Employers: Dealing With Mandated Paid Sick Leave is Giving You a Pain in the Neck!
2018 has added more states and municipalities to the list of governments with mandated paid sick leave (PSL). Nine states; Arizona, California, Connecticut, Maryland, Massachusetts, Oregon, Vermont, Washington and Rhode Island (eff. 7/1/18), along with the District of Columbia and cities such as Chicago, Minneapolis, New York and Philadelphia have their version of required time off for illness of employees and their immediate family members.
If this wasn’t enough, some states have even enacted laws that prohibit lesser jurisdictions from enacting PSL policies. “Preemption Laws” have been adopted in Florida, Michigan and Wisconsin, to name a few.
Does your neck hurt from all the head spinning?
Knowing what requirements there are in your state, city and the jurisdiction surrounding your work locations is key! What may apply to your corporate headquarters may not be the same for your plant 50 miles away or locations in other states.
Each PSL policies is broken down into the following compliance components:
- Eligibility
- Restrictions
- Accrual
- Caps
- Covered Uses
- Notice Requirements
- Required Documentation
- Tracking
- Carry Over Limits and Requirements
- Expiration
- Right to Rehire
- Retaliation
Developing a PSL policy will be key. Training managers on how to handle requests is also imperative as the mishandling of PSL requests could land your organization in hot water and also invoke the American Disabilities Act and/or the Family Medical Leave Act.
When it comes to remaining compliant, consider partnering with an expert to help out. MidwestHR, a top certified professional employer organization (CPEO) in Illinois, has a team of HR experts that understand state and local mandated paid sick leave and their nuisances.
So, take off that neck brace and give us a call to learn how Chicago PEO MidwestHR can help you decipher your applicable paid sick leave mandates.
