Author Archives: pmphrblog

Election 2020: New York’s Voting Leave Law

In anticipation of the upcoming election taking place in November, employers must ensure their policies comply with New York’s voting leave law that was revised, again, effective April 3, 2020. New York’s new voting leave law now requires employers to provide up to two hours of paid time off should the employee not have “sufficient […]

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New York State Paid Family Leave Premium Rate Information for 2021

On April 4, 2016, New York Governor Andrew Cuomo signed the New York’s Paid Family Leave Act (NYPFL) that would provide paid leave benefits to employees who needed to take a leave of employment due to family issues. Employees were eligible if they worked for a private employer in New York State (NYS) and regularly worked […]

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Should Employers Consider Changing PTO and Vacation Policies During COVID-19?

As a result of COVID-19 and quarantining at home, more employees are vacationing less and refraining from using their paid time off (“PTO”).  Employers are left to worry about their PTO and vacation policies and have to decide if they can afford to pay for employees’ unused vacation time.  But like so many aspects of […]

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Back to School and Application of FFCRA Leaves with the Various Return to School Models

As schools across our area reopen (physically and remotely) for children this fall the U.S. Department of Labor (DOL) added new guidance on August 27, in its frequently asked questions (FAQs), to address the leaves that may be available to employees under the new learning models in the schools. The Families First Coronavirus Response Act […]

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Navigating New York’s Paid Sick Leave Law

On April 3, 2020, New York State Governor Cuomo signed a bill that requires all New York employers to provide paid or unpaid sick leave to their employees. The bill takes effect 180 days after the budget passed, on September 30, 2020, and employers should be sure that they have policies and procedures in place […]

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Strategies to Help Manage Employee Anxiety When Returning to Work

As a vast majority of states have transitioned toward some level of economic reopening, employers are creating ways for employees to return back to work safely. While some employees are eager to return to the office, many employees fear that the economy is claiming priority above employees’ well being and health in order to return […]

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CDC Update: COVID-19 Communication Plan

On August 4, 2020, the U.S. Centers for Disease Control and Prevention (CDC) released a communication plan to assist employers with communicating with their employees about COVID-19. To view the CDC’s Communication plan click here.  The goal is to ensure that the employees have available accurate, actionable, and timely disease prevention and control information. This […]

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COVID-19 Mitigation Strategies for Small Business

Guest Author:  Ron Loveland, President, Summit Safety & Efficiency Solutions (www.summitsafetypro.com) The #1 problem I’m hearing from manufacturers is getting workers to show up! Why? Are they making too much staying home with the $600/week supplemental unemployment? Childcare/family issues? Concerned about contracting COVID19 at work? As an employer, what you can control is the safety […]

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Form I-9 Document Inspection Flexibility Due to COVID-19 Extended Again

On March 20, 2020, in response to the challenges faced by employers as a result of the coronavirus pandemic, the Department of Homeland Security (DHS), announced temporary flexibility in the requirements for completing Form I-9, while employers were operating remotely. Employers whose workforce was operating remotely could inspect the Section 2 identity and employment eligibility […]

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Navigating WARN Act Issues During COVID-19

As COVID-19 continues to affect the entire country, many states, counties, cities and localities have enforced measures, such as “New York on PAUSE”, to help decrease the transmission of COVID-19. These efforts to slow the transmission of COVID-19 have left many employers to face uncertainty and now forces those employers to consider alternative business contingency […]

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