As employers continue to grapple with the ever-changing legal landscape of COVID-era regulations, 2021 will bring changes to the traditional realm of employment law in dozens of jurisdictions.
While payment of benefits under Connecticut Paid Family and Medical Leave Act will not start before January 2022, important employer obligations take effect in less than two months.
Although some courts have upheld an employer’s right to require an employee to notify multiple parties about FMLA leave, others have limited employer options.
The Oregon Bureau of Labor and Industries recently made permanent a previously issued temporary rule expanding the Oregon Family Leave Act to include the need to care for a child whose school or child care provider has closed.
On September 1, 2020, Sacramento County, California, enacted the Worker Protection, Health, and Safety Act of 2020, which obligates employers to provide supplemental paid sick leave, among other requirements.
On September 29, 2020, New York City Mayor Bill de Blasio signed New York City Council Int. No. 2032-A, which largely brings the New York City Earned Safe and Sick Time Act into alignment with state law.
With the November 3, 2020 general election one month away, New York employers must remember that New York’s Election Law grants employees working in New York paid time off to vote and also imposes specific, time-sensitive posting requirements.
