The mandatory Emergency Paid Sick Leave and the Emergency Family Medical Leave expired on December 31st. However, employers can continue to voluntarily offer Paid Sick and Family Medical Leave and still receive the payroll tax credit through March 31st. Additional time was not granted so the tax credit applies only to time not taken under the original 80 hours of Emergency Paid Sick Leave. With the continuing increase in COVID-19 cases, employers may want to voluntarily continue to offer the Emergency Paid Sick and Family Medical Leave. Just remember to maintain appropriate documentation so that the tax credit is received.
*Note: Under the American Rescue Plan, additional employee time off due to COVID-19 is under consideration.
As we approach year-end, we recommend the following tasks be completed before the last payroll is processed.
For any questions on year-end processing, contact us at email@example.com
Since the beginning of the COVID-19 pandemic, fraudulent unemployment claims have been increasing. In July, the FBI alerted employers about the rise in fraudulent unemployment claims. Stolen identity information is being used for unemployment benefits using the names and personal information of employees who have not lost their jobs.
It is important for employers to monitor and confirm the legitimacy of claims. Employers can take the following actions to help prevent fraudulent unemployment claims from being paid:
Employers have the responsibility to assist their employees whose personal information has been stolen. The Department of Labor provides information on how to report unemployment fraud in each state. The site is; U.S. Department of Labor Offers Fraud Prevention Resources To Enhance Integrity of Unemployment Insurance Programs | U.S. Department of Labor (dol.gov)
When the COVID-19 vaccine becomes available, can an employer require employees to take the vaccine? Until further guidance by the EEOC, employers should encourage employees to get the vaccine, instead of making it a requirement. A thorough, objective policy should be communicated based on business necessity and the policy should be applied consistently.
Items to include in the policy;
We expect to hear more about the Covid-19 vaccine guidelines for employers in the next few months; however, employers should start thinking about their policy. You can contact us at firstname.lastname@example.org to help develop a policy.