#WorkforceWednesday: DOL Electronic Notices Guidance, EEO-1 Reporting Delayed, CA COVID-19 Paid Sick Leave

Employment Law This Week® - Episode 204


It’s #WorkforceWednesday! This week, some practical updates on posting requirements, reporting deadlines, and new COVID-19 leave in California.

Video: YouTube, Vimeo.

DOL Guidance on Posting Notices for the Remote Workplace

The U.S. Department of Labor (DOL) recently issued guidance on posting requirements for employees working remotely. Though the guidance applies only to federal notices for fully remote workplaces, it contains helpful direction for employers about posting federal, state, and local notices for hybrid workforces. Click for more.

EEO-1 Reporting Deadline Delayed

This year, the submission window for 2019 and 2020 EEO-1 data has been delayed and will open April 26, 2021, and close on July 19, 2021. This year’s submission window extends the data collection period from 10 weeks to 12 weeks to provide employers additional time to file. At the state level, today is the first annual deadline for California employers with 100 or more employees nationwide to report pay and demographic data to the Department of Fair Employment and Housing.

California Enacts New COVID-19 Paid Sick Leave

As of March 29, full-time California employees are entitled to up to 80 hours of supplemental paid sick leave related to COVID-19. The new law applies to businesses with over 25 employees for time off related to COVID-19 quarantines, caregiving, and vaccinations. Here’s more.

Other Highlights

Wage Increases Impacting Health Care Employers

Eight states—California, Connecticut, Illinois, Florida, Maryland, Massachusetts, New Jersey, and New York—and the District of Columbia will raise their state minimum wage to $15 or higher by 2026. The wage shifts will significantly impact health care employers, where nearly 7 million of the approximately 18.6 million health care employees in the U.S. earn a median wage of $13.48. Learn more.

NY Issues Guidance on Vaccination Leave

New York has issued guidance for the state’s new law requiring that all private employers in New York provide their employees with up to four hours of paid leave to get each COVID-19 vaccination shot. The guidance clarifies that the law does not create any retroactive benefit rights to paid vaccination leave.

ARPA Requires Tax-Free COBRA Subsidy

As part of the recently enacted American Rescue Plan Act of 2021 (ARPA), employers will be required to provide, on a tax-free basis, a subsidy to involuntarily terminated employees and their qualified beneficiaries to pay 100% of the COBRA continuation premium for group health plan coverage.  Learn more.

What We’re Reading

“Next Pandemic-Era Steps for a Safe and Equitable Workplace,” a Law360 Employment Authority article by attorneys David Garland and Susan Gross Sholinsky. Read the article here.

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