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Archives
2009 Issue 2
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Inflation-Adjusted LDA Registration & Reporting Thresholds Released FEC Announces Inflation-Adjusted Federal Campaign Contribution Limits Lilly Ledbetter Fair Pay Act Passed In this issue we are providing information about recently released inflation adjustments that pertain to registered lobbyists and donors to federal election campaigns. Please note that the IRS has already released 2009 inflation-adjusted rates, many of which are applicable to exempt organizations. More details on those figures can be found here. Inflation-Adjusted LDA Registration & Reporting Thresholds Released On February 3, 2009, the Clerk of the House of Representatives and the Secretary of the Senate released revised guidance regarding registration and reporting requirements under the Lobbying Disclosure Act ("LDA"). Since the LDA was amended by the Honest Leadership and Open Government Act ("HLOGA"), registered lobbyists have been required to file quarterly disclosure reports rather than semiannual reports, and the financial thresholds that trigger the new registration and reporting requirements also changed. The revised guidance adjusts the thresholds instituted under HLOGA for inflation. Effective January 1, 2009, the new registration and reporting thresholds are set at $3,000 in lobbying income for a lobbying firm and $11,500 in lobbying expenses for organizations that employ in-house lobbyists. By Christine Tschiderer  FEC Announces Inflation-Adjusted Federal Campaign Contribution Limits Certain campaign contribution limits set by the Bipartisan Campaign Finance Reform Act of 2002 ("BCRA") are indexed every odd-numbered year for inflation. The Federal Election Commission recently released the inflation-adjusted contribution limits for the 2009-2010 election cycle. These adjustments primarily affect contributions made by individuals:
By Christine Tschiderer Lilly Ledbetter Fair Pay Act Passed On January 29, 2009 President Obama signed the Lilly Ledbetter Fair Pay Act of 2009, which overturned a US Supreme Court decision stating that the statute of limitations to file an EEOC claim alleging pay discrimination ran from the date on which the pay decision was originally made. The new Act treats each paycheck as a separate discriminatory act, which means most employees may file pay discrimination claims within 300 days of the date on which the last discriminatory paycheck was issued. Employees are still generally limited to getting back-pay for two years before the charge of discrimination was filed, regardless of how long the discrimination had been occurring. Employers are encouraged to review their compensation policies and pay practices to make certain that they are in compliance with the legislation. If you have any questions about the pay procedures your organization currently has in effect, please contact us here at Harmon, Curran, and we will be happy to review your policy with you. By Rachel Jacobs This publication is designed to provide accurate and authoritative information about the subject matter covered. It is not distributed with the intent to render legal, accounting, or other professional advice. The services of a competent professional should be sought if legal advice or other expert assistance is required. Newsletter Home | HarmonCurran Home | |