New Parents Act Introduced to Provide for Paid Family Leave

On March 27, 2019, Senator Marco Rubio (FL) and Mitt Romney (UT) introduced the New Parents Act which would provide paid parental leave for up to three months by permitting new parents to tap into future Social Security Benefits by either delaying or reducing those benefits later in life.  The Bill also permits new parents to continue to work and use the funds to pay for childcare expenses.  There are several bills that are currently under consideration that provide for paid Family Leave by either postponing Social Security Benefits (The Child Rearing & Development Leave Empowerment Act (CRADLE) and The Family & Medical Insurance Leave Act (FAMILY) which provides for some wage replacement that is funded through a tax on payroll.  These Bills follow numerous state laws recently enacted or currently under consideration around the country to provide a form of paid family and medical leave....

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Do You Offer Equal Paternity Leave?

The Equal Employment Opportunity Commission (EEOC) announced today that Estée Lauder, the beauty product manufacturer, has entered a settlement agreement in the amount of $1.1mm to settle a class action lawsuit filed on behalf of 210 male employees who allege that Estée Lauder discriminated against them on the basis of their gender.  The allegations included that Estée Lauder provided “new fathers less paid leave for bonding with a newborn, or with a newly adopted or fostered child, than it provided new mothers. The parental leave policy at issue was separate from medical leave received by mothers for childbirth and related issues. The EEOC also alleged that the company unlawfully denied new fathers return-to-work benefits provided to new mothers, such as temporary modified work schedules, to ease the transition to work after the arrival of a new child and exhaustion of paid parental leave.” The EEOC filed suit in U.S. District Court for the Eastern District of Pennsylvania last August alleging unlawful sex discrimination in violation of the Equal Pay Act (EPA) and Title VII of the Civil Rights Act of 1964.  The U.S District Court entered a consent decree July 17, 2018 awarding the male members of the class action...

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EMS Employer Year-End Wrap-Up and Preview

2017 was a bit of a wild ride in the employment realm.  The Trump Administration worked to change the trajectory set during the eight years of the Obama Administration.  This past year, we saw the undoing or attempts to undo many of the Obama Administration initiatives, including the Fair Labor Standards Act (FLSA) updates, changes to the Persuader Rule, interpretations of Title VII as it relates to transgender protections.  Not to mention the repeated attempts to chip away at the Affordable Care Act (ACA). In addition, there were several new requirements for employers that went into effect in 2017 and a few upcoming in 2018.  Here is a quick review to ensure that your service is up-to-date and compliant. The Fair Labor Standards Act Changes These changes, which would have more than doubled the minimum salary levels for those “White Collar” exemptions, were set to go into effect back in 2016.  A Federal Court in Texas enjoined and put on hold these changes until the question of whether the Department of Labor (DOL) had the authority to unilaterally change the Regulations.  In July, 2016, the DOL published an Request For Information (RFI) with responses due in late September, requesting input...

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 Managing EMS Employee Tardiness & Absence

AAA human resources and operations expert Scott Moore, Esq., shares some strategies for effectively managing employee tardiness in your ambulance service. AAA members, do you have a question about an HR or Operations issue? Ask Scott! Access to expert American Ambulance Association consultants is included with your membership.

HR Series Webinar – 25% Off During Cyber Week!

I Really Can’t Stay… Managing Employee Leave December 8 at 2:00 PM ET $99 for Members – $75 DURING CYBER WEEK SALE  $198 for non-Members – $150 DURING CYBER WEEK SALE  This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP   Speaker: Scott Moore, Esq., EMS Resource Advisors Managing employee leaves can be a complex and challenging task which can expose employers to significant risk. Nearly 52% of employers believe that employees are fraudulently using FMLA leave. This webinar will provide employers with a solid understanding of an employee’s right to protected leave and best practices for preventing abuse, and managing and tracking leave. This session will cover some of the challenges with managing intermittent leave, the impact of built in overtime in FMLA time calculation, importance of the Medical Certification, pay during leave, and the interaction with the ADA. Register Now►

Voting Leave and the Upcoming Election

It has been an interesting election cycle thus far, and will only heat up as we approach the November Federal election. While I know that many AAA members will be in Las Vegas attending the American Ambulance Association’s Annual Conference & Trade Show, many of our fellow employees will be staying behind staffing the dispatch centers, ambulances, and administrative offices to ensure we can deliver service to those in need.  It is important that employers understand the obligations that they may have to their employees with regard to voting. While most employers operate during “normal business hours” providing their employees with plenty of time to exercise their “civic duty,” our employees may be scheduled to work the entire period that the polls are open.  There is currently no Federal law that provides that employers must allow their employees leave from work to vote. However, many states have laws that provide leave to an employee leave to allow them to vote. In some states, voting leave must be paid. The requirements under the different state laws vary, including the number of hours the polls are open before or after the employee’s shift, timing of notice that the employee must give the employer (more…)