Skip to content

Our Proposal

benefits5Our Proposal benefits3 For Business Owners benefits2FAQs

Makini Howell, Quickie TooThe Healthy Tacoma proposed Paid Sick Days ordinance is based on these guiding principles:

  1. No one should have to go to work sick and kids should not be at school sick;
  2. People should not lose income or fear losing their job because they stay home when sick; and
  3. 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.
No comments yet

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

%d bloggers like this: