Source: http://leavesource.com/law/hawaii-family-leave/
Timestamp: 2018-03-22 17:52:31
Document Index: 299932199

Matched Legal Cases: ['§2', '§398', '§1', '§4', '§130', '§2', '§7', '§2', '§398', '§1', '§398', '§1', '§398', '§1', '§4', '§398', '§398', '§398', '§398', '§1', '§3', '§398', '§3', '§398', '§3']

Hawaii Family Leave - FMLA Software Experts
398-1 Definitions
398-1.5 Posting of notices
398-2 Inapplicability
398-3 Family leave requirement
398-4 Unpaid leave permitted; relationship to paid leave; sick leave
398-5 Notice
398-6 Certification
398-7 Employment and benefits protection
398-8 Prohibited acts
398-9 Administration
398-9.5 Family leave data collection system; establishment
398-10 Applicability
398-11 Rules
Part II. Enforcement
398-21 Filing of complaint
398-22 Predetermination settlement
398-23 Investigation and conciliation
398-24 Appeal and hearing
398-25 Civil action
398-26 Remedies
398-27 Notice of right to sue and employee remedies
398-28 Compliance review
398-29 Penalty
Sections 398-1 to 39811 designated as Part I by L 1995, c 154, §2.
§398-1 Definitions.
"Employer" means any individual or organization, including the State, any of its political subdivisions, any instrumentality of the State or its political subdivisions, any partnership, association, trust, estate, joint stock company, insurance company, or corporation, whether domestic or foreign, or receiver or trustee in bankruptcy, or the legal representative of a deceased person, who employs one hundred or more employees for each working day during each of twenty or more calendar weeks in the current or preceding calendar year.
"Employment" or "employed" means service, including service in interstate commerce, performed for wages under any contract of hire, written or oral, express or implied, with an employer.
"Employment benefits" means all benefits (other than salary or wages) provided or made available to employees by an employer, and includes group life insurance, accident and health or sickness insurance, sick leave, annual leave, educational benefits, and pensions, regardless of whether the benefits are provided by a policy or practice of an employer or by an employee benefit plan as defined in section 3(3) of the Employee Retirement Income Security Act of 1974 (29 U.S.C. 1002(1)).
"Parent" means a biological, foster, or adoptive parent, a parent-in-law, a stepparent, a legal guardian, a grandparent, or a grandparent-in-law.
"Serious health condition" means a physical or mental condition that warrants the participation of the employee to provide care during the period of treatment or supervision by a health care provider, and:
"Sick leave":
(A) The employee is physically or mentally unable to perform the employee's duties due to illness, injury, or a medical condition of the employee;
(2) Shall not include any insurance benefit, workers' compensation benefit, unemployment compensation due to illness or disability, or temporary disability insurance benefit. [L 1991, c 328, pt of §1; am L 1995, c 154, §4; am L 2000, c 253, §130; am L 2003, c 44, §2 and c 212, §7; am L 2005, c 243, §2]
[§398-1.5] Posting of notices.
Every employer shall post and keep posted notices clearly setting forth the rights of employees provided by this chapter in a form prescribed by the director in conspicuous places in every establishment where any employee is employed so as to permit the employee to observe readily a copy on the way to or from the employee's place of employment. [L 2009, c 48, §1]
[§398-2] Inapplicability.
The rights provided under this chapter shall not apply to employees of an employer with fewer than one hundred employees. [L 1991, c 328, pt of §1]
(a) An employee shall be entitled to a total of four weeks of family leave during any calendar year upon the birth of a child of the employee or the adoption of a child, or to care for the employee's child, spouse or reciprocal beneficiary, or parent with a serious health condition.
(a) Pursuant to section 398-3, an employee shall be entitled to four weeks of family leave. The family leave shall consist of unpaid leave, paid leave, or a combination of paid and unpaid leave. If an employer provides paid family leave for fewer than four weeks, the additional period of leave added to attain the four-week total may be unpaid.
§398-5 Notice.
In any case in which the necessity for family leave is foreseeable, the employee shall provide the employer with prior notice of the expected birth or adoption or serious health condition in a manner that is reasonable and practicable. Requests for family leave shall include evidence that the employee has submitted the request and provided required data in accordance with section 398-9.5. [L 1991, c 328, pt of §1; am L Sp 2009, c 7, §4]
§398-6 Certification.
(a) An employer may require that a claim for family leave be supported by written certification.
(a) Upon return from family leave, the employee shall be entitled to be restored by the employer to the position of employment held by the employee when the leave commenced, or restored to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. If, however, during a leave, the employer experiences a layoff or workforce reduction and the employee would have lost a position had the employee not been on family leave, the employee is not entitled to reinstatement in the former or equivalent position. In such circumstances, the employee retains all rights, including seniority rights, pursuant to the good faith operation of a bona fide layoff and recall system.
(a) It shall be unlawful for any employer to interfere with, restrain, or deny the exercise of or the attempt to exercise, any right provided under this chapter.
§398-9 Administration.
(a) The director shall have jurisdiction over those prohibited acts made unlawful by this chapter.
(a) There is established a family leave data collection system to:
(2) Collect pertinent data, consistent with state and federal privacy statutes, on the use and potential demand for family leave benefits for both public and private-sector employees, including information on who and under what circumstances employees are using family leave benefits, the nature and duration of family members' needs, and the adequacy of current family leave benefits;
[§398-10] Applicability.
(a) Section 398-3 shall set a minimum standard that is not intended to replace family leave policies that exist as of the effective date of this Act and that provide for equal or greater employment benefits than those benefits afforded under this chapter.
[§398-11] Rules.
Subject to chapter 91, the director may adopt rules necessary for the enforcement and administration of this chapter. The rules shall have the force and effect of law. [L 1993, c 152, §1]
(a) Any individual claiming to be aggrieved by an alleged unlawful act may file with the department a verified complaint in writing.
At any time after the filing of a complaint, but prior to a determination by the department that this chapter has been violated, the parties may agree to resolve the complaint through a predetermination settlement. [L 1995, c 154, pt of §3]
(a) The department may investigate and conciliate any complaint filed under this chapter.
(a) Upon appeal by the employer, the order issued by the department shall be subject to a de novo review by a hearings officer appointed by the director.
[§398-26] Remedies.
(a) In addition to all employment terms and benefits provided under section 398-7, remedies prescribed and ordered by the department or the court under this chapter may include any legal, equitable, and other relief the department or court deems appropriate.
(a) The department may issue a notice of right to sue. Within ninety days after the receipt of a notice of right to sue, the complainant may bring a civil action under this chapter. The department may intervene in a civil action brought pursuant to this chapter if the case is of general importance.
The department may investigate whether the terms of an agreement, settlement, order, or decision are being complied with by the employer. If the employer is not in compliance, the department shall take appropriate action as provided under this chapter. [L 1995, c 154, pt of §3]
[§398-29] Penalty.
Any employer who intentionally resists, prevents, impedes, or interferes with the department in the performance of duties pursuant to this chapter, or who in any manner intentionally violates this chapter, shall be guilty of a petty misdemeanor. [L 1995, c 154, pt of §3]