Drug Rehab Will Get Financial Boost Under New Canadian Drug Law

By Rod MacTaggart
Canada's plans to beef up its illicit drug enforcement laws with some "get tough" policies are the subject of heated debate in that country. After the new Conservative government's Health Minister Tony Clement said "the party's over" for illicit drug users, critics wasted no time attacking what they call a U.S.-style war on drugs, saying it has already proven a failure in stopping violent drug crime and drug addiction. On the plus side, however, the new laws will provide substantial additional funding for preventive education and drug rehab programs.

The $64-million annual anti-drug strategy will include stronger penalties for drug offenders (which includes illicit drug users), additional funding to crack down on drug smuggling at the borders, a campaign to warn young people not to use drugs, and increased financial support for drug rehab treatment facilities. The government's recent budget suggests the $64 million would be split 15% for prevention, 35% for law enforcement and 50% for drug rehab.

The prior Liberal government was on the verge of making possession of small amounts of marijuana a misdemeanor, but the new Conservative government scrapped that plan and has pursued a vigorous policy of arrests for possession of drugs. Since the Conservatives took power, the number of arrests for cannabis use has skyrocketed in several Canadian cities, in some cases by more than a third. The cities of Toronto, Ottawa, Halifax and Vancouver experienced 20 to 50 per cent increases in arrests for possession of cannabis in 2006, compared with the previous year. Other drug abuse statistics continued to rise in the country last year, and drug rehab admissions also were up.

Health Minister Clement said that suggesting to young people that it's okay to use illicit drugs is wrong, because drugs are unhealthy. "They create poor health outcomes. For too long, governments in Canada have been sending the wrong message about drug use. It's time to take a tougher approach to dealing with the problem."

While many critics approve of the new law's additional support for law enforcement to go after traffickers and organized crime and for additional drug rehab and other treatment services, they say that the $64 million is inadequate and is directed to the wrong priorities. Substance abuse is a medical problem, they said, not a moral one, and a medical approach based on recovery and drug rehab is the only correct solution for drug addicts, not expensive jail time.

An opposition-party Member of Parliament, who is also a doctor, said the government's plans are "a triumph of ideology over science. I can't understand why the Conservatives are embracing a war-on-drugs approach that has proven to fail. By all means, go after the pushers. By all means, absolutely go after the organized crime gangs that are the real parasites in this situation." But, he added, the country should see drug addiction as a medical problem, and adopt the successful drug rehab program models that have proven to work in other countries.


About the author:
Rod is a freelance writer that contributes articles on health.

info@drugrehabreferral.com

http://www.drugrehabreferral.com

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Employment law – employee rights and protection issues

By Ane Tide
Employment law covers the rights and obligations arising within an employer-employee relationship. Known for its great complexity, the employment legislation, deals with issues such as discrimination, workplace safety or wrongful termination. Being able to rely on a legal professional when confronted with employment issues is very important. Makbool Javaid, head of the Employment Group at Simons Muirhead & Burton, is one of the leading experts in the field of employment legislation.

All employees and employers should maintain themselves well informed on various aspects of the employment law. If you’re an employee you should be well aware of your rights and obligations within the company you work for. These rights include the right to not be discriminated against, the right to a harassment-free workplace, the right to be paid at least minimum wage and overtime premiums, the right to a safe workplace, the right to privacy and so on. Whenever joining a company it’s highly important that you know what your rights are and make sure the employer respects them. Many legal actions arise because of the employees’ failure to keep themselves informed on their rights and duties. Makbool Javaid has been involved in several high profile cases based on the rights and obligations of the employees. At makbooljavaid.com you can find out more about Makbool Javaid, his legal career and the cases he’s been involved in.

Several federal regulations on employment relationships have traced the basic guidelines to all of the major employee protection and anti-discrimination issues. For instance, the Americans with Disabilities Act (ADA) is meant to protect the individuals with permanent or long term mental or physical impairment. The ADA clearly states that employers must provide reasonable accommodations for the disabled individuals. Furthermore, the ADA prohibits employers to take certain discriminatory actions such as adopting detrimentally different pay scales or promotion opportunities for protected groups or individuals.

Another very important federal regulation meant to prevent and protect against workplace discrimination is the Age Discrimination in Employment Act (ADEA). The purpose of this act is to protect employees from age discrimination in hiring, firing and promotion decisions. Regulations to protect employees who have ended their employment are also very rigorous. The Consolidated Omnibus Reconciliation Act (COBRA) prevents people in this category from losing coverage under a health plan. Protecting employees from gender discrimination is the main goal of the Equal Pay Act. This regulation states that male and female employees should be paid the same wage for performing the same job.

Employment law represents one of the most complex fields of the legal system. Many federal regulations have been adopted to protect both employees and employers from wrongful conduct. Because of the large number and complexity of employment laws, legal professionals have to be extremely well informed when dealing with employment issues. Makbool Javaid has had a great amount of experience in the field of employment law and continues to be a key figure in the legal scene.

