Last updated September 7, 2021 at 10:24 AM

2021 Compliance Guidance and Updates for Managers


Below we have summarized important compliance updates and other highlights for this year that impact you as a manager. 

Updated as of March 17, 2021.

Law/Legislation

  • Virginia Values Act Pregnancy Rights Notice

    This law effective July 1, 2020 requires employers to provide timely rights information to direct report employees who disclose a pregnancy.

    Va. Code Ann. 2.2-3909 Title 2.2 of Chapter 39

    Manager Action Required

    • Supervisors should provide Pregnancy Rights notice within 10 days of a direct report employee's pregnancy disclosure by sending the impacted employee an email detailing the Pregnancy Rights Notice
    • See UVA HR's Virginia Values Act page for more information
  • State and Local Government Conflict of Interest Act

    UVA is required to designate certain officers and employees of the University to

    • File a Statement of Economic Interest (SOEI) each year
    • Periodically complete the State and Local Conflict of Interests (COI) Act training course

    The baseline criteria for employees required to submit a disclosure and complete training has been updated.

    HR needs to know about individuals who will be in “positions of trust” before they start in that new role.

    Code of Virginia Title 2.2. - Administration of Government: Chapter 31.

    Manager Action Required

    • Notify HR by emailing askhr@virginia.edu before your new hire, transfer, or promoted employee starts in a role that is considered to be a position of trust subject to SOEI/COI obligations so that the filing can be complete by the employee's first day in their new position.
    • UVA Wise employees should contact Stephanie Perry: sdh9y@uvawise.edu or 276.328.0240.
    • Remind and encourage impacted employees to submit their annual SOEI disclosures before February 1 of each year. Employees with delinquent disclosures may be fined $250 by the Commonwealth of Virginia Ethics Advisory Council.
    • Employees subject to the SOEI disclosure and the accompanying Conflict of Interest (COI) training requirements are contacted directly by HR. If there is a delay in receiving disclosures, we may reach out to you for help ensuring your employees have submitted their disclosures and taken the required training.

    Learn more about State and Local Government Conflicts of Interest compliance at UVA.

  • Virginia Minimum Wage Act

    This new law increasing minimum wage amends Va. Code Ann. 40.1-28.9 and 40.1-28.10.

    Manager Action Required

    • Be aware of wage requirements
    • Make any necessary adjustments in your hiring and staffing plans and budgets
    • Be prepared to communicate changes to your impacted employees

    Mandated Timeframe

    Under the new law, the hourly minimum wage will increase as follows:

    • $9.50 effective May 1, 2021
    • $11.00 effective January 1, 2022
    • $12.00 effective January 1, 2023
    • $13.50 effective January 1, 2025
    • $15.00 effective January 1, 2026
  • Virginia Department of Human Resources Public Health Emergency Leave (PHEL)

    Public Health Emergency Leave Policy (PHEL) provides a temporary emergency benefit rather than an ongoing expanded leave entitlement. Effective January 10, 2021, the hours of paid leave provided in the PHEL is a maximum of 80 hours per leave year, with up to 8 hours of the PHEL balance allowed for COVID vaccinations and related side effects. 

    Manager Action Required

    Be aware of change and ensure your employees are aware of paid leave options. 

    Who is Eligible for PHEL?

    • This leave is currently available to full-time and part-time UVA Health team members, classified staff, University staff, faculty, PRS, faculty wage, temp and wage employees, and graduate research assistants and graduate teaching assistants. 
    • For part-time employees, PHEL will be pro-rated based on number of hours employees are normally scheduled to work. The maximum paid leave must not exceed the maximum number of hours an employee would normally work each week. Non-benefited part-time employees will be allowed up to the maximum they would normally work during a four-week period.

    Purposes for Which PHEL May be Used:

    • Up to 80 hours to attend to your own medical needs or the medical needs of an immediate family member when the employee or immediate family member has a confirmed positive COVID test.
    • Up to 8 hours of PHEL leave for the employee to get vaccinated for COVID-19 or to recover from adverse side effects from the COVID vaccination. 

    To utilize PHEL for a chronic condition without a quarantine order or diagnosis of COVID requires a review by the Employee Relations team to determine eligibility.

  • Employee RIghts Notices

    The purpose of this webpage is to ensure remote employees are aware of important information regarding their rights as an employee. Because employee notices are posted in places where employees congregate, even for those employees working on grounds, the online option allows a safe, socially distant place to observe notices at a relaxed pace.

    Manager Action Required

    Review the new Employee Rights Notices webpage informing employees of their rights and assist employees in being aware of this page.

  • Taxable Employer Benefits

    Be aware that certain employer benefits and actions may be taxable to employees, including HoosWell benefits, moving and relocation packages, gifts including rewards and recognition, and automobile allowances.

    Action Required

    • Understand which employer benefits and actions may be taxable to employees.
    • Assist employees in understanding when they might incur taxes. 

    Parties Affection/Impacted

    Employees receiving these benefits or actions.