It’s Year-End: Do You Know What Your Legislature Has Been Up To?

Legislatures often set January 1 as the effective date for new legislation.  Employers must take the time now to ensure they are compliance-ready for 2012.  Here are just a few of the new laws on the books:

• Most private sector employers are required to post a notice about employee rights under the National Labor Relations Act.  If you are not up-to-date on this posting’s requirement, go to:
  • A Small Poster Could Have A Big Impact
  • NLRB Extends Poster’s Debut Until January 2012
  • All Employers Must Post NLRB Notice – Are You And Your Supervisors Ready?

Legal challenges to the poster are pending in court, but for now, employers are required to comply by January 31.

• If you have employees in Connecticut, you may have to comply with the new Connecticut Paid Sick Leave law beginning January 1.  The law is the first state legislation in the United States to entitle certain employees to paid sick leave, and you may need to implement new record-keeping policies to ensure you are calculating accrual, use, and carryover correctly.  To learn more about the law, go to:
  • Connecticut Paid Sick Leave – Who Qualifies?
  • Connecticut First In The Nation To Provide Paid Sick Leave
  • Why Connecticut Employers Need To Ask Employees: “Are You Sick?”

Minimum wage laws in seven states are set to increase January 1.  In addition, San Francisco passed an ordinance requiring workers to be paid at least $10.24 per hour – the highest minimum wage in the United States.  Read up on the new minimum wage here.

Looking ahead to 2013, consider how your business will implement the new provisions of the federal health care legislation.  For example, you will need to report the cost of 2012 coverage under a group health plan on W2s you issue in 2013.  You can learn more about the new provisions go to: One Year Later Health Care Legislations’ Constitutionality Still Unresolved and The Escalating Battle Over Healthcare Legislation.

December is a great time to review your policies and make sure you are complying with all applicable federal, state, and local laws.  Resolve to keep up with changes in the law that could affect your workplace.  You can avoid costly mistakes by regularly reviewing and updating your policies in light of new developments.

Brody and Associates regularly drafts and reviews employment policies and handbooks for employers in all industries.  If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.965.0560.