Podcasts about medical leave act

In today's episode, Jeff Harty and Fran Haas explore the complexities of noncompete agreements, noting their effectiveness in protecting IP but also their challenges. Fran highlights varying state laws on noncompetes and provides valuable insights related to structuring noncompete agreements with remote and mobile workforces.In this episode, Jeff Harty and Fran Haas discuss: Noncompete agreements to protect IP and what makes them enforceable.How non-solicitation agreements and confidentiality agreements differ from noncompete agreements.Political pressure against noncompete agreements.State-specific limitations to be aware of.Key Takeaways: What the noncompete agreement says, the law that applies, and where your employee is living or working are all variables that can greatly impact the enforceability of a noncompete.Noncompetes are politically unpopular because they are viewed as giving an employer the ability to stop someone from earning a living.Be strategic about your chosen state. Be aware of the laws in the state where your business is organized. “Make sure your noncompete is enforceable in your chosen state. That's a first step. It seems obvious, but with the law changing as much as it is, you should be checking in at least once a year with your employment counsel to make sure your noncompetes are still enforceable.” — Fran Haas   About Fran Haas: In her labor and employment practice, Fran Haas encounters a fair share of difficult cases, but in each matter, she's determined to reach a conclusion that satisfies her clients. “I'm able to handle all the issues my clients might encounter,” she says. “It's about being resourceful.”Fran litigates for employers in cases related to harassment, discrimination, retaliation, Family and Medical Leave Act, equal pay, and wrongful termination. She negotiates collective bargaining agreements on behalf of management, as well as other labor disputes. She also takes on higher education cases in matters involving Title IX, Title VII, the Violence Against Women Act, and the Iowa Civil Rights Act. On a daily basis, Fran takes satisfaction in seeing the legal system at work. As a former law clerk for a federal judge, Fran saw firsthand how the court provides an important service to citizens, something that drives her in her practice. “It's very rewarding to me when the system works the way it should and we get the outcome for the client,” she says. “It's not just winning but being part of a process that works.”Connect with Fran Haas:Website: nyemaster.com/team/frances-m-haasEmail: fhaas@nyemaster.com LinkedIn: linkedin.com/in/frances-haas-47a42819Connect with Jeff Harty:Website: nyemaster.com/attorney-directory/jeffrey-d-hartyEmail: jharty@nyemaster.comLinkedIn: linkedin.com/in/jeff-harty-5a9a1643

Officer-involved shooting in downtown Frederick is under investigation 6th District Representative April McClain-Delany introduced a bill to update the Family and Medical Leave Act to include caregivers of veterans Hagerstown man arrested for a series of thefts involving firearm accessories from a store in ChambersburgSee omnystudio.com/listener for privacy information.

More states are passing or considering laws that require employers to offer paid medical leave. Advocates say these laws can reduce financial stress and make workers more productive. But some measures also stress employers, and the patchwork nature of different state laws can create frustration. Paid family and medical leave allows workers time off to undergo treatment or care for a family member or a new child. Separately, more states and cities are also requiring paid sick time, which helps people deal with shorter-term illnesses like the flu. Many employers also offer paid sick time without a government mandate. Laws requiring longer-term paid family and medical leave are less common. Thirteen states and D.C. require some version of it, according to the National Partnership. There is no federal law requiring paid leave. The Family and Medical Leave Act guarantees only unpaid time off. It also doesn't apply to a large chunk of the workforce, including employees of small businesses that are exempt. Advocates say providing paid sick time can reduce the spread of disease. It also can improve production by cutting down on “presenteeism,” or people showing up for work sick and unable to focus on their jobs, said Jessica Mason, a senior policy analyst with the National Partnership. Paid leave for longer-term illnesses can help people focus on care and recovery. What are the drawbacks? Skye Nevada, catering company owner, said that when someone calls in sick, she would have to pay that person and their replacement, who would likely get overtime. “To expect small businesses to just absorb this cost is crazy,” Nevada said. Small businesses often don't have a separate human resources department to track compliance with mandated leave policies, noted Beth Milito of the National Federation for Independent Business. “The paperwork is time, and time is money to a small business owner,” she said. Mason says interest in paid leave has been building since the COVID-19 pandemic. “The pandemic really brought to the forefront of everyone's mind how important paid sick leave is,” she said. This article was provided by The Associated Press.

Comment on the Show by Sending Mark a Text Message.This episode is part of my initiative to provide access to important court decisions  impacting employees in an easy to understand conversational format using AI.  The speakers in the episode are AI generated and frankly sound great to listen to.  Enjoy!The battlefield of workplace accommodations and family caregiving responsibilities takes center stage in our detailed examination of Kemp v. Regeneron Pharmaceuticals. This landmark case illuminates the critical distinction between denying leave and subtly discouraging employees from exercising their rights under the Family and Medical Leave Act.We trace the journey of Denise Kemp, a decade-long employee with a history of promotions and positive performance, whose relationship with her employer deteriorated after seeking flexibility to care for her disabled daughter. The tension between remote work policies and leave rights creates a fascinating legal puzzle that ultimately hinged on technicalities rather than merits.The Second Circuit's ruling provides crucial clarity on what constitutes FMLA interference, establishing that employers can violate the law without ever formally denying leave requests. Yet despite this employee-friendly interpretation, procedural rules—particularly the unforgiving statute of limitations—proved decisive. We explore how timing can make or break employment claims regardless of their underlying validity.Beyond the technical legal analysis, we extract practical lessons for both sides of the employment relationship. For workers, understanding deadlines and documenting problematic interactions becomes paramount. For companies, the case serves as a warning that compliance means more than simply processing paperwork—it requires creating an environment where employees feel genuinely free to exercise their rights without subtle punishment.Have you encountered challenges balancing family care responsibilities with workplace expectations? The evolving legal landscape around remote work accommodations continues to shape both employee rights and employer obligations. Share your experiences or questions about navigating these complex waters. If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Comment on the Show by Sending Mark a Text Message.This episode is part of my initiative to provide access to important court decisions  impacting employees in an easy to understand conversational format using AI.  The speakers in the episode are AI generated and frankly sound great to listen to.  Enjoy!Is TikTok's corporate culture dangerously hostile? Join us as we explore the explosive lawsuit between Katie Puris and TikTok, revealing shocking allegations of ageism, harassment, and retaliation. Puris, a seasoned professional with an impressive career at tech giants like Google and Facebook, found herself in a workplace riddled with purported gender imbalances and a rumored "kill list" of targeted employees. Discover the chilling narrative of a corporate environment that allegedly discourages Family and Medical Leave Act usage and a distressing incident of sexual harassment that underscores a toxic cultural atmosphere within the company. Beyond the allegations, this case raises pressing questions about the role of international companies like TikTok in the realm of data privacy and corporate responsibility. As Puris' battle unfolds in court, we highlight the potential risks these platforms pose in handling personal data within the US. Tune in to understand the broader implications this lawsuit has on corporate practices and individual rights, emphasizing why it matters to speak out against injustices and hold powerful entities accountable. This episode serves as a crucial reminder of the power each one of us holds in demanding transparency and fairness from the giants of the tech world.Show Notes:Read Katie Puris v. TikTok, Inc. Second Amended ComplaintRead Court decision January 30, 2025 in favor of Katie Puris If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

This week, we're highlighting several last-minute changes from federal agencies before the Trump administration takes office. These include the National Labor Relations Board's (NLRB's) recent ban on captive audience meetings, a federal judge's decision to vacate the Department of Labor's (DOL's) overtime rule, and the return of Wage and Hour Division opinion letters. NLRB Outlaws Captive Audience Meetings On November 13, 2024, the NLRB outlawed captive audience meetings, overturning nearly 80 years of precedent and removing a widely used tool for employers. Employers may still hold such meetings, but employee attendance cannot be mandatory. Federal Judge Strikes Down DOL Overtime Rule Earlier this year, the Biden administration's DOL released a final rule raising the salary threshold for overtime pay. On November 15, 2024, a federal judge in Texas vacated this overtime rule nationwide, not only preventing future increases from taking effect but also retroactively nullifying the increases implemented in July. The Return of Wage and Hour Opinion Letters We saw more last-minute action this month with the sudden return of Wage and Hour Division opinion letters. One such letter addresses overtime calculations, and the other details the use of leave under the Family and Medical Leave Act. During his first term, President Trump issued about 80 letters, whereas President Biden, following President Obama's approach, has released only four, including the two this month. Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw370 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

From Age Discrimination in Employment Act to the Family and Medical Leave Act, this episode of Big Blend Radio's California Employment Law podcast with San Diego attorney Ward Heinrichs deciphers the "legalese" of some of the acts that pertain to employment law. Check out the list of acts and their meanings, here: https://blendradioandtv.com/listing/legalese-whats-with-this-act/  Based in San Diego, California, Ward represents both employers and employees in almost all areas of labor law. More: https://bestemploymentattorneysandiego.com/  Ward Heinrichs appears on Big Blend Radio very 4th Wednesday. Follow his podcast appearences here: https://www.youtube.com/playlist?list=PLzIUCV2e7qm3jXMGjBdJrHc4zxpoWFP5O 

How to get paid, how to get your leave extended, what laws protect you and MORE!Diving DEEP into all things maternity/parental leave in the US! How to get paid, how to get your leave extended, what laws protect you and more!SIGN UP HERE for our Mom Club On Patreon!Tangible Tips for navigating parental leave. In today's episode we ask parental leave expert, Linzay Davis:What do you NEED to know about parental leave?What states have paid parental leave?How to get a paid parental leave?What's my maternity leave?What states have paid parental leave?Pregnant Workers Fairness Act explained?The PUMP ACT explained?How do you sign up for FMLA or another state job protection law?What's Family and Medical Leave Act for us? (FMLA)How can you set yourself up for a great maternity leave AND a smooth transition back to work while still at work during pregnancy?AND MORE!!-------------------------------------------------------------------------------------------------------------IMPORTANT LINKS:- SIGN UP HERE for our Mom Club On Patreon!How to connect with Linzay:- Her website is linked HERE- Connect with ME on Instagram HERE or at @learningtomom.podcast-------------------------------------------------------------------------------------------------------------maternity leave rights, parental leave rights, maternity leave laws, parental leave laws, FMLA explained, Family and Medical Leave Act explained, the  Pump Act, pregnant workers fairness act, parental leave, are maternity leave and fmla the same thing, are maternity leave paid, can maternity leave be denied, can maternity leave for extended, how maternity leave works, how maternity leave paid, what maternity leave am i entitled to, when maternity leave starts, maternity leave is how long, maternity leave and short term disability, maternity leave and parental leave, maternity leave vs fmla, are parental leave paid, how parental leave works, what parental leave am I entitled to, where to apply for parental leave, parental leave without pay, parental leave and fmla, parental leave and short term disability, parental leave vs fmla, parental leave vs maternity leave, parental leave family leave

Patrick Dolan, Employment Lawyer at Conti & Dolan, joins Jon Hansen to discuss the Family and Medical Leave Act. It guarantees twelve workweeks of leave in a 12-month period and Jon and Patrick break down what it covers and who qualifies. For more information, visit www.contidolanlaw.com.

In this episode, Margarita interviews Harper Spero - business coach, community builder, and storyteller. Harper created Made Visible, a podcast and Storytellers Workshop that helps individuals with invisible illnesses find their voice. Margarita and Harper discuss invisible illness and how it affects people in the workplace. In this eye-opening conversation, Harper talks about her experience and how to empower others to advocate for themselves at work. She also talks about how she single-handedly raised $40,000 for Israel. Harper's inspiring story is the embodiment of "if there's a will, there's a way." Learn more about Harper on harperspero.com , and follow her on Instagram @harper_spero. Check out her podcast, Made Visible, wherever you listen to podcasts. DONATE HERE: https://secured.israelgives.org/en/pay/MerhavMarpe What We Discuss: 00:00 Intro & Episode Agenda 02:31 Harper's journey with invisible illness & how it shaped her career 07:23 On becoming an entrepreneur 09:45 Working from home vs. Return To Office 10:36 What is invisible illness & how does it impact people in the workplace? 14:18 Changing expectations on work-life balance & Family and Medical Leave Act consequences 19:46 On living in Israel during October 7th & returning to NYC, seeing the antisemitism 29:50 How Harper raised $40,000 for Israel 38:15 One piece of advice on finding purpose in the workplace 42:33 Closing Remarks & Guest Nomination --- Support this podcast: https://podcasters.spotify.com/pod/show/peoplejewwannaknow/support

