Paid Sick Leave Laws: City Comparison Chart
|
|
- Edgar Payne
- 7 years ago
- Views:
Transcription
1 San Francisco, CA 2/5/07 All workers One hour of employed Accrual begins leave per 30 within the on the first day hours worked. geographic of employment, boundaries of accrued paid Employees in the city if they sick time cannot businesses with work 56 or be used until 10 or more more hours in after 90 calendar workers: accrue San Francisco days of up to 72 hours. in a calendar employment. Workers in year. businesses with fewer than 10 workers: accrue up to 40 hours. To care for illness, injury, or medical care for treatment or diagnosis for the worker, their children, parents, siblings, grandparents, spouses, registered domestic partners, and if a worker has no spouse/domestic partner, a designated person of the worker s choice. There is no cap on how much paid sick leave an employee may use in a year. The cap only applies to how much leave time can be in the bank. Accrued sick leave does not expire; it rolls over from year-to year. Employers may require employees to provide notice when reasonable and to require a doctor s note when reasonable or when leave is in excess of three work days. Example of reasonable: cases of suspected sick leave abuse. Mandatory notice informing employees of their rights. Employers must retain records documenting hours worked and paid sick leave taken by employees for a period of four years. The law allows employers to continue using existing PTO policies that meet the accrual requirements and may be used for the same purposes. New CA state law does not preempt requirements under city ordinance. Employer cannot require employee to find replacement for missed shift. Includes anti-retaliation provision. Employees may file complaints with the OLSE. The city ordinance in both San Francisco and Oakland are more employee friendly in almost every way; however, the state law requires employers to note available sick leave time each time wages are paid. The city laws do not require that. 1
2 Oakland, CA 3/2/15 Workers who Accrual begins One hour of To care for Employees in in a particular on the first day leave for every illness, injury, or businesses with week, perform of employment. 30 hours medical care for 10 or more at least 2 For workers worked. treatment or workers: up to 72 hours of work hired after Workers in diagnosis for the hours. Employees within the 3/2/2015, businesses with worker, their in businesses with geographical accrued paid 10 or more children, parents, fewer than 10 boundaries of sick time can t workers: up to siblings, workers: up to 40 the city and be used until 72 hours. grandparents, hours. who are after 90 calendar Workers in spouses, entitled to days of businesses with registered The cap is not minimum employment. fewer than 10 domestic yearly, only wage under employees: up partners, and if a applies to how CA law. to 40 hours. worker has no much leave can be spouse/domestic in the bank. partner, a designated Front-loading is person of the not allowed. worker s choice. Accrued sick leave rolls over from year to year. Employers may require employees to provide notice when reasonable and to require a doctor s note when reasonable. Missing three days is presumptively reasonable under the law. Cannot require employee to incur expenses in excess of five dollars to show substantiation for leave. Mandatory notice per state-authorized poster. The law allows employers to continue using existing PTO policies that meet the accrual requirements and may be used for the same purposes. New CA state law does not preempt requirements under city ordinance. Includes anti-retaliation provision. Employees may sue to seek back pay, reinstatement, injunctive relief, and/or attorneys fees and expert witness fees and expenses. Negligent result in fines of up to $1, per violation. 2
3 New York, NY 4/1/14 Workers who Accrual begins One hour for To care for Employers may have worked at the every 30 hours illness, injury, or elect to front-load in NYC for commencement worked. Up to medical care for sick leave so that more than 80 of employment 40 hours per treatment or all employees hours in a but sick time year. Workers diagnosis for the start calendar year calendar year. can t be used in businesses worker, their with 40 hours of Domestic until 120 days with five or children, sick leave. workers must after fewer spouses, Employers may be provided employment employees registered pay out up to 40 with 2 days of commenced. accrue unpaid domestic hours of unused paid sick sick time. partners, parents, sick leave at the leave in Businesses with grandchildren, end of the addition to the more than five grandparents, calendar year, if it 3 days of paid employees siblings, and was front loaded, rest mandated accrue paid sick parents of spouse or allow it to rollover under New time. All or domestic to the York State workers in partner. following year. labor