PER Human Resources – December 2021


Want to know the latest buzz in the HR arena? Professional Employer Resources has a world of information in our newsletter. Not only is it fun, but it's also resourceful! Including, important changes to federal and state employment practices. Eighty-five percent (85%) of all employment lawsuits can be prevented!

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Get Ready for 2022 New Year, New Laws!

It's that time of year again! Are you ready for a new round of employment laws? Read on for the newest federal employment laws and those in your state.

An employee has used all of his 12 weeks of FMLA leave and informs you his doctor says he cannot work for another month. So now what?
  1. You are no longer required to reinstate him to his position. If fact, since he has exhausted his leave, you can terminate him if he does not return to work immediately.
  2. This employee may be entitled to the additional month of leave and reinstatement to his position when he returns.
Read on for the answer.
FEDERAL / ALL STATES How to Spot a Fake Vaccine Card New Federal Tip Credit Rules OSHA Emergency Temporary Standards Vaccine Mandate OSHA ETS Employer Compliance Toolkit UPDATE: Federal Contractors: Vaccine Deadline Extended to January 4 UPDATE: Federal Court Temporary Stays OSHA ETS Vaccine Mandate CALIFORNIA: New California Laws for 2022 COLORADO: New Colorado Laws for 2022 CONNECTICUT: Leave in Connecticut: PFML Benefits Available and Key CFMLA Amendments HAWAII: Hawaii: New Deadline to File W-2s ILLINOIS: New Illinois Laws for 2022 MONTANA: Montana Prohibits Discrimination for Off-Duty Marijuana Use NEW YORK: New Laws for New York in 2022 OREGON: New Oregon Laws for 2022 RHODE ISLAND: Rhode Island Expands Temporary Caregiver Leave Benefits WASHINGTON: New Washington Laws for 2022

Copyright © 2021 ePlace Solutions, Inc., All rights reserved. This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.

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