Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
Legal And Regulatory Requirements Related To An Organization MansiGupta413277
Taking steps to meet your legal obligations might seem like a management no-brainer, but only fulfilling your minimum requirements might result in missed opportunities. Understanding the reasons for the various rules, laws and regulations that govern your business will help you take advantage of any benefits they offer while ensuring you stay in compliance at all times.
Adamson and anangu pitjantjatjara yankunytjatjara inc fwc decisionFlint Wilkes
QUT Business School - The Australian Centre of Philanthropy and Non Profit Studies
Implications of this case
In the context of the FW Act, a worker is bullied at work if an individual or group of individuals repeatedly behaves unreasonably towards the worker and that behaviour creates a risk to health and safety. This is an objective test. The FW Act does not define ‘unreasonable behaviour’, although the Explanatory Memorandum to the FW Act states that it would include victimising, humiliating, threatening or intimidating. APY Inc was required to have a Code of Conduct in place, but although this is a basic precaution for workplaces, its effect on Boards was not discussed in this case. It might be advisable to have specific Board policies in place to guide the conduct of Board meetings, and ensure that they meet the requirements of legislation.
Training Progam I delivered for a Pennsylvania Employer in 2013. Info should be closely checked to ensure it is in line with your company policies as well as home state laws and regs.
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
Legal And Regulatory Requirements Related To An Organization MansiGupta413277
Taking steps to meet your legal obligations might seem like a management no-brainer, but only fulfilling your minimum requirements might result in missed opportunities. Understanding the reasons for the various rules, laws and regulations that govern your business will help you take advantage of any benefits they offer while ensuring you stay in compliance at all times.
Adamson and anangu pitjantjatjara yankunytjatjara inc fwc decisionFlint Wilkes
QUT Business School - The Australian Centre of Philanthropy and Non Profit Studies
Implications of this case
In the context of the FW Act, a worker is bullied at work if an individual or group of individuals repeatedly behaves unreasonably towards the worker and that behaviour creates a risk to health and safety. This is an objective test. The FW Act does not define ‘unreasonable behaviour’, although the Explanatory Memorandum to the FW Act states that it would include victimising, humiliating, threatening or intimidating. APY Inc was required to have a Code of Conduct in place, but although this is a basic precaution for workplaces, its effect on Boards was not discussed in this case. It might be advisable to have specific Board policies in place to guide the conduct of Board meetings, and ensure that they meet the requirements of legislation.
Training Progam I delivered for a Pennsylvania Employer in 2013. Info should be closely checked to ensure it is in line with your company policies as well as home state laws and regs.
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral
1
Email Communication Responses – No. 1 Employment Law Compliance Plan
Email Communication Responses – No. 1 Employment Law Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request
With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.
Every decision taken, entails a res.
A friendly work environment, on the other hand, can motivate employees, extract the best out of them and can make work a play drill. In addition, it also encourages team bonding and team collaboration and whoosh! Success, success and success in all projects, challenges and even at daily tasks.
Some Basic Labor Laws that Benefit Employees and EmployersAmelia Figueroa
Labor laws are important for employees as well as employers. Labor laws ensure safe workplace practices and an equitable relationship between employees and employers. There are certain basic labor laws that are in force in the United States and we'll discuss them briefly in this article.
Driver Recruiting Summit: The Risks & Opportunities of Filling Your FleetHNI Risk Services
The driver shortage is a wicked problem in transportation. Industry experts shared their insight on how to attract the best drivers -- and how to make them stick around.
Hospitality Law:
Canadian Employment Legislation,
Health & Safety
In this video we will be talking about hospitality law and more specifically how laws in Canada can have a profound affect on how we engage in human resources management.
Objectives
Recognize how law is created in Canada
Examine Canadian Labour Law from the perspective of the restaurant industry – Requirements for employers and employees
Analyse Canadian Human Rights Act – fair employment practices, discrimination, workplace harassment and violence
Review a real-life example of a case of harassment in the restaurant
Understand how the Employment Standards Act influences the employee-employer relationship
Investigate Occupational Health and Safety Acts and what employees and employers must know about their accountability for workplace injuries and health hazards
Government Impact
Federal and provincial laws regulate the employee-employer relationship
Responsibility of HRM:
Stay up to date with laws, interpretations, and court rulings
Develop and administer programs to ensure company compliance with laws
Maintain an optimal workforce for the organization while providing a fair, safe workplace
3
Federal, Provincial and Municipal laws have an impact on how businesses are run and how employees engage with each other.
