Welcome to a Two Part Series - LHD Benefit Advisors · 2019-06-25 · •History of impairment...
Transcript of Welcome to a Two Part Series - LHD Benefit Advisors · 2019-06-25 · •History of impairment...
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Welcome to a Two Part Series:
Part I: What Employers Need to Know about Leaves of Absence – An Employment Law Overview
Part II: What Employers Need to Know About Handling Benefits When Employees are on Leave
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• Next Month, on July 9, Attend Part II
• Potentially, any form of leave, can impact health benefits so tune in next month for details
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Presented by:Jennifer Sandberg
Phone: (404) 240-4152 | Email: [email protected]
What Employers Need to Know about Leaves of Absence
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Various Forms of Leave
• Voluntary Paid Time Off
• Potentially Required Paid Time Off
• Unpaid Time Off• Federal
• State
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Voluntary Paid Time Off
• PTO/Vacation
• Holidays
• Personal days
• Other• Sabbatical
• Volunteer work, community service
• New parent leave
• Whatever it takes
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Potentially Required Paid Time Off
• Sick
• Jury
• Voting
• State paid leave (CA, NJ)
• Workers Compensation
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Unpaid Time Off - Federal
• FMLA
• ADA Leave
• USERRA/Military
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Unpaid Time Off - State
• Witness duty
• Volunteer firefighter/Civil Air Patrol/emergency responders
• Bone/Organ donation
• School participation/visitation
• Maternity/Paternity/Adoption
• Election service
• Political activity
• Domestic Violence
• Victims of Crime
• Family care
• Meal periods
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Not As Easy As It Sounds
• Vacation/PTO• Unlimited, Some, None
• State rules• Rollover
• Termination
• Accrual or frontload?
• Process, approval
• Holidays• Eligibility
• Absenteeism
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Not As Easy As It Sounds
• Sick• Who decides?
• Concurrent with other benefits?
• Maternity vs New Parent• Discrimination?
• Primary care giver bonding?
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State and Local Paid Sick Leave
• Existing States as of 2019• Arizona, California, Connecticut, Massachusetts, Oregon, District of
Columbia, Vermont, New Jersey, Washington, Rhode Island, Maryland
• Existing Cities and Counties as of 2019• Emeryville, Oakland, San Diego, Santa Monica, Los Angeles,
Berkeley, and San Francisco, CA; Portland, OR; Bloomfield, East Orange, Irvington, Jersey City, Montclair, Newark, Passaic, Patterson and Trenton, NJ; Seattle and Tacoma, WA; New York City and Westchester County, NY; Montgomery County, MD; Philadelphia and Pittsburgh (on hold), PA; Minneapolis, Duluth and St. Paul, MN; Austin, Dallas and San Antonio, TX; Chicago and Cook County, IL
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State and Local Paid Sick Leave
• Accrual or frontload
• Generally, earn up to 40 hours
• Coordination with other employer policies
• Rollover rules
• Covers employee, spouse, child, and in some states parents, in-laws, sibling, grandparent, blood relative with close association
• Illness, domestic violence, sexual assault, school closed, communicable disease
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FMLA Policy
• DOL dictates the bare minimum
• Must be precise
• Don’t co-mingle with other polices
• More in a minute!
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ADA Policy
• Don’t call it that!
• “Reasonable Accommodations and Modified Job Duties”
• Then, keep it simple
• More in a minute!
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Personal Leave Policy
• Need a catch-all for non-FMLA eligible employees
• Should cover post-FMLA too
• May overlap with ADA obligations
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FMLA Refresher
• FMLA covers employers with 50 or more employees
• Eligible employees have:• Worked for the employer for a total of 12 months
• Have worked 1250 hours in the preceding year
• Work at a location with 50 or more employees in a 75 mile radius• Considerations for small locations
• Have a qualifying need
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FMLA Qualifying Reasons
• Serious health condition• Own or family member
• Pregnancy
• Birth or Adoption
• Military Duty
• Injured in Military Service
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FMLA Entitlements
• 12 weeks of unpaid leave (sometimes 26)
• Continuation of health insurance coverage
• Restoration to the same or equivalent position
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Provide FMLA Notices
• General Notice• Poster
• Handbook
• Notice of Eligibility within 5 days of request
• Notice of Rights and Responsibilities
• Notice of Designation
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Deal with Tough FMLA Issues
• Intermittent leave
• Non-covered family
• Discovery of misconduct
• Joint employer concerns
• Return to work issues
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ADA Refresher
• Emphasizes what employee can do
• Requires evaluating individual’s ability to perform
• May require a reasonable accommodation
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ADA Eligibility
• Employee has a “disability”• Physical or mental impairment that
substantially limits a major life activity
• History of impairment
• Regarded as having impairment
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ADA Obligation
• If an employee (or applicant) has a disability, the employer must provide a “reasonable accommodation” that allows the employee to perform the essential functions of their job.
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Reasonable Accommodations
• Determined on a case-by-case basis
• Employer may define essential functions
• Requires interactive process• Be sure to document this process
• If employee is “permanently disabled” under other laws, do notautomatically deny accommodation
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Final Questions?
Presented by:Jennifer Sandberg
Phone: (404) 240-4152 | Email: [email protected]
HRCI: Activity ?
SHRM: Activity ID ?
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Presented by:Jennifer Sandberg
Phone: (404) 240-4152 | Email: [email protected]
Thank You