How does the bona fide employee exception apply to payments received as a result of a “union leave” or “no-docking” arrangement with the employer?
A40. Compensation received under a “union-leave,” or “no-docking” policy is not received as a bona fide employee of the employer making the payment. Under a union-leave policy, the employer continues the pay and benefits of an individual who works full time for a union. Under a no-docking policy, the employer permits individuals to devote portions of their workday or workweek to union business, such as processing grievances, with no loss of pay. Such payments are received as an employee of the labor organization and thus, such payment must be reported by the labor organization officer or employee unless they (1) totaled 250 or fewer hours during the filer’s fiscal year and (2) were paid pursuant to a bona fide collective bargaining agreement. If a filer must report payments for union-leave or no-docking arrangements, the filer must enter the actual amount of compensation received for each hour of union work. If union-leave or no-docking payments are received from multiple employers, ea
Related Questions
- How does the bona fide employee exception apply to payments received as a result of a "union leave" or "no-docking" arrangement with the employer?
- What types of payments or benefits received by the employee from the employer are considered wages with DI and PFL benefits?
- Even If A De Facto Employee, Is A "Partner" A Bona Fide Executive Or High Policymaker?
