July 12, 2020

Volume X, Number 194

July 10, 2020

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July 09, 2020

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Idaho Offers Cash Bonuses Program for Employees Who Return to Work

Idaho is offering cash bonuses to employees who return to work as the state lifts COVID-19–related restrictions and businesses reopen. In an effort to incentivize employees who are now earning more money due to the additional benefits provided through the Pandemic Unemployment Assistance program, Idaho has implemented a Return to Work Bonuses program. The bonuses are one-time payments that will be issued on a “first-come, first-served basis” until the $100 million in funding expires.

Eligible full-time employees (i.e., working at least 30 hours per week) will receive a one-time bonus of $1,500 and part-time employees (i.e., working at least 20 hours per week) will receive a one-time bonus of $750. Employers must apply for the bonuses on behalf of their employees, and the Idaho State Tax Commission will accept applications on a “rolling basis” between July 13, 2020 and August 7, 2020, depending on when employees return to work. In order to be eligible for the bonus, employees must have returned to work between May 1, 2020 and July 1, 2020, and must have been back at work for at least four consecutive weeks at the time the application is filed. The bonus is also available to employees who are “returning to work with a new employer.”

This bonus is available only to those employees who filed for state unemployment benefits on or after March 1, 2020. This means that employees who worked throughout the pandemic are not eligible. Additionally, employees must earn no more than $75,000 annually to claim the bonus.

Private or nonprofit employers that issue Form W-2s to Idaho employees directly or through a contract with a professional employer organization are eligible to apply for bonuses on behalf of their employees. Employers must establish a Taxpayer Access Point (TAP) account prior to filing their applications. It takes several days to complete the registration, so employers may want to create the account now in order to submit their applications as soon as the application window opens. Detailed information on how to create a TAP account and complete the bonus application are available on the state’s Return to Work Bonuses website.

The website Transparent.Idaho.Gov will report all bonuses awarded to employees. The report will include the individual’s name, industry sector, primary city location, and total bonus award.

There is no obligation for an employer to apply for the employee bonus. However, the state’s new bonus program presents a catch-22 scenario for Idaho employers. For example, if employers continued to employ some, but not all, workers through the pandemic, employee morale issues may arise if  bonuses are given to employees who returned to work but not to those who continued to work. On the other hand, if employers choose not to apply for the bonuses, employee morale issues could develop with those employees who are returning to work.

Idaho is funding the bonus program with money provided to states by the federal government as part of the Coronavirus Aid, Relief, and Economic Security (CARES) Act. Each state has the ability to decide how to best use the designated money for its residents.

© 2020, Ogletree, Deakins, Nash, Smoak & Stewart, P.C., All Rights Reserved.National Law Review, Volume X, Number 179

TRENDING LEGAL ANALYSIS


About this Author

Olivia B. Broderick Labor & Employment & Construction Ogletree, Deakins, Nash, Smoak & Stewart Greenville, SC
Associate

Olivia is an associate in the Greenville office, focusing on Ogletree Deakins’ Labor and Employment and Construction Practices.

Olivia graduated from Louisiana State University in 2013 with a degree in Political Science. She then went on to receive her Juris Doctor in 2017 from Washington & Lee University. While at Washington & Lee Olivia served at as the President of the Student Bar Association from 2016-2017.

Olivia was the Note Editor on Washington & Lee’s Journal of Civil Rights and  Social Justice from 2016-2017, and received publication for her note...

864-241-1810
Ashley Prickett Cuttino Employment Attorney Ogletree Deakins
Shareholder

Ashley concentrates her practice in management-side employment litigation, including defending claims against wage and hour, discrimination, wrongful discharge, and breach of contract.  She also has a broader general litigation practice that has allowed her to defend clients in complex toxic tort actions, class actions, asbestos personal injury defense, construction defect cases, and FELA claims for railroad clients.  Ashley’s specialty is complex litigation, class actions and multi-plaintiff litigation. She also advises clients in the area of traditional labor law and has defended both small businesses and national companies in their effort to be union-free.

Ashley is experienced in e-discovery, the use of emerging technologies in the workplace, and developing records retention policies.  She is a member of the Steering Committee for the Records Retention and E-Discovery Practice Group of Ogletree Deakins.  Ashley regularly conducts in-house training and speaks to legal and human resource professionals on such relevant topics as E-Discovery Issues in Employment for clients, human resource professional groups, and fellow attorneys.

Ashley is also a member of the Steering Committee for the firm’s Cybersecurity and Privacy Group.  Ashley helps employers draft and develop data privacy, technology and data security policies. Ashley also advises clients about the data security aspects of human resource related policies, including BYOD policies, background check privacy issues, and social media privacy issues.  She also handles litigation associated with data breaches.  Ashley was a member of the legal team involved in Vietnam Veterans of America, Inc., et al. v. R. James Nicholson, et al., which at the time, was the largest class action in the data privacy area with over 28,000,000 members.

In addition to her litigation practice, Ashley counsels employers and provides training on various employment issues that they face each day, including medical and disability issues, privacy concerns, and all forms of workplace policies. She negotiates and drafts employee-related agreements, including employment agreements and separation and release agreements—all with an eye toward providing her clients the business results they seek, coupled with the strongest legal protections possible.

864-271-1300