Basic information
Currency：US Dollar (USD)
Capital：Washington, D.C.
Official Language：English
Salary Payment：Semi-Monthly
Localized benefits for employees
•Federal Unemployment
•Medicare
•Social Security
•State Unemployment
•Workers Compensation Insurance
•Pension – Fidelity
•Private Healthcare
•Health Insurance
Because the insurance company issues invoices every month, considering the convenience of checking expenses, our normal operation is that the insurance will take effect on the 1st of the second month after the employee joins the company. This is for reference only.
Contract
It is recommended that you sign a background check paper love letter when signing the contract. Because the criminal record here is relatively high, it is also a necessary operation.
Pay&Tax
- Minimum Wage Requirements
There are 5 states where the salary minimum wage is higher than the Federal minimum wage. These states are California, Colorado, Maine, New York, and Washington. Employees residing in these 5 states must have annual salaries that are at least the same amount as the state minimum wage. Employees residing in other states must have annual salaries at least the same amount as the Federal minimum wage.
- Individual Income Tax
The national (federal) minimum wage is USD 7.25 per hour or USD 1,160 per month. There is additional state-by-state minimum wage laws.
The above is based on a single employee with no partner or dependents
Personal income tax in the United States is levied differently based on marital status. Please refer to the table below.
- Payroll Cost
The employer cost is generally estimated at 9.50%-12.50% (depending on the state) of the employee salary.
￮- Social security – 6.2% up to a yearly limit of USD 9,932.40
￮- Medicare – 1.45%
￮- Federal Unemployment – 0.60% up to a yearly limit of USD 42
￮- State Unemployment – 1%-4% with yearly limits based on the state
￮- Worker’s Compensation – 0.25%-0.30%
￮- Payroll Tax (California only) – 0.38%
- Overtime Pay & Maximum Hours
Standard working hours are 8 hours per day, 40 hours per week. The standard work week is from Monday to Friday.
Overtime payment is mandatory for certain types of work and roles at both the Federal level under The Fair Labor Standards Act (FLSA) and in certain states. Certain roles and types of work may, however, be exempt from mandatory overtime requirements. For these exempt roles. Overtime is considered included in the salary.
Leave policy
- Maternity Leave
In the US, pregnancy is a specific qualifying criteria for protected unpaid leave under Federal law with the Family and Medical Leave Act (FMLA). Under the FMLA, pregnant employees are entitled to 12 weeks of unpaid leave. This leave must be contiguous unless otherwise granted by an employer.
Employees are eligible for FMLA leave if:
￮They have worked for their employer for at least 12 months
￮Have worked for their employee at least 1,250 hours over the past 12 months
￮Work at a location where the employer employs 50 or more employees within 75 miles
- Paternity Leave
In the US, there are no specific Federal paternity regulations outside of the parental leave granted in the Family and Medical Leave Act (FMLA).
- Parental Leave
In the US, Federal law allows for parental leave under the Family and Medical Leave Act (FMLA). Either or both parents can go on family leave within the first year after the adoption or birth of a child. Employees are entitled to 12 weeks of unpaid leave. This leave must be contiguous unless otherwise granted by an employer.
Employees are eligible for FMLA leave if:
￮They have worked for their employer for at least 12 months
￮Have worked for their employee at least 1,250 hours over the past 12 months
￮Work at a location where the employer employs 50 or more employees within 75 miles
- Sick Leave
In the US, sick leave is covered under the Family and Medical Leave Act (FMLA) and only applies to serious illnesses. The FMLA provides up to 12 weeks of unpaid leave for an employee.
Employees are eligible for FMLA leave if:
￮They have worked for their employer for at least 12 months
￮Have worked for their employee at least 1,250 hours over the past 12 months
￮Work at a location where the employer employs 50 or more employees within 75 miles
To qualify as serious illness, either the employee or a member of the employee’s immediate family must have an illness, injury, impairment, or physical or mental condition that involves either:
￮Inpatient care in a hospital, hospice, or residential medical care facility
￮Continuing treatment by a health care provider.
Some states have mandatory sick leave. I understand that California definitely has it. For other states, please refer to the policy below.
Which states have mandatory paid sick leave?
