#JORDANS MOD MENU JANUARY 1 HOW TO#
We are still awaiting more information about how to apply for grants and a number of other details. There also will be grants available to certain smaller employers (i.e., those with fewer than 150 employees or those with fewer than 50 employees who have voluntarily opted to pay the employer portion for the premiums) to help defray the cost of hiring temporary employees to cover an absence due to an employee’s use of these paid leave benefits.
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While smaller employers are not totally exempt, the law does excuse employers with fewer than 50 employees from paying any employer portion of the premiums, though they must still withhold and remit the employee portion. The only employers that are exempt are the self-employed (although they may opt-in), federal employees, federally recognized tribal employers (who also may elect to opt-in), and employers who only have employees temporarily in Washington (more on that below). If a business has even one employee in Washington, it is expected to comply. Unlike some other leave statutes, this law does not limit coverage to only employers with a certain number of employees. Washington employers need to be prepared to report hours worked, wages earned, and additional information to ESD in April 2019, and every quarter thereafter. Employers with even a single employee in Washington will be required to comply with the new law, either by participating in the state’s plan or under an approved voluntary plan that provides the equivalent amount of paid family and medical leave.The ESD recently published an “Employer’s Toolkit” (available here ) to help employers comply, but we thought we would provide a quick overview of THREE KEY DETAILS we think all employers with any employees in Washington should know now to be ready in time: These leave entitlements are in addition to the unpaid leaves mandated by the federal Family and Medical Leave Act and Washington’s Family Leave Act, but they may be taken concurrently when both are triggered unless the employer permits otherwise. If an employee has multiple covered events in a year, the 12-week cap can be increased up to 16 weeks of total combined leave and up to 18 weeks in the event of a serious health condition during pregnancy that results in incapacity. Preparations for a family member’s pre- and post-military deployment activities, as well as time for childcare issues related to a family member’s military deployment.A seriously ill or injured relative requiring care by employee.A serious illness or injury to the employee.A new child in their family (through birth, adoption, or foster placement).Under the new law, Washington employees will become eligible for 12 weeks of two new kinds of paid leave, paid family leave, and paid medical leave for the following events: While these benefits will not be made available to employees until January 1, 2020, there are reporting and withholding requirements that kicked in for employers as of January 1, 2019. Unless employers adopt a voluntary plan that provides equivalent benefits, these benefits will be funded through an insurance program administered by the Employment Security Department (ESD), similar to how unemployment insurance benefits are administered. Last summer, Washington’s Governor Jay Inslee signed a new law providing paid medical and family leave benefits to employees who work in Washington.
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This article originally appeared in the Januedition of the Vancouver Business Journal.