Poster Requirement For the Massachusetts Paid Family Medical Leave Act

March 28, 2019

The Massachusetts Department of Family Medical Leave issued a new poster for employers to fulfill the posting requirement of Massachusetts Paid Family Medical Leave Act, G.L. c. 175M. and must post a notice about this leave law on each of their locations where employees will see the notice. Here is a link to the Department’s poster that will fulfill the posting requirement, which must be posted on or before July 1, 2019. https://www.mass.gov/files/documents/2019/03/21/20190321_DFML%20Notice_FINAL.pdf

Additionally, the Department issued a guide for employers on this new law that provides information about deductions and reporting obligations. A copy of a timeline of responsibilities and the guide are available from the Department at this link https://www.mass.gov/guides/a-guide-to-paid-family-and-medical-leave-for-massachusetts-employers#timeline. The reporting obligations will begin in October 2019 and will include identification of employees through the MassTax Connect. Any one who has not registered their business with MassTax Connect may go here - https://www.mass.gov/how-to/register-your-business-with-masstaxconnect.

I previously reported on the details of the Act and you can review that blog post here - https://www.pomeroy-law.com/blog/62/get-ready-for-massachusetts-family-medical-leave

The Act also requires that all employers provide written notification to new hires within 30 days of the date of hire. The Department will be issuing a proposed notice in the next few days. A copy of the written notice must go to all of their workforce – both employees and contractors.

This law applies to ALL Massachusetts employers. Therefore, Massachusetts employers must review their leave policies and practices with an employment attorney prior to the implementation of this law to understand how this law will impact employer decisions and handling of employee leave.

This publication, which may be considered advertising under the ethical rules of certain jurisdictions, should not be construed as legal advice or a legal opinion on any specific facts or circumstances by Pomeroy Law P.C. and its attorneys. This newsletter is intended for general information purposes only and you should consult an attorney concerning any specific legal questions you may have.