DC s New Sick and Safe Leave Act: Sample Policy
|
|
- Victor Boone
- 7 years ago
- Views:
Transcription
1 DC s New Sick and Safe Leave Act: Sample Policy The D.C. Accrued Sick and Safe Leave Act of 2008 ( SSLA ) was passed by the D.C. City Council on March 4, 2008 and signed by D.C. Mayor Adrian Fenty on March 19. After a thirty-day period for Congressional review, and the passage of an appropriations bill that included funding for the Act, it became effective on May 13, Employers are given a six-month period, until November 13, 2008, to comply. The D.C. Department of Employment Services (DOES) will administer and enforce the Act. The Mayor is empowered to issue regulations under the Act, but no regulations have yet been released. The Act generally requires that employers provide a specified number of paid leave days per year, depending on the size of the employer: If my company has 100 or more employees: 1 The policy must provide 1 hour of paid sick leave per calendar year for each 37 hours worked by the employee, to a maximum of 7 days/year. If my company has employees: The policy must provide 1 hour of paid sick leave per calendar year for each 43 hours worked by the employee, to a maximum of 5 days/year. If my company has fewer than 24 employees: The policy must provide 1 hour of paid sick leave per calendar year for each 87 hours worked by the employee, to a maximum of 3 days/year. Paid leave under the Act can be used for illness of the employee or a family member, as well as absences caused by stalking, domestic violence or sexual abuse of the employee or family member. The leave carries over from year to year, but an employee cannot use more than the maximum number of permitted 1 The number of employees is determined by the average monthly number of full-time equivalent employees for the prior calendar year. This is calculated by adding the total monthly full-time equivalent employees for each month and dividing by 12. Employees outside of the District of Columbia should be counted when determining how many days of SSLA leave an employer must provide, because the Act does not state to the contrary. However, this does not mean that an employer must provide SSLA leave to employees who work outside of the District. In general, the laws in effect where an employee works are those that apply. We do not believe at this time that the SSLA will be interpreted to require that leave be provided to employees who do not work in D.C.
2 leave days in any calendar year. Leave need not be paid out upon termination of employment. Employees cannot be retaliated against for using leave, exercising their rights under the Act, opposing violations of the Act, or instituting or participating in proceedings or charges relating to the Act. All D.C. employers are subject to the Act, even those with only one employee. Institutions of higher learning, health care providers, beauty, hair and nail salons, restaurants, and bars are subject to special rules that are not reflected in the sample policy below. For employees who do not suffer a loss of income when absent from work, paid leave under the Act is not required, although the Act s anti-retaliation provisions still apply. The Act includes a hardship exemption, but the regulations outlining the procedure and factors have not yet been passed. The Act includes a posting requirement, but no poster has yet been issued by the DOES. Employers who have no existing sick or vacation leave policies can simply adopt a new policy that complies with the Act. The sample policy below can be used for this purpose. Employers with an existing sick leave policy can either eliminate that policy and replace it with a policy that complies with the SSLA (such as the policy below), or amend their existing policy to comply. Vacation leave policies are not affected by the SSLA. Employers with PTO policies may wish to consider converting those policies into separate sick and vacation policies. Otherwise, the protections of this Act, such as accrual upon commencement of employment, unlimited carryover from year-to-year, and anti-retaliation provisions, essentially will apply to the entire PTO policy. The SSLA is full of ambiguities, and to date there are no regulations or judicial opinions to provide clarity. This policy reflects our current thinking as to how the SSLA will likely be enforced, but HR professionals should monitor closely all developments in this area. Future case law and regulations may change the way the law is to be applied. Page 2
