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- Type:
- Letters and Forms
A covered Rhode Island employer may use this form to notify an employee if they are eligible for leave.
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- Type:
- Quick Reference
Returning to work after a mental health absence can be very difficult for an employee. HR and managers should ensure that a person in this situation feels comfortable and does not face unrealistic demands on their return. An action plan can help the employee transition back to work successfully.
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- Type:
- Legal Timetable
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- Date:
- March 18, 2022
- Type:
- Podcasts and Webinars
In this 60-minute webinar, Rachel Ullrich, discusses best practices for managing mental health issues in the workplace, how prioritizing mental health improves the work culture and employee engagement, and reasonable accommodations and other ADA, FMLA and state law issues.
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- Type:
- Employment Law Guide
Updated to reflect Pittsburgh law requiring leave as a reasonable accommodation for domestic violence victims or survivors.
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- Type:
- Handbook Templates
New York employers should consider including this statement in their handbook to educate employees about the availability of paid sick and safe leave and to show their compliance with New York's paid sick and safe leave law (NYSSLL).
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- Type:
- Handbook Templates
New York employers with fewer than five employees and a net income of $1,000,000 or less in the previous tax year should consider including this model policy in their handbook to educate employees about the availability of sick and safe leave and to show their compliance with New York's sick and safe leave law (NYSSLL).
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- Type:
- Handbook Templates
New York employers with five-99 employees or with between one and four employees and a net income of greater than $1,000,000 in the previous tax year should consider including this model policy in their handbook to educate employees about the availability of paid sick and safe leave and to show their compliance with New York's paid sick and safe leave law (NYSSLL).
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- Type:
- Handbook Templates
Florida employers who are located in, or do business within, Broward County and have employees who are regularly scheduled to work a minimum of 35 hours per week, should consider including this statement in their handbook to educate employees, including supervisors, about the availability of jury duty leave and to show their compliance with Broward County's jury duty leave ordinance.
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- Type:
- Handbook Templates
Updated threshold to include additional information on employer coverage and notice requirements.