UPDATE: Equal Employment Opportunity
The Handbook Builder has been enhanced to allow users to easily add the disability accommodation—Accommodations for Individuals with Disabilities—into the EEO policy. The language can be added during the interview process by checking the box to confirm that you wish to “add expanded language to the standard EEO policy.” The content is now coded to populate your EEO policy with the company term and contact that you identify in the interview.
The content is now coded to populate your EEO policy with the company term and contact that you identify in the interview.
UPDATED: California Equal Employment Opportunity
This policy has been updated to move the reasonable accommodation provisions to the new, separate policy. It also adds lactation to the list of protected characteristics.
New Jersey: Statutory Short-Term Disability Benefits
New Jersey: Statutory Short-Term Disability Benefits 123 - 456 -789
TEST UPCOMING POLICY
TEST UPCOMING POLICY
TEST UPCOMING POLICY
TEST UPCOMING POLICY
Updated: Minnesota: Bloomington Sick and Safe Time
Updated: Minnesota: Bloomington Sick and Safe Time
New York City Pregnancy Accommodations
Please note, we recently corrected a technical issue in this policy and suggest you update the policy in your handbook builder.
This policy has been added to the New York Handbook Builder. It applies only to employees located in New York City. The policy is optional but we strongly recommend including it in your handbook due to enforcement guidance issued by the New York City Commission on Human Rights.
UPDATE: New York State Paid Family Leave
As of January 1, 2018, eligible employees are entitled to up to eight (8) weeks of paid family leave within any 52-consecutive-week period. PFL benefits are financed solely through employee contributions via payroll deductions.
NOTE that this policy has been updated to reflect recent guidance. Most significant is the addition of a final paragraph in the policy dealing with questions or complaints about Paid Family Leave.
District of Columbia: Family and Medical Leave LONG
District of Columbia: Family and Medical Leave LONG
UPDATE: District of Columbia: Family and Medical Leave
We have updated the advisory notes (Explain this to me) and policy to include information on the recent amendments to the District of Columbia Family and Medical Leave Act (DC FMLA). Specifically, the law has been amended to expand employee eligibility requirements to employees who have worked 12 consecutive or non-consecutive months in the seven (7) years immediately preceding the date on which the period of family or medical leave is to commence. The advisory notes (Explain this to me) also have been updated to include additional information on the DC FMLA requirements.