Updated statement and guidance to reflect final amended regulations concerning employee eligibility and leave purpose and duration, effective August 3, 2022.
Employers with 100 or more employees worldwide, including one or more employees working in San Francisco, should consider including this statement in their handbook to educate employees about the availability of public health emergency leave and to demonstrate compliance with the San Francisco Public Health Emergency Leave Ordinance (PHELO).
Connecticut employers should consider including this statement in their handbook to educate employees, including supervisors, about the availability of leave for victims of domestic violence and to show their compliance with the Connecticut Fair Employment Practices Act (CFEPA).
West Hollywood employers should consider including this statement in their handbook to educate employees, including supervisors, about the availability of paid and unpaid sick leave, paid vacation leave and paid personal necessity leave and to show their compliance with the West Hollywood Minimum Wage Ordinance (MWO).
Alabama employers seeking to educate employees about the availability of leave to care for an adopted child and to demonstrate compliance with Alabama's Adoption Promotion Act should consider including this model policy statement in their handbook.
Tennessee employers should consider including this statement in their handbook to inform employees, including supervisors, about the availability of time off for qualifying veterans on Veterans Day and to demonstrate their compliance with Tennessee law.
Updated guidance to reflect amendments regarding eligibility of employees who are members of a construction labor union covered by a collective bargaining agreement, effective April 15, 2022.