Showing 19 posts in Leave.

The 12 days of California Labor & Employment Series – Day 6 "New Parent Leave Act"

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2018. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the sixth day of Christmas, my Labor and Employment attorney gave to me – six geese a laying and SB 63. More ›

Seventh Circuit Holds a Multi-Month Leave is Not a Reasonable Accommodation

Last week the Seventh Circuit dealt a blow to the EEOC's continued position that medical leave is a reasonable accommodation when the leave is (1) of a definite, time-limited duration; (2) re-quested in advance; and (3) likely to enable the employee to perform the essential job functions upon return. The panel rejected that position, noting it glossed over the length of the requested leave, improperly transforming the ADA into "an open-ended extension of the FMLA." More ›

New York Paid Family Leave: Tax Implications and Guidance

The New York State Department of Taxation and Finance (“Department”) recently released its guidance on the tax implications of the New York Paid Family Leave Benefits (“PLF”) law for New York employees, employers, and insurance carriers. Effective January 1, 2018, PFL will provide eligible employees with up to 8 weeks of pay for a leave of absence when the leave is necessary to care for a family member’s serious health condition, care for or bond with a new child, or to help with family responsibilities when the employee’s spouse, domestic partner, child or parent is called to active military duty. The weeks available for paid leave will increase each year until 2021, with ten weeks available 2019-2020 and twelve in 2021 and subsequent years. More ›

California Adds New Notice Requirement for Domestic Violence, Sexual Assault and Stalking Victims

Employers, another notice provision has taken effect in California. Beginning on July 1, 2017, employers with at least 25 employees must now provide written notice to new employees that explain the rights of victims of domestic violence, sexual assault, and stalking. More specifically, the required notice mandates employers notify new employees of their rights under Labor Code Sections 230 and 230.1. These sections detail the following points: More ›

Illinois Requires Child Bereavement Leave

Illinois recently joined Oregon as the second state to require certain bereavement leave by passing a law requiring unpaid leave for employees who suffer the death of a child.

Effective as of July 29, 2016 the Child Bereavement and Leave Act requires employers to provide employees with up to two weeks (10 work days) of unpaid leave for attending a funeral, making arrangements necessitated by the child’s death, or grieving. The Act permits an employee to take leave for the death of a child, and “child” is broadly defined to include natural, foster, and adopted children (in addition to a few other legal categories of child). Of note is that the Act is not limited to children under the age of 18. More ›

Healthy Workplace, Healthy Families Act of 2014, California's Paid Sick Leave Law, to take Effect

—Starting July 1, 2015, California will join numerous other states in requiring employers provide employees with paid sick leave pursuant to the Health Workplaces, Healthy Families Act of 2014. More ›

Jersey City Passes paid sick Leave Legislation

Cities like San Francisco, Portland, Seattle, Washington D.C., and New York City have already passed, and in many cases, implemented, laws which allow eligible employees to have paid time off of work to address illnesses or medical conditions. Jersey City, New Jersey is the latest city to pass such legislation. The new Paid Sick Time Ordinance will go into effect on January 24, 2014. Employers in the private sector who have 10 or more Jersey City employees will be required to provide eligible employees with at least one hour of paid sick leave for each thirty hours worked, up to 40 hours of maximum paid sick leave per year. Employers who have less than 10 employees aren't off the hook entirely. Those employers must still provide eligible employees with sick leave, only it can be unpaid instead of paid. Eligible employees are any full-time or part-time employees (including temporary employees) who work in Jersey City for at least 80 hours per year.

The Ordinance contains other important information for employers, and can be viewed in its entirety here.

San Francisco Employers may be Required to Consider flex work Arrangements

On October 1, 2013, the San Francisco Board of Supervisors voted unanimously to approve new legislation which requires employers in San Francisco to consider and potentially accommodate employees' requests for work schedule changes in order to address caregiving issues. Employers with 20 or more employees would be subject to the law, if enacted, and would have to accept requests from employees for flexible work hours, job-sharing, telecommuting, or other flexible work arrangements. Employers would only be permitted to deny the request if there is a "good faith business reason" for the rejection. What that means, however, remains to be seen. More ›

Court Incorrectly Denies Employee Opportunity to Present Comparator Evidence

A product engineer took an approved four-week leave of absence to visit family in Gaza, but upon return, security issues rendered it impossible for him to return to the United States prior to the end of his leave. His employer extended his leave for another 45 days. On the day he was scheduled to be terminated for failure to return to work, the employee sent an email to his supervisors advising that he was finally able to exit Israel and was trying to get a flight back to the United States.The employee returned to work roughly one week later and was informed that he had been terminated. More ›

Employees Cannot give Constructive Notice of need for FMLA Leave in the Eighth Circuit

This suit arose when an employee at a food production company missed a month of work due to depression. She ultimately lost her job for failing to comply with the company’s call-in procedure, which treated three consecutive absences without calling in as a voluntary termination of employment. The termination was executed despite the fact that the employee had intermittently taken leave under the Family and Medical Leave Act (FMLA) and that a coworker would notify the employee’s supervisor when she was “sick.” The employee filed FMLA entitlement (interference) and retaliation claims against the employer. More ›

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