What is “law”?
Where is “law” created?
In this section of the presentation, we will discuss WHAT IS A LAW and how laws are created in Canada
Canadian Legal System
Canada has a dual system.
Law is created by
The government
Legislation and regulations
Created at federal, provincial and municipal levels
The courts
The courts create laws known as Common Law
Voice: It’s important to understand that in Canada we have a dual system of law, meaning that law can be created by the government at all levels, and additionally, the courts can create law in Canada. If a law is in dispute, the court will rule on it creating what is known as a “common law” which is just a binding as law created by government. FYI: The Supreme Court of Canada (Ottawa) is the highest court in Canada
Law in Canada that is created by the courts is referred to as “common law;” that is to say that common law is created when legislation or regulations are not clear or are in dispute and the courts have to make new ruling creating updated or new law.
Judges are asked to make decisions on these issues and those decisions become “common law”
Judges must follow the precedent (decisions) of judges at the same level or higher
5
Government Law
Government-made law is often referred to using the terms:
Legislation
Regulation
Act
Statute
Code
The Canadian Human Rights Act is one of our most important bodies of law
Voice: Government law can be made by:
The federal government
The House of Commons
The provincial government
The Ontario Legislative Assembly
The municipal government
Toronto City Council
Agencies given the power to create regulations
Toronto Public Health; Alcohol and ...
UBC Phar400-Employment Law & Interviewing 31Oct2014Gerry Spitzner
Overview of Canadian and BC employment law presented to 4th year UBC Pharmacy students. How it relates to the Pharmacy workplace, recruiting and interviewing to help students prepare their mid-term job description assignment.
Presented to 4th year Pharmacy students at UBC Pharmaceutical Sciences in the Phar400 Pharmacy Business Management course.
As part of the curriculum students are required to work in teams to create a new sustainable professional clinical service supported by a business plan. At the end of the semester the teams present in a "pitch" to classmates and a panel of judges. Winners are determined by their peers.
In this third presentation of the semester we review Employment Law and the rules that govern the workplace in Canada and in particular British Columbia.
Learning objectives:
>Human Rights Act and BC Human Rights Code
>Employment Standards Act
>Labour Relations
>Workers Compensation Act
>Personal Information Protection Act (PIPA)
>Employment interviews
In this presentation, you will learn the basics about employment discrimination and the US Equal Employment Opportunity Commission's involvement. You will learn what is considered discrimination, what types of employers are covered under the law, and how time you have to file a charge of discrimination with the EEOC.
In today’s business climate in Ontario, change is everywhere and companies must adapt to survive. HR compliance and due diligence remains a critical consideration for competitive success. Ensure that your company has the right information and tools to comply with highly complex, ever-changing HR laws and employment laws.
Price will ALWAYS seem high if value is perceived as low!
Customers don’t want cheap, they want BEST Value for their dollar.
You will lose in long run when focus on price comes from:
Poor Product Knowledge
Poor Client Knowledge
Poor Sales Skills
When it comes to revenue, customer retention is hugely important to consistent growth and financial planning. The more committed customers you have for the next financial quarter, the easier it is to meet your sales goals. As the old verse goes, “Make new friends, but keep the old. One is silver, the other gold.”
“If you can master only one skill in selling, become a master prospector. It will guarantee your future success.”
Quote from Tim Conner’s book: “Soft Sell: The New Art of Selling, Self Empowerment and Persuasion”
THIS IS A FACILITATOR'S GUIDE FOR USE IN DEVELOPING BEST PRACTICES AMONG EXISTING SALES FORCE. THIS PRESENTATION SHOULD BE USED TO FACILITATE SMALL GROUP BREAKOUT SESSIONS TO IDENTIFY AND SHARE BEST PRACTICES WITH LARGER GROUP.
This document addresses eye, face, head, hand, foot, torso, respiratory, noise, and fall protection. It will serve as the Personal Protective Equipment (PPE) Certification document required to satisfy the federal requirements of the Occupational Safety and Health Administration (OSHA) Standard, 29 CFR 1910.132 Subpart I‐ Personal Protective Equipment.
