Fairgrieve Law Office’s Post

California Law Alert - effective 1/1/2025 Paid Family Leave Requirements Changed Employers will no longer be allowed to require employees to use up to two weeks of accrued but unused vacation time before being able to receive Paid Family Leave (PFL) insurance benefits from the state. This new rule will apply to PFL leaves that begin on or after January 1, 2025. Action Item Update your family leave policies to remove any requirements that employees must use vacation time before receiving PFL benefits for leaves that begin on or after January 1. HR Advisors, Inc.

🚨✨ Connecticut! Did you hear the news?! Last month, Governor Lamont signed into law new legislation that significantly expands Connecticut’s existing paid sick leave law by requiring that virtually all private employers in the state provide employees with paid sick leave no later than January 1, 2027. So, what now? ✨ Connecticut employers that previously were exempt from the law should note the date when they must begin providing paid sick leave to their employees. ✨ If necessary, employers should also revise leave policies and practices, educate employees on the paid sick leave law, and provide and post any relevant notices. ✨ Employers that already provide employees with paid sick leave should review policies and practices to ensure they comply with all of the elements of the new law, including but not limited to its accrual rate and its restriction on obtaining documentation of the reason for the leave. *Securities and advisory services offered through Commonwealth Financial Network ®, member FINRA/SIPC, a registered investment adviser. Fixed insurance products and services are separate from and not offered through Commonwealth Financial Network ®.

How to Request Family Leave of Absence from Work Paid family leave insurance allows employees to take time off to care for family members or bond with a new child while receiving a portion of their wages, promoting work-life balance. Please watch this video: https://lnkd.in/gDyMgZBm

📣 Are You Ready for the Delaware Paid Leave Insurance Program? 📆 Starting January 1, 2026, employers with 10+ employees in Delaware must comply with the new Paid Leave Insurance Program. This initiative offers essential paid leave for parental care, medical needs, and family caregiving. Challenges to Navigate: ❗ Determining Eligibility: Ensuring that full-time, part-time, and seasonal employees who have worked for their employer for at least 6 months are accurately identified as eligible for the program. ❗ Claims Process: Understanding and managing the claims submission and approval process. ❗ Intermittent Leave: Navigating the complexities of managing intermittent leave and ensuring compliance with regulations. ❗ Compliance: Ensuring adherence to all program guidelines and avoiding penalties. At IMHR, we specialize in HR compliance and can guide you through every step of this complex process. From handling claims to managing intermittent leave, we've got you covered! ☎ Call us at 302.824.1883 to ensure your business is ready and compliant. #DelawarePaidLeave #HRCompliance #IMHR #WorkplaceWellness #EmployeeBenefits #HRConsulting Andy Hartstein, CIC CRM Jim Hartstein CIC CRM CWCA Stephen Hartstein, CIC Shelby McKenzie Kelly Garner, CIC, CWCA Dawn Collins Sherry Pusey, CISR Trey Niccolini Heather Parsons, MBA, SHRM-CP, PHR, CWCS

Dear Members, As part of our coalition, we have been closely monitoring the legislative developments regarding paid sick leave expansion. Unfortunately, we’ve received concerning news: the House is planning to move forward with HB 5005 without incorporating any of our suggested amendments. The bill is currently in the nonpartisan office process, and its impact could significantly affect manufacturers across the state. Summary of HB 5005: Substitute Language: The bill now removes the study component and becomes the new house version. Expanded Scope: It extends the state’s paid sick leave program beyond “service workers” to include all employees, phasing in the requirement over three years. Manufacturer Exemption Removal: Previously exempt manufacturers will now be subject to providing sick leave. Accumulation of Leave: Employees will continue to accumulate 1 hour of leave for every 40 hours worked. Carryover Option: Employers can choose to allow leave carryover or provide it all at the start of the next year. Calendar Year Basis: Sick leave will be based on a calendar year. Transfer and Successor Employers: Employees can retain their sick leave balance when changing job sites within the same company or under a successor employer. No Replacement Worker Requirement: Employees are explicitly not required to find a replacement worker when taking sick leave. Use for Communicable Illness: Paid sick leave can be used when exposed to a communicable illness. Documentation Restrictions: Employers cannot request documentation to validate sick leave reasons. Retention of Records: Employers must retain documentation related to employee paid sick leave usage for 3 years. Take Action Now: Our partners at the Connecticut Business and Industry Association (CBIA) have provided a direct link for action: Take Action Here... https://lnkd.in/eN2jcHgA 🚨 Time Is of the Essence: We have a very short window to influence this bill. Please share this post with your networks, colleagues, and fellow manufacturers. Let’s work together to protect our interests and ensure a fair outcome. Thank you for your commitment to Connecticut’s manufacturing community. Let’s make our voices heard! #ManufacturingMatters #CTManufacturers #Advocacy #Legislation

🔔 Another state paid leave program is on the horizon! In 2022, Delaware Paid Leave (Paid Family and Medical Leave Insurance Program) was passed into law. Since then, many employees have been awaiting the program’s kick off. Contributions begin January 1, 2025 with benefits payable January 1, 2026. To help employers with team members residing in Delaware, we’ve created this quick reference guide. Bookmark the guide and check back for updates as we get closer to the launch of Delaware Paid Leave: https://hubs.li/Q02JQvYf0 #DelawarePaidLeave #PaidLeave

It's almost January 1st. Have you given your employees the new Connecticut paid sick leave notice? What about hanging up the new poster? Are you now scratching your head wondering what the heck I am talking about? Well, I break it all down for you in this Levene Legal PLLC blog post. If you have questions on staying compliant with the new paid sick leave requirements, reach out. I'm here to help. https://lnkd.in/ecxsp8Te

Have you read our latest blog post? Discover everything you need to know about Minnesota's new Sick and Safe Time policy, which went effective January 1st, 2024. Learn how this policy supports employees with essential paid leave for health, safety, and family needs. #WealthStrategies #Minnesota #SickandSafe

Have you read Caissa Wealth Strategies' newest blog post on Safe and Sick Leave? At Caissa Wealth Strategies, we pride ourselves on being thought leaders, wanting our clients to stay updated on what is happening around them and feel empowered. Our latest article delves into the essential details of Minnesota's new Sick and Safe Time policy, providing valuable insights that can help you navigate and benefit from these new regulations. Stay informed, stay ahead, and let Caissa Wealth Strategies guide you through the latest developments in workforce policies. #ThoughtLeaders #WealthStrategies #TwinCities

Employees want benefits that help keep their families thriving, no matter what. Our new paid leave benefit rider, optional on STD plans, helps expand access to paid family leave when employees need it. https://gag.gl/hMWvoo #employeewellbeing #paidleave #employeebenefits