3 Sample Policy Sick and Safe Leave Policy Eligible employees are entitled to up to days [Note to employer: fill in 7, 5 or 3, depending on the size of the employer] of paid leave per year for the illness of the employee or a family member, or to help ensure the safety of the employee or a family member as provided below. Employees begin to accrue leave under this policy at the start of their employment. One hour of paid sick/safe leave accrues for each hours worked by the employee, to a maximum of days/year. [Note to employer: fill in 37/43/87 and 7/5/3, depending on the size of the employer.] However, employees must be employed for one year without a break in service, and must work 1000 hours during the twelve months preceding the leave, in order to be eligible to use accrued sick/safe leave. Once an employee is eligible to use his or her accrued leave, the employee must be employed an additional 90 days in order to access that leave. [Note to employer: these convoluted eligibility criteria are due to an ambiguity in the act which may be clarified by case law or regulations.] Both full-time and part-time employees are eligible to accrue and use sick/safe leave. Sick/safe leave can be used for: 1. The employee s own physical or mental illness, injury or medical condition; 2. The employee s need to obtain professional medical diagnosis or care or preventive medical care (i.e., doctor s appointments); however, employees are required to make a reasonable effort to schedule leave under this section in a manner that does not unduly disrupt the operations of the employer; 3. The employee s need to care for a family member for reasons covered by Nos. 1 and 2 above; Page 3
4 4. Under certain circumstances, an absence because the employee or family member is a victim of stalking, domestic violence, or sexual abuse, if certain additional requirements are met. For more information about which absences qualify as sick/safe leave, please see Human Resources. Some, but not all, sick/safe leave also will be covered by the Family and Medical Leave Act (FMLA) and/or the D.C. Family and Medical Leave Act (DC FMLA). Leave that qualifies under both policies will be subject to the requirements of both policies. A family member includes: 1. A spouse, including a registered domestic partner; 2. The parents of a spouse; 3. Children (including foster children and grandchildren); 4. Parents; 5. Brothers and sisters; 6. The spouses of brothers and sisters; 7. A child who lives with an employee and for whom the employee permanently assumes and discharges parental responsibility; and 8. A person with whom the employee shares or has shared, for not less than the preceding 12 months, a mutual residence and with whom the employee maintains a committed relationship. For more information about who counts as a family member, please see Human Resources. Sick/safe leave under this policy carries over at the end of each calendar year. However, an employee cannot use, in any one calendar year, more than his/her maximum annual accrual. Sick/safe leave is not paid out on termination of employment. An employee who wishes to work additional hours or shifts during the same or next pay period to make up for missed time, rather than use paid sick/safe leave, Page 4
5 must obtain approval from his or her supervisor. Approval will not be granted if the request would cause a nonexempt employee to work more than 40 hours in a workweek, except in rare circumstances. Employees must request sick/safe leave in writing, state a reason for the absence and indicate the expected duration of the leave. If the need for leave is foreseeable, the employee must provide ten days advance notice. If the need for leave is unforeseeable, an oral request should be provided prior to the start of the work shift for which the paid leave is requested. In the case of an emergency, employees must provide notification prior to the start of the next work shift or within 24 hours of the onset of the emergency, whichever is sooner. Employees who take sick/safe leave for three or more consecutive days may be required to provide reasonable certification of the need for leave including, for example, a signed document from a health care provider, a police report, a court order, or a signed statement from a victim or witness advocate or domestic violence counselor. This certification shall be provided upon the employee s return to work. In providing certification, no health care provider shall be required to provide information protected by the Social Security Act or the Health Insurance Portability and Accountability Act (HIPAA). Employees will not face retaliation or reprisal for requesting or using leave or asserting rights under this policy. The Company will not interfere with, restrain or deny an eligible employee s use of leave, attempt to use leave or assertion of rights under this policy. Employees may raise concerns regarding this policy and seek redress for those concerns without fear of discrimination or discharge. Any employee who believes he or she has been treated in violation of this paragraph should immediately inform the Human Resources Department, his/her supervisor, or any other supervisor or manager. Page 5
Paid Sick Leave Policy Template. Eligible Employees. Sick Pay Amount. Option 1: Accrual Rate. Option 1.1: Cap on Accrual
