Posted by Debbi Kuhne on Thu, Jul 08, 2010 @ 08:25 AM
Just when you thought you had mastered them all, a number of new employment laws are on the table. If voted through you’ll have even more challenges when it comes to tracking various types of leave.
So here are highlights of the possible coming attractions!
FMLA Enhancement Act
If passed, this bill could expand the current FMLA (Family Medical Leave Act) to include leave for attending children’s activities.
Another change could be to give victions of domestic violence FMLA protected leave
Family Leave Insurance Act
Employers could be required to provide 8 weeks of paid leave to employees to care for a sick family member or new child.
Healthy Families Act
Would require certain employers, who employ 15 or more employees for each working day during 20 or more workweeks a year, to provide a minimum paid sick leave of: (1) seven days annually for those who work at least 30 hours per week; and (2) a prorated annual amount for those who work less than 30 but at least 20 hours a week, or less than 1,500 but at least 1,000 hours per year.
Whether one of these is passed or all of them are, you’ll need to be reviewing your current leave policies, updating employee manuals and re-educating your supervisors and managers. It looks like the Federal government is going to continue to keep the Human Resource Professionals very, very busy!
Is your employee handbook up do date? Need a second set of HR eyes to make sure your T's are crossed and your I's are dotted? Construction Risk Advisors has a full time HR consultant on staff for any and all compliance issues a Connecticut Contractor could face.