Showing 5 posts in Paid Time Off.

The 12 Days of California Labor and Employment Series – Day 1 "Expansion of Paid Sick Leave"

The end of something is always the beginning of something else. That always rings true for years end and new employment laws. It is time, once again, for all employers to sit down, buckle up, and get ready for the 2024 employment law updates and changes.

For the first year in many, COVID has dropped off the radar regarding new or changing employment laws. Workplace violence, arbitration, and cannabis are on the 2024 radar.

Before we pop the champagne and say goodbye to 2023, it is time to reprise our annual review of key California labor and employment law developments. In the spirit of the season, we are using our "12 Days of California Labor and Employment" blog series to address new California laws and their impact on employers. So, on the first day of the holidays, my labor and employment attorney gave to me a partridge in a pear tree and SB 616. More ›

Attention Minnesota Employers: Duluth Set to Implement New Earned Sick and Safe Time Leave Requirements

On January 1, 2020, the city of Duluth will join Minneapolis and St. Paul in imposing new sick and safe time leave requirements on employers. Specifically, employers with five or more employees—regardless of where those employees work—must provide their Duluth-based employees with earned sick and safe time (ESST). ESST can be used by employees in order to care for themselves or a family member in situations involving illnesses, injuries, and physical or mental health conditions, as well as domestic violence, sexual assault, or stalking. Minnesota employers should assess whether they have employees working in Duluth to which the ESST ordinance may apply. They should also review their current PTO policies and make sure they comply with the ordinance. More ›

Be Prepared: New Jersey's Broad Paid Sick Leave Law Effective October 29, 2018

Effective October 29, 2018, the New Jersey Paid Sick Leave Law will require that all private sector employers, regardless of size, provide forty (40) hours of paid sick leave each benefit year to employees working in New Jersey. If the employer already offers a minimum of 40 hours of paid time off, the employer is in compliance with the law as long as employees can use the time for the purposes stated under the law, e.g., personal days, vacation days, or sick days. If the employer is not currently offering this benefit, here are some of the things the employer needs to know in order to fashion a compliant policy: More ›

Massachusetts Employees Need Not Wait 90 Days to File Wage Act Claim Says 1st Circuit

In Lawless v. Steward Health Care System, LLC, the First Circuit Court of Appeals recently considered a novel question: whether an employee suing for violation of, M.G.L. c. 149, §§ 148, 150 (the “Wage Act”), could recover under the statute despite filing her lawsuit before receiving permission from the Attorney General or waiting 90 days after notifying the Attorney General of her claims. It answered the question yes, rejecting the employer’s position that the Wage Act provided for a grace period of up to 90 days. 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 ›