As we have previously reported, the trend of states and jurisdictions enacting paid sick leave (PSL) requirements continues, posing compliance challenges for multistate employers and employers with employees in a both a city and a state with different PSL requirements.
As of January 1, 2018, there are nine states (Arizona, California, Connecticut, Maryland, Massachusetts, Oregon, Rhode Island (effective July 1, 2018), Vermont, and Washington) and the District of Columbia, as well as multiple other jurisdictions (including Chicago, Minneapolis, New York City, and Philadelphia) that have enacted some form of PSL requirements. In addition, Executive Order 13706 requires certain federal government contractors to provide PSL to covered employees.
There is also an opposing trend of state governments prohibiting local governments from enacting local PSL requirements. Approximately 18 states have passed these types of paid leave preemption laws, including Florida, Michigan, Ohio, and Wisconsin. Is your head spinning yet?
This week we briefly discuss items that are often addressed in a PSL statute or ordinance. Next week we will review some general policy considerations to assist employers confronted with compliance obligations in multiple jurisdictions.
A PSL statute or ordinance often addresses the following:
We have identified many key PSL provisions. Of course, we recommend employers carefully review the applicable laws to confirm compliance with the myriad of requirements that are unique to the various states and localities with PSL laws. To assist with that endeavor, next week’s article will provide compliance tips to help ensure your company’s leave policy satisfies PSL requirements and minimizes any administrative burden.