As another year comes to a close, we recommend finding time to reflect on 2021…
COVID-19 Update November 25, 2020
Thanksgiving is an important time of reflection. Now, more than ever, we should be counting our blessings and remembering how we are resilient. After facing so much adversity during these unprecedented times, there’s no doubt we will be stronger than before.
On the COVID-19 front, yesterday, Governor John Bel Edwards announced that the aggressive third surge of cases across all regions of Louisiana has forced the state to regress back to guidelines that closely resemble the previous Phase 2 measures in order to protect the public. Furthermore, many companies are instituting high-tech personal protection measures to try to keep employees safe. New apps, gadgets and wearable devices are on the market to help employers with tasks like electronic contact tracing and taking temperatures. Other wearable devices beep when two people come within six feet of each other—a high-tech force field to remind people to abide by social distancing guidelines. Delta is here to help, so if you have questions in this area please reach out to our safety team.
The new IRS guidance has provided further clarity on PPP deductibility of 2020 expenses when the PPP loans are not forgiven until 2021. Members of Congress are working to include language to further clarify that these expenses are fully deductible.
Moreover, SHRM has released a few articles on how they anticipate the Biden Administration will affect the HR world. First, with federal coronavirus-related paid-leave benefits set to expire at the end of the year, the question falls on the new administration as to whether FFCRA’s emergency benefits will be renewed as the coronavirus crisis continues into 2021. Next, the president-elect has indicated that his administration will be more aggressive in minimizing employers’ use of noncompetition clauses in employment contracts and institute an outright ban on no-poaching agreements. Lastly, Biden is expected to ramp up the fight for pay-equity, expanding employer reporting requirements. Pay adjustments based on subjective criteria, including managers’ subjective evaluations of job performance, could be challenged or provide a basis for class-action litigation.
Wishing you and your family a safe and happy holiday season!