Compliance Stuff

Employers with employees in Maryland need to be aware of delays in the implementation of Maryland’s new Family and Medical Leave Insurance (FAMLI) program.  The new timeline is discussed in our article  New Dates Announced for Maryland’s Delayed FAMLI Program . We are monitoring these developments closely.   Source(s): McGinley, K. A. (2025, April 11).  Maryland FAMLI Program Delayed . Disability, Leave & Health Management Blog. https://www.disabilityleavelaw.com/2025/04/articles/fmla/maryland-famli-program-delayed/ New Dates Announced for Maryland’s Delayed FAMLI Program - Jackson Lewis . (2025, April 10). Jackson Lewis. https://www.jacksonlewis.com/insights/new-dates-announced-marylands-delayed-famli-program ‌ ‌

Discover how a connected compliance strategy—combining policies, training, reporting, and leadership engagement—can proactively prevent workplace bullying and foster a safer, more accountable culture. Nearly one in three employees (or 32%) of U.S. adults have experienced abusive conduct at work , according to the  Workplace Bullying Institute’s 2024 National Survey. That’s not just a statistic — it’s a wake-up call. Bullying at work is a pervasive organizational risk that erodes trust, drives turnover, and creates long-term cultural and compliance challenges. Yet many organizations still treat it as a siloed HR issue, missing the opportunity to take a more strategic, system-wide solution. The companies who do recognize this risky behavior for what it is, however, need a strategy for how to resolve the problem and improve their culture for the better. One of the more effective ways to do this is with a  connected compliance approach . By unifying policy management, training, r...

A funny thing happened as a result of the COVID-19 pandemic. Employers everywhere sent their employees home to work, many of whom will work forever more out of their home or remote worksite, never to see the Company headquarters again. Coming out of the pandemic, some employers have drastically scaled back their brick-and-mortar headquarters. Others have ditched the company HQ, replacing it with a modest store front or even a Post Office Box. [ All you Gen Z peeps : if you are wondering what a “Post Office box” is, ask your parents!] As remote work cements itself into the fabric of the 21st Century workplace, it’s wreaking havoc on how an FMLA-covered employer determines whether its remote employees are eligible for FMLA leave. Why, you ask? Consider the definition of an eligible employee. Under the FMLA, an employee is eligible for FMLA leave if they have worked 12 months and 1250 hours prior to FMLA leave. These two, of course, are relatively easy to determine. However, the employe...

Employers sometimes encounter intoxicated employees at work, but there are some compliance challenges under the Americans with Disabilities Act (ADA) when managing employees with alcoholism. Quick Hits Alcoholism may be considered a disability under the ADA. Employers may be required to offer reasonable accommodations to workers with alcoholism. Employers do not have to permit workers to drink alcohol at work or be impaired during working hours. The National Institutes of Health defines alcohol use disorder as “a medical condition characterized by an impaired ability to stop or control alcohol use despite adverse social, occupational, or health consequences.” About 29 million Americans age twelve and over had alcohol use disorder in 2023, according to the  National Institute on Alcohol Abuse and Alcoholism . Some workers with alcoholism qualify for protections under the ADA. Workers may qualify for ADA protections if they have a physical or mental impairment that substantially limi...

  April marks Workplace Violence Awareness Month, a time dedicated to emphasizing the risks of workplace violence and necessary steps for prevention . This month serves as a crucial opportunity for employers to reassess their workplace violence policies, ensure compliance with evolving laws and regulations, and minimize liability. All employers should be mindful of the Occupational Safety and Health Act’s (“OSH Act”) General Duty Clause. The OSH Act generally requires that employers implement sufficient safeguards to protect the health and safety of employees from recognized workplace hazards. The General Duty Clause requires that employers identify and assess safety risks, including those related to workplace violence, and implement proactive measures to prevent accidents and injuries. Failure to meet these obligations can result in legal consequences and citations issued by the Occupational Safety and Health Administration (“OSHA”). Recently, an Administrative Law Judge (“ALJ”...