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Hollister Insurance Disability Lunch and Learn – Friday May 4th Lord Jeff Inn Amherst

Please join Hollister Insurance and guest speaker Josh Potvin, the senior disability sales manager from leading disability provider Principal Financial.  This seminar (lunch provided) will hosted by Hollister Insurance at 12 noon, Friday, May 4th at the Lord Jeffery Inn, 30 Boltwood Ave., Amherst. Hear an industry expert describe the latest updates in the individual disability marketplace, as well as the pros and cons when considering group disability plans. Your income is one of your most valuable assets.  Learn the best ways to protect it while enjoying scenery at the landmark “Lord Jeffery Inn” in downtown Amherst Massachusetts.


Lord Jeffry Inn, Amherst

Please reserve your seat by Tuesday, May 1st at noon by emailing Michelle Simpson at[email protected]com.

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Massachusetts Pregnant Workers Fairness Act – effective 4/1/2018

Policy Purpose

Massachusetts Pregnant Workers Fairness Act prohibits employment discrimination on the basis of pregnancy and pregnancy-related conditions, including but not limited to, lactation or the need to express breast milk for a nursing child, including the right to reasonable accommodations for conditions related to pregnancy. The Company does not discriminate against or treat pregnant workers or applicants less favorably than other employees. We are prepared to support employees who are pregnant or new mothers with at least the minimum benefits mandated by law. This policy is complementary to the existing legal guidelines.

Elements

The Pregnancy Fairness Policy applies to all female employees of the Company, whom are pregnant or have a pregnancy-related condition.

  1. Company agrees to provide temporary, reasonable accommodations for employees who are pregnant or have a pregnancy-related condition, for as long as the pregnancy or pregnancy-related condition applies. Reasonable accommodations allow for the employee to perform the essential functions of the job while pregnant or experiencing a pregnancy-related condition, such as the need to express breast milk for a nursing child, unless doing so would pose an undue hardship on the Company.

Notice and Accommodations

For an employee to receive temporary reasonable accommodations, the employee must notify the Company of her pregnancy, and request for specific accommodations.

  • More frequent or longer paid or unpaid breaks
  • Time off to attend to a pregnancy complication or to recover from childbirth with or without pay
  • Acquisition or modification of equipment
  • Seating
  • Temporary transfer to a less strenuous or hazardous position
  • Job restructuring
  • Light duty
  • Private non-bathroom space for expressing breast milk
  • Assistance with manual labor
  • Modified work schedules

The Pregnancy Fairness Act allows the Company to request documentation to support the need for accommodations, except for:

  • More frequent restroom, food or water breaks
  • Seating
  • Limitation on lifting objects over 20 pounds
  • Private non-bathroom space for expressing breast milk

The Company can only deny a reasonable accommodation for an employee’s pregnancy or condition related to the employee’s pregnancy, including but not limited to lactation or the need to express breast milk for a nursing child, if the Company can demonstrate that the accommodation would impose an undue hardship on the Company’s program, enterprise or business.

Undue Hardship: Under the law, the employer has the burden of proving undue hardship, which is defined as an action requiring significant difficulty or expense. In determining undue hardship, employers must consider the following factors:

  • The nature and cost of the needed accommodation
  • Overall financial resources of the employer
  • The overall size of the business of the employer with respect to the number of employees and the number, type and location of its facilities
  • The effect on expenses and resources or any other impact on the employer’s program, enterprise or business

Responsibilities of the Company

The Company agrees to:

  • Distribute a written notice to employees explaining their right to be free from discrimination in relation to pregnancy or a condition related to the employee’s pregnancy, including lactation or the need to express breast milk for a nursing child, including the right to reasonable accommodations for conditions related to pregnancy pursuant to the new law.
  • Provide written notice in a handbook or other means of notice to all employees including:
  • New employees at or prior to their hire date
  • An employee who notifies their employee of their pregnancy or condition related to the employee’s pregnancy, not more than 10 days after such notification

The Company will not:

  • Take adverse action against an employee who requests or uses a reasonable accommodation in terms or conditions of employment including, but not limited to, failing to reinstate the employee to the original employment status or to an equivalent position, pay, seniority and other applicable credits when the need for reasonable accommodation ceases.
  • Deny an employment opportunity to an employee if the denial is based on the need to make a reasonable accommodation to the known conditions related to the employee’s pregnancy, including but not limited to lactation or the need to express breast milk for a nursing child.
  • Require an employee affected by pregnancy or a condition related to pregnancy, including, but not limited to, lactation or the need to express breast milk for a nursing child, to accept an accommodation that the employee chooses not to accept, if the accommodation is unnecessary to enable the employee to perform the essential job functions.
  • Require an employee to take a leave if reasonable accommodations can be provided for the known conditions related to the employee’s pregnancy, including but not limited to, lactation or the need to express breast milk for a nursing child, without undue hardship on the Company.
  • Refuse to hire a person who is pregnant because of the pregnancy or condition related to the person’s pregnancy, including but not limited to, lactation or the need to express breast milk for a nursing child, so long as the person is capable of performing the job functions of the position with reasonable accommodation, which would not impose an undue hardship on the Company.
If you would like to download this policy, please click on the link below:

http://www.hr360.com/images/users/hollisterinsurance/basket/Pregnant%20Workers%20Fairness%20Act%20(Policy%20-%20Hollister%20Insurance).docx

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Join Us for 2018 Q1 EMAC Supplement Determinations Have Landed — Are You Ready?

Please join Hollister Insurance on Friday, April 20, 2018, at 2 PM for a timely, one hour live webcast examining the new Mass EMAC Supplement, the latest DUA guidance and 2018 Q1 DUA determinations that have been released. Our featured Speaker will be Rick Szczebak, Esq. of RAS Law, P.C.

Register Now

Beginning with the quarter ended March 31, 2018, the DUA has begun making EMAC Supplement determinations for the very first time. Are you ready? Has your assessment surprised you? Please join us for this important informational webinar.
After registering, you will receive a confirmation email containing information about joining the webinar.

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