The attached is most recent data (May 2015) published by the BLS and lists states in alpha order; highest median wages are highlighted in blue, and lowest median wages are highlighted in red. Pennsylvania has the 5th largest population of employed Tool & Die Makers, but is 34th in median pay for this craft at $22.08/hour. The state of Washington is highest median pay at $33.22/Hour. Louisiana has the lowest median wage of $19.58/hour. Don't be surprised if lower ranked states start seeing more job ads as it becomes increasingly more difficult to find qualified Tool & Die Makers.
New Jersey is top paying State for HR Managers when considering Percentiles of Pay, From 10th percentile to 75th Percentile. Top 10 are:
1. New Jersey
2. District of Columbia
3. Rhode Island
4. Colorado
5. Delaware
6. Maryland
7. New York
8. Connecticut
9. Pennsylvania & Virginia (tied)
10. Texas
The "Professional Exemption' requires "Advanced Knowledge" which cannot be attained at the high school level. Requisite knowledge must be customarily acquired by a prolonged course of specialized intellectual study. In some subjects, however, the specialized intellectual study may be acquired by a combination of intellectual study and work experience. The salary test will also increase under "Final rule" anticipated to be published in 2016, going from $455/week to ~$970/week.
The attached checklist can be used to assist in documenting that a position meets the federal "Executive Exemption" criteria.
Although current salary test is $455/week, it is anticipated to increase to $970/week in 2016 after the "Final Rule" is published.
Administrative Exemption
To qualify for the administrative employee exemption, all of the following tests must be met:
• The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not
less than $455 per week;
• The employee’s primary duty must be the performance of office or non-manual work directly related to
the management or general business operations of the employer or the employer’s customers; and
• The employee’s primary duty includes the exercise of discretion and independent judgment with respect
to matters of significance.
This checklist should help document and validate the position meets these FLSA requirements
LEGISLATION AS WRITTEN APPLIES TO EMPLOYEE BEING EXCUSED FOR ACTUAL TIME OF RESPONDING TO THE EMERGENCY EVENT, WHICH COULD BE INTERPRETED TO INCLUDE A REASONABLE PERIOD OF TIME TO GET BACK HOME TO CHANGE CLOTHING AND THEN RETURN TO WORK. This form can be printed two-sided on Company Stationary. One side of this form provides the employee a copy of the applicable PA law and on the other side is a release form completed by a responsible Fire Company/Emergency service officer and given to the volunteer to present to his/her supervisor upon return to work and includes an explanation of the emergency response occurrence.
You may need to spend some time on this analysis since it somewhat complex, however, if you have never analyzed your UC Rate notice it is time well spent! I am hoping you will be able to follow this algorithm using your company’s PA UC Contribution Rate Notice and work your way through the analysis I’ve outlined below to gain a better understanding of what you are paying to the (PA) Commonwealth each year for UC Taxes, and why you are paying the rate assigned.
2. Employment Law ComplianceEmployment Law Compliance
As an employee, you are given
information regarding many subjects,
benefits, job responsibilities,
business objectives, etc.
Managing employees according to
legal requirements is also one of the
responsibilities we take seriously at
ABC INC..
No one can say they are too busy to
understand and abide by legal
requirements.
3. Employment Law ComplianceEmployment Law Compliance
Purpose of Training:
Understanding and adhering to the laws governing
employee management is critical to the success of our
business and is a condition of employment.
The purpose of this session is to provide you with
information regarding key federal laws governing
employee management.
State employment laws will be enforced by the sites.
4. Employment Law ComplianceEmployment Law Compliance
ABC INC. is committed to:
– High moral and ethical standards
– Conducting business with honesty
and integrity
– Complying with all applicable laws
– Meeting obligations to all who have a
personal, professional or financial
stake in what we do
5. Employment Law ComplianceEmployment Law Compliance
Every manager is personally
responsible and accountable
for meeting all legal
requirements when making
decisions that will impact
employees.
6. Employment Law ComplianceEmployment Law Compliance
ABC INC., as an employer, is subject to many
federal and state laws governing the
treatment of employees.
We are committed to abiding by these laws
and creating a workplace that is mentally and
physically healthy for all our employees.