As of July 1, 2015, California law provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "Act"). This paid sick leave policy is intended to comply with the requirements
More informationDomestic Violence/Sexual Assault/Stalking Leave
1 Code: GCBDC/GDBDC Adopted: 2/11/08 Domestic Violence/Sexual Assault/Stalking Leave Definitions: 1. Covered employer means an employer who employs six or more individuals in the state of Oregon for each
More informationEMPLOYMENT LAW UPDATE
EMPLOYMENT LAW UPDATE Massachusetts Mandatory Sick Time Mark J. Ventola Sheehan, Phinney, Bass & Green 255 State Street Boston, MA 02109 627-897-5630 mventola@sheehan.com SHEEHAN PHINNEY BASS + GREEN PA
More informationOregon Sick Time Law WWA Changes Implemented Upon Waiver of Bargaining. Effective January 1, 2016
Oregon Sick Time Law WWA Changes Implemented Upon Waiver of Bargaining Article 1, Section 9: Effective January 1, 2016 Par. 5. Sick Pay a. Sick leave is to be used for only the following purposes: 1. For
More informationSeattle Paid Sick Time and Paid Safe Time Ordinance Adopted
A Timely Analysis of Legal Developments A S A P October 2011 Seattle Paid Sick Time and Paid Safe Time Ordinance Adopted By Daniel Thieme and Pamela Salgado On September 23, 2011, Seattle Mayor Mike McGinn
More informationCalifornia Paid Sick Leave: Frequently Asked Questions
California Paid Sick Leave: Frequently Asked Questions This document contains answers to questions that are frequently asked about California's new Paid Sick Leave law (AB 1522, operative January 1, 2015,
More informationSOUTH CAROLINA BUDGET AND CONTROL BOARD ANNUAL/SICK LEAVE POLICY AND PROCEDURE
SOUTH CAROLINA BUDGET AND CONTROL BOARD ANNUAL/SICK LEAVE POLICY AND PROCEDURE THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THIS DOCUMENT
More informationWINTHROP UNIVERSITY FAMILY AND MEDICAL LEAVE ACT
WINTHROP UNIVERSITY FAMILY AND MEDICAL LEAVE ACT THIS DOCUMENT IS NOT A CONTRACT BETWEEN EMPLOYEES AND WINTHROP UNIVERSITY, EITHER EXPRESSED OR IMPLIED. THIS DOCUMENT DOES NOT CREATE ANY CONTRACTUAL RIGHTS
More informationNUMBER: HR 1.06. July 1, 1995 (Rev.) REVISED April 15, 2014. Division of Human Resources
NUMBER: HR 1.06 SECTION: SUBJECT: DATE: Human Resources Sick Leave July 1, 1995 (Rev.) REVISED April 15, 2014 Policy for: Procedure for: Authorized by: Issued by: All Campuses All Campuses Chris Byrd Division
More informationFREQUENTLY ASKED QUESTIONS
1/09 FREQUENTLY ASKED QUESTIONS 1. Which employees are eligible for an FMLA qualifying leave? An "eligible employee" is a State employee who: a) Has been employed by the State for at least 12 months, and
More information161.155 Definitions for section -- Salary, benefits, and leave for employee or teacher when victim of assault -- Sick leave for employee or teacher
161.155 Definitions for section -- Salary, benefits, and leave for employee or teacher when victim of assault -- Sick leave for employee or teacher -- Sick leave bank -- Sick leave donation program --
More informationFAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY
FAMILY AND MEDICAL LEAVE ACT (FMLA) POLICY Purpose To define policy pursuant to the federal Family and Medical Leave Act for employees of Olympus Corporation of the Americas ( OCA ), Olympus America Inc.
More informationFAMILY CARE LEAVE OF ABSENCE REQUEST FORM
FAMILY CARE LEAVE OF ABSENCE REQUEST FORM Section 1: For completion by the Employee The FMLA permits an employer to require that you submit a timely, complete, and sufficient medical certification to support
More informationABSENCE FROM WORK ABSENCE FROM WORK
ABSENCE FROM WORK Revised 12/17/2015 Employee Handbook: Absence From Work 1 of 11 VACATION To define time-off from regular work hours. It is company policy to grant time off from work under specific rules
More informationCALIFORNIA S PAID SICK LEAVE LAW NO GET WELL CARD FOR EMPLOYERS
CALIFORNIA S PAID SICK LEAVE LAW NO GET WELL CARD FOR EMPLOYERS BONNIE GLATZER, ESQ. PAUL LYND, ESQ. APRIL 8, 2015 BACKGROUND First paid sick leave mandate with San Francisco s Proposition F in 2006 Other
More informationSeattle Employers: Get Ready for Paid Sick and Safe Leave
Seattle Employers: Get Ready for Paid Sick and Safe Leave March 8, 2012 Materials prepared by: Katheryn Bradley 1420 Fifth Avenue, Suite 4100 Seattle, Washington 98101-2338 206.223.7000 Copyright 2012
More informationOKLAHOMA CITY UNIVERSITY POLICY THE FAMILY AND MEDICAL LEAVE ACT (FMLA)
OKLAHOMA CITY UNIVERSITY POLICY THE FAMILY AND MEDICAL LEAVE ACT (FMLA) Oklahoma City University provides leaves of absence under the Family and Medical Leave Act of 1993, as amended, to eligible regular
More informationCalifornia State and City Paid Sick Leave Laws Updated June 2016
State and City Laws Updated June 2016 Interaction of Laws Where a conflict exists between the PSL laws, employers should follow the requirement that is more generous to employees. Effective Date 7/1/2015
More informationNew California Legislation Mandates Paid Sick Days for Employees.
