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3 weeks ago | 
mondaq.com | Evandro C Gigante |Laura Fant |Jurate Schwartz |Arielle E. Kobetz
Employers in New York, Connecticut, and Vermont should take noteof a recent Second Circuit decision holding that an employee maystill be entitled to a reasonable accommodation under the Americanswith Disabilities Act ("ADA") even if they can performthe essential functions of their job without accommodation. In Tudor v. Whitehall Central SchoolDistrict, (2d Cir.
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3 weeks ago | 
jdsupra.com | Laura Fant |Evandro C Gigante |Arielle E. Kobetz
Employers in New York, Connecticut, and Vermont should take note of a recent Second Circuit decision holding that an employee may still be entitled to a reasonable accommodation under the Americans with Disabilities Act (“ADA”) even if they can perform the essential functions of their job without accommodation. In Tudor v. Whitehall Central School District, (2d Cir.
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2 months ago | 
salary.com | Laura Fant |Evandro C Gigante |Arielle E. Kobetz |Jurate Schwartz
Editor's Note
Don't Force Employees to Use Vacation During FMLA Leave
I wrote about this recently when California enacted a state law that prohibited employers from requiring employees to use any paid PTO or vacation while they are on unpaid FMLA leave. It turns out the DOL agrees that employers should not force employees to use up their paid leave while on FMLA.
I don't know whether the new administration will walk this back or not. It doesn't really matter.
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Jan 20, 2025 | 
mondaq.com | Evandro C Gigante |Laura Fant |Jurate Schwartz |Arielle E. Kobetz
The U.S. Department of Labor Wage and Hour Division("WHD") has issued an opinion letter stating thatemployers cannot require employees to substitute accrued paid timeoff during a Family and Medical Leave Act ("FMLA") leavewhere the employee is also receiving benefits under a state orlocal paid family or medical leave program.
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Jan 16, 2025 | 
jdsupra.com | Laura Fant |Evandro C Gigante |Arielle E. Kobetz
The U.S. Department of Labor Wage and Hour Division (“WHD”) has issued an opinion letter stating that employers cannot require employees to substitute accrued paid time off during a Family and Medical Leave Act (“FMLA”) leave where the employee is also receiving benefits under a state or local paid family or medical leave program.
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Dec 23, 2024 | 
jdsupra.com | Arielle E. Kobetz
Effective May 11, 2025, New York City employers will be required to physically and electronically post a copy of their written lactation room accommodation policy. Recently enacted Local Law 109 amends existing language under the New York City Human Rights Law regarding the obligation of employers to implement and distribute a written lactation accommodation policy.
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Dec 10, 2024 | 
mondaq.com | Evandro C Gigante |Laura Fant |Jurate Schwartz |Arielle E. Kobetz
The New York State Department of Labor (NYDOL) has issued
informal guidance regarding the Paid Prenatal Leave benefit that
will be available to New York employees beginning January 1, 2025. The guidance includes general information about the new benefit, as
well as a Frequently Asked Questions page.
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Dec 10, 2024 | mondaq.com | Evandro C Gigante |Laura Fant |Jurate Schwartz |Arielle E. Kobetz
The New York State Department of Labor (NYDOL) has issued
informal guidance regarding the Paid Prenatal Leave benefit that
will be available to New York employees beginning January 1, 2025. The guidance includes general information about the new benefit, as
well as a Frequently Asked Questions page.
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Dec 6, 2024 | 
jdsupra.com | Laura Fant |Evandro C Gigante |Arielle E. Kobetz
The New York State Department of Labor (NYDOL) has issued informal guidance regarding the Paid Prenatal Leave benefit that will be available to New York employees beginning January 1, 2025. The guidance includes general information about the new benefit, as well as a Frequently Asked Questions page.
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Nov 20, 2024 | 
jdsupra.com | Laura Fant |Evandro C Gigante |Arielle E. Kobetz
As we approach the new year, employers should keep in mind that several updates to the New York Paid Family Leave Law (“NYPFLL”) are scheduled to take effect on January 1, 2025. The NYPFLL provides for partially paid, job protected leave for eligible employees: (i) to care for a new child following birth, adoption, or placement in the home; (ii) to care for a covered family member with a serious health condition; or (iii) for qualifying exigencies related to military duty.
