Minnesota’s Paid Family & Medical Leave (PFML) program goes live January 1, 2026, providing up to 12 weeks of wage-replaced leave for bonding, caregiving, and serious health conditions. In a recent House hearing, DEED outlined its program-integrity plan—expect identity verification,
Courts continue to reaffirm that open-ended, unforeseeable leave is generally not a reasonable accommodation under the ADA. When an employee can’t provide a likely return-to-work timeframe, the better path is a structured, time-boxed plan supported by up-to-date medical information and
Last week, we walked you through the process of performing a site audit. This week, we’re tackling the most common PUMP Act pitfalls and the quick fixes to get compliant fast. Common pitfalls Fixes How ConnectBridge helps: Policy-driven workflows, site
Most nursing employees are entitled to reasonable break time and a private, functional space to pump each time they need to for up to one year after childbirth, and never in a bathroom, according to the PUMP Act. Do a
When FMLA and state PFML overlap, small mistakes snowball fast. Three pitfalls we’re seeing: How ConnectBridge helps: Keep PFML/FMLA eligibility and designations in one defensible case file—so HR, Legal, and payroll stay aligned.
On August 15, 2025, the Fifth Circuit reversed a prior injunction and restored EEOC enforcement of the Pregnant Workers Fairness Act (PWFA) against the State of Texas. This means that Texas state agencies and divisions are now required to comply
Courts and regulators keep reminding employers: if an employee previously performed the role remotely, it’s harder to claim that remote work now causes undue hardship or that on-site presence is always “essential.” Recent analyses highlight fact-specific reviews of job duties,
If you can’t see it, you can’t fix it. A high-impact leave dashboard should surface: How ConnectBridge helps: Transparent, legal-first dashboards—no call-center hand-offs—so HR, leadership, and counsel see the same facts and act faster. Challenge for this week: Pick one
Last week, we shared a snapshot of key state voting leave requirements. This week, we’re focusing on what employers can do now to stay compliant: Supporting civic duty while staying compliant is a win-win.
Complimentary consultations are available for organizations with 1,000+ employees. If your organization does not meet this criteria, please contact us at info@connectbridge.com for additional information.
"*" indicates required fields