"The healthcare system is really complicated, and there aren't any guidelines currently on how to care and manage TBIs. It takes multiple providers, therapists, and specialists to help pull the pieces of the puzzle together of your recovery."In today's episode, we had Kelly Tuttle, FNP-BC, MSN, a TBI survivor, nurse practitioner, and author, who shared her enlightening recovery journey and offered advice for others on a similar path. Traumatic Brain Injuries (TBIs) can turn lives upside down, not just for survivors but also for their families. Recovery is a challenging, uncertain process, requiring immense resilience.Kelly's post-injury process included coping with cognitive fatigue, headaches, neck pain, and dizziness. A compelling aspect of her story is her transition from a cardiology nurse practitioner to specializing in neurology after her injury. This career pivot signifies her resilience and desire to empathize with and aid others with brain injuries.From a TBI survivor to an advocate and author, Kelly is a beacon of hope and invaluable guidance for those on a similar path of recovery.In this episode you'll hear about: (00:00) Intro (00:34) Kelly Tuttle and her story (02:57) Have you heard of Invisible Disabilities? (06:34) Bringing your closed ones to your medical appointments (10:15) Join us in our Free Concussion Workshop to learn how to recover from a concussion (10:46) Creating After The Crash: How to Keep Your Job, Stay in School, and Live Life After a Brain Injury (12:56) Managing your (TBI) and finding the right support (14:58) Nurse life: from cardiology to neurology  (17:04) Going back to work after your TBI. The Checkoff list. (21:08) Energy management, cognitive fatigue and the old/new car analogy (25:17) Helping your inner circles understand what your TBI means (28:35) The Medical Leave Act and the American Disabilities Act(29:47) Surprises along the recovery process (32:23) Kelly's suggestions for someone with a recent TBI (33:18) What is the Most Important Thing I Can Do to Cure My Concussion? (34:30) Nutrition and brain health (37:14) The inflammatory response (40:22) How TBI affected Kelly's vision and the solutions she found Find Kelly @www.kellytuttle.orgIG @brain_np_TikTok: @brainlovingnpCheck out our Digital Programs4d Built to Read Digital ProgramConcussion RecoveryBuilt to DriveFollow us at 4D Vision Gym on FB and IG @4dvisiongymvt for the latest news and updates. DM us if you have any Vision Therapy related questions - you may hear the answer in a future episode!If you enjoyed this show, please rate, review, and subscribe wherever you get your podcasts. We really appreciate your support!Send us a screenshot of your review and receive 10% off any one of our 4D Vision Gym products or services. And if your friends or family are experiencing inexplicable challenges, refer them to this podcast and tell them, “It Could

ASCO: You're listening to a podcast from Cancer.Net (Cancer dot Net). This cancer information website is produced by the American Society of Clinical Oncology, known as ASCO, the voice of the world's oncology professionals. The purpose of this podcast is to educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. Guests' statements on this podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity, or therapy should not be construed as an ASCO endorsement. Cancer research discussed in this podcast is ongoing, so data described here may change as research progresses. In this podcast, Dr. Fay Hlubocky  and Shelly Rosenfeld discuss what people should know about returning to work after cancer treatment. This podcast is intended for informational purposes only and does not constitute legal or medical advice.  Dr. Hlubocky is a licensed clinical health psychologist with an expertise in psychosocial oncology and a health care ethicist at the University of Chicago. She's also the Cancer.Net Associate Editor for Psychosocial Oncology. Ms. Rosenfeld is the director of the Disability Rights Legal Center's Cancer Legal Resource Center, which provides free information and resources about cancer-related issues.  View disclosures for Dr. Hlubocky and Ms. Rosenfeld at Cancer.Net. Claire Smith: Hi, everyone. I'm Claire Smith, a member of the Cancer.Net team, and I'll be your host for today's Cancer.Net podcast. Cancer.Net is the patient education website of ASCO, the American Society of Clinical Oncology. Today, we'll be talking about what people with cancer should know about returning to work after treatment, including information about the legal protections available to people with cancer in the United States. Our guests today are Dr. Fay Hlubocky and Ms. Shelly Rosenfeld. Dr. Hlubocky is a licensed clinical health psychologist with an expertise in psychosocial oncology and a health care ethicist at the University of Chicago. She's also the Cancer.Net Associate Editor for Psychosocial Oncology. Thanks for joining us today, Dr. Hlubocky. Dr. Fay Hlubocky: Thank you, Claire. It's such an honor and a privilege to be with you and Shelly today. Claire Smith: Wonderful. Our next guest, Ms. Rosenfeld, is the director of Disability Rights Legal Center's Cancer Legal Resource Center, which provides free information and resources about cancer-related legal issues to members of the cancer community across the U.S. Thanks so much for being here, Ms. Rosenfeld. Shelly Rosenfeld: Thank you. I'm honored and grateful to be here today. Claire Smith: Before we begin, I should mention that Dr. Hlubocky and Ms. Rosenfeld do not have any relationships to disclose related to this podcast, and you can find their full disclosures on Cancer.Net. So, to start, Dr. Hlubocky, can you talk a little bit about some of the ways that people might think about work differently after an experience like cancer? Dr. Fay Hlubocky: Thank you, Claire. That's such an important question to start today's talk with. For many, the thoughts and decision-making surrounding returning to work can be very complex. Perspectives on if, how, and when to return to work will differ from person to person. Although one may feel quite motivated and even inspired to return to work after the cancer experience, the idea to return to work immediately after this post-cancer journey phase may simply seem overwhelming and bring about anxious and worrying thoughts. Thoughts and questions such as, "Am I ready to return to work after all I've been through?" or "Can I do the job like I did before?" are common and expected. For some who may experience financial burdens, these individuals feel compelled to return to work with thoughts of, "I have to get back to work," and feel like that's the only option is to return to work immediately even if not ready. Yet others may ask themselves, "Should I work full- or part-time? How can I return to work?" Or, "Can I return to that same busy schedule as I had engaged in before?" Finally, some may wonder if that same job is right for them after all one has been through. Again, these are very normal, common, and expected thoughts and questions regarding return to work that the individuals certainly may hold after the cancer experience. Claire Smith: Wonderful. Thank you for that overview. And next, you touched on some concerns, but I'd love to hear about what concerns someone might have about returning to work after cancer. Let's go to you, Ms. Rosenfeld. Shelly Rosenfeld: Well, one concern for someone returning to work, it could be either, of course, returning to their job, but it can also be returning to work and starting a new job. And that might be when one might need to perhaps take additional days off, and whether it's for treatment or follow-up care or perhaps just monitoring as well. But to use up those sick days and then to need additional sick days, there is protections out there such as Family and Medical Leave Act, or FMLA. But a concern for someone starting a new job is, in order to be covered by FMLA or the Family and Medical Leave Act, someone has to have worked for the employer for a total of 12 months and have worked at least 1,250 hours in the last 12 months, which comes out to a little more than part-time. But that is certainly a concern because taking time off whether to care-- actually, it could also be a caregiver taking care of someone with cancer, that they need to have worked for that employer for at least 12 months. Later, I think we might be talking about one way to work with the employer in terms of - just to kind of hint with the Americans with Disabilities Act - kind of a creative way to ask for additional time off and to see if that can work out with the employer. So I want to wait until we talk about that a little more in depth, but I just want to say there is hope and there is something that perhaps can be worked out with your employer if there is that concern. But I just want to say that while FMLA, and just to kind of briefly touch upon it, it allows certain employees to take up to 12 work weeks per year to take care of oneself or certain family members with a serious health condition. For example, that could include a spouse, parent, or child. So it is unpaid, but one's job has to stay open for that person until the end of that 12-week period, and the employer has to keep providing health benefits. So it's something to keep in mind if somebody is returning to work and is at their job now for some time and needs to take those days off. Beyond those sick days, there are protections out there. But if they're just returning to work and they haven't been at a job for that long, then they should consider, "OK. Maybe the state has additional protections that the federal law does not have," or to think about-- and we'll talk about reasonable accommodations in Americans with Disabilities Act in a bit, I think, as a solution. So with every challenge, I think there is some kind of option, but that is certainly a concern. Claire Smith: Yeah. Absolutely. I think it's so important to sort of think about these concerns as people are going to worry about them, but there are ways to sort of address and hopefully cope with them. Dr. Hlubocky, do you have anything else to add? Dr. Fay Hlubocky: I agree, many survivors we know with cancer do desire to return to work. Just recognizing the fact that holding a job provides a routine, a schedule, freedom, income, meaning, it makes us feel fulfilled, it gives us a sense of purpose, and work specifically for survivors can bring a sense of normality, especially after that cancer experience. Yet for others, we know that the thought of returning to work can be very concerning. Folks might be worried over their energy and their endurance and ability to really perform at their job due to continuing or existing cancer-related or treatment-related symptoms, such as fatigue or insomnia or pain. Others may worry about colleagues' attitudes and relationships, concerns and fears over if colleagues will judge them for their appearance or their performance may arise. As well, many survivors question, “How will I be treated?” or “Will they work with me as they did before?” These are also frequent and commonly held concerns by many patients and survivors. For all survivors, it's important to recognize that this is a new normal, a new phase in this journey post-cancer and cancer treatment that can really bring a new perspective with greater meaning and purpose. This new perspective - really, this growth - can be a motivator and inspire not only you in the work environment but your colleagues as well. Claire Smith: So talking about maybe some of the things that we can share with our listeners to help assuage some of these concerns that they may have. I want to start, if someone is applying for a new job after cancer treatment, maybe they've been out of the workforce for a little while while going through cancer and its treatment, are there any legal protections available to them during that process, Ms. Rosenfeld? Shelly Rosenfeld: There are. So I briefly mentioned the Americans with Disabilities Act, or ADA, which is a federal law that makes it illegal for employers with 15 or more employees to discriminate against, and it includes qualified job applicants or qualified employees with disabilities in any stage of the employment process. So that includes the interview process. A lot of people don't know that before someone even starts working, that they do have those protections. So that is really important for someone to keep in mind as they go through the interview process. So an employer is not allowed to ask about a job applicant's medical history, whether they've taken any leave in the past, or whether they expect to take leave. The only 2 questions related to disability or cancer that employees are allowed to ask are, "Are you able to perform the essential job functions?" and "How will you perform the essential job functions?" So, in order for someone to receive protection under the ADA, they have to be able to do the essential job functions. For example, without anyone knowing me, I don't have experience playing football. So, I do not have the ability currently to do the essential functions of being an NFL football player, not at this time and not in the past, so far. So, for example, the ADA, no matter what, wouldn't protect me because I can't do those job tasks. But if someone can do the essential functions of a job, right, they're applying for it, hopefully they're able to do those essential functions, if they have cancer or are affected by the effects of cancer treatment, they could be protected. So it is really important to keep in mind during that job application process, the employer can't ask if you're disabled. I know that sometimes they'll have things on the end of an application, but those are optional, right? So someone does not have to answer that, but they can ask, of course, if you can do the essential functions of the job. And so, yeah, I think that's just something to really keep in mind as someone's going out through that process. Claire Smith: You talked a little bit about the ADA and how we can use those protections. And a lot of people with cancer, they may have mental changes like brain fog or even physical changes, fatigue, or other side effects, long-term side effects of their cancer and treatment, where they might need some accommodations to be able to accomplish those essential job functions that they can do. Can you talk a little bit about what that process looks like to ask for those accommodations? Shelly Rosenfeld: Just to recap, cancer, the effects of cancer can be a disability under the Americans with Disabilities Act. I know for some people affected by cancer, thinking of the word “disabled” as it relates to cancer might be just a new way to think about it. So I'm only talking legally. So somebody might have been in the best health of their life and been in the best shape and then they're affected by cancer, and then the law may consider them as disabled. So we're talking about disability in terms of the legal definition for the Americans with Disabilities Act.  So let's talk about reasonable accommodations. So as you mentioned, of course, the effects of cancer can be a disability because they might substantially impair major life activities such as eating, sleeping, concentrating. And so reasonable accommodations can range anywhere from making changes to a physical environment, such as moving file drawers to a more accessible location, or changes to the way that someone works. For example, teleconferences into meetings rather than in person. Whether an employer has to give someone the type of accommodation they're trying to get depends on whether giving it would be an undue hardship to the employer. Being an undue hardship usually means practically that it will cost the employer too much to give someone the accommodations, so what costs too much really depends on the specific job and the specific employer at issue. So, for example, what might be easy to do for one employer may actually be really difficult for another, but we usually ask for folks to ask for accommodations before their work performance starts to suffer. So if your performance suffers at work, an employer may take negative action against you if they don't know you have a disability or a need for accommodation. So if an employer sees someone sleeping at their desk, they can be fired. So if the employee decides to ask for a reasonable accommodation under the ADA and tells the employer that they have fatigue from cancer treatment and need more frequent breaks due to fatigue before the employer has a chance to see them sleeping on the job, the employee has more protection at work. It is a personal decision, and I just want to touch upon this because this question sometimes comes up where people say, "Should I talk to my employer or not?" I know, the CLRC, we don't take a position, yes or no. It is completely that person's decision, and I would respect someone either way. So that might on the one side be a little nerve-racking, but it could also on the flip side be reassuring. But there's no wrong choice. It's best to do what is best for that person. I do recommend, however, if you do want to have that discussion with your employer, if you can find someone trusted, whether it's a parent or a friend or just even a doctor or patient navigator, and try to have that conversation, because it can be difficult talking to an employer about that. Even if you feel like you really have a good relationship with that employer, it is still a different type of discussion. And I just want to also mention that it is an interactive process. So suppose someone asks for accommodation, a reasonable accommodation under the ADA, and the employer says, "This is not something that we can do. It's going to cost too much. It's not practical." Then hopefully they come back with something and say, "How about this option?" And then the employee could say, "It still doesn't really help what is the ultimate challenge here. How about this?" And hopefully it's both sides working together in the interactive process. Now, of course, if someone asks for a reasonable accommodation, it may very well be granted in its original request. But just to keep in mind that if an employer pushes back, it is designed to be reasonable for both sides. And just to give an example, because I think it could be hard when someone says, "It depends on the employer. It depends on the employee." Right? So many people have such different jobs and employers are also so different, but here's an example. Suppose, for example, someone is a cashier, and they have to interact with people. They have to ring them up and take money and work at the cash register, but they're going through cancer treatment. And they're still able to work, but they do need a reasonable accommodation. So, for example, they might ask for a stool to sit between helping people. So if there's not someone else next in line, they can at least sit down. Giving them a separate office with a gold chair might not be reasonable, because they actually have to be there to help folks, but a stool doesn't take too much space, gives someone the opportunity to sit down, could very well be reasonable. So that's just kind of a way to think about it as an example. And I think the doctor or also patient navigator team can be partners in this. You can ask, "When someone has this treatment, what side effects can I expect? I do this as my job. Have you had patients like this in the past? What are some things that might have helped them?" And you just start that conversation going and also think about your job and how you go about your job and what might help, or how you're feeling and what could really make a big difference. It might be that snacks are not allowed at the desk, but having a snack and being able to eat it can really combat nausea. It can also be more than one accommodation. There might be more than one side effect that needs to be addressed. So it is something to keep in mind. Be aware of yourself and what helps you ultimately succeed so you can keep having that income, keep having that job, and hopefully keep having that health insurance. Of course, there's the FMLA protections if someone needs to take that time off, but that is something to keep in mind. And because I promised this, I just want to raise it now, is that if someone is not eligible for FMLA based on they haven't worked at their job long enough to qualify and there's no additional state protections that apply, they may be able to ask for some additional time off under the Americans with Disabilities Act beyond their sick days. Saying, "I don't know when I'll get back," and kind of an indefinite time of leave, that might be harder to get approval for as a reasonable accommodation. But saying, "I need X number of days, and then I'll check in with you about that." Or, "I need X number of days," might be something that the employer might be more willing to work with that person. So like I said, there is something to be worked out potentially. Claire Smith: Oh, wonderful. Thank you for outlining all of that. I think that's really helpful to sort of understand what that process looks like, what maybe some reasonable accommodations are, and the fact that it is sort of an interactive process. So another thing that Dr. Hlubocky mentioned earlier as maybe being a concern is how to talk to coworkers. Are there questions that coworkers might have after you've been out for cancer treatment, how to manage perhaps uncomfortable conversations. Can you talk about some of the ways that someone with cancer can kind of help prepare mentally for those kinds of conversations, Dr. Hlubocky? Dr. Fay Hlubocky: Reactions will be different, and they'll vary from person to person, colleague to colleague. Some colleagues will be supportive, know when to ask or not to ask questions, and these colleagues will also try to be helpful with tasks as you return to work. Yet others might be very avoidant because they simply don't know what to say, and that can be hurtful because we all want to feel supported by our colleagues, especially after an experience like cancer. Therefore, it's important for you to prepare and plan on what you want to say before you're returning to work. Honestly, there's really no right or wrong way to address this, as everybody deals with the cancer experience differently. You may desire to talk openly about the cancer experience, or you might wish to simply move on in order not to be treated differently by colleagues. Empowering yourself by setting boundaries on how to address these questions is key. For example, you can thank your colleagues for their concerns. However, express that, for you, now is not the time or the place to discuss your experience. Remember, you have to feel comfortable and safe in discussing your experience. Accept help if offered, especially in the initial stages of returning to work. Also, it's important to be prepared that some relationships may change. For example, those who were supportive and close to you before the cancer may distance themselves afterwards. You will learn who you can count on, and that is what's important. If you do feel comfortable, talk to your supervisor regarding any concerns that you may have about returning to work and addressing colleagues' questions so the supervisor can also help prepare the staff as well. But, again, only if you are comfortable. Be sure to check in with your supervisor, especially if you feel that the work environment is not supportive. Claire Smith: Wonderful. Great advice. And working can sometimes be stressful under the best of circumstances, and especially if you've gone through cancer treatment, you're maybe starting a new job or returning to a workplace. What are some tips for coping with some of those emotions and stresses that might arise? Dr. Fay Hlubocky: First and foremost, it's talking with your oncology team about when is the best time to return to work given your specific phase in the cancer survivorship journey, as well as inquiring about symptoms that you may have, like fatigue or cancer-related cognitive dysfunction and any other worries or symptoms that may interfere with returning to work. We want to be sure that you're physically healthy to return to work, and be sure to talk to them about any fears associated with working. Remember, we, your cancer team, are here to help you. Also, knowledge is power, and thus education on what is needed or how to return to work after cancer, taking into consideration life changes and symptoms can help to alleviate some of this distress. Also, again, if comfortable, talk to your supervisor about your options and to determine a plan. With the change in work environment, you may have the option to return slowly, gradually to the work environment first, maybe virtually, then part-time with fewer hours and gradually full-time. Again, if comfortable, talk to your supervisor about any time and work accommodations you may feel. Planning this return to work in partnership with your supervisor can really help you prepare as well as address any worries and anxieties you may hold. If the stress and the anxiety associated with returning to work is just really simply too overwhelming, talk to your therapist to help you plan to return to work. If you're not already connected to psychosocial support, engaging in the service can be a really valuable tool to help you determine your readiness to return to work. A psychologist, a social worker can really help you with preparing and problem-solving and planning when or if returning to work is an option now or in the future. Cognitive behavioral therapy, or CBT, is a research-based psychotherapy that we use that can help to address anxious and worried thoughts that you may have. And the goal of CBT is really to learn to control, challenge, and overcome distressing thoughts and beliefs about returning to work and helps you learn skills to really change your behaviors. It's also OK to realize that your job is now not right for you. Remember, a comprehensive plan in collaboration with your doctor, potentially your supervisor and psychosocial support, can really help prepare you, empower you as you begin the process of returning to work. Claire Smith: One other thing I wanted to touch on a little bit is issues around workplace discrimination. If someone is worried that they might face workplace discrimination after cancer, are there any resources available to them, Ms. Rosenfeld? Shelly Rosenfeld: Yes. If someone believes they've been discriminated against in the workplace or have questions about anti-discrimination protections, first of all, the Cancer Legal Resource Center, or CLRC, we have handouts on our website about someone's right to be free from discrimination in the workplace. Our website is thedrlc.org/cancer, and we recommend that someone speak with an employment attorney to discuss their legal options if someone thinks that they've been faced with discrimination. Someone also might want to file a complaint with the Equal Employment Opportunity Commission, or EEOC. The person can bring a claim for a violation of the Americans with Disabilities Act, or ADA, file a complaint with their state fair employment agency - of course, that depends on the person's state, where they live and work - or file a lawsuit against their employer. So, there's also an organization called the Job Accommodation Network, or JAN, which is a service of the U.S. Department of Labor's Office of Disability Employment Policy, where someone can learn more about resources available to them. So certainly, there are different options. We hope that no one experiences discrimination because of cancer, their history of cancer, an association with someone with cancer. Hopefully, no one ever experiences that. But if they do, hopefully they feel empowered already that there are options out there for them to assert their rights and hopefully ensure that others in the future will be free from discrimination as a result of cancer in the workplace. Claire Smith: Thank you for sharing those resources. Absolutely. Do either of you have any final thoughts before I let you go today or anything else you wanted to touch on for our listeners? Shelly Rosenfeld: I just want to say that, at times, it can be overwhelming, in addition to having a cancer diagnosis, to encounter so many different legal issues that are kind of these non-medical side effects of cancer. And I just want to say that at the Cancer Legal Resource Center, and I know that patient care teams really do care about keeping someone informed of their rights, and so it is important to know that there are rights out there and not to be hopeless about their rights because there might be things that you just never knew were possible. But just by making that effort to learn more about what's out there and what you might be entitled to, whether it's a health insurance appeal, whether if someone has to take a longer time off their job more than a year because of cancer, that there are income replacement options potentially through Social Security, that there are just health insurance options potentially out there for them, that there is hope and it is worth trying. It is worth appealing. And to work with your doctor and medical team saying, "Can you give me a letter? Can you write this for me? Do you have something that you've submitted for someone else for appeal for this medication or for this type of treatment?" And try to seek support in a practical way to stand up for yourself because the results and the upside of doing so are so important. So I just hope that someone comes away with this knowing-- you don't have to memorize or take notes or be an expert to know this after this podcast, just know that it's out there and that there are resources, and you can learn. And what the CLRC does, we do free. So just to know that there is something out there for them. Claire Smith: Wonderful. Great message. Dr. Fay Hlubocky: That's great, Shelly. Thank you. I've learned so much from this podcast. And to all the Cancer.Net audience out there, whether you're a patient or a caregiver or even part of the team, please know that we're here to help you in any capacity. Don't fight this alone, have self-compassion, be patient with oneself. This process does take time, and there's lots of resources here to help you to decide if returning to work is right for you now or in the future. Again, we're here to help you. Claire Smith: I love that. Thank you. And thank you both so much for sharing your expertise today. It was really wonderful having you, Dr. Hlubocky and Ms. Rosenfeld. Thanks for joining us. Shelly Rosenfeld: Thank you. Dr. Fay Hlubocky: Thank you so much. It was an honor and a pleasure to be with you all. Thank you. ASCO: Thank you, Dr. Hlubocky and Ms. Rosenfeld. You can find more resources and information about life during and after cancer treatment at www.cancer.net/survivorship. Cancer.Net Podcasts feature trusted, timely, and compassionate information for people with cancer, survivors, and their families and loved ones. Subscribe wherever you listen to podcasts for expert information and tips on coping with cancer, recaps of the latest research advances, and thoughtful discussions on cancer care. And check out other ASCO Podcasts to hear the latest interviews and insights from thought leaders, innovators, experts, and pioneers in oncology. Cancer.Net is supported by Conquer Cancer, the ASCO Foundation, which funds lifesaving research for every type of cancer, helping people with cancer everywhere. To help fund Cancer.Net and programs like it, donate at CONQUER.ORG/Donate.

