Earned Sick and Save Leave Amendment Act of 2013
After getting comfortable with the Accrued Sick and Safe Leave Act of 2008, D.C. employers must now revisit and revise their paid leave policies and practices to comply with the Earned Sick and Safe Leave Amendment Act of 2103, which has just gone into effect. The revised law significantly expands employees’ rights to accrue and access paid sick and safe leave, provides leave to more and different types of employees, creates a private right of action for aggrieved employees, expands the law’s anti-retaliation provisions, increases penalties for violating the law, and imposes increased recordkeeping requirements on employers. In short, compliance with D.C.’s paid sick and safe leave requirements is now more difficult, and the stakes for non-compliance much higher.
2013 Reasonable Accommodations for Disabilities Due to Pregnancy Act
Maryland’s 2013 Reasonable Accommodations for Disabilities Due to Pregnancy Act significantly expands the obligations of Maryland employers to accommodate pregnant employees. Employers' obligations under the federal Pregnancy Discrimination Act are at issue in the Fourth Circuit's decision in Young v. UPS, which may be heard by the United States Supreme Court. However, Maryland’s 2013 Reasonable Accommodations for Disabilities Due to Pregnancy Act already expands the obligations of Maryland employers to accommodate pregnant employees, who must now provide certain reasonable accommodations to pregnant employees with a temporary disability over and above what is required by the federal Pregnancy Discrimination Act and the Americans With Disabilities Act.
Please join us to find out what your company can and should be doing to comply with these new laws.
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