|Our Proposal||For Business Owners||FAQs|
- No one should have to go to work sick and kids should not be at school sick;
- People should not lose income or fear losing their job because they stay home when sick; and
- Businesses of all sizes and industries should be encouraged to thrive.
Minimum accrual and caps on use:
- Small Employer – Employees in companies with fewer than 10 employees accrue 1 hour of paid sick time for every 30 hours worked, up to 40 hours (5 days) in a year (40 hour cap).
- Medium and Large Employer – Employees in companies with 10 or more employees accrue 1 hour of paid sick time for every 30 hours worked, up to 72 hours (9 days) in a year (72 hour cap).
- Large Employer with pooled leave (PTO) – Employers with over 250 employees that opt to provide sick leave as part of a flexible leave bank, such as PTO for both sick leave and vacation, must provide 1 hour for every 15 hours worked up to 108 hours (13.5 days) per year (108 hour cap).
- Unused leave carries over into the next year, but employees are not entitled to use more than their capped amount in a given year.
Uses of paid sick time:
- The employee’s illness or injury, diagnosis, treatment, and preventative care.
- Care of a family member with an illness or injury, or for diagnoses and preventative care.
- Domestic abuse, sexual assault, or stalking – to seek medical attention, counseling or other services; relocate; or take legal action.
- Public health emergency – Closure by order of a public official due to a public health emergency of the employee’s place of business, or a child’s school or place of care.
Existing policies and flexible options:
- Employers may provide more generous leave, and may provide leave as PTO (paid time off), available for both sick leave and vacation or personal time.
- Employers may “front load” leave rather than accruing
- Employers may require a waiting period of up to 90 days before new employees are entitled to use paid sick time.
- New small business owners have a 1-year grace period to implement a Sick Time policy.
- Employees may voluntarily trade shifts rather than use paid sick time.
- Employers may establish policies and procedures for notice and communication about employee absences, but may not discipline, discharge, demote, or threaten employees who use sick leave for an authorized purpose.