Genève Allison, an attending physician in infectious diseases, shares her journey since graduating from Harvard. She took a leave of absence from work in 2023, which was not something she would have predicted but turned out to be one of the best things she's done. Her journey began with working in a research lab and meeting physicians, leading her to pursue medicine as a career. She went to the University of Massachusetts Medical School and completed a residency in infectious diseases before returning to Boston to pursue infectious diseases at Tufts. Methods of Recovering from Burnout During the pandemic, Genève experienced burnout and emotional exhaustion. She sought support from her primary care doctor, who helped her get a medical leave for three months. This allowed her to heal from the trauma and work on toxic habits that can lead to burnout. She believes that we don't talk enough about taking care of ourselves in society, and she wants to share her experience on the 92 Report to inspire others to reach out for help.  Genève's leave of absence was a time for her to try everything, including therapy, journaling, and writing exposure therapy. She used specific therapy notebooks to process traumatic events and write about them in detail, which helped her dissipate the stress and improve her mental health. She also participated in a pottery class, which was enjoyable and allowed her to get out of her perfectionistic stressful mindset. Genève talks about the fundamental need to make things with our hands, such as building a shed, baking, knitting, gardening, and pottery. During the pandemic, baking became a major concern, and people talked about sourdough as a solution. The conversation also touches on the importance of taking time off from work to maintain a healthy lifestyle, such as playing the flute or attending therapy sessions. A Physician's Personal Experiences during the Pandemic The conversation shifts to her personal experiences during the pandemic. She felt scared that she didn't care enough to be a doctor, which led her to take time off. However, she found that her caring barometer was off, and she realized that she had to care for patients and their well-being. She talks about experience as an infectious disease specialist during the pandemic. She describes the surreal and bizarre situation of being the only person on her train to go to work, especially in the pediatrics where the inpatient pediatrics floor was converted into an adult Intensive Care Unit due to the need for ventilators. Genève shares her experiences with fighting with elderly chaplains who would enter patients rooms with COVID, despite not having vaccines yet. The suffering experienced by patients dying of COVID was beyond what the physician was prepared for. Patients were not allowed to have families present at their bedside, and nurses were at their bedside when they were dying. This was unimaginably painful for both the patient and their family. The emotional labor that comes with being present at a loved one's death is also difficult to witness. Factors Leading to Burnout Genève explains that a mix of things led to her burnout, including perfectionism, type A behaviors, and restlessness. The pandemic magnified these issues, as the work was never going to be done, and recommendations were constantly changing. She realized that she needed to take care of herself and figure out fixed beliefs that she couldn't prioritize. This led to therapy and the realization that she needed to prioritize herself over her work. She discusses how her approach to work has changed over the years. She now takes secondary prevention, such as avoiding smoking, exercising, and maintaining a healthy lifestyle. She now focuses on self-care and taking care of her mental health, which has helped her avoid burnout in the future. Genève uses an analogy of a heart attack, where people talk about secondary prevention because they don't want another heart attack. Healing from Burnout Genève talks about her skepticism about their energetic capacity and their decision to say no more often. She mentions that she has said no to various activities, such as being part of a research committee or helping a research group. She also mentions that being tired is not a character flaw but a human emotion. She talks about acupuncture and that some studies suggest it has no scientific impact, but the placebo effect may play a role. She acknowledges that there is a lot of literature on the meridians used in acupuncture and the physiological correlates of these effects. During her training in California, she became best friends with a physician who had trained in both allopathic medicine and acupuncture and herbs. They worked together on a residency and have since worked with a group where she does acupuncture for patients undergoing chemotherapy to alleviate side effects. Her motivation for doing acupuncture was due to physical symptoms of burnout, such as migraines, dizziness, and neck pain from stress. She experienced an immediate improvement in their well-being after receiving needles in their legs, which she continues to maintain. The Field of Infectious Disease Genève talks about why she was interested in the Infectious disease field. She mentions that it is a fascinating field that involves solving puzzles and figuring things out when others cannot. It's a satisfying field where doctors can make diagnoses, create treatment plans, and see people get better.    Influential Harvard Professors and Courses Genève shares her experiences with mentorship and support from Carl Liam, a professor of biology and an IQ theologist. His mentorship and belief in him made a huge difference during their sophomore year, helping her become better mentors and learn that stumbles are normal parts of life. She emphasizes the importance of seeking help for medical professionals, as many doctors commit suicide every day due to fear of losing their licenses.    Links: https://www.tuftsmedicalcenter.org/PhysicianDirectory/Geneve-Allison.aspx https://www.besselvanderkolk.com/resources/the-body-keeps-the-score https://www.medscape.com/sites/public/lifestyle/2023 https://shop.therapynotebooks.com/products/after-trauma-notebook?gad=1&gclid=Cj0KCQjwm66pBhDQARIsALIR2zAqJRHjPOAmEqoK44NVYKpdCGYch0GbFgWxQiLrq-yB5UVcRQHaGDkaAgepEALw_wcB&tw_adid=599080069633&tw_campaign=16508759695&tw_source=google https://en.m.wikipedia.org/wiki/Family_and_Medical_Leave_Act_of_1993 https://my.clevelandclinic.org/health/treatments/22641-emdr-therapy https://www.acgme.org/globalassets/PDFs/ten-facts-about-physician-suicide.pdf https://drlornabreen.org/ https://iwgdfguidelines.org/allison/

S7: Ep 36 In this episode, Felicia discusses the importance of taking care of your mental and physical health in the workplace. She dives into the topic of FMLA (Family and Medical Leave Act) and how it can be a valuable resource for employees. If you're looking for guidance on managing your career and prioritizing your well-being, this episode is a must-listen.