law. certain chain Leave may never Students businesses or Closure of be paid out as it engaged in franchise will be employee s place accrues. Work-study counted together of business due or other to determine to declared scholarship size. public health positions, emergency. certain hourly Paid sick leave professionals, must be To care for a speech/physic compensated at child whose al/occupationa the employee s school/childcare l therapists regular hourly provider is closes that call in for rate of pay even due to public work if it is used health assignments at during hours emergency. will, that would independent otherwise have contractors, been designated and as overtime. government employees are exempt. Documentation can only be required when a worker has missed more than three workdays as sick leave. Documentation can attest to need for the amount of sick leave used and that the leave was used for an authorized purpose under the law. Seven days advanced notice can be required when foreseeable. If unforeseeable, employer may require notice as soon as practicable. Notice of rights to sick leave must be provided at commencement of employment and be posted in employer s place of business. Employers must keep records documenting their compliance with the Earned Sick Pay Act for at least two years. Statutorily designated damages apply for violations of the law. (No private right of action to go to court.) Doesn t apply to workers in the construction or grocery industry covered by CBA if the law s provisions are expressly waived in the CBA. The law s provisions won t apply to other workers covered by CBA if the provisions are expressly waived and the CBA provides a comparable benefit. Employers may permit employees to donate unused sick leave to other employees, procedures for how to do so, should be included in policies. Employers may set a minimum amount of sick leave, not to exceed four hours that employees must use in a day. If there is a break in employment less than 6 months, accrued time must be reinstated if the person is rehired. 3
4 Portland, OR 1/1/14 Private-sector Accrual begins One hour for To care for Unused accrued workers at the every 30 hours personal mental sick time up to 40 working commencement worked. or physical hours rolls over to within of employment Workers in illness, including a new year. geographical but sick time businesses with preventative boundaries of can t be used at least 6 care, or to care Employers may the city for until 90 days workers: up to for a spouse, decide to front 240 hours or after 40 hours a year domestic partner, load 40 hours at more per employment paid sick leave. parent, child, the start of the calendar year. commenced and Workers in grandparent, year. Frontloaded Telecommuter workers have businesses with grandchild, and time does not s are covered worked or fewer parent-in-law have to rollover. only for the hours in city workers: up to with an illness, hours spent limits. 40 hours of injury or medical Only 40 hours working unpaid sick appointment. may be used per within the city time a year. Includes reasons year. Accrual can of Portland. related to continue but no Paid sick leave domestic more time can be must be violence, used until the compensated at harassment, following the rate of pay sexual assault or calendar year. applicable to the stalking. time the leave was taken. Closure of employee s place of business due to declared public health emergency. Documentation can only be required when a worker has missed more than three workdays as sick leave and the employer must pay any costs associated with procuring proof. As an alternative, employers can require employees submit a signed personal statement that leave was for permitted use. Advanced notification can be required when leave is foreseeable. Notification during hiring process. Mandatory posted notice per stateauthorized poster. The law allows employers to continue using existing PTO policies that meet the accrual requirements and may be used for the same purposes. Retaliation is prohibited. Civil right of action and administrative remedies available. To care for a child whose school/childcare provider is closes due to public health emergency. 4
