Friday, June 4, 2021
While the light at the end of the tunnel is visible, the darkness of the COVID-19 pandemic still looms over employers.
Over the last few weeks, states across the nation began taking steps to reduce the restrictions caused by the pandemic. Mask mandates are being lifted, groups are gathering, and social events are being scheduled again. Availability of the COVID-19 vaccine also allowed many employers to bring workers back to the workplace safely. Though these are much-needed victories and signs of the progress made through this tumultuous time, employers must remain cautious and careful in their actions to avoid running afoul of the law. A return to normalcy seems to be on the horizon, but there are still lingering concerns employers must consider before terminating or disciplining employees impacted by COVID-19.
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Seyfarth Synopsis:
Earlier this
month, New Mexico passed a statewide paid sick leave law, requiring
all private employers with one or more employees to provide
eligible employees with paid sick leave. The law becomes
effective July 1, 2022.
On April 7, 2021, Governor Michelle Lujan Grisham signed into law the New Mexico Healthy
Workplaces Act (the Act ), House Bill 20,
1 which
requires covered employers to provide eligible employees with paid
sick leave and permits use of up to 64 hours of paid sick leave per
year. New Mexico is the sixteenth state to enact a statewide
paid sick leave or paid time off ( PTO ) mandate, joining
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To embed, copy and paste the code into your website or blog:
Beginning July 1, 2022, New Mexico will require private employers to provide up to 64 paid sick leave hours to their employees each year. The Healthy Workplaces Act (“HWA”) was signed by Governor Michelle Lujan Grisham on April 8, 2021 and brings New Mexico alongside 15 other states with paid sick time laws. Notably, the state-wide law follows Bernalillo County Ordinance 2019-17, which mandates employers within the county provide paid time off. That ordinance took effect July 1, 2020.
Some of the high-level points to note from the HWA include the following:
Employer. The Act defines “employer” broadly to include an individual, partnership, association, corporation, business trust, legal representative or any organized group of persons employing one or more employees at any one time. Unlike other states, there is no “step-down” provision for smaller employers.
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Mexico-workforce-solutions-labor-relations-division
Healthy-workplaces-act
Governor-michelle-lujan-grisham
Bernalillo-county-ordinance
Seyfarth Synopsis:
Earlier this month, New Mexico passed a statewide paid sick leave law, requiring all private employers with one or more employees to provide eligible employees with paid sick leave. The law becomes effective July 1, 2022.
On April 7, 2021, Governor Michelle Lujan Grisham
signed into law the New Mexico Healthy Workplaces Act (the “Act”), House Bill 20,[1] which requires covered employers to provide eligible employees with paid sick leave and permits use of up to 64 hours of paid sick leave per year. New Mexico is the sixteenth state to enact a statewide paid sick leave or paid time off (“PTO”) mandate, joining a number of neighboring or nearby states, including Arizona, California, Colorado and Nevada.[2] The new statewide law goes into effect on July 1, 2022.
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