"Small Necessities" Leave Law...
Lori Perdue
17 Posts
Hi, All... I've been getting ads for firms selling programs, books,
videos, software, etc. that will '... assist our company in handling
compliance with the new federal Small Necessities Laws...'
I tried to search on BLR and other HR & Labor sites, with no luck or
found info... I have never heard of this apparently new program -
not on the news, mags, papers online...Seems like a BIGGER version of
FMLA, allowing protected time off for Child's school or Dr's appointments.
Info, Anyone????
videos, software, etc. that will '... assist our company in handling
compliance with the new federal Small Necessities Laws...'
I tried to search on BLR and other HR & Labor sites, with no luck or
found info... I have never heard of this apparently new program -
not on the news, mags, papers online...Seems like a BIGGER version of
FMLA, allowing protected time off for Child's school or Dr's appointments.
Info, Anyone????
Comments
If you're worried, you could check with your state's department of labor. If you're a member of our Employment Law Center in your state, you can search your state's law in the members' area of HRhero.com. Or talk to a lawyer in your state.
[url]http://www.hrhero.com/findanattorney.shtml[/url]
James Sokolowski
Senior Editor
M. Lee Smith Publishers
After a bit more www-digging, I did indeed discover it was a state mandate,
from Mass, I believe. We're a Maryland business, so it does not
apply to us. Thanks for the reply...
Lori
Denise
>Hi, yes it is a MA law. This law provides the employees up to 24 hrs
>to take their children to school activities (I.e. teacher meetings,
>school orientations), doctor appointments, and or an elderly family
>member who needs assistance to research nursing homes, appointments...
>Anyone want to move to MA????
>
>Denise
Hi,
It sure is a MA state law!! It gives employees 24 unpaid hours per year for the above mentioned reasons. The 24 hours, like FMLA, can be taken in hourly increments, however, to make tracking time off for SNLA easier, I request employees take SNLA leave in 2 hour increments. This runs down thier 24 alloted hours a little faster. The employee can elect to use accrued vacation, personal, or sick time hours for SNLA leave however I find this is rarely asked for and our union contract doesn't allow the company to require an employee use their PTO.
The eligibilty for SNLA is the same as FMLA (1 year and 1250 hours) and is in ADDITION to the 12 weeks of FMLA. What I like about SNLA is the section that says employees can take time off for ROUTINE appointments for their children and/or elderly relatives. The keywords in this section are: ROUTINE, CHILDREN, and ELDERLY RELATIVE. I understand this to mean that SNLA cannot be used for the employee's and/or spouse's appointments, nor can it be used because their child is suddenly ill and needs to see a doctor (though this could turn into FMLA leave).
However, unlike FMLA, it defines an elderly relative (at least 60 years old ) as one who is related by blood or marriage and not just parents. So, if the employee's or his/her spouse's elderly 3rd cousin has a doctor's appointment, then the employee can take the time off to take him/her.
I require (as allowed by the act) 7 days notice when the time off is forseeable and require documentation for all time off. I realize it's only 24 hours per year but I've found that requiring proof of an appointment, teacher meeting, etc., hinders employees from taking time off for other reasons than allowed by the law (like an afternoon at the beach...LOL...I didn't say that).
Kathie