The U.S. Department of Labor (DOL) is looking to collect data from employers and employees regarding their respective “need for” and “experience with” the Family and Medical Leave Act (FMLA). The data collection period is expected to occur in 2017 and 2018. From employees, the survey will seek information regarding “use of leave, need for
Enhanced FMLA Fitness-for-Duty Certification Provides Comfort to Employers
An employee’s return to work following an extended FMLA leave for a serious health condition of the employee often creates concerns on the part of the employer. In these situations, employers frequently question whether the employee is really able to perform the essential functions of the job and whether returning the employee to work may
Complimentary Webinar October 20: It Pays to Be Sick – How To Comply With Executive Order 13706
The final regulations for Executive Order 13706 (“Paid Sick Leave for Workers on Federal Contracts”) were published September 30, 2016. Under the Executive Order and final regulations, paid sick leave obligations will begin with new solicitations and contracts beginning January 1, 2017.
Do you know if your organization is covered and if so, do you
San Francisco Paid Parental Leave Becomes Effective in Less Than 3 Months
Beginning January 1, 2017, employers with 50 or more employees who have employees in San Francisco will need to begin providing payments to eligible employees who take time off to bond with a newborn child. Employers with 35 or more employees become subject to the ordinance on July 1, 2017 and employers with 20 or
California Governor Vetoes Parental Leave Bill Which Would Have Expanded Such Leave to Small Employers
The DOL’s final rule on paid sick leave was not the only news-making event in the world of leave management last Friday. While additional time off was being lauded by the federal government, additional protected leave was rejected in California.
On Friday September 30, 2016, California’s Governor Brown vetoed SB 654 (Jackson), the New Parent Leave Act. The Senate Bill would have created a new protected leave of absence for employers with 20 or more employees within a 75-mile radius in California. The vetoed bill would have added an additional 6 weeks of “parental leave” to bond with a new child within one year of the child’s birth, adoption, or foster care placement leave, thus creating a potential total of over 5 months of protected leave for certain California employees. The bill also would have prohibited employers from refusing to maintain and pay for coverage under a group health plan for an employee who takes the additional parental leave.
Continue Reading California Governor Vetoes Parental Leave Bill Which Would Have Expanded Such Leave to Small Employers
Final Regulations Published for Federal Contractor Paid Sick Leave
On the eve of the end of its fiscal year, the U.S. Department of Labor has announced final rules implementing Executive Order 13706 requiring that covered federal contractors provide paid sick leave for covered employees.
Scheduled for official publication tomorrow in the federal register, the rules require federal contractors to provide at least 1 hour
St. Paul, Minnesota Joins the Paid Sick Leave Patchwork Quilt and Continues Its Spread Into the Interior States
We have been reporting on the growing patchwork of paid sick leave laws now for over 3 years. The patchwork continues to fill in heavily on the west coast with state laws in both California and Oregon and 10 city ordinances scattered across California, Oregon and Washington. This summer Los Angeles and San Diego added
Illinois Employers Must Provide Child Bereavement Leave
The loss of a child is never easy. Effective July 29, 2016, Illinois employers with 50 or more employees must provide eligible employees with up to 10 days of unpaid child bereavement leave following the death of a child. The Illinois Child Bereavement Leave Act supplements the leave options available under the federal Family and
A Pattern of Sick Leave Abuse: “I Know It When I See It.”
Now that summer is upon us, at least some employees—a small percent, no doubt–may be thinking about how to turn those half day Fridays off into full day Fridays off, or turning two day weekends into three day weekends. For employees lacking the creativity to develop their own strategies, the internet offers much guidance, such
Toward a State Model Leave Law
Perhaps we should take a lesson from the UK. Faced with a “three-decade-old body of law, featuring nine antidiscrimination laws” which some described as “outdated, fragmented, inconsistent, inadequate, inaccessible, and at times incomprehensible,” a research team in 2000 recommended a single equality act, according to a recent Vanderbilt Law Review article. That single equality