This blog series provides the latest happenings in leave, disability, and accommodations. Stay in the loop with regulatory news, essential resources, and actionable steps to help you navigate the ever-changing landscape. Join us as we share information to help you stay connected and compliant!

  • Statutory Update – COVID-19 Legislation; DC PFML Amendment, MD & NV Kin Care, OFLA Amendment & More June 10, 2021

    On May 18, the LA County Board of Supervisors enacted an urgency ordinance requiring private employers to provide paid time off to their employees who perform work in the unincorporated areas of the county for the purpose of obtaining the COVID-19 vaccine. Leave entitlement is up to four hours per injection (pro-rated for part-time employees based on weekly schedule), but is available only if the employee has exhausted leave under the state’s COVID-19 Supplemental Paid Sick Leave law. This time may also be used for recovery from any post-vaccination symptoms that prevent the employee from being able to work or telework.

  • Statutory Update – Washington State’s Long-Term Care Law May 19, 2021

    In 2019 Washington State passed a new law to create the Long-Term Services and Supports Trust Fund (LTSS), now called the WA Cares Fund (WCF), which will pay long-term care benefits to eligible individuals beginning January 1, 2025. Upcoming Key Dates: October 1, 2021: Window for individual exemptions opens (available for those with LTC policies effective prior to November 1, 2021); January 1, 2022: Employee contributions begin (payroll tax takes effect).

  • Statutory Update – COVID-19 Legislation; Pending Federal Paid Leave, PFML Updates, IL and NM Paid Sick Leave & More May 14, 2021

    On April 21 Chicago‘s City Council passed Substitute Ordinance 2021-1219, which prohibits employers from taking adverse action against any employee who takes time off during work hours to obtain COVID-19 vaccination.  If the employer requires employees to be vaccinated, this time must be paid at the employee’s regular rate of pay, for up to four hours per injection.  If vaccination is voluntary, employees must be allowed to use available paid time off. Employers in violation of the ordinance face fines between $1,000 and $5,000.  In addition, an employee who brings civil action in response to retaliatory action may be entitled to reinstatement, as well as damages of up to three times the employee’s missed wages and applicable attorney’s fees.

  • Statutory Update – COVID-19 Legislation; TX & VA Paid Sick Leave, AZ & VA Anti-Discrimination, KY Adoption Leave April 9, 2021

    State and Local Emergency Paid Sick Leave – While paid COVID-19 leave is no longer mandated on a federal level, state and local requirements are still in place. Below is a copy of the summary of Emergency Paid Sick Leave (EPSL) extensions last provided in our March 17 Statutory Update, with updates to California State, the District of Columbia and Philadelphia, PA noted.

  • Statutory Update – Federal, State & Local COVID-19 Legislation March 17, 2021

    On March 11 President Biden signed the American Rescue Plan Act of 2021 (H.R. 1319/Public Law No: 117-2). The law provides $1.9 trillion for COVID-19 relief, including a $150 million allocation to Department of Labor (DOL) agencies. Among the employment-related provisions in the Act are: (1) Extension of tax credits for employers originally subject to the Families First Coronavirus Response Act (FFCRA) who voluntarily provide paid leave in accordance with FFCRA’s Emergency Paid Sick Leave (EPSL) and/or Emergency Family and Medical Leave (EFML) requirements, from April 1 through September 30, 2021.*

  • Statutory Update – COVID-19 Leave Legislation; WA PFML February 10, 2021

    Our January 12 Statutory Update noted that, while COVID-19 paid leave required by the Families First Coronavirus Response Act (FFCRA) expired effective December 31, 2020, the Consolidated Appropriations Act (CAA, H.R. 133) allows employers to elect to continue to offer their employees Emergency Paid Sick Leave (EPSL) and/or Emergency Family and Medical Leave (EFML) through March 31, 2021.

  • capital building with flag Statutory Update – COVID-19 Legislation; FMLA, CFRA/PDL, MA PFML, Westchester County ESL January 12, 2021

    Expiration of FFCRA Leave Requirements. The Consolidated Appropriations Act (H.R. 133), signed December 27, confirmed that Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave (EFML) required under the Families First Coronavirus Response Act (FFCRA) would expire December 31, 2020. For any employee taking a period of FFCRA leave on December 31, leave ended at the end of that day. Under the Act, however, employers may choose to continue to offer these leave entitlements and, if they do so, claim the payroll tax credits for leaves taken by employees through March 31, 2021.

