The City of Bloomington, Minnesota is the latest city in Minnesota to join the cities of Minneapolis, St. Paul and Duluth in enacting an Earned Sick and Safe Leave ordinance (ORDINANCE NO. 2022-31). The Ordinance, which largely mirrors the requirements of the City of Minneapolis’ Sick and Safe Time Ordinance goes into effect

The New Mexico Healthy Workplaces Act (“NMHWA”) requires all private employers in New Mexico to provide all employees one hour of paid sick leave for every 30 hours worked. Employees may use up to 64 hours of earned sick leave per the employer’s defined 12-month period. Employees will be able to use earned sick leave

The Washington Employment Security Department has amended the “waiting period” regulation, WAC 192-500-185, for certain employees who successfully apply to the state’s Paid Family and Medical Leave (PFML) Program.

Under Washington’s PFML, the “waiting period” falls during the first seven consecutive calendar days beginning with the Sunday of the first week that an eligible

Both Maryland and Virginia have joined the District of Columbia in enacting laws relating to paid family and medical leave for private-sector workers.

Following in the footsteps of the District of Columbia, the Maryland law will create a mandatory statewide benefit that will be funded by payroll taxes. In contrast, the Virginia law will create

The Washington State Legislature has again amended the state’s Paid Family and Medical Leave (PFML) Act.  This amendment is effective June 9, 2022.  Here is a list of the most significant changes to the law:

  • First six weeks of postnatal leave for incapacitated employee is presumptively medical leave. During the six-week postnatal period, any

As the number of employees requesting flexible work arrangements increases, the Equal Employment Opportunity Commission has released a new technical assistance document, “The COVID-19 Pandemic and Caregiver Discrimination Under Federal Employment Discrimination Law,” and an update to its COVID-19 “What You Should Know” to address employees and job seekers with family caregiving responsibilities.

Read more

On February 28, 2022, the Executive Office for Administration and Finance sent official notice to employers that the program established in May 2021 would be ending on March 15, 2022. Employers must continue to offer leave to eligible employees through March 15. (For program details, see our article, Massachusetts Employers Must Provide Up to 40

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.

The guidance explains that employers must reasonably accommodate employees who are domestic violence victims, unless they can prove that doing so would cause undue hardship on