Today has arrived.

Though several states beat Congress to the punch, as of today, employers are required under the Pregnant Workers Fairness Act (PWFA) to provide reasonable accommodations to employees who are limited from working due to pregnancy and childbirth.

I provide an overview of the PWFA below, but first, please join me for a

Happy 30th birthday, you wonderful old FMLA! 

Break out the band aids and ace bandages! It’s time to celebrate a special birthday for our favorite federal statute.

All weekend, I’ve been singing Harry Styles’ song “As It Was” to the Nowak kids:

You know it’s not the same without medical leave
In this world, it’s

They’re baaaaaack!

Earlier this month, the Department of Labor announced that it would ramp up FMLA audits (as well as wage and hour audits generally) on employers, particularly those in the warehouse and logistics industries.

Noting the increased demand and the constraints on the global supply chain “have combined to place enormous strain on the

It’s arrived. Finally.

For those of us who have poured over the 490 glorious pages of OSHA’s emergency temporary standard (ETS) requiring employers across America to get their employees vaccinated, our collective heads are spinning this morning.

This is a leave law blog so, of course, I’ll give you everything you need to know about

On September 11, 2020, the U.S. Department of Labor (DOL) issued revised regulations under the Families First Coronavirus Response Act (FFCRA) following a federal court’s decision that invalidated a handful of regulatory provisions interpreting the FFCRA.  Although the DOL was widely expected to address the court decision through revised regulations and/or court action, these new