Client Alert Employment September 19, 2014 New California Legislation Mandates Paid Sick Days for Employees. By Paula M. Weber, Laura K. Latham, Thomas N. Makris, and Erica N. Turcios This client alert
More informationFAMILY & MEDICAL LEAVE
FAMILY & MEDICAL LEAVE Employees may be eligible for an unpaid leave of absence under the federal Family Medical Leave Act ("FMLA"), subject to its eligibility requirements and other terms, conditions
More informationOFFICE OF THE CITY ATTORNEY CITY OF OAKLAND
OFFICE OF THE CITY ATTORNEY CITY OF OAKLAND Frequently Asked Questions (FAQs) Oakland's Minimum Wage Law, Effective March 2, 2015 (Voter- approved ballot initiative, Measure FF, November 2014 election)
More informationFamily and Medical Leave Act/California Family Rights Act
Family and Medical Leave Act/California Family Rights Act The Family and Medical Leave Act and California Family Rights Act ( FMLA / CFRA ) provide eligible employees the opportunity to take unpaid, job-protected
More informationFAMILY & MEDICAL LEAVE ACT (FMLA) Department of State Civil Service HR Program Assistance Division 225 342 8274 Date: April 6 and April 11, 2011
FAMILY & MEDICAL LEAVE ACT (FMLA) Department of State Civil Service HR Program Assistance Division 225 342 8274 Date: April 6 and April 11, 2011 1 INTRODUCTION PURPOSE The purpose of this presentation
More informationBUSINESS SERVICES FAMILY AND MEDICAL LEAVE CHAPTER 2 Board of Trustees Approval: 8/8/12 POLICY 4.13 Page 1 of 1
CHAPTER 2 Board of Trustees Approval: 8/8/12 POLICY 4.13 Page 1 of 1 I. POLICY Salt Lake Community College will provide employee leave in accordance with the Family and Medical Leave Act of 1993. Provisions
More informationFAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE
FAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE PURPOSE: The Family and Medical Leave Act of 1993 (FMLA) allows an eligible employee up to 12 weeks of leave in a 12-month period for a qualifying reason(s).
More information3. Duration of Leave A. Employees may take a maximum of twelve (12) workweeks of Family and Medical Leave
, Fair Employment and Housing Act (FEHA), Temporary Family Disability Insurance and Labor Code Section 233- Sick Leave to Attend Family 1. Policy Statement In accordance with employee MOUs and the District
More informationUNIVERSITY OF HOUSTON SYSTEM ADMINISTRATIVE MEMORANDUM. SECTION: Human Resources NUMBER: 02.D.06
UNIVERSITY OF HOUSTON SYSTEM ADMINISTRATIVE MEMORANDUM SECTION: Human Resources NUMBER: 02.D.06 AREA: SUBJECT: Leave Entitlement Family and Medical Leave 1. PURPOSE The University of Houston System provides
More informationCITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY
CITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY OVERVIEW The is a "covered" employer under the Federal Family and Medical Leave Act (FMLA or Act) and is subject to all rules and regulations under the
More informationPolicies Policy Information/Details
Page 1 of 18 Sites Divisions Directories Communication Resources Market About Advocate Health Care Policies Policy Information/Details back search help Site/Location Systemwide Policy Number 90.013.010
More informationFamily and Medical Leave Act (FMLA)
Family and Medical Leave Act (FMLA) FMLA is a federal law designed to balance the needs of employers and employees in circumstances when employees must take medical leave for serious medical conditions.
More informationREVISED AS OF: January 1, 2001; July 1, 2001; July 1, 2007; April 14, 2010
I. POLICY It is the policy of CBRE, Inc. (hereinafter CBRE or the Company ) to provide eligible employees Paid Time Off ( PTO ) to be used for any reason including vacation, illness, and personal time.
More informationPolicies and Procedures SECTION:
Family and Medical Leave PAGE 1 OF 6 PURPOSE The Family and Medical Leave Act of 1993 (FMLA) requires employers with 50 or more employees to allow eligible employees to take up to 12 workweeks of unpaid,
More informationDartmouth College Information About the Family and Medical Leave Act
Dartmouth College Information About the Family and Medical Leave Act Frequently Asked Questions The following is a list of your rights and benefits as an eligible FMLA employee: 12 weeks of unpaid FMLA
More informationIf you have any questions, concerns, or disputes with this policy, you must contact [insert name and contact info for appropriate person] in writing.
EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT
More informationFrequently Asked Questions and Answers About the Revisions to the Family and Medical Leave Act
Frequently Asked Questions and Answers About the Revisions to the Family and Medical Leave Act The following are answers to commonly asked questions about the new Family and Medical Leave Act (FMLA) regulations.
