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Navigating Transgender Leave

The societal understanding of what it means for an employer to be truly inclusive of all diversity groups has expanded exponentially since the turn of the 21st century. Employers are increasingly faced with multifaceted Human Resources related topics including cannabis, cybersecurity, sexual harassment, and a push, in many states, for equal opportunity for paid leave. Equal opportunity accommodations do not just vary between male and female employees but also between groups based on race, religion, and gender identity.

Gender identity itself varies extensively, but one concentration is the difference between individuals that identify as either cisgender (the same gender as their sex at birth) or non-cisgender (not the same gender as their sex at birth). The non-cisgender identity includes a wide umbrella of individuals who do not identify or present themselves with the sex they were assigned at birth, including transgender (not the same gender as their sex at birth) and non-binary (neither exclusively female or male) individuals. This particular group of individuals has historically faced major roadblocks in society and until recently, had not experienced inclusion and accommodations in the corporate world. Even with the progress that has been made, there is still a gap in today’s employee benefits environment for anyone deviating from “the norm”.

 


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MA FMLA Regulation Update - May 2019

Exemption and Workforce Notification Deadlines Extended

The Department of Family and Medical Leave has announced that exemption and workforce notification deadlines have been extended.

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Paid Family Medical Leave - Employer and Employee Tool Kits

Employer and Employee Tool Kits/Guides about the Massachusetts Paid Family and Medical Leave Law have been posted to mass.gov/dfml

The Department of Family and Medical Leave offers these tool kits to help businesses and individuals navigate the latest information, and to provide resources to inform interested stakeholders. The tool kits include:

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