Friends,Good morning, and welcome back to my Saturday coffee klatch with Heather Lofthouse (executive director of Inequality Media Civic Action), where we examine the highs, lows, and even lower points of the previous week. Please pull up a chair, grab a cup, and join us.Today we're adding a new feature so you can watch as well as hear us (should you wish). And we apologize for the technical difficulties this week. Please let us know in the comments if you'd like us to continue this feature (assuming we do better with the video and audio).Today, Heather and I examine:— The continuing tragedy in Israel and Gaza. What's the outlook? What role is Biden playing? What should be done?— The continuing clown show in Congress. Jim Jordan is in for speaker, then he's out, then in, then out. House Republicans continue to preside over what's in effect a shutdown of the House of Representatives. What's going to happen?— The good economic news that median household wealth in America increased by a record 37 percent between 2019 and 2022 — but then dropped when the pandemic stimulus relief was withdrawn. — The continuing predation of large pharmaceutical corporations. Pfizer doubled the price of Paxlovid — which is critically important for people who get COVID (as I did two weeks ago). Again, what should be done? — I'm heading to Washington for the 30th reunion of my team at the Department of Labor, which will happen later today. We haven't seen each other since we implemented the Family and Medical Leave Act, raised the minimum wage, attacked sweatshops, and protected the health and safety of millions of workers. — Our emergency alert earthquake warning — without an earthquake (for some of us). And our weekly poll: This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit robertreich.substack.com/subscribe

This is Garrison Hardie with your CrossPolitic Daily News Brief for Friday, October 20th, 2023. PUB MEMBERSHIP PLUG: Summer has been great here at CrossPolitic, and we want you to join us on this ride… First, we’re no longer calling it the Fight Laugh Feast club… it’s now called the Pub! Second, we’ve launched a new line of content, focused on family entertainment. We will have our new show “This America” and our exciting new “Rowdy Christian Guides” highlighting the practical guides to fun and godly life! Additionally, we will have the live streaming of our conferences, and our past conference talks, all bundled within our new polished Fight Laugh Feast App. Sign up today! Head on over to fightlaughfeast.com, and join the Pub! that’s fightlaughfeast.com. https://www.breitbart.com/middle-east/2023/10/18/watch-pro-palestinian-protesters-stage-insurrection-in-u-s-capitol-office-building-cannon/ Pro-Palestinian Protesters Stage ‘Insurrection’ in U.S. Capitol Office Building Pro-Palestinian protesters, who want a ceasefire that would benefit the Hamas terrorist organization in Gaza, stormed the U.S. Capitol on Wednesday and staged a protest inside the Cannon Rotunda that one observer likened to an “insurrection.” The Cannon Rotunda is part of the Cannon House Office Building. It is separate from the iconic Capitol building but is considered part of the Capitol complex. It is the oldest congressional office building on Capitol Hill. Rep. Rashida Tlaib (D-MI), who falsely accused Israel of bombing a Gaza hospital Tuesday, addressed the protesters. Fox 5 in Washington, DC, reported: A large group of pro-Palestinian protesters are demonstrating inside the Cannon Rotunda on Capitol Hill. The Cannon House Office Building holds the House Committee offices. U.S. Capitol Police say demonstrations are not allowed inside Congressional Buildings and are working to clear the crowd. Police have already detained some individuals as chants of “ceasefire” are echoing around the building. Left-wing protesters have staged demonstrations inside the Capitol before, but none have been treated the way participants in the January 6, 2021 protesters have been treated, many of whom were detained and given harsh sentences for non-violent offenses. The U.S. has seen anti-Israel protests in major cities and on college campuses since a Hamas terror attack Oct. 7 killed 1,400 Israelis and wounded roughly 4,400 more. About 200 people — including some Americans — were taken to Gaza as hostages. FBI Director Christopher Wray called the Capitol riot “domestic terrorism.” In this case, the pro-Palestinian protest is supporting terrorism against Israelis and Americans; a ceasefire would allow Hamas to escape without consequences for its atrocities. https://www.washingtonexaminer.com/policy/education/israel-war-harvard-columbia-students-lose-job-offer-law-firm Harvard and Columbia students lose law firm job offer for anti-Israel stance A major law firm has rescinded its offer of employment to three students at Harvard and Columbia law schools who endorsed statements that blamed Israel for a series of terrorist attacks by Hamas. The law firm Davis Polk notified employees in an internal email that the firm had withdrawn job offers to three students from Harvard and Columbia who had signed statements that blamed the Israeli government for the attacks by Hamas. The Columbia statement went further and said the attacks were justified acts of resistance. The attacks and the subsequent military response by Israel have claimed the lives of more than 4,000 people. “These statements are simply contrary to our firm’s values and we thus concluded that rescinding these offers was appropriate in upholding our responsibility to provide a safe and inclusive work environment for all Davis Polk employees,” the firm said in the email to employees. The firm's action is the latest example of students losing employment offers because of their support for the statement. Ryna Workman, a law student at New York University and the president of the student bar association, lost an employment offer from the law firm Winston & Strawn after supporting a statement that said: “Israel bears full responsibility for this tremendous loss of life.” In addition to withdrawn job offers, other prominent figures have urged that the students be named publicly and face professional consequences. A number of the 31 student groups who signed the Harvard statement have since withdrawn their support for the statement. Billionaire Bill Ackman, a Harvard alum, asked that the names of the students who signed the statement be publicly released "so as to ensure that none of us inadvertently hire any of their members." Sweetgreen CEO Jonathan Neman echoed Ackman, saying, "I would like to know so I know never to hire these people." https://www.theblaze.com/news/sen-vances-new-bill-would-protect-mothers-who-exit-the-workforce-to-care-for-their-babies-from-undue-healthcare-costs Sen. Vance's new bill would protect mothers who exit the workforce to care for their babies from undue health care costs Republican Sens. J.D. Vance (Ohio) and Marco Rubio (Fla.) introduced legislation Tuesday that would ensure that mothers "who choose to prioritize their child's early development and recover rather than return to work" after giving birth won't be retroactively stripped of their health care premiums for having done so. Currently, the Family and Medical Leave Act of 1993 requires covered companies with over 50 employees to give their workers 12 weeks of unpaid medical leave in a 12-month period for the birth of a child as well as in cases of adoption. Furthermore, it requires the "continuation of their group health benefits under the same conditions as if they had not taken leave." The bill, entitled "Fairness for Stay-At-Home Parents Act," would amend the FMLA to "prohibit an employer from recovering any health care premium paid by the employer for an employee if the employee fails to return to work due to the birth of a child, and for other purposes." In addition to preventing clawbacks, the legislation would have employers continue their health premium contributions for the duration of the 12-week leave. "Our laws should not penalize new parents who choose to stay home to care for their newborn babies," Vance said in a statement. "We should celebrate and promote young families, not punish them. This legislation would relieve a serious financial burden for working families all over America and steer Washington in a more pro-family direction." America appears to be in dire need of a "pro-family direction." The U.S. Census Bureau revealed in November 2022 that less than 24% of children under the age of 15 living in normal families had a stay-at-home mother. Only 1% had a stay-at-home father. The Pew Research Center indicated that as of 2021, 26% of mothers stayed home with their children and 7% of fathers stayed home with their children. According to the Mayo Clinic, over half of women return to work after their maternity leave. Not only are fewer people staying home to raise their children, but fewer Americans are having children. The Centers for Disease Control and Prevention indicated in a June report that the provisional number of births in the U.S. for 2022 was just over 3.6 million, a decline from the previous year. The fertility rate was 56.1 per 1,000 women ages 15-44. This figure is roughly half of what the rate was in the 1960s and more or less on par with the rate in 2020, which was the lowest rate on record. The New York Times noted in 2018 that one of the key drivers behind Americans having fewer or no children is financial insecurity. A poll conducted by USA Today last year confirmed that was still the case. About 46% of respondents suggested their personal financial situation influenced their planned or current childlessness; 40% indicated work-life balance was at least partly to blame. The Washington Examiner noted that financial struggles hit parents straight out the gate. The national average cost of child delivery in a hospital exceeds $18,000, or $3,000 out of pocket for those with insurance. The 12-week reprieve that some parents might find as a result of Vance's bill could go a long way. "The Fairness for Stay-At-Home Parents Act supports mothers' and parents' invaluable role in raising the next generation," said Rubio, the original co-sponsor of Vance's bill. "This legislation stops employers from imposing harsh financial penalties if a parent decides not to return to work after unpaid leave, and it empowers families to make choices that prioritize the well-being of their children." Rubio, like Vance, appears keen on bolstering the family. Following the Supreme Court's Dobbs ruling, Rubio released a pro-family framework, stressing the "need to adopt pro-life policies that support families, rather than destroy them." Among the proposals in the Florida senator's framework were an expansion to the child tax credit; an allowance for new parents to pull forward up to three months of their Social Security benefits to finance paid parental leave; tax relief for adoptive parents; expanded support for pro-life crisis pregnancy centers; and the establishment of a grant program funding integrated mentoring services for poor mothers. Following the overturning of Roe v. Wade, the Manhattan Institute's Brian Riedl prophesied to the Washington Post that Republicans would likely take a stronger lead on bolstering the family beyond just sparing the unborn from mass extermination. "I could see if Republicans decide that abortion politics are working against them, there could be a push for child-care benefits, more maternal health care, and better adoption services to make it easy and more affordable for more mothers to carry the babies to term," said Riedl. "It would put their money where their mouth is when challenged on making it easier for mothers to afford their children and get their health care." https://www.outkick.com/conor-mcgregor-no-charges-nba-finals-heat-sexual-assault-allegation/ CONOR MCGREGOR WON’T FACE CHARGES AFTER BEING ACCUSED OF SEXUAL ASSAULT DURING NBA FINALS Conor McGregor won’t face charges stemming from allegations he sexually assaulted a woman during the NBA Finals. McGregor was accused by a woman of sexually assaulting her in the bathroom of Kaseya Center during a Heat/Nuggets NBA Finals game, and the UFC star always maintained he didn’t do anything wrong. Prosecutors have now decided there is “insufficient evidence” to pursue the situation further, according to TMZ. Authorities also cited “contradicting and/or no corroborating witnesses” as another reason for why no charges will be brought. “In light of the above facts and circumstances, the State would not be able to satisfy its burden of proof beyond a reasonable doubt,” prosecutors wrote in a closeout memo, according to the same TMZ report. The woman initially claimed security separated her from her friends to get her in a bathroom with McGregor, but video of the situation told a very different story. She was filmed entering the bathroom with McGregor on her own freewill, and nobody was forcing her to go anywhere. TMZ also reported she was seen at a club with McGregor AFTER they left the bathroom together where she alleged she was assaulted. An attendant outside the bathroom told authorities they “did not hear any signs of distress or sounds that would corroborate that whatever was occurring was not consensual.” McGregor’s attorney told TMZ, “After a thorough investigation, including a review of videos and interviews with eyewitnesses, the authorities have concluded that there is no case to pursue against my client, Conor McGregor. On behalf of my client, his family and his fans we are pleased this is now over.” The situation is now behind McGregor, and that means he can focus on getting back in the octagon.

