Headlines about "Family and medical leave, incl. FMLA"
Gathered from the web by the editors at BenefitsLink.com.
[Guidance Overview] New Jersey Enacts Paid Family Leave Law (PDF)
4 pages. Excerpt: "On May 2, 2008, New Jersey Governor Jon Corzine signed the New Jersey Paid Family Leave Insurance Law (A-873; S-786). . . . The law's stated purpose is to 'increase workplace productivity and alleviate the enormous and growing stress on working families of balancing the demands of work and family needs.'" (Seyfarth Shaw LLP)
Paid Maternity Leave Still on Wishlist for Many U.S. Mothers
Excerpt: "In a selection of 19 countries with comparable per capita income, the United States provides the fewest maternity leave benefits in both length of leave and paid time off . . . . This is considered separate from any disability insurance for which one may qualify. In fact, the United States falls two weeks short of the International Labor Organization's basic minimum standard of at least 14 weeks general leave. It is also the only country not to guarantee some amount of leave with income." (Economic Policy Institute)
[Guidance Overview] New Jersey's Paid Family Leave Law: The Hidden Costs to Employers
Excerpt: "Unlike the federal Family and Medical Leave Act (FMLA) and the New Jersey Family Leave Act (NJFLA), which generally cover the full-time workforce of employers with 50 or more employees, the Paid Family Leave Law covers all New Jersey employers subject to the unemployment compensation law, regardless of the number of employees they employ." (Littler Mendelson P.C.)
House Bill Would Permit FMLA Leave for Victims of Violent Crimes
Excerpt: "Rep. Rahm Emanuel (Ill.), along with seven cosponsors, has introduced the Crime Victims Employment Leave Act (H.R. 5845), which would amend the Family and Medical Leave Act (FMLA) to permit FMLA leave for victims of violent crime and domestic violence and immediate family members of such victims to attend court proceedings relating to the crimes." (Wolters Kluwer)
[Guidance Overview] New Jersey's New Paid Family Leave Law (PDF)
3 pages. Excerpt: "New Jersey Governor Jon Corzine has just signed a new law that provides New Jersey employees with up to six weeks of paid leave to care for seriously ill family members, newborns or newly adopted children. The new family leave benefits will be funded through an increase in employee payroll taxes." (Buck Consultants)
New Jersey Governor Signs Paid Family Leave Bill
Excerpt: "Under the new law, which will go into effect next year, parents can take paid leave any time during the first year after a child's birth or adoption. Employees also can take leave to care for a seriously ill child, spouse, parent or domestic partner receiving inpatient care in a health care facility or under continuing supervision of a health care provider." (Business Insurance)
[Guidance Overview] DOL's New 'Military Leave' FMLA Notice
Excerpt: "A new 'Military Family Leave Notice' was issued by the U.S. Department of Labor to describe the expanded Family and Medical Leave Act rights related to military service. Designed to supplement the existing FMLA poster, all employers covered by the FMLA are required to post notice of the new provisions. The new Notice can be found at: www.dol.gov/esa/whd/fmla/NDAAAmndmnts.pdf." (Deloitte via BenefitsLink.com)
[Guidance Overview] Medical Leave – Is One Certification Enough? (PDF)
4 pages. Excerpt: "On April 7, 2008 the California Supreme Court handed down its opinion in Lonicki v. Sutter Health Central. In a fractured 3-3-1 decision, the Court held that an employer is not precluded from challenging an employee's serious health condition simply because the employer did not obtain a third opinion regarding the employee's condition. The Court also held that an employee's ability to continue to perform a similar job on a part-time basis for another employer following a request for leave is not conclusive evidence that the employee is able to perform the same work for the original employer." (Seyfarth Shaw LLP)
[Opinion] New Labor Dep't Proposed Rules for FMLA
Excerpt: "The comment period ended on Friday, April 11, 2008, and over 4000 comments had been filed. Debate on the changes is very hot at the moment. Workers worried about the economy and their job security do not want to see these changes implemented and are pushing Congress for some sort of paid leave." (Workplace Prof Blog)
[Guidance Overview] DOL's Proposed FMLA Regulations
Excerpt: "On February 12, the Department of Labor (DOL) proposed the first new regulations under the Family and Medical Leave Act of 1993 (FMLA) since 1995. In this article, we'll discuss many of the key FMLA issues, trying to focus somewhat equally on what the proposed regulations tell us, what's different in the proposed regulations, and what guidance is still needed." (JPMorgan Chase & Co.)
