This notice is to inform you about the changes regarding employee’s marital status information. Under the Utah law, an employee is required to use the same marital status for both federal and state income tax withholding elections.
This notice is to inform you that under the North Dakota (ND) law, all withholding elections must be consistent for both federal and state income tax withholding.
Once you are ready to hire a candidate, extending a compelling job offer can impact the likelihood of acceptance and whether the employment relationship gets started on the right foot. Here are some do's and don'ts to help you navigate extending a job offer:
Washington has enacted legislation (Senate Bill 5649), which, among other things, adds bereavement leave for child loss and clarifies conditions for postnatal leave. Senate Bill 5649 takes effect on June 9, 2022.
South Carolina has enacted legislation (House Bill 3126) that requires private employers to provide exemptions for COVID-19 vaccination mandates, among other things. House Bill 3126 is effective immediately.
Minnesota has enacted legislation (Senate File 2677) that requires employers of frontline workers to notify them that they may be eligible for a one-time payment from the state. The payments are meant to compensate these workers for responding to the extraordinary circumstances of the COVID-19 pandemic.
On May 5, 2022, Georgia enacted into law Senate Bill 331 (SB 331), the "Protecting Georgia Businesses and Workers Act."
In a recent case (Naranjo v. Spectrum Security Services Inc.), the California Supreme Court has ruled that the extra pay an employer must pay an employee if the employee works during their meal break constitutes wages for purposes of California’s final pay and itemized wage statement requirements. This means that employers must report these payments on wage statements and must ensure that these payments are timely paid to employees. The failure to do so can lead to significant penalties.
The California Division of Occupational Safety and Health (Cal/OSHA) has revised emergency rules for protecting workers from COVID-19. The emergency rules became effective on May 6, 2022 and will remain in effect through December 31, 2022.