The National Trend Toward Paid Sick Leave Laws
By John Mavros Attorney at Law, Partner, Fisher & Phillips, LLP | May 06, 2018
Co-authored by Lauren Stockunas, Associate, Fisher Phillips LLP
While all employers strive to maintain a healthy workforce, complying with the new Paid Sick Leave ("PSL") laws that are sweeping the country can make even the savviest human resources manager's head spin. And while Congress continues to forgo passing a national PSL law, individual states and cities are taking initiative. These viral PSL laws make drafting and implementing a uniform-all-inclusive PTO ("Paid Time Off")/PSL policy across multiple hotel and resort locations exceedingly difficult. This article will try to help hoteliers make sense of the confusion.
The varying laws in different jurisdictions can make compliance difficult for hoteliers with multiple properties. Here is a snapshot of the state of PSL laws across the country:
On the other end of the spectrum, certain states have actually prohibited counties, municipalities, and other political subdivisions from establishing paid sick leave requirements for private employers. These include: Alabama, Arizona, Arkansas, Florida, Georgia, Indiana, Iowa, Kansas, Kentucky, Louisiana, Michigan, Mississippi, Missouri, North Carolina, Oklahoma, Oregon, South Carolina, Tennessee, and Wisconsin.
Although each state and local law is unique, they typically address and/or define the following PSL concepts/terms including: eligible employees, an accrual formula, reasons for leave, carry over requirements, rate of pay information, and employee and employer notice requirements. The problem is that each law defines them differently.
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