In December 2012, bills known as the “NJ SAFE Act” (S2177 and A2919) were amended by the House and Senate. Slightly revised from the versions discussed in prior issues of the New Jersey eAuthority (December 2012 and October 2012), the amended bills add that an employee may elect, or an employer may require an employee, to use any of the employee’s accrued paid vacation leave, personal time, or medical or sick leave during any part of the 20-day period of unpaid leave provided by the bill.
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Beltway Buzz, February 1, 2019
The Beltway Buzz is a weekly update summarizing labor and employment news from inside the Beltway and clarifying how what’s happening in Washington, D.C. could impact your business.
A New Internship Standard—The Second Circuit’s Seven-Factor Test and What it Means for Your Company
On July 2, 2015, the Second Circuit Court of Appeals issued a decision regarding the employment status of unpaid interns that should prove helpful to employers. In Glatt v. Fox Searchlight Pictures, Inc., Nos. 13-4478 and 13-4481, the Second Circuit overturned a decision by the U.S. District Court for the Southern District of New York, which had granted partial summary judgment holding that two unpaid interns were employees subject to the minimum wage and overtime requirements of the Fair Labor Standards Act (FLSA) and New York Labor Law (NYLL). The lower court also granted class and conditional collective action certification of putative classes of unpaid interns.
New Law Requires Indiana Employers To Provide Leave
The ongoing war in Iraq has spurred several states to approve legislation creating workplace leave entitlements for individuals with family members in the military. Following that trend, mid-sized and larger employers in Indiana now are required to provide job-protected leave to eligible employees with family members on active duty in the U.S. armed forces and the Indiana National Guard.