谁能帮我翻译一下 谢谢了!追加50分 决不食言!Virtually all private-sector employers offer nonpension benefit arrangements to their employees. Many, if not most, of these fringe benefits are welfare benefit plans subject to the Employee

谁能帮我翻译一下 谢谢了!追加50分 决不食言!Virtually all private-sector employers offer nonpension benefit arrangements to their employees. Many, if not most, of these fringe benefits are welfare benefit plans subject to the Employee
谁能帮我翻译一下 谢谢了!追加50分 决不食言!
Virtually all private-sector employers offer nonpension benefit arrangements to their employees. Many, if not most, of these fringe benefits are welfare benefit plans subject to the Employee Retirement Income Security Act (Erisa). Erisa is a com-prehensive federal legislation that has been amended on several occasions since its enactment in 1974.
Employers commonly make a number of Erisa compliance mistakes, .some due to the complexity of the law, but others due to the lack of knowledge as to their duty under Erisa when it comes to welfare benefit plans. Employers tend to be aware of their Erisa duties and obligations regarding
retirement plans but not their welfare benefit plans.
Pursuant to Erisa, welfare benefit plans are plans funds or programs established or main-tained by an employer for the purpose of pro-viding "medical, surgical, or hospital care or benefits, or benefits in the event of sickness,accident, disability, death or unemployment or vacation benefits, apprenticeship or other training programs, or daycare centers, schol-arship funds or prepaid legal services..."Specifically, a plan is covered under Erisa if it identifies the intended benefits, the intended beneficiaries and the source of financing and it establishes a procedure for obtaining said benefits. Although employers are not obliged to provide certain fringe benefits to their employees, once they decide to sponsor these benefits they need to comply with Erisa, among other statutes, such as the Consolidated Omnibus Budget Reconciliation Act (Cobra), and the Health Insurance Portability and Accountability Act (Hipaa). to name a few.

谁能帮我翻译一下 谢谢了!追加50分 决不食言!Virtually all private-sector employers offer nonpension benefit arrangements to their employees. Many, if not most, of these fringe benefits are welfare benefit plans subject to the Employee
I don't know
你去问外国人吧!

事实上所有二等兵-部门雇主提议非退休金对对他们的职员的安排有益。 多数, 如果不是大多数, 这些边缘利益是福利利益计划依照职员退休收入安全行为 (Erisa). Erisa 是 com-prehensive 在 1974 年自从它的制定以后已经在一些场合上被修正的联邦的立法.
雇主普遍犯一些 Erisa 服从错误,.一些由于法律的复杂, 但是其它由于缺乏知识关于在 Erisa 下面的他们...

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事实上所有二等兵-部门雇主提议非退休金对对他们的职员的安排有益。 多数, 如果不是大多数, 这些边缘利益是福利利益计划依照职员退休收入安全行为 (Erisa). Erisa 是 com-prehensive 在 1974 年自从它的制定以后已经在一些场合上被修正的联邦的立法.
雇主普遍犯一些 Erisa 服从错误,.一些由于法律的复杂, 但是其它由于缺乏知识关于在 Erisa 下面的他们的责任当它得到福利利益计划的时候。 雇主容易知道他们的 Erisa 责任和义务关于
退休计划但是不是他们的福利对计划有益。
依照 Erisa ，福利利益计划是计划基金，否则计画建立了或主要部份-一个雇主的 tained 为了赞成参阅的 "医学的，外科的, 或医院照料或利益 , 或利益结果疾病，意外事件，无力, 死亡或失业或假期利益, 学徒的身分或其他的训练计划, 或 daycare 中心 schol-arship 基金或预付的合法服务。。。"如果它识别有意的利益, 有意的受益人，而且融资的来源和它为获得建立一个程序说利益，明确地，一个计划在 Erisa 之下被复盖。 虽然雇主不不得已提供特定的边缘利益给他们的职员, 一经他们决定赞助他们需要遵从 Erisa, 在像被联合的综合性的预算和解行为 (眼镜蛇) 这样的其他法令 , 和健康保险可携带和责任行为 (Hipaa) 之中的这些利益. 命名一些。

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