-
Jan 20, 2025 | 
mondaq.com | Ellen McCann |Stephanie Mills-Gallan |Rocío García
On January 14, 2025, the Department of Labor issued an Opinion Letter regarding the applicability ofthe Family and Medical Leave Act (FMLA) substitution rule when anemployee on FMLA leave is receiving state or local paid family andmedical leave benefits (PFML). The FMLA provides eligible employees the right to takejob-protected leave for covered family and medical absences. FMLAleave is unpaid, however.
-
Jan 17, 2025 | 
jdsupra.com | Rocío García |Ellen McCann |Stephanie Mills-Gallan
On January 14, 2025, the Department of Labor issued an Opinion Letter regarding the applicability of the Family and Medical Leave Act (FMLA) substitution rule when an employee on FMLA leave is receiving state or local paid family and medical leave benefits (PFML). The FMLA provides eligible employees the right to take job-protected leave for covered family and medical absences. FMLA leave is unpaid, however.
-
Jan 16, 2025 | 
littler.com | Ellen McCann |Stephanie Mills-Gallan |Rocío García
On January 14, 2025, the Department of Labor issued an Opinion Letter regarding the applicability of the Family and Medical Leave Act (FMLA) substitution rule when an employee on FMLA leave is receiving state or local paid family and medical leave benefits (PFML). The FMLA provides eligible employees the right to take job-protected leave for covered family and medical absences. FMLA leave is unpaid, however.
-
Dec 10, 2024 | 
mondaq.com | Stephen A. Fuchs |Stephanie Mills-Gallan |Sanjay Nair
The New York State Department of Labor (NY DOL) has released
highly anticipated guidance in the form of Frequently Asked Questions regarding the new
January 1, 2025 requirement for employers to provide paid leave for
pregnant employees to attend prenatal medical appointments and
procedures.
-
Dec 9, 2024 | 
jdsupra.com | Stephen M. Fuchs |Stephanie Mills-Gallan |Sanjay Nair
The New York State Department of Labor (NY DOL) has released highly anticipated guidance in the form of Frequently Asked Questions regarding the new January 1, 2025 requirement for employers to provide paid leave for pregnant employees to attend prenatal medical appointments and procedures.
-
Dec 6, 2024 | 
littler.com | Stephen A. Fuchs |Stephanie Mills-Gallan |Sanjay Nair
The New York State Department of Labor (NY DOL) has released highly anticipated guidance in the form of Frequently Asked Questions regarding the new January 1, 2025 requirement for employers to provide paid leave for pregnant employees to attend prenatal medical appointments and procedures.
-
Nov 18, 2024 | 
mondaq.com | Stephanie Mills-Gallan |Sebastian Chilco |Lillian T. Manning
New statewide paid sick and safe time law would take effect on
May 1, 2025.
Law would allow employers to limit annual use to either 40 or
56 hours, limit carryover to 80 hours, but is silent on accrual
caps.
Notice obligations would begin before law takes effect.
-
Nov 15, 2024 | 
mondaq.com | Stephanie Mills-Gallan |Erin L. Winters |Sebastian Chilco
New statewide paid sick leave law would take effect on July 1,
2025.
Although there is no designated carryover or balance caps, the
law would allow employers to limit annual accrual and use to either
40 or 56 hours, depending on employer size.
Employees are entitled to use paid sick leave as it is
accrued.
-
Nov 15, 2024 | 
jdsupra.com | Sebastian Chilco |Stephanie Mills-Gallan |Erin L. Winters
New statewide paid sick leave law would take effect on July 1, 2025. Although there is no designated carryover or balance caps, the law would allow employers to limit annual accrual and use to either 40 or 56 hours, depending on employer size. Employees are entitled to use paid sick leave as it is accrued.
-
Nov 13, 2024 | 
mondaq.com | Stephanie Mills-Gallan |Sebastian Chilco |Elizabeth Stevenson
New statewide paid sick time law would take effect on October1,
2025.
Law would allow employers to limit annual accrual and use to
either 40 or 56 hours, but is silent on carryover caps.
Notice obligations would begin before law takes effect.
In the November 5, 2024 election, Nebraskans appear to have
overwhelmingly voted in favor of Initiative Measure 436 to create a new
statewide paid sick time law that would become operative on October
1, 2025.
