Maryland is now the ninth state to have enacted a paid sick leave law. Effective February 11, 2018, the Healthy Working Families Act became law as the result of a veto override, which understandably means there are still a few details related to the law’s enforcement and implementation to be ironed out. In fact, Maryland Governor Larry Hogan promptly created, by Executive Order, a Small Business Regulatory Assistance office to smooth the transition and help Maryland employers comply with the new law.
Category: Leave Management, Policy, and Compliance
Managing employee leave is one of HR’s most annoying (and thankless) tasks. First of all, there’s the federal FMLA, which is notoriously difficult to manage, and commonly gamed by employees. Stack on top of that state leave laws that usually conflict with the plus various pregnancy and disability laws. And then there’s the plethora of other types of leave like bereavement, jury duty, and military leave, each of which has its own quirks and challenges. This topic explores this in depth.
A new survey from staffing firm OfficeTeam may just “bowl” you over. According to 72% of HR managers, the day after the professional football championship game should be a paid national holiday from work.
A federal judge in Shreveport, Louisiana recently allowed a former employee’s Family and Medical Leave Act (FMLA) lawsuit alleging interference and retaliation to proceed to trial after he was terminated for an alleged attendance policy violation during his previously approved intermittent leave.
Most employers know they cannot retaliate against someone for requesting or using Family and Medical Leave Act (FMLA) leave. One way to defeat an FMLA retaliation claim is to provide evidence that the adverse employment decision was made, but not yet relayed to the employee, before she requested FMLA leave.
A federal court in Kentucky recently ruled that a Kentucky employer must go to trial in a Family and Medical Leave Act (FMLA) case in part because there were disputes over whether an employee was absent and whether he had been given FMLA paperwork at the time of the absences.
This year’s influenza outbreak has sickened millions of people across the country, leaving employers struggling to cover for employees who are out sick and searching for ways to prevent others from coming down with the flu. But dealing with germ control and sick days is only the beginning. Legal issues also can come into play.
On January 12, 2018, following nearly a year of speculation in the wake of Governor Larry Hogan’s veto of the paid sick leave bill passed by the Maryland General Assembly near the close of last year’s legislative session, the General Assembly and the Senate have overridden the governor’s veto. The Maryland Healthy Working Families Act […]
*Editor’s note: The content of this article was originally intended for Texas employers dealing with the repercussions of Hurricane Harvey. However, with the recent California wildfires and other natural disasters impacting various parts of the country, employers from all states can take glean insight from Maslanka’s advice.
Nevada’s law requiring employers to provide victims of domestic violence time off, reasonable accommodations, and protection against discrimination and retaliation takes effect January 1.
In a recent decision, the U.S. Court of Appeals for the 7th Circuit—which covers Illinois, Indiana, and Wisconsin—ruled that granting an employee additional leave beyond what he’s entitled to under the Family and Medical Leave Act (FMLA) is not a “reasonable accommodation” under the Americans with Disabilities Act (ADA).