This is Garrison Hardie with your CrossPolitic Daily News Brief for Friday, October 20th, 2023. PUB MEMBERSHIP PLUG: Summer has been great here at CrossPolitic, and we want you to join us on this ride… First, we’re no longer calling it the Fight Laugh Feast club… it’s now called the Pub! Second, we’ve launched a new line of content, focused on family entertainment. We will have our new show “This America” and our exciting new “Rowdy Christian Guides” highlighting the practical guides to fun and godly life! Additionally, we will have the live streaming of our conferences, and our past conference talks, all bundled within our new polished Fight Laugh Feast App. Sign up today! Head on over to fightlaughfeast.com, and join the Pub! that’s fightlaughfeast.com. https://www.breitbart.com/middle-east/2023/10/18/watch-pro-palestinian-protesters-stage-insurrection-in-u-s-capitol-office-building-cannon/ Pro-Palestinian Protesters Stage ‘Insurrection’ in U.S. Capitol Office Building Pro-Palestinian protesters, who want a ceasefire that would benefit the Hamas terrorist organization in Gaza, stormed the U.S. Capitol on Wednesday and staged a protest inside the Cannon Rotunda that one observer likened to an “insurrection.” The Cannon Rotunda is part of the Cannon House Office Building. It is separate from the iconic Capitol building but is considered part of the Capitol complex. It is the oldest congressional office building on Capitol Hill. Rep. Rashida Tlaib (D-MI), who falsely accused Israel of bombing a Gaza hospital Tuesday, addressed the protesters. Fox 5 in Washington, DC, reported: A large group of pro-Palestinian protesters are demonstrating inside the Cannon Rotunda on Capitol Hill. The Cannon House Office Building holds the House Committee offices. U.S. Capitol Police say demonstrations are not allowed inside Congressional Buildings and are working to clear the crowd. Police have already detained some individuals as chants of “ceasefire” are echoing around the building. Left-wing protesters have staged demonstrations inside the Capitol before, but none have been treated the way participants in the January 6, 2021 protesters have been treated, many of whom were detained and given harsh sentences for non-violent offenses. The U.S. has seen anti-Israel protests in major cities and on college campuses since a Hamas terror attack Oct. 7 killed 1,400 Israelis and wounded roughly 4,400 more. About 200 people — including some Americans — were taken to Gaza as hostages. FBI Director Christopher Wray called the Capitol riot “domestic terrorism.” In this case, the pro-Palestinian protest is supporting terrorism against Israelis and Americans; a ceasefire would allow Hamas to escape without consequences for its atrocities. https://www.washingtonexaminer.com/policy/education/israel-war-harvard-columbia-students-lose-job-offer-law-firm Harvard and Columbia students lose law firm job offer for anti-Israel stance A major law firm has rescinded its offer of employment to three students at Harvard and Columbia law schools who endorsed statements that blamed Israel for a series of terrorist attacks by Hamas. The law firm Davis Polk notified employees in an internal email that the firm had withdrawn job offers to three students from Harvard and Columbia who had signed statements that blamed the Israeli government for the attacks by Hamas. The Columbia statement went further and said the attacks were justified acts of resistance. The attacks and the subsequent military response by Israel have claimed the lives of more than 4,000 people. “These statements are simply contrary to our firm’s values and we thus concluded that rescinding these offers was appropriate in upholding our responsibility to provide a safe and inclusive work environment for all Davis Polk employees,” the firm said in the email to employees. The firm's action is the latest example of students losing employment offers because of their support for the statement. Ryna Workman, a law student at New York University and the president of the student bar association, lost an employment offer from the law firm Winston & Strawn after supporting a statement that said: “Israel bears full responsibility for this tremendous loss of life.” In addition to withdrawn job offers, other prominent figures have urged that the students be named publicly and face professional consequences. A number of the 31 student groups who signed the Harvard statement have since withdrawn their support for the statement. Billionaire Bill Ackman, a Harvard alum, asked that the names of the students who signed the statement be publicly released "so as to ensure that none of us inadvertently hire any of their members." Sweetgreen CEO Jonathan Neman echoed Ackman, saying, "I would like to know so I know never to hire these people." https://www.theblaze.com/news/sen-vances-new-bill-would-protect-mothers-who-exit-the-workforce-to-care-for-their-babies-from-undue-healthcare-costs Sen. Vance's new bill would protect mothers who exit the workforce to care for their babies from undue health care costs Republican Sens. J.D. Vance (Ohio) and Marco Rubio (Fla.) introduced legislation Tuesday that would ensure that mothers "who choose to prioritize their child's early development and recover rather than return to work" after giving birth won't be retroactively stripped of their health care premiums for having done so. Currently, the Family and Medical Leave Act of 1993 requires covered companies with over 50 employees to give their workers 12 weeks of unpaid medical leave in a 12-month period for the birth of a child as well as in cases of adoption. Furthermore, it requires the "continuation of their group health benefits under the same conditions as if they had not taken leave." The bill, entitled "Fairness for Stay-At-Home Parents Act," would amend the FMLA to "prohibit an employer from recovering any health care premium paid by the employer for an employee if the employee fails to return to work due to the birth of a child, and for other purposes." In addition to preventing clawbacks, the legislation would have employers continue their health premium contributions for the duration of the 12-week leave. "Our laws should not penalize new parents who choose to stay home to care for their newborn babies," Vance said in a statement. "We should celebrate and promote young families, not punish them. This legislation would relieve a serious financial burden for working families all over America and steer Washington in a more pro-family direction." America appears to be in dire need of a "pro-family direction." The U.S. Census Bureau revealed in November 2022 that less than 24% of children under the age of 15 living in normal families had a stay-at-home mother. Only 1% had a stay-at-home father. The Pew Research Center indicated that as of 2021, 26% of mothers stayed home with their children and 7% of fathers stayed home with their children. According to the Mayo Clinic, over half of women return to work after their maternity leave. Not only are fewer people staying home to raise their children, but fewer Americans are having children. The Centers for Disease Control and Prevention indicated in a June report that the provisional number of births in the U.S. for 2022 was just over 3.6 million, a decline from the previous year. The fertility rate was 56.1 per 1,000 women ages 15-44. This figure is roughly half of what the rate was in the 1960s and more or less on par with the rate in 2020, which was the lowest rate on record. The New York Times noted in 2018 that one of the key drivers behind Americans having fewer or no children is financial insecurity. A poll conducted by USA Today last year confirmed that was still the case. About 46% of respondents suggested their personal financial situation influenced their planned or current childlessness; 40% indicated work-life balance was at least partly to blame. The Washington Examiner noted that financial struggles hit parents straight out the gate. The national average cost of child delivery in a hospital exceeds $18,000, or $3,000 out of pocket for those with insurance. The 12-week reprieve that some parents might find as a result of Vance's bill could go a long way. "The Fairness for Stay-At-Home Parents Act supports mothers' and parents' invaluable role in raising the next generation," said Rubio, the original co-sponsor of Vance's bill. "This legislation stops employers from imposing harsh financial penalties if a parent decides not to return to work after unpaid leave, and it empowers families to make choices that prioritize the well-being of their children." Rubio, like Vance, appears keen on bolstering the family. Following the Supreme Court's Dobbs ruling, Rubio released a pro-family framework, stressing the "need to adopt pro-life policies that support families, rather than destroy them." Among the proposals in the Florida senator's framework were an expansion to the child tax credit; an allowance for new parents to pull forward up to three months of their Social Security benefits to finance paid parental leave; tax relief for adoptive parents; expanded support for pro-life crisis pregnancy centers; and the establishment of a grant program funding integrated mentoring services for poor mothers. Following the overturning of Roe v. Wade, the Manhattan Institute's Brian Riedl prophesied to the Washington Post that Republicans would likely take a stronger lead on bolstering the family beyond just sparing the unborn from mass extermination. "I could see if Republicans decide that abortion politics are working against them, there could be a push for child-care benefits, more maternal health care, and better adoption services to make it easy and more affordable for more mothers to carry the babies to term," said Riedl. "It would put their money where their mouth is when challenged on making it easier for mothers to afford their children and get their health care." https://www.outkick.com/conor-mcgregor-no-charges-nba-finals-heat-sexual-assault-allegation/ CONOR MCGREGOR WON’T FACE CHARGES AFTER BEING ACCUSED OF SEXUAL ASSAULT DURING NBA FINALS Conor McGregor won’t face charges stemming from allegations he sexually assaulted a woman during the NBA Finals. McGregor was accused by a woman of sexually assaulting her in the bathroom of Kaseya Center during a Heat/Nuggets NBA Finals game, and the UFC star always maintained he didn’t do anything wrong. Prosecutors have now decided there is “insufficient evidence” to pursue the situation further, according to TMZ. Authorities also cited “contradicting and/or no corroborating witnesses” as another reason for why no charges will be brought. “In light of the above facts and circumstances, the State would not be able to satisfy its burden of proof beyond a reasonable doubt,” prosecutors wrote in a closeout memo, according to the same TMZ report. The woman initially claimed security separated her from her friends to get her in a bathroom with McGregor, but video of the situation told a very different story. She was filmed entering the bathroom with McGregor on her own freewill, and nobody was forcing her to go anywhere. TMZ also reported she was seen at a club with McGregor AFTER they left the bathroom together where she alleged she was assaulted. An attendant outside the bathroom told authorities they “did not hear any signs of distress or sounds that would corroborate that whatever was occurring was not consensual.” McGregor’s attorney told TMZ, “After a thorough investigation, including a review of videos and interviews with eyewitnesses, the authorities have concluded that there is no case to pursue against my client, Conor McGregor. On behalf of my client, his family and his fans we are pleased this is now over.” The situation is now behind McGregor, and that means he can focus on getting back in the octagon.

Welcome to P.S. Blossom, powered by Rhia Ventures! “I think that conversation around, ‘It's just you. Just focus on baby,' is a very narrow interpretation of what postpartum looks like. It becomes much healthier, much more digestible, and much more doable when we zoom out and look at the whole person.” — Raven Dorsey In Exploring the Role of a Full-Spectrum Doula (Part 2), we continue our conversation with Raven Dorsey, the Former Deputy Director of Engagement at Paid Leave for All and a Full-Spectrum Doula. We continue talking about intuition and how we can shift the dominant narrative around women dismissing their own expertise and intuition when it comes to having a baby. Raven sheds light on the importance of maternity and paternity leave and the work she was doing through Paid Leave for All. She also provides a wealth of information, insight, and valuable resources where we can learn more. Join us for this enlightening conversation about trusting your intuition, advocating for your rights, the postpartum journey, and the role of a Full-Spectrum Doula! Key Points From This Episode: The educational tools that Raven recommends for her clients. Why you should be mindful when viewing birth videos.  Shifting the dominant narrative around women dismissing their own expertise and intuition.  How telehealth fits into this picture with regards to the issue of access.   The Paid Leave for All campaign and its' work.  Information about the Family and Medical Leave Act and how it relates to maternity and paternity leave.  How returning to work less than three months after birth affects the postpartum period.   Navigating the emotional aspect of going back to work and judgment that you should be at home with your child.  How parents can find out if they have access to paid family leave.  What needs to be done to push for better parental leave in the USA.  Insight into what investing in the postpartum space looks like.  Resources for anyone looking for a Doula or looking to become a Doula.  How you can find out more about Raven. Raven's goal to help people find more ease and beauty in the maternal health space.  Links Mentioned in Today's Episode: Follow Raven Dorsey: Website: ravenmariedorsey.com  LinkedIn: Raven Dorsey Instagram: ravenmdorsey Twitter: @RavenmDorsey Paid Leave for All Evidence Based Birth Podcast  New York Times article on Black Doulas in New York  Mama Glow  The Educated Birth Paid Leave for All: Take Action  IG: @ps_blossom Twitter: @PS_Blossom Click here to learn more about P.S. Blossom! --- Send in a voice message: https://podcasters.spotify.com/pod/show/ps-blossom/message

TOP NEWS | On today's Daily Signal Top News, we break down: Senate Minority Leader Mitch McConnell did not have a stroke or seizureDemocratic Senator Sheldon Whitehouse of Rhode Island has asked Chief Justice John Roberts to investigate conservative Justice Samuel Alito. Our colleague Fred Lucas reports that the Family and Medical Leave Act was a “first step” when it became law 30 years ago and should be expanded, President Joe Biden said earlier this year: https://www.dailysignal.com/2023/09/05/exclusive-real-war-on-women-biden-team-denied-couple-paid-parental-leave-he-claims-to-support/Former White House Chief of Staff Mark Meadows pleaded not guilty today in the Georgia election interference case brought forward by Fulton County District Attorney Fani Willis. Relevant LinksListen to other podcasts from The Daily Signal: https://www.dailysignal.com/podcasts/Get daily conservative news you can trust from our Morning Bell newsletter: DailySignal.com/morningbellsubscription Listen to more Heritage podcasts: https://www.heritage.org/podcastsSign up for The Agenda newsletter — the lowdown on top issues conservatives need to know about each week: https://www.heritage.org/agenda Hosted on Acast. See acast.com/privacy for more information.

