We know this year has been quite the ride, so we hope these updates are just what you need to be prepared for 2021. As always we encourage you to reach out should you need anything from our team. We are grateful for the friends and clients of Payarc, and look forward to seeing you all in the new year.
- 2021 State Minimum Wage Rates -
New state minimum wage(s) will go into effect January 1, 2021. With nearly 20 states adjusting their wages, it's important to ensure your business locations are ready and compliant. Take a look at a few of the affected states below.
🟠 $9.15
β—Ό $13
β—» $14
🟠 $9.30
🟠 $6.60
New Mexico
🟠 $2.55
🟠 Tipped Employees
β—Ό Small Employers
β—» Large Employers
How does Payarc handle these increases for your business?
βœ” Your payroll specialist sends you a spreadsheet listing your employees by location and current rates.

βœ” Update employees with their new rate directly on the spreadsheet and send it back to your specialist.

βœ” We import the spreadsheet directly into payroll. DONE!

🚩 States with new wages require updated labor law posting. Ask us about our automatic poster updates through our offered subscription service.
Q: Can an employer require mandatory COVID-19 testing to employees after the holidays?
A: Yes. The EEOC allows an employer to administer testing "before initially permitting [employees] to enter the workplace and/or periodically determine if their preference in the workplace poses a direct threat to others".
Holidays, COVID-19,
ο»Ώ& the Workplace

What do employers need to consider in a pandemic holiday season? Here are a few common workplace questions, and their answers.

Q: Can an employer monitor an on-site employee's personal travel plans?
A: Yes. The Equal Employment Opportunity Center (EEOC) allows employers to ask on-site employees about personal travel to limit the chances of an infected workplace. If initiated, this inquiry should exist for all on-site employees and be considered necessary for the business’s safety.

Q: Can an employer screen a seasonal applicant for symptoms of COVID-19?
A: Yes, only if the employer has made a conditional job offer. All new-hire employees must also be held to the same screening requirement.
Read more employer holiday need-to-knows on our BLOG!
Cal/OSHA COVID-19 Emergency Standards
Beginning November 30th, Cal/OSHA adopted emergency temporary standards on COVID-19 prevention in the workplace. These standards are binding and enforceable against nearly all California employers. Here's what you need to know:

  • Employers must prepare, implement, and maintain a written COVID-19 Preparation Program (CPP). TEMPLATE HERE
  • Hazard assessment: Employers must conduct a workplace-specific identification of all interactions, areas, activities, processes, equipment, and materials that could potentially expose employees to COVID-19 hazards.
  • Optional testing for close contacts: Employers must offer COVID-19 testing at no cost to employees, during their working hours, to all employees who had close contact with an infected individual in the workplace.
  • Exclusion pay: Employers must continue to provide an excluded employee's pay and benefits if the employee is able and available to work and the COVID-19 exposure is work-related.
  • Required testing during an outbreak: New clarification of "exposed workforce" may require testing for every employee in an entire location who worked during the 14-day outbreak period.
- The Coronavirus Vaccine -
The FDA has now instated an Emergency Use Authorization for a COVID-19 Vaccine. The Equal Employment Opportunity Center has not yet issued guidance on mandatory vaccine policies; however legal experts have weighed in on what employers can require in their workforce. Here are the main things employers should keep in mind, according to SHRM.

βœ” Employers may require vaccines before employees return to the worksite if failure to be vaccinated constitutes a direct threat to other employees.
βœ” Healthcare, travel, retail, or other businesses whose employees are at risk or who present risk to others have strong justifications for a vaccine policy.
βœ” Exceptions must be made for employees who cannot be vaccinated due to a disability or religious beliefs.

Some additional concepts to consider before implementing a policy are employee response and possible ramifications. The National Law Review recommends employers to consider alternatives to a mandatory vaccination, such as voluntary vaccination programs or remote work, to avoid issues with employee retention or recruitment.
Activate ZayZoon by December 22nd, and all of your employees will have 2 fee-free advances courtesy of ZayZoon and Payarc.
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