Introduction

Are you a New York employer struggling to balance the needs of your business with the needs of your employees? The new paid family leave law in New York is set to revolutionize the way employers support their employees’ family lives. As of January 1, 2020, New York State has implemented a comprehensive paid family leave law, which provides eligible employees with up to 12 weeks of paid leave to care for a loved one.

The New Law: What’s Changing?

The new law, known as the New York Paid Family Leave (NYPFL) Program, is a significant expansion of the existing Family and Medical Leave Act (FMLA). Under the new law, eligible employees are entitled to take up to 12 weeks of paid family leave to care for a seriously ill family member, a new child, or to bond with a new child.

Key Changes Under the New Law

Here are the key changes under the new law:

• Eligibility

  To be eligible for NYPFL, an employee must have worked for at least 26 weeks in the 52 weeks preceding the start of leave. The employee must also have earned at least 7 times the weekly benefit amount in the 52 weeks preceding the start of leave.

• Benefits

  Benefits under the NYPFL Program are equal to 67% of an employee’s average weekly wage, up to a maximum of $1,000 per week.

• Job Protection

  Employees taking leave under NYPFL are entitled to job protection, meaning they must be restored to their previous job or a comparable position with the same pay, benefits, and other employment terms.

• Paid Leave Types

  There are three types of paid leave under NYPFL: (1) family care, which allows employees to care for a seriously ill family member; (2) parental care, which allows employees to bond with a new child; and (3) family bereavement, which allows employees to care for a deceased family member.

How Does the New Law Affect Employers?

While the new law is designed to benefit employees, it also presents challenges for employers. Here are some key considerations for employers:

Key Challenges for Employers

• Increased Absence and Turnover

  With more employees taking paid leave, employers may see an increase in absenteeism and turnover, which can impact productivity and morale.

• Staffing and Scheduling

  With employees out on leave, employers may need to adjust staffing and scheduling to ensure business continuity.

• Compliance and Record-Keeping

  Employers must comply with the new law’s requirements, including maintaining accurate records of employee leave and providing notice to employees.

Best Practices for Employers

To minimize the impact of the new law on your business, consider the following best practices:

Best Practices for Employers

• Develop a Leave Management Policy

  Create a comprehensive leave management policy that outlines the process for requesting and approving leave, as well as maintaining accurate records.

• Communicate with Employees

  Ensure that employees are informed about the new law and the benefits it provides, as well as the process for requesting and approving leave.

• Plan Ahead

  Anticipate the potential impact of the new law on your business and develop strategies to minimize the disruption.

Conclusion

The new paid family leave law in New York is a significant change for employers, but it’s also an opportunity to support the well-being of your employees and their families. By understanding the key changes under the new law and implementing best practices, you can minimize the impact on your business while ensuring that your employees receive the support they need.

FAQs

Q: What is the effective date of the new paid family leave law in New York?
A: January 1, 2020

Q: How many weeks of paid family leave is an eligible employee entitled to under the new law?
A: Up to 12 weeks

Q: What is the maximum weekly benefit amount under the new law?
A: $1,000 per week

Q: Do employees have job protection under the new law?
A: Yes, employees taking leave under NYPFL are entitled to job protection, meaning they must be restored to their previous job or a comparable position with the same pay, benefits, and other employment terms.

Q: What is the process for requesting and approving leave under the new law?
A: Employees must provide 30 days’ notice to their employer, unless the employer waives this requirement. Employers must approve or deny leave requests in writing.

Q: How does an employer know whether an employee is eligible for paid family leave?
A: Employers can use the NYPFL online calculator to determine an employee’s eligibility.

Additional Resources

For more information on the new paid family leave law in New York, visit the New York State Department of Labor’s website at www.labor.ny.gov.

Groundbreaking Changes at Southwest Airlines: A Shift in Customer Perks

It’s happening: Southwest Airlines will start charging passengers to check bags for the first time.

This stunning reversal shows the low-cost pioneer is willing to part with a customer perk executives have said set it apart from rivals for more than half a century of flying in hopes of increasing revenue.

Southwest’s changes come after months of pressure from activist investor Elliott Investment Management, which took a stake in the airline last year and won five board seats as it pushed for quick changes at the company, which held on for decades to perks like free checked bags, changeable tickets, and open seating.

For tickets purchased on or after May 28, Southwest customers in all but the top-tier fare class will have to pay to check bags, though there will be exceptions. Elite frequent flyers who hold A-List Preferred status will still get two bags, and A-List level members will get one free checked bag. Southwest credit card holders will also get one free checked bag.

"Two bags fly free" is a registered trademark on Southwest’s website. But its decision to about-face on what executives long cast as a sacrosanct passenger perk brings the largest U.S. domestic carrier in line with its rivals, which together generated more than $5 billion from bag fees last year, according to federal data.

Southwest didn’t say how much it plans to charge to check bags, but a single bag costs $35 to check on Delta, American, and United.

Southwest shares rose 8% Tuesday after its baggage fee announcement and investor update, while other large carriers’ shares and the broader market fell.