5 Eugene, OR 7/1/15 Workers Accrual begins One hour for To care for Up to 40 hours of working at the every 30 hours personal mental unused accrued within city commencement worked. Up to or physical sick time must be limits, of employment 40 hours per illness, including allowed to carry including city (or the day the year. preventative over at the end of and homecare law goes into care, or to care the year, unless workers, effect, All workers for a spouse, employer but excluding whichever is accrue paid sick domestic partner, frontloads sick independent later) but sick leave time parent, child, time, in which contractors time can t be regardless of grandparent, case carryover is and rail road used until 90 employer s size. grandchild, and not required. workers days after parent-in-law. exempted employment Includes reasons under federal commenced. If related to statutes. worker is based domestic outside of violence, Eugene, they harassment, must also work sexual assault or 240 hours in the stalking. city before they Closure of place may use their of business or accrued time. child s day care provider, or for any other reason listed in the administrative rules adopted pursuant to delegated authority Employers must have written sick leave policy detailing notice requirements. Reasonable notice of sick leave absences can be required. Employers must post and provide written notice of the policy to employees. Notice must include anti-retaliation provision. Employers must notify employees at least quarterly about the amount of accrued and unused time the employee has available. The law allows employers to continue using existing PTO policies that meet the accrual requirements and may be used for the same purposes. Retaliation is prohibited 5
6 Seattle, WA 9/1/12 Workers Accrual begins One hour for To care for Accrual can employed by on date of hire. every 40 hours personal mental surpass maximum businesses Workers can use worked, except or physical hours useable in a with four or accrued hour for large illness, including year. Additional more after the 180 th employers preventative care hours will employees, if date of (250+ or children, rollover. they perform employment. employees) one parents, parentsin-law, more than 240 hour for every grand- Employees can hours of work If employee is 30 hours parents, spouses, carry over unused in Seattle not regularly worked. and registered hours at the same within a based in Seattle, Small employer domestic rates as they are calendar year. accrual begins (4-49): capped partners, illness, capped based on Work-study on the 241 st hour at 40 hours per injury or medical employer size. students and of work. calendar year. appointment. unpaid interns Medium Includes reasons Frontloading is are exempt. employer (49 to related to permitted; Does not 249): 56 hours domestic carryover is not cover federal, per calendar violence, sexual required where state, or year. assault or hours are county Large employer: stalking. Closure frontloaded. government 72 hours per of place of employees. calendar year. business or Unused paid sick Eligibility for child s day care or safety time can partners, provider. be cashed out with shareholders, mutual consent of and board employee and members is employer. determined on a case-by-case basis. Documentation can only be required when a worker has missed more than three workdays as sick leave. If there is a clear instance or pattern of abuse, employer may ask for documentation for absences that are shorter than 3 days. Notice must be provided to all employees who work in Seattle regardless of employer size or location. Employers must provide notification of available paid sick time each time wages are paid. Employers must retain records that indicate hours worked, accrued time, used time for two years. Rate of pay is determined by the rate the employee would have earned during time paid sick leave was taken. Ordinance requires employers to permit use of paid sick or safety time in 1-hour increments. If an employee returns to work within 7 months, accrued time is reinstated. Calendar year begins on January 1, not up to employer s discretion. 6
7 Tacoma, WA 2/1/16 Private sector Accrual begins One hour for employees on date of hire every 40 hours who perform or 2/1/16, worked with a work in whichever is maximum of 24 Tacoma. later. hours per year. Must perform Employees Up to 40 hours 80 hours of cannot use in subsequent work in the accrued sick years. calendar year. time until the 180 th date after employment begins. To care for personal mental or physical illness, including preventative care and bereavement or children, parents, parentsin-law, grandparents, spouses, and registered domestic partners, illness, injury or medical appointment. Includes reasons related to domestic violence, sexual assault or stalking. Unused hours carry over and employees can use up to 40 hours leave in their second year of employment. Foreseeable leave should be requested 10 days prior or as soon as possible before leave is needed. Unforeseeable leave should be requested as soon as practicable. Documentation can be required for use of paid leave in increments of 4 or more hours as long as a written policy is provided and available to employees outlining requirements for submitting documentation; acceptable documentation must include personally signed statement by employee that he/she used paid leave for a qualifying absence. Rules and regulations still being developed. Requirement of ordinance can be expressly and clearly waived in a collective bargaining agreement 7
