APPLIES TO
All Employers with NY Employees
|
EFFECTIVE
January 1, 2020 |
QUESTIONS?
Contact HR On-Call
(888) 378-2456
|
The state budget for 2020 includes an Employer Recovery Hiring Tax Credit. Specifically, employers will receive a credit of up to $2,000 for each person in drug abuse recovery it employs, including in full-time and part-time positions. Eligible employees are those who have worked a minimum of 500 hours for the employer, have a substance use disorder, are in a state of wellness without signs and symptoms of active addiction, and have completed a course of treatment or are being treated for the substance use disorder.
To be certified for the tax credit, employers must provide a recovery-supportive environment for their employees evidenced by a formal working relationship with a state-certified, local recovery or treatment provider. Employers must also apply for the credit by January 15th each year for credits claimed in the previous year. Applications for the first year of the tax credit are due by January 15, 2021 for credits claimed during the 2020 tax year. A tax credit certificate will be issued by March 31st if approved.
Action Items
- Review Part W of Bill No. S1509-C
- Have substance abuse policies reviewed for coordination with hiring recovering substance abusers.
- Prepare for implementing recovery-supportive procedures and application deadlines.
- Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.
© 2019 ManagEase
Connecticut: New Guidance Clarifies Pregnancy Accommodation Requirements
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with CT Employees
EFFECTIVE
April 23, 2019
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The Connecticut Commission on Human Rights & Opportunities (CHRO) issued a Best Practices “Bluepaper” to help employers understand their role in accommodating employees impacted by pregnancy, childbirth, or related conditions. The Bluepaper reiterates the standards set out by the Connecticut Fair Employment Practices Act (CFPA); more importantly, it further clarifies or directs employers on how to handle specific situations under the law.
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Indiana: Employers Now Permitted to Deduct Uniform Rental from Wages
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with IN Employees
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May 1, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
SB 99 now permits employers to deduct the cost of uniform rentals from an employee’s paycheck, including the cost of things like uniform shirts, pants, or job-related clothing. Previously, paycheck deductions were only permitted under specific circumstances, and could only be made for approved reasons listed in Indiana’s wage deduction statute (primarily, health insurance premiums and union dues). Uniform and job-required equipment “purchases” were added to the statute in 2015; with SB 99, rental of uniform wear is now added to this list of approved deductions.
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Maine: Employers Must Provide Paid Leave For Any Reason Starting in 2021
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
Private Employers with 10 or more ME Employees
EFFECTIVE
January 1, 2021
QUESTIONS?
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(888) 378-2456
Governor Mills recently signed LD 369 requiring private employers with 10 or more employees to provide paid leave for any reason. Earned paid leave (EPL) accrues at one hour for every 40 hours worked, up to 40 hours in one year of employment. Accrual begins at the start of employment, but taking leave may be restricted until the individual has been employed for 120 days.
Employees must give reasonable notice of their intent to use EPL, unless it is due to emergency, illness, or other sudden necessity. Employers must also maintain employee benefits during the leave period. The Maine Department of Labor is expected to adopt rules to implement the new leave law. Notably, the law does not apply to employees covered by a collective bargaining agreement.
Action Items
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.
© 2019 ManagEase
Maryland: New Employment Laws Update
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
Employers with MD Employees, as indicated
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As indicated
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(888) 378-2456
The Maryland legislature adjourned in April after enacting several employment-related laws, summarized below.
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Massachusetts: Commission-Only Workers Get Overtime
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with MA Commission-Only Employees
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May 8, 2019
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(888) 378-2456
In Sullivan v. Sleepy’s LLC, the Massachusetts Supreme Judicial Court recently stated that retail salespeople who are paid entirely in commissions or draws are entitled to separate and additional overtime or Sunday pay. There, employees who worked more than 40 hours in a week and on at least one Sunday, did not receive any additional compensation beyond their daily draw and commissions. Even though the compensation received always equaled or exceed the minimum wage and overtime and Sunday pay rates, the court stated that this was insufficient. Overtime and Sunday pay laws, as well as Department of Labor Standards’ (DLS) opinion letters, supported its interpretation.
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Nevada: Legislature Defines “Health Benefits” for Lower-Tier Minimum Wage Rate
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Private Employers with NV Employees
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January 1, 2020
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(888) 378-2456
Senate Bill 192 recently passed defining “health benefits” for purposes of employers paying the lower-tier minimum wage. Specifically, employers may pay a lower tier minimum wage if they provide health benefits to employees. There has been some controversy over what “health benefits” means. Last year, in MDC Restaurants, LLC v. The Eighth Judicial Dist. Court, the Nevada Supreme Court stated that health benefits must be “at least equivalent to the one dollar per hour in wages that the employee would otherwise receive” for the higher-tier minimum wage, and cost the employer at least an additional dollar in wages.
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New Jersey: Commuters, Rejoice – Certain Employers to Provide Transportation Tax Benefit
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with 20 or more NJ Employees
EFFECTIVE
Pending; See Below
QUESTIONS?
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(888) 378-2456
Senate Bill 1567 was signed into law on March 1, 2019, and requires covered employers to provide pre-tax transportation fringe benefits to employees. With the new law, employees will be able to set aside and utilize a pre-tax portion of their wages for specified transportation services. This requirement goes into effect either March 1, 2020, or the effective date of rules and regulations adopted by the Commission of Labor and Workforce Development (CLWD), whichever is earlier.
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New York: Tax Credit for Hiring Recovering Substance Abusers
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with NY Employees
EFFECTIVE
January 1, 2020
QUESTIONS?
Contact HR On-Call
(888) 378-2456
The state budget for 2020 includes an Employer Recovery Hiring Tax Credit. Specifically, employers will receive a credit of up to $2,000 for each person in drug abuse recovery it employs, including in full-time and part-time positions. Eligible employees are those who have worked a minimum of 500 hours for the employer, have a substance use disorder, are in a state of wellness without signs and symptoms of active addiction, and have completed a course of treatment or are being treated for the substance use disorder.
To be certified for the tax credit, employers must provide a recovery-supportive environment for their employees evidenced by a formal working relationship with a state-certified, local recovery or treatment provider. Employers must also apply for the credit by January 15th each year for credits claimed in the previous year. Applications for the first year of the tax credit are due by January 15, 2021 for credits claimed during the 2020 tax year. A tax credit certificate will be issued by March 31st if approved.
Action Items
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.
© 2019 ManagEase
Westchester County, NY: Paid Safe Time Ordinance Adds New Protected, Paid Leave
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with Westchester County Employees
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October 30, 2019
QUESTIONS?
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(888) 378-2456
Employers with employees in Westchester County should already be familiar with the local Earned Sick Leave Law, which outlines provisions for paid or unpaid sick leave. A new ordinance, the “Safe Time Leave Law,” will require private employers to provide additional paid, job-protected leave for victims of domestic violence and human trafficking.
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Oregon: NEW Pregnancy Accommodation Requirements for Employers
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with 6 or more OR Employees
EFFECTIVE
January 1, 2020
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Next year, employers with six or more employees will need to provide job applicants and employees with reasonable accommodations for medical conditions related to pregnancy, including childbirth and lactation. Accommodations may include acquisition or modification of equipment or devices, more frequent or longer rest periods, assistance with manual labor, or modification of work schedules or job assignments.
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