Human Resource & Labor News
www.agc.orgApril 10, 2015 / Issue No. 02-15
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On the Inside
HR Training
Save The Date: Construction HR & Training Professionals Conference Set for Oct. 7-9 in St. Louis, MO
AGC to Host Webinars on E-Verify & Form I-9 Compliance April 28 & 29
Labor Relations
How to Prepare for New “Quickie Election” Rule Covered at AGC Convention
Building Trades President McGarvey Shares Views and Priorities at AGC Convention
NLRB Issues Guidance Concerning Employee Rules
Wages & Benefits
Labor Department Publishes Videos on Davis-Bacon Wage Survey Process and Form, Plans More Survey Briefings
IRS Releases Final Instructions, Forms for Employer Information Reporting Requirements Under Health Care Law
Affordable Care Act Cadillac Tax Questions Answered
AGC Submits Comments on Multiemployer Pension Reform Implementation
EEO
Supreme Court Questions Employer's Light Duty Policy in Pregnancy Discrimination Case
Definition of Spouse Expanded Under FMLA, Halted in Four States by Federal Judge
OFCCP Creates LGBT Resources for Federal Contractors
Definition of Spouse Expanded Under FMLA, Halted in Four States by Federal Judge
 

On March 26, the U.S. Department of Labor’s (DOL) recently announced change to federal regulations under the Family and Medical Leave Act (FMLA) that would expand the definition of spouse to include same sex marriages was halted by a federal judge in Texas.  The revised regulations were scheduled to take effect on March 27.  Judge Reed O'Connor of the U.S. District Court for the Northern District of Texas granted a request for preliminary injunction as requested by attorneys general for Texas, Arkansas, Louisiana, and Nebraska.  The states argued that the final rule unlawfully interferes with state laws that prohibit same-sex marriage and bar recognition of out-of-state same-sex marriages.  While the preliminary injunction remains in effect, the rule will be enforced in the other 46 state.  DOL revised the regulations in response to the U.S. Supreme Court’s ruling in United States v. Windsor. That ruling struck down the federal Defense of Marriage Act provision that interpreted “marriage” and “spouse” to be limited to opposite-sex marriage for the purposes of federal law. 

The regulations were to update the FMLA’s definition of spouse so that an eligible employee in a legal same-sex marriage would be able to take FMLA leave for his or her spouse regardless of the state in which the employee resides. Currently, the regulatory definition of spouse does not include same-sex spouses if an employee resides in a state that does not recognize the employee’s same-sex marriage.  Under the revised rule, eligibility for federal FMLA protections was based on the law of the place where the marriage commenced. This “place of celebration” provision was to allow all legally married couples, whether opposite-sex or same-sex, to have consistent federal family leave rights regardless of whether the state in which they currently reside recognizes such marriages.

AGC will continue to monitor the outcome of this case and will provide updates to members as they become available.
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