While you were enjoying your Labor Day, President Obama signed an Executive Order that will require all federal contractors to provide employees a minimum of seven paid sick days annually.
The annual paid sick leave will be included “to the extent permitted by law” in all federal contracts entered into after Jan. 1, 2017.
Sick time will be earned at not less than one hour for every 30 hours worked, and the total accrual may not be limited to less than 56 hours. Employees will be able to use sick time for absences resulting from:
• Their own physical or mental illness, injury or medical condition
• For obtaining diagnosis, care or preventive care
• Caring for a child, parent, spouse, domestic partner or any other individual related by blood or affinity who close association is equivalent of a family relationship
Paid sick time will need to be requested at least seven days in advance if the need is foreseeable, or as soon as practicable if not.
Paid sick time will carry over from year to year. However, unused time will not have to paid-out upon termination, but it will need to be reinstated if the employee is rehired within 12 months of termination.
Regulations will be drafted to further explain the requirements.
Add a comment
Topics
- Employment Liability
- Employment Discrimination
- Employment Agreement
- At Will Employment
- Labor Law
- Human Resources
- Equal Employment Opportunity Commission (EEOC)
- Department of Labor (DOL)
- Wage & Hour
- Fair Labor Standards Act (FLSA)
- Minimum Wage
- Family Medical Leave Act (FMLA)
- National Labor Relations Act
- COVID-19
- Noncompete Agreements
- Americans With Disabilities Act (ADA)
- National Labor Relations Board
- Coronavirus
- National Labor Relations Board (NLRB)
- Earned Sick Time
- Civil Rights
- Contract Employees
- Regulatory Law
- Whistleblower Protection Act
- Title VII
- Tax Law
- OSHA Issues
- Paid Medical Leave Act (PMLA)
- Retaliation
- Sick Leave
- Workplace Harassment
- Federal Trade Commission
- Unemployment Benefits
- Contracts
- Transgender Issues
- Civil Litigation
- Settlements
- Hostile Work Environment
- Business Risk Management
- Accommodations
- First Amendment
- ERISA
- Workers' Compensation
- Public Education
- Cannabis
- Department of Justice
- LGBTQ
- Class Actions
- Medicare Issues
- Sexual Harassment
- Garnishments
- Social Media
- Retail Liability
- RICO
- Emergency Information
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Department of Education (DOE)
- Title IX
- Medical Marijuana
- Right to Work
- Health Insurance Portability and Accountability Act (HIPAA)
- Diversity
- Union Organizing & Relations
Recent Updates
- Is Your Business Ready for Pay Transparency Laws?
- Supreme Court Resolves Circuit Split in Reverse Discrimination Cases
- Michigan Legislature Avoids Chaos by Amending Earned Sick Time Act Just Prior to Deadline
- Implementing the Pregnant Workers Fairness Act: Key Insights for Employers
- Federal Court Throws out DOL’s Attempt to Rewrite White Collar Overtime Rules
- Civil Rights Litigation Filed by Christian Employers Gets New Life Following Federal Appellate Court Ruling
- Michigan Supreme Court Clarifies Minimum Wage Decision
- Judge Strikes Down Federal Ban on Non-compete Agreements
- Michigan Employers Can Legally Resist Union Organizing Efforts
- Michigan Supreme Court Decision Reinstates Previous Versions of Wage Laws