The Russian Festival at Penn's Landing
Russian Festival Invites Philadelphia to The “City of Masters”
July 16, 2008
FOR IMMEDIATE RELEASE
Russian-Americans United Arts Council
110 W. Byberry Rd., O-10
Philadelphia, PA 19116
Contact: Michael Zorich
609.230.9804
marketing@russianamericansarts.us
PHILADELPHIA--July 15, 2008---Philadelphia’s Russian-speaking community will celebrate its most accomplished local talent in its Sixth annual “Russian Mosaic” festival at the Penn's Landing Great Plaza on Sunday, September 7. The plaza will be converted into a “City of Masters” with exceptional Russian-heritage craftsmen making and selling their artwork. Simultaneously, on Penn’s Landing main stage the community’s best professional performers and local children will sing and dance in both traditional and modern art forms to delight audiences of all ages. Ilya and Amanda Resin, dance champions and well-known figures in Philadelphia dance, will present their award-winning show in competitive ballroom dance. Several student couples under the Resins’ tutelage will captivate viewers with beautifully choreographed dance selections from Russia and around the world.
“Dance is one of the most popular activities for young Russian-speaking kids and teens, more-so than even martial arts,” said Ilya. “The crowds at the festival will see that our dancers are really fantastic athletes.” One of his junior couples has won national competitions and represents Philadelphia internationally. Amanda Resin is the dance studio owner at Philadelphia Sports Academy
Master wood-craftsman Anatoly Tochonyy will demonstrate the art of “Marketra” mosaic layout, an ancient decorative art form inherited from Arab culture. “People always ask me if the mosaic is painted on, when in reality it is made up of carefully selected wood pieces,” said Tochonyy. He will be selling his unique wooden collector's items as well as paintings in both watercolor and oils. Tochonyy learned Marketra while serving in the Russian military 30 years ago.
Tatiana Volkova will bring children from 3 to 12 in age to present traditional Russian dances and songs “Performing at Penn's Landing is always very motivating for the kids, because it is not just a regular dance recital for them -- they will be seen by a large audience,” said Volkova, who owns “Land of Children” daycare center in Northeast Philly.
The festival is free and will offer samples of traditional Russian, Ukrainian, Georgian, Moldavian and Middle Asian fare and drinks, an awards ceremony, and a raffle drawing. For complete information and artist updates visit www.russianmosaic.org and for information on the group, visit www.russianamericansarts.us
About:
The Russian-Americans United Arts Council is a non-profit organization dedicated to promoting and developing local artists from the former Soviet Union and helping them to showcase their talents in the new world. Our vision is to enrich the lives of Russian-Americans by providing services and partnerships among the artists and arts/cultural organizations while promoting the artistic heritage of the community.
Hits:
http://www.thisweekinphilly.com/russian-mosaic-festival-penns-landing/
© Olga Dvornikova
FOR IMMEDIATE RELEASE
Russian-Americans United Arts Council
110 W. Byberry Rd., O-10
Philadelphia, PA 19116
Contact: Michael Zorich
609.230.9804
marketing@russianamericansarts.us
PHILADELPHIA--July 15, 2008---Philadelphia’s Russian-speaking community will celebrate its most accomplished local talent in its Sixth annual “Russian Mosaic” festival at the Penn's Landing Great Plaza on Sunday, September 7. The plaza will be converted into a “City of Masters” with exceptional Russian-heritage craftsmen making and selling their artwork. Simultaneously, on Penn’s Landing main stage the community’s best professional performers and local children will sing and dance in both traditional and modern art forms to delight audiences of all ages. Ilya and Amanda Resin, dance champions and well-known figures in Philadelphia dance, will present their award-winning show in competitive ballroom dance. Several student couples under the Resins’ tutelage will captivate viewers with beautifully choreographed dance selections from Russia and around the world.
“Dance is one of the most popular activities for young Russian-speaking kids and teens, more-so than even martial arts,” said Ilya. “The crowds at the festival will see that our dancers are really fantastic athletes.” One of his junior couples has won national competitions and represents Philadelphia internationally. Amanda Resin is the dance studio owner at Philadelphia Sports Academy
Master wood-craftsman Anatoly Tochonyy will demonstrate the art of “Marketra” mosaic layout, an ancient decorative art form inherited from Arab culture. “People always ask me if the mosaic is painted on, when in reality it is made up of carefully selected wood pieces,” said Tochonyy. He will be selling his unique wooden collector's items as well as paintings in both watercolor and oils. Tochonyy learned Marketra while serving in the Russian military 30 years ago.
Tatiana Volkova will bring children from 3 to 12 in age to present traditional Russian dances and songs “Performing at Penn's Landing is always very motivating for the kids, because it is not just a regular dance recital for them -- they will be seen by a large audience,” said Volkova, who owns “Land of Children” daycare center in Northeast Philly.
