Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. One really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment related laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may additional be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on behalf of customers who utilize Justworks’ PEO services, Justworks may need to collect account information such as your account number and current rate. You can read more about it here: State Unemployment Insurance.
Vermont has minimum wage requirements in excess of the federal minimum wage. The Vermont minimum wage law covers employers who are employing two or more employees, with exceptions for certain professions.
Parental and Family Leave
Vermont law provides up to 12 weeks of job protection for eligible employees. Parental Leave Law covers employers with 10 or more workers who work an average of 30 hours per week over the course of a year. Eligible employees must be employed by the same employer for 12 months and working at least 30 hours/week. Time off may be taken to care for the following qualifying relationships: self, child, step-child, foster child, spouse or civil union partner, parent or legal guardian and parent-in-law.
Accommodations for Pregnant Employees in Vermont
An employee with a pregnancy-related condition has the right to reasonable accommodations in the workplace. A pregnancy-related condition is one caused by pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.
For a period of three years after the birth of an employee’s child, Vermont employers are required to provide reasonable paid or unpaid time and privacy to allow nursing mothers to express breast milk. The employer must provide an appropriate private space that is not a bathroom stall.
Nursing Mothers Fact Sheet
Paid Sick Leave
Under Vermont’s Earned Sick Time law (VESTL), all employers must allow for accrual and use of at least 40 hours of paid sick leave per year for their employees. Employers are required to display a notice for employees to view that details employee rights under the law.
Vermont employers should familiarize themselves with specific compliance issues and certain key considerations for separating employees.
In Vermont, the final paycheck must be issued within 72 hours if the separation is involuntary. For a voluntary separation, the final paycheck can be issued on the next regularly scheduled payday or on the Friday following an employee’s resignation, if there is no scheduled payday.
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.