Federal Workers Compensation Coffee Break Podcast is about all things related to Federal Workers Compensation, FECA, OWCP, DOL & Longshore claim filing as an injured federal worker.  The podcast is an educational and informative training on how to navigate the DOL -OWCP claims filing process for all types of injured US government and federal workers. The podcaster has 28 years in assisting with federal workers compensation as a consultant and trainer. The podcast is free and is educational. If you need help with anything related to a federal workers compensation claim...help is just a cup of coffee away.Family Medical & Leave Act (FMLA) Paper Work Tutorial helpful tips!Employee rights under the FMLA . The Family and Medical Leave Act does not give federal workers any additional paid leave, beyond the paid leave to which federal workers  are entitled under FMLA rules and provisions with the Government service workers and any related postal handbooks and manuals. Rather, the law guarantees employees:♦  The right to take time off, using annual leave or leave without pay (LWOP) in most situations, and sick leave in certain circumstances, for the purposes listed above.♦  The right to retain the job and its benefits. The employer may not discontinue or change an employee's benefits, change his or her job rights, place the employee on restricted sick leave or take disciplinary action against the employee for taking leave covered by the FMLA.♦  The right to be informed. The employer is required by the FMLA to inform employees that they have a right to leave under the law, and to inform employees whether any leave they have requested is covered by the FMLA.Specific rules and regulations . Employee rights and employer responsibilities under the FMLA are governed by detailed federal regulations and by Section 515 of the Postal Service's Employee and Labor Relations Manual (ELM).WHO is eligible employee use FMLA leave?A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid, job-protected leave in a 12 month period for one or more of the following reasons:for the birth of a son or daughter, and to bond with the newborn child;for the placement with the employee of a child for adoption or foster care, and to bond with that child;to care for an immediate family member (spouse, child, or parent – but not a parent “in-law”) with a serious health condition;to take medical leave when the employee is unable to work because of a serious health condition; orfor qualifying exigencies arising out of the fact that the employee's spouse, son, daughter, or parent is on covered active duty or call to covered active duty status as a member of the National Guard, Reserves, or Regular Armed Forces.The FMLA also allows eligible employees to take up to 26 workweeks of unpaid, job-protected leave in a “single 12-month period” to care for a covered service member with a serious injury or illness.Click here for the NALC FMLA forms.Dr. Taylor's educational podcast utilizes his experience and history as a DOL - OWCP provider and his years of consulting and teaching all things federal workers compensation related. This is an educational short form format for learning how to successfully file federal workers compensation claims.Dr. Taylor's contact information is: https://fedcompconsultants@protonmail.comIf you need a provider or assistance with a DOL claim in Tampa Florida or in Oklahoma you can make an appointment to see him and the other providers at the clinic at 813-877-6900  in Florida or 844-625-5300 in Oklahoma City in Oklahoma.

Keeping workers engaged and purpose-driven is an important part of HR's job, but so is keeping your company out of court because of pitfalls related to the Equal Employment Opportunity Act, the Family and Medical Leave Act, the Fair Labor Standards Act, and more. To give you that ever-important legal perspective on the hot topics of DEI, hybrid work, and cultural competency, we've called in Katherin Nukk-Freeman, attorney and co-founding partner of Nukk-Freeman & Cerra PC, and President of SHIFT HR Compliance Training. Highlights:  [4:44] Root causes for why companies aren't moving forward with DEI [8:26] How can DEI training become a  problem for employers? [10:31] Executing effective DEI policies that avoid exposure to legal risk [12:50] What HR needs to be mindful of while coming up with a DEI plan for the organization [17:11] What to do if it looks like your DEI plan is going to get challenged in court [19:32] What is cultural competency? [27:32] Effective return to work strategies [32:12] Employment law and hybrid work [37:18] Resources for HR to track pending employment legislation [2:17] DEI compliance risks in the workplace Guest Bio Katherin Nukk-Freeman, President, SHIFT HR Compliance Training Katherin is the Co-Founder of SHIFT HR Compliance Training and the co-founding Partner of Nukk-Freeman & Cerra, P.C. - the largest woman-owned employment law firm on the east coast. She is a passionate advocate for building better workplaces, and has dedicated her career to working with clients to proactively address and effectively manage workplace issues. As a dynamic employment law advisor, training instructor and industry thought leader, Katherin is a highly sought-after speaker and for the past five years has also served on the Board of Directors for ConnectOne Bancorp Inc. Links https://www.linkedin.com/in/katherinnukkfreeman/ https://shiftelt.com/ https://nfclegal.com/ We want to hear from you. Leave a review (5-Star would be nice!) on Apple Podcasts and add your question in the comment. We read every review and use them to choose topics, guests, and interview questions for the podcast. You can also reach out at ⁠⁠⁠⁠⁠⁠⁠⁠podcast@hrmorning.com⁠⁠⁠⁠⁠⁠⁠⁠.  If you love this show, please share your favorite episodes with colleagues and on social media. We greatly appreciate your support. Thank you for listening. Remember to subscribe and follow us so you never miss an episode!  Voices of HR is brought to you by ⁠⁠⁠⁠⁠⁠⁠⁠HRMorning.com⁠⁠⁠⁠⁠⁠⁠⁠.

Twelve-term congresswoman Pat Schroeder passed away this week at the age of 82, leaving behind an important legacy that changed the way all Americans — particularly women — live, work, raise families, and hold power in this country. Schroeder helped pass the Pregnancy Discrimination Act, the Family and Medical Leave Act, and the National Institutes of Health Revitalization Act — she even spearheaded the effort to convert Rocky Mountain Arsenal from a toxic military-industrial site to the wildlife refuge it is today. But she meant a lot more than that to the Denverites she represented for 24 years. Host Bree Davies talks with Westword Editor-in-Chief Patty Calhoun about the congresswoman's indelible impact on Denver.  For even more on Pat Schroeder, check out the episode where we debated which local icons would go on Denver's Mt. Rushmore. You better believe we picked her.  Bree mentioned the new “Coors-icles” and Shannon Sharpe's take on the Ja Morant/Shotgun Willie's situation. Get even more news from around the city, delivered to your inbox every morning by subscribing to our newsletter Hey Denver. All you have to do is text “Denver” to 66866 Follow us on Twitter: @citycastdenver Or instagram: @citycastdenver Chat with other listeners on reddit: r/CityCastDenver Text or leave us a voicemail with your name and neighborhood, and you might hear it on the show: (720) 500-5418‬ Looking to advertise on City Cast Denver? Check out our options for podcast and newsletter ads at citycast.fm/advertise Learn more about your ad choices. Visit megaphone.fm/adchoices

The US Department of Energy now says COVID most likely came from a lab leak at the Wujan Lab in China. This had been discussed and RGF had argued this to be the case, but it is good to see another of our perspectives on COVID proved out. Paul argues that NM should reduce corporate income taxes, not shift them:  Paid Leave bill (SB 11) will soon be voted on by the full Senate. It could undermine any progress this Legislature makes on tax and economic policy reform. We've talked about how Mississippi improved education. The ABQ Journal did a long-overdue article about it. What did the Journal "get" vs. miss and why?  Project Veritas exposes Albuquerque Public Schools' secretive and troubling approach to transgender issues.   HB 400 in the New Mexico Legislature would add more than 100,000 New Mexicans to the Medicaid rolls.  The Biden admin quietly admits White House's 9,000 unused oil permits talking point is wrong.

This year marks the 30th anniversary of the Family and Medical Leave Act, sometimes called the FMLA, which President Clinton signed into law in 1993. The legislation allows up to 12 weeks of “unpaid” leave for qualifying employees to recover from major illness, or childbirth, or to take care of sick family members.  It was a groundbreaking achievement for its time, but also limited. According to a Labor Department survey, about 44% of workers are not eligible for FMLA-leave because they work for small employers who are exempt from the law, or they don't work enough hours to qualify, or they haven't worked there long enough.And some people just can't afford to take the unpaid leave from work.  Now Democratic lawmakers are renewing their push to make paid family leave federal policy. On February 1st, Representative Rosa DeLauro and Senator Kirsten Gillibrand reintroduced the FAMILY Act. And a day later, President Biden announced his recommitment to expanding the federal law to include paid family leave. We speak with Natasha Pearlman, Glamour's executive editor about the efforts to expand the Family and Medical Leave Act.

This year marks the 30th anniversary of the Family and Medical Leave Act, sometimes called the FMLA, which President Clinton signed into law in 1993. The legislation allows up to 12 weeks of “unpaid” leave for qualifying employees to recover from major illness, or childbirth, or to take care of sick family members.  It was a groundbreaking achievement for its time, but also limited. According to a Labor Department survey, about 44% of workers are not eligible for FMLA-leave because they work for small employers who are exempt from the law, or they don't work enough hours to qualify, or they haven't worked there long enough.And some people just can't afford to take the unpaid leave from work.  Now Democratic lawmakers are renewing their push to make paid family leave federal policy. On February 1st, Representative Rosa DeLauro and Senator Kirsten Gillibrand reintroduced the FAMILY Act. And a day later, President Biden announced his recommitment to expanding the federal law to include paid family leave. We speak with Natasha Pearlman, Glamour's executive editor about the efforts to expand the Family and Medical Leave Act.

The Family and Medical Leave Act was hailed as revolutionary for its time when President Clinton signed it into law in 1993. Workers were guaranteed job protection if they needed to take time off to care for themselves, a newborn baby or a sick family member. Laura Barrón-López spoke with Jocelyn Frye of the National Partnership for Women and Families about its impact and the challenges ahead. PBS NewsHour is supported by - https://www.pbs.org/newshour/about/funders

First, DR. AMESH ADALJA a senior scholar at the Johns Hopkins Center for Health Security at the Bloomberg School of Public Health -- discusses the Biden administration's plan to end COVID-19 public health emergency. Then, former Democratic Congresswoman and former Orlando Police Chief Val Demings discusses her new role as co-chair of the Council on Policing Reforms and Race. She'll talk about the Council's new recommendations for police reform. Plus, Indivar Dutta-Gupta of the Center for Law and Social Policy and Rachel Greszler of The Heritage Foundation discuss the 30th Anniversary of the Family & Medical Leave Act. Learn more about your ad choices. Visit megaphone.fm/adchoices

On "EWTN News Nightly" tonight: President Joe Biden marks the 30th anniversary of the Family and Medical Leave Act. It guarantees many American workers up to 12 unpaid weeks off to recover from major illness or childbirth or to take care of sick family members. Meanwhile, Pope Francis is spending his final full day in the Democratic Republic of Congo. It included an address before around 70,000 people, and the Holy Father delivered a message about the country's future. Elias Turk, ACI Mena Vatican Editor, is traveling with the Holy Father and he joins to fill us in on another busy day for the Pope in Congo. And laws against hate speech are already enforced across much of Europe, but are those same regulations headed to the US? That's the prediction of a top European Union leader at last month's world economic forum. Executive Director of Speech First, Cherise Trump, joins to walk us through these hate speech laws in Europe and what you are not allowed to say while in certain European countries. Finally this evening, in honor of the 49th annual Catholic Schools Week, Catholic schools across the US will host open houses, special Masses and a whole host of activities for students. Director of Newman Guide Programs for the Cardinal Newman Society, Kelly Salomon, joins to share why it is important to celebrate Catholic education. Don't miss out on the latest news and analysis from a Catholic perspective. Get EWTN News Nightly delivered to your email: https://ewtn.com/enn

House passes resolution to remove Rep. Omar from Foreign Affairs Committee, former President Clinton at WH for Family & Medical Leave Act 30th Anniversary, interview with Washington Post's Leigh Ann Caldwell on police reform talks in Congress (30). Learn more about your ad choices. Visit megaphone.fm/adchoices

Are you unsure if your company is up to speed on Family and Medical Leave Act? Rebecca Strauss and Sarah Willey dive into some tips on how to get back into FMLA shape.

In episode 77, Coffey talks with Patrick Richter about paying your employees fairly and legally.They discuss significant changes in employment in the past three years; common mistakes employers make when it comes to exempt vs. non-exempt employees; the Hewitt v. Helix Fair Labor Standards Act case and other overtime pay regulations; the impact of non-delegation cases and challenges to the Chevron doctrine; likely changes to the independent contractor test; the potential penalties if an employer loses an FLSA case; and the importance of staying abreast of regulatory and legal decisions impacting how employees are classified and paid.Good Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Patrick Richter is a partner at the Austin law firm Rigby Slack. He is board certified by the Texas Board of Legal Specialization in Labor & Employment Law, and he represents employers nationally in all types of employment disputes, including class and collective actions. He has handled litigation before local, state, and federal administrative agencies and courts. His counseling and litigation experience includes matters concerning Title VII; the Texas Labor Code; the Americans with Disabilities Act; Age Discrimination in Employment Act; Family and Medical Leave Act; Fair Labor Standards Act; Worker Adjustment and Retraining Notification Act; and the Occupational Safety and Health Act.Patrick also has considerable experience with matters before the National Labor Relations Board and in assisting clients with union avoidance.He has significant litigation experience involving federal and state employment and labor statutes, intellectual property and trade secrets, covenants not to compete, stock option agreements, employment contracts, and wrongful discharge claims.Patrick Richter can be reached at https://www.rigbyslack.com https://www.linkedin.com/in/pat-richter-986b19 About Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative has been named the Texas Association of Business' small business of the year and is accredited by the Professional Background Screening Association. Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.Learning Objectives: 1. Explore the shift in employment conditions for the past three years 2. Define what constructs different type of employees, their benefits, and regulations3. Create better practices to analyze employee classification according to their job description

We're taking a short holiday break, so no new episode today -- we'll be back to new programming in a few weeks. In the meantime, we're rerunning a 2020 episode on a topic we often get questions and suggestions about: FMLA! In this episode, JoDee and Susan discuss the Family and Medical Leave Act of 1993 (FMLA) with Laura North from Purple Ink. Topics include: What FMLA is and why the US Congress passed the Act How to stay on top of FMLA requests What type of training managers need to assist with the process How to approach sensitive information with employees who are sometimes not willing to share the details How to handle cases that are approaching leave expiration Full show notes and links are available here. A transcript of the episode can be found here. To get 1 hour of SHRM recertification credit, fill out the evaluation here. Connect with us: @JoyPowered on Instagram @JoyPowered on Twitter @JoyPowered on Facebook @JoyPowered on LinkedIn Sign up for our email newsletter

