PER Human Resources – Dec 2021


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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.

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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.

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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

New California Laws for 2022

New Colorado Laws for 2022

Leave in Connecticut: PFML Benefits Available and Key CFMLA Amendments

Hawaii: New Deadline to File W-2s

New Illinois Laws for 2022

Montana Prohibits Discrimination for Off-Duty Marijuana Use

New Laws for New York in 2022

New Oregon Laws for 2022

Rhode Island Expands Temporary Caregiver Leave Benefits

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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