Chicago’s recent enactment of its Paid Leave and Paid Sick and Safe Leave Ordinance (“Ordinance”) marks some of the country’s most progressive paid time off legislation and also imposes robust requirements upon Chicago employers. On November 9, 2023, Chicago’s City Council passed the Ordinance, effective December 31, 2023, touting it as a benefit to low-wage workers previously lacking vacation time.Continue Reading Chicago’s Paid Leave and Paid Sick and Safe Leave Ordinance Ushers in Some of the Nation’s Most Generous Employee Leave Entitlements
On October 4, 2023, California Governor Gavin Newsom signed SB 616 into law, which amends the Healthy Workplaces, Healthy Families Act of 2014 by increasing the number of paid sick days (or hours) employees are entitled to each year. The law, which will take effect on January 1, 2024, will increase paid sick leave for employees from three days (or 24 hours) to five days (or 40 hours), whichever is greater, within a 12-month period. The law will specifically amend Labor Code sections 245.5, 246, and 246.5.Continue Reading California Employers Must Provide Additional Paid Sick Leave in 2024
Recently, Illinois became the third state to pass a mandatory paid time off law called the “Paid Leave for All Workers Act” (the “Act”), which grants employees a minimum of 40 hours of paid time off per year for any reason. Only Nevada and Maine provide similarly sweeping mandatory paid leave. Governor Pritzker has indicated he will sign the legislation. This new law, which would be effective January 1, 2024, will have a major impact on the landscape of paid leave in Illinois. It affects nearly everyone, its uses are unlimited, and it comes with new reporting and record-keeping requirements, as well as civil penalties for non-compliance. Though employers may provide more generous paid leave than the Act requires, the Act sets the new minimum standard for paid time off across the state.Continue Reading Time to Update Your Policies: Illinois Passes Sweeping Paid Leave Legislation
For much of the ongoing COVID-19 pandemic, many California employees have utilized leave entitlements through federal, state, and local paid sick leave statutes and ordinances. As of December 31, 2020, however, the federal Families First Coronavirus Response Act (“FFCRA”), California’s COVID-19 supplemental paid sick leave (“CSPSL”) — and many local supplemental paid sick leaves (“LSPSL”) — have expired. With coronavirus cases still surging nationwide and no additional guidance on the new exclusion pay requirements under the Division of Occupational Safety and Health’s (“Cal/OSHA”) COVID-19 emergency temporary standards (“ETS”), California employers are left wondering what paid leave laws may apply to their employees in 2021.
Continue Reading What the Expiration of COVID-19 Paid Leave Laws Means for California Employers
Update: This story has been updated to reflect the governor’s approval of the bill.
On March 18, 2020, New York Gov. Andrew Cuomo passed a bill guaranteeing job-protection and pay for New Yorkers who have been quarantined as a result of COVID-19. The law is more narrow than the version Gov. Cuomo announced Tuesday, which included a statewide sick program that would have remained in effect beyond the COVID-19 pandemic. The provisions of the legislation are set to take effect immediately.Continue Reading Empire State of Mind: Governor Cuomo Proposes Bill to Provide Immediate Assistance for New Yorkers Impacted by COVID-19
On March 14, 2020, the House of Representatives voted 363-40 to pass H.R. 6201: Families First Coronavirus Response Act—a relief package that, among other things, contains several provisions affecting employers. The Senate has not yet scheduled a time to vote on the bill, although it is expected that a vote will occur this week.
Continue Reading What Employers Need to Know About H.R. 6201: The Families First Coronavirus Response Act
Just days after Cook County passed its Paid Sick Leave Ordinance on October 5, 2016, several Cook County suburbs began the process of opting out of the law. So far, four have successfully done so. On November 15, 2016, Barrington was the first to pass its own municipal ordinance opting out of Cook County’s Ordinance, which requires all employers in Cook County to allow eligible employees to accrue up to 40 hours of paid sick leave each year. Oak Forest, Rosemont, and Bedford Park passed their own opt-out ordinances on December 13, December 15, 2016, and January 12, 2017, respectively.
Continue Reading The Continued Uncertainty of Paid Sick Leave Laws
On December 20, 2016, in a 9-4 vote, the Washington, D.C. Council passed bill B21-0415, The Universal Paid Leave Act of 2015. The bill establishes a universal paid leave system for individuals who work in the District of Columbia (“the District” or “D.C.”) and businesses operating in D.C. It will be effective after Mayor Muriel Bowser’s signature, inaction, or, if vetoed, a Council override, and a 30-day Congressional review.
Continue Reading D.C. Council Passes Expansive Family and Medical Leave Bill
Last month, Cook County passed an ordinance requiring employers in the County to provide eligible employees with certain paid sick leave benefits. The ordinance largely mirrors a recent amendment to the Chicago Minimum Wage Ordinance, which was passed in July 2016. Both are scheduled to go into effect on July 1, 2017, and a new Illinois law pertaining to sick pay benefits is set to take effect on January 1, 2017.
Cook County’s ordinance applies to employees throughout the county except where a home rule municipality has passed its own sick leave law. So far, Chicago is the only home rule municipality in the County to have done so, although some other cities in Cook County have expressed an intent to potentially opt out of the ordinance. In addition to these two new ordinances, the state of Illinois has also passed a new law that extends sick pay benefits to family members of employees.Continue Reading Dissecting New Sick Leave Laws in Illinois, Cook County and the City of Chicago
On September 29, 2016, the Department of Labor (“DOL”) issued regulations (the “final rule”) implementing Executive Order 13706, which requires federal contractors to provide paid sick leave to their employees. According to the DOL, federal contractors employ 1.15 million individuals—594,000 of whom do not receive paid sick leave. Thus, for contractors who do not currently provide paid sick leave to their employees, the final rule imposes significant administrative and financial burdens. However, given the nuanced requirements of the final rule, even contractors who currently provide some form of paid sick leave to employees may find the final rule burdensome to comply with. Contractors should act now to either develop paid sick leave policies or determine what changes need to be made to their current paid leave policies to ensure that they are in compliance with the final rule once it becomes effective.
Continue Reading Department of Labor Issues Final Rule Implementing Executive Order Requiring Paid Sick Leave for Employees of Federal Contractors
The cities of Los Angeles and San Diego recently approved minimum wage and sick leave ordinances that will apply to all employees who work within those cities’ geographical limits. Employers with employees who work in these cities will need to comply with those new ordinances, as well as the California state law requirements that already exist.
Continue Reading Enactment of Los Angeles and San Diego Minimum Wage and Paid Sick Leave Ordinances Requires Employers to Reassess Their Policies