More informationSUL ROSS STATE UNIVERSITY A Member of the Texas State University System
RETURN TO WORK POLICY APM 5.12 (Revised 5/2012) It is the policy of Sul Ross State University to provide a return to work program as the means to return employees to meaningful, productive employment following
More informationPaid Time Off (PTO) Program for Non-Exempt U.S. Employees
Paid Time Off (PTO) Program for Non-Exempt U.S. Employees At Adobe, we believe that taking time off to attend to personal needs is essential to the health and productivity of every employee. Adobe also
More informationPlease read this statement before proceeding
Family and Medical Leave FMLA Military Caregiver Leave A policy for administering the Federal Military Caregiver Leave for eligible employees at Portland State University This Policy Covers: The Federal
More informationFAMILY AND MEDICAL LEAVE ACT OF 1993
FAMILY AND MEDICAL LEAVE ACT OF 1993 Revised March 8, 2016 Department of HUMAN RESOURCES Division of Administrative Services HUMAN RESOURCES North End Center 300 Turner St. NW Suite 2300 (0318) Blacksburg,
More informationHuman Resource Policy Manual
HS/EHS Policy Council Approval: 3-23-11 Page 1 of 5 1.0 Family and Medical Leave Act (FMLA) Policy Statement It is the policy of TMC, to comply with the Family and Medical Leave Act (FMLA), which entitles
More informationU. S. Department of Labor Employment Standards Administration Wage and Hour Division
FMLA/CFRA MED-CERT Certification of Health Care Provider APPENDIX C U. S. Department of Labor Employment Standards Administration Wage and Hour Division (Family and Medical Leave Act of 1993) 1. Employee
More informationFMLA: Certification of Health Care Provider for Employee s Serious Health Condition
FMLA: Certification of Health Care Provider for Employee s Serious Health Condition Route this form to: Supervisor/responsible administrator U Wide Form: UM 1515 Rev: Mar 2009 NOTE: Failure to fully complete
More informationSec. 31-51kk. Family and medical leave: Definitions. As used in sections 31-51kk to 31-51qq, inclusive:
Sec. 31-51kk. Family and medical leave: Definitions. As used in sections 31-51kk to 31-51qq, inclusive: (1) "Eligible employee" means an employee who has been employed (A) for at least twelve months by
More informationa) The employee s eligibility is determined from the date leave begins. b) Military time is credited as if the employee would have been working.
I. Family Medical Leave Act (FMLA) A. Covered Employees 1. All employees, including seasonal, who have been employed for at least 52 weeks with the City and who have worked at least 1,250 hours in the
More informationHUMAN RESOURCES MANAGEMENT POLICY SICK LEAVE. Policy 19
HUMAN RESOURCES MANAGEMENT POLICY SICK LEAVE Policy 19 NOTE: THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE MEDICAL UNIVERSITY OF SOUTH CAROLINA
More information2.3.2. Placement of a child with the employee for adoption or foster care,
1. Purpose: The purpose of this policy is to outline an integrated approach for the efficient and effective management of sick leave in accordance with federal and state leave mandates, employee interests,
More informationMetropolitan Living, LLC 151 W. Burnsville Parkway, Suite 101 Burnsville, MN 55337 Ph: (952) 564-3030 Fax: (651) 925-0031
The Health Insurance Portability and Accountability Act (HIPAA) and Client Privacy Statement This notice describes how your medical information may be used and disclosed and how you can get access to this
More informationAuckland District STAFF Board Policy Health Board (Section 6) Manual LEAVE
Auckland District STAFF Board Introduction Purpose The purpose of this policy is to provide: Managers with the parameters within which they will manage leave. Employees with details of the conditions surrounding
More informationTOWN of BROOKLINE Massachusetts. HUMAN RESOURCES OFFICE 333 Washington Street Brookline, MA 02445 (617) 730-2120 www.brooklinema.
