by David G. Ritchie on March 25, 2020
posted in
Employee Benefits, Family and Medical Leave, Legislative Updates,
Congress Approved H.R. 6201, the “Families First Coronavirus Response Act” (FFCRA) with new requirements for employers with fewer than 500 employees and public employers. The text of the law may be found here.
The Act requires certain employers to provide FFCRA paid sick leave, and also to extend family medical leave act benefits, in certain circumstances; and employers are able to retain an amount equal to the qualifying sick leave and child-care leave that they pay from payroll taxes. The Department of Labor Wage and Hour Division is responsible for the administration and enforcement ... Continue Reading
tags:
COVID-19, Emergency Paid Sick Leave Act, Families First Coronavirus Response Act,
by Anita Bamshad on April 15, 2018
posted in
Employee Benefits, Family and Medical Leave,
As national discourse around women’s pay equality came to the forefront in 2017, Governor Brown signed several bills in an effort to create a more egalitarian workplace. One such measure came in the form of Senate Bill 63, otherwise known as the New Parental Leave Act, which became effective January 1, 2018. Under prior law, employers with 50 or more employees were required to provide job-protected parental leave. Now employers with at least 20 employees within 75 miles must allow employees with (1) more than 12 months of service with the employer and (2) that have worked at least 1,250 hours ... Continue Reading
tags:
Family and Medical Leave, FMLA, SB 63,
by David G. Ritchie on March 4, 2015
posted in
Employee Benefits, Family and Medical Leave,
On February 25, 2015, the Department of Labor issued a “Final Rule” that amends the definition of “Spouse” in the Family Medical Leave Act. Previously, an employee seeking leave under the act would be eligible if the state law they lived in covered the dependent under the State’s definition of “spouse”.
The new rule requires that all legally married couples, whether same-sex, opposite sex, or married at common law be recognized as spouses for purposes of the FMLA so long as (a) their marriage was legal when, and in, the place in which it occurred; and (b) such a marriage is recognized ... Continue Reading
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