The Massachusetts Office of the Attorney General has published its long-awaited final regulations:
Among some of the key initial observations:
- Sick leave time can run concurrent with the use of FMLA;
- The smallest increment that an employee can use is indeed a one hour increment;
- Sick leave time reasons have been slightly clarified relative to travel considerations also being covered;
- Notice requirements have been slightly clarified to help avoid sick time being used as an excuse for being late to work;
- Documentation requirements have been expanded to allow for most three day documentation policy standards;
- Exceptions have been made to definition of "employee";
- Additional guidance has been added to address how the "hourly rate" is to be determined for paying out sick leave time;
Join Mark Adams, SPHR, SHRM-SCP on Wednesday June 24th from 12:00 pm - 1:30 pm for an informational webinar on this topic as he goes deeper into these regulations and how they impact your business!
Poster also available:
The poster called "Earned Sick Time Notice of Employee Rights" can be accessed via the link below:
The poster sets forth:
- who qualifies for sick time;
- when the time can be paid;
- how sick time can be earned;
- when it can be used;
- anti-retaliation protections; and
- notice and verification.
Employers should post this notice by July 1st to meet their notice obligations as well.
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