Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 2009...
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Transcript of Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 2009...
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