Staffing Compliance Digest | April 2019
Welcome to the Staffing Compliance Digest! This quarterly update contains the latest news about federal and state compliance rules and regulations that are relevant to staffing firms.* If you’re concerned about keeping your company compliant, keep reading or click below to scroll down to an update that’s relevant to your business.
ICYMI: What’s Recently Gone into Effect
- New Law: Ohio Franchisor Protection Law Set to Take Effect | House Bill 494 [Effective March 20, 2019]
- New Law: Michigan’s Paid Medical Leave Law | Public Act 369 [Effective March 29, 2019]
- Deadline: EEO-1 Reports [
Due March 31, 2019Extended until May 31]
- New Protections: Consumer Financial Protection Bureau Rules for Prepaid Accounts [Effective April 1, 2019]
Coming Soon: What to Prepare for in the Coming Months
- New Law: Washington to Require Quarterly Paid Family and Medical Leave Premium Payments [Effective April 30, 2019]
- Deadline: EEO-1 Reports [Due May 31, 2019]
- FMLA: New Jersey Expands Paid Family Leave Laws to Cover More Employers [Effective June 30, 2019]
- FMLA: Massachusetts Paid Family and Medical Leave Contributions [Deadline July 1, 2019]
- Wage Garnishment: Wyoming Exempts Disposable Earnings From Garnishment in Some Circumstances [Effective July 1, 2019]
- FMLA: New Jersey Eliminates One-Week Waiting Period for Family Leave Benefits [Effective July 1, 2019]
In Case You Missed It:
What’s Recently Gone into Effect
“The Ohio Senate passed House Bill 494, which would specify that a corporate franchisor is not the employer of a worker at a franchisee when there are disputes over wages, workers’ compensation, unemployment compensation and income taxes.” READ THE BILL
The law applies to employers with 50 or more employees. “The law specifies employees would accrue 1 hour of paid sick leave for every 35 hours worked, up to 40 hours per year. Allows employer to limit accrual to 1 hour per week. An employer is not required to allow an eligible employee to use more than 40 hours of paid sick leave in a single benefit year or to carry over more than 40 hours of time from one benefit year to another.” Learn more about the law and exemptions. READ THE ACT
“The U.S. Equal Employment Opportunity Commission (EEOC) will officially open the 2018 EEO-1 survey on March 18, 2019. The deadline to submit EEO-1 data has been extended until May 31, 2019. Please continue to visit the EEO-1 website for general information about the opening of the 2018 EEO-1 survey.” MORE FROM THE EEOC
If you use a paycard system to pay workers, be aware of these new protections. “The CFPB’s new rule on prepaid accounts creates comprehensive consumer protections for prepaid accounts. With our new rule you will get clear, upfront information about prepaid account fees so you can know before you owe and shop for the best deal. The rule also creates a number of new legal rights for prepaid account users, including protections in case of errors, loss, or theft. The new consumer protections and disclosures described in the above video will take effect on April 1, 2019.” WATCH VIDEO
What to Prepare for in the Coming Months
“Paid Family and Medical Leave is a statewide insurance program.
With very few exceptions, all employers, regardless of size, will have a responsibility to:
- Report employee wages, hours worked, and other information for all employees.
- Collect and remit premiums.
- Post required poster and notices.” VIEW THE RESOURCE
“The U.S. Equal Employment Opportunity Commission (EEOC) will officially open the 2018 EEO-1 survey on March 18, 2019. The deadline to submit EEO-1 data has been extended until May 31, 2019. Please continue to visit the EEO-1 website for general information about the opening of the 2018 EEO-1 survey.” VIEW THE REPORT
“Beginning June 30, 2019, the Family Leave Act applies to employers with 30 or more employees, as opposed to employers with 50 or more employees. This lowered threshold means that smaller employers will also be required to provide up to 12 weeks of job-protected Family Leave Act leave in a 24-month period to eligible employees.” READ THE BILL
“Beginning July 1, 2019, as an employer, you’re responsible for:
- Reporting wages paid, payment for contract services rendered, and other information about your workforce
- Determining contribution amounts for your workforce and for any contribution due from you as an employer where applicable
- Making deductions to cover worker contributions from payments you make to your workforce, either as wages or as payments for services from Massachusetts 1099-MISC contractors
- Notifying your workforce of the PFML law.” VIEW RESOURCE
“A defendant’s disposable earnings shall remain exempt… if the earnings were deposited in the defendant’s account with a financial institution within twenty (20) calendar days prior to service of a writ of garnishment against the defendant’s account with the financial institution, on the day of service of the writ or within ten (10) business days after service of the writ.” READ THE BILL
“The old law included a waiting period of seven consecutive days before benefits were payable. If the leave continued for more than three weeks, then the waiting period was also payable. There was an exception for employees who came straight from short-term disability for their own illness and then took family leave benefits (usually a pregnancy situation). The new law eliminated the waiting period altogether.” VIEW RESOURCE
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*Proprietary Notice and Disclaimer
© 2019 Bullhorn, Inc. All Rights Reserved.
Bullhorn provides the information in this Digest “as is” without any kind of warranty. Bullhorn expressly disclaims any and all warranties, whether express or implied, as to the accuracy, integrity, and quality of the information to the maximum extent permitted by law.
Please view the information contained in this digest as informational only. It’s not legal advice and you shouldn’t rely on it for compliance purposes. Bullhorn doesn’t offer any advice, explanation, opinion, or recommendation about you or your company’s specific legal situation or compliance or any possible legal rights, remedies, defenses, options, or strategies applicable to you or your business. We strongly recommend you review your local, state, and federal laws, and consult with your legal counsel regarding compliance-related content included in this digest. We believe the information contained in this digest is accurate as of the publish date and Bullhorn doesn’t have an obligation to update the information.