The festival is free and will offer samples of traditional Russian, Ukrainian, Georgian, Moldavian and Middle Asian fare and drinks, an awards ceremony, and a raffle drawing. For complete information and artist updates visit www.russianmosaic.org and for information on the group, visit www.russianamericansarts.us
About:
The Russian-Americans United Arts Council is a non-profit organization dedicated to promoting and developing local artists from the former Soviet Union and helping them to showcase their talents in the new world. Our vision is to enrich the lives of Russian-Americans by providing services and partnerships among the artists and arts/cultural organizations while promoting the artistic heritage of the community.
Hits:
http://www.thisweekinphilly.com/russian-mosaic-festival-penns-landing/
© Olga Dvornikova
White Paper:
Business closure & common ownership: When a commonly owned business closes, is it obligated to provide COBRA?
The Case:
One COBRA administration client owned several Pennsylvania and New Jersey auto dealerships hereafter referred to as “A,” “B,” and “C.” The New Jersey dealership C closed and laid off its employees. Prior to contacting COBRA Control Services, LLC (CSS) the owner was advised that he was free of COBRA obligation, because business closure does not constitute a typical qualifying event under the federal statute. However, after he was informed that IRC 414 (c) (ERISA) obligated commonly owned businesses to provide COBRA, his broker contacted CSS on his behalf to verify if IRC 414 (c) applied to his company.
The Investigation:
Our CSS representatives determined that the companies A, B, and C, had separate group health plans and each one had been registered with a separate EIN number. Separate registration numbers and policies typically signified autonomous entities, thus individual COBRA obligations, unless part of a controlled group. Though CSS support personnel were well versed in COBRA matters, often CSS verified its understanding with either or both Department of Labor (DOL) and its own legal counsel, and this case warranted such inquiry.
The CSS team contacted DOL for a conclusive recommendation, yet even DOL representatives were uncertain. Initially DOL confirmed that a company under common ownership with a sister company had to provide COBRA benefits to its terminated employees. A day later, DOL called back with an opposing recommendation. The client did not have to offer COBRA to the employees who were laid off when the dealership closed; however, the company was responsible for offering COBRA coverage to employees who started using COBRA prior to the dealership’s closure. Also, DOL confirmed that federal qualifying event definitions do not include closure. Subsequent discussion between CSS and DOL supervisor revealed that the client was subject to IRS Section 1563 definition of controlled groups. Thus, the owner had to offer COBRA benefits to company C employees under either company A’s or B’s group policies. Ultimately, DOL and CSS recommended that the client consult with a legal adviser
The Regulation:
The Employee Retirement Income Security Act of 1974 (ERISA) sections 414 (b) and (c) protects employees of commonly controlled groups, requiring that companies provide benefits to all involved employees, as if the group were a single company. Under IRC Section 1563 a controlled group relationship exists when businesses have a parent-subsidiary, brother-sister, or affiliated company relationship, and where 80 percent of the stock is owned by one of these companies.
The Results:
Cobra Control Services reduced client’s costs by conducting the preliminary discovery work and provided the client with a response in 24-hour period. CSS staff researched the client’ issue, relevant legislative cases, contacted DOL, and provided several answers that the owner could discuss with his legal advisor.
For More Information:
To avoid COBRA confusion during critical times and risk incurring penalties or employee claims, businesses should consider outsourcing their COBRA obligations to a third-party administrator that specializes in COBRA law. CSS has provided compliant COBRA administration to private,public, local and federal government sectors for over 10 years. Likewise, CSS customer service excels in timely, accurate responses to any COBRA related concern. You can reach COBRA Control Services at (888) 887-6187 or visit us online at www.CobraControl.com.
COBRA Control Services, LLC is a wholly owned subsidiary of Benefit Allocation Systems, Inc. (BAS). BAS is a leading developer of human resource, benefits enrollment, and administration software.
© Olga Dvornikova
Business closure & common ownership: When a commonly owned business closes, is it obligated to provide COBRA?
The Case:
One COBRA administration client owned several Pennsylvania and New Jersey auto dealerships hereafter referred to as “A,” “B,” and “C.” The New Jersey dealership C closed and laid off its employees. Prior to contacting COBRA Control Services, LLC (CSS) the owner was advised that he was free of COBRA obligation, because business closure does not constitute a typical qualifying event under the federal statute. However, after he was informed that IRC 414 (c) (ERISA) obligated commonly owned businesses to provide COBRA, his broker contacted CSS on his behalf to verify if IRC 414 (c) applied to his company.
