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Image by Leslie Cross
 July 2022 
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Thank You

for Voting!

Thank you to all of our clients, employees, & community for allowing us to serve your HR, Payroll, and Benefits needs!

We could not have done this without you.

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COMPLIANCE UPDATES
COMPLIANCE UPDATES
COMPLIANCE UPDATES
COMPLIANCE UPDATES
COMPLIANCE UPDATES

COMPLIANCE UPDATES

 
 
 

COLORADO

Public Health Emergency
Supplemental Paid Sick Leave Requirement

 STILL IN EFFECT

COLORADO

COLORADO

By: Debra Fowler, SHRM-CP
Training & Compliance Manager

As a reminder to all Colorado employers, Colorado’s Healthy Families and Workplaces Act (HFWA) Public Health Emergency (PHE) supplemental paid sick leave is still in effect.  The PHE declaration from the U.S. Department of Health and Human Services (HHS) extended the COVID-19 national public health emergency for an additional 90 days on April 12, 2022, through July 15, 2022. 

HHS said that each state will be given a 60-day notice prior to ending the federal public health emergency. At this time, we have not received this notice. This suggests the public health emergency declaration will likely remain in effect for another 90 days beyond the July 15 expiration date, until mid-October.

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This means that the PHE supplemental paid sick leave under HFWA is still available for employee use if they experience symptoms of COVID-19, are quarantining due to COVID-19 exposure, for testing, vaccination and side effects, their inability to work due to health conditions that increase risk of COVID-19, and COVID-related needs of their family members, including illness and school closures. 

Employees who have not used any of their supplemented paid sick leave in 2021 or 2022 still have up to two (2) weeks of paid leave available (80 hours if full-time, less if part-time) for COVID-19 related needs.  Employees who have used all of their supplemental paid sick leave can use their accrued paid sick leave, and if that is used, can move on to their PTO and vacation banks, or take the leave unpaid.  This supplemental paid sick leave does not reset, and employees do not get a new balance – the amount available from the start of the public health emergency is their balance to use for the duration of the public health emergency, and once it is used, it is gone.

Employers cannot require documentation from employees to prove the leave being taken is for COVID-related needs.

Be sure to continue educating your staff about their rights and obligations under HFWA, make sure employees know how to access their HFWA supplemental paid sick leave, and continue to reach out to Vida HR with any questions.

 

IRS

Internal Revenue Service

MILEAGE REIMBURSEMENT RATE CHANGE

The Internal Revenue Service (IRS) announced on June 9, 2022, that beginning July 1, 2022, the standard mileage reimbursement rate for business travel will be 62.5 cents per mile.  This rate will be effective through December 31, 2022. 
 

The rate for medical and moving expenses which are available for active-duty members of the military will be 22 cents per mile through December 31, 2022.
 

Read the Full Release

 
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Hello, I'm Laura!

I joined Vida HR in October 2021 as a Human Resource Business Partner and shortly after assumed the additional role of Benefits Manager.   I spent 8 years working as a Benefits Broker for a private health insurance agent.  During the acquisition of the insurance agent company, I received my bachelor’s degree from Colorado Technical University, moved out of the “Broker World” and went to work in Human Resources.  My PI profile is a Guardian which means I prefer detail and skill-based work.

A little about me:

When not working, I enjoy spending time with my family to include camping, biking, fishing, and ATVing (what else would you expect from a Colorado Springs Native?!) 
I also love spending endless hours searching Pinterest for new ideas to make with my Cricut machine.