TOWN of BROOKLINE Massachusetts HUMAN RESOURCES OFFICE 333 Washington Street Brookline, MA 02445 (617) 730-2120 www.brooklinema.gov Sandra A. DeBow-Huang, Director Human Resources Office September 14,
More informationBucknell University Family and Medical Leave
Bucknell University Family and Medical Leave In accordance with the Family and Medical leave Act of 1993 (FMLA), eligible staff members may request up to twelve (12) weeks of unpaid, job-protected family
More informationCALIFORNIA INSTITUTE OF TECHNOLOGY STAFF PERSONNEL MEMORANDA
CALIFORNIA INSTITUTE OF TECHNOLOGY STAFF PERSONNEL MEMORANDA Subject: Paid Time Off for Benefit Based Employees Memo No. 15-2 Pages: 10 Date: May 20, 2015 Approved by: Julia M. McCallin, Associate Vice
More informationConditional Family Leave Notification
Conditional Family Leave Notification Department of Administration It is State of Alaska policy to invoke family leave for all qualifying conditions. The supervisor or designee is responsible for initially
More informationVacation Policy Workshop. May 23, 29 & 30, 2013
Vacation Policy Workshop May 23, 29 & 30, 2013 1 Topics Vacation Maximum Policy Non-Represented Staff Employees Factor Leave Accrual All Staff Employees Compensatory Time All Staff Employees 2 Vacation
More informationDENVER PAID SICK AND SAFE TIME ORDINANCE Whereas:
DENVER PAID SICK AND SAFE TIME ORDINANCE Whereas: (1) Most workers in Denver will from time to time during the course of a year need temporary time off from their jobs to meet their own health care needs
More informationContents. Earned Sick Time AIM Webinar FAQs
Earned Sick Time AIM Webinar FAQs Contents Introduction...4 Eligible Employees...4 Multistate and Out of State Employees...4 Part-Time, Temporary and Seasonal Employees...6 Independent Contractors...7
More informationState/City Specific Statutory Earned Sick Time Provision Policy for Store, Regional Office and DC Field Hourly Team Members
State/City Specific Statutory Earned Sick Time Provision Policy for Store, Regional Office and DC Field Hourly Team Members NOTE: If you do not work in a location with a state or city specific Sick Pay
More informationNUMBER: HR 1.03. DATE: August 1988. REVISED: April 14, 2014. Division of Human Resources
NUMBER: HR 1.03 SECTION: SUBJECT: Human Resources Annual Leave DATE: August 1988 REVISED: April 14, 2014 POLICY FOR: PROCEDURE FOR: AUTHORIZED BY: ISSUED BY: All Campuses All Campuses Chris Byrd Division
More informationTHE FLORIDA POLYTECHNIC UNIVERSITY BOARD OF TRUSTEES FLORIDA BOARD OF GOVERNORS NOTICE OF PROPOSED REGULATION
THE FLORIDA POLYTECHNIC UNIVERSITY BOARD OF TRUSTEES FLORIDA BOARD OF GOVERNORS NOTICE OF PROPOSED REGULATION REGULATION TITLE: Hours of Work, Benefits and Leave Requirements. REGULATION NO.: FPU-6.003
More informationPaid Sick Leave Who Gets What, Why & When?
Paid Sick Leave Who Gets What, Why & When? Atkinson, Andelson, Loya, Ruud & Romo Breakfast Briefing Series May 28, 2015 Ontario June 2, 2015 Cerritos June 4, 2015 San Diego June 5, 2015 Costa Mesa June
More informationState Military Family Leave Laws
State Military Family Leave Laws Revised August 2013 Editor's note: On January 28, 2008, the President signed into law the National Defense Authorization Act (H.R. 4986). The act provides additional FMLA
More informationFamily Medical Leave Act Questions & Answers
Family Medical Leave Act Questions & Answers 1. Introduction Passed in the mid-1990s, the Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) provide employees with leave from work for their
More informationEL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES. Family and Medical Leave
EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES Family and Medical Leave Revised Date: El Paso County shall provide eligible employees up to 12 weeks of unpaid leave per year for certain family and medical
More informationPOLICY # C2S04.16. Subject: Chapter 2 BUSINESS--VP FOR BUSINESS Section 4.16 SICK LEAVE POOL I. PURPOSE
CHAPTER: 2 SECTION: 4.16 COMPUTER INDEX CODE: C2S04.16 ORIGINATION DATE: 10/18/00 PRES CABINET APP.: 11/01/00 BOARD OF TRUSTEES APP.: 11/08/00 PAGE 1 OF 1 POLICY # C2S04.16 Subject: Chapter 2 BUSINESS--VP
More informationOGLETREE, DEAKINS, NASH, SMOAK & STEWART, P.C. Attorneys at Law
OGLETREE, DEAKINS, NASH, SMOAK & STEWART, P.C. Attorneys at Law 10 Madison Avenue Suite 402 Morristown, NJ 07960 Telephone: 973-656-1600 Facsimile: 973-656-1611 www.ogletreedeakins.com NEW JERSEY PAID
More informationThe Board provides family and medical leave for eligible staff members under the following circumstances:
