For Illinois employers, the new year brings a variety of new paid leave laws, the most recent being the Cook County Paid Leave Ordinance passed by the Cook County Board of Commissioners on Dec. 14, 2023.
Employers in Minnesota are not the only ones gearing up for Minnesota’s earned sick and safe time (ESST) law to take effect on Jan. 1, 2024. Cities in Minnesota are also making changes to their respective earned sick and safe time ordinances.
The Anaheim Hotel Worker Protection Ordinance takes effect Jan. 1, 2024, though it had a rocky path to passage.
Get ready to ring in the new year with new and expanded employer leave obligations. Chicago’s new Paid Leave and Paid Sick and Safe Leave Ordinance will take effect on Dec. 31, 2023 and the following laws go into effect on Jan. 1, 2024.
A new Louisiana law goes into effect on Aug. 1, 2023 requiring employers to provide time off from work for genetic testing and cancer screening.
A new Georgia law takes effect on July 1, 2023 (GA S 129) and provides employees time off to advance vote in primaries and elections. The Georgia legislature, with sign off from Governor Brian Kemp, also recently voted to repeal the sunset provision relating to use of sick leave for care of immediate family members.
Virginia Governor Glenn Youngkin signed a law on April 12, 2023, mandating employers provide unpaid organ donor leave. When the law goes into effect on July 1, 2023, Virginia will join nearly 20 other states that require employers to provide medical donor leave.
Starting Jan. 1, 2023, Colorado employers must comply with Colorado’s Family and Medical Leave Insurance (FAMLI) Act, which requires nearly all employers and all employees to contribute to the state’s paid family and medical leave program.
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.
With midterm elections upon us, employers should ensure they are aware of and in compliance with state law requirements related to employee voting rights.
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).
A provision in the enacted state budget for fiscal year 2023 amends the Massachusetts Paid Family and Medical Leave Act (PFMLA) to provide employers and employees more flexibility to use other accrued benefits to supplement paid benefits received from the state.
Citing legislative “sleight of hand,” the Michigan Court of Claims has held that the Michigan legislature violated the state’s Constitution when, in 2018, it adopted and then immediately amended ballot initiatives to increase the state’s minimum wage and to require employer-paid sick leave.
On May 10, 2022, Delaware Governor John Carney signed the Healthy Delaware Families Act, which provides up to 12 weeks of leave and benefits to covered employees for certain parental, family caregiving, and medical reasons.
The Washington State Legislature has again amended the state’s Paid Family and Medical Leave (PFML) Act.
Following the passage of a bill that expanded the City’s anti-discrimination law to include employee “status as a victim of domestic violence,” Pittsburgh recently published additional guidance for employers.
Due to a surplus in the District of Columbia’s Universal Paid Leave Fund, the number of weeks of paid leave available to D.C. workers under D.C.’s Universal Paid Leave Act will significantly increase on Jul. 1, 2022.
Have any employees in Connecticut? Then you are covered by the Connecticut Family and Medical Leave Act (Connecticut FMLA).
Pittsburgh has joined other American cities by enacting new legislation to address the uptick in COVID-19 cases from a sick leave perspective.
Employers covered by the Duluth, Minnesota Sick and Safe Time ordinance will need to revisit relevant policies in light of amendments that will become effective Aug. 19, 2021.