Sweeping Changes Debated for Landmark Family and Medical Leave Act
Excerpt: "Under proposals being considered by the Labor Department, workers would have to tell their bosses in advance when they take nonemergency leave, instead of being able to wait until two days after they left. They would have to undergo 'fitness-for-duty' evaluations if they took intermittent leave for medical reasons and wanted to return to physically demanding jobs. To prove that they had a 'serious health condition,' they would have to visit a health-care provider at least twice within a month of falling ill. What's more, employers would have the right to contact health-care providers who authorized leave." (The Washington Post; free registration required)
House Bill Would Grant FMLA Leave for Crime Victims
Excerpt: "Violent crime and domestic violence victims and their families would get time off from work for required court proceedings under a bill introduced in the U.S. House of Representatives." (PLANSPONSOR.com; free registration required)
[Guidance Overview] DOL Issues Proposed Rule to Revise Regs for FMLA and Seeks Comments on Regs Regarding Leave in Connection with Family Members Serving in the Armed Forces
Excerpt: "The test for whether an employee is eligible for either of the two types of leave is the same as the test that determines whether the employee is eligible for other FMLA leave: the employer must employ at least fifty employees, the employee must have been employed by the employer for at leave twelve months and must have worked at least 1,250 hours, etc. Because the NDAA amends the FMLA, FMLA-type procedures should be used as may be appropriate (for example, procedures regarding substitution of paid leave and notice)." (Thelen Reid Brown Raysman & Steiner LLP)
[Guidance Overview] FMLA Update - Have You Posted the New Information?
Excerpt: "One thing that all employers covered by the FMLA should do immediately if they have not already done so is to post the Notice that the DOL did issue that advises employees of their new rights to military family leave. [T]he Notice can be obtained directly from the DOL's website [http://www.dol.gov/esa/whd/fmla/NDAAAmndmnts.pdf]." (Porter Wright Morris & Arthur LLP)
House Committee Passes Federal Employees Paid Parental Leave Act
Excerpt: "On Wednesday, April 16, the Committee passed H.R. 5781, the Federal Employees Paid Parental Leave Act of 2008, which would provide four weeks of paid parental leave for all federal employees. Employees will also for the first time be allowed to use their accrued sick leave for an additional eight weeks of paid leave. By combining the four weeks of paid parental leave with earned sick leave, many federal employees will now be able to get paid for the full 12 weeks of parental leave that is their right under the existing Family and Medical Leave Act." (U.S. House of Representatives, Committee on Oversight and Government Reform)
[Guidance Overview] New Jersey to Provide Payments to Workers Taking Leave to Care for Dependent Family Members (PDF)
4 pages. Excerpt: "On April 7, after several years of intensive lobbying and legislative negotiations, the New Jersey Senate passed an Assembly bill that, once signed by the governor, will make New Jersey the third state to provide state payments for workers on leave to care for dependent family members. Governor Corzine has announced that he intends to sign the bill. The bill amends New Jersey's Temporary Disability Benefits Law (TDBL) such that, commencing July 1, 2009, employees taking 'family temporary disability leave' shall be eligible to apply to the state for up to six weeks of disability benefit payments." (Morgan, Lewis & Bockius LLP)
Federal Employee Paid Family-Leave Plan Is Reduced to Four Weeks
Excerpt: "A proposal to provide eight weeks of paid parental leave to federal employees was cut to four weeks by a key House Democrat yesterday as Republicans expressed concerns about the benefit's cost." (The Washington Post; free registration required)
FMLA Practices and Perspectives: Reactions to the Proposed FMLA Changes and New Military Provisions
Excerpt: "Forty-nine percent . . . of intermittent FMLA absences are scheduled, but most intermittent leave users (81 percent) are providing no more than a 24-hour notice, and over half give notice the day of the absence or later. . . . It is possible that employers don't agree on what it means for an absence to be 'scheduled,' but clearly by the notice period results, the overwhelming majority of intermittent leave users are providing little, if any, advance notice of their need to be absent." (WorldatWork)
[Guidance Overview] Multiemployer Bulletin on FMLA Amendments (PDF)
Excerpt: "Multiemployer plan sponsors should review their FMLA policies, plan provisions and employer reporting rules to assure that the policies accurately reflect the needs of the plan with respect to FMLA implementation." (The Segal Group, Inc.)