￮Arizona, California, Colorado, Connecticut, Illinois, Maine, Maryland, Massachusetts, Michigan, Nevada, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, Washington, Washington, D.C. have mandatory paid sick leave laws.
State / City / Municipality Covered Employers & Employees Max Usage Per Year & Accruals Qualifying Reasons
Arizona All/All 40 hours (employers with 15+ employees) or 24 hours (employers with fewer than 15 employees)
1 hour for every 30 hours worked Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence, sexual violence, or stalking.
California Employers with 1 or more employees who work more than 30 days in a year in California.
Employees who work 30 or more days per year in California for the same employer 40 hours or 5 days per year
1 hour for every 30 hours worked. Employers may use alternate accrual methods or frontload the full amount of time at the beginning of the calendar year. Annual accrual cap is 48 hours or 6 days. Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence, sexual violence, or stalking.
Berkeley, CA All employers
Employees who work at least 2 hours per calendar week in the City of Berkeley and are entitled to the state minimum wage or participate in a Welfare-to-Work Program 48 hours (employers with 24 or fewer employees); employers with 25+ employees may not cap usage.
1 hour for every 30 hours worked capped at 72 hours (but no max annual usage) 48 hours accrual/usage cap if less than 24 employees. Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventive care.
Emeryville, CA All employers
Employees who work at least 2 hours per calendar week in the City of Emeryville and are entitled to the state minimum wage 48 hours (employers with 55 or fewer employees) or 72 hours (employers with 56 or more employees)
1 hour for every 30 hours worked. Frontloading is allowed. Annual accrual cap is 48 hours (employers with 55 or fewer employees); 72 hours (employers with 56+ employees). Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence against the employee; to aid or care for a service dog.
Los Angeles, CA All employers
All employees who have worked at least 2 hours in a particular week for the same employer for 30 days or more Up to 48 hours per year
1 hour for every 30 hours worked Illness for employee, family member, or any individual related by blood or affinity.
Oakland, CA All/All 72 hours; 40 hours if 9 or fewer employees
1 hour for every 30 hours worked. Annual accrual cap is 40 hours (employers with fewer than 10 employees); 72 hours (employers of 10 or more employees). Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care.
San Diego, CA All/All 40 hours
1 hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 80 hours. Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence, sexual violence, or stalking.
San Francisco, CA All/All No cap
1 hour for every 30 hours worked. Employers with 10+ employees –up to 72 hours. Employers with 1-9 employees –up to 48 hours.
Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence, sexual violence, or stalking.
Santa Monica, CA All employers
All employees who work at least 2 hours in a particular week in the City of Santa Monica and are entitled to the state minimum wage. N/A
1 hour for every 30 hours worked. Accrual cap is 40 hours (employers with 25 or fewer employees); 72 hours (employers with 26+ employees). Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic violence, sexual violence or stalking.
Colorado Employers with at least 16 employees
Employees who work at businesses with at least 16 employees Up to 48 hours per year; 48 hours can be carried over each year
1 hour for every 30 hours worked Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic or sexual violence.
Connecticut Employers with 50 or more employees
Employees who work at businesses with at least 50 employees, work at least 10 hours per week, and have completed 680 hours of work Max 40 hours carry/use per year
1 hour for every 40 hours worked up to 40 hours max per year. Employee’s or family member’s health condition; need for diagnosis, care, treatment or preventive care; reasons related to domestic or sexual violence of self or child; mental health wellness
Washington D.C. All/All 7 days (employers with 100+ employees); 5 days (employers with 25-99 employees); 3 days (employers with 24 or fewer employees)
1 hour for every 37 hours worked (employers with 100+ employees); 1 hour for every 43 hours worked (employers with 25-99 employees); 1 hour for every 87 hours worked (employers with 24 or fewer employees). Annual accrual cap is 7 days (employers with 100+ employees); 5 days (employers with 25-99 employees); 3 days (employers with 24 or fewer employees). Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence, sexual violence, or stalking.