Amber Lee Bissell, a California attorney and owner of The Law Offices of Amber Lee Bissell, focuses on labor and employment cases. She shares how to learn and prepare for parental leave and talks a little bit about the Family and Medical Leave Act. https://amberleelaw.com/www.mamawearsathleisure.comIG: @mamawearsathleisureYouTube: @mamawearsathleisuremamawearsathleisure@gmail.comInterested in being a guest? Shoot us an email!- best parenting podcast- best new mom podcast- best podcasts for new moms- best pregnancy podcast- best podcast for expecting moms- best podcast for moms- best podcast for postpartum- best prenatal podcast- best postnatal podcast- best podcast for postnatal moms- best podcast for pregnancy moms

Erik J. Olson talks to Lindsay A. Freedman, the Managing Partner at Freedman Law, LLC located in Maryland and Virginia. Lindsay practice regularly includes Title VII of the Civil Rights Act, Family and Medical Leave Act, Fair Labor Standards Act, Americans with Disabilities Act, Age Discrimination in Employment Act, Equal Pay Act, False Claims Act, Maryland Wage Payment and Collection Law, non-compete agreements, employment/severance agreements, contracts, and insurance claims. He has been named Super Lawyers “Rising Star” in both Washington, D.C. and Maryland. He is a member of the prestigious Board of Governors for the Federal Bar Association, Maryland Chapter. On behalf of the FBA, he chairs an annual pro bono "Wills for Veterans" event to celebrate our nation's service-members. Learn from his expertise and what trends are helping grow his firm on this episode of The Managing Partners Podcast! —- Array Digital provides bold marketing that helps managing partners grow their law firms. arraylaw.com Follow us on Instagram: @array.digital Follow us on Twitter: @thisisarray Call us for a FREE digital marketing review: 757-333-3021 SUBSCRIBE to The Managing Partners Podcast for conversations with the nation's top attorneys.

On this episode of BPC Weekly, a look at the forecast ahead of election season with BPC's Elections Project Associate Director Rachel Orey. Later, Associate Director of BPC's Economic Policy Project, Ben Gitis, examines steps Congress can take to update the Family and Medical Leave Act of 1993. 

Friends,Much of today's Republican Party is treacherous and treasonous. So why are Democrats facing midterm elections that, according to most political observers, they're likely to lose? Having been a loyal Democrat for some seventy years (my father liked Ike but my mother and I were for Adlai), including a stint as a cabinet secretary, it pains me to say this, but the Democratic Party has lost its way. How? Some commentators think Democrats have moved too far to the left — too far from the so-called “center.” This is utter rubbish. Where's the center between democracy and authoritarianism and why would Democrats want to be there? Others think Biden hasn't been sufficiently angry or outraged. Please. What good would that do? And after four years of Trump, why would anyone want more anger and outrage?The biggest failure of the Democratic Party — a disease that threatens the very life of the party — has been its loss of the American working class. As Democratic pollster Stanley Greenberg concluded after the 2016 election, “Democrats don't have a ‘white working-class' problem. They have a ‘working class problem' which progressives have been reluctant to address honestly or boldly. The fact is that Democrats have lost support with all working-class voters across the electorate.”The working class used to be the bedrock of the Democratic Party. What happened? Before Trump's election, Democrats had occupied the White House for 16 of 24 years. Democrats controlled both houses of Congress during the first two years of the Clinton, Obama, and Biden administrations. During those years, Democrats scored some important victories for working families: the Affordable Care Act, an expanded Earned Income Tax Credit, and the Family and Medical Leave Act, for example. I take pride in being part of a Democratic administration during that time. But I'd be lying to you if I didn't also share my anger and frustration from those years — battles inside the White House with Wall Street Democrats and battles with corporate Democrats in Congress, all refusing to do more for the working class, all failing to see (or quietly encouraging) the rise of authoritarianism if the middle class continued to shrink. (I offer the following video clip not in the spirit of “I told you so” but as a way of sharing my frustrations and fears at the time.)The tragic reality is that even when they've been in charge, Democrats have not altered the vicious cycle that has shifted wealth and power to the top, rigging the economy for the affluent and undermining the working class. Clinton used his political capital to pass free trade agreements, without providing millions of blue-collar workers who consequently lost their jobs the means of getting new ones that paid at least as well. His North American Free Trade Agreement and plan for China to join the World Trade Organization undermined the wages and economic security of manufacturing workers across America, hollowing out vast swaths of the Rust Belt. Clinton also deregulated Wall Street. This indirectly led to the financial crisis of 2008 — in which Obama bailed out the biggest banks and bankers but did nothing for homeowners, many of whom owed more on their homes than their homes were worth. Obama didn't demand as a condition for being bailed out that the banks refrain from foreclosing on underwater homeowners. Nor did Obama demand an overhaul of the banking system. Instead, he allowed Wall Street to water down attempts at re-regulation. Both Clinton and Obama stood by as corporations hammered trade unions, the backbone of the working class. They failed to reform labor laws to allow workers to form unions with a simple up-or-down majority vote, or even to impose meaningful penalties on companies that violated labor protections. Biden has supported labor law reform but hasn't fought for it, leaving the Protecting the Right to Organize (PRO) Act to die inside the ill-fated Build Back Better Act. At the same time, Clinton and Obama allowed antitrust enforcement to ossify, enabling large corporations to grow far larger and major industries to become more concentrated. Biden is trying to revive antitrust enforcement but hasn't made it a centerpiece of his administration. Both Clinton and Obama depended on big money from corporations and the wealthy. Both turned their backs on campaign finance reform. In 2008, Obama was the first presidential nominee since Richard Nixon to reject public financing in his primary and general election campaigns, and he never followed up on his re-election promise to pursue a constitutional amendment to overturn Citizens United vs FEC, the 2010 Supreme Court opinion opening the floodgates to big money in politics. Throughout these years, Democrats drank from the same campaign funding trough as the Republicans – big corporations, Wall Street, and the very wealthy. “Business has to deal with us whether they like it or not, because we're the majority,” crowed Democratic representative Tony Coelho, head of the Democratic Congressional Campaign Committee in the 1980s when Democrats assumed they'd continue to run the House for years. Coelho's Democrats soon achieved a rough parity with Republicans in contributions from corporate and Wall Street campaign coffers, but the deal proved a Faustian bargain. Democrats became financially dependent on big corporations and the Street.By the 2016 election, the richest 100th of 1 percent of Americans – 24,949 extraordinarily wealthy people – accounted for a record-breaking 40 percent of all campaign contributions. That same year, corporations flooded the presidential, Senate and House elections with $3.4 billion in donations. Labor unions no longer provided any countervailing power, contributing only $213 million – one union dollar for every 16 corporate dollars. **Joe Biden has tried to regain the trust of the working class, but Democratic lawmakers (most obviously and conspicuously, Senators Joe Manchin and Kyrsten Sinema) have blocked measures that would have lowered the costs of childcare, eldercare, prescription drugs, healthcare, and education. They've blocked raising the minimum wage and paid family leave. They've blocked labor law reforms. Yet neither Manchin nor Sinema nor any other Democrat who has failed to support Biden's agenda has suffered any consequences. Why does Manchin still hold leadership positions in the Senate? Why is Manchin's West Virginia benefitting from the discretionary funds doled out by the administration? Why hasn't Biden done more to rally the working class and build a coalition to grab back power from the emerging oligarchy? Presumably for the same reasons Clinton and Obama didn't: The Democratic Party still prioritizes the votes of the “suburban swing voter” – so-called “soccer moms” in the 1990s and affluent politically independent professionals in the 2000s – who supposedly determine electoral outcomes. And, as noted, the party depends on big money for its campaigns. Hence, it has turned it back on the working class. The most powerful force in American politics today is anti-establishment fury at a rigged system. There is no longer a left or right. There is no longer a moderate “center.” The real choice is either Republican authoritarian populism (see here, here, and here) or Democratic progressive populism. Democrats cannot defeat authoritarian populism without an agenda of radical democratic reform — an anti-establishment movement. Democrats must stand squarely on the side of democracy against oligarchy. They must form a unified coalition of people of all races, genders, and classes to unrig the system. Trumpism is not the cause of our divided nation. It is the symptom of a rigged system that was already dividing us. Please consider a paid or gift subscription to help sustain this work. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit robertreich.substack.com/subscribe

To coincide with Mental Health Awareness Month in May, the U.S. Department of Labor issued new Family and Medical Leave Act guidance, which explains when eligible employees can take leave to address mental health conditions. Attorney Shira Blank tells us more about how employers can navigate mental health-related requests for leave and accommodations.  Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw259. Subscribe to #WorkforceWednesday - https://www.ebglaw.com/subscribe/. Visit http://www.EmploymentLawThisWeek.com. The EMPLOYMENT LAW THIS WEEK® and DIAGNOSING HEALTH CARE podcasts are presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Shareholder of Littler Jeff Nowak discusses mental health and new guidance on Family and Medical Leave Act from the Department of Labor.

The field of psychotherapy has increasingly prioritized discussions about issues of oppression and marginalization. This is, of course, a sign of progress. But who gets left out of these conversations? Today's guest Kaley shares her experience of antisemitism in therapy, and Halina Brooke rejoins us to talk about how Jewish clients are impacted when therapist education reinforces harmful narratives.   Thank you for listening. To support the show and receive access to regular bonus episodes, check out the Very Bad Therapy Patreon community. Today's episode is sponsored by The Organized Therapist – Social Media for Therapists.   Join our charity drive! We are matching up to $6,000 of your donations to the world's most effective charities. To contribute, visit GiveWell.org and use the fundraising code VBT.   Introduction: 0:00 – 6:09 Part One: 6:09 – 38:26 Part Two: 38:26 – 1:20:00 Part Three: 1:20:00 – 1:22:52   Very Bad Therapy: Website / Facebook / Bookshelf / Tell Us Your Story   Show Notes: Donate to Hebrew Immigrant Aid Society Halina Brooke: Recourse Counseling / LinkedIn The Jewish Therapist Collective The influence of Judaism on American psychology The Liking Gap in Conversations: Do People Like Us More Than We Think? Job Accommodation Network ADA.gov Family and Medical Leave Act

The Family and Medical Leave Act of 1993 (FMLA) is a U.S. law that requires covered employers to provide employees with protected, unpaid leave for certain medical and family reasons. Yet, many Americans are unsure of the ways in which FMLA could make a significant difference in their ability to meet parenting or caregiving responsibilities as a working person. Join Torchlight host Stefanie Boucher for a conversation with Teri Weber, a partner and Senior Vice President at Spring Consulting group and subject matter expert on employee benefits and absence management programs, including FMLA. In this episode, you'll learn about:•FMLA basics, including who is eligible to use FMLA and what criteria must be met;•How to talk to your employer about using FMLA to meet medical or family needs;•What to do if you're getting resistance from your employer; and,•More!About Our Guest:Teri Weber is a partner and Senior Vice President with Spring Consulting Group. She has over 15 years of experience in health and welfare plan strategy, design, and implementation. In addition, she is a subject matter expert on absence management programs, including disability, family medical leave, and leave of absence tracking. Her areas of expertise have allowed her to work with diverse employers and vendors to streamline processes and programs to meet the needs of both employers and employees. Teri holds a BS from the University of Connecticut and an MBA from the University of Massachusetts.

The Family and Medical Leave Act of 1993 (FMLA) is a U.S. law that requires covered employers to provide employees with protected, unpaid leave for certain medical and family reasons. Yet, many Americans are unsure of the ways in which FMLA could make a significant difference in their ability to meet parenting or caregiving responsibilities as a working person. Join Torchlight host Stefanie Boucher for a conversation with Teri Weber, a partner and Senior Vice President at Spring Consulting group and subject matter expert on employee benefits and absence management programs, including FMLA. In this episode, you'll learn about:•FMLA basics, including who is eligible to use FMLA and what criteria must be met;•How to talk to your employer about using FMLA to meet medical or family needs;•What to do if you're getting resistance from your employer; and,•More!About Our Guest:Teri Weber is a partner and Senior Vice President with Spring Consulting Group. She has over 15 years of experience in health and welfare plan strategy, design, and implementation. In addition, she is a subject matter expert on absence management programs, including disability, family medical leave, and leave of absence tracking. Her areas of expertise have allowed her to work with diverse employers and vendors to streamline processes and programs to meet the needs of both employers and employees. Teri holds a BS from the University of Connecticut and an MBA from the University of Massachusetts.

The FMLA (Family and Medical Leave Act) and the ADA (Americans with Disabilities Act) are more than just letters! In fact, these federal laws can provide enormous work protection to individuals diagnosed with cancer – allowing you to take time off work and keep your job, and request reasonable accommodations. However, there is more to it than that! There may be state-level laws and even workplace policies that provide even more protection if you need to take time off from work. It's all covered in Episode 4 of the How to Triage Cancer Podcast!

