Working mothers who return to the workplace after childbirth and wish to pump breast milk recently received enhanced legal protection when Georgia Governor Brian Kemp signed legislation requiring employers to provide paid lactation breaks and private locations at the worksite.
The Massachusetts Legislature is considering two bills containing expansive new protections for parents who are unable to return to work during the COVID-19 pandemic because of a lack of childcare as well as paid sick time for employees who aren’t eligible for the same benefit under a federal law Congress passed in March.
In a previous post, we discussed the potentially disastrous consequences of companies’ failing to adhere to the compliance requirements impacting their business by looking at several high-profile examples.
No one is immune from the pandemic, but there are parts of our society that are experiencing greater loss and impact than others. One of the most dangerous effects is also one that is the hardest to identify—that of ideation, often fueled by feelings of injustice, a lack of control, and extreme depression and anxiety.
On June 15, the U.S. Supreme Court delivered its landmark decision in Bostock v. Clayton County, Georgia, and established LGBTQ rights in the workplace as a matter of federal law. The Court squarely held Title VII of the Civil Rights Act of 1964 includes a prohibition on sexual orientation and gender identity discrimination in employment.
Often, what makes leaders and workplace cultures great is that they are warm and demanding. The best organizations function when their leaders, HR team, internal brand, and culture all match their external brand. Getting that balance right, however, can be challenging. I recently discussed the issue with an expert with many years in the field […]
Some states are loosening restrictions and allowing at least some businesses to reopen. But as anxious as people are to resume their pre-COVID-19 lives, some employees are hesitant to go back.
Last month, Governor Phil Murphy signed S2374 into law, which further amends and clarifies the March 25 expansions to the New Jersey Family Leave Act (NJFLA) and the New Jersey Temporary Disability Benefits Law (TDL). It also creates new reasons an employee may use protected NJFLA leave during an epidemic.
A temporary rule issued April 1 provides answers to at least some questions employers have regarding relief offered through the Families First Coronavirus Response Act (FFCRA)—a measure that provides both paid sick leave and paid family and medical leave for workers affected by the COVID-19 pandemic.
Along with its requirements for paid leave and unemployment insurance, the Families First Coronavirus Response Act (FFCRA, H.R. 6201) also imposes new coverage requirements on group health plans that relate to the coronavirus (COVID-19) pandemic.