At a breathtaking rate, states and cities throughout the US are enacting various paid employee leave laws. While almost all of these new laws require employers to pay for the time off, they vary greatly in what qualifies for leave and how pay is to be determined. Worse, existing disability and workers compensation laws compound the difficulties for employers in managing employee needs for leave while balancing the various requirements of these different laws.
This program reviews the new laws, how each works, and what each requires. Then instruction is provided on how to coordinate these new requirements with longstanding requirements under laws like the Americans with Disabilities Act, the Family Medical Leave Act, and workers compensation laws. Discussion of leave laws globally is also included. The program concludes with recommended best practices for employers to follow going forward.
Brian Arbetter is a member of Norton Rose Fulbright's Global Employment and Labor Steering Committee. He has more than 25 years of practice experience advising and developing strategy for multinational companies regarding their international and domestic labor and employment issues in the United States and abroad.
Brian's experience includes, among other things, employment discrimination and harassment, leaves of absence and disabilities, unions and works councils, wage and hour, restructurings and reductions in force, hiring, employment agreements and policies, codes of conduct, whistleblowing, affirmative action, health and safety, and employment law aspects of mergers and acquisitions.
Brian represents employers and management exclusively. He frequently writes, speaks, and is quoted on labor and employment law issues.
While focusing largely on advising and defending employers on a myriad of employment issues and claims, Brian also assists in developing policies and practices to help minimize employment liability risks — and avoid claims that give rise to litigation. He has deep experience in regulatory matters — including government audits, investigations and private party actions — in all areas of wage and hour law, occupational health and safety, and affirmative action/government contracting. He is highly experienced in obtaining emergency injunctive relief to stop and prevent union picketing activity, he also helps implement policies and techniques to avoid and minimize unionization, including emerging threats via the internet.
Brian is admitted to practice in New York, California, Illinois and in the Eastern District of Michigan. He has been admitted pro hac vice in cases before courts in Connecticut, Florida, New Jersey, Missouri, Pennsylvania and Washington.
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