Recent & Upcoming Compliance Deadlines and Effective Dates for Employers

As America’s business owners continue to cope with the harsh realities of the COVID-19 pandemic, it’s easy to lose sight of key dates and deadlines pertaining to workplace compliance.  Though federal guidelines can change, the following important effective dates and compliance deadlines have not yet been delayed or postponed due to the national health crisis:

March 16th, 2020 – The U.S. Department of Labor’s (DOL) final rule on joint employer status under the Fair Labor Standards Act (FLSA) officially took effect.  The final rule provides updated guidance for determining joint employer status when an employee performs work for his or her employer that simultaneously benefits another individual or entity, including guidance on the identification of certain factors that are not relevant when determining joint employer status.

April 1st, 2020 – The emergency paid sick leave provisions of the Families First Coronavirus Response Act (FFCRA) take effect for businesses with less than 500 employees on payroll.  The new law provides two weeks of paid sick leave related to COVID-19 for qualifying workers. Additionally, employers must post a new mandatory workplace poster regarding these provisions.

April 17th, 2020 – Enforcement of the FFCRA paid sick leave provisions officially begins on this date, according to a Field Assistance Bulletin issued by the DOL.   The agency had initiated a 30-day “stay” period regarding enforcement after the law was enacted on March 18th, 2020.

April 30th, 2020 – Employers must begin using the revised Form I-9 (version 10/21/19) for all new hires by no later than this date.  Prior to April 30th, the previous version (07/17/2017 N) was still acceptable for use.

Personnel Concepts will continue to notify and remind customers of important dates and deadlines as the nation’s business community continues to face challenges from the global pandemic.  We will also notify customers if any of these dates are postponed or changed.   Please continue to check our blog for the latest information.


NOTE: The details in this blog are provided for informational purposes only. All answers are general in nature and do not constitute legal advice. If legal advice or other expert assistance is required, the services of a competent professional should be sought. The author specifically disclaims any and all liability arising directly or indirectly from the reliance on or use of this blog.
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