Mandatory Paid Sick Leave vs Vacation vs PTO Laws - Understanding the New Rules in 2023

Overview:

Seventeen states and the District of Columbia now require employers to provide paid sick leave to its employees.  In addition, 26 municipalities require employees receive paid sick leave and 12 additional states are considering passing laws soon. In fact, Illinois and Minnesota just passed a mandatory paid sick leave law that will go into effect on January 1, 2024. A Federal Law requiring paid sick leave seems to be getting closer to becoming a reality. 

Do you have a Federal Contract?  If so, you are required to have a sick leave policy.

Do you have a contract with a municipality?  If so, have you checked the fine print to see if the contract requires you to offer paid sick leave to your employees?

Every Law is Different

One thing to know is that every state and municipal law requiring mandatory paid sick leave is different. Trying to comply with all of them is causing much confusion. For example, Vermont requires paid sick leave be offered after one year of service while other require it after 90 or 120 days. New York and Colorado require sick leave be paid as it accrues. Most require you offer paid sick leave to part time employees.  Other require it of all employees – even those who work on an on-call basis.

Is Your PTO Plan Obsolete?

PTO or a Paid Time Off programs that combined vacation and sick leave into one bucket of time off was the trend for many years. With the passage of these laws, many organizations are doing away with their PTO as many states require payment of unused PTO upon termination. However, the same states do not require payment of unused sick leave. Organizations can maintain their PTO Plans, but at what cost?

In this webinar, we will be reviewing mandatory paid sick leave laws in place now, review many of the differences and go over how to transition from a Sick/Vacation policy to a PTO policy as well as making the transition from a PTO plan to a Sick/Vacation plan.

Areas covered in the session:

• Current Mandatory Paid Sick Leave Laws in place.
• A review of pending legislation.
• A review of the different Mandatory Paid Sick Leave Requirements
• Examples of the Quandary of Compliance
• A comparison of PTO policies vs. Sick/Vacation
• Conducting a cost-benefit analysis for both plans
• Planning for change
• Communication the change
• Action Items for participants

Learning Objectives:

• Gaining an understanding of the various states and municipalities mandating paid sick leave
• Understanding the good points and not so good points about both types of paid leave
• Learning how to do a cost benefits analysis to determine the best time off program for your organization
• Learn what to look for when planning the change.
• Effectively communicating change that is critical to the success of the change of your program.
• Developing a plan of action to ensure all bases are covered.

Why Should you attend?

In a rapidly evolving legislative landscape, mandatory paid sick leave laws are taking center stage. Seventeen states, the District of Columbia, and various municipalities have enacted distinct laws, each with their own unique requirements and challenges.

Are you equipped to navigate these complexities?

From varying accrual rules to the looming risk of abuse, compliance has never been more challenging. This webinar is not just an opportunity; it's an essential resource.

Join us to unravel the tangled web of mandatory paid sick leave, explore the subtle differences between states, and gain actionable insights to transition between Sick/Vacation and PTO policies.

Multi-state employers will find invaluable guidance tailored to their needs, equipping them to avoid pitfalls and align with the law.

Don't let confusion reign; seize control of your compliance strategy by attending this crucial webinar, and fortify your organization against the unexpected twists and turns of mandatory paid sick leave legislation.

Who Should Attend?

• Business Owners
• HR Professionals
• Employers and Business Owners
• Legal Compliance Officers
• Labor Law Attorneys
• Payroll Managers
• Payroll administrators
• Federal Contractors and Municipal Contractors
• Union Representatives and Labor Organizers
• Employee Representatives