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Welcome to the 1st issue of RGL Consultant's "Pipeline" Newsletter
Greetings!
RGL Consultants is in the process of "Re-Branding". Over the next few months, in addition to our new logo and this Newsletter, we will be introducing you to a number of new service offerings and initiatives designed to enhance the relationship we have with clients. What will NOT change, however, is our consulting philosophy of providing high quality, fee-sensitive, on-time delivery of value-added services which are TAILORED to the specific needs and objectives of the client.
Our objective is to establish and maintain long-term relationships with our clients. Emphasis is placed on listening and getting to know our clients; working directly with both management and, as appropriate, with staff, in identifying potential solutions and then integrating our work within the client's corporate philosophy and management style. One size does not fit all; we do not use a "canned approach" in our consulting practice. |
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Proposed MANDATORY Sick Leave 
The much talked about proposal for MANDATORY paid sick leave has now been introduced in the House of Representatives (H.R. 2460). Key elements of the proposed legislation:
- Employees (full-time and part-time) would be entitled to accrue one hour of paid sick time for every 30 hours worked, up to a total accrual of 56 hours - or seven days - of paid sick time.
- Employees would begin accruing hours as soon as they start working for a covered employer (an employer of 15 or more employees - again full-time and part-time) and could begin using the accrued time 60 days from their first day of work.
- The paid sick time would carry over from one year to the next, but the maximum accrued amount would be 56 hours.
- Employees would be entitled to use the paid sick time:
- For their own physical or mental illness, injury or medical condition;
- To obtain medical care, including preventative care; and
- To care for, or help obtain medical care for a child, parent, spouse, or "any other individual related by blood or affinity whose close relationship with the employee is the equivalent of a family relationship".
The proposed bill also sets out employer obligations and procedures for requesting and using the leave:
- Employees would have to "make a reasonable effort to schedule a period of paid sick time - - - - in a manner that does not unduly disrupt the operations of the employer;
- Employers would be entitled to request medical certifications if an employee is out more than three consecutive days;
- Employers with existing paid sick leave policies that are equivalent to, or more generous than, the proposed legislation would not have to change their rules.
RGL Consultants will keep you apprised of "progress" on this proposed legislation. |
"Family Leave Insurance Act of 2009" enters the House of Representatives 
The Family Leave Insurance Act of 2009 (H.R. 1723) has been introduced which would create a family leave insurance program giving eligible employees up to 12 weeks of PAID family leave in a 12-month period.
- Paid leave would be available to any employee of a covered employer who has worked at least 625 hours in the six months prior to filing an application for leave benefits. The legislation as proposed defines a "covered employer" as one that has TWO OR MORE EMPLOYEES for 20 or more weeks during the current or preceding calendar year;
- Leave would be available for the same reasons as provided in the FMLA; however, unlike the FMLA, this would include domestic partners, including same sex partners, and the child of a domestic partner;
- The program would be funded by equal contributions from the employer and employee of 0.2% of employees' wages; the employer would be required to match that contribution.
RGL consultants will keep you apprised of "progress" on this proposed legislation.
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What's Coming in the Next Issue
Employee Handbooks
Having a well-written, up-to-date handbook provides your organization with a logical and consistent mechanism to ensure compliance with legal requirements, consistent communication and clear expectations.
Expansion of Services
Organizational Effectiveness and Change Managment Department to provide valuable initiatives to assist clients in aligning human capital and organizational performance.
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