Business Group Resources and Publications

A regularly updated chart tracking State and local laws on paid parental and family leave.

Connecticut's new Family and Medical Leave Insurance Program is the most generous state paid family and medical leave program in the country to date.

Last week, Nevada passed a paid leave law, which, like Maine, requires employers to provide paid leave for any reason.

A visual representation of state and local paid sick leave ordinances that also highlights state laws preempting local paid sick leave mandates.

The tool allows you to choose the applicable localities in which you have employees and produces a custom chart that includes the detailed requirements for each state/locality and identifies standard requirements across the laws/ordinances of interest to aid companies in creating standardized sick leave benefits across all relevant jurisdictions (with caveats noted).

Maine's governor signed into law An Act Authorizing Earned Employee Leave, which makes Maine the first state to require employers to provide paid leave for any reason.

This addendum contains a link to the state and local paid sick leave laws and the details of the family members for whom employees can take leave to provide caregiving.

The Business Group supports employers determining the appropriate amount of paid leave for their unique workforces. However, given the proliferation of state and local laws and Congress' inaction to provide federal uniformity, the Business Group developed tenets that employers can share with lawmakers inclined to legislate in this area geared towards reducing administrative burden and removing restrictions on innovative plan designs.

Late last month, the City Council of Dallas passed an ordinance requiring employers to provide paid sick leave to employees by August 21, 2019, mirroring similar ordinances in Austin and San Antonio.

Large employers want paid leave to be simple, fair and benefit the well-being of employees and their families.

During this webinar, we discuss the latest federal and state regulatory developments, including state paid leave rules, HSA and FMLA guidance, and ACA updates.

Last week, President Trump released the Administration's 2020 Budget, with an accompanying Fact Sheet, calling for at least 6 weeks of paid family leave for new parents, including adoptive parents, to recover from childbirth or to bond with their new child.

The new Massachusetts Department of Family and Medical Leave issued proposed regulations addressing topics such as employer contributions, benefit amounts, and claims and appeals procedures.

Earlier this month, Virginia House Delegate Jennifer Carroll Foy (D) introduced a bill that would provide employees with up to 12 weeks of paid family and medical leave per year for qualifying events

The Business Group, in response to the Internal Revenue Service's request for comments, recommended flexible administrative procedures for employers claiming the new employer credit for paid family and medical leave.

According to recent news stories, California Governor Gavin Newsom (D) may introduce a proposal in his annual budget calling for extending the state's existing paid family leave from the current 6 weeks to 6 months.

Last week during Michigan's lame duck legislative session, state lawmakers passed a bill that would make business-friendly amendments to a paid sick law (PSL) adopted in September.

Last Friday, the Austin-based Texas Third Court of Appeals struck down the City of Austin's Earned Sick Time Ordinance in a unanimous 3 – 0 decision stating that the Texas Minimum Wage Act, which preempts localities from setting different wage standards than the state, preempts the local ordinance according to the Texas Constitution.

Earlier this month, the Westchester County NY Board of Legislators approved a proposed ordinance that will require employers to provide 1 hour of paid sick leave per every 30 hours worked by January 10, 2019 up to 40 hours per year.

During this webinar, we discuss new regulatory guidance on the ACA, FMLA, paid leave, and other issues relevant to group health plans.

During this Webinar, the Business Group's public policy team will review new developments in mandated paid sick leave and parental/family leave laws. We will also highlight available tools and resources for members.

Earlier this month, Senator Marco Rubio (R-FL) and Representative Ann Wagner (R-MO) introduced a bill, the Economic Security for New Parents Act, that would permit new parents to receive Social Security benefits for leave durations of 1 or 2 consecutive months to bond with a new child (under age 18).

Massachusetts governor Charlie Baker signed into law a number of new tax and workplace provisions, including a new paid family and medical leave benefit for Massachusetts employees.

During this webinar, we go over new ACA guidance, state developments, and other topics relevant to group health plans. Attendees will have an opportunity to ask questions

The purpose of this survey was to learn how employers have adjusted their leave policies in order to comply with various state and locality paid sick leave (PSL) laws. The survey also looks specifically at paid sick leave programs by location, type of leave program (i.e., sick leave bank or paid time off PTO), and leave accrual process. Additionally, this survey looks at attendance policies and accountability. Fifty-six members of the Business Group responded to this survey, although the number may vary from question to question.

Today, New Jersey enacted A1827 that, beginning October 29, 2018, requires employers with employees in the state to provide 1 hour of paid sick leave for every 30 hours worked and preempts local paid sick leave ordinances once effective. Meanwhile, in February, the City of Austin, TX passed an ordinance requiring all employers with employees in the city to provide 1 hour of paid sick leave for every 30 hours worked.

During this webinar, we discuss regulatory developments for the ACA, transgender benefits, and other issues relevant to group health plans.

During this webinar, we provide an overview of recent regulatory developments, including EEOC wellness rules, state and local paid leave laws, and ACA updates. Attendees will have an opportunity to ask questions

Last week, Maryland's House of Delegates and Senate voted to override the governor's veto of the Maryland Healthy Working Families Act. The law, which requires Maryland employers with 15 or more employees to provide paid sick leave, is slated to become effective February 11, 2018.