Read more CNBC airline news

Southwest executives have long said they didn’t plan to charge for bags, telling Wall Street analysts that it was a major reason why customers chose the airline.

At an investor day in September, Southwest said that it would gain between $1 billion and $1.5 billion from charging for bags but lose $1.8 billion of market share. Southwest said its "rigorous research" found that "our ‘bags fly free’ policy generates market share gains in excess of potential lost revenue from bag fees."

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Conclusion

Southwest Airlines’ decision to charge for checked bags marks a significant shift in its business strategy. The move is likely to impact customer behavior and loyalty, and may lead to a re-evaluation of the airline’s competitive position in the market. As the airline industry continues to evolve, it will be interesting to see how Southwest’s decision plays out and what impact it has on the broader industry.

Frequently Asked Questions

Q: Why is Southwest Airlines charging for checked bags?
A: Southwest is charging for checked bags to increase revenue and reduce costs.

Q: How much will Southwest charge for checked bags?
A: The airline hasn’t announced its bag fees, but a single bag costs $35 to check on Delta, American, and United.

Q: What are the exceptions to the bag fee?
A: Elite frequent flyers who hold A-List Preferred status will still get two bags, and A-List level members will get one free checked bag. Southwest credit card holders will also get one free checked bag.

Q: How will this change affect customer behavior and loyalty?
A: It’s too early to tell, but the change may lead to a re-evaluation of customer loyalty and behavior.

In today’s fast-paced and rapidly changing world, the concept of employee activism in the workplace is becoming increasingly important. With the rise of social media, employees are now more empowered than ever to speak up and take action on issues that matter to them. As a result, corporations are being forced to re-examine their role in promoting social responsibility and addressing the concerns of their employees. In this article, we will explore the intersection of employee activism and corporate social responsibility.

The Rise of Employee Activism

In recent years, we have seen a significant increase in employee activism, with workers speaking out against injustices and demanding change. From the #MeToo movement to the Black Lives Matter movement, employees are using their collective voice to push for change. This trend is not limited to the United States, with similar movements emerging around the world, such as the global climate strikes and the push for LGBTQ+ rights.

The Impact of Employee Activism on Corporate Social Responsibility

As employees become more active in advocating for social change, corporations are being forced to adapt and respond to these demands. This shift is driven by a growing recognition that employees are not just employees, but also stakeholders with a vested interest in the success of the company. As such, corporations are now being held accountable for their actions and are being expected to prioritize social responsibility.

The Role of Leadership in Fostering Employee Activism

Effective leadership is key to fostering a culture of employee activism. A study by the Harvard Business Review found that companies with active employee-activist cultures outperformed those without by 201%. This is because leaders who empower their employees to take action create a sense of ownership and engagement, leading to increased productivity and job satisfaction.

The Power of Social Media in Employee Activism

Social media has played a significant role in the rise of employee activism. With the ability to share their voices and concerns with a global audience, employees are now more empowered than ever to take action. This has led to a new era of corporate accountability, with companies being held to account for their actions on social media.

Examples of Employee Activism in Action

* In 2018, Google employees walked out of work in protest of the company’s handling of sexual harassment allegations, highlighting the company’s lack of accountability and demanding change.
* In 2020, Amazon workers organized a global strike, demanding better wages and working conditions. The strike received widespread support from customers and led to changes in Amazon’s policies.
* In 2019, a group of employees at Microsoft launched a campaign to push the company to take a stand on climate change, resulting in the company committing to become carbon neutral.

Why Employee Activism Matters

Employee activism matters because it has the power to drive real change. By speaking out and taking action, employees can bring attention to important issues and push for positive change. This not only benefits the company but also society as a whole.

Conclusion

The intersection of employee activism and corporate social responsibility is a complex and evolving landscape. As employees become more empowered to take action, corporations are being forced to adapt and respond to these demands. By fostering a culture of employee activism, leaders can create a more engaged and productive workforce, while also promoting positive change in the world. As we move forward, it is crucial that we recognize the power of employee activism and its potential to drive real change.

Frequently Asked Questions

Q: What is employee activism?

A: Employee activism refers to the act of employees speaking out and taking action on issues that matter to them, often in the workplace or in their personal lives.

Q: What is the impact of employee activism on corporate social responsibility?

A: The impact of employee activism on corporate social responsibility is significant, as employees are now more empowered than ever to hold companies accountable for their actions and demand change.

Q: How can leaders foster a culture of employee activism?

A: Leaders can foster a culture of employee activism by empowering employees to take action, providing resources and support, and recognizing and rewarding employee activism.

Q: What is the role of social media in employee activism?

A: Social media has played a significant role in the rise of employee activism, allowing employees to share their voices and concerns with a global audience and hold companies accountable.

Q: What are some examples of employee activism in action?

A: Some examples of employee activism in action include the 2018 Google walkout, the 2020 Amazon workers’ strike, and the 2019 Microsoft employees’ campaign for climate action.