Outsourcing FMLA administration to a TPA doesn’t transfer your compliance liability, a federal court just made that clear. In Severson v. S.C. Johnson & Son, an employee on approved intermittent FMLA leave repeatedly could not reach the company’s TPA by
A lawsuit against Salesforce is a reminder that FMLA retaliation risk doesn’t always look obvious. A former Salesforce employee alleges the company deliberately engaged with one of his clients during his approved FMLA leave to build a negative record, then
Virginia just became the latest state to enact a paid family and medical leave program, and employers need to start preparing now. Virginia’s new state-administered PFML program will require payroll contributions from employers and employees beginning April 1, 2028, with
Illinois just created a new category of protected leave, and it takes effect June 1. Illinois’s Neonatal Intensive Care Leave Act (NICLA) requires employers with 16+ employees to provide unpaid, job-protected leave for parents with a child in the NICU,
Not all paid family leave programs are created equal, and the difference matters more than most employers realize. What’s emerging across state legislatures is a paid leave landscape that is anything but uniform, and it has real implications for how
Paid family leave legislation is accelerating across states, signaling a shift in employer obligations that HR leaders should be preparing for today. At ConnectBridge, we’re watching how states like Pennsylvania are expanding leave entitlements beyond the federal FMLA. The Pennsylvania
A recent jury verdict using the PWFA and awarding $22.5 million to an Ohio employee following the loss of her child during a high-risk pregnancy underscores the legal and operational risks employers face when accommodation processes break down. The employee,
Virginia is moving closer to joining the growing list of states advancing paid family and medical leave programs, adding complexity to an already challenging leave landscape. As more states expand requirements, the challenge is no longer awareness; it’s alignment. ConnectBridge
EEOC guidance is expanding how employers must evaluate disability under the ADA, with ADHD now clearly in focus. ADHD may qualify when it substantially limits major life activities, placing greater scrutiny on handling accommodation requests in practice. At ConnectBridge, we
