Family First Coronavirus Response Act Updates

Denise Gillin Human Resources, News

By Hannah Lopez, MBA, SHRM-CP, Human Resources Consultant, Murray On March 18, 2020, President Trump signed the Family First Coronavirus Response Act (FFCRA). This Act provides two buckets of emergency leave – Emergency Family and Medical Leave Expansion Act (EFMLEA) and Emergency Paid Sick Leave Act (EPSLA) – for workers in relation to the COVID-19 pandemic. When details were first released regarding these two types of leave, there were many unanswered questions with very little guidance. Recently, the Department of Labor (DOL) has provided guidance on these frequently asked questions relating to this new law. To read the updates >>> If you have questions, contact Hannah at 717.205.5117 or email her.

ACA Form 1095 Deadline Extended

Tom Henschke Health Benefits Administration, Human Resources, News

According to BASIC HR Compliance & Technology, the IRS has extended the due date for certain 2018 information-reporting requirements for insurers, self-insuring employers, and certain other providers of minimum essential coverage under section 6055 of the Internal Revenue Code and for applicable large employers under section 6056 of the Code. Read more here.  

Are You Compliant?

Sherri Hebda Human Resources

The federal government revised a number of required employment laws and regulations, e.g. Family and Medical Leave Act (FMLA), Occupational Safety and Health Administration (OSHA), Fair Labor Standards Act (FLSA) and Equal Employment Opportunity Commission (EEOC).  If you haven’t yet done so, it’s time to update your federal and state employment law postings. Physical and relevant employment law posters are required in order to meet state and federal posting requirements. Employers must post these notices in a common area that will be frequented by all employees, which depending on your location, may be a lunch room, break room, conference room, or kitchen, near a time clock or any location employees frequent daily. Did you know Pennsylvania requires employers must fill …

Pennsylvania Proposes Big Changes to State Law White-Collar Overtime Exemptions

Sherri Hebda Human Resources

This article is by Adam R. Long, McNees Wallace & Nurick, LLC Back in January, Governor Wolf announced that the Pennsylvania Department of Labor and Industry (DLI) would propose new regulations under the Pennsylvania Minimum Wage Act (PMWA) that would increase the minimum salary requirement for the white-collar overtime exemptions under this law. The PMWA is the state-law equivalent of the federal Fair Labor Standards Act (FLSA). The PMWA and FLSA both place minimum wage and overtime pay obligations for Pennsylvania employers. While the laws’ requirements are similar, they are not identical. Employers in Pennsylvania must meet the requirements of both laws to ensure compliance. In areas where one law is more favorable to employees than the other, Pennsylvania employers must …

Medical Marijuana and Workers’ Compensation in Pennsylvania

Lisa Yelovich Human Resources, Insurance, News

The Pennsylvania Medical Marijuana Act was signed by Governor Wolf on April 17, 2016, leaving employers with more questions than answers about employee use of medical marijuana. Key points of the Act note that those who are prescribed medical marijuana must have one of 17 designated “serious medical conditions” as diagnosed by a Department of Health (DOH) registered physician. First, the patient must obtain a certificate from a DOH-registered physician. They then receive an ID card from the DOH, and their name is placed in the state database. The patient is then able to get medical marijuana from a designated dispensary in their area. There are several forms of medical marijuana for patient use. These includes pill, oil, tincture or …

Employment Law: Doing Business Across State Lines in 2018

Denise Gillin Human Resources, News

By Eric Athey, McNees Wallace & Nurick, LLC Keeping up with compliance requirements under Pennsylvania and federal laws can be challenging enough; however, for Pennsylvania employers that do business in multiple states, the compliance burden can grow exponentially. It is expected that we will see little new federal employment legislation over the next few years. However, the lack of legislative activity in Washington may prompt some state legislatures to place a greater emphasis on employment issues than usual. It already appears that 2018 will yield a bumper crop of new state employment laws across the nation. What you need to know >>>

US Department of Labor Clarifies When Interns Are Subject To The Fair Labor Standards Act

Denise Gillin Human Resources

By Erica Townes, McNees In a recent change of position, the Department of Labor (“DOL”) has endorsed a new standard for determining when an unpaid intern is entitled to compensation as an employee under the Fair Labor Standards Act (“FLSA”). We previously reported on an earlier DOL effort to tighten up the restrictions on the use of unpaid interns. It looks like the DOL has decided to change course. Read more on the McNees website >>>

Construction Employers Must Provide Paid Family Leave in New York

Joshua Etemadi Bonds, Construction, Human Resources, News

Effective January 1, 2018, employees of construction employers (supplies, architects, contractors, and others) working in New York State may be eligible for paid family leave. The NY Paid Family Leave Law (“PFLL”) is both broader than and more narrow than the federal Family and Medical Leave Act. The PFLL applies to all employees employed by private employers in the construction industry and working in New York State, even if those employers are located outside the State of New York or the employee is working from home (for example, sales employees, estimators, etc.). Tell me more >>>

Drug and Alcohol Policy – Now What?

Sherri Hebda Human Resources, News

Does your company have a written drug and alcohol testing process to go along with its drug and alcohol policy? A drug and alcohol policy and process are both important; the policy is generally located in a company’s employee handbook which has been communicated to all employees but the process is a guide, tools and training for management which is relayed to them. Many companies have a drug and alcohol policy which begins with their philosophy and tolerance for drugs and alcohol and includes the types of drug and alcohol testing: pre-employment, random and post-accident (Department of Labor regulated employees), reasonable suspicion, return-to-duty, follow-up and refusal to test, etc. However, some companies lack a detailed testing process for their management which …