Welcome to the Trüpp Legal Corner designed to keep business leaders informed of critical employment legislation and case law.

IRS Releases Revised Draft 2020 Form W-4

The IRS released the second draft of the form W-4 for 2020. Among other changes, this version has updated the phrase “Allowances” to “Employee’s Withholding Certificate.”

Learn More

Form I-9 Expires August 31st

Form I-9 expires this month. It is expected to be extended by the Department of Homeland Security (DHS).

“While it is still unclear whether DHS will provide a new expiration date for the form this month, past practice indicates that employers may continue to use the current Form I-9, even after the expiration date of the current form, until a revised version is available.”

Take a look at three of the proposed revisions at the link below.

Learn More

New York Governor Signs Law Prohibiting Hairstyle Discrimination

Following California, New York signed legislation to prohibit discrimination based on hair. The law took effect immediately. Employers should review policies related to grooming to ensure compliance.

Learn More

Nevada Banned Discrimination Over Cannabis Use

Starting next year, employers have been bared from refusing to hire a candidate based on a positive drug test for cannabis. There are some cases for exceptions. New York has also passed a bill preventing employers from requiring a drug test for cannabis from applicants.

Learn More

Labor Department Floats FMLA Forms Revisions

The Department of Labor (DOL) is looking for feedback on proposed revisions to forms for the Family and Medical Leave Act (FMLA) through October 4th.

“The Labor Department has noted that it is particularly interested in comments that evaluate whether the proposed collection of information will have practical utility; comments that “enhance the quality, utility, and clarity of the information to be collected”; comments that evaluate “the accuracy of the agency’s estimate of the burden of the proposed collection of information, including the validity of the methodology and assumptions used”; and comments that “minimize the burden of the collection of information on those who are to respond,” including permitting electronic submissions of responses.”

Learn More
employment legislation company policy audits