A growing number of states, the District of Columbia and many municipalities require employers to provide paid sick leave, and federal contractors must offer it too. Contracts with a municipality may also require it in the fine print. This 90-minute webinar reviews mandatory paid sick leave laws and what they mean for your time-off policy.
Every law is different. Vermont requires paid sick leave after one year of service while others require it after 90 or 120 days, New York and Colorado require sick leave to be paid as it accrues, and many laws cover part-time or even on-call employees. Illinois and Minnesota passed laws effective January 1, 2024, and California raised its minimum from 24 to 40 hours a year.
The session compares PTO with sick and vacation plans and explains how to move from one to the other.
WHY SHOULD YOU ATTEND?
Many states require unused PTO to be paid out at termination but not unused sick leave, so combined PTO plans may now cost more than expected. Multi-state employers must also track differing rules for accrual, permitted uses and recordkeeping, and plan for abuse.
This session suits HR, payroll and benefits professionals, business managers and business owners deciding whether to keep, change or replace their PTO plan.
AREA COVERED
- Current mandatory paid sick leave laws
- Pending legislation
- Overview of mandatory paid leave regulations
- PTO policies vs sick and vacation policies
- A cost-benefit analysis of both plans
- Planning for change
- Communicating the change
- Action items for participants
LEARNING OBJECTIVES
- Identify the states and municipalities that mandate paid sick leave and how their rules differ
- Weigh the strengths and weaknesses of different types of paid leave
- Run a cost-benefit analysis of PTO and sick and vacation plans
- Plan a transition between PTO and sick and vacation policies
- Communicate the change effectively to employees
- Build an action plan that covers all the bases
WHO WILL BENEFIT?
- Human Resources Professionals
- Payroll administrators
- Benefits Professionals
- Business Managers
- Business Owners
Many states require unused PTO to be paid out at termination but not unused sick leave, so combined PTO plans may now cost more than expected. Multi-state employers must also track differing rules for accrual, permitted uses and recordkeeping, and plan for abuse.
This session suits HR, payroll and benefits professionals, business managers and business owners deciding whether to keep, change or replace their PTO plan.
- Current mandatory paid sick leave laws
- Pending legislation
- Overview of mandatory paid leave regulations
- PTO policies vs sick and vacation policies
- A cost-benefit analysis of both plans
- Planning for change
- Communicating the change
- Action items for participants
- Identify the states and municipalities that mandate paid sick leave and how their rules differ
- Weigh the strengths and weaknesses of different types of paid leave
- Run a cost-benefit analysis of PTO and sick and vacation plans
- Plan a transition between PTO and sick and vacation policies
- Communicate the change effectively to employees
- Build an action plan that covers all the bases
- Human Resources Professionals
- Payroll administrators
- Benefits Professionals
- Business Managers
- Business Owners