Having been such a hectic year, it is more important now than ever to stay informed on the latest time and labor updates. As an employer, you need to stay informed in order to avoid potential employer-employee complications and to know what you’re entitled to. Here are the latest time and labor law updates from June and July 2921.
President Biden’s Executive Order to Limit Employer Use of Non-Completes
On July 9th, 2021, President Biden issued an executive order comprising 72 initiatives that aim to promote economic competition. One of the most important initiatives would be the order to limit employer use of non-completes. While the federal trade commission has yet to act, the commission is anticipated to ban noncomplete usage to some degree.
What should you expect? Non-compete will most likely be banned for most workers — particularly low-wage workers — but portions of the private business sector may be able to avoid such a ban. That’s because trade secrets must be kept to a certain degree.
Further, employers in California, North Dakota, and Oklahoma, should be reminded that non-compete agreement bans are already in place. With the executive order, these bans are likely to be more strongly enforced.
To review President Biden’s recent executive order in detail, visit the official White House website.
Updates on Employee Vaccine Disclosure
According to recent EEOC guidance, vaccination information is considered medical information that is confidential. Being classified as such, information related to vaccine disclosure can be revealed on a need-to-know basis. For situations that require vaccines and workplace safety, employers will be able to ask about vaccines. However, employers will not be able to make employees wear vaccine badges or any other vaccine disclosing items.
New Hampshire Adopts Paid Leave Program
Joining 8 states and the District of Columbia, the New Hampshire Legislative has passed a two-year budget that includes a paid leave program. Governor Chris Sinunu signed the budget on June 25th, 2021, and the budget will offer coverage until January 1st, 2023.
The program is called the Granite State Paid Family Leave Plan, and provides 60% wage replacement for up to 6 weeks of work per year for sickness or family related issues.
This New Hampshire paid leave program is available to employers with at least 50 employees, and is voluntary to enroll in. For employers who do decide to opt into the program, they must participate in payroll deduction and provide heightened employee protection in terms of safety.
Massachusetts Employers Must Provide COVID-19 Paid Sick Leave
Governor Charlie Baker signed HB 3702 in early June, which requires employers to temporarily provide employees up to 40 hours of COVID-19 emergency paid sick leave. The new MA ESPL will be in effect up until September 30th, 2021, or when the $75 million fund is depleted. Note that the COVID-19 sick leave program will not replace and will only serve as a supplemental tool to pre-existing sick leave programs offered by the state or employer.
For what counts as COVID-19 oriented paid leave and notices for employees, visit the Mass. official website.
Infinitime: How We Can Help
As time and labor laws continually update, you’ll want an employee scheduling software that’s ever-updating to meet new standards. That’s where our product comes into the picture. With Infinitime, enjoy the benefits of automated employee scheduling while following all recent time and labor law updates!