Today's episode features a discussion of how employers should handle leaves and requests for leave due to COVID-19 and “long COVID” under the FMLA (the Family and Medical Leave Act) and the ADA (the Americans with Disabilities Act). Participating in this discussion are Melissa Costello, Of Counsel in Ballard's Phoenix office, Tara Humma, an Associate in Ballard's New Jersey office, and Karli Lubin, an Associate in Ballard's Philadelphia office. Melissa, Tara and Karli all focus on representing employers in labor and employment litigation and investigations and counselling them on employment policies and practices.

IF YOU WOULD LIKE TO READ ALONG WITH THE SHOW, YOU CAN ACCESS THIS EPISODE'S TRANSCRIPTION BY CLICKING THIS LINK: . . https://docs.google.com/document/d/1sHz9IdsG50xyoPFDF_WiH51gRu84FrPMN91Xc2MV-9k/edit?usp=sharing . . Intro audio from Isaac Frere from TikTok & @thesameroom on Instagram . . Today's guest is a dear friend from my time in college in Atlanta, Georgia. I'm very happy to introduce to you all Dorothy, also lovingly known as Dotty. Dotty is a wife, mother, and interior designer located in Atlanta, Georgia. For more on her interior design company, you can find her on Instagram @_tilemeaboutit. She also enjoys local music and art festivals with her family, and you can find her personal Instagram @dondotty_ . . HG - hyperemesis gravidarum is the medical term for severe nausea and vomiting during pregnancy. Dehydration, dizziness, lightheadedness, and weight loss of 10 pounds or more, are all symptoms, as well as vomiting more than 2-4 times a day. Talk to your doctor if you experience any of these symptoms throughout your pregnancy.  . . FMLA stands for The Family and Medical Leave Act of 1993 which is a United States labor law requiring covered employers to provide employees with job protected and unpaid leave for qualified medical and family reasons. The FMLA allows eligible employees to take up to 12 weeks of unpaid leave during any 12 month period to care for a new child, care for a seriously ill family member, or recover from a serious illness. Inquire with your employer's HR department to learn if you qualify or how to qualify. . . Not all hospitals allow you to squat or be in comfortable birthing positions. When choosing your hospital, be sure to ask questions surrounding their policies on what birthing positions they will encourage or deny. . . VBAC birth stands for Vaginal Birth After Cesarean. If your medical provider has told you that you will be unable to ever have a vaginal birth after having a C-section, do not be afraid to ask for a second opinion and consult another medical provider. VBACs are not right for everyone, and if your previous C-section wasn't handled well or resulted in a high vertical uterine incision, prior uterine rupture, or you have had other types of uterine surgeries, you may not be a good candidate for a VBAC. Consult with your doctor, multiple doctors if needed, and take all medical factors into consideration. . . The Baby Friendly Hospital Initiative (BFHI) or Baby Friendly Initiative (BFI) is a global effort for improving the role of maternity services to enable mothers and birthing people to breastfeed babies for the best start to life. There are criteria of critical management procedures and key clinical practices that ensure a hospital's certification as baby friendly. When choosing a hospital to birth at, be sure to ask if that hospitals meets the requirements and certification, especially if you would like education and assistance for breasteeding. . . www.queerdoulanetwork.com . . Original Podcast Beat Produced Mixed & Engineered By: Info Black Instagram: https://www.instagram.com/infoblack_ Twitter: https://twitter.com/infoblack_​ . . DONATIONS: . . Patreon.com/symbaluna Paypal: journeyspa12@gmail.com Cashapp: $symbaluna Venmo: @symbaluna . Instagram: journeyspa_

Harvey Brownstone conducts an in-depth interview with Joan Lunden, Host of “Good Morning America”, Media Superstar and Author About Harvey's guestAn award-winning journalist, bestselling author, television host, and motivational speaker, Joan Lunden has been a trusted voice in American homes for more than 40 years. For nearly two decades, Lunden greeted viewers each morning on Good Morning America making her the longest running female host ever on early morning television.Lunden continues to be one of America's most recognized and trusted personalities which has made her a sought-after speaker for events across the country. As an ardent health & senior advocate, Lunden has testified before the Food and Drug Administration advocating mandatory mammogram reporting and the Congressional House Ways and Means Committee advocating for the Family and Medical Leave Act.Lunden is the host of the host the PBS television series, Second Opinion with Joan Lunden and the Washington Post Podcast series, Caring for Tomorrow on the future of healthcare. Lunden is also the ambassador to the Poynter Institute's MediaWise for Seniors program which educates individuals over 50 on media literacy - separating fact from fiction online.  Recently, Lunden joined the faculty of Lehigh University as a visiting professor in their College of Health teaching Population Health and the Media.   As a part of the sandwich generation, Lunden's demographic is far-reaching. She is a mother of 7 including two sets of teenage twins. Like many Boomers in America she has juggled being a working mom while caring for an aging parent, and brings this experience to her role as the spokesperson for the nation's leading senior referral service, A Place for Mom, a company helping caregivers and families find the right care and resources for their loved ones.One of the most visible women in America, Lunden has graced the covers of more than 60 magazines and book covers.  Lunden's newest book, Why Did I Come into This Room: A Candid Conversation About Aging quickly became a New York Times Best Seller.In June of 2014, Lunden was diagnosed with triple negative breast cancer. An eternal optimist, she turned her diagnosis into an opportunity to become an advocate and help others. She chronicled her experience in her memoir Had I Known. Lunden continues to interact with American's daily on her website, Joanlunden.com as well as her social media platforms. Lunden has served as national spokesperson for various organizations such as the American Heart Association, Mothers Against Drunk Driving, American Lung Association, American Red Cross, American Academy of Pediatrics, and the Colon Cancer Alliance.  Joan Lunden's books include Why Did I Come into This Room: A Candid Conversation About Aging; Had I Known; Chicken Soup for the Soul: Family Caregiving; Growing Up Healthy: Protecting Your Child From Diseases Now Through Adulthood; Wake-Up Calls; A Bend in the Road is Not the End of the Road; Joan Lunden's Healthy Living; Joan Lunden's Healthy Cooking; Mother's Minutes; Your Newborn Baby; and Good Morning, I'm Joan Lunden.For more interviews and podcasts go to: https://www.harveybrownstoneinterviews.com https://www.joanlunden.com/https://www.facebook.com/JoanLundenhttp://instagram.com/joanlundenhttps://twitter.com/JoanLundenhttps://www.youtube.com/user/JoanLundenhttps://secondopinion-tv.org/#joanlunden  #harveybrownstoneinterviews

Millions of US workers are able to receive federally mandated paid leave for the first time under the Families First Coronavirus Response Act (FFCRA). But with few employers unscathed by the COVID-19 crisis, many are wondering what this emergency law means for them. Littler employment attorney Jeff Nowak, a leading authority on leave law issues, joins XpertHR Legal Editor David Weisenfeld to break down the FFCRA. "This new law is fraught with compliance issues," said Nowak. What concerns him the most is how employers will take paid leave into account in conjunction with the Family and Medical Leave Act and state and local leave laws. But Nowak said the availability of immediate tax credits eases the burden on employers somewhat.

Episode 168 Hypocrisy is pretty much a given when you are in politics. I've pointed out the particular hypocrisy of all those flag-waving politicians who shout a full-throated “I support our men and women in uniform” but, then, cut benefits for vets and cut funds for the VA. Today, I hone in on another hypocrisy: politicians who wax eloquently about the importance of families but refuse to advance paid family leave, a benefit enjoyed by tens of millions of people in other advanced economies. Just days after the 27th anniversary of the passage of the Family and Medical Leave Act, which introduced unpaid family leave, I explore the lack of movement to expand the crucial benefit of paid family leave with Jared Gaby-Biegel of the Center for Economic and Policy Research. Then, I chat with Lauren Ashcraft, a progressive running for the 12th congressional district in NY and challenging a long-time Democratic incumbent.Episode 168: Pay Up For Family Leave; Ashcraft Aims For NYC Incumbent Take-Down

In 1993 Congress passed the Federal Family and Medical Leave Act, widely known as FMLA. But what about paid parental leave? Currently only three states require paid parental leave. Idaho is not one of those states. However, some Idaho companies are making their own policies around family leave. Twin Falls-based Chobani made national headlines last year when the company started offering employees six weeks of paid parental leave. Now, an Idaho law firm has announced a progressive new policy for their fulltime workers.

What Employers Need to Know About Paid Family and Medical Leave Management The U.S. does not have a national policy on Paid Family and Medical Leave and so many states are mandating their own laws. The underlying concept may be the same but different states have different rules around PFML. The Hartford's Tom Tipton, VP of Product Management and Chief Medical Officer Dr. Adam Seidner will help explain the difference and what employers need to know. As the largest disability provider in the country_1_, we're delighted to welcome our employers, trusted producers and many other interested listeners to The Line on Leave, the first in our series of podcasts on Paid Family and Medical Leave. Congress passed the Family and Medical Leave Act in 1993 – that guaranteed 12 weeks of leave and job protection to eligible employees. We have a national policy on Family and Medical Leave, but it is still only an unpaid policy. Fast forward to today, and states have been actively mandating PFML. Currently six states –NY, NJ, CA, RI, MA, WA as the DC have PFML laws. About two dozen other states introduced but did not pass legislation this year. We fully expect to see another flurry of PFML legislation in many of those states in 2020. An effective PFML program is more than just wage replacement while an employee is out. States can mandate the rules of eligibility, duration of leave, benefit levels and disburse checks, but are employers really equipped to manage an effective Family and Medical Leave plan? We've been talking a lot about the “family” part of Paid Family and Medical Leave, but let's look at what is needed when an employee goes out with an illness or disability. Questions to ask include: • Is there support to get the employee the resources and care he or she needs for a safe return to work? • Is there advocacy and expertise in the program for ADA accommodations? • Is there referral and coordination of health and wellness programs? An effective Absence Management approach should have these important components: Prevention and Intervention: A prevention and intervention program includes an assessment of the employer's work site, safety and prevention consultations, as well as, help to navigate the health care system. Consultations can help employers develop a Return to Work strategy that may include forming a R2W team and modifying job descriptions based on the ADA and amendments. Claim & Leave Management: It begins with compassionate intake from an experienced, clinical nursing staff with established, streamlined processes that integrate Leave with ADA requirements and Disability claims. Such a process helps eliminates confusion and stress, while helping return employees to productivity swiftly and safely. Reporting & Interpretation: Integrated technology with real-time reporting and claim status updates, and online tools for employees for ease of claims processing and communication. Coordination: There should be an integrative process for managing work and non-work absences, referrals to health and wellness programs and more. You can find this podcast along with future podcasts and additional resources on this topic on The Hartford's Paid Family and Medical Leave page: https://www.thehartford.com/pfml-states. LIMRA 2018 Absence Management / Family Medical Leave Sales and In Force Millennials are the largest generation in the U.S. labor force at 35%, Pew Research Center analysis of U.S. Census Bureau data, April, 2018. The Hartford® is The Hartford Financial Services Group, Inc. and its subsidiaries, including underwriting companies Hartford Life and Accident Insurance Company and Hartford Fire Insurance Company. Home Office is Hartford, CT. © 2019 The Hartford 7506 NS 06-19

For years many women in the workplace have been concerned that taking time off when having a baby could negatively affect their career. Would the perception of them at the company change? Would there be too much of an impact on the company? Well a new problem is emerging. Companies are offering paternity leave for men and they are not taking it. First, let's make sure we understand what paternity leave is. It is the period of time when a father stops working because he is going to have or just had a baby. It can also cover adoption. Many companies are using the term parental leave or family leave to cover mothers, fathers, or domestic partners. In the US, there is a federal law called the "Family and Medical Leave Act" that protects your job for 12 weeks after a birth or adoption. According to diversitydatakids.org, only 38% of the workforce in the US can benefit from this. The family and medical leave act doesn't mean your employer will pay you during that time, but you do have the right to take the time off without penalty in pay or position. Recently there has been more activity around the topic of parental or family leave. Out of 185 countries surveyed by the United Nations, the US stood out as one of only two countries that did not mandate paid maternity leave. Last week there was a senate panel hearing on the topic and many companies are changing their policies to offer more paid time off. As an example, Facebook offers 4 months of paid parental leave and American Express offers 5 months. Then you have Netflix which leads the way offering up to 1 year of paid parental leave. They basically say take as much time as you need during the first year. While every employer is different, be sure to check with yours to see what the paternity policy is. So for those that are offered paid paternity leave, why are they not taking it? According to a recent Deloitte Survey, 57% of men felt that exercising their parental leave right would be perceived as a lack of commitment to their jobs. In a study done by Promundo & Dove Men Care, 21% of male respondents stated they were afraid of losing their jobs if they took the full amount of paternity leave offered. Fortunately that is only perception and not reality. In a 2012 US Department of Labor brief, they discussed how important paternity leave is. They indicated it promoted parent-child bonding, improves father engagement, and even increases the gender equity at home and at the workplace. In other words, if dads are more involved from birth, not only does it help the child, but it is helping improve employment equality and pay for mothers. Business are also finding that it can be good for the bottom line when fathers take time off and can be involved with their families. These employees are happier, more productive, and focused. Here is the bottom line: Nobody on their death bed ever said they should have spent more time at the office. If your company has a paid paternity leave policy, use it to the max. If your company doesn't provide paid time off for paternity, see if you can use vacation days or just take some non-paid days if you can afford to do so. If neither of those are an option, then you make your best effort to spend your off time with the baby. It's a magical time when your child is introduced into the world. Take advantage of the time to enjoy every minute you can. They say it goes by fast and I can tell you it does.