Beginning on January 1, 2021, most Massachusetts employees will become eligible to receive up to 12 weeks of paid family leave and up to 20 weeks of paid medical leave. Is your organization prepared? Not only is it critical that employers have a solid working knowledge of the key aspects of this new law, it is also important that they implement proper written PFML policies and update other workplace policies which will be impacted by the PFML. In addition, the PFML has a broad anti-retaliation provision, including a presumption of retaliation when an employee’s pay, benefits, and other terms of employment are negatively affected during or within six (6) months following an employee’s PFML leave. Thus, it is more important than ever to ensure that your organization’s supervisors and managers are properly trained regarding best practices for performance evaluations and disciplinary actions, along with appropriate related documentation, and how to deal with employees returning from leave under the new law.
Jonathan Sigel and Corey Higgins, two Partners in Mirick O’Connell’s Labor, Employment, & Employee Benefits Law Group, have recorded a webinar designed to provide employers with an overview of the PFML and its key regulatory provisions to help employers prepare for the implementation of this new law. We hope that you view the webinar and find it to be a helpful resource as you navigate the PFML. Click on the above graphic to access the recording, PASSCODE: l528!x3c.
After you watch the webinar, please do not hesitate to reach out to Jonathan, Corey or any other attorney in the firm’s Labor, Employment, & Employee Benefits Law Group with any questions you may have regarding the PFML or if you are interested in having us provide a best HR practices training program for your supervisors and managers. In the meantime, please note that the Department of Family and Medical Leave has issued an updated PFML workplace poster, which you can access via the following link: New PFML Poster.
