The U.S. Department of Labor has issued guidance on the application of the Fair Labor Standards Act and Family and Medical Leave Act to employees who telework from home or from another location away from the employer’s facility.
On Nov. 21, 2022, New York Governor Kathy Hochul signed a law clarifying that it is unlawful for an employer to penalize an employee for any absence protected under federal, state, or local law.
Based on experience advising hundreds of employers and closely watching court rulings on cases around the country, below are a few tips for complying with the Family and Medical Leave Act (FMLA).
Have any employees in Connecticut? Then you are covered by the Connecticut Family and Medical Leave Act (Connecticut FMLA).
Amendments to the Connecticut Family and Medical Leave Act will go into effect on Jan. 1, 2022, and employees will be entitled to 12 weeks of leave in a 12-month period, instead of the current 16 weeks of leave in a 24-month period.
Maine employees will soon be eligible to take protected unpaid leave to care for serious health conditions of their grandchildren. On June 14, 2021, Governor Janet Mills signed into law L.D. 61, an Act to Include Grandparents Under Maine’s Family Medical Leave Laws.
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.
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.
On Dec. 29, 2020, the U.S. Department of Labor issued two field assistance bulletins aimed at clarifying obligations under the Family and Medical Leave Act in light of the prevalence of telework and telehealth.
With a difficult 2020 nearing its end, if Connecticut Paid FMLA has recently reappeared on your radar, don’t fret! Simply review these basics to prepare for this upcoming change.
The U.S. Department of Labor (“DOL”) recently issued additional clarification on its FAQs and guidance regarding the FMLA and the FFCRA in the context of the COVID-19 pandemic. Some highlights include:
Its July. A time when in normal years, schools are closed and families are planning vacations. But in 2020, paid vacation is being replaced with paid leave under the Families First Coronavirus Response Act (FFCRA), leaving employers asking, can they still do that?
On Mar. 26, 2020, Governor Jay Inslee signed into law amendments to the Washington Paid Family and Medical Leave Act.
The Department of Labor issued additional FAQs addressing how the paid sick leave and expanded FMLA leave under the Families First Coronavirus Response Act (FFCRA) will apply starting Apr. 1, 2020.
For nine years the Disability Management Employer Coalition (DMEC) and Spring Consulting Group have partnered to conduct annual research on employer leave management. Our national survey tracks employer methods for … Read More
For nine years, DMEC and Spring Consulting Group have partnered to conduct annual research on employer leave management. With information from over 873 employers, the national survey tracks employer methods … Read More
There is a new proposed Colorado bill, which attempts to create tax incentives to encourage employers to voluntarily support paid parental and medical leave programs.
As California employers continue to grapple with recent legislation effective Jan. 1, 2020, California Governor Gavin Newsom is releasing his plans for even more employment legislation.
The 6th Circuit held “regular, in-person attendance constitutes an essential function of most jobs,” but an employer must tie time-and-presence requirements to some other job requirement in order to prove that in-person attendance is indeed an essential job function.
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.