Compliance Stuff

Virginia’s new Democratic majority in the General Assembly has sent a slate of legislative reforms to Governor Abigail Spanberger’s desk that would address a broad range of employment-related subjects in the Commonwealth, including  paid sick leave and paid family medical leave , noncompetition agreements in the healthcare industry, pay equity, minimum wage, and leave protections for women with menopausal or perimenopausal symptoms. 00:00 10:13 Quick Hits Virginia’s General Assembly has passed legislation that would prohibit noncompete agreements for healthcare professionals. HB1 and SB1 would establish a multiyear schedule to increase Virginia’s minimum wage to $15 per hour by January 1, 2028, with further adjustments based on the Consumer Price Index starting in 2029. SB258 and SB790 would introduce workplace protections and health insurance coverage for menopause and perimenopause . Prohibiting Healthcare Noncompete Agreements (Senate Bill (SB) 128) Following the  trend ...

Washington has amended its Paid Family and Medical Leave (PFML) program by making several key changes. In a significant departure from the former landscape, the amendments extend job restoration rights to employees of smaller employers than previously. Before amendment, the law did not provide for job restoration rights to employees who work for an employer with fewer than 50 employees in Washington. That number is now reduced to 25 employees from January 1 to December 31, 2026; to 15 employees from January 1 to December 31, 2027; and to eight employees from January 1 to December 21, 2028. This job restoration right will apply to any employee who has worked for an employer for at least 180 calendar days before taking leave . The amendment also allows employers to prevent stacking of certain employment protection rights by extending employment protection in the PFML program to periods of unpaid leave protected by the Federal Family and Medical Leave Act , so long as the employer provi...

 The Massachusetts Department of Family and Medical Leave (Department) just announced the 2025 weekly benefit amount and contribution rates for both employers and employees under the state’s Paid Family and Medical Leave benefit program, which is funded through a payroll tax. Effective January 1, 2025, for employers with 25 or more employees, the contribution rate will remain at .88% of eligible wages. This contribution is divided between the employee’s payroll or wage withholdings and an employer contribution. Employers may require that up to 100% of the family leave contribution be withheld from the employee’s wages (0.18% of eligible wages). In addition, employers can require that up to 40% of the medical leave contribution be withheld from an employee’s wages (0.28% of eligible wages). Employers are responsible for contributing the remaining 60% of the medical leave contribution (0.42% of eligible wages). Employers with fewer than 25 employees must remit an effective contributi...

On October 1, 2024, the Department of Family Medical Leave (DFML) announced important changes to the Paid Family and Medical Leave (PFML) program set for implementation on January 1, 2025. Key Adjustments:   The maximum weekly benefit amount will increase $20.74 from $1,149.90 to $1,170.64.  The state average weekly wage will increase $32.41 from $1,796.72 to $1,829.13. Contribution rates for employers and employees will remain the same for 2025 .It’s essential for employers to stay informed about these changes to ensure compliance and to maximize the benefits available. Notice Reminders and Compliance Considerations: As a reminder, employers are required to provide written notice of PFML benefits, contribution rates, and other provisions as outlined in M.G.L. c. 175M § 4 to employees. Current employees. When a rate change occurs, e mployers must provide information on the new contribution rate 30 days in advance of the rate change for employees who have previously signed the...