There are many pending employment-related legislative initiatives, at both the federal and state level. This is a time for you to be informed about these potential changes and communicate with your legislators. Here are just a few FYI:
Federal: Representative Rosa DeLauro (D-CT) introduced the Healthy Families Act, HR 2460, which would apply to organizations having at least 15 employees. Some of the provisions include:
(1) Domestic Violence: Provisions that would allow victims of domestic violence to use leave provided under the bill for needs related to domestic violence (such as court appearances, counseling, etc.);
(2) Accrual: Proposes an accrual system where workers earn one hour of leave for every 30 hours worked, up to a maximum of 56 hours (7 days) as opposed to the versions from last Congress that would have granted full-time workers 7 paid sick days and part-time workers a pro-rata share of 7 days;
(3) Lock-In Provision: HR 2640 does not appear to contain the "lock-in" provision that would prohibit employers from making modifications to their leave benefits upon enactment that were part of the proposals from the 110th Congress;
(4) Enforcement: Provides for enforcement of its provisions by the US Department of Labor (DOL);
(5) Effective Date: Would be effective 6 months after the DOL issues regulations; and
(6) Cash Out: The bill specifically states that employees are not entitled to "reimbursement" for unused paid sick leave upon separation from the employer.
This information was prepared by John Cole of Ogletree, Deakins, Nash, Smoak, and Stewart, PC and provided by NCSHRM.
North Carolina:
HB 177: Healthy Families and Healthy Workplace Act - would require every to allow employees to accrue up to seven days of paid sick leave per year to care for themselves, the care of their child, parent, or spouse for illness, domestic violence, stalking, or sexual assault. Employers with ten or fewer employees must provide four days; larger employers must provide seven days.
HB 1169: NC WARN (Worker Adjustment and Retraining Notice) - would require that an employer give 90 days notice for layoffs or facility closures impacting 50 or more employees.
This information was provided by SHRM via NCSHRM.
