Is Your Employee Relocating to a Different State?

The following are the different items that have to be processed, according to online sources:

Payroll

• Check for a state income tax reciprocity agreement and ensure accurate withholding.

• Determine whether employee must be reimbursed for business expenses.

• Follow state laws on pay frequency, direct deposit and pay deductions.

Wage & hour

• Comply with state overtime laws and state and local minimum wage laws.

• Understand rest and meal break requirements.

Benefits

• Inform employee of insurance coverage and options.

• Prepare for state-required unemployment insurance taxes.

• Determine whether a state-run retirement program applies.

Risk management

• Add state to workers’ compensation plan.

• Determine whether health and safety requirements under federal OSHA or a state plan’s safety program apply.

Privacy

• Review audio and video surveillance responsibilities and restrictions.

• Understand applicable data privacy laws.

EEO

• Check for different EEO-protected groups and training requirements.

• Be aware of discrimination and accommodation protections based on disability and pregnancy.

• Comply with state equal pay and pay transparency laws.

Leaves

• Determine applicable state and local leave laws.

• Comply with various aspects of the leave law and implement necessary policies and procedures.

Notice & posters

• Provide written notices in compliance with state and local law.

• Place or distribute posters required or recommended under state and local law.

Handbook

• Update handbook policy statements or add state or local addenda.

• Distribute updated or new handbook policies.