After an initial delay, payroll and wage withholdings to fund the Massachusetts paid family and medical leave program began Oct. 1, 2019, which will establish a fund that will allow employees in the Commonwealth to begin taking paid leave in 2021 for their own serious health condition or to care for a family member with a serious health condition.
Can you be regarded as disabled based on a potential future disability? In a case just decided by the 11th Circuit Court of Appeals, EEOC v. STME, LLC, the Equal Employment Opportunity Commission (EEOC) espoused precisely this position.
The 7th Circuit ruled the Department of Housing and Urban Development (HUD) did not fail to accommodate a disabled lawyer by rejecting her request to work from home.
On Sept. 10, 2019, the Department of Labor issued an FMLA opinion letter stating that an employer may not delay designating paid leave as FMLA leave if the delay complies with a collective bargaining agreement (CBA) and the employee prefers that the designation be delayed.
On Aug. 20, 2019, the 9th Circuit dodged answering the question of whether or not morbid obesity is considered a disability under the Americans with Disabilities Act.
Bernalillo County Commissioners in New Mexico approved an “any reason” leave law by a narrow margin on Aug. 20, 2019.
In an Aug. 8, 2019 opinion letter, the U.S. Department of Labor’s Wage and Hour Division (WHD) shed some light on what counts as “caring for” a family member under the FMLA.
Oregon’s paid family and medical leave law was signed by Governor Kate Brown on Aug. 9, 2019.
Currently, employers who have 20 or more employees (located anywhere) are required to provide eligible San Francisco employees with up to 6 weeks of supplemental compensation when an employee takes time off to bond with a new child. Effective July 1, 2020, this requirement will increase to 8 weeks of supplemental compensation.
The Supreme Court of Pennsylvania held recently that the City of Pittsburgh had authority to enact the Paid Sick Days Act.
While the FMLA regulations clearly authorize employers to adopt “usual and customary notice and procedural rules for requesting leave, absent unusual circumstances,” this case suggests employers should closely review any such rules to determine whether they place impermissible additional burdens on employees seeking FMLA leave.
Employers must carefully navigate Family and Medical Leave Act (FMLA) pitfalls when administering attendance policies.
The state of Washington has weighed in on the debate as to whether obesity is a disability under disability discrimination laws.
In an 8th Circuit case, the court affirmed that regular, reliable attendance is an essential function of a job.
Beginning on Jul. 1, 2020, California will extend the maximum duration of Paid Family Leave (PFL) benefits from six weeks to eight weeks.
In Texas, there continues to be controversy and debate around paid sick leave laws in San Antonio, Dallas, and Austin.
By Aug. 31, 2019, all Washington employers must file reports about their employees, including their wages and associated hours worked during the first two quarters of 2019.
The Pennsylvania Supreme Court upheld the Pittsburgh Paid Sick Days Act (PSDA) in a decision today, overturning two lower court decisions that found the Act was invalid as an impermissible business regulation.
The Oregon Senate voted to pass HB 2005 — which will provide paid family and medical leave to eligible employees beginning Jan. 1, 2023.
On Jun. 27, 2019, Maine Governor Janet Mills signed into law L.D. 666, which extends existing protections for pregnant and nursing employees in Maine.