HCM Mid-Year Review

HCM Mid-Year Review We are half-way through 2022 and with that there have been numerous new laws or requirements that will become effective the second half of this year. Below are summaries of what to expect and prepare for beginning July 1, 2022 through December 31, 2022.

West Hollywood, California Paid/Unpaid Leave

• Effective on July 1, 2022.
• Ordinance requires employers to provide up to 96 hours of paid time off for full-time employees in a 12-month benefit period.
• Employers must also provide 80 hours of unpaid sick leave to full-time employees.
• Click here for more information.
• PEAK ID: PCTY-107559.

New Mexico Healthy Workplaces Act

• Effective July 1, 2022.
• Employers must provide 1 hour of leave per every 30 hours worked.
• Private employers within the State of New Mexico to provide paid sick leave to their eligible employees.
• Eligible employees must work at least 80 hours within a 12-month period and includes fulltime, part-time, and temporary employees.
• Click here for more information.
• PEAK ID: PCTY-99207.

Connecticut Paid Leave Notice Requirements

• Effective July 1, 2022
• Every employer must provide their employees with a written notice of PFML and Paid Leave requirements.
• Notice must be provided in writing to employees upon hire and annually thereafter.
• Template Notice
• Click here for more information on CT PFML.
• Click here for more information on CT paid leave.

San Francisco Family Friendly Workplace Amendments

• Effective July 13, 2022.
• Definition of family member expanded.
• Teleworkers will be included as covered employees.
• Employees have the right to a modified schedule unless it causes undue hardship to the employer.
• Click here for more information.

Chicago, IL Fair Workweek Ordinance Amendments

• Effective July 1, 2022.
• Eligible employers will be required to post work schedules at least 14 days in advance (previously it was 10 days).
• Employees must earn less than $29.35 per hour or $56,381.85 per year to be protected under this Ordinance
• Click here for more information.

Chicago, IL Sexual Harassment Code Amendments

• Effective July 1, 2022
• Enhances definition of Sexual Harassment
• Updates Written Policy & Notice Requirements
• Increases training requirements, penalties & statute of limitations
• Daily penalties $5,000 - $10, 000 (eff. 6.4.22)
• Covered employers: those that maintain a business facility within the boundaries of Chicago or are subject to Chicago license requirements, and that have one or more employees who work within the boundaries of Chicago
• Covered employers must:
  o Post new CCHR written notice Poster in English & Spanish
  o Provide new hires written sexual harassment policy within 1st week of employment in their primary language
  o Handbook posting of sexual harassment policy may not be sufficient
  o Illinois state required sexual harassment training will meet some, but not all of the Chicago Code requirements. An additional 1-hour of training for managers/supervisors (2-hour total) and an additional separate 1-hour bystander intervention training will be needed.
  o Retain documentation of policies & trainings for minimum of 5 years
• Click here for more information

Florida Individual Freedom Act

• Effective July 1, 2022
• Florida passed a bill limiting certain types of content in diversity, equity, and inclusion training in workplaces
• The act applies to employers with 15 or more employees
• Unlawful employment practices related to employee training are prohibited
• Click here for more information
• Peak ID: PCTY-112621

CalSavers Registration Deadline

• Enrollment deadlines for employers who do not offer a traditional retirement plan:
  o Employers with 5 or more employees must enroll by June 30, 2022.
  o Newly eligible employers must enroll by December 31, 2022.
• Click here for more information.
• Peak ID: PCTY-102023

Illinois Secure Choice Registration Deadline

• New enrollment deadlines for employers with less than 25 employees who do not offer a traditional retirement plan:
  o Employers with 15 to 25 employees must enroll by September 1, 2022.
  o Employers with at least 5 employees, but no more than 15 employees, must enroll by September 1, 2023.
• Click here for more information.
• Peak ID: PCTY-66341

Illinois Equal Pay Certification

• Effective March 24, 2022 through March 23, 2024, with renewal every 2 years.
• Private Illinois employers with 100 or more employees are required to complete the Illinois equal pay certification.
• Employers must notify the Department of Labor if they meet the filing threshold.
• Employers will be notified at some time during 3/24/22 to 3/23/24 to complete their initial
  certification.
• PEAK ID: PCTY-98740

Virigina Overtime Wage Act Changes

• Effective 7/1/2022
• Repeals sections of the Virginia Overtime Wage Act (VOWA) that went into effect in 2021, and reverts the overtime calculation back to that of the Federal Labor Standards Act (FLSA) calculations.
• Click here for more information.
• PEAK ID: PCTY-99663

Ohio Overtime Updates

• Effective July 6, 2022
• Exempts time spent engaged in traveling to and from a worksite or performing specific tasks from Ohio's overtime requirements.
• The bill specifies that the state's overtime requirement is subject to exemptions found in the
  federal Portal-to-Portal Act of 1947.
• Click here for more information.

Standard Mileage Rate Increase for Remainder of 2022

• Effective 7/1/22-12/31/22
• Standard Mileage Rate for Business Purposes: 62.5 cents per mile
• Standard Mileage Rate for Medical/Moving Purposes: 22 cents per mile
• Standard Mileage Rate for Charitable Purposes: 14 cents per mile
• Click here for more information.
• PEAK ID: PCTY-95377

For information from the 2021 Year-End Alert, please click here or see PCTY-108063.

Thank you for choosing Paylocity as your Payroll Tax and HCM partner. This information is provided as a courtesy, may change and is not intended as legal or tax guidance. Employers with questions or concerns outside the scope of a Payroll Service Provider are encouraged to seek the advice of a qualified CPA, Tax Attorney or Advisor.