August 2020
While workplaces across the country begin to gradually reopen and employees return to work, employers have to make sure they’re up to date on the latest COVID-19 compliance information in order to avoid costly wage and hour landmines. To help, ADP® has partnered with ComplianceHR and Littler law firm to bring you our latest “COVID-19 Compliance” webinar, designed to help your company better uncover and correct COVID-19 related wage-hour compliance.
At the beginning of the year, we identified five compliance trends to watch in 2020. Then, the COVID-19 pandemic hit. While the pandemic has played a large role in the types of laws and regulations we've seen over the past few months, earlier trends are still relevant. Below are recent developments in four major employment areas: paid leave, discrimination, minimum wage, and overtime.
Let’s talk about fog, shall we? Fogged up glasses, to be specific. If you wear eyeglasses and have to venture out into the world for anything, it’s likely that this is a problem that you’ve faced. That’s because these days, going out into the world safely, means wearing a mask that covers your nose and mouth to help stop the spread of the coronavirus (COVID-19).
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The Virginia Safety and Health Codes Board enacted a temporary workplace safety standard in response to the COVID-19 pandemic. The Emergency Temporary Standard is effective July 27, 2020.
Tennessee has enacted legislation (Senate Bill 2520) that protects pregnant workers. Senate Bill 2520 takes effect October 1, 2020.
Georgia has enacted legislation (Senate Bill 408) that extends rules governing employers that provide sick leave to employees and amends unemployment benefit rules. Senate Bill 408 took effect on June 29, 2020.
Florida has enacted legislation (Senate Bill 664) that amends the state's rules for verifying that newly hired workers are authorized to work in the United States.
The city of Santa Rosa California has approved an ordinance that temporarily expands emergency paid sick leave for employees within city limits. The ordinance is effective immediately and expires on December 31, 2020.
The city of Sacramento California has adopted an ordinance that provides certain protections to workers regarding COVID-19. The ordinance took effect on July 15, 2020 and expires on December 31, 2020.
Oakland is one of several California cities that have expanded the requirements for providing emergency paid sick leave. Oakland's ordinance went into effect on May 12, 2020 and expires on December 31, 2020.