7. Federal Employment LawsFederal Employment Laws
This training covers the following areas:
EEO
Affirmative Action
Non-Harassment
Disability
Employee Leave Benefits
Sexual Harassment is covered in a
separate reference
8. Federal Employment LawsFederal Employment Laws
Equal Employment Opportunity
(EEO):
Civil Rights Act of 1964
Age Discrimination in Employment Act of 1967
Equal Pay Act of 1963
Immigration Reform & Control Act of 1986
Pregnancy Discrimination Act of 1978
9. Federal Employment LawsFederal Employment Laws
Affirmative Action:
Executive Order 11246
Rehabilitation Act of 1973
Vietnam Era Veterans Readjustment
Assistance Act of 1974
Veterans Employment Opportunities Act of
1998
12. Federal Employment LawsFederal Employment Laws
Employee Leave Benefits:
Family and Medical Leave Act
Jury Duty Leave
Uniformed Services Employment &
Reemployment Rights Act of 1994
Pregnancy Leave
13. Federal Employment LawsFederal Employment Laws
We will look at each of these categories in
more detail. You will learn more about
the requirements of each law.
14. Equal Employment OpportunityEqual Employment Opportunity
EEO:
The Civil Rights Act of 1964 offers the broadest
employment protections for employees. It says
managers may make decisions about hiring,
firing, training, compensation, job assignments,
and any other conditions of employment based
upon legitimate business criteria, but NOT based
on:
15. Equal Employment OpportunityEqual Employment Opportunity
Race
Color
Religion
National Origin
Sex (Including sexual harassment and
pregnancy)
Equal Employment Opportunity means
“Equal Access” for qualified people.
16. Equal Employment OpportunityEqual Employment Opportunity
If we consider someone’s race, color, sex,
religion, or national origin in our employment
decisions we are illegally discriminating.
Since race, color, sex, religion and national
origin have nothing to do with anyone’s ability
to do a job, they may not be considered in
our decision making.
17. Equal Employment OpportunityEqual Employment Opportunity
The Age Discrimination in Employment Act
of 1967 says we may not make our
employment decisions based on the age of
an applicant or employee. It protects people
over the age of 40. With few exceptions,
employees may not be forced to retire at
any given age either.
18. Equal Employment OpportunityEqual Employment Opportunity
The Equal Pay Act of 1963 tells us we must pay
men and women equally if they are doing the
same jobs under the same conditions. It is not
acceptable to pay a woman less than a man if
they are performing the same work. It is
acceptable to implement a fair compensation
system like that used at ABC INC..
19. Equal Employment OpportunityEqual Employment Opportunity
The Immigration Reform & Control Act of
1986 requires every employer to obtain
documented proof that each new employee
has the right to work in this country and
that they are who they claim to be.
It prohibits discrimination based on national
origin.
20. Equal Employment OpportunityEqual Employment Opportunity
Under the Immigration Reform & Control Act
of 1986 new employees have 72 hours to
deliver to ABC INC. the documents required
to support their I-9 Form entries.
If those documents are not delivered in the
3-day period, the law says the company
must remove that employee from the
payroll.
21. Equal Employment OpportunityEqual Employment Opportunity
The I-9 Form specifies which documents
are acceptable to prove identify and which
are acceptable to prove right to work in this
country.
It is common to have people offer
passports, social security cards, driver’s
license or special visas to satisfy these
requirements.
22. Equal Employment OpportunityEqual Employment Opportunity
The Pregnancy Discrimination Act of 1978
offers protection to all pregnant female
employees, regardless of length of service. It
requires ABC INC. and other employers to
offer the same disability benefits to pregnant
women as to any other disabled employee.
Pregnancy leave comes with a guaranteed
return to the same or similar job at the same or
similar pay under the same or similar working
conditions and location.
23. Equal Employment OpportunityEqual Employment Opportunity
Equal Employment Opportunity (EEO)
laws prohibit us from making employment
decisions using:
Race
Color
Religion
National Origin
Sex
Age
Compensation differences based on sex or race
24. Equal Employment OpportunityEqual Employment Opportunity
If you believe you have experienced illegal
discrimination, you may file a complaint with
ABC INC.. Your complaint will be
investigated thoroughly and you will receive
feedback about the result.
25. Equal Employment OpportunityEqual Employment Opportunity
Everyone is entitled to exercise their right to file
their complaint with a state or federal
enforcement agency.
Once an external agency begins its
investigation, the company may no longer
discuss the problem with you directly. All
communication about your complaint must be
through the enforcement agency.
