2021 IMPORTANT UPDATES

Beginning January, 2021 most workers in Massachusetts will be eligible for job-protected paid leave under Paid Family and Medical Leave*. PFML provides 12 weeks of job-protected paid family leave for the birth, adoption or the placement of a child or because of a qualifying exigency arising out of the fact that a family member is on active duty or if a family member is called into active duty.

Under PFML, covered individuals may be eligible for up to 20 weeks of job-protected paid medical leave if they have a serious health condition that incapacitates them from work and up to 26 weeks of paid family leave to care for a family member who is a covered service member with a serious health condition.

Effective July 1, 2021, the law further provides up to 12 weeks of job-protected paid family leave to care for a family member with a serious health condition.

*Covered individuals are eligible for no more than 26 total weeks, in the aggregate, of paid family and medical leave in a single benefit year.

The program is funded by premiums paid by employees, employers, and the self-employed. PFML is separate from the federally mandated proteted unpaid time offered by the Family Medical Leave Act (FMLA).

Employers should already be registered with MassTaxConnect and be filing quarterly reports, as well as deducting contributions from employees and making their contributions (if applicable) to the Family and Employment Security Trust Fund.  In addition, employers should have a PFML Poster displayed with other mandated workplace posters and should have PFML information included in their Company policies/handbook.

JUNETEENTH

Juneteenth, (June 19) commemorating the end of slavery in the United States, is now a recognized Massachusetts holiday under a bill passed by the Legislature and signed into law by Governor Charlie Baker on July 24, 2020.

The law adds “Juneteenth Independence Day” to a list of holidays — along with Memorial Day, July Fourth, and Labor Day — on which employees must be paid holiday pay (*this refers to hourly work actually performed) but employees cannot be required to work. On those days, the state allows retail stores to be open but not to sell alcohol.

In a signing statement, Baker wrote that the law “establishes Juneteenth Independence Day as an annual state holiday on June 19 in order to recognize the continued need to ensure racial freedom and equality.

If you have questions regarding the above and what it means to your business, please contact our office.

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Law Offices of Helene Horn Figman, P.C.
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Easton, MA 02375
hfigman@figmanlaw.com
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