  • Statutory Update – 2021 Statutory Disability and Paid Family Leave Benefits and Rates December 15, 2020

    This update serves as extension from the full Statutory Update on 12/15. This post contains tables of the 2021 Statutory Disability and Paid Family Leave Benefits and Rates.

  • Statutory Update – COVID-19 Legislation; Reminders, CO HFWA, 2021 Statutory Disability & Paid Family Leave Benefits and Rates December 15, 2020

    On November 13 Philadelphia’s Department of Labor issued emergency regulations addressing the interplay of the city’s accrued paid sick leave law (Promoting Healthy Families and Workplaces, Phila. Code §9-4100) and the recently enacted Public Health Emergency Leave (PHEL) and Healthcare Epidemic Leave (see our March 20 and October 5 Updates for more details).

  • Statutory Update – COVID-19 Legislation, CO PFML, CT PFML, NY PSL, NYC ESTA, 2021 Benefits & Rates November 13, 2020

    State and Local Legislation: COVID-19 Emergency Paid Sick Leave Updates. San Francisco, CA – On October 20 San Francisco’s Board of Supervisors extended the Public Health Emergency Leave Ordinance (PHELO) through December 12, 2020. (See our October 5, July 31 and May 1 Updates for additional details). District of Columbia – On October 7 the mayor of the District of Columbia signed Order 2020-103, which extends all of the mayor’s orders related to the declared public emergency and public health emergency currently in effect, through December 31, 2020. Included in these are the Paid Public Health Emergency Leave and the temporary expansion of DC FMLA. (See our September 1 Update for additional details.)

  • Statutory Update – COVID-19 Legislation, 2021 Updates, CA Changes, CT PFML, NYC & More October 5, 2020

    The Department of Labor (DOL) has responded to the August 3 U.S. District Court for the Southern District of New York (“the Court”) ruling that challenged four limitations of FFCRA paid leave eligibility. On September 11 the DOL issued revised regulations, effective September 16: Work Availability: The DOL regulations indicate that for some qualifying reasons for Emergency Paid Sick Leave (EPSL) or Emergency Family and Medical Leave (EFML) the employer must have work available (i.e., the employee would miss paid work time). The Court found this illogical and the DOL’s reasoning deficient, and struck down the entire requirement. This effectively expanded the pool of employees eligible for FFCRA leave to those who have been furloughed.

  • Statutory Update – COVID-19 Legislation, MA PFML Private Plans, NY Paid Sick Leave & More September 1, 2020

    Families First Coronavirus Response Act (FFCRA) Updates. New York Ruling: On August 3 the U.S. District Court for the Southern District of New York (“the Court”) issued a ruling that invalidates four limitations of FFCRA paid leave eligibility outlined in the Department of Labor’s (DOL) April 1 regulations: Work Availability: The DOL regulations indicate that for some qualifying reasons for Emergency Paid Sick Leave (EPSL) or Emergency Family and Medical Leave (EFML) the employer must have work available (i.e., the employee would miss paid work time). The Court found this illogical and the DOL’s reasoning deficient, and struck down the entire requirement. This effectively expanded the pool of employees eligible for FFCRA leave to those who have been furloughed.

About the Authors
Headshot of Absence, Disability, & Life Director of Compliance, Jim Jantz

Jim Jantz, JD

Jim Jantz is the Absence, Disability, & Life (ADL) Director of Compliance at Marsh McLennan Agency. As an attorney specializing in ADL compliance, Jim is a trusted expert in navigating the complexities of federal, state, and local disability and leave laws/regulations. He serves as the go-to resource for clients, practice leaders, and account teams, providing invaluable guidance on regulatory issues. With extensive experience in LOA, accommodations, and employee benefits management, Jim brings a wealth of expertise to compliance consultation.

Missy Young

Missy Young has been with Marsh McLennan Agency for more than 20 years, joining the Absence, Disability & Life (ADL) practice in 2016. In addition to her role as a Consultant on the ADL account management team, Missy helps colleagues and customers navigate the complex and rapidly changing disability, leave, and accommodations laws through the Statutory Update posts and various other resources.