8 Philadelphia, PA 5/13/15 Full-time and Accrual begins Employers with To care for Employees may part-time on 5/13/ or more personal mental carry over up to employees Employees must employees will or physical 40 hours of who work in be employed for need to provide illness, including unused time. the city. The at least 90 days up to one hour preventative care is not Ordinance prior to using of paid sick or to care for required if excludes accrued paid time for every illness, injury or employer independent sick leave. 40 hours worked medical frontloads the 40 contractors, by an employee appointment of hours at the seasonal who works 40 children, parents, beginning of each workers, or more hours in parents-in-law, year. adjunct the city during grand-parents, professors, the year. grandchildren, interns, health Employees who spouses, and care work less than registered life professional 40 hours during partners. pool the year, accrue Includes reasons employees, unpaid time at related to state and the same rate. domestic federal Employers with violence, sexual employees, 9 or fewer assault or and employees are stalking. employees required to hired for less provide unpaid than six sick leave at the months. rate described above. Must be Employees may employed at accrue up to 40 least 40 hours hours per -year. in the calendar year. Sick time must be provided upon oral or written request. If sick leave is foreseeable, employee must provide reasonable advanced notice. Employers can only require documentation when an employee uses paid sick leave for more than two days. Employers must provide notice to employees of their entitlement to paid sick time, the amount to which they are entitled, the terms under which leave can be used, the guarantee against retaliation, and the right to file a complaint regarding violations of the ordinance. Notice can be given either (a) by written notice or (b) by displaying a poster to be prepared by the city. In addition, if the employer has a handbook that is distributed to employees, it must include the notification information. Rate of pay is determined by the rate the employee would have earned during time paid time off was taken. Enforcement and other provision still being developed. Excludes workers covered by a collective bargaining agreement. 8
9 Newark, Passaic, East Orange, Paterson, Irvington, Trenton, Montclair, and Bloomfield, NJ (Information that follows is consistent with leave laws in abovementioned municipaliti es) Workers Accrual begins Employers must To care for Employee may employed in on the first day provide 1 hour personal mental carry over up to relevant city of employment for every 30 or physical 40 hours of for at least 80 but paid sick hours worked, illness, injury, or unused time. hours in a time cannot be up to 40 hours health condition, year. used during the per year for any or to care for the Government first 90 calendar employer with illness, injury, or employees, days of 10 or more health condition school district employment. employees or of a family employees, any employer member and engaged in the (biological, employees of business of child adoptive or foster Rutgers care, home children, University are health care, or stepchildren, exempted. food service legal wards, Members of a work, and up to children of a construction 24 hours for domestic partner union covered employers with or civil union by a collective less than 10 partner or the bargaining employees and child of a worker agreement are do not engage in standing in loco exempted. the business parentis to the categories child, parents, described above. parents of a spouse or domestic/civil union partner, spouses, domestic/civil union partners, grandchildren, grandparents, the spouse or domestic/civil union partner of a grandparent, and siblings). Closure of the employee s place of business or of the employee s child s school due to a public health emergency Employer may request that an employee confirm in writing following use of paid sick time that time wa used for an authorized purpose, and after 3 days or 3 instances, employer may request documentation signed by a health care professional indicating that the paid sick time was necessary. Employer may require reasonable advance notice of the intention to use paid sick time, so long as no employee is required to give notice more than seven days in advance. Notice may be given as soon as practicable where advanced notice is not possible. Employers must provide notice in place of business, and provide notice to all employees at the commencement of employment. If at least 10% of an employer s workforce speaks a primary language other than English, the employer must also provide the notice in that language. Employers must maintain adequate records documenting hours worked and paid sick time taken for each employee. Provisions may be waived to the extent that CBA expressly, clearly, and unambiguously does so. 9
10 10
Overview of Paid Sick Time Laws in the United States
