As of February 11, 2018, employers are required to accrue “sick and safe leave” for all covered employees. Covered employees are defined as those who regularly work 12 or more hours per week. Employers with 15 or more employees must provide paid leave, while employers with 14 or fewer employees must provide unpaid leave. Sick and safe leave accrues at a rate of at least one hour for every 30 hours worked, with a cap of 40 hours of earned leave in a year. Employers that have an existing PTO policy that provides leave in an amount equal to or greater than the amount that is provided for under the law do not have to provide additional leave.
On December 22, 2017 the President signed into law H.R. 1, officially titled ‘An Act to Provide for Reconciliation Pursuant to Titles II and V of the Concurrent Resolution on the Budget for Fiscal Year 2018’, but politicians and commentators are calling it the Tax Cuts and Jobs Act. The new law overhauls the Internal Revenue Code by lowering tax rates, eliminating numerous tax provisions, and creating several new provisions. Below is a brief summary of the Tax Cuts and Jobs Act.
The distinction between an independent contractor and an employee is an important one to make for both employers and workers. Employees only pay their half of payroll taxes (which is typically withheld from their paycheck by the employer) while independent contractors must pay both (employer and employee shares). If an employee is incorrectly classified as an independent contractor, the business can be held liable for employment taxes for that worker as well as any late fees or penalties.