Employee question of the day for HR: “I need time off because I’m donating a kidney.” You’re probably wondering: “How do I respond to this request? Is this incredibly generous employee entitled to protected leave?”
Last week, President Biden encouraged employers to pay employees for time off to get vaccinated against COVID-19 and highlighted the tax credits available for employers with less than 500 employees.
The COVID-19 Supplemental Paid Sick Leave statute was signed into law a month ago and employers were faced with uncertainty as to whether their employee’s leave request qualified under the statute. Fortunately, the Labor Commissioner has updated its FAQs to provide further clarity to employers.
A new Indiana statute sets out the process for pregnant workers to seek a reasonable accommodation from their employers. The new law applies to employers with at least 15 employees. It goes into effect on Jul. 1, 2021.
The Washington State Legislature has temporarily amended the state’s Paid Family and Medical Leave (PFML) Act to create pandemic leave assistance grants for certain employees and employers.
The Biden administration has called for all people at least 18 to be eligible for the COVID-19 vaccine by Apr. 19, 2021. Organizations considering setting up an on-site COVID-19 vaccination program have several issues to consider.
The new year brought several important changes to the California Family Rights Act. One key change that employers should be aware of is the expansion of the scope of individuals who qualify as “family members” under the law.
Effective Jul. 1, 2021, Virginia further expands the scope of the Virginia Human Rights Act (VHRA) to prohibit discrimination on the basis of disability. The state also enacted protections and benefits for domestic workers.
Effective Jul. 1, 2021, Virginia provides designated paid sick leave for home health workers.
Beginning on July 1, 2022, New Mexico will join 15 other states (and Washington, D.C.) in requiring private employers to provide paid sick leave to their employees.
Philadelphia has joined a growing list of localities to require employers to provide employees paid COVID-19-related sick leave.
Effective immediately, New York State employers must provide employees with up to four hours of paid time off per COVID-19 vaccination.
On Mar. 11, 2021, President Biden signed the American Rescue Plan Act of 2021. The Plan extends the date employers can receive tax credits for qualified wages paid to employees from Mar. 31, 2021 until Sep. 30, 2021.
With the recent expansion of the California Family Rights Act (CFRA), employers who previously were not covered under CFRA now find themselves having to navigate the murky waters of the law.
An employer’s past leniency in applying and enforcing its attendance policy did not contradict the employer’s later position that regular worksite attendance was required for employment, the U.S. Court of Appeals for the Fifth Circuit has held.
California’s Department of Fair Employment and Housing (DFEH), the agency charged with administering California’s employment discrimination statute and regulations, has updated its COVID-19 guidance for employers.
Though employers may feel like California just wrapped up its legislative session for 2020, the 2021 legislative session is already in full swing. Feb. 19 was the last day for the proposal of new bills.
On Jan. 1, 2021, the California Family Rights Act (CFRA) expanded in several ways, including that small employers (those with five or more employees) must now provide up to 12 workweeks of CFRA leave within a 12-month period to eligible employees.
Arizona Governor Doug Ducey signed into law a bill that prohibits employers from discriminating against workers based on pregnancy or childbirth.
California currently has a patchwork of local COVID-19 supplemental paid sick leave ordinances which remain in effect in 2021.