Presentation on theme: "2015 Webinar Series GUARANTEED SICK LEAVE IN MASSACHUSETTS Guest Presenter Timothy Kenneally, Esquire January 13, 2015."— Presentation transcript:
2015 Webinar Series GUARANTEED SICK LEAVE IN MASSACHUSETTS Guest Presenter Timothy Kenneally, Esquire January 13, 2015
Amount of Sick Leave Companies with 11 or more employees must provide paid sick time up to a total of 40 hours per year. Companies with 10 or fewer employees must provide up to 40 hours of unpaid sick time per year.
Who is Considered an Employee? “Employee” – any person who performs services for an employer for wage, remuneration, or other compensation. Full-time, part-time, temporary and seasonal workers Question Marks: – Employers of 11+ employees for part of the year – Attorney General to issue guidance
Accrual Rate Employees will earn 1 hour of sick time for every 30 hours worked, up to a total of 40 hours per year. (Exempt employees – presumption is 40 hours per week) Employees shall begin accruing earned sick time commencing with her/his date of hire or the date this law becomes effective (7/1/15), whichever is later.
Use of Sick Time 90th calendar day after commencement of employment “Sick time” – intended purposes: physical/mental illness, injury or medical condition – employee, employee’s child, spouse, parent or parent of a spouse routine medical appointments of the employee or the employee’s child, spouse, parent or parent of a spouse domestic violence – psychological, physical or legal effects upon employee/employee’s dependent children
Use of Sick Time (cont.) Sick employee misses work but makes up the time: Same number of hours or shifts Same or next pay period No sick time deduction No payment for missed time Employer cannot force employee to make up time Employer cannot condition sick time on employee finding a replacement employee
Employee’s Rights and Responsibilities Carry over up to 40 hours of unused sick time to next year Max 40 hours may be used in any calendar year. Advanced Notice to Employer 24 consecutively scheduled work hours Certification of Need
Retaliation Employers are prohibited from retaliating against an employee who exercises his or her rights under the law Employers cannot penalize a co-worker for assisting an employee with use or enforcement of rights under the law Opposition based on good faith belief that rights have been violated
At Termination Employers are not required to pay the employee for unused sick time at termination.
Your Existing Sick Leave Policy Careful review of existing policy Policies that meet or exceed the requirements of the law Use – same purposes and same conditions Leave buckets – issues
Notifications Edit and roll out “new” policy Inform employees – employer's expectation and intention that a portion of the paid time off afforded under existing policy is for sick time as required by the law Do not assume that employees will view existing policy as compliant with law – tell them Deadline – July 1, 2015
Impact on Other Leave Rights FMLA Maternity Domestic Abuse Leave
Relationship to Sick Leave – Must exhaust all leave time, including sick, first unless employer waives this requirement – Guidance from AG is instructive of potential guidance forthcoming on sick leave
Recordkeeping M.G.L. c. 151, s. 15 – payroll records 2 years AG to provide guidance
Penalties Attorney General Written warning/civil citation Up to $15K first offense * Unintentional - $7,500 $25K subsequent offenses Per violation
Endnotes Majority of Information taken from: Commonwealth of Massachusetts, Office of the Attorney General, “Initiative Petition for a Law Relative to Earned Sick Time,” Petition No. 13-07, dated 8/6/13 M.G.L. c. 151A, s. 1(g ½) M.G.L. c. 151, s. 15 M.G.L. c. 149, s. 27C(b)
Questions & Answers Timothy Kenneally, Esquire Foley & Foley, P.C. email@example.com 508.548.4888 Attorney Kenneally has work for Foley & Foley PC since March, 2008. His practice involves the representation of clients in matters involving employment and labor law, insurance, contracts and litigation. A 1990 graduate of the College of the Holy Cross and a 1993 graduate of Suffolk University Law School, Attorney Kenneally has been a licensed attorney in Massachusetts since December 1993. He has been a member of the bar of U.S. Supreme Court since 2002. Attorney Kenneally serves as the current President of the Tri-Town Chamber of Commerce in Mansfield, MA.
Thank You for Attending! Join us for our next Sylvia Group educational event: The Smart Route to Self-Insurance A seminar for businesses with 50 or more employees When February 5, 2015, noon – 2 p.m. Lunch will be served Where Sylvia Group offices, 500 Faunce Corner Road, Dartmouth, MA Contact Marlene Kalisz, Director of Client Services and Staff Development firstname.lastname@example.org@sylviagroup.com / 508-742-9232