Over the summer, the Supreme Court decided in the landmark case of United States vs. Windsor that Section 3 of the Defense of Marriage Act (DOMA) is unconstitutional, which now paves the way for same-sex couples to potentially enjoy many federal benefits that they weren't entitled to before. Let's take a closer look at DOMA, what the ruling did, and what questions remain.
Category: California Employee Benefits
From leaves to healthcare to 401(k)s to domestic partner benefits, California Employer Daily has got you covered.
Free White Paper Download: Executive Summary: Healthcare Reform for California Employers
Yesterday, we featured attorney Katherine Marques’ 9 questions to ask in designing a paid time off (PTO) policy. Today, she shares key success factors for PTO. Marques is an associate at the law firm of Holland & Knight LLP.
Addressing depression and related mental disabilities and meeting reasonable accommodation requirements is a delicate balance. Often, employees who are in this situation will have a preconceived idea of what work restrictions would benefit them as an accommodation, and they ask their healthcare providers to state those things as a work restriction when they obtain medical certification.
In California, meal periods for employees must be at least 30 minutes by law, and the employee must be fully relieved of all work during that meal period. The meal period may be unpaid, and it has to be taken within the first 5 hours of the shift. These requirements apply for any workday in excess of 5 hours. Most California employers are aware of this rule, but what are the exceptions?
Before January 1, 2014, employers covered by the employer responsibility provision of the healthcare reform law—also known as the Affordable Care Act (ACA)—will need to decide if they will provide healthcare insurance to their employees or pay the penalties for not doing so. This decision is commonly referred to as “play or pay.”