1, 2018, through April 1, 2018 – to give stakeholders the opportunity to submit data and information on the costs and benefits of the final rule. One might think that the Trump administration would trumpet (ahem . Your guess is as good as mine as to why this provision has flown under the radar. The tax code provision is based on a bill previously introduced into the House and Senate as the Strong Families Act, which has received strong criticism from pro-family groups.Google it and you can find websites criticizing and supporting the Strong Families Act.Some time ago we addressed reassignment as an accommodation under the ADA.We wrote: When good faith efforts during the interactive process fail to yield an effective accommodation for the employee’s current position, the ADA requires an employer to consider a possible accommodation that employers frequently overlook or don’t understand well: .
That effective date was postponed until April 1, 2018, in order to “solicit additional public input and examine regulatory alternatives” to the Final Rule. The Department announced a 90-day delay of the applicability date of the final rule – from Jan. Indeed, we originally marched toward the January 1, 2018, compliance date. ) the supposed family-friendly and employer-friendly provisions of the new Tax Cuts and Jobs Act. A little-publicized provision of the new Act establishes a tax credit for employers who provide paid family and/or medical leave to employees within certain parameters.
Joseph waived these rules to allow Bryk to apply for vacant positions. Joseph’s had a “best-qualified applicant” policy – meaning that they had a business policy and practice of hiring the best-qualified candidate for an open position. those employed by a staffing agency), and those who regularly work less than 12 hours per week.
She applied for 3 positions but was not hired because she was not the best qualified candidate for any of the positions. Employees employed as of January 1, 2018 accrue 1 hour of paid sick and safe leave for every 30 hours worked.
Please be aware, however, that these postings do not constitute legal advice.
As always, you should consult your legal counsel for advice on the correct solution based on the facts of your specific issue or situation.