This webinar will help states by:
0 Comments
California’s new Health Care Workers Minimum Wage Law (S.B. 525), set to take effect July 1, has been delayed until October 15 at the earliest. Therefore, employers do NOT have to pay the higher minimum wage for health care facilities that was scheduled to go into effect on July 1, according to HCAOA Associate Member Attorney Bob King of Legally Nanny.
While the state minimum wage increases on January 1 of each year, local minimum wages usually increase on July 1. Employers with employees in Alameda, Belmont, Berkeley, Burlingame, Cupertino, Daly City, East Palo Alto, El Cerrito, Emeryville, Foster City, Fremont, Half Moon Bay, Hayward, Los Altos, Los Angeles (city and county), Malibu, Menlo Park, Milpitas, Mountain View, Novato, Oakland, Palo Alto, Pasadena, Petaluma, Redwood City, Richmond, San Carlos, San Diego, San Francisco, San Jose, San Leandro, San Mateo (city and county), Santa Clara, Santa Cruz, Santa Monica, Santa Rosa, Sonoma, South San Francisco, Sunnyvale and West Hollywood should doublecheck their local ordinances to make sure they are paying the latest minimum wage.
As of 7/1, California employers must have a Workplace Violence Prevention Plan in place. The state has published a model plan, which can be viewed here.
MyCTSavings, the state-sponsored retirement program, will be sending notifications to newly eligible employers in July, the program announced last week. The enrollment deadline is Aug. 31, 2024. To be eligible, businesses must have five or more employees, not offer a qualified retirement plan, and have been in business continuously since Jan. 1, 2023. State law requires eligible employers to either enroll in MyCTSavings or establish their own private plan.
An executive order was released last week that undocumented immigrants married to U.S. citizens, including their children, may remain in the U.S. while applying for permanent residence. Prior to this change, undocumented spouses were required to return to their home country to complete the application. HCAOA supports immigration reform to address the workforce shortage in the home care industry. This new policy could allow this demographic to enter the workforce at an expedited pace, providing an additional source for new employees.
By Elizabeth E. Hogue, Esq.
According to a recent analysis of Bureau of Labor Statistics data, healthcare is one of the most dangerous places to work. Homecare field staff members who provide services on behalf of private duty agencies, hospices, Medicare-certified home health agencies, and home medical equipment (HME) companies may be especially vulnerable. Contributing to their vulnerability is the fact that they work alone on territory that may be unfamiliar and over which they have little control. Staff members certainly need as much protection as possible. California’s new Health Care Workers Minimum Wage Law (S.B. 525) has received a lot of attention for phasing in a $25 minimum wage for many health care employees. Even as the law takes effect in less than two weeks, there are varying opinions about how it impacts home care companies in the state.
California’s Health Care Workers Minimum Wage Law: What Does It Mean for Home Care Agencies?6/12/2024 HCAOA has been following California’s newly-implemented minimum wage law (SB 525), which will increase the minimum wage for health care workers to $25 per hour in the coming years and how it impacts home care agencies. This legislation has sparked significant interest due to its implications for minimum wage adjustments for California healthcare workers. However, its impact on home care agencies may not be as widespread. Generally, the new law impacts home care agencies in two specific scenarios: subcontracting arrangements and affiliation with hospital systems.
Last year, Washington became the first state in the U.S. to launch a self-funded, long-term care insurance program. The plan, dubbed WA Cares, is self-funded by worker contributions only while they are working to fund long-term care benefits later in life. The HCAOA Washington Chapter has been advocating to ensure that private pay home care agencies and Medicaid agencies have the same opportunity to provide care under the plan, and the group recently took a closer look at the Fund during its Chapter Conference on May 23.
H.R.8371 – Senator Elizabeth Dole 21st Century Veterans Healthcare & Benefits Improvement Act5/22/2024 On May 15, Rep. Juan Ciscomani (R-AZ), with the support of U.S. House Veterans’ Affairs Chairman Mike Bost (R-IL) and Senate Veterans’ Affairs Chairman and Ranking Member Jon Tester (D-MT) and Jerry Moran (R-KS), introduced The Senator Elizabeth Dole 21st Century Veterans Healthcare and Benefits Improvement Act (H.R.8371), an omnibus package that includes key provisions taken from the Elizabeth Dole Home Care Act.
On April 30, 2024, the Chicago Department of Business Affairs and Consumer Protection (BACP) published the final rules interpreting the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance (the “Ordinance”), which is set to take effect on July 1, 2024.
The Washington State Department of Labor & Industries’ Employment Standards Program is preparing for changes in the Minimum Wage Act, spurred by the passage of the Engrossed Substitute Senate Bill 5793 (ESSB 5793). ESSB 5793, effective Jan. 1, 2025, grants workers the ability to use paid sick leave when their child's school or place of care closes due to a declared emergency and broadens the definition of family member for eligibility purposes.
Polsinelli's article provides a comprehensive review of the Department of Labor's final rule raising overtime exemption thresholds. According to the federal Fair Labor Standards Act (FLSA), employers must provide overtime pay to employees who work over 40 hours in a week unless they are exempt under FLSA regulations. To qualify for exemption, employees must meet specific criteria, one of which is earning a salary equal to or exceeding the thresholds established by the Department of Labor (DOL). If an employee falls short of the threshold salary, they are entitled to overtime pay, regardless of meeting other exemption criteria.
|
Archives
July 2024
Categories
All
Upcoming Events |
Phone: 202-519-2960 | 444 N. Capitol Street NW, Suite 428 | Washington, DC 20001
[email protected] | sitemap © 2024 Home Care Association of America. All Rights Reserved. | Privacy Policy | Refund Policy |
|