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2023 HCM Mid-Year Review

June 02, 2023

We are halfway through 2023 and with that there have been numerous new laws or requirements that will become effective the second half of this year. Below are summaries of what to expect and prepare for beginning July 1, 2023, through December 31, 2023. 
Alert

2023 HCM Mid-Year Review

We are halfway through 2023 and with that there have been numerous new laws or requirements that will become effective the second half of this year. Below are summaries of what to expect and prepare for beginning July 1, 2023, through December 31, 2023.

Federal Update: EEO-1 2022 Filing Period

  • The 2022 EEO-1 Component 1 data collection is tentatively scheduled to open in mid-July 2023.
  • Updates regarding the 2022 EEO-1 Component 1 data collection, including the opening date, will be posted to the EEOC website as they become available.
  • Additional information will be published once the agency has announced the filing period dates.

Federal Update: DHS Ends COVID-19 Form I-9 Flexibilities

  • Effective July 31, 2023
  • U. S. Immigration and Customs Enforcement (ICE) recently announced that employers must complete in-person physical document inspections for employees whose documents were inspected remotely during the temporary flexibilities by August 30, 2023.
  • DHS published a Notice of Proposed Rulemaking for alternative procedures allowing remote document examination for Form I-9 last year. DHS anticipates publishing a Final Rule in the Federal Register that will implement this proposal.
  • See PEAK article: New Hire I-9 and E-Verify During Coronavirus.
  • Announcement from ICE.

Florida E-Verify Mandate

  • Effective July 1, 2023
  • Florida employers who have at least 25 employees must utilize E-Verify for all new employees.
  • Employers will be required to annually certify on the state re-employment return their compliance.
  • Employers will be required to retain copies of the documents used to verify employment eligibility for 5 years.
  • See PEAK article: Florida Employer E-Verify Requirement.
  • Webpage for Florida Senate Bill 1718.

Georgia Voting Time Off

Evanston, Illinois Fair Workweek Ordinance

  • Effective September 1, 2023
  • Adds scheduling and recordkeeping requirements for employers in the hospitality, food service, retail, warehouse services, building services and manufacturing industries.
  • Requires covered employers to provide a written good-faith estimate of work schedules, and premium pay for changes.
  • Prohibits covered employers from hiring new employees unless they have first offered additional work hours and shifts to current part-time employees.
  • City of Evanston Ordinances Webpage.

Maine Severance Pay Law Expanded

  • Effective August 2023
  • In the event that a facility permanently closes, relocates, or experiences a mass layoff, Maine’s severance pay law requires that employees are provided one week's pay for each year of service, including partial pay for a partial year. This is in addition to other final wages.
  • The legislation removes the phrase “industrial or commercial” from the current law, which expands the law to include any facility that employs at least 100 individuals in the preceding 12-month period.
  • See PEAK article: Federal WARN and State Mini-WARN Acts.
  • Text of Maine H.P. 16.

Bloomington, MN Paid Sick and Safe Leave

New Jersey Temporary Workers Rights Act

New York Pay Transparency Rules

Virginia Unpaid Organ Donor Leave

  • Effective July 1, 2023
  • Employers with at least 50 employees to provide unpaid leave to organ donors, including bone marrow donors.
  • Employees employed by their current employer for at least 12 months prior and who worked at least 1,250 hours in the preceding 12 months are eligible for this leave.
  • See PEAK article: Virginia Unpaid Organ Donation Leave.
  • Webpage for Virginia Senate Bill 1086.

Thank you for choosing Paylocity as your Payroll Tax and HCM partner. This information is provided as a courtesy, may change and is not intended as legal or tax guidance. Employers with questions or concerns outside the scope of a Payroll Service Provider are encouraged to seek the advice of a qualified CPA, Tax Attorney or Advisor.

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