APPLIES TO Employers with KS Employees, as indicated

EFFECTIVE August 7, 2020

QUESTIONS? Contact HR On-Call (888) 378-2456

Kansas House Bill No. 2016 creates the COVID-19 Response and Reopening for Business Liability Protection Act, providing individuals or agents conducting business in Kansas with immunity from civil actions for COVID-19 claims under specified circumstances. The Act also provides immunity for specific businesses, such as healthcare providers and adult care facilities.  These provisions are generally intended to provide business owners with some protection from COVID-19 related claims when the businesses are acting on behalf of, or in compliance with, local statute and public health emergency directives.

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APPLIES TO All Employers with NY Employees

EFFECTIVE April 3, 2020

QUESTIONS? Contact HR On-Call (888) 378-2456

In April 2019, New York Election Law § 3-110 changed voting leave for employees to three hours of paid time off to vote, provided a request is made at least two working days prior to an election. However, in the state’s yearly budget for 2020, the legislature reverted the leave back to the previous rules.

Specifically, only two hours of paid voting leave is now required if an employee, who is a registered voter, does not have a four hour window to vote before or after a shift. Employees who do not have sufficient time to vote are allowed to take as much time off to vote as needed, but only two hours of that time must be paid. Employers may still designate that voting leave be taken at the beginning or end of an employee’s shift.

Employees must notify employers of the need for voting leave at least two, but no more than 10, working days before election day. Employers must also post a notice of employee voting leave rights in a conspicuous location where it can be seen as employees arrive at or leave the workplace. The notice must be posted at least 10 days before an election until the close of the polls on election day.

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APPLIES TO Varies; See Below

EFFECTIVE July 1, 2020

QUESTIONS? Contact HR On-Call (888) 378-2456

In April of 2020, the Virginia legislature passed a number of bills affecting employee rights, such as LGBT anti-discrimination, wage theft prevention measures, and more.  In addition to these bills, there are further updates for Virginia employers to be aware of this summer.

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APPLIES TO All Employers

EFFECTIVE May 1, 2020

QUESTIONS? Contact HR On-Call (888) 378-2456

The U.S. Citizenship and Immigration Services (USCIS) recently announced a temporary policy allowing employers to accept expired List B identity documents when completing Form I-9. Specifically, List B documents set to expire on or after March 1, 2020 may be treated the same as if the employee presented a valid List B document for Form I-9 purposes.

If an employee has an expired document that is not otherwise extended by the issuing authority, the employer must record the document information in Section 2 under List B and write “COVID-19” in the Additional Information Field. Within 90 days after the temporary policy ends, the employee must provide a valid, unexpired document to replace the expired document given when they were initially hired. However, the employee may present a different List A or List B document and is not required to present an unexpired version of the earlier document. The employer must record the new document information in the Additional Information Field and initial and date the change.

If an employee has an expired document that is extended by the issuing authority, the employer must record the document’s expiration date in Section 2, enter “COVID-19 EXT” in the Additional Information Field, and  attach a copy of a webpage or other notice indicating that the issuing authority has extended the documents.  Where the issuing authority has extended the validity of the document, the employee is not required to later present a valid, unexpired List B document.

Employers should stay informed for when this temporary policy is discontinued by the Department of Homeland Security to return to regular Form I-9 procedures and update completed Form I-9’s where applicable.

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