About the author:
Knowing what your rights are in the workplace is essential to avoiding having legal problems. Makbool Javaid is a highly experienced employment law professional who has dealt with many high profile cases. Find out more about Makbool Javaid and his professional accomplishments by visiting our website.

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Payroll West Virginia, Unique Aspects of West Virginia Payroll Law ...

By Charles Read
The West Virginia State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

State Tax Department
Capitol Complex, Bldg. 1, W417
Charleston, WV 25305
(304) 558-3333
(800) 982-8297 (in state)
www.state.wv.us/taxrev


West Virginia allows you to use the "WV/IT-104, West Virginia's Employee's Withholding Exemption Certificate" form to calculate state income tax withholding or federal form W4 if state and federal exemption are the same.


Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In West Virginia cafeteria plans are not taxable for income tax calculation; taxable for unemployment insurance purposes. 401(k) plan deferrals are not taxable for income taxes; taxable for unemployment purposes.

In West Virginia supplemental wages are taxed at:
Annual wages under $10,000 3.0%
$10,000-$25,000 4.0%
$25,000-$40,000 4.5%
$40,000-$60,000 6.0%
Over $60,000 6.5%


You may file your West Virginia State W-2s by magnetic media if you choose to.


The West Virginia State Unemployment Insurance Agency is:

Bureau of Employment Programs
112 California Ave.
Charleston, WV 23505-0112
(304) 558-2674
http://www.wvbep.org/bep/uc/


The State of West Virginia taxable wage base for unemployment purposes is wages up to $8000.00.


West Virginia has optional reporting of quarterly wages on magnetic media.

Unemployment records must be retained in West Virginia for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.


The West Virginia State Agency charged with enforcing the state wage and hour laws is:

Division of Labor
Wage and Hour Section
Capitol Complex
Building 3, Rm. 319
Charleston, WV 25305
(304) 558-7890
http://www.labor.state.wv.us/

The minimum wage in West Virginia is $5.15 per hour.


The general provision in West Virginia concerning paying overtime in a non-FLSA covered employer is one and one half times regular rate after 40 hour week.


West Virginia State new hire reporting requirements are that every employer must report every new hire and rehire. The employer must report the federally required elements of:

Employee's name
payroll address
Employee's address
Employee's social security number
Employer's name
Employers address
Employer's Federal Employer Identification Number (EIN)

This information must be reported within 14 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is a $25.00 penalty for a late report in and $500 for conspiracy West Virginia.

The West Virginia new hire-reporting agency can be reached at 877-625-4669 or 304-346-9513 or on the web at www.wv-newhire.com/


West Virginia does not allow compulsory direct deposit.

West Virginia requires the following information on an employee's pay stub:

itemized deductions


West Virginia requires that employee be paid no less often than biweekly.


In West Virginia there are no statutory requirements concerning the lag time between when the services are performed and when the employee must be paid.

West Virginia payroll law requires that involuntarily terminated employees must be paid their final pay with in 3 working days; next regular payday if suspended due to labor dispute or temporarily laid off. Voluntarily terminated employees must be paid their final pay by the next regular payday or by mail if employee requests it.


Deceased employee's wages of $800; $1,000 after 120 days after death must be paid to the surviving spouse, adult children, parents, siblings, or person paying funeral expenses (in that order).


Escheat laws in West Virginia require that unclaimed wages be paid over to the state after one year.

The employer is further required in West Virginia to keep a record of the wages abandoned and turned over to the state for a period of 10 years.


West Virginia payroll law mandates no more than 20% of minimum wage may be used as a tip credit.



In West Virginia the payroll laws covering mandatory rest or meal breaks are only that minors under 16 must have 30 minutes rest after five hours of work and other employees get 20 minutes for 6 hours.


West Virginia statute requires that wage and hour records be kept for a period of not less than two years. These records will normally consist of at least the information required under FLSA.

The West Virginia agency charged with enforcing Child Support Orders and laws is:

Bureau for Child Support Enforcement
Department of Health and Human Resources
Bldg. 6, Rm. 817
State Capitol Complex
Charleston, WV 25321
(304) 558-4665
www.wvdhhr.org/bcse

West Virginia has the following provisions for child support deductions:

When to start Withholding? 14 days after receipt of order.
When to send Payment? Payday.
When to send Termination Notice? "Promptly"
Maximum Administrative Fee? $1 per payment.
Withholding Limits? 40% of disposable earnings if supporting another spouse or child; 50% if not; amounts go to 45% and 55% if employee is 12 weeks in arrears.




Please note that this article is not updated for changes that can and will happen from time to time.




About the author:

Charles J. Read, CPA has been in the payroll, accounting and tax business for 30 years, the last fifteen in private practice.
Mr. Read is the author of “How to Start a New Business.”

To find professional payroll service at a budget price go to www.PayrollonaBudget.com a paperless payroll company.

For a full service payroll bureau with CPA’s on staff visit www.CustomPayroll.com .

See an excerpt of Mr. Read’s interviews from William Shatners “Heartbeat of America” television show on the web sites linked above.


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