Top Changes In Payroll In 2018

Top Changes In Payroll In 2018

As another year passes us by, so does a whole new year of payroll laws. Just as everyone in the Human Resources Department is wrapping their heads around all the changes 2017 brought, 2018 dumps a bunch more on their laps. Let’s take a look at the top changes in payroll laws of 2018 that every HR department should know about.

 

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Family Leave

Paid family leave seems to be the future for all states. Prior to the 2018 calendar year, the only states to offer paid family leave were California, New Jersey, and Rhode Island. When the clock struck midnight on January 1st, paid family leave became mandatory in New York as well.


Washington, D.C. signed off on the Universal Paid Leave Amendment Act of 2016 (UPLAA). This is set to become live on July 1, 2020. Premium assessment for Washington State begins on January 1, 2019. That is one year ahead of their anticipated rollout on January 1, 2020.

Under the Tax Cuts and Jobs Act (TCJA), any paid family leave before January 1, 2020, can be claimed by a business for a tax credit of 12.5% of the employee’s wages. That is as long as the employee gets at least over 50% their normal rate for at a minimum two weeks for full-time employees. Part-timers must accrue paid family leave as well.  

 

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Disability Claims

In 2018, the Department of Labor finally implemented the long-put-off changes to disability claims. These new procedures require that any denied claimant must be informed of their denial immediately so they have plenty of time to appeal. Disability claimants are also entitled to a clear explanation why they were denied coverage.

 

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Pregnant Workers Fairness Act

For the last couple of years, the Equal Employment Opportunities Commission (EEOC) has been working on protecting the rights of pregnant women. Their goal is to ensure a woman’s job always remains secure and that she isn’t forced to work herself to the point where she or her child’s health becomes compromised.

Other provisions in this Act include allowing women time to pump breast milk in private. Pregnant women are not allowed to be denied a job, even if they are anticipating taking maternity leave in the foreseeable future. Lastly, an employer may not suggest or encourage that a pregnant worker takes a leave of absence from their job.

 

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