By: Compliance Team

As the seasons change from summer to fall, so too do leave of absence laws. And it’s been busy lately on the legislative and regulatory front: here’s a summary of the changes made over the last few weeks.

California:  On August 30, California passed the Healthy Workplaces, Healthy Families Act of 2014, amending California Labor Code 2810.5.  The new Act allows California employees to begin accruing a minimum amount of paid sick leave to be used for the employee or family member’s illness and absences related to domestic violence.  Employers will need to comply with the new law by July 1, 2015.

Illinois: On August 26, Illinois amended its Human Rights Act with additional protections for pregnancy.  As part of a wave of new pregnancy job protections across the country, this amendment requires employers to provide reasonable accommodations, including leave, for pregnancy and childbirth. The amendments are effective on January 1, 2015.

Massachusetts: On August 8, Massachusetts enacted “An Act Relative to Domestic Violence,” which provides a workplace leave of absence for employees who are, or whose family members are, victims of “abusive behavior.”  Abusive behavior is defined as domestic violence, stalking, sexual assault, and kidnapping. The act was passed as an “emergency” and therefore effective immediately upon the Governor’s signature on August 8.

Maryland: On October 1, Maryland’s “Parental Leave Act” becomes effective.  This act provides an unpaid leave of absence of up to 6 weeks for the birth, adoption, or fosteAspen_leaves_gold_backlight_closer placement of a child.

New Jersey: On July 30, the New Jersey Division on Civil Rights revised its Family Leave Act regulations.  The revisions were effective September 2, 2014. Some of the revisions simply align the regulations with the NJ FLA, while others provide new guidance.  Sample changes include updating the definitions of intermittent leave, reduced schedule leave, and child, adding a definition of parent, and minor changes to the certification provision.

We’re constantly tracking pending state and federal legislation and proposed rules and regulations that affect how employee absence is managed. All of those developments are in LeaveAdvisor™, which tracks the status and summary of any proposed law that might impact leave of absence administration.  Once a proposed bill or regulation becomes law, you’ll find an analysis in LeaveAdvisor for review and reference. Take a free 14-day trial of LeaveAdvisor™, and see for yourself.

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