Policy Updates

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UPDATE: Oregon Sick Time

We have updated the policy to include two new public health emergencies that are covered under the Oregon sick leave law. Under a new rule, which made permanent a temporary rule issued last year, employers must provide sick leave to employees who need time off because of an emergency evacuation order by a public official or a determination by a public official of dangerous air quality index or fire index levels. The rule was issued March 21, 2022 and took effect April 1, 2022.

We also updated the grant option to provide 40 hours at the time of hire and to remove the prorated share of sick time for new employees. Employers may prorate the time for new hires, but then they should track the accrual for the remainder of the year, which makes the grant option harder to administer.

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UPDATE: New York: Reproductive Health Decision Making Discrimination

We have updated the advisory notes (Explain this to me) to reflect the recent New York district court decision in CompassCare v. Cuomo. The decision permanently enjoins the New York state requirement that employers include information in their employee handbooks regarding the state law prohibiting employers from discriminating based on the employee’s or a dependent’s reproductive health decision making. The notes now indicate that the employee handbook policy is not currently required by law but because New York may appeal the decision, some users may wish to maintain the policy.  The policy language has not changed.

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UPDATE: New York: HERO Act Infectious Disease Exposure Prevention Plan Addendum

The advisory notes (Explain this to me) and the Addendum have been updated to reflect the New York State Commissioner of Health announcement that effective March 17, 2022, the designation of COVID-19 as an airborne infectious disease that presents a serious risk of harm to the public health under the HERO Act has ended. Employers are no longer required to implement their infectious disease exposure prevention plans (IDEPPs) but they still must include the IDEPP in their employee handbooks.

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UPDATE: New York City: Safe and Sick Leave (Includes The New York Paid Sick Leave Law)

The logic for this policy regarding the number of hours of sick leave employers must provide has been updated to reflect recent changes to New York City’s sick leave regulations. The regulations indicate that employers must count their total number of employees nationwide (not just employees in New York City and New York) to determine the appropriate number of hours of sick leave that must be provided. We apologize that this logic was not changed when we updated the policy in January 2022.

Please review the Questionnaire section, Number of Employees, to ensure your total number of employees and New York City employees are entered correctly to generate the required number of sick leave hours. If your organization has 100 or more employees total/nationally and at least one (1) employee in New York City, the policy will include 56 hours of paid sick leave. If your organization has 99 or fewer employees total/nationally and at least one (1) employee in New York City, the policy will include 40 hours of paid sick leave.

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UPDATE: Pennsylvania: Philadelphia Paid Sick Time

We have updated the advisory notes (Explain this to me) and the policy to include a grant/front-load option for the paid sick time and also have added language to the policy alerting employees that the employer will assume that employees want to use their paid sick time for absences covered under the policy. The policy includes two new questions in the Questionnaire to allow users to choose either the accrual or the grant option for their policy.

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UPDATE:Rhode Island: Paid Temporary Caregiver Insurance Benefits and Leave

We have updated the advisory notes (Explain this to me) and policy to reflect the increase in weeks available to employees for leave under this policy. Effective January 1, 2022, employees may take up to five (5) weeks of job-protected leave (increased from four (4) weeks of leave). The leave amount will increase to six (6) weeks effective January 1, 2023.

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UPDATE: New York Lactation Breaks

We have updated the advisory notes (Explain this to me) to provide a summary of New York’s lactation breaks requirements. In addition, we have updated the policy to include a management contact for employees to consult if they have questions regarding the policy.

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UPDATE: Oregon Lactation Breaks

We have updated the policy to include a management contact for employees to consult if they have questions regarding the policy.

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UPDATE: Illinois Lactation Breaks

We have updated the policy to include a management contact for employees to consult if they have questions regarding the policy.

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UPDATE: Washington: Paid Family and Medical Leave

We have updated the advisory notes (Explain this to me) to remove information about the Washington Cares Fund contributions for long-term care benefits. Employers were initially required to begin withholding for the benefits from employee pay on January 1, 2022, but on January 27, 2022, the state delayed the withholding until July 2023.

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