North State SHRM News & Legal Updates
Your source of relevant news in HR in the North State, California and nationwide.
Governor Newsom just signed legislation that will greatly expand the California Family Rights Act in a manner that will impact both small and large California employers. The CFRA requires covered employers to provide up to 12 weeks of unpaid leave during each 12-month period for purposes of family and medical leave.
Maryland employers will soon be prohibited from requesting or relying on an employment applicant’s wage history to make decisions about employment or initial pay rates, requiring many employers to take immediate changes to their hiring practices. Beginning on October 1, 2020, Maryland will join numerous other states and local jurisdictions that have banned or restricted reliance on applicants’ salary histories to set wage rates for open positions. While Maryland employers can rely on wage histories voluntarily provided by applicants with some important restrictions, you should tread carefully in doing so. What do you need to know about this important change to state law?
The COVID-19 pandemic and related declines in revenues from taxes and fees have hit local governments hard, draining emergency funds and leading to a loss of over 900,000 jobs, according to a new analysis of federal data by the National Association of Counties (NACO).
The Coronavirus Aid, Relief and Economic Security (CARES) Act, passed by US Congress in March in response to the COVID-19 pandemic, permits a “qualified individual” to increase the amount they can borrow from a 401(k). Such individuals may borrow 100% of their account balance up to $100,000 (less any outstanding loans). The deadline for taking […]
The post Last Chance for Enhanced COVID-19-Related 401(k) Loans: September 22 appeared first on EMPLOYEE BENEFITS BLOG.
The U.S. House of Representatives passed the Pregnant Workers Fairness Act (PWFA) in a 329-73 vote on Sept. 17. The Senate will now consider the bill, which, if passed, would require employers to reasonably accommodate pregnant workers and employees with pregnancy-related conditions.
While some recruiters, HR professionals and hiring managers recommend expediting the hiring process while asking the candidate to hold off on accepting the other offer, others take a less reactive approach. All acknowledge that the situation is quite common—and becoming more so.
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