"Leaving" The Year Behind: 2019 Leave Management In Review | Part 2
With a new year upon us, there is a lot to reflect on from the previous year, and as an employer or leave manager we know this is all too familiar to you. While you’re managing and tracking leave for your employees, it’s cumbersome to stay familiar with new leave laws that went into effect last year, on top of changes made to existing leave laws! That’s why we did the work for you, recapping the most important changes made to leave laws from 2019 that you need to know about!
Updated Leave Laws
Having a good grasp on leave and accommodation laws not only helps your employees take the leave they’re entitled to, it also safeguards your organization from financial and legal issues associated with non-compliance. Updates to existing leave laws were introduced last year, so here’s a brief of them:
Michigan Paid Sick Leave
The changes made went into effect on March 29, 2019 and amended the Earned Sick Time Act. This law applies to employers who have 50 or more employees and under this amended law, employees are entitled to 40 hours of paid sick time annually. Employees are allowed to take time in one-hour increments, unless the employer has a different policy.
New Jersey Family Leave Act
The changes made for the New Jersey Family Leave Act went into effect on July 1, 2019. These changes include additional leave relationships to include: adult child, child of sibling/step-sibling, child-in-law, grandparent, grandparent-in-law, next of kin, parent of domestic partner, sibling, sibling-in-law and other. This leave was amended to include smaller companies providing leave to their employees (companies with 30 or more employees, instead of 50 or more employees).
Texas Breastfeeding Time Leave
The amendment made to the Texas Breastfeeding Time Leave, a job-protected leave that went into effect on September 1, 2019, permits a mother to express milk in any location she is authorized to do so.
Texas Jury Duty Leave
Two amendments to the Texas Jury Duty Leave went into effect on September 1, 2019. The first amendment prohibits an employer from dismissing or threatening to dismiss an employee for being absent from work due to jury duty. The second amendment extends job protection to an employee serving as a grand juror.
New York Domestic Violence Leave
The state of New York amended its Human Rights Law to include employment protection for victims of domestic violence and went into effect on November 18, 2019. Under this policy employers are obligated to provide a reasonable accommodation to employees who are victims of domestic violence and require a reasonable time off work (unless this causes undue hardship). Employees who use this leave are entitled to the continuation of health insurance coverage.
We know leave managers have a lot on their plates and how crucial it is to stay on top of updates made to existing leave laws throughout the year. Lucky for you, we’ve already done the leg work and recapped the most important changes that happened in 2019, so you can remain compliant!
Keep an eye out for our next blog, which will recap the Department of Labor (DOL) 2019 Opinion Letters and help answer some burning questions involving the FMLA. Our cloud-based leave solutions are also always kept up-to-date, to provide you with the relevant information to manage absences compliantly, no matter how complex they are!
Should you have any questions regarding these updates and new laws, please consult your organization’s legal counsel.
Founded in 1987, Presagia has a long history of helping organizations solve complex business problems with easy-to-use solutions. Today, this means providing cloud-based absence management solutions that enable organizations to be more efficient, control lost time and risk, and strengthen compliance with federal, state and municipal leave and accommodation laws.