[Guidance Overview] New Jersey Legislature Passes Paid Family Leave Bill (PDF)
2 pages. Excerpt: "To date, the New Jersey Department of Labor (DOL) has not published regulations to guide employers when implementing the provisions of the paid family leave bill." (Dechert LLP)
As FMLA Use Grows, Misuse is Questioned
Excerpt: "More than three-quarters of U.S. employees know someone who has taken Family and Medical Leave Act (FMLA) leave, according to a Tell It Now poll by ComPsych Corporation. Of those who said they knew someone who had taken FMLA leave, 6% said they believe the reason for taking the leave was questionable . . . ." (PLANSPONSOR.com; free registration required)
[Opinion] HR Policy Association Backs Proposed FMLA Regulations Despite Limitations
Excerpt: "In comments prepared by our Employment Rights Committee chaired by Northwestern Mutual's Sue Lueger, we noted our support for: allowing FMLA leave to be factored into attendance bonus programs; allowing direct contact between the employer and the employee's health care provider in certain circumstances, where the employee has signed a HIPAA release; permitting employers to require employees to follow reasonable notice procedures before taking leave; clarifying the ability of employers and employees to settle claims without DOL or court approval; and allowing employers to require adherence to notice requirements when employees substitute paid leave." (HR Policy Association)
[Guidance Overview] Abstract: How Key Changes to the Federal Family & Medical Leave Act Affect Multiemployer Plans
Excerpt: "Multiemployer plans could be required to maintain health benefits for up to 26 weeks in some circumstances. The Act does not contain any new provisions relating to how multiemployer plans provide health benefits during FMLA leave. The FMLA regulations allow multi-employer plan sponsors to decide how to pay for FMLA health benefits - through either contributions for the individual employee or pooled contributions." (The Segal Group, Inc.)
[Guidance Overview] New Jersey Senate Approves Paid Family Leave; Governor Expected to Sign (PDF)
2 pages. Excerpt: "Nothing in the amended law increases, reduces, or otherwise modifies any entitlement of an employee to return to employment or rights of the employee to take action under the provisions of the New Jersey Family Leave Act. However, the law provides that if an employee receives family leave benefits from an employer who is not covered by the New Jersey Family Leave Act, the employer is not required to restore the employee to employment after the period of family leave." (Winston & Strawn LLP)
[Guidance Overview] New Jersey's Paid Family Leave Law: the Hidden Costs to Employers Doing Business in the Garden State
Excerpt: "On April 7, 2008, the New Jersey Senate approved the Paid Family Leave Law, which Governor Corzine has stated he will sign into law shortly. This new law will make New Jersey the third state to provide employees paid family leave benefits." (Littler Mendelson P.C.)
FMLA Cheats a Big Concern, Employers Say
Excerpt: "Suspected employee abuse of leave taken under the Family and Medical Leave Act is the No. 1 FMLA-related concern for employers, according to a survey. Forty-two percent of the human resource professionals surveyed said the potential for or suspicion of abuse by employees causes 'extreme difficulty' in administering intermittent FMLA leave. Among other top concerns cited, 38% reported inadequate notification prior to an absence and 28% reported difficulties tracking intermittent leave." (Financial Week; free registration required)
Executives Study New Military FMLA Rules
Excerpt: "[Some WorldatWork] members complained about the FMLA provision that permits employees at some employers to take 'intermittent' FMLA leave in increments of as little as a few minutes. . . . WorldatWork survey participants asked whether employees would be entitled both to 12 weeks of ordinary FMLA leave and 26 weeks of leave to care for a sick or injured servicemember within the same 12-month period." (The National Underwriter Company; free registration or paid subscription required)
Workforce Protections Subcommittee Hearing: 'The 15th Anniversary of the Family Medical Leave Act: Achievements and Next Steps'
The prepared remarks of U.S. Rep. Lynn Woolsey(D-CA), chairwoman of the Subcommittee on Workforce Protections, and links to witness testimony are available on the target page. (U.S. House of Representatives, Committee on Education and Labor)
[Guidance Overview] California Supreme Court Clarifies California Family Rights Act
Excerpt: "On April 7, 2008, in Lonicki v. Sutter Health Central, the California Supreme Court answered two previously unanswered questions about the California Family Rights Act (CFRA). Employers won one, and lost one. First, the Court held that the CFRA permits employers to defend litigation by challenging an employee's need for a leave of absence without having first resorted to the 'third opinion' option (i.e., obtained a binding third opinion, where the first two opinions differed). Second, the fact that the employee is working elsewhere, even in a substantially similar job, does not necessarily mean that the employee is disqualified from obtaining CFRA leave." (Davis Wright Tremaine LLP)
Court Finds Cracks in California's Medical Leave Law
