While the Arizona laws continue to wind their way through the federal court system, other states continue to ponder immigration legislation. Texas and Illinois legislatures both had new bills introduced that would require each state’s employers to use the E-Verify employment eligibility system in addition to federally mandated Form I-9 Employment Eligibility Verification completion. Indiana and Tennessee were added to the list of states considering an “Arizona SB 1070-type” law. However, Colorado’s legislation defeated a bill patterned after SB 1070, reducing the chances any such provision will be enacted in the state. Employers must continue to monitor developments, particularly those relating to E-Verify, to determine when and where the usually voluntary program is mandatory. In the January 2011 issue of the Immigration eAuthority, we reported on two states going in opposite directions on the E-Verify issue. Florida mandated the use of E-Verify by state agencies and also will require companies executing certain state contracts to use E-Verify, while Rhode Island repealed similar requirements that had been implemented by its former governor.
The recent spread of the novel coronavirus (COVID-19) in the United States has caused employers to be increasingly concerned and uncertain regarding the future of their workforces. Here are some answers to frequently asked questions (FAQs) about the latest developments on the virus and guidance from federal agencies.
San Diego Extends COVID-19 Hotel and Janitorial Worker Recall and Retention Ordinance Until March 2022
On March 2, 2021, the City Council of San Diego, California, extended the “COVID-19 Worker Recall and Retention Ordinance” (O-21231/O-2021-20). The ordinance provides certain rights and preferences to hotel and janitorial workers affected by the COVID-19 pandemic. The ordinance originally took effect on September 8, 2020, and was set to expire on March 8, 2021. However, given the extraordinary loss of jobs in San Diego in the building services, leisure, and hospitality industries, the city council opted to extend the ordinance’s sunset provision until March 8, 2022, by way of an emergency ordinance (O-21296/O-2021-97).
On January 14, 2010, a bill (S3065) was signed into law (P.L.2009, c.195) which provides for annual adjustments in the employee contribution rates for family leave insurance beginning in 2011. The annual rate of contribution to be paid by employees into the “Family Temporary Disability Leave Account” will be the rate necessary to obtain total contributions equal to 125% of the benefits payable for family leave benefits during the prior calendar year plus 100% of the amount necessary to administer the benefits during the prior year, less the amount of net assets remaining in the account at the end of the immediately preceding year.