At least, not if you are in the state of Connecticut or the city of San Francisco, and now in Seattle.
As of September 1, workers in Seattle will accrue paid sick/safety days for use when an employee or family member needs to take time off from work due to illness or a critical safety issue.
Paid sick leave facts:
Paid Sick/Safe Leave
According to the Seattle Paid Sick And Safety Ordinance, all employers with more than 5 employees must provide paid leaves to all their full-time, part-time and temporary workers who work 240 hours or more in any calendar year, in any capacity. Workers accrue the paid leave benefit based on hours worked and company size. Accrual starts September 1st or from the date of hire, and employees can begin using this benefit after 180 days. This benefit can be used or carried over to the next year.
Leave can be used for any of the following reasons, but will have to be substantiated through documented proof:
Employers can use existing “universal leave policies”. Employees can use the paid leave for a variety of purposes, including sick/safe leave and do not require additional sick/safe leave hours – in the event the PTO or other paid leave is exhausted for reasons other than sick/safe leave. However, these “universal policies,” PTO policies or vacation policies must adhere to the sick/safe leave accrual requirements, notice requirements, and eligibility requirements to be in compliance with this Ordinance.
This ordinance carries far reaching implications for the use of temporary workers. Employers must provide notice to employees of coverage in physical or electronic form. They must implement a tracking system of Seattle hours, both for internal purposes, and also to advise employees with regard to eligibility for benefits. At a minimum, employers must keep records of total hours worked, accrued leave (paid sick/safe time or PTO) and used leave, ideally on the employees’ paycheck or paystubs. For Seattle employers whose employees work outside the City, these hours are not required to count toward sick/safe leave accrual under the Ordinance. For non-Seattle employers whose workers “occasionally” work inside the City, only those Seattle work hours are required to count toward both eligibility and, once eligible, accrual of safe/sick leave. Employees laid off and rehired within 7 months from the date of termination must be reinstated at full eligibility and with their accrual intact (up to the maximum allowed). As a result, employers may require sophisticated software to track their temporary workers’ work hours and work locations to determine their eligibility (or lack of it) for paid leave under this law.
Employers may breathe a little easy as the city officials are planning to work with businesses to help them put the policy in place without penalizing them for not having a policy ready on Day One. Employers are concerned about rising compensation and administration costs. But these may be set off by benefits like:
Sickness is said to be mankind’s greatest defect. It is also the bane of existence for many American workers who do not enjoy any paid sick leave benefit – unlike workers in at least 145 other countries. Employers and legislators across the country are struggling with the balance between employee benefits and economic pressures, which makes the ordinance passed by Seattle all the more worthy of note!
Mail (will not be published) (required)
9 × one =
Thanks for Subscribing to DCR Blog.