Updated title and statement for style; updated statement and guidance to reflect amended rules, effective March 2, 2024, and amendments to the Oregon Family Leave Act and the paid family and medical leave law that modify paid sick leave qualifying reasons, effective July 1, 2024.
Updated title and statement for style; updated statement and guidance to reflect amended rules, effective March 2, 2024, and amendments to the Oregon Family Leave Act and the paid family and medical leave law that modify paid sick leave qualifying reasons, effective July 1, 2024.
Updated title and statement for style; updated statement and guidance to reflect amended rules, effective March 2, 2024, and amendments to the Oregon Family Leave Act and the paid family and medical leave law that modify paid sick leave qualifying reasons, effective July 1, 2024.
Updated title and statement for style; updated statement and guidance to reflect amended rules, effective March 2, 2024, and amendments to the Oregon Family Leave Act and the paid family and medical leave law that modify paid sick leave qualifying reasons, effective July 1, 2024.
Utah employers should consider including this statement in their handbook to educate employees, including supervisors, about the availability of leave for military duty and to demonstrate their compliance with Utah's military leave law.
North Carolina employers should consider including this statement in their handbook to educate employees, including supervisors, about the availability of leave for parents and guardians of juveniles under the jurisdiction of a juvenile court to comply with certain orders from that court.