Excerpt: "The California Supreme Court has given employers some leeway to challenge workers' claims that they are entitled to 12 weeks of unpaid medical leave. The justices issued a mixed ruling Monday on the meaning of the 1993 state law that allows employees to take time off and be reinstated without penalty, when they are unable to perform basic job functions because of a serious health condition." (San Francisco Chronicle)
[Guidance Overview] California Supreme Court's First CFRA Opinion Underscores Need To Make Informed Eligibility Decisions
Excerpt: "In Lonicki v. Sutter Health Central, the California Supreme Court issued its first opinion concerning the state's version of the Family and Medical Leave Act (FMLA), the Moore-Brown-Roberti Family Rights Act (CFRA)." (Littler Mendelson P.C.)
New Jersey Lawmakers Approve Paid Leave for Workers
Excerpt: "New Jersey moved another step closer on Monday to becoming the third state in the country to give employees the right to take paid leave to care for a newborn or a sick relative. The State Senate voted 21 to 15 to approve a bill that would offer such employees up to six weeks' paid leave. The Assembly approved the plan last month, and Gov. Jon S. Corzine said he would soon sign it." (The New York Times; free registration required)
[Guidance Overview] State of Washington Adds Two New Mandatory Types of Employee Leave
Excerpt: "The Washington Legislature has passed, and the governor has signed into law, two new types of employee leaves that all Washington employers, regardless of size, will be required to provide. The two types of leave are Family Military Leave and Domestic Violence/Sexual Assault Leave." (Perkins Coie LLP)
[Guidance Overview] DOL's Proposed New FMLA Regulations
Excerpt: "The U.S. Department of Labor (DOL) has proposed new regulations for the Family and Medical Leave Act (FMLA). Although employers were hoping for significant guidance, these proposed regulations provide mostly clarifications and minor changes. Comments are due April 11, 2008." (Watson Wyatt Worldwide)
Jury Awards Ex-Manager at Chase $2.2M in FMLA Suit
Excerpt: "A former regional manager at Chase Manhattan Mortgage Corp. has been awarded more than $2.2 million in an employment discrimination suit alleging violations of the Family and Medical Leave Act (FMLA). Once liquidated damages equal to the amount of the verdict as well as prejudgment interest are added in as mandated under the FMLA the recovery could fall somewhere between $6.2 million and $7.6 million, said Amanda A. Farahany of Barrett & Farahany, who represented Nicholas Lore, according to Law.com." (PLANSPONSOR.com; free registration required)
State of Washington Enacts Military Family Leave Act
Excerpt: "Governor Chris Gregoire signed S.B. 6447 on March 19, 2008 that allows more unpaid leave for military families before or during deployment." (Wolters Kluwer)
Washington, D.C. May Require Paid Sick Leave
Excerpt: "Washington, D.C. City Council recently passed the Accrued Sick and Safe Leave Act, which requires all city businesses to provide paid sick leave for their employees. The Act does not become effective until the Mayor approves it and until a 30-day Congressional review period passes without Congress acting on the bill." (Porter Wright Morris & Arthur LLP)
[Guidance Overview] Hewitt FMLA Resources for Employers
Excerpt: "Several Hewitt resources regarding the Family Medical Leave Act are available for employer reference [on this target page]." (Hewitt Associates)
[Guidance Overview] Changes to FMLA Call for Changes in Documents, Posters
Excerpt: "If your Plan Documents incorporate the FMLA and specifically specify that FMLA leave is the traditional '12 workweeks' of leave, the documents will need to be updated to reflect the new 26 week leave entitlement. In addition, some documents may specifically list the qualifying reasons for a 12 week leave - in this case the document should also include the new 12 week entitlement qualifying reason described above. As an alternative, the documents could be amended to incorporate FMLA leave in general without specifying the length of the leave or qualifying reason for the entitlement to leave." (Fort William LLC)
More Law Firms Boost Maternity Leave to 18 Weeks
Excerpt: "About a dozen large law firms have boosted maternity leave from 12 to 18 weeks in one of the first significant changes to parental policies in several years." (American Bar Association)
More States to Force Firms to Provide Paid Family Leave; Related Push Would Require Employers to Offer Paid Sick Leave
Excerpt: "At least 14 more states will mull proposals in this year's legislative session. They are: Alaska, Arizona, Connecticut, Hawaii, Illinois, Indiana, Maine, Massachusetts, Michigan, Minnesota, Missouri, New York, North Carolina and Pennsylvania." (Kiplinger)
[Guidance Overview] Highlights of the Proposed Changes to the FMLA (PDF)
Excerpt: "On February 11, 2008, the Department of Labor issued its proposedrevisions to the Family and Medical Leave Act ('FMLA'). Theserevisions clarify the existing regulations and signal significant changesin the implementation of FMLA leave. Employers should familiarizethemselves with these changes and evaluate how they will affectcompany policies and procedures, if they are ultimately enacted." (Snell & Wilmer L.L.P.)
