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Recently, the U.S. Department of Labor released a user-friendly
Employees' Guide to the Family and Medical
Leave Act. The guide is targeted at employees, but may
also serve as a helpful tool for employers looking for an efficient
summary of the law.
The guide does not provide new information or legal
interpretations of the law; rather, it provides a plain-language
overview of the FMLA's major provisions and contours, such as
FMLA eligibility, FMLA rights and protections, the process for
requesting leave (and associated notice provisions), FMLA
certifications, and job reinstatement. In addition, the guide
highlights certain unique circumstances and incorporates some of
the DOL's interpretive guidance on particular
issues. For example, the guide discusses eligibility
guidelines for airline flight attendants and flight crew employees,
describes when employees may be eligible to take FMLA leave to care
for certain children with whom the employee has no legal
relationship (or to care for another as such a child), and
emphasizes the importance of employer FMLA policies. Further,
the guide provides clear flowcharts regarding FMLA eligibility and
certification and the process for taking FMLA leave, as well as
information for employees on filing an FMLA complaint with the
DOL's wage-and-hour division.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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A female employee traveling for her employer met a "friend" and at her motel room with him became "injured whilst engaging in sexual intercourse when a glass light fitting above the bed was pulled from its mount and fell on her."
The "just cause" standard has long been a cornerstone of traditional labor law (under many collective bargaining agreements, employees generally cannot be discharged except with "just cause").
The Affordable Care Act provides employees who are not offered health coverage by their employers with the option of purchasing health coverage through new health insurance marketplaces (also known as health insurance exchanges) that will operate in every state.
Beginning in 2014, the Affordable Care Act will require "large" employers to offer their full-time employees healthcare coverage that meets certain standards or pay a penalty.
The Affordable Care Act’s employer shared responsibility rules will require large employers to make an offer of minimum essential coverage to at least 95% of their full-time employees or pay a non-deductible excise tax on all their full-time employees.
The Defense of Marriage Act (DOMA) defines marriage at the federal level as a legal union between one man and one woman and excuses states from any obligation to recognize same-sex marriages recognized in any other state.
Employers have until October 1, 2013, to provide notice to current employees of coverage options available through the Health Insurance Marketplace established under the Affordable Care Act.
Issues After The Election
