NYC Paid Sick Leave Law Now Includes Safe Leave- Notice Required by Monday

Due to an amendment made to the Earned Sick Time Act, covered employers[1] must provide their employees working in New York City for more than 80 hours in a calendar year with notice of the new “safe time” leave available to them under the revised law. Employers are required to provide notice of this change to their employees by Monday, June 4, 2018.

Background

Mayor de Blasio signed an amendment (Int. 1313-A) to the Earned Sick Time Act on November 6, 2017, allowing employees to use paid sick leave under “safe time.” Effective May 5, 2018, the revised law, the Earned Safe and Sick Time Act, requires employers to provide paid time off for hours taken in connection with family offense matters, such as sexual offenses, stalking, or human trafficking. The change does not require an employer to provide additional time off for safe leave, instead, the amendment requires employers to allow employees to use earned sick leave for safe leave purposes.

NOTICE REQUIREMENT

Employer Next Steps

New York City employers should review current paid sick leave policies to ensure alignment with the revised Earned Safe and Sick Time Act to include safe leave. Further, employers should disseminate the newest Notice of Employee Rights to employees by June 4, 2018.

For more information and FAQs on the New York City Earned Safe and Sick Time Act please visit: https://www1.nyc.gov/site/dca/about/paid-sick-leave-law.page

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[1] Covered employers under the Earned Safe and Sick Time Act include all private and nonprofit employers with 5 or more employees in New York City that work 80 or more hours per calendar year. The calendar year is a regular and consecutive 12-month period of time, predetermined by the employer.


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