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on September 22, 2020 Human Resources HR Law

Employment Law Changes for September 2020

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The backstitch HR Law Blog keeps you up to date on important legal changes in Human Resources.

Welcome to the backstitch HR law blog, a series where we provide the latest updates on upcoming and recently in-effect legislation. Our blog series will provide short snippets of State, Federal, and Global changes in HR and employment law, so your organization can continue to stay up to date in the legal world.  


On September 14, 2020, the Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) announced another extension of their Flexibility Rule relating to the completion of the Employee Eligibility Verification Form (Form I-9) due to COVID-19. This announcement extends the policy for an additional 60 days ending on November 19, 2020.

This policy was initially put in place to allow employers to inspect the Section 2 documents remotely. It also requires employers to obtain and retain copies of the documents within three business days of hire. The policy only applies to those who are operating remotely. 

For more information visit on this update, read more here.


On September 9, 2020, Governor Newsom signed Assembly Bill 1867 (AB 1867), which requires private entities with 500 or more employees to provide up to 80 hours of COVID-19 supplemental paid sick leave for employees of California.

There are 3 circumstances where an employee is entitled to COVID-19 Supplemental Paid Sick Leave (CSPSL). 

Are you Eligible for COVID Supplemental Paid Sick Leave_

For more information regarding the California Law update, read more here.

New York:

The State of New York passed a law soon requiring all employers to provide paid sick leave to employees. The New York State Sick Leave (NYSSL) begins September 30, 2020. However, employers are not entitled to use NYSSL until January 1, 2021. 

The amount of paid sick days provided depends on the number of current employees and the income of the company. Employers with at least 100 employees, must provide at least 56 hours of paid sick leave. Employees with fewer than 100 employees, must provide 40 hours of paid sick leave. If not all the hours are used, they can be carried over into the next year. For more information about the New York state law, read more here. 

Liang Deng

Chief of Staff

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