DOL Needs Employers’ Input for New Leave Laws

Anyone can participate in this national DOL online dialogue
Anyone can participate in this national DOL online dialogue
Anyone can participate in this national DOL online dialogue

Everything is moving fast as COVID-19, commonly known as the coronavirus, is triggering changes in our businesses, economy, laws and even families. The federal government just passed legislation expanding the Family and Medical Leave Act and creating a new paid sick leave, both of which go into effect next week. The U.S. Department of Labor (DOL) is tasked with enforcing the new law’s provisions, and it’s asking for help to find out what guidance, tools and resources employers need to understand their responsibilities in implementing the new leave laws.

To gain this perspective, the DOL is hosting a national online dialogue with employers and employees called, “Providing Expanded Family and Medical Leave to Employees Affected by COVID-19 Online Dialogue,” from March 23 through March 29. 

This is an innovative opportunity for employers and employees to play a key role in shaping the development of the DOL’s compliance assistance materials and outreach strategies for these new leave laws, which most employers will need to implement quickly.

To participate, go to and log in. If you haven’t participated in previous dialogues, you’ll need to register for an account.

Once you’ve logged in, you can access the online dialogue topic buttons — one is for “employers and employer groups” and the other “employees and employee groups.” You can post your ideas to the dialogue, as well as read and comment on other ideas, including voting “yes” or “no.”

Additionally, on March 25 at 11 a.m. PDT, interested participants can join a Twitter chat hosted by @ePolicyWorks using the hashtag #EPWChat.

Katie Culliton, Editor, CalChamber

Visit the CalChamber Coronavirus (COVID-19) webpage for more COVID-19-related federal, state and local resources, including CalChamber coverage.

Access additional COVID-19-related HRWatchdog blogs.

Leave a Reply

Your email address will not be published. Required fields are marked *