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Clifton Budd & DeMaria, LLP

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Clifton Budd & DeMaria, LLP 

A New York Limited Liability Partnership

New York, New York Office
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The Empire State Building, 350 Fifth Avenue, Suite 6110
New York, New York  10118

(New York Co.)

Telephone: 212-687-7410
Facsimile: 212-687-3285
http://www.cbdm.com



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About this office:

Clifton Budd & DeMaria, LLP is a New York City based firm engaged primarily in the practice of labor and employment law on behalf of management clients. The firm traces its origins to the early 1900's. Today, Clifton Budd & DeMaria, LLP has evolved into a leading employment and labor law firm with offices in New York and New Jersey. It serves a diverse clientele in virtually every industry across the nation. Each of the firm's attorneys provides expertise in varied aspects of labor and employment law. Many of the firm's attorneys were trained at the National Labor Relations Board. All partners and associates actively participate in continuing legal education, professional association activities and civic affairs.



 

Specific Practice & Industry Groups Details:
Business Immigration LawEmployee Benefits, Health Care Reform, Executive Compensation and ERISA
Government Agency Audits and InvestigationsLabor-Management Relations
LitigationStrategic Counseling
Workplace Health and Safety


Statement of Practice Summary:
Labor Relations (Management), Employment Discrimination, Occupational Safety and Health Law, Administrative, Pension and Profit Sharing and Immigration Law.

Documents by Lawyers at this office
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Strategy to Increase Maximum Contributions
Eva A. Rasmussen, April 26, 2016
For 2016, contributions to a stand-alone defined contribution plan are limited to $53,000 plus, in the case of a participant who reaches age 50 by the end of 2016, additional salary deferral contributions of $6,000 ("Catch-Up Contributions"). However, by utilizing a combination of plans...

Court Denies EEOC Challenge of Wellness Plan
Scott M. Wich, March 16, 2016
The Affordable Care Act (ACA) brought an emphasis on wellness programs and promoted the involvement of employers in improving the health of employees. At the same time, the EEOC (which has no role in the enforcement of the ACA) retains its responsibility under the Americans with Disabilities Act...

IRS Guidance on Unconditional Opt-Out Payments
Eva A. Rasmussen, March 16, 2016
Many employers offer employees a cash incentive (an "Opt-Out Payment"), if they waive coverage under the employer’s health plan. The rationale is that the Opt-Out Payment is less expensive than the employer's cost in subsidizing the coverage. Employers that offer Opt-Out Payments...





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