Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

2009Legislative Update

Presented by:

Charla Bizios Stevens

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

Federal Legislation

• The Lilly Ledbetter Fair Pay Act Background of the Case:

Ledbetter worked for Goodyear for 19 years

Her raises were based on performance evaluations

She was earning less than her male co-workers

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

EEOC – Ledbetter filed a Title VII charge in March 1999

U.S. District Court – Jury awarded her in excess of $3 Million including punitive damages

Court of Appeals – Reversed decision stating that claim was barred by the 180-day Statute of Limitations

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

U.S. Supreme Court

• Affirmed Court of Appeals in a 5-4 decision

• Strong dissent by Justice Ginsberg urging Congress to amend the statute to reflect the reality that people don’t learn of pay disparity within 180 days

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

The Act amends Title VII, ADEA, ADA and Rehabilitation Act

• An unlawful employment practice occurs when: A discriminatory compensation decision or

practice is adopted An individual becomes subject to the decision

or other practice An individual is affected by the practice

including each time the compensation is paid The Act is retroactive to May 28, 2007

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

Court Decisions

• AT&T Corp. v. Hulteen – U.S. Supreme Court (May 18, 2009)

• Gertskis v. NYC Department of Health and Mental Hygiene

• Knox v. Centric Group

• Gentry v. Jackson State University

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

What Does it Mean to You?

• Update document retention and maintenance system policies

• Review compensation policies and systems

• Review performance appraisal policies and systems

• Conduct a self audit

• Train your managers!

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

Genetic Non-Discrimination Act (GINA)

• Discrimination on the basis of genetic information is prohibited Effective May 21, 2009 for health

plans Effective November 21, 2009 for

employers

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

Genetic Information Is About

• An individual’s genetic tests

• The genetic tests of family members

• The manifestation of a disease or disorder of the individual’s dependents or 1st, 2nd, 3rd, or 4th degree relatives

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• Genetic information must be treated as “protected health information” under HIPAA

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• Employers:May not collect genetic informationMust keep genetic information confidential May not discriminate against applicants or

employees on the basis of genetic information

Must post workplace notices – Should be available mid-November

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

Collection

• The following are exceptions to the prohibitions against collection: Inadvertent collection of information (water cooler) If genetic services are offered by the employer

(written authorization, limited to health care providers)

To comply with FMLA or similar state law Purchasing documents that are publicly available To undertake genetic monitoring of the biological

effects of toxic substances in the workplace

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

Confidentiality

• Separate forms to be kept in a separate medical file

• Can maintain genetic and medical information in the same file

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• Disclosure is allowed only: To employee if requested in writing To an occupational or health researcher, in

compliance with federal regulations If ordered by a court To a government official investigating compliance To comply with FMLA certification provision To a public health agency, after notice, dealing with

a contagious disease that is life-threatening

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

No cause of action for disparate impact A Commission will be appointed to review

the developing science and make recommendations on disparate impact remedies

Proposed regulations have been approved by EEOC and are at White House for review

Definition of employee includes job applicants and former employees

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

ADA Amendments

• Basic definition of disability remains the same But definition must be interpreted

broadly More people will be considered

disabled

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• Definition of “substantially limits” is expanded

• List of “major” life activities is expanded

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• Mitigating measures other than contact lenses and ordinary glasses can’t be considered

• An impairment that is episodic or in remission is a disability if it would impact a major life activity when active

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• One subject to an action prohibited by the ADA because of an actual or perceived impairment will meet the “regarded as” definition unless the impairment is transitory and minor

• Those only covered by the “regarded as” prong are not entitled to reasonable accommodation

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

State Legislation

• Gay Marriage – Effective January 1, 2010 Civil unions will automatically be

converted to marriage on January 1, 2011;

Religious clergy or others authorized to perform marriages may decline if violates sincerely held religious beliefs

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• Mini-Warn Act Effective January 1, 2010 Covers employees with 75 or more

employees Requires 60 day notice of plant closing or

mass layoffs Limited exceptions Severe penalties for violations

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• Worker’s Compensation Limit on burial expenses for fatally

injured workers increased from $5,000 to $10,000

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• Unemployment Compensation RSA 282-A is amended in several

respects Attempt to make up ground by a

severely underfunded agency

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

Raises taxable wage base from $8,000 to $14,000 over three years

Imposes a one-week waiting period prior to commencement of benefits

Amends amounts of surcharges and discounts

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

Pending Federal Legislation

• Health Care Reform America’s Healthy Future Act of 2009

• Labor Relations Employee Free Choice Act (EFCA)

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• Workplace Flexibility Healthy Families Act

• Employment Non-Discrimination Act (ENDA) Will prohibit discrimination on the

basis of sexual orientation

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

Pending State Legislation

• HB 661, 662 and 663: The Family Friendly Acts Retained from last session Interest renewed in light of H1-N1

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• EEOC proposes new rule on presumptive disabilities Some impairments will consistently

meet the definition of disability

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

• OSHA Plans to Conduct Comprehensive Record Reviews Targeting employers in certain industries

with low accident rates in typically high rate industries

Comprehensive record review and interviews of employees and care providers

To determine whether under reporting is occurring

Concord

603/226-0400

Manchester

603/625-6464

Portsmouth

603/436-2818

Woburn

781/904-2700

2009Legislative Update

Presented by:

Charla Bizios Stevens