Thanksgiving is now in the rear view mirror. Just a month to go until we turn the page to 2021.
But before that happens, there are a few things left to check off your to do list for 2020.
Let’s get to it.
- Register for Paid Leave Program – Conneticut requires every employer to register for the paid leave program. Deductions from paychecks for employees start on January 1, 2021. Now’s the time to figure out what your company is doing. Are you participating in the state-run program, or doing a private plan? The Hartford Courant also had this article over the weekend.
- Conduct Sexual Harassment Prevention Training – Yes, the deadline has been extended to February 9, 2021, but that’s just 9 weeks away. So, it’s time to get your employees trained on sexual harassment prevention. There are many options out there but if you want something done by an attorney, I recorded an online session a few months back that is just $20 per person (group discounts available). The best thing about it? You can do it right now. All the details are here.
- Double Check Your Minimum Wage – With the pandemic, it’s easy to overlook certain details. Among them: Minimum wage increased on September 1, 2020 to $12 per hour , and will increase again on August 1, 2021 to $13 per hour. If you’ve made a mistake, talk with an attorney about how to fix it ASAP.
- Follow the Sector Rules: Pandemic fatigue is real. Also restlessness. How do I know? Because I voluntarily spent Thanksgiving weekend repainting my home office space. The pandemic is going to continue for several more months (at least!), so be sure your company is following the Sector Rules. The reasons should be self-evident, not the least of which is that you’ll be protecting your employees. The state has tweaked them over the months so it’s time to take a look at them with fresh eyes.
- Keep an Eye Out for Federal Legislation: Currently, the emergency paid sick leave rules for the pandemic are set to expire on December 31, 2020. But there are currently talks in Washington D.C. for a new round of stimulus. Expect an extension of the FFCRA to be on the agenda as well. If that happens, employers will have to move quickly.
- Track Down Employees Working Really Remotely: With some employers allowing employees to work remotely during this pandemic, a few employees have decided that working from home is just the start. Indeed, some have decamped to ski resorts or warmer weather, with some even giving up apartments. Employers have looked the other way for much of 2020, but there’s no doubt that states will want to start collecting tax revenue for employees working remotely in their states. Employers who want to get ahead of their tax obligations would be wise to find out where employees are actually working from nowadays. Moreover, you may have an obligation to follow other state laws if your employees are working remotely from those states. Time to figure it out.
This just touches the surface of what employers need to worry about right now. But it should provide a good head start. Be sure to keep your employment lawyers nearby; looks like the next few months are going to be just as busy as the last few months.