[Guidance Overview] Proposed FMLA Regulations: What Employers Should Know (PDF)
35 pages. Excerpt: "On January 28, 2008, President Bush signed the National Defense Authorization Act for Fiscal Year 2008. Law amends the Family and Medical Leave Act of 1993 (FMLA) to provide broader leave protections related to a family member's military deployment, illness or incapacity. New provisions do not deal with problematic issues under existing law. But that gap didn't take long to fill... On February 11, 2008, Department of Labor (DOL) proposed new regulations on existing problems and some interim guidance on new provisions." (Morgan, Lewis & Bockius LLP)
[Guidance Overview] Fifteen Years of the FMLA
Excerpt: "This employment law has generated much attention and controversy in the workplace. Fifteen years later, employers are still struggling with compliance issues and searching for guidance from the Department of Labor (DOL)." (Hewitt Associates)
[Opinion] Paid Family Leave and Gender Equality
Excerpt: "Men have a harder time, often, justifying the leave. And to the extent that gender neutral leave policies are designed to break the stereotypes of women as caregivers, providing pay during that time might make it less of a penalty for men to take leave. And if more men take leave, maybe the stereotype that reduces women to their reproductive and caregiving capacities will actually be eroded." (Workplace Prof Blog)
New Jersey Assembly Approves Paid Leave to Care for Baby or Ailing Kin
Excerpt: "Despite strong objections from Republicans, New Jersey moved closer on Thursday to becoming the third state in the country to give employees the right to paid leave to care for a sick relative or a newborn." (The New York Times; free registration required)
[Guidance Overview] DOL's FMLA Regulations Offer Employers Life Preserver, Not Raft
Excerpt: "The DOL received a lot to think about last year after receiving more than 15,000 comments on how to change FMLA. Last month, the DOL returned the favor by issuing 127 pages of proposed regulations." (Infinisource)
Survey Finds FMLA Change Support
Excerpt: "A new survey has found strong public support for efforts to tune up the 15-year-old Family and Medical Leave Act (FMLA). A news release from the National Coalition to Protect Family Leave, which sponsored the poll, said 52% of respondents contended FMLA adjustments were needed, while 28% pushed for leaving the law alone. However, when respondents learned how FMLA was actually working in the workplace, support for regulatory corrections increased dramatically." (PLANSPONSOR.com; free registration required)
[Official Guidance] The Family and Medical Leave Act and National Defense Authorization Act for FY 2008 - Web page
DOL will update this page as additional guidance is developed and published. (U.S. Department of Labor)
Congressional Hearing - Investing in the Future of the Federal Workforce with Paid Parental Leave
Excerpt: "The hearing will examine the merits of the Federal Employees Paid Parental Leave Act of 2007 (H.R. 3799), which provides that all federal employees receive eight weeks of full pay and benefits for leave taken for the birth or adoption of a child. The federal government currently does not provide its employees with such leave. Federal employees have access to 12 weeks of unpaid leave through the 1993 Family and Medical Leave Act." (U.S. House Committee on Oversight and Government Reform, Subcommittee on Federal Workforce, Postal Service, and the District of Columbia)
[Guidance Overview] DOL Proposed Comprehensive Changes to Family and Medical Leave Act Regulations (PDF)
11 pages. Excerpt: "As we previously reported, on February 11 the U.S. Department of Labor (DOL) issued proposed regulations under the Family and Medical Leave Act of 1993 (FMLA) that are subject to a 60-day public comment period. We have now reviewed the proposal in detail, and provide a more indepth analysis of the most significant provisions." (Morgan, Lewis & Bockius LLP)
Paid Family-Leave Program Wins Approval in New Jersey Senate
