[author: Tracy Morley, XpertHR Legal Editor]
Effective September 1, 2012, employers operating within the city of Seattle are required to comply with Seattle's new paid sick and safe leave law.
The law applies to employers who have at least five full time equivalent employees (FTEs) and have at least one employee working in Seattle. All employees are eligible for this benefit including temporary, part time and full time employees, if they perform more than 240 hours of work in Seattle in a calendar year.
Paid sick and safe time (PSST) can be used when an employee or family member needs to take time off from work due to illness or a safety issue such as:
-
For an employee's personal illness, injury, health condition or preventive medical care.
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To care for a family member, including registered domestic partners.
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If the employee's place of business is closed (by order of a public health official) for health reasons, or to care for a child whose school or day care is closed for similar reasons.
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For reasons related to domestic violence, sexual assault or stalking.
Employees accrue PSST based on the size of the employer and the number of hours worked.
|
Number of FTEs |
Accrual Rate |
|
5 - 49
|
1 hour of leave for every 40 hours worked to a maximum of 40 hours
|
|
50 - 249
|
1 hour of leave for every 40 hours worked to a maximum of 56 hours
|
|
250 or more
|
1 hour of leave for every 30 hours worked to a maximum of 72 hours
|
PSST is accrued as one amount of time (versus separate sick leave and safety leave), and employees can choose to use the time for either sick leave or safe leave. Unused accrued time may be carried over to the following calendar year.
Seattle's paid sick and safe leave law requires employers to post a notice regarding employees' rights under the new law. The notice must be posted in a conspicuous place that is easily accessible to all employees. Additionally, employers are required to notify employees of their accrued and available PSST each time wages are paid. This information may appear on an employees' pay statement.
The Seattle Office of Civil Rights (SOCR) is responsible for enforcing the new law. Employees may file a complaint with SOCR and receive up to two years back pay in addition to other forms of relief.
Continue to check XpertHR for the latest news on this and other key HR compliance issues.
