Answer to Question of the Week: What’s Next?
The Lilly Ledbetter Fair Pay Restoration Act. Four new pro-union Executive Orders. New FMLA rules. The ADA Amendments Act. New GINA regulations.
What’s next?
We wanted to see what you think. Forgetting for a moment the discussed-to-death Employee Free Choice Act, we asked you what other employment law change was most likely to happen next.
The winner? Expanding Title VII to include sexual orientation and gender identity as protected classes, with 49% of the votes. Here are your other responses:
- Requiring employers to provide 7 paid sick days (14%)
- Expanding FMLA to include children’s school activities (14%)
- Passage of the RESPECT Act, narrowing the definition of “supervisor” (7%)
- Reversal of rules allowing employers to ban union-related e-mails (4%)
- Repeal of state “right to work” laws (4%)
Stay tuned to see if your prognostications come true. To get an idea of what the President has in mind on the employment law front, click here to visit the White House’s official web site.
As always, thanks for your participation!
March 12th, 2009 at 7:31 am
[...] Welcome to the Manpower Employment Blawg » Answer to Question of … By Mark Toth Requiring employers to provide 7 paid sick days (14%); Expanding FMLA to include children’s school activities (14%); Passage of the RESPECT Act, narrowing the definition of “supervisor” (7%); Reversal of rules allowing employers to ban … » Welcome to the Manpower Employment… – http://manpowerblogs.com/toth/ [...]
March 12th, 2009 at 8:47 am
I would like you ponder how to proceeed with “no match” letters if they are issued this year. I have several 15+ year employees who were hired long ago with a no expiration date (and fake) green card. We advise them to go to the SSA each year to resolve the no match letter, but they just don’t go. Is it discriminatory to term them? Is it illegal and risky to employ them?