Illinois All employers in Illinois, including state and local governments and government agencies. Does not apply to employers covered by Chicago’s or Cook County’s sick leave ordinances. Does not apply to school districts under the School Code or park districts. Covers all full- and part-time employees except employees defined by the federal Railroad Unemployment Insurance Act or Railway Labor Act Temporary higher learning student employees Construction employees covered by collective bargaining agreements Employees of shipment services companies who are covered by collective bargaining agreements 40 hours Frontloading is permitted. 1 hour for every 40 hours worked but the calculation must be made on a fractional basis based on 15-minute work increments. Accrual begins at start of employment or January 1, 2024, whichever is later. Employees can begin using paid leave after 90 days. None required
Chicago, IL Employers with at least 1 covered employee that maintain a business facility in Chicago and/or are subject to 1 or more of Chicago’s licensing requirements.
Employees who work at least 2 hours in Chicago in any particular 2-week period and who work at least 80 hours in Chicago within any 120-day period.
Half of unused sick leave up to 20 hours (rounded up). If FMLA eligible, employee may carry over an additional 40 hours only for FMLA leave.
1 hour for every 40 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence, sexual violence, or stalking.
Cook County, IL Any employer with an employee working at least 2 hours in Cook County BUT municipalities may opt-out.
Employees who work at least 2 hours in any particular 2-week period and who work at least 80 hours in Cook County within any 120-day period. Half of unused sick leave up to 20 hours (rounded up). If FMLA eligible, employee may carry over an additional 40 hours only for FMLA leave.
1 hour for every 40 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. Employee’s or family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence, sexual violence, or stalking.
Maine Employers with 10+ employees who work more than 120 hours annually
All employees who work for covered employers accrue leave but aren’t eligible to take it until 120 consecutive days of employment
Up to 40 hours per year
1 hour for every 40 hours worked None required
Maryland Employers with 15+ employees except if covered by local ordinance
Employees who work at least 12 hours per week 64 hours
1 hour for every 30 hours worked up to 40 hours max per year OR employer can choose to award 40 hours at the beginning of the year Employee’s or a family member’s illness, injury, or condition; preventive care; maternity or paternity leave; reasons related to domestic violence, sexual assault, or stalking.
Montgomery County, MD All
Employees who work more than 8 hours per week in Montgomery County. 80 hours
1 hour for every 30 hours worked in Montgomery County. Frontloading is permitted. Annual accrual cap is 56 paid hours (employers with 5+ employees) or 32 paid hours and 24 unpaid hours (employers with fewer than 5 employees). Employee’s or a family member’s illness, injury, or condition; preventive care; birth or placement of a child for adoption or foster care; care for a newborn, newly adopted, or newly placed child within 1 year of birth, adoption, or placement.; reasons related to domestic violence, sexual assault, or stalking.
Massachusetts All employers. Local governments and those with fewer than 11 employees may provide unpaid leave.
All employees
40 hours
1 hour for every 30 hours worked up to 40 hours. 40 hours may be carried over. Employee’s or immediate family member’s health condition; need for diagnosis, care, treatment, or preventive care; reasons related to domestic violence.
Michigan Employers with 50 or more employees
Employees who work at least 25 hours per week, who work at least 26 weeks per year for a job scheduled for at least 26 weeks, and whose primary work location is in Michigan 40 hours
1 hour for every 35 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. Employee’s or a family member’s illness, injury or condition; preventive care; maternity or paternity leave; reasons related to domestic violence or sexual assault; exposure to communicable disease.
Minnesota All employers with one or more employees in Minnesota must provide ESSL to employees who work at least 80 hours during the year Employees earn one hour of ESSL for every 30 hours worked, up to 48 hours per year Any reason
Duluth, MN Employers with 5+ employees (regardless of where they work)
Employees who work at least 80 hours a year in Duluth N/A
1 hour for every 50 hours worked Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic violence, sexual violence, or stalking for themselves, a family member, or roommate.
Minneapolis, MN Employers with 6+ employees (unpaid if fewer than 6)
Employees who work at least 80 hours a year within Minneapolis 40 hours
1 hour for every 30 hours worked. Annual accrual cap is 48 hours. Employee’s or a family member’s illness, injury, or condition; preventive care; reasons related to domestic or sexual violence. Family member place-of-care closure.