Overview of Paid Sick Time Laws in the United States Four states, 20 cities, and one county across the United States have paid sick time laws on the books. This document provides an overview and comparison
More informationPaid 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 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 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 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 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 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 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 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 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 informationCALIFORNIA S NEW PAID SICK LEAVE LAW- OPTIONS, RISKS AND COSTS. Presented by Matthew Bartosiak Sr. Consultant Employers Group
CALIFORNIA S NEW PAID SICK LEAVE LAW- UNDERSTANDING YOUR OPTIONS, RISKS AND COSTS Presented by Matthew Bartosiak Sr. Consultant Employers Group REAL-WORLD CHALLENGES Insights from EG members (Survey) Method
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 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 informationNavigating the Maze of Paid Sick Leaves
Navigating the Maze of Paid Sick Leaves February 20, 2014 Andy Anderson Partner, Employee Benefits Chicago Corrie Fischel Conway Of Counsel, Labor and Employment Washington Jim Walsh Partner, Labor and
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 informationFREQUENTLY ASKED QUESTIONS REGARDING THE SAN FRANCISCO PAID SICK LEAVE ORDINANCE AND CALIFORNIA S NEW PAID SICK LEAVE LAW
FREQUENTLY ASKED QUESTIONS REGARDING THE SAN FRANCISCO PAID SICK LEAVE ORDINANCE AND CALIFORNIA S NEW PAID SICK LEAVE LAW First posted November 17, 2015 On July 1, 2015, the Healthy Workplaces, Healthy
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 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 informationMAY 2015 REPORT 1 Jennifer Paul, J.D. Salem Human Resources Management Association, Advocacy Director
SALEM HUMAN RESOURCES MANAGEMENT ASSOCIATION Affiliate of the Society for Human Resource Management MAY 2015 REPORT 1 Jennifer Paul, J.D. Salem Human Resources Management Association, Advocacy Director
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 informationGUIDE TO SAN FRANCISCO EMPLOYMENT LAWS
GUIDE TO SAN FRANCISCO EMPLOYMENT LAWS Revised November 2013 TABLE OF CONTENTS 1. SAN FRANCISCO MINIMUM WAGE ORDINANCE:... 1 (a) Applicable Statute... 1 (b) Covered Employees... 1 (c) Retaliation Prohibited...
More informationHow New York City Employers Can Avoid Trouble under Mayor de Blasio s New Employment Laws
How New York City Employers Can Avoid Trouble under Mayor de Blasio s New Employment Laws VENABLE LLP May 14, 2014 8:30 a.m. 10:00 a.m. SPEAKERS Nicholas M. Reiter, Esq. Raquel O. Alvarenga, Esq. Natalie
More informationCITY OF LOS ANGELES RULES AND REGULATIONS IMPLEMENTING THE MINIMUM WAGE ORDINANCE EFFECTIVE JULY 1, 2016
CITY OF LOS ANGELES RULES AND REGULATIONS IMPLEMENTING THE MINIMUM WAGE ORDINANCE EFFECTIVE JULY 1, 2016 Department of Public Works Bureau of Contract Administration Office of Wage Standards 1149 S. Broadway
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 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 informationADVISORY 98/1. An Advisory from the Attorney General s Fair Labor Division on An Act Providing Employees Leave for Certain Family Obligations
ADVISORY 98/1 An Advisory from the Attorney General s Fair Labor Division on An Act Providing Employees Leave for Certain Family Obligations Pursuant to M.G.L. c. 23, s. 1(b), the Office of the Attorney
More informationGuide to San Francisco Employment Laws
Guide to San Francisco Employment Laws Revised May 2014 By: Tyreen Torner, Esq. Fox Rothschild LLP 235 Pine Street, Suite 1500 San Francisco, CA 94104 Tel: 415.364.5559 Fax: 415.391.4436 www.foxrothschild.com
More informationa modified work schedule; changes in start and/or end times for work; part-time employment; job sharing arrangements; working from home;
New San Francisco Ordinance Grants Protected Status to Caregivers and Allows Them to Request Flexible Work Arrangements: Will Its Provisions Spread to Other Jurisdictions? BY THOMAS E. GEIDT November 2013
More informationFrequently Asked Questions: City of Seattle Paid Sick Time and Safe Time Ordinance
Frequently Asked Questions: City of Seattle Paid Sick Time and Safe Time Ordinance On September 1, 2012, the Seattle Paid Sick Time and Safe Time Ordinance took effect. The Ordinance requires employers
More informationSICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER
SICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER SECTION I PURPOSE OF THE POLICY The purpose of this procedure is to establish guidelines and procedures for using Sick Leave and applying for Short
More informationORDINANCE NO. WHEREAS, the current Federal minimum wage rate is $7.25 per hour, and the California minimum wage is $9.
