Roundup: Policies; Pregnancy leave; Childcare benefits; Paid family leave; ADA and light duty; Overtime
Salary.com Compensation and Pay Equity Law Review
Welcome to Salary.com's Compensation and Pay Equity Law Review.
Our editor, employment lawyer Heather Bussing, is tracking legislation, cases, and analysis to give you the latest critical HR topics. She and Kent Plunkett, CEO of Salary.com, also have a new book out on Pay Equity, Get Pay Right: How to Achieve Pay Equity that Works!
This week we're asking these questions and even answering most of them:
- What problem are you trying to solve with that policy?
- What's the best way to completely mess up pregnancy leave?
- Is there some good stuff in the "beautiful" budget bill?
- How should we handle someone coming back to work on light duty?
- Have overtime tests defeated the purpose?
Exceptions and Inconsistent Enforcement Undermine Policies
Here's the most important question I ask when someone wants me to draft a new policy for their employee handbook: What problem are you trying to solve?
How to Completely Mess Up Pregnancy Leave
Don't fire pregnant employees for absences. Just don't.
The Budget Bill Has Some Stuff That Benefits Everyone
The new federal budget bill expands both the employer deduction for childcare benefits and the tax credit for paid family and medical leave.
The Light Duty Dilemma
Whatever you do, don't fire someone while they are on leave, whether it's protected leave or not. Definitely don't fire them because their FMLA leave expired.
Overtime Is About More Than Time and Money
Even when we look at pay and duties, the market, and what is fair, we often don't consider the real costs of working long hours on our relationships and health. It's not just about time and money; we also need to account for how work affects the quality of our lives.
