Last week, the president signed a new coronavirus emergency relief package into law. That package mandates up to two weeks of paid leave for many workers who need to take time off due to COVID-19, if they are:
When an employee refused to travel for work based on his wife's ongoing heart troubles, he did not have a valid claim for leave under the federal Family and Medical Leave Act (FMLA), a federal court has found. In this instance, the man did not actually provide any care and his company could not have known he was attempting to make an FMLA claim.
The annual National Defense Authorization Act will contain a provision giving federal employees up to 12 weeks of paid parental leave to care for a new or sick child. Senate Minority Leader Chuck Schumer announced an agreement between the House and Senate to include the paid parental leave provision in the bill, which is considered a must-pass bill. Schumer called the agreement a "real breakthrough for families."
According to the U.S. Department of Health and Human Services, of American households with children, around 20% have a child with special needs. Now, the Department of Labor has ruled that attending meetings about a child's individual education plan (IEP) is an acceptable use of Family and Medical Leave Act (FMLA) leave.
Yes, and that would be illegal. While discrimination against women is more common, our country's anti-discrimination laws are gender-neutral. Under Title VII of the Civil Rights Act of 1964, it's illegal for employers to discriminate "because of sex," and that includes discrimination in any aspect of employment affecting either men or women.
The U.S. Department of Labor recently took a new position on the timing of leave taken under the federal Family and Medical Leave Act (FMLA). Many employers allow or even require workers to use up their sick time and other paid time off before initiating an FMLA leave. In a March 14 opinion letter, the DOL said that practice is improper. FMLA leave must begin to run within five days of the employer learning that leave is being taken for reasons covered by the FMLA.
The Treasury Department recently announced that the 2017 Tax Cuts and Jobs Act offers most employers a substantial tax credit for providing paid family and medical leave. How substantial? Between 12.5 and 25 percent of the wages paid. Moreover, it's possible to take the tax credit retroactively this year as long as you put the required policies in place before Dec. 31. And, your short-term disability policy may qualify you for the credit.
Under the federal Family and Medical Leave Act, covered employees are entitled to take up to 12 workweeks of unpaid leave during a single 12-month period. The leave can be used to care for a personal medical condition, to care for certain family members' serious health conditions, to bond with a new child or to deal with emergencies related to a family member's active duty military service. More leave is available to care for a military family member's illness or injury.
The federal Family and Medical Leave Act allows employees to take up to 12 workweeks' worth of unpaid leave within a 12-month period for specific reasons. The leave can be taken as a single block or intermittently for shorter periods. It's illegal for employers to interfere with, restrain or deny employees' lawful FMLA leave -- or to retaliate against employees who take it.
When a New York man was diagnosed with cancer, his biological family couldn't care for him. They were in Malaysia, a world away. However, he did have people to help--his "chosen family." And, because of a recent change to New York law, many of those "chosen family" members were able to take paid sick days in order to provide his care.