ORDINANCE NO. AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF EMERYVILLE ADDING CHAPTER 37 TO TITLE 5 OF THE EMERYVILLE MUNICIPAL CODE, MINIMUM WAGE, PAID SICK LEAVE, AND OTHER EMPLOYMENT STANDARDS AND
More information2015 California Employment Laws An Executive Level Summary on What to Do Right Now
2015 California Employment Laws An Executive Level Summary on What to Do Right Now Presenter: Aaron N. Colby December 18, 2014 Tel: (213) 633-6882 aaroncolby@ www./people/aaronncolby Overview of New Contractor
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 informationCOMMENTARY. 2015 California Labor and Employment Legislative Update. Minimum Wage Increase (AB 10) Sick Leave Required for Most Employees (AB 1522)
March 2015 COMMENTARY 2015 California Labor and Employment Legislative Update The California Legislature continues to enact novel and often complicated employment-related statutes. In late 2014, Governor
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 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 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 informationBP short-term disability (STD) plan
BP short-term disability (STD) plan IMS#65525 Table of Contents BP short-term disability (STD) plan 1 Eligibility and participation 2 How the plan works 5 Extended work-related STD benefits 8 Lifetime
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 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 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 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 informationDATE ISSUED: 6/14/2010 1 of 12 LDU 2010.07 DEC(LOCAL)-X
COMPREHENSIVE COMPENSATED The District s comprehensive leave program includes both paid leave and unpaid leave privileges. Eligibility for the various types of leave depends on the employee s position,
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 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 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 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 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 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 informationHAWAII FAMILY LEAVE LAW (HFLL) FAMILY AND MEDICAL LEAVE ACT (FMLA) COMPARISON CHART
Department of Labor and Industrial Relations Wage Standards Division HAWAII FAMILY LEAVE LAW (HFLL) and the FAMILY AND MEDICAL LEAVE ACT (FMLA) COMPARISON CHART OCTOBER 2013 The attached is intended for
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 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 informationAlthough public sector labor relations is structured
FEDERAL REQUIREMENTS AFFECTING NEW JERSEY SCHOOL NEGOTIATIONS Although public sector labor relations is structured and controlled by state laws, there are a number of federal requirements that may impact
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 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 informationCalifornia State University Employees Union (CSUEU) (Units 2, 5, 7, and 9)
California State University Employees Union (CSUEU) (Units 2, 5, 7, and 9) NOTE: The following summary is intended to provide an overview of leave program information. Please refer to the respective collective
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 informationQ1: What law regulates the payment of overtime?
Guidance for managing Non-Exempt Staff Q1: What law regulates the payment of overtime? A: The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards
More informationComparative Chart of California s Leave and Wage Replacement Laws
Comparative Chart of California s Leave and Wage Replacement Laws The following document is a chart tracking the major provisions of the California Family Rights Act (the state s near identical equivalent
More information-2- City Carrier Assistants Joint Questions and Answers
M-01804 -2- City Carrier Assistants Joint Questions and Answers 1. What is the last date that transitional employees may be on the rolls? April1 0, 2013. 2. How will the provisions of Article 7.1.C be
More informationFact sheet. New York State Department of Labor Wage Theft prevention act. What is New?
Fact sheet New York State Department of Labor Wage Theft prevention act A law passed in 2010 gives more protection to workers in New York State. This law, the Wage Theft Prevention Act (WTPA), took effect
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 informationFMLA AMENDED TO PROVIDE LEAVE TO
EMPLOYEE BENEFITS ALERT February 2008 Issue 126 FMLA AMENDED TO PROVIDE LEAVE TO MILITARY FAMILIES The Family and Medical Leave Act (FMLA) now grants FMLA leave rights in two additional circumstances that
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 informationParental and Family Leave Law in Vermont - A Guide for Employees
OTHER PUBLICATIONS AVAILABLE FROM THE GOVERNOR'S COMMISSION ON WOMEN: Sexual Harassment in the Workplace: A Guide for Employees and Employers Legal Rights of Women in Vermont Getting Appointed to Vermont
More informationWorkers Compensation Insurance
Workers Compensation Insurance EMPLOYERS FREQUENTLY ASKED QUESTIONS INTRODUCTION This information is intended to provide employers with a basic overview of the workers compensation system in Arizona. The
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 informationCHAPTER 1 HUMAN RESOURCES. 101. General Statement... 1. 102. Governing Documents... 1. 103. Other Policies... 1. 104. Definitions...
