The recent Coronavirus (COVID-19) outbreak around the world has been in the news often the last few months, especially more recently since multiple people in the United States have now been diagnosed with the virus. As an employer, there are a few things that you can do to protect your workforce and help prevent the spread of the virus in the event your employees are diagnosed, or exposed to someone who has been diagnosed, with the virus: Continue reading
The Michigan paid sick leave act has been signed into law, and with that several amendments were made.
* The law will go into effect on March 29th, 2019.
* Only employers with 50 or more employees will be required to participate.
* Regardless of participation, all employers in Michigan are required to post the Michigan Paid Sick Leave labor law poster in their places of business.
* There will be exemptions for several types of employees, including, but not limited to overtime exempt employees, temporary employees, and employees who are already covered under a collective bargaining agreement.
* Previously the act stated that each employee would need to accrue 1 hour paid sick leave per every 30 hours worked, due to the amendments this has been updated to 1 hour for every 35 hours worked.
* The original amount of paid sick leave an employer would have been required to allow was 72 hours per benefit year, this has been reduced to 40 hours. The same numbers were adjusted for the required carry over amount.
Michigan has recently joined other states in passing legislature that would require employers to provide paid sick leave to all employees beginning in March 2019.
The paid sick leave law and the new minimum wage law (read more about that here!) were passed with the intention of amending them after the general election in November 2018. Both were to appear on the ballot this November but now will not as they have already been signed into law. By passing them as laws prior to the election, Congress is now only required a majority vote to amend the laws rather than a vote of three fourths if the initiatives had been passed on the ballots in November.
As the law stands in September 2018 (subject to any future amendments), all employers in Michigan would be required to provide paid sick leave to all employees (full time, part time, temporary, etc). Employees must accrue 1 hour of paid sick leave for every 30 hours of work performed. Continue reading
Employers with 50 or more employees must offer eligible employees up to 12 weeks of unpaid leave under the Family Medical Leave Act (FMLA). But what about employers with less than 50 employees? Are they required to provide a leave of absence to an employee with an illness or injury or to an employee who has a family member with a serious illness or injury? Quite possibly. There are a number of federal and state laws which may require an employer to provide a leave of absence, even when the employer is not covered by FMLA. Continue reading
The federal Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid leave in a 12 month period where their job is guaranteed upon their return. The law also requires that any group health insurance benefits the employee participates in are continued for the duration of the FMLA leave as if the employee was still working full time.
FMLA only applies to companies with 50 or more employees during each of 20 or more calendar workweeks in the previous or current calendar year. This may include members of controlled groups and joint employers if the total employee count is 50 or more. In addition, all public agencies (including local, state and federal government agencies) as well as public and private elementary or secondary schools are covered employers regardless of the number of employees.
Effective July 1, 2017, large employers in Georgia who offer sick leave to their employees must allow their employees to use sick time to care for an immediate family member.
The new law applies to employers with 25 or more employees. These large employers who currently offer employees paid sick leave (or begin to do so in the future) must allow employees who work at least 30 hours per week to use up to 5 days of paid sick leave per year for the care of an immediate family member. Continue reading
Under the Fair Wages and Health Families Act, all Arizona employers will be required to provide their employees with paid sick leave beginning on July 1, 2017.
All employees (including full time, part time and temporary) should begin accruing a minimum of one hour of earned paid sick time for each 30 hours worked.
Employers with 15 or more employees can impose an accrual limit of 40 hours (or more) each year. This means that employees would stop accruing paid sick time after they had accrued a total of 40 hours per year.
Effective July 1, 2017 employers with one or more employee working in Chicago will be required to provide their “covered” employees with paid sick leave.
The new ordinance applies to all businesses with one or more “covered” employee in Chicago who have a business facility within the city or who are subject to any of Chicago’s license requirements.
Employees are covered by the ordinance if they work at least two hours in Chicago in any two-week period. Both part time and full time employees are covered as long as they work at least 80 hours in any 120-day period.
On June 2, 2016 the City of Los Angeles approved a city sick leave ordinance separate from the required California state sick leave requirements. This new city ordinance goes into effect on July 1, 2016.
Employees who work two or more hours in a week in the city of Los Angeles will accrue up to 48 hours of sick leave per year. This is double the amount required by California state law (24 hours).
This new rule applies to employers of all sizes with employees working in Los Angeles. There is not a lower cap for small employers like there is for San Francisco or Santa Monica small employers. Continue reading
Question: Several times in the past we’ve allowed employee “A” to donate unused sick leave to employee “B” who needs help. Now again an employee has requested permission to donate sick time. We don’t have a written policy on this. We don’t have a problem allowing this but think it’s time we make some decisions and put our policy in writing. Can you give us some guidance?
Specifically, should an employee in need have exhausted all of his or her time before receiving time from someone else? Should we put a limit on the number of days that can be given to an employee? If a high paid employee donates to a lower paid employee, how is the donated time valued?
You’ve probably seen the employee with a pile of tissues on the desk, sweating profusely and responding, “I’m fine” when people ask about his or her health. Then there’s the person who routinely arrives late or leaves early and frequently takes unscheduled days off.
Although federal law does not require payment for time not worked — such as sick days, vacations and holidays — most employers recognize the importance of paid leave programs for employee health and performance. Effective leave policies also help companies retain top people. But are your leave policies effective?
Unscheduled employee absenteeism costs some organizations a bundle every year. Employers generally tolerate the occasional “sick day” that employees take for non-health-related reasons. Yet they may suffer from sick leave abuse, where employees repeatedly violate the company’s attendance policy — and that translates into lost dollars.
Other employers suffer from the opposite problem.