As featured in #WorkforceWednesday: This week, we break down the enforcement of the Pregnant Workers Fairness Act (PWFA), the U.S. Equal Employment Opportunity Commission’s (EEOC’s) EEO-1 report filing delay, and the U.S. Department of Labor’s (DOL’s) recent opinion on the Family and Medical Leave Act (FMLA).
Most employers are well versed in the FMLA requirements; however, I recently received a call from one of our hospitality clients seeking guidance on administering intermittent FMLA leave. Specifically, the hotel was seeking advice on how to manage a Housekeeping Department employee who was approved for intermittent FMLA leave and had recently increased the frequency of his days off with little or no notice of the need for leave.
Notably the FMLA and supporting regulations do not provide much guidance for employers. It is clear from the regulations ...
Recent Updates
- Executive Order 14398 Survives Preliminary Challenge: What Contractors and Subcontractors Should Know with Respect to DEI
- How Employers Can Manage Shorter EEOC Charge Response Deadlines
- Menopause as a Protected Class: Growing Trend or a Hot Flash?
- The Second Circuit Joins Fellow Circuits in Extending Limitations on Mandatory Arbitration Agreements
- Updating Your First Aid Kit: What Employers Need to Know About Opioid Antagonist Requirements in New York