Kern County Administrative Policy and Procedures Manual CHAPTER 1 HUMAN RESOURCES Section Page 101. General Statement... 1 102. Governing Documents... 1 103. Other Policies... 1 104. Definitions... 1 105.
More informationORDINANCE NUMBER O- (NEW SERIES) DATE OF FINAL PASSAGE
(O-2016-56) ORDINANCE NUMBER O- (NEW SERIES) DATE OF FINAL PASSAGE AN ORDINANCE OF THE CITY OF SAN DIEGO SUBMITTING TO THE QUALIFIED VOTERS OF THE CITY OF SAN DIEGO, FOR THEIR APPROVAL OR REJECTION AT
More informationChicago Public Schools Policy Manual
Chicago Public Schools Policy Manual Title: PAID TIME OFF Section: 302.9 Board Report: 15-0826-PO1 Date Adopted: August 26, 2015 Policy: THE CHIEF EXECUTIVE OFFICER RECOMMENDS: That the Board amend Board
More informationSENIOR MANAGEMENT PERSONNEL POLICY
SENIOR MANAGEMENT PERSONNEL POLICY A POLICY OF THE CITY OF AUBURN, NEW YORK, TO PROVIDE A COMPENSATION AND BENEFIT PLAN FOR SENIOR MANAGERS AND NON- UNION EMPLOYEES. The Senior Management Policy is designed
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 informationResponsible Officer: Vice President Human Resources. Contact: Email: Phone:
Absence from Work Responsible Officer: Vice President Human Resources Responsible Office: Human Resources Issuance Date: September 23, 2014 Effective Date: July 1, 2014 Scope: Professional & Support Staff,
More informationKNOW YOUR RIGHTS GUIDE MAY 2013
KNOW YOUR RIGHTS PREGNANCY DISCRIMINATION KNOW YOUR RIGHTS GUIDE MAY 2013 Family and Medical Leave/ In California, you have the right to take unpaid pregnancy disability leave at any time during your pregnancy,
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 informationNotice to Employees Sick, Parental and Family Care (SPF), Military Exigency and Military Caregiver Absences Family & Medical Leave Act AFSCME and PSSU
Notice to Employees Sick, Parental and Family Care (SPF), Military Exigency and s Family & Medical Leave Act AFSCME and PSSU FMLA Information The absence provisions described below are consistent with
More informationLEAVES CITY OF PORTLAND HUMAN RESOURCES ADMINISTRATIVE RULES 6.13 SUPPLEMENTAL WORKERS COMPENSATION BENEFITS
CITY OF PORTLAND HUMAN RESOURCES ADMINISTRATIVE RULES LEAVES Purpose The purpose of this Administrative Rule is to provide additional benefits to eligible employees with accepted workers compensation claims.
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 informationSIERRA SANDS UNIFIED SCHOOL DISTRICT. Board of Education Special Meeting. JULY 20, 2015 District Office 113 W. Felspar Ave. www.ssusdschools.
