Verification: approved by a person (carried over from Juriset's first release).
Programs
Name
Family and Medical Leave Act
Paid
no
Condition
Unpaid, job-protected leave with continuation of group health benefits. Up to 12 workweeks in a 12-month period for qualifying family and medical reasons; up to 26 workweeks in a single 12-month period of military caregiver leave. Covered employers: private-sector employers with 50 or more employees in 20 or more workweeks in the current or previous calendar year; public agencies and local educational agencies regardless of the number of employees. Eligible employees: at least 12 months with the employer, at least 1,250 hours of service in the 12 months before leave, and work at a location where the employer has at least 50 employees within 75 miles. The employer chooses the 12-month period method (29 CFR 825.200(b)).
The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for qualifying family and medical reasons and requires continuation of their group health benefits under the same terms and conditions as if the employee had not taken leave. … For eligible employees, up to 12 workweeks of leave in a 12-month period for any of the following qualifying reasons: … An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember with a serious injury or illness may take up to 26 workweeks of leave during a single 12-month period to care for the servicemember. … Private-sector employers who employ 50 or more employees in 20 or more workweeks in either the current calendar year or the previous calendar year,
Public agencies (including federal, state, and local government employers), regardless of the number of employees, and … Work for a covered employer for at least 12 months,
Have at least 1,250 hours of service with the employer during the 12 months before their FMLA leave starts, and
Work at a location where the employer has at least 50 employees within 75 miles.
An employer is permitted to choose any one of the following methods for determining the 12-month period in which the 12 weeks of leave entitlement described in paragraph (a) of this section occurs:
(1) The calendar year;
(2) Any fixed 12-month leave year, such as a fiscal year, a year required by State law, or a year starting on an employee's anniversary date;
(3) The 12-month period measured forward from the date any employee's first FMLA leave under paragraph (a) begins; or,
(4) A “rolling” 12-month period measured backward from the date an employee uses any FMLA leave as described in paragraph (a).
Verification: approved by a person (carried over from Juriset's first release).
Programs
Name
Healthy Workplaces Act
Paid
yes
Condition
Earned sick leave accrues at a minimum of one hour for every thirty hours worked; employers may choose a higher accrual rate, or may instead grant the full sixty-four hours on January 1 of each year (pro rata portion for employees whose employment begins after January 1). Leave begins to accrue upon commencement of employment and may be used from that date. Accrued unused earned sick leave carries over from year to year, but an employer is not required to permit use of more than sixty-four hours in a twelve-month period. The employer may choose the twelve-month period: the calendar year, any fixed twelve-month leave year, the twelve-month period measured forward from the employee's first use, or a rolling twelve-month period measured backward from any use. Employees exempt from overtime under 29 U.S.C. 213(a)(1) are assumed to work forty hours per week for accrual unless their normal work week is shorter. Paid at the same hourly rate and with the same benefits as the employee normally earns, never below the applicable minimum wage. 'Employer' covers anyone employing one or more employees but excludes the United States, the state and political subdivisions; railroad employees covered by the Railway Labor Act, Railroad Unemployment Insurance Act or Federal Employers' Liability Act are excluded. Unused leave is not payable on separation.
The response holds everything on this page, including each level's sources. See the API docs; a free key is enough for today's rule.
Informational only. Not legal advice. Verify with the cited source.
This act [50-17-1 to 50-17-12 NMSA 1978] may be cited as the "Healthy Workplaces Act". … "earned sick leave" means time that is compensated at the same hourly rate and with the same benefits, including health care benefits, as an employee normally earns during hours worked and is provided by an employer to that employee for the purposes described in the Healthy Workplaces Act, but in no case shall the hourly rate be less than the applicable legally required minimum wage rate; … "employer" means an individual, partnership, association, corporation, business trust, legal representative or any organized group of persons employing one or more employees at any one time, acting in the interest of an employer in relation to an employee, but shall not include the United States, the state or any political subdivision of the state; … Employees shall accrue a minimum of one hour of earned sick leave for every thirty hours worked; provided that employers may choose a higher accrual rate; … Such employees shall not be entitled to use more than sixty-four hours of earned sick leave per twelve-month period, unless the employer selects a higher limit. … earned sick leave as provided in the Healthy Workplaces Act shall begin to accrue upon the latter of commencement of the employee's employment or the effective date of the Healthy Workplaces Act and may be used beginning on the latter of those dates; … accrued unused earned sick leave shall carry over from year to year, but an employer is not required to permit an employee to use more than sixty-four hours in a twelve-month period; … for purposes of this subsection, an employer may choose any one of the following methods for determining the twelve-month period in which the earned sick leave may be used: … Laws 2021, ch. 131, § 13 made Laws 2021, ch. 131, § 3 effective July 1, 2022.