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California increased the paid sick leave bar on 1/1/24, requiring employers to provide 40 hours (5 days) per year. Our FAQ guide can help clarify accrual methods and impact on your part-time workers. Check out the details! #sickleave

Paid sick leave will be expanded over three years, with Connecticut small businesses facing higher operating costs beginning Jan. 1, 2025. Employers with 25 or more employees must comply with the mandate from that date, followed by Jan. 1, 2026 for those with 11 or more employees, and Jan. 1, 2027 for firms with one or more employees. Companies that already offer at least 40 hours of annual PTO in the form of vacation, personal time, or other leave are considered to be in compliance and not required to offer additional leave. #connecticut #smallbusiness #workplacemandates #employmentlaw #HR

Starting January 1, 2024, employees paid, job-protected sick leave hours will increase to 5 days or 40 hours, whichever is greater. Employers should update employee handbooks to reflect this entitlement, including the processes for employees to take their protected, paid leave. Employers must also consider whether the lump sum or accrual method is the most cost-effective and compliant for their businesses. Private employers in California with more than five employees will also need to provide up to five protected days (unpaid) leave within three months of a reproductive loss. The law comes into effect on January 1, 2024. So, employers should update employee handbooks to reflect this entitlement, including the processes for employees to take their protected leave. If your company needs advice about any of these changes, reach out. Our employment attorneys would love to help.

Have you checked out our list of state legislative updates from our most recent December HR newsletter? Chicago Paid Leave Changes Delayed Until Jul 1, 2024 – The Chicago City Council has voted to delay a new law that will expand the city’s paid leave mandate to 40 hours of paid leave (PL) plus 40 hours of paid sick leave (PSL). The implementation has been delayed to July 1, 2024. Until the new law is effective in July, Chicago employees will continue to earn one hour of paid sick leave, not paid time off, for every 40 hours they work (or at least five days per year). Read the full article on our blog, along with our legal update PDFs: https://lnkd.in/geVKWeuR Questions? We're here to help: hr@employco.com #hrnewsletter #statelegislativeupdates #chicagopaidleave #paidleavechanges #workplacepolicy #employeebenefits #hrcompliance #hrinsights

OVERVIEW OF CHICAGO'S PAID LEAVE AND PAID SICK AND SAFE LEAVE ORDINANCE WEBINAR Thursday, 12/14/2023 at 9:30AM Presented by Miguel Campos, Assistant Director, Office of Labor Standards Chicago Department of Business Affairs and Consumer Protection is hosting a webinar on the new Paid Leave and Paid Sick and Safe Leave Ordinance that will go into effect on 01/01/2024. On November 9, 2023, the Chicago City Council passed the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance. The Ordinance guarantees up to five days of paid time off and five days of paid sick leave for all of Chicago’s workers. Employers and workers are encouraged to join this webinar for an overview of the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, topics discussed will include eligibility, accrual rates, potential payouts, carryover, employee usage, and employer paid time off policies. In addition, there will be a Q&A session at the end. Learn more and register for the webinar here: https://lnkd.in/g29w83if

Have you checked out our list of state legislative updates from our most recent December HR newsletter? Chicago Paid Leave Changes Delayed Until Jul 1, 2024 – The Chicago City Council has voted to delay a new law that will expand the city’s paid leave mandate to 40 hours of paid leave (PL) plus 40 hours of paid sick leave (PSL). The implementation has been delayed to July 1, 2024. Until the new law is effective in July, Chicago employees will continue to earn one hour of paid sick leave, not paid time off, for every 40 hours they work (or at least five days per year). Read the full article on our blog, along with our legal update PDFs: https://ow.ly/bzXY30szcee Questions? We're here to help: hr@employco.com #hrnewsletter #statelegislativeupdates #chicagopaidleave #paidleavechanges #workplacepolicy #employeebenefits #hrcompliance #hrinsights

🚨 NEW CHICAGO PAID LEAVE ORDINANCE TAKES EFFECT SOON 🚨 On 11/9/2023 Chicago passed a new Paid Leave and Paid Sick Leave Ordinance that takes effect on December 31, 2023. Under the new ordinance, every 12-month accrual period, Covered Employees will be able to accrue: - 40 hours of Paid Sick Leave - 40 hours of Paid Leave usable for any purpose This ordinance applies to ALL EMPLOYERS with employees in Illinois. Employer Next Steps: - Assess current paid time off and sick leave policies to determine compliance with the new ordinance - Determine if any hours accrued need to be carried over - Review and update any postings and pay stub notification requirements - Update handbooks as necessary; and - Train staff regarding new requirements and updated policies For a copy of the Chicago Paid Sick Leave and Paid Time Off Ordinance, please DM me and I will shoot it over! #PTO #PaidSickLeave #EmployeeHandbook

🌟 Chicago has finalized the rules for its new Paid General Leave and Paid Sick Leave Ordinance, effective August 1, 2024. 🗓️ This new ordinance requires employers to provide covered employees with up to 40 hours of paid leave that can be used for any purpose, along with up to 40 hours of paid sick leave for health-related needs. 💼✨ With a total entitlement of up to 80 hours of paid time off per 12-month period, the new Ordinance is one of the most generous paid time off laws in the country and will likely require policy changes for all Chicago employers. https://bit.ly/45qnvsg #Chicago #PaidLeave #SickLeave #EmploymentLaw #HRUpdates #WorkLifeBalance #EmployeeWellbeing #HRCompliance #PolicyUpdate #TotalRewards SHRM Littler

Time is ticking away! Starting January 1, 2024, Illinois is bringing in a game-changer for employers. Illinois will mandate all employers to provide a minimum of 40 hours of paid time off per year to every employee.     From earned vacation days to sick leave – every moment counts! Employers must keep a record of an employee's time for up to 3 years and for non-compliance, penalties could result in up to $2,500 per filed complaint.     How are you keeping track of your employees' accrued time off?     Schedule a consultation with us now, and we'll gladly assess your existing plan to help you ensure compliance and stay on track.  #IllinoisEmployers #ComplianceMatters #TimeOffChanges #StayAheadOfTheGame https://lnkd.in/g5NE6cDt  HireLevel.

On December 31, 2023, the City of Chicago’s Paid Leave and Paid Sick and Safe Leave Ordinance goes into effect. The Ordinance applies to almost all employers in the city, mandating up to 80 hours of paid time off per year for employees, with detailed regulations on notice, tracking, and carry-over requirements. In this alert, NGE Labor & Employment partner, Sonya Rosenberg discusses the challenges employers face in managing leave, tracking accruals, handling termination payouts, and altering existing PTO policies to align with the new Ordinance's stringent guidelines. Delve into the details of the new ordinance here: https://lnkd.in/gHQVk9y8