The requirement to make this deduction will vary by agreement and may in some cases not be required at all, with the union instead obtaining dues directly from its members

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