3430.01 - FAMILY & MEDICAL LEAVE OF ABSENCE ("FMLA") Introduction In accordance with Federal and State law, the Board of Education will provide family and medical leave to professional staff. The Board's
More informationFamily and Medical Leave Policy (FMLA) Updated May 2015
Family and Medical Leave Policy (FMLA) Updated May 2015 Babson College complies with the Family and Medical Leave Act of 1993 (FMLA), as amended by the National Defense Authorization Act (NDAA) of 2008
More informationCounty of Riverside Human Resources Department
County of Riverside Human Resources Department Family and Medical Leave Act (FMLA) California Family Rights Act (CFRA) California Pregnancy Disability Act (PDL) FREQUENTLY ASKED QUESTIONS Q1: What are
More informationUNI V E RSI T Y O F M I C H I G A N
SE C T I O N: Human Resources Number: 201.11-0 Revised: 10/14/2010 SUBJE C T: Sick Pay Plan Date Issued: Review Date: 10/14/2012 Attachment(s) 0 APPL I ES T O: Short-term sick time pay: All staff, with
More informationUniversity of Massachusetts Amherst PSU/MTA Parental Leave
University of Massachusetts Amherst PSU/MTA Parental Leave PSA/MTA members who become biological, adoptive or foster parents of a child less than five years of age receive, upon request, up to: 26 weeks
More informationQ. Can I use my Short Term Disability (STD) policy concurrent with banked paid time during a FMLA leave?
Changes to the FMLA Administration Process As of January 1, 2016, Milwaukee County is using a new vendor, FMLASource, to administer FMLA leaves for employees. FMLASource offers new resources and a user
More informationPersonnel Rule 7.11 - Domestic Violence, Sexual Assault, and Stalking Leave. SMC 4.04.040 and subsequent revisions thereto, Administration.
- Domestic Violence, Sexual Assault, and Stalking Leave Authority 7.11.0 Authority SMC 4.04.040 and subsequent revisions thereto, Administration. SMC 4.04.050 and subsequent revisions thereto, Rule-making
More informationPolicy Title OTHER INSURANCE Guide Adopted AUGUST 21, 1989
Policy No. 813 KEYSTONE OAKS SCHOOL DISTRICT Section OPERATIONS Policy Title Guide Adopted AUGUST 21, 1989 Revised MARCH 19, 2001 POLICY NO. 813 1. Purpose Proper School District operation requires that
More information31.03.05 Family and Medical Leave
31.03.05 Family and Medical Leave February 5, 1997 Revised July 14, 1997 Revised April 23, 1998 Revised May 15, 2002 Revised July 23, 2009 Next Scheduled Review: July 23, 2014 Regulation Statement This
More informationCanada Public Holiday and Vacation Policy
Canada Public Holiday and Vacation Policy PUBLIC HOLIDAY POLICY All Salesforce employees are eligible for a number of paid public holidays each year. Actual public holiday days will vary depending on the
More informationNew York Leave Laws. Presented by
Presented by New York Leave Laws The following information discusses the obligations of private employers in the state of New York and City of New York to provide their employees with leave. For each statutory
More informationFMLA Qualifying Exigency Leave and OFLA Military Family Leave
Salem-Keizer Public Schools Family and Medical Leave Handbook FMLA Qualifying Exigency Leave and OFLA Military Family Leave Please read this statement before proceeding This packet is a summary of Family
More informationTHE LAW. Equal Employment Opportunity is
Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private
More informationBasic Provisions/Requirements
Basic Provisions/Requirements The FMLA entitles eligible employees of covered employers to take job-protected, unpaid leave for specified family and medical reasons. Eligible employees are entitled to:
More informationLeaves of Absence Frequently Asked Questions
Leaves of Absence Frequently Asked Questions 1. What is FMLA? Family Medical Leave Act (FMLA) applies to employers who employ 50 or more employees. FMLA provides eligible employees with up to 12 weeks,
More informationPERSONAL LEAVE SICK PAY POLICY
PERSONAL LEAVE Hope College recognizes the need for employees to occasionally be absent from work for reasons other than personal illness or death in the immediate family. Such personal time with pay may
More informationLeave from Work to Care for A Family Member
Leave from Work to Care for A Family Member YOUR LEGAL RIGHTS 1. What rights do family/medical leave laws provide? Federal and state law provide certain employees with the right to take an unpaid leave
More informationb. Any change in the standard work week for full-time employees shall require approval of the appropriate employer representative and the President.
