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Our blog offers important resources, helpful articles, and practical ideas on the human resources topics that matter to you.
Home / Media / Blog / Labor Law Updates for November 2020
These briefs provide a general description and are not meant to be all inclusive of compliance requirements. This list is not inclusive of all legislative changes for employers across the U.S. Changes may have been addressed in previous updates, which can be accessed from our blog.
Employers are encouraged to work with their Inspiring HR Consultant before making policy changes to capture the full requirements of these laws.
Some of the notable upcoming State Changes in this issue are as follows:
California Covid-19 Notification Requirements – Effective 1/1/2021
Effective in January 2021, the state of California is requiring employers to notify 1) all affected employees in writing who may have been exposed to Covid-19 in the workplace within one business day and provide relevant benefit information and disinfection/cleaning plans and 2) local health officials of an outbreak (3 or more cases) within 48 hours
CO COMPS order effects exempt salary threshold on January 1, 2021
The new minimum salary threshold requirement for exempt employees is approaching for employers complying with the new CO OT & Minimum Pay Standards order (COMPS), which became effective in March of 2020.
This new exempt salary threshold will take effect on January 1, 2021 – to $40,500 – and will continue to increase through to January 1, 2024, up to $55,000. Thereafter, the threshold will adjust annually for inflation.
There are only two exceptions for the 2020 salary threshold: (1) non-profit employers with annual total gross revenue of under $50 million; and (2) for-profit employers with annual total gross revenue of under $1 million.
To avoid the need to pay overtime and maintain employees’ exempt classification under the new Colorado law, it is important to note the new thresholds will exceed the current federal threshold and employers must post the related poster.
Colorado employers must pay the higher of the state or federal thresholds in order to retain their employees’ overtime exemptions (i.e., you may need to pay the Colorado minimum after January 1, 2021, because it will exceed the federal threshold after January 1, 2021).
Connecticut Paid Family and Medical Leave Act – Effective January 1, 2021
Connecticut’s Paid Family and Medical Leave Act (CTPFMLA) allows employees access to paid leave for qualifying events covered under the federal Family and Medical Leave Act of 1993 (FMLA), the Connecticut Family and Medical Leave Act (CTFMLA) and the Connecticut Family Violence Leave Act.
Eligible employees may take up to 12 weeks of paid leave in a 12-month period.
Eligibility Requirements
Employee eligibility requirements are as follows:
Eligible employees may take Paid Family and Medical Leave for the following reasons:
* In the event an employee experiences a serious health condition resulting in incapacitation that occurs during a pregnancy, the employee may qualify for an additional two (2) weeks of paid leave benefits for a total of 14 weeks.
**Employees are only eligible for up to 12 days of paid leave for family violence events.
Pennsylvania Minimum Salary Threshold for Executive, Administrative and Professional Occupations Effective October 2, 2020.
The Department of Labor and Industry (DLI) amended the PA Minimum Wage Act’s requirements and minimum salary for PA exempt employees in executive, administrative and professional occupations.
The PA Minimum Wage Act provides an exemption from both minimum wage and overtime pay requirements for employees in executive, administrative, or professional roles. To qualify for the exemption, employees must meet certain tests regarding their salary and their duties. The duties test has been updated, making it easier for employers to comply with law. It is important to understand that being paid a salary does not automatically qualify an employee for one of these exemptions. Furthermore, job titles do not determine exempt status.
The PA Minimum Wage Act also amended the minimum exempt salary threshold, which will increase as follows:
Starting in 2023, the minimum salary threshold will adjust automatically every three years.
Click the link to view the recent blog: The Value of an Anonymous HR Hotline or check back for more on human resources, payroll, insurance, and benefits.
This article does not constitute legal advice and there are subtle variations in employment law as it pertains to this topic, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.
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