In the final weeks of 2017, Congress passed the new tax reform bill (H.R. 1). As the most significant change to the U.S. Tax Code since 1986, this law will have wide-ranging short and long-term effects on employers and employees alike, including in the area of employee benefits. During this webinar, we discuss how this new law will affect employer-sponsored group health, leave, and fringe benefits.

Congress passed a new tax reform bill (H.R. 1)--the most significant change to the U.S. Tax Code since 1986. This bill will have wide-ranging short and long-term effects on employers and employees alike, including in the area of employee benefits. We summarize the provisions that will be most relevant to health and welfare plan sponsors.

In the final weeks of 2017, Congress passed the new tax reform bill (H.R. 1). As the most significant change to the U.S. Tax Code since 1986, this law will have wide-ranging short and long-term effects on employers and employees alike, including in the area of employee benefits. This article provides an overview of how this new law will affect employer-sponsored group health, leave, and fringe benefits.

Late last month, Rhode Island Governor Gina Raimondo (D) signed a bill that takes effect July 1, 2018 and will require employers to offer at least 24 hours of paid sick leave (PSL) in 2018, 32 hours in 2019 and 40 hours in 2020 and beyond.

During this Webinar, the Business Group's public policy team reviewed paid leave laws (including paid sick leave and parental/family leave laws) and highlighted available tools and resources for members.

Recently, Washington Governor Jay Inslee (D) signed a bill that, beginning in 2020, will provide employees with paid parental and medical leave for 12 – 18 weeks depending on the reason for leave.

In mid-February, Mayor Muriel Boswer allowed a paid leave bill to become law without her signature that will provide employees with 2 to 8 weeks of paid leave beginning July 1, 2020. Due to the unique nature of the District's Government, Congress had 30 days to review the bill before it became effective but it took no action to nullify the ordinance.

This chart tracks the states that have enacted laws to prevent localities from enacting paid sick leave mandates.

Last Tuesday, Arizona and Washington voters passed paid sick leave (PSL) ballot initiatives by slim margins (roughly 58% – 59% voting yes vs. 42% – 41% voting no).

Last week, the Cook County Board passed a paid sick leave mandate that largely aligns the suburbs surrounding Chicago with the rules of Chicago’s ordinance.

This Numbers You Need details the state and local paid sick leave laws that are on the books.

Last week, 2016 Republican Presidential candidate Donald Trump proposed providing up to 6 weeks of paid leave (averaging $300 weekly) for new mothers.

The National Business Group on Health and The ERISA Industry Committee held a joint webinar to discuss an issue of mutual importance to our members, mandated paid leave.

Last Wednesday, Chicago’s City Council joined other states and localities requiring employers to provide paid sick leave (PSL) to employees.

The purpose of this survey is to determine how other employers manage paid parental leave that is separate from short-term disability for different types of parents. The survey also looks at paid parental leave eligibility requirements, other types of paid leave through the Family Medical Leave, and permissive leave. Twenty-nine members of the Business Group responded to this survey.

Under the recently enacted ordinance, employers must pay up to $924 of employees’ average weekly wages.

This chart compares federal and state FMLA laws to other state mandated paid parental and family leave laws.

During this webinar, participants will be provided with employer benchmarks around health, productivity and disability programs.

This Top Solutions features successful practices from several employers that are working to create a benefit package that further supports the overall well-being of parents in their workplaces, including parental leave.

During this webinar, we provide an overview of new regulatory guidance implementing the ACA and other group health plan rules, including guidance on excepted benefits, supplemental benefits, FMLA rights for same-sex married couples and new rules related to Exchanges.

Recently, the Department of Labor (DOL) issued final regulations extending Family and Medical Leave Act (FMLA) rights to same-sex spouses nationally, regardless of whether the states where the spouses reside recognize same-sex marriages.

Employers are concerned about inappropriate use and administrative difficulties with the Family and Medical Leave Act (FMLA).

California Governor Jerry Brown (D) signed a law that requires employers to provide at least 3 paid sick days (24 hours) to non-unionized employees who work 30 or more days annually.

The purpose of this survey was to determine how employers have designed their short-term disability (STD) benefits and FMLA programs. In particular, employers were asked how these benefits and programs differ for exempt vs. non-exempt employees. Forty-two members of the Business Group responded to this survey.

The DOL issued final regulations clarifying rules for calculating intermittent or reduced schedule FMLA leave. These regulations also implement FMLA provisions in the National Defense Authorization Act for Fiscal Year 2010 and the Airline Flight Crew Technical Corrections Act.

Recently, Gov. Dannel P. Malloy (D-CT) signed a law that will require most Connecticut employers with more than 50 employees, except those in manufacturing, to provide paid sick leave to service employees beginning January 1, 2012.

Employees may take FMLA leave if they have either day-to-day responsibility for care of children or if they financially support them.

President Obama recently signed the 2010 National Defense Authorization Act (NDAA) that expands the circumstances under which people can take military family FMLA leave.

The Department of Labor (DoL) recently updated rules on implementing FMLA and issued rules on Military Family Leave

Provides details on employee eligibility and employer requirements.

New law expands FMLA for certain employees with family members on active duty, called to active duty, or who are injured and the employees are caregivers.

New California Law Provides Up to 10 Days of Unpaid Leave for Certain Military Spouses.

Policy Alert - May 22, 2007