The Investigation:
Our CSS representatives determined that the companies A, B, and C, had separate group health plans and each one had been registered with a separate EIN number. Separate registration numbers and policies typically signified autonomous entities, thus individual COBRA obligations, unless part of a controlled group. Though CSS support personnel were well versed in COBRA matters, often CSS verified its understanding with either or both Department of Labor (DOL) and its own legal counsel, and this case warranted such inquiry.
The CSS team contacted DOL for a conclusive recommendation, yet even DOL representatives were uncertain. Initially DOL confirmed that a company under common ownership with a sister company had to provide COBRA benefits to its terminated employees. A day later, DOL called back with an opposing recommendation. The client did not have to offer COBRA to the employees who were laid off when the dealership closed; however, the company was responsible for offering COBRA coverage to employees who started using COBRA prior to the dealership’s closure. Also, DOL confirmed that federal qualifying event definitions do not include closure. Subsequent discussion between CSS and DOL supervisor revealed that the client was subject to IRS Section 1563 definition of controlled groups. Thus, the owner had to offer COBRA benefits to company C employees under either company A’s or B’s group policies. Ultimately, DOL and CSS recommended that the client consult with a legal adviser
The Regulation:
The Employee Retirement Income Security Act of 1974 (ERISA) sections 414 (b) and (c) protects employees of commonly controlled groups, requiring that companies provide benefits to all involved employees, as if the group were a single company. Under IRC Section 1563 a controlled group relationship exists when businesses have a parent-subsidiary, brother-sister, or affiliated company relationship, and where 80 percent of the stock is owned by one of these companies.
The Results:
Cobra Control Services reduced client’s costs by conducting the preliminary discovery work and provided the client with a response in 24-hour period. CSS staff researched the client’ issue, relevant legislative cases, contacted DOL, and provided several answers that the owner could discuss with his legal advisor.
For More Information:
To avoid COBRA confusion during critical times and risk incurring penalties or employee claims, businesses should consider outsourcing their COBRA obligations to a third-party administrator that specializes in COBRA law. CSS has provided compliant COBRA administration to private,public, local and federal government sectors for over 10 years. Likewise, CSS customer service excels in timely, accurate responses to any COBRA related concern. You can reach COBRA Control Services at (888) 887-6187 or visit us online at www.CobraControl.com.
COBRA Control Services, LLC is a wholly owned subsidiary of Benefit Allocation Systems, Inc. (BAS). BAS is a leading developer of human resource, benefits enrollment, and administration software.
© Olga Dvornikova
Regulation Review for Employee Benefits, Corporate Blog Post:
State of Pennsylvania currently does not have any Mini-COBRA regulations; thus, the federal COBRA law regulates continuation of coverage.
Pennsylvania applies the federal COBRA law, and does not contain provisions for continuation of group coverage. The only provisions that exist are for conversion from group to individual insurance. Under COBRA, employers must notify all beneficiaries of this right during the 180-day period before COBRA coverage ends.
Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), which is a federal law, employees may be allowed to continue their health insurance benefits, at the employee’s expense, for up to 18 months after either voluntary or involuntary termination, if the employer has 20 or more employees.
To qualify for COBRA continuation coverage, an employee must have a qualifying event that causes the employee to lose group health coverage. The following are qualifying events:
For employees
For spouses
For dependent children
Employers who offer group health plans to 20 or more employees need to comply with the Employee Retirement Income Security Act of 1974(ERISA). An amendment, the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA), requires that most group health plans provide a temporary continuation of coverage.
© Olga Dvornikova
State of Pennsylvania currently does not have any Mini-COBRA regulations; thus, the federal COBRA law regulates continuation of coverage.
Pennsylvania applies the federal COBRA law, and does not contain provisions for continuation of group coverage. The only provisions that exist are for conversion from group to individual insurance. Under COBRA, employers must notify all beneficiaries of this right during the 180-day period before COBRA coverage ends.
Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), which is a federal law, employees may be allowed to continue their health insurance benefits, at the employee’s expense, for up to 18 months after either voluntary or involuntary termination, if the employer has 20 or more employees.
To qualify for COBRA continuation coverage, an employee must have a qualifying event that causes the employee to lose group health coverage. The following are qualifying events:
For employees
- Voluntary or involuntary termination of employment for reasons other than gross misconduct
- Reduction in numbers of hours worked
For spouses
- Loss of coverage by the employee because of one of the qualifying events listed above
- Covered employee becomes eligible for Medicare
- Divorce or legal separation of the covered employee
- Death of the covered employee
For dependent children
- Loss of coverage because of any of the qualifying events listed for spouses
- Loss of status as a dependent child under the plan rules
Employers who offer group health plans to 20 or more employees need to comply with the Employee Retirement Income Security Act of 1974(ERISA). An amendment, the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA), requires that most group health plans provide a temporary continuation of coverage.
© Olga Dvornikova