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Managing Director - Operations, Benefits Daybright Financial
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“BenefitsLink continues to be the most valuable resource we have at the firm.”
-- An attorney subscriber
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Search the News Archive
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50 Matching News Items |
| 1. |
FordHarrison
Sept. 3, 2025
"Where the Act ... is confusing is in determining whether the employer must pay the employees for the 10 days of leave or must merely allow an employee to take the time off (and/or use any accrued paid leave).... Section 3 of the Act states that the Act is 'intended to provide time off with pay' to allow employees in the state to donate blood or an organ. But while the intent may be stated, the actual language of the Act does not actually accomplish that intent."
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| 2. |
FordHarrison
Sept. 1, 2025
"[T]he Neonatal Intensive Care Leave Act (NICLA) ... will require employers with 16 or more employees to provide certain amounts of unpaid leave (depending on the size of the employer) to all employees while any child of the employee is a patient in a neonatal intensive care unit.... The leave may be taken intermittently or consecutively, and employers can also require the leave to be taken in minimum increments of 2 hours."
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| 3. |
FordHarrison
June 26, 2025
"[T]he program is designed to 'promote clarity, consistency, and transparency in the application of federal labor standards.' Any interested party, including employers, employees, and unions, may submit requests, particularly in cases where existing laws are unclear or do not fully address specific workplace scenarios."
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| 4. |
FordHarrison
June 19, 2025
"Under the proposed law, employers must: [1] Notify employees of their right to consult an attorney about the severance agreement; [2] Provide employees with a 'consideration period' to review the agreement, not less than 21 calendar days; and [3] Provide a seven-day revocation period following execution of the agreement, which would become effective only after the revocation period has expired."
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| 5. |
FordHarrison
May 26, 2025
"[E]mployers who neglect [mental health concerns] are likely to face higher levels of absenteeism, lower productivity, and increased turnover. Employers should consider the following: [1] Offering more than a basic benefits package that addresses specific mental health needs; [2] Providing regular education, training and communication about available benefits; [3] Ensuring that managers are trained on both legal requirements and internal benefits programs; and [4] Leading by example."
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| 6. |
FordHarrison
Dec. 22, 2024
"While Connecticut has had mandatory paid sick leave for 'service workers' employed by companies with at least 50 employees for over a decade, as of January 1, 2025, the law is expanded to cover all employees working for a company with more than 25 employees. The number of employees slowly drops year over year so that on January 1, 2027, all employers who employ at least 1 employee must comply."
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| 7. |
FordHarrison
Oct. 31, 2024
"[T]he bill is intended to address NYC's mental health crisis. The bill acknowledges the emotional bond many people share with their pets and offers a way to balance work responsibilities with the care of their animals. The availability of paid leave can help reduce the stress and anxiety of employees in balancing pet care with their work responsibilities."
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| 8. |
FordHarrison
Aug. 22, 2024
"[E]mployers must have legally compliant policies and procedures that enable them to address these issues in a timely and legal manner. Similarly, employers should ensure that their group healthcare plan provides readily accessible and understandable information regarding available mental health resources, including EAP resources, and how to access them."
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| 9. |
FordHarrison
Aug. 13, 2024
"[1] Determine if the FTC ban covers your industry.... [2] Determine which workers are exempt from the notice.... [3] Determine how to deliver the notice.... [4] Understand the difference between a non-compete, a non-solicit and a non-hire provision.... [5] Do not just adopt the Sample Notice you find online. ... [6] Come up with a plan for what agreements you are going to put in place for new employees who join the company after September 3, 2024, if the Final Rule is not enjoined."
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| 10. |
FordHarrison
July 2, 2024
"Little doubt exists that challenges to regulatory and sub-regulatory guidance in the ERISA, employee benefits and executive/equity compensation space will ramp up. However, courts sympathetic to the DOL's, IRS', SEC's or PBGC's views can still invoke Skidmore deference to rule in favor of the agency. The real issue is likely to be, at least initially, the scope of injunctive relief obtained by those litigants challenging the guidance." [Loper Bright Enterprises, Inc. v. Raimondo, Sec. of Comm., No. 22-451 (S. Ct. Jun. 28, 2024)]
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