Regulatory Roundup September 2020October 01, 2020 Blog Post
Legislative updates from September include clarified rules to the Family First Coronavirus Response Act (FFCRA) and multiple bills from California.
As we reach the 6-month mark of the coronavirus pandemic, federal responses applicable to employers have largely slowed down. A few updates of note, however, did occur during the month of September that you should be aware of.
Earlier this year, President Trump signed the Family First Coronavirus Response Act (FFCRA) into law, which required certain employers to provide employees with paid sick leave or expanded family and medical leave due to COVID-19. The Department of Labor (DOL) has now added and clarified rules, specifically on employer obligation and medical professional categories.
California had a busy month, passing multiple pieces of legislation. Governor Newsom expanded the California Family Rights Act, including broadened coverage and family member definitions as well as a mediation program. Newsom also signed the worker’s compensation presumption, shifting the burden of proof on employers for covered workers who likely contracted COVID-19 at work. The new bill also requires employers to provide notice to their workers’ compensation carrier of employees who test positive for coronavirus.
Here is a full list of this month’s compliance and tax alerts:
- DOL issues clarifying rules for FFCRA
- California passes worker’s compensation presumption applicable to COVID-19
- Governor Newsom expands California Family Rights Act
Visit our Return to Work page to browse our resources to help you engage, rehire, and recruit in this new environment. You can also check out our Legislative Updates Related to Coronavirus (COVID-19) for a comprehensive summary of legislative changes and how Paylocity has responded with updates to our product to help you stay compliant. For the latest information and resources related to the coronavirus, check our COVID-19 Resources page often.
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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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