Saint Paul, MN Employers with 1 or more employees that have a physical location in Saint Paul
Employees who work at least 80 hours a year within Saint Paul N/A
1 hour for every 30 hours worked. Annual accrual cap is 48 hours. Employees can carry over up to 80 hours per year. Employee’s or a family member’s illness, injury, or condition; preventive care; reasons related to domestic or sexual violence. Family member place-of-care closure.
Nevada Employers in business for at least 2 years, with 50+ employees in the state
Employees of businesses with 50+ employees in the state Employer may limit to 40 hours
0.01923 hours of paid leave for each hour worked Any reason
New Jersey All employers with workers in the state
All employees working for an employer in the state 40 hours
1 hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. Employee’s or a family member’s illness, injury, or condition; preventive care; school conference; meeting regarding a child’s health or disability; reasons related to domestic or sexual violence.
New Mexico Private employer with at least 1 employee
All employees of private employers 64 hours per 12-month period
1 hour for every 30 hours worked.
Employees can carry over unused sick leave. Employee’s or a family member’s illness, injury, or condition; preventive care; school conference; meeting regarding a child’s health or disability; reasons related to domestic or sexual violence.
New York Private sector employers with 5+ employees or net income of more than $1 million
All employees of private sector employers with 5+ employees or net income of more than $1 million Employers with 100+ employees: up to 56 hours.
Employers with 5–99 employees: up to 40 hours.
Employers with 4 or fewer employees and net income of greater than $1 million: up to 40 hours.
Employers with 4 or fewer employees and net income of $1 million or less:
up to 40 hours unpaid.
1 hour for every 30 hours worked; frontloading is permitted. Employee’s or a family member’s illness, injury, or condition; preventive care; reasons related to domestic or sexual violence.
New York City, NY Private employer with 5+ employees (unpaid if fewer than 5) or 1 or more domestic workers
Employees and domestic workers who work more than 80 hours a year in New York City. Domestic workers must also work for the same employer for 1 year. 40 hours; 2 days for domestic workers.
1 hour for every 30 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. Employee’s or a family member’s illness, injury, or condition; preventive care; reasons related to family offense matters, sexual offenses, stalking, or human trafficking.
Westchester County, NY Employers with 5+ employees (unpaid if fewer than 5) or 1 or more domestic workers
Employees and domestic workers who work more than 80 hours a year in Westchester County 40 hours; 2 days for domestic workers
1 hour for every 30 hours worked. Annual accrual cap is 40 hours. Employee’s or a family member’s illness, injury or condition; preventive care; exposure to communicable disease.
Unincorporated Bernalillo County, NM Employers in unincorporated Bernalillo County with 2+ employees
Employees who work at least 56 hours per year for an employer located in unincorporated Bernalillo County 1 hour for every 32 hours worked (Up to 56 hours per year, eff. 7/1/22) Any reason
Oregon Employers with 10+ employees (unpaid if fewer than 10) or employers in large cities (500,000+ population) with 6+ employees anywhere in the state (unpaid if fewer than 6)
All employees of companies with 10+ employees (unpaid if fewer than 10) or employers in large cities (500,000+ population) with 6+ employees anywhere in the state (unpaid if fewer than 6) 40 hours
1 hour for every 30 hours worked or 1.33 hour for every 40 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. Employee’s or a family member’s illness, injury or condition; preventive care; employee’s or family member’s serious health condition; to care for a child who does not have a serious health condition but needs home care; reasons related to domestic violence, harassment, sexual assault, or stalking; bereavement; donation to co-worker if allowed by employer.
Allegheny County, PA Employers with at least 26 employees.
Exemptions include seasonal workers, independent contractors, state and federal government employees.
Employers in Pittsburgh will follow the city paid sick leave ordinance. Eligible employees will accrue one hour for every 35 hours worked and will be eligible to accrue up to 40 hours annually.
Employers have the option of providing the 40 hours of paid sick leave at the beginning of the year. To care for the employee’s mental or physical illness, injury, or health condition.
To care for a family member with a mental or physical illness, injury, or health condition.
If an employee’s place of business is closed due to a public health emergency or their child’s school or place of care has been closed due to a public health emergency.