26. Equal Employment OpportunityEqual Employment Opportunity
It is often faster to ask the company to
investigate your complaint. If you are not
satisfied with the result, you may still ask for
help from a state or federal agency.
If you wish the company to investigate your
complaint contact your HR representative, a
supervisor you can trust, or call the Ethics
Helpline at 1-888-912-2112
27. Affirmative Action ProgramsAffirmative Action Programs
Affirmative Action is a program developed by
the federal government to force vendors and
contractors to implement equal employ-ment
opportunity programs.
Affirmative Action is an “outreach and
recruiting program” to assure we have
diversity in our candidate pools from which
employees are selected.
28. Affirmative Action ProgramsAffirmative Action Programs
Affirmative Action Plans must be
developed and updated each year.
There are requirements that we
establish outreach and recruiting
programs for:
– Minorities and Women
– Disabled
– Veterans
29. Affirmative Action ProgramsAffirmative Action Programs
Affirmative Action for Minorities & Women
Requires statistical analysis of our
workforce by race and sex so we know
where to place our future recruiting efforts.
Requires narrative description of our
company’s support of community programs,
special recruiting efforts, and identification
of numerical imbalance of minorities or
women in portions of our workforce.
30. Affirmative Action ProgramsAffirmative Action Programs
Affirmative Action for the Disabled requires
Outreach and recruiting of qualified
disabled individuals
Accommodation for people who need it
and are otherwise able to perform the
job’s essential functions
31. Affirmative Action ProgramsAffirmative Action Programs
Affirmative Action for Veterans requires
Outreach and recruiting of qualified veterans
and disabled veterans.
Accommodation for people who need it and
are otherwise able to perform the job’s
essential functions.
32. Affirmative Action ProgramsAffirmative Action Programs
The Rehabilitation Act of 1973 required
accommodation for disabilities long before
anyone had heard of the Americans With
Disabilities Act (ADA). It applies only to
contractors who sell goods or services to the
federal government.
33. Affirmative Action ProgramsAffirmative Action Programs
The Vietnam Era Veterans Readjustment
Assistance Act of 1974 was specifically
designed to help Vietnam veterans and
disabled veterans.
In 1998, the Veterans Employment
Opportunities Act was passed by
Congress to extend the affirmative action
umbrella to all veterans of any recognized
war or military campaign.
34. Affirmative Action ProgramsAffirmative Action Programs
As an affirmative action employer, ABC INC.
invites veterans and people with disabilities to
self-identify. All disabled employees are
invited to request job accommodation if
necessary in the employee’s view. The
company seriously considers every request.
35. Affirmative Action ProgramsAffirmative Action Programs
You are welcome to review your site’s
Affirmative Action Program for Veterans and
People with Disabilities by visiting the Human
Resource Office.
38. Non-HarassmentNon-Harassment
One of the most often talked-about forms of
harassment is sexual harassment. Because sexual
harassment is more complex, the subject is covered
separately in the last reference item, identified as
“Sexual Harassment in the Workplace”
A copy of this brochure can be obtained by printing a
copy or asking your HR Representative for a copy of
the brochure.
39. Non-HarassmentNon-Harassment
Hostile environment harassment is any
verbal, physical, or visual conduct which
interferes with a person's job performance,
or creates an intimidating offensive working
environment even if there is no tangible or
economic loss.
Examples are ethic emails, jokes or slurs,
offensive pictures, treating people in hostile
manner because of their race, age, etc.
40. Non-HarassmentNon-Harassment
The majority of complaints involve subtle
forms of harassment such as casual remarks
disguised as social interactions. Individuals
sometimes think that it is acceptable
because they have such a good relationship
with the individual.
These subtle infringements are the hardest
to detect and but just as damaging and just
as illegal.
41. Non-HarassmentNon-Harassment
ABC INC. has a complaint process for
employees who feel they have been
victims of harassment.
No employee will experience retaliation for
filing a complaint of harassment or any
other type of discrimination.
42. DisabilityDisability
Violations of the ADA or the Rehabilitation
Act are considered illegal employment
discrimination.
Failing to make a reasonable accommoda-
tion when requested is only permitted if the
company can show that doing so would be
an “undue hardship.” There are few
situations that would pose an undue
hardship for ABC INC..
43. DisabilityDisability
When the company makes an accommoda-tion to a
disabled employee, it is not offering special
treatment. All disabled employees are expected to
perform the essential functions of their jobs.
