The U.S. Department of Labor (DOL) recently published a new guide for employers called “The Employer’s Guide to the Family and Medical Leave Act (FMLA).” The FMLA provides certain employees with up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons.
On May 9, the Equal Employment Opportunity Commission (EEOC) issued new guidance for employers that addresses the rights of employees with disabilities who seek leave as a reasonable accommodation under the Americans with Disabilities Act of 1990 (ADA). The document, Employer-Provided Leave and the Americans with Disabilities Act, responds to common questions employers and employees have raised about leave requests that concern an employee’s disability.
Amendment Added to House Defense Bill
ԹϺ of America submitted extensive comments on the U.S. Department of Labor (DOL) Wage and Hour Division’s proposed rule implementing Executive Order 13706, Establishing Paid Sick Leave for Federal Contractors, on April 12.
Each October, construction industry professionals in HR, training and workforce development gear up for the industry’s premier learning and networking event, ԹϺ’s Construction HR & Training Professionals Conference, and this year is no different. The 2016 event will be held Oct. 5-7 at the Hyatt Regency Chicago in Chicago, Illinois. For more information or to register visit www.agc.org/HR_TED.
The U.S. Department of Labor’s Wage and Hour Division (WHD) has scheduled six upcoming seminars throughout the country to educate federal and federally assisted contractors on the Davis-Bacon and Related Acts and other federal contracting wage laws the agency enforces. Each two-and-a-half day seminar will address such topics as the process of obtaining wage determinations and adding classifications, compliance assistance and enforcement procedures, and the process of appealing wage rates. There is no cost to attend, but space is limited.
On April 1, ԹϺ submitted comments to the Equal Employment Opportunity Commission opposing its proposal to revise the Employer Information Report (EEO-1). The proposal intends to collect compensation and hours-worked data, in addition to already collected race and gender data, from all employers with 100 or more employees. Prime and first-tier subcontractors who perform work directly for the federal government and have 50 or more employees would be required to submit the currently used EEO-1 report that does not include compensation and hours-worked data. Employers with fewer than 100 employees, second-tier and lower federal subcontractors with fewer than 100 employees, all federally-assisted contractors with fewer than 100 employees, and prime and first-tier subcontractors with fewer than 50 employees will not be required to complete either version of the EEO-1 report.
ԹϺ Opposed to New Rule Overall, but Attained Some Improvements Over Proposed Rule
On March 23, 2016, the U.S. Department of Labor (DOL) issued final regulations revising the “advice exemption” and requiring employers and consultants (broadly defined) to report labor relations advice and services under the Labor-Management Reporting and Disclosure Act's (LMRDA) "persuader activity" regulations. The effective date of the new regulations is April 25, 2016. The rule will be applicable to consultant arrangements and agreements as well as payments made on or after July 1, 2016.
Two of the industry’s top labor leaders addressed contractors at ԹϺ of America’s 2016 Annual Convention on March 10 in San Antonio, TX. ԹϺ CEO Steve Sandherr engaged Terry O’Sullivan, general president of the Laborers’ International Union of North America, and Eric Dean, general president of the International Association of Bridge, Structural, Ornamental & Reinforcing Iron Workers, in a discussion about their unions’ current initiatives and other matters of concern to union contractors. The session was hosted by ԹϺ’s Union Contractors Committee and opened by Committee Chairman Vic DiGeronimo, Jr.