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APPLIES TO All Employers with GA Employees |
EFFECTIVE July 1, 2017 |
QUESTIONS? Contact HR On-Call |
Governor Nathan Deal recently signed two bills affecting employers of Georgia employees. H.B. 243 is an employer-friendly bill addressing on-call scheduling practices, whereas S.B. 201 introduces kin care protections for employers that offer paid sick leave. Both will become effective on July 1, 2017.
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APPLIES TO All Employers with CA Employees |
EFFECTIVE March 29, 2017 |
QUESTIONS? Contact HR On-Call |
The California Department of Industrial Relations (“DIR”) Labor Commissioner recently updated the statewide Paid Sick Leave: Frequently Asked Questions (“FAQ”) page. The update is intended to provide further clarity to three commonly asked questions, which are summarized below.
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APPLIES TO All Employers with Minneapolis, MN Employees |
EFFECTIVE January 19, 2017 |
QUESTIONS? Contact HR On-Call |
Last year, the City of Minneapolis approved the Sick and Safe Time Ordinance (the “Ordinance”), which requires employers to provide at least 48 hours of paid sick and safe time to covered employees working in Minneapolis each year. Originally scheduled to go into effect on July 1, 2017, the Minnesota Chamber of Commerce, among other business entities, sued to block the Ordinance. As a result, a Minnesota district court recently issued a temporary injunction that limits the Ordinance from going into full effect for certain employers.
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APPLIES TO All Employers with Cook County, IL Employees |
EFFECTIVE July 1, 2017 |
QUESTIONS? Contact HR On-Call |
Following shortly after Chicago’s recent minimum wage and paid sick leave ordinance comes Cook County’s countywide Earned Sick Leave Ordinance (the “Ordinance”). This encompasses the city of Chicago and is the first county in the Midwest to issue a far-reaching ordinance. Note that this paid sick leave (“PSL”) mandate will also be affected by the state of Illinois’s recent Employee Sick Leave Act.
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APPLIES TO All Employers with Minneapolis, MN Employees |
EFFECTIVE July 1, 2017 |
QUESTIONS? Contact HR On-Call |
Minneapolis’s Sick and Safe Time Ordinance has been amended to more closely align with its neighboring city St. Paul’s recent Earned Sick and Safe Time Ordinance. Key amendments to Minneapolis’s Ordinance include the following:
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APPLIES TO All Illinois Employers who offer Paid Sick Leave |
EFFECTIVE January 1, 2017 |
QUESTIONS? Contact HR On-Call |
Although Illinois does not mandate statewide paid sick leave, the recent Employee Sick Leave Act (the “Act”) requires Illinois employers who do provide paid sick leave (“PSL”) to allow employees to use PSL to care for their child, spouse, sibling, parent, parents-in-law, stepparents, grandchildren, or grandparents. Such care may include attending to an illness, injury, or medical appointment. Employees must be allowed to use PSL to care for their family members on the same terms that they would use PSL for their own illness or injury. Employers cannot deny employees the right to care for a specified family member in accordance with the Act. Retaliation or adverse employment actions taken against employees for using or attempting to us their rightful PSL benefits is prohibited.
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APPLIES TO All Private Employers with St. Paul, MN Employees |
EFFECTIVE Varies; see below |
QUESTIONS? Contact HR On-Call |
On September 7, 2016, St. Paul passed the Earned Sick and Safe Time Ordinance (the “Ordinance”), following in Minneapolis’s footsteps in offering paid sick leave benefits. The Ordinance has a two-year phase in schedule determined by employer size. The Ordinance becomes effective July 1, 2017 for employers of 24 or more employees, and January 1, 2018 for employers of 23 or fewer employees.
Key provisions of the Ordinance are:
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APPLIES TO Varies |
EFFECTIVE Varies |
QUESTIONS? Contact HR On-Call (888) 378-2456 |
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APPLIES TO Varies |
EFFECTIVE Varies |
QUESTIONS? Contact HR On-Call (888) 378-2456 |
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APPLIES TO All Employers with San Diego, CA Employees |
EFFECTIVE September 2, 2016 |
QUESTIONS? Contact HR On-Call |
The City of San Diego finally certified the Minimum Wage and Sick Leave Ordinance (“Ordinance”) voters passed in June. Though the Ordinance went into effect on July 11, 2016, there are additional pending amendments to the bill that will require a second reading before becoming effective. The amendments are expected to become effective after the second reading, 30 days after the original Ordinance’s effective date.
The amendments cover several key areas employers had raised concerns about.