SIERRA SANDS UNIFIED SCHOOL DISTRICT Board of Education Special Meeting JULY 20, 2015 District Office 113 W. Felspar Ave. www.ssusdschools.org We, the members of the Board of Education of the Sierra Sands
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 informationBENEFITS FOR ADMINISTRATIVE ASSISTANTS
SHALER AREA SCHOOL DISTRICT BENEFITS FOR ADMINISTRATIVE ASSISTANTS BENEFITS FOR ADMINISTRATIVE ASSISTANTS TABLE OF CONTENTS Page 1. HOLIDAY SCHEDULE 1 2. VACATION SCHEDULE 3. SALARY 1 1 4. LEAVE DAYS 2
More informationMy Time. Time Tracking. C&T Employees
My Time Time Tracking C&T Employees Welcome!! We re glad you re here! 2 Course Schedule Overview Time Tracking Time Off Requests Questions 3 Time Capture Overview My Time is accessed through the My University
More informationROCHESTER INSTITUTE OF TECHNOLOGY
ROCHESTER INSTITUTE OF TECHNOLOGY Sick/Personal Leave and Short-Term Disability Table of Contents Introduction...2 Sick/Personal Leave for Non-Exempt Staff...2 Staff Employees Scheduled for Less Than 12
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 informationPaid Leave Programs Policy 6.27 Office of Human Resources
Applies to: (Examples follow) Faculty, staff, student employees, students and volunteers POLICY Issued: 06/22/1997 Edited: 04/15/2014 The university strives to recruit and retain a world class faculty
More informationWorkers Compensation and Disability Administration. Short-Term Disability Plan (VDI) and Paid Family Leave (PFL)
Workers Compensation and Disability Administration Short-Term Disability Plan (VDI) and Paid Family Leave (PFL) WORKERS COMPENSATION AND DISABILITY ADMINISTRATION 1 TABLE OF CONTENTS Letter to faculty
More informationGUIDE: NEW JERSEY FAMILY LEAVE INSURANCE 1
GUIDE: NEW JERSEY FAMILY LEAVE INSURANCE 1 New Jersey workers are now eligible to receive cash benefits for up to 6 weeks when they take time off from work to care for a family member. New Jersey became
More informationNotice to AFSCME and PSSU Employees Family and Medical Leave Act
Notice to AFSCME and PSSU Employees Family and Medical Leave Act Sick, Parental, and Family Care (SPF), Military Exigency and Military Caregiver FMLA Information The absence provisions described below
More informationUniversity of Chicago Long-Term Disability Summary Plan Description
University of Chicago Long-Term Disability Summary Plan Description June 2007 University of Chicago Long-Term Disability Plan Page 1 Table of Contents Your LTD Benefits... 3 Participating in LTD... 3 Eligibility...
More information08.227 Faculty Disability and Family Medical Leave Salary Continuation Policy
08.227 Faculty Disability and Family Medical Leave Salary Continuation Policy Authority: Provost History: Reformatted and revised effective August 1, 2007; Revised: July 1, 2004; Revised: August 21, 2001;
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 informationPOLAND. Lukasz Kuczkowski 1 OVERVIEW
POLAND Lukasz Kuczkowski 1 OVERVIEW Redundancy schemes in Poland are subject to various labour law regulations, such as the Labour Code Act dated 26 June 1974 (the Labour Code), and the Special Terms of
More informationDependent Life Insurance Plan of Progress Energy Florida, Inc.
Document title: AUTHORIZED COPY Dependent Life Insurance Plan of Progress Energy Florida, Inc. Document number: HRI-PGNF-00008 Applies to: Keywords: Progress Energy Florida, Inc. (bargaining unit employees)
More informationState of Wisconsin Department of Workforce Development Equal Rights Division Labor Standards Bureau
State of Department of Workforce Development Equal Rights Division COMPARISON OF FEDERAL AND WISCONSIN FAMILY AND MEDICAL LEAVE LAWS The following comparison of federal and state Family and Medical Leave
More informationState and Local Action on Paid Sick Days
State and Local Action on Paid Sick Days MAY 2015 Paid sick days laws are or will soon be in place in 21 jurisdictions across the country three states, the District of Columbia and 17 cities. The paid
More information2015 Legislative Developments
2015 Legislative Developments To help employers prepare for the new year, this Alert addresses certain legislative developments in 2015 that are likely to affect employers this year under federal law as
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 informationWorkers Compensation and Disability Administration. Short-Term Disability Plan (VDI) and Paid Family Leave (PFL)
Workers Compensation and Disability Administration Short-Term Disability Plan (VDI) and Paid Family Leave (PFL) workers compensation and disability administration 1 Table of Contents Letter to Faculty
More information