Philadelphia, PA Employers with 10+ employees (unpaid if fewer than 10) and chain establishments regardless of size
Employees who work at least 40 hours a year in Philadelphia 40 hours; 2 days for domestic workers
1 hour for every 30 hours worked. Annual accrual cap is 40 hours. Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to stalking, domestic or sexual violence.
Pittsburgh, PA Employees who perform work within the city of Pittsburgh. 35 hours of paid sick leave per calendar year. Eligible employees may use their sick leave to care for their own illness or medical condition, to care for a family member with an illness or a medical condition, or to comply with a public health emergency. Mental health conditions are also included under the sick leave laws.
Rhode Island Employers with 18+ employees in Rhode Island
All employees whose primary place of employment is in Rhode Island 40 hours
1 hour for every 35 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. Employee’s or a family member’s illness, injury, or condition; preventive care; exposure to communicable disease; reasons related to domestic abuse, sexual assault, or stalking.
Vermont All employers doing business or operating in the state
Employees who work for an average of no less than 18 hours per week during a year 40 hours
1 hour for every 52 hours worked. Frontloading is permitted. Annual accrual cap is 40 hours. Employee’s or a family member’s illness, injury, or condition; preventive care; to accompany a family member to an appointment related to long-term care; reasons related to domestic abuse, sexual assault, or stalking; when a family member’s school or business is closed for public health or safety reasons.
Washington All/All N/A
1 hour for every 40 hours worked. No annual accrual. Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking.
Seattle, WA All employers
All employees who work in Seattle. Employees who work on an occasional basis in Seattle must work more than 240 hours in Seattle in a year. N/A
1 hour for every 40 hours worked (employers with 1-249 full-time equivalent employees); 1 hour for every 30 hours worked (employers with 250 or more full-time equivalent employees). No annual accrual. Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking.
Tacoma, WA All employers
Employees who work more than 80 hours in Tacoma in a year N/A
1 hour for every 40 hours worked (employers with 1-249 full-time equivalent employees); 1 hour for every 30 hours worked (employers with 250+ full-time equivalent employees). No annual accrual. Employee’s or a family member’s illness, injury or condition; preventive care; reasons related to domestic abuse, sexual assault or stalking; bereavement.
Termination
- Termination Requirements
Terminations must respect complex rules and the rules of an employee’s employment country. The off-boarding is always handled by the Employer with the primary stakeholders. It may include ad-hoc fees as well as required or recommended steps on specific termination cases.
Every Federal, State, and City ordinance must be followed by employers while dismissing a worker. Termination cost might include Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), which is a federal law that allows employees to continue with their health insurance while unemployed.
- Notice Period
Employment at will means that both parties can terminate the contract at any time. However, the common practice in the USA is to give 2 weeks’ notice.
- Severance for Employees
There are no statutory severance provisions in the USA.
Statutory time off
- Paid Time Off
While there is no federal requirement to pay employees for time off such as vacations and holidays。
- Public Holidays
￮New Year’s Day: January 1
￮Memorial Day: Last Monday in May
￮Independence Day: July 4
￮Labor Day: First Monday in September
￮Thanksgiving Day: Fourth Thursday in November
￮Christmas Day: December 25
The following holidays are recognised by the Federal Reserve, where the Federal Reserve and most banks close, and employees of the Federal government are given a day off:
￮Martin Luther King Jr. Day: Third Monday in January
￮President’s Day: Third Monday in February
￮Juneteenth: June 19
￮Columbus Day: Second Monday in October
￮Veteran’s Day: November 11
Onboarding
- Onboarding
Onboarding can take 1 business day, provided that the employee has submitted all the required compliance documents on platform and that the employee and clients have signed the employment agreement, MSA, and SOW. Enrollment in health insurance will be done within the first week of employment.
Enrollment in health insurance is required.
🔺 Important note: we are unable to accept part-time EORs in the USA. This means we may only hire full-time EORs.
Additional info
- Employment Contract Details
Contracts must be in English and can be bilingual. They must be in writing and signed by both parties.
A contract must include:
￮Name
￮Start date
￮Contract term
￮Job role
￮Job description
￮Place of work
￮Manager
￮Employment type
￮Holidays/leaves
￮Salary
￮Payment terms
￮Termination
- Probation Period
Probation periods are not statutory in the USA because there is at-will employment. We do not accept probation period for the US.