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.
- Senior Attorney
An attorney in the firm’s Detroit office, Claudia D. Orr exclusively represents and advises employers and management in employment and labor law matters.
Ms. Orr's clients include Fortune 500 companies, local governments ...
Add a comment
SubscribeRSS Plunkett Cooney LinkedIn Page Plunkett Cooney Twitter Page Plunkett Cooney Facebook Page
- Employment Liability
- Wage & Hour
- Department of Labor (DOL)
- Family Medical Leave Act (FMLA)
- Labor Law
- Fair Labor Standards Act (FLSA)
- National Labor Relations Act
- Equal Employment Opportunity Commission (EEOC)
- Minimum Wage
- Human Resources
- Employment Discrimination
- Business Risk Management
- Title VII
- Americans With Disabilities Act (ADA)
- Sick Leave
- Employment Agreement
- Paid Medical Leave Act (PMLA)
- National Labor Relations Board
- Transgender Issues
- Whistleblower Protection Act
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Class Actions
- Workplace Harassment
- Hostile Work Environment
- Department of Education (DOE)
- Title IX
- Tax Law
- Medical Marijuana
- Right to Work
- Health Insurance Portability and Accountability Act (HIPAA)
- Union Organizing & Relations
- Coordinating Employee Leaves of Absence
- Department of Labor Publishes Final 'Joint Employer' Regulation
- Practical Advice for Creating Effective Managers
- Non-Discretionary Bonuses Affect Overtime Pay, Other Wage Issues
- Michigan Supreme Court Decides not to Issue Advisory Opinion on Constitutionality of the PMLA
- Employers Should act Despite Supreme Court ‘Adopt and Amend’ Cliff Hanger
- Appellate Court Scores Employee’s FMLA Abuse Claim as Below Par
- What Should Michigan Employers do now That Recreational Marijuana Is Legal?
- Lessons Learned – Part Three – The Oral Contract
- Lessons Learned – Part Two – Punitive Damages