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Paid time off policies are typically drafted with the most common circumstances in mind. While this makes sense given that employers can’t anticipate all situations that might arise, it makes it difficult to adhere to your policy when circumstances become unusual and are not addressed in your policy. Employers who have generally felt comfortable with the terms and administration of their paid time off policies may be evaluating them in light of the current circumstances. If you found it difficult to comply with your policy or if your policy was silent as to how to handle these recent events, consider whether your policy might need some attention.
As a result of the pandemic, when many businesses had to choose between remote work or no work at all, many employers were forced to implement flexible work options to allow their employees to continue working while complying with stay at home orders and juggling family care issues. With some states loosening restrictions and other states still requiring many employees to work from home when possible, employers should be considering how to best use flexible work options to maximize employee performance, increase workplace satisfaction, decrease turnover, and save the organization money.
If you have a non-calendar year plan, the answer is maybe. If you have a calendar year plan, however, your filing deadline has not been affected, it remains July 31, 2020 (at least for now, barring further relief from the IRS). To see how your non-calendar plan may be affected, continue reading below. For more information on how to avoid errors and ERISA penalties as you file Form 5500 for your health and welfare plans, read our article The Form 5500 filing deadline is approaching - avoid errors and ERISA penalties.