CONCORD, N.H. – The Family and Medical Leave Act marks its 25th anniversary this week.

Some New Hampshire moms say it's an opportunity to reflect on how the legislation could be updated to better serve all families.

The law guarantees certain employees up to 12 weeks of unpaid leave a year, without the threat of losing their job.

But Christina D'Allesandro, New Hampshire director of the group Moms Rising, notes only about 60percent of workers are eligible – either because their employers aren't covered by the law or they can't afford to take time off without pay.

"The anniversary is significant because 25 years ago, we all saw it as a great first step, but we're stuck in the same place, 25 years later,” she states. “It's time to move these policies out of this Jurassic era and move them forward."

Meanwhile in New Hampshire, House lawmakers are expected to vote soon on House Bill 628, which would create a state program with up to 12 weeks of paid medical leave for workers who are new parents, have a serious health problem or are providing care for a relative.

D'Allesandro says the state legislation is an important step forward, but contends a federal policy is needed to ensure all workers are covered.

Jacqueline Sillvani of Newmarket says job security is crucial for families during medical leave. Her son needed 18 months of pediatric cancer treatments, so she took a year off work.

Sillvani was surprised to find her position was not renewed when she returned.

"I was left trying to find a job with a sick kid,” she relates. “So, it would have been really helpful for us to have had some protections that extended past the 12 weeks as it is right now. No cancer treatment is 12 weeks long. And even for having a baby, 12 weeks isn't really enough."

D'Allesandro adds that paid family leave policies should be flexible enough to address various family situations, and accessible to parents and all caregivers.

"In a state like New Hampshire, where the opioid epidemic is having a huge impact on the state and on caregivers, this is something that could really be a benefit to grandparents who suddenly are thrown into providing care for grandchildren," she points out.

President Donald Trump called for supporting paid family leave during his State of the Union address last week.

The U.S. is the only developed nation without a paid family leave policy.





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A bill vetoed by Virginia Gov. Glenn Youngkin would have raised the state's minimum wage to $15 an hour starting in 2026.

While the bill moved out of committee and the General Assembly, it did so on party-line votes. Youngkin opposed the bill, saying it could hurt small businesses and some restaurants.

Jay Speer, executive director of the Virginia Poverty Law Center, said it was disappointing to see the measure vetoed.

"Wages are way too low. People cannot afford housing and food and everything else," Speer pointed out. "It's a disappointment that they can't raise the minimum wage so people can survive. I mean, it's long overdue."

Passing the bill was part of a 2020 minimum-wage increase requiring a reauthorization to bring it up to $15. A state study found a person has to make at least $14.55 an hour to afford the cheapest place to live while only spending one-third of his or her income on housing. The current minimum wage in Virginia is $12 an hour, but around 500,000 Virginians make $12 or less.

Youngkin also vetoed a bill ending exemptions from Virginia's minimum-wage requirements for farmworkers or temporary foreign workers.

Kim Bobo, executive director of the Virginia Interfaith Center on Public Policy, said it was not as impactful since most farmworkers make more than the minimum wage. But she said the exemption remains for another reason.

"The only reason farmworkers continue to be exempted in Virginia is racism," Bobo contended. "That's why they're exempted. And, we should just change that, like there's no reason not to. It really does not affect that many workers in Virginia."

Youngkin and other legislators with a farming background said the bill would hinder farmers' ability to turn a profit.

New York restaurant workers need to know their rights to better navigate their workplaces. A new report finds high rates of what it calls "occupational segregation" in the restaurant industry, which can relegate some people to lower-paying jobs.

Workers' rights organizations are counteracting this with training programs. Alima Iskakova, a server for Exquisite Staffing, a catering company, said the CHOW training from Restaurant Opportunities Centers United is helping her.

"Since I completed this training course, I am more confident when it comes to job interviews," she said. "I am more confident - like, when it comes to these types of interviews, plus with all my experience and the knowledge that I got from ROC United, I have a higher income."

She was also trained in safe food handling, OSHA certification and other need-to-know information about the restaurant industry. These courses are available in several cities beyond New York.

The report also notes that, unlike training offered by organizations such as the National Restaurant Association, these courses prioritize developing restaurant workers' power to support individual career development.

The report says racism and sexism abound in the restaurant industry. White men make up a majority of higher-earning positions, such as bartenders.

Although these training courses are helpful, Iskakova noteed that not knowing English can be a disadvantage. She said other cultural differences can make this work challenging.

"In the hospitality industry, even like when people come here as an immigrant, they don't know the rules, they don't know the laws," she said. "And ROC United, they help us to do the cover letter, resume. There are certain things - like, there is a difference."

Another challenge she encountered was the difference between Celsius and Fahrenheit.

Iskakova said her work has been interesting, but she's got ambitions outside of food service. Along with photography, she's a communications major at CUNY.


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With the help of federal aid, Wisconsin is catching up to neighboring states in accelerating clean energy construction projects and the Badger State is taking things a step further by giving union workers greater access to these job opportunities.

Four major utilities operating in Wisconsin recently announced a pledge to hire union workers for clean energy development tied to federal incentives under the Inflation Reduction Act.

Kent Miller, president and business manager of the Wisconsin Laborers' District Council, said it paves the way for a smoother transition to more wind, solar and similar projects.

"With the commitment from the utilities to make sure that the wages and benefits are the same standard as legacy energy, it allows workers to focus on updating their skill sets to meet the needs of the projects, and not worry about, 'Are there concessions in wages and benefits?'" Miller explained.

In earlier phases of renewable energy construction, Miller noted some project leaders focused on bringing in out-of-state, nonunion contractors. As Wisconsin labor organizations now have a seat at the table, Miller stressed the next challenge is getting more advance notice before a project breaks ground, so they ramp up recruiting well ahead of time.

For example, Miller pointed out a utility-scale solar development requires a lot of labor and they want as many people as possible to know about potential openings. He added it includes apprenticeships.

"Somebody could start their apprenticeship career, complete their apprenticeship and become a journey worker through the duration of a utility-scale solar project," Miller stated.

He pointed to the Paris Solar Farm project in Kenosha County, which at its peak, had nearly 150 laborers. Of the apprentices, 70% were women or people of color.

Analysts said the hiring pledge and associated projects could lead to nearly 19,000 construction jobs with prevailing wages.


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