Excerpt: "New Jersey would become the third state in the nation to offer paid family leave, under a bill narrowly approved yesterday by the state Senate. Proponents of the bill, which offers workers up to six weeks' leave to care for sick family members and newborn or adopted children, have fought for the provision for more than a decade. During the last legislative session, a paid family-leave bill that would have offered up to 10 weeks of leave failed to clear the legislature." (The Philadelphia Inquirer)
New Jersey Paid Family Leave Program Wins Approval in Senate
Excerpt: "New Jersey would become the state second in the nation to offer employees a paid family leave program under a bill the state Senate approved today despite dire predictions from opponents who said New Jersey cannot afford it." (The Star-Ledger)
[Guidance Overview] New Legislation Dramatically Increases FMLA Entitlement for Families of Armed Forces Personnel (PDF)
1 page. Excerpt: "The statute also defines a recovering service member as a member of the Armed Forces, including the National Guard or Reserves, who has suffered an injury or illness while on active duty that may render the person unable to perform the duties of the member's office, grade, rank or rating. This definition includes, among other things, servicemembers undergoing medical treatment, receiving therapy, or those in outpatient status." (Cohen & Grigsby, P.C.)
Family-Friendly Work Benefits Falling Short for Working Moms
Excerpt: "On the one hand, today's high proportion of working mothers reflects legal and cultural triumphs for women, including laws that prevent discrimination on the basis of pregnancy and that require employers to grant maternity leave, and attitudes that women can be fire chiefs, corporate executives and even U.S. presidents. On the other hand, some analysts say, family-friendly policies have not kept pace with the movement of women into the workforce, leaving parents without sufficient time to bond with their infants and care for their children even as the economy now calls for two-income households." (San Francisco Chronicle)
[Guidance Overview] Significant Changes in Family Medical Leave Act to Require Prompt Attention to Employer Leave and Benefits Policies (PDF)
10 pages. Excerpt: "Clearly the most significant impact of all new FMLA guidance with regard to employee benefits will be the 26-week caregiver leave entitlement and its effect on how employers administer their ongoing benefit plans - especially major medical health plans." (Benoit Diaz LLC)
In Austria, Changes in Child Care Benefits Encourage Parents to Return to Work
Excerpt: "Recently approved changes to the parental benefit system offer incentives to parents of young children to return to work sooner. The new law offers greater compensation for workers who take a shorter parental leave." (Watson Wyatt Worldwide)
[Guidance Overview] Family and Medical Leave Act Amended to Broaden Employment Rights for Family and 'Next of Kin' of Military Personnel (PDF)
3 pages. Excerpt: "In the first expansion of the Family and Medical Leave Act since its enactment in 1993, President Bush has signed the National Defense Authorization Act of 2008, which amends the FMLA to broaden the leave rights of the families of military personnel. The amendment became effective January 28, 2008, and employers must quickly educate their managers and human resources staff regarding its provisions." (Pillsbury Winthrop Shaw Pittman LLP)
[Guidance Overview] Labor Department Proposes New FMLA Regulations
Excerpt: "Although the proposal presents an extensive rewrite of the existing regulations, many of the changes merely clarify current practice." (Faegre & Benson LLP)
[Guidance Overview] Department of Labor Amends FMLA and Releases Proposed New FMLA Regulations
Excerpt: "On February 11, the U.S. Department of Labor published a proposal to update its regulations under the Family and Medical Leave Act (FMLA). The proposed regulations are aimed at providing clarity for both workers and employers about the practical application of the 15 year-old law. The DOL developed the proposed regulations in response to court decisions invalidating portions of the existing regulations, discussions with various stakeholders, and over 15,000 comments received in response to a DOL-issued Request for Information." (Mintz, Levin, Cohn, Ferris, Glovsky and Popeo P.C.)
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