All managers and employees must recognize that
disability accommodation is a legal requirement that
helps ABC INC. retain productive workers.
44. DisabilityDisability
A disabled employee may identify herself or himself
at any time.
Once someone identifies himself or herself as
disabled, they may or may not feel it necessary to
request a job accommodation.
Requests for job accommodation must be initiated
by the disabled employee - just contact your HR
Representative or talk to your manager.
45. Employee Leave BenefitsEmployee Leave Benefits
Family and Medical Leave
ABC INC. is subject to the Family and Medical Leave Act which
requires us to offer up to 12 weeks of non-paid time off for
A serious health condition that makes the employee unable to perform his or
her job;
Birth and care of a newborn child;
Adoption or foster care of a child;
Care of the employee’s spouse, child or parent who has a serious health
condition.
Eligible employees with a spouse, son, daughter, or parent on active duty or
call to active duty status in USA Military Branch of Service including
National Guard, or Reserves in support of a contingency operation may
use their 12-week leave entitlement to address certain qualifying exigencies
Eligible employees may take up to 26 weeks of leave to care for a
covered service member during a single 12-month period.
46. Employee Leave BenefitsEmployee Leave Benefits
To be eligible for Family and Medical Leave,
an employee must have worked at least
1,250 hours for ABC INC. in the last 12
months.
47. Employee Leave BenefitsEmployee Leave Benefits
Family and Medical Leave does not have to
be taken all at once.
For example, if circumstances require an
employee to be absent one day a week for
chemotherapy, the leave would apply to
those days and is called “Intermittent
Leave.”
48. Employee Leave BenefitsEmployee Leave Benefits
During Family and Medical Leave, the
company will continue to pay its regular
contribution to employee health insurance
coverage.
Employees are guaranteed a return to work
at their former job following a Family and
Medical Leave.
49. Employee Leave BenefitsEmployee Leave Benefits
Often, state laws must be considered when
determining an employee’s Family and
Medical Leave benefits.
If you need more information about how
Family and Medical Leave can help you,
please call your Human Resource office.
They will get you the answers you need.
50. Employee Leave BenefitsEmployee Leave Benefits
Jury Duty Leave
When an employee is called to serve on a jury, or
to act as a witness in a court case, they will be
placed on Jury Duty Leave or Witness Duty
Leave.
Unless the employee wishes to use vacation time
or other paid time off, this leave will be unpaid.
51. Employee Leave BenefitsEmployee Leave Benefits
Employees called to Jury Duty or Witness
Duty will usually be asked to provide their
supervisor with a copy of the summons
showing that they must appear in court.
A copy of the official “Release from Jury Duty”
may also be required by supervisors.
52. Employee Leave BenefitsEmployee Leave Benefits
Military Leave
Employees who are members of the U.S.
uniformed services will be excused from work
when they are called to active duty for any
reason.
This leave is non-paid time.
53. Employee Leave BenefitsEmployee Leave Benefits
Military Leave may involve service in the
armed forces or in another uniformed service,
such as the National Health Service.
State National Guard members are also given
Military Leave when they must report for
active duty.
54. Employee Leave BenefitsEmployee Leave Benefits
Employees are guaranteed a return to their
former jobs when their Military Leave has
ended.
Your Human Resource office can explain the
amount of time you will have to return to your
job once you are released from active duty.
Those periods vary depending on how long
you have been gone.
55. Pregnancy Leave
Pregnant employees will be treated like any
other employee if they are disabled from work
due to their pregnancy. Our policy for non-
work-related disabilities will be used.
As with other disabilities, we will be guided by
the input from medical professionals caring
for the employee.
Employee Leave BenefitsEmployee Leave Benefits
56. Employee Leave BenefitsEmployee Leave Benefits
It is common for state laws to influence how
pregnancy disabilities are handled by ABC
INC..
If you have questions about Pregnancy
Leave, talk with your Human Resource office.
57. Employee Leave BenefitsEmployee Leave Benefits
Employees on Pregnancy Leave are
guaranteed a return to their former job when
released by their health care professional.
58. SummarySummary
You have just completed your review of
employment laws covering:
EEO
Affirmative Action
Disability
Employee Leave Benefits
Non Harassment
Disability
Leaves
59. SummarySummary
If you have a question or concern, we
encourage you to contact the HR Manager,
any member of the management team, or the
company president
___________________________