Pittsburgh has joined other American cities by enacting new legislation to address the uptick in COVID-19 cases from a sick leave perspective.
Employers covered by the Duluth, Minnesota Sick and Safe Time ordinance will need to revisit relevant policies in light of amendments that will become effective Aug. 19, 2021.
The Chicago City Council amended its Paid Sick Leave Ordinance (PSLO) to clarify and expand the bases to take paid leave and to create a new action for wage theft.
Nevada has enacted a new law requiring employers to provide additional paid leave to allow employees to receive a COVID-19 vaccination and clarifying that employees may use existing paid leave to care for themselves and their family members.
Last week, President Biden encouraged employers to pay employees for time off to get vaccinated against COVID-19 and highlighted the tax credits available for employers with less than 500 employees.
The COVID-19 Supplemental Paid Sick Leave statute was signed into law a month ago and employers were faced with uncertainty as to whether their employee’s leave request qualified under the statute. Fortunately, the Labor Commissioner has updated its FAQs to provide further clarity to employers.
Effective Jul. 1, 2021, Virginia provides designated paid sick leave for home health workers.
Beginning on July 1, 2022, New Mexico will join 15 other states (and Washington, D.C.) in requiring private employers to provide paid sick leave to their employees.
Though employers may feel like California just wrapped up its legislative session for 2020, the 2021 legislative session is already in full swing. Feb. 19 was the last day for the proposal of new bills.
In 2020, employers with employees in California were inundated with new compliance requirements brought on by the COVID-19 pandemic. Now that the leave requirements of the FFCRA have expired, many local agencies are reviewing the supplemental sick leave ordinances that were adopted in 2020.
On Dec. 9, 2020, Pittsburgh Mayor Peduto signed a new ordinance granting COVID-19 Sick Time to certain employees working within the City.
In September, when Governor Newsom signed Assembly Bill 1867, employers hoped that the state-wide COVID-19 Supplemental Leave was a replacement for the patchwork of local ordinances. However, due to differences in coverage, many employers are faced with complying with the more stringent local ordinances.
California wrapped up its 2020 Legislative Session with the Governor passing several bills that bring dramatic changes to employee leave requirements.
On Sep. 23, 2020, the New York City Council enacted Int. No 2032-A, and Mayor Bill de Blasio signed the bill on Sep. 28, 2020.
As the Jan. 1, 2021, effective date of Maine’s Earned Paid Employee Leave Law approaches, the state Department of Labor (DOL) has promulgated the much-anticipated final regulations for implementing the statute.
Colorado has enacted the Healthy Families and Workplaces Act (SB20-205) (HFWA) to require employers to provide employees with up to six days, or up to 48 hours, of earned paid sick leave.
On Jul. 1, 2020, a number of substantive changes (including expanded coverage) to Chicago’s Paid Sick Leave Ordinance (PSLO) became effective.
Its July. A time when in normal years, schools are closed and families are planning vacations. But in 2020, paid vacation is being replaced with paid leave under the Families First Coronavirus Response Act (FFCRA), leaving employers asking, can they still do that?
The Minnesota Supreme Court (5-2) has upheld the Minneapolis Sick and Safe Time Ordinance, ruling state law does not preempt the Ordinance, and it can apply to employers who are located outside of the City.
The Seattle City Council has enacted the Paid Sick and Safe Time for Gig Workers Ordinance, which temporarily provides paid sick and safe time for online-based food delivery network companies and drivers of transportation network companies with 250 or more gig workers worldwide.