1. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 2009 Legislative Update Presented by: Charla Bizios Stevens

2. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Federal Legislation The Lilly Ledbetter Fair Pay Act  Background of the Case:  Ledbetter worked for Goodyear for 19 years  Her raises were based on performance evaluations  She was earning less than her male co- workers

3. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700  EEOC – Ledbetter filed a Title VII charge in March 1999  U.S. District Court – Jury awarded her in excess of $3 Million including punitive damages  Court of Appeals – Reversed decision stating that claim was barred by the 180-day Statute of Limitations

4. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 U.S. Supreme Court Affirmed Court of Appeals in a 5-4 decision Strong dissent by Justice Ginsberg urging Congress to amend the statute to reflect the reality that people don’t learn of pay disparity within 180 days

5. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 The Act amends Title VII, ADEA, ADA and Rehabilitation Act An unlawful employment practice occurs when:  A discriminatory compensation decision or practice is adopted  An individual becomes subject to the decision or other practice  An individual is affected by the practice including each time the compensation is paid  The Act is retroactive to May 28, 2007

6. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Court Decisions AT&T Corp. v. Hulteen – U.S. Supreme Court (May 18, 2009) Gertskis v. NYC Department of Health and Mental Hygiene Knox v. Centric Group Gentry v. Jackson State University

7. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 What Does it Mean to You? Update document retention and maintenance system policies Review compensation policies and systems Review performance appraisal policies and systems Conduct a self audit Train your managers!

8. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Genetic Non-Discrimination Act (GINA) Discrimination on the basis of genetic information is prohibited  Effective May 21, 2009 for health plans  Effective November 21, 2009 for employers

9. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Genetic Information Is About An individual’s genetic tests The genetic tests of family members The manifestation of a disease or disorder of the individual’s dependents or 1st, 2nd, 3rd, or 4th degree relatives

10. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Genetic information must be treated as “protected health information” under HIPAA

11. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Employers:  May not collect genetic information  Must keep genetic information confidential  May not discriminate against applicants or employees on the basis of genetic information  Must post workplace notices – Should be available mid-November

12. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Collection The following are exceptions to the prohibitions against collection:  Inadvertent collection of information (water cooler)  If genetic services are offered by the employer (written authorization, limited to health care providers)  To comply with FMLA or similar state law  Purchasing documents that are publicly available  To undertake genetic monitoring of the biological effects of toxic substances in the workplace

13. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Confidentiality Separate forms to be kept in a separate medical file Can maintain genetic and medical information in the same file

14. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Disclosure is allowed only:  To employee if requested in writing  To an occupational or health researcher, in compliance with federal regulations  If ordered by a court  To a government official investigating compliance  To comply with FMLA certification provision  To a public health agency, after notice, dealing with a contagious disease that is life-threatening

15. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700  No cause of action for disparate impact  A Commission will be appointed to review the developing science and make recommendations on disparate impact remedies  Proposed regulations have been approved by EEOC and are at White House for review  Definition of employee includes job applicants and former employees

16. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 ADA Amendments Basic definition of disability remains the same  But definition must be interpreted broadly  More people will be considered disabled

17. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Definition of “substantially limits” is expanded List of “major” life activities is expanded

18. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Mitigating measures other than contact lenses and ordinary glasses can’t be considered An impairment that is episodic or in remission is a disability if it would impact a major life activity when active

19. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 One subject to an action prohibited by the ADA because of an actual or perceived impairment will meet the “regarded as” definition unless the impairment is transitory and minor Those only covered by the “regarded as” prong are not entitled to reasonable accommodation

20. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 State Legislation Gay Marriage – Effective January 1, 2010  Civil unions will automatically be converted to marriage on January 1, 2011;  Religious clergy or others authorized to perform marriages may decline if violates sincerely held religious beliefs

21. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Mini-Warn Act  Effective January 1, 2010  Covers employees with 75 or more employees  Requires 60 day notice of plant closing or mass layoffs  Limited exceptions  Severe penalties for violations

22. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Worker’s Compensation  Limit on burial expenses for fatally injured workers increased from $5,000 to $10,000

23. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Unemployment Compensation  RSA 282-A is amended in several respects  Attempt to make up ground by a severely underfunded agency

24. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700  Raises taxable wage base from $8,000 to $14,000 over three years  Imposes a one-week waiting period prior to commencement of benefits  Amends amounts of surcharges and discounts

25. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Pending Federal Legislation Health Care Reform  America’s Healthy Future Act of 2009 Labor Relations  Employee Free Choice Act (EFCA)

26. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Workplace Flexibility  Healthy Families Act Employment Non-Discrimination Act (ENDA)  Will prohibit discrimination on the basis of sexual orientation

27. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 Pending State Legislation HB 661, 662 and 663: The Family Friendly Acts  Retained from last session  Interest renewed in light of H1-N1

28. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 EEOC proposes new rule on presumptive disabilities  Some impairments will consistently meet the definition of disability

29. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 OSHA Plans to Conduct Comprehensive Record Reviews  Targeting employers in certain industries with low accident rates in typically high rate industries  Comprehensive record review and interviews of employees and care providers  To determine whether under reporting is occurring

30. Concord 603/226-0400 Manchester 603/625-6464 Portsmouth 603/436-2818 Woburn 781/904-2700 2009 Legislative Update Presented by: Charla Bizios Stevens