VirgilHR’s Post

New York employers are now required to provide up to 30 minutes of paid lactation breaks to employees each time an employee has a reasonable need to express breast milk at work. NYSDOL’s FAQs clarify that employers must accommodate employees whenever they reasonably need to take a break and that “[t]he number of break times needed throughout the day will be unique to each individual employee.” Protections afforded to pregnant employees and employees who need to express breast milk remain a priority in many jurisdictions, and New York is among the leaders in pushing the rights and entitlements for these employees forward in a number of ways. In light of the changes to lactation accommodations discussed above, New York employers should consider working closely with counsel to update their lactation accommodation and leave policies and practices to reflect the recent changes to New York law.

#SHRM has released the 2024 Benefits Survey results. What added benefits are your organizations offering to support employees? #SHRM #CNYSHRM #HR #humanresources #benefits #employeebenefits #employees

This MC debate is no easy feat. While employers shouldn’t go all out to clamp, which will hurt trust, it is also understandable how the situation has evolved to this stage. Perhaps it started with a few employees taking advantage and going out of hand; compassion got abused, and therefore, the pivot to being heavy-handed. RICE Media rightfully pointed out that employers should treat staff as adults, and they should behave as one. But I think that’s only 50% of the equation. Staff would also need to know what it means to be professional at work and act like adults too. Anything at work requires two hands to clap. Either party shouldn’t spoil the market. #UPwithJerviel #professionalism #humanresources #hr #culture

Employers take note: A recent amendment to New York City’s Earned Safe and Sick Time Act (ESSTA) will soon permit employees to seek redress for alleged violations of the ESSTA directly via a private right of action. Attorneys Nancy Gunzenhauser Popper, Genevieve Murphy-Bradacs, and Daniel Glicker, with Jessica Hajdukiewicz, explore the implications for employers and recap employers’ obligations under the ESSTA rule changes that went into effect in October 2023. #EmploymentLaw #HumanResources #HR

Employers: does your policies and practices reflect the PUMP Act that became effective December 29, 2022? If you have two (2) of more employees, you are required to provide nursing employees with a non-bathroom private space and reasonable break time to express breast milk while at work; see more in the link. Schedule time with me to discuss how properly implementing these regulations into your operations can be a win-win for your workplace.

Are you and your loved one expecting a new bundle of joy? You may want to check out this 🚨 #ComplianceAlert if you live in Maryland. The Maryland General Assembly recently passed a bill that changed the Time to Care Act. The bill's impacts fall into three main categories: additional time, administrative changes, and clarifications and corrections. Learn more: https://bit.ly/4bfqGEX #hr #humanresources #compliance #complianceupdate #business #smallbusiness #laborlaw #laborlaws #laborlawupdate

ESTA! ESTA! READ ALL ABOUT IT! Virtually every Employer in MI (more than 1 employee) must adhere to the provisions of Earned Sick Time Act. And the Minimum wage will increase to $12/hour by Feb 21, 2028. Key Takeaways: - Allows employees to bring civil action against their employer! - Paid Sick leave is up to 72 hours. - Covers "any other individual related by blood or affinity whos close association with the employee is the equivalent of a family relationship". - Employers can NOT require documentation of leave unless the employee is absent for mare than 3 consecutive days. - Employers who adhered to PMLA (prior act) should review their policies and revise them to comply with ETSA. Reach out to HUB and me for tips on how to track hours and usage. Reach out to Faegre Drinker for legal guidance or one of our other affiliated law firms. #Compliance #HR #EmployeeWellness #HRConsulting #success

At Honesty Group, we believe in the importance of Staff Welfare & Skilled Workforce. This is why we are committed to continuous learning and development. Today, our HR Manager, Nicole Misselhorn, had the opportunity to attend Croner HR, H&S and Employment Law Services's seminar at Donnington Valley Hotel. The seminar provided valuable insights from leading HR and Health and Safety experts on key topics such as: 1. Mental Health – The New Bad Back of Employee Sickness. 2. Managing Employee Sickness Overview – The implications of getting it wrong. 3. Women’s Health At Work – The changing landscape of Menopause Rights. 4. Health and Safety – The consequences of non-compliance and how to stay ahead of regulatory bodies. These insights will help us to further enhance our commitment to staff welfare and ensure that we continue to foster a skilled workforce. We believe in empowering our staff with the knowledge and resources they need to thrive in a safe and healthy work environment. #HonestyGroup #StaffWelfare #SkilledWorkforce #ContinuousLearning #Croner #HR #HealthAndSafety

In the hospitality industry, where employees may be scheduled for on-call shifts, the rules regarding reporting pay may be particularly relevant. While the exact requirements can vary, some jurisdictions mandate that employees receive a minimum number of hours of pay if they are required to report to work but are sent home early or have their shift canceled without sufficient notice. This is intended to compensate employees for their time and effort in preparing for work, such as transportation costs and childcare arrangements. To ensure compliance with relevant labor laws and regulations, it's essential to familiarize yourself with the specific reporting pay requirements in your jurisdiction and industry. Additionally, consulting with legal counsel or HR professionals can help ensure that your policies and practices align with applicable laws and best practices. #hr #hospitalityindustry #hrprofessional #hrpro #humanresources #humanresourcesprofessional #hrconsulting #hrconsultant

Here is a very interesting article from SHRM about expanding employee benefits based on the 2024 SHRM Employee Benefits Survey. "For the first time since SHRM started its annual benefits survey in 1996, it included menopause-specific support in the data, finding that 17% of employers provide related support, such as counseling and education. Significantly fewer employers, just 2%, offer menopause or menstrual leave above what is already covered by regular sick time." Read the full article here: https://buff.ly/3VMVzur