Page: 45 C. Civil Service Employees 1. Coverage This Subsection C. applies to all civil service employees of the Board unless otherwise provided by these Regulations, by law, or by the terms of a collective
More informationEmployment Law Disclosures
Employment Law Disclosures This document summarizes various federal and state employment law notifications that are required to be made to employees and/or applicants for employment. Federal Equal Employment
More informationEMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees
More informationGuiding an Employer through the FMLA Leave Process
Guiding an Employer through the FMLA Leave Process You represent a growing private employer one that has just hired its 50 th employee. Now your growing client is seeking your guidance on complying with
More informationCity of Philadelphia
(Bill No. 141026) AN ORDINANCE Enacting a new Chapter 9-4100 of The Philadelphia Code, entitled Promoting Healthy Families and Workplaces, to provide that certain employees are entitled to paid and unpaid
More informationFAQ s Family Medical Leaves [FMLA/STD/LOA]
Human Resources 820 N Michigan Ave., Chicago, Illinois 60611 (312) 915-6175 Fax (312) 915-7612 www.luc.edu FAQ s Family Medical Leaves [FMLA/STD/LOA] Frequently Asked Questions: The following is a series
More informationEMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible
More informationMASSACHUSETTS DEPARTMENT OF CORRECTION SICK LEAVE 103 DOC 209 TABLE OF CONTENTS 209.01 DEFINITIONS...2 209.02 ACCRUAL OF SICK LEAVE CREDITS...
MASSACHUSETTS DEPARTMENT OF CORRECTION SICK LEAVE 103 DOC 209 TABLE OF CONTENTS 209.01 DEFINITIONS...2 209.02 ACCRUAL OF SICK LEAVE CREDITS...3 209.03 CONDITIONS UNDER WHICH SICK LEAVE IS GRANTED...3 209.04
More informationWhat Sets California Apart From Other States?
What Sets California Apart From Other States? Unique Employment Labor Laws to be aware of if you have employees located in California. Providing Human Resource Solutions for Employers Since 1937 As California
More informationFamily and Medical Leave Act 4510.6
Human Resources Leaves of Absence Family and Medical Leave Act 4510.6 I. Entitlement to Unpaid Leave under the FMLA. A. Grounds for Family/Medical Leave. An eligible employee shall be entitled to a total
More informationFMLA Eligibility Requirements
FMLA Eligibility Requirements ELIGIBLE EMPLOYEES An employee who has been employed by the company for 12 months / 52 weeks as of the date the leave commences. During the preceding 12 months / 52 weeks
More information1.1 Work Services Corporation recognizes certain designated days throughout the year as paid holidays.
Policy #300 Time, Attendance and Leaves of Absence Purpose Work Services Corporation provides various types of leave for employees covered by a collective bargaining agreement as well as those not covered
More informationFREQUENTLY ASKED QUESTIONS CONCERNING FMLA FOR EXECUTIVE BRANCH EMPLOYEES
FREQUENTLY ASKED QUESTIONS CONCERNING FMLA FOR EXECUTIVE BRANCH EMPLOYEES 1. What is the FMLA?... 2 2. Am I entitled to FMLA leave?... 2 3. When can FMLA leave be used?... 3 4. Who is considered a "family
More informationCHAPTER XII LEAVES AND HOLIDAYS
12.01 Vacation A. General Policies CHAPTER XII LEAVES AND HOLIDAYS 1. A regular classified employee, permanent and probationary shall earn vacation at the prescribed rate as part of his/her compensation.
More informationROCHESTER INSTITUTE OF TECHNOLOGY
ROCHESTER INSTITUTE OF TECHNOLOGY Statutory Benefits Table of Contents Family Medical Leave Act (FMLA)...2 Eligibility...2 Benefits...2 Qualifying Absences...2 Employee Responsibilities...3 Employer Responsibilities...4
More information03.602 Compensatory Leave and Overtime.
03.602 Compensatory Leave and Overtime. 1. Purpose. To insure that staff members are compensated for overtime worked in accordance with the Fair Labor Standards Act of 1938, as amended, and the Texas Government
More informationEMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT
EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees
More informationFamily and Medical Leave
Family and Medical Leave Application: All positions covered under the Virginia Personnel Act to include full-time and part-time classified, restricted employees, and eligible wage employees. Background
More informationEmployers Association of New Jersey HR Law Certification Program 1. Employers Association of NJ HR Law Certificate Program.
Employers Association of NJ HR Law Certificate Program Session Three Laws which must be considered when an employee requests a leave of absence. Job Protection Federal Family and Medical Leave Act - FMLA
More information