If you’re an employer with operations in multiple states, you’re probably already familiar with the complexities of different state employment laws, mandated sick and disability benefits and other legislation that directly affect your organization financially, administratively and operationally. Layer on top of that new state paid family and medical leave laws that vary in terms of qualifying events, covered family members, accrual rates, available time off, notice requirements, funding options and more - you’ve just imposed more challenges on top of an already dizzying array of compliance and administrative burdens.
What’s an Employer Supposed to Do?
1. Be aware of and understand the nuances of which state and local disability, sick time, family, medical and other leave and employment laws apply to your organization; make sure to review your employee base to determine what state, local or federal laws apply to your organization and gain an understanding of what each law requires.
2. Identify areas within your existing benefits that may warrant adjustment or coordination including internal policies, procedures, documents (don’t forget handbooks) and compliance requirements; you may find little to no changes need to be made, or only modest revisions are required.
3. Communicate, communicate, communicate to help your employees and managers understand changes and how all your benefits integrate and fit within your overall benefits philosophy and how they will receive them.
As you navigate increasingly challenging compliance and benefits administration waters, keep your focus on coordinating your benefits with state, local and federal leave laws and ensuring legal compliance. And keep in mind, as additional states continue to adopt new leave and employment laws you need to regularly review your internal practices to ensure you are taking all steps to maintain compliance. To do this, you need to take advantage of all the tools and resources available to you.
