- Their own physical or mental illness, injury or medical condition.
- To obtain medical care, including preventive care.
- To care for, or help obtain medical care for, a child, parent, spouse or “any other individual related by blood or affinity whose close association with the employee is equivalent of a family relationship.
- Absences related to domestic violence, sexual assault, or stalking, including time needed to get counseling, relocation assistance or pursuing legal action.
So in one fell swoop we have a mini-FMLA, domestic partner, violence against women law all wrapped up in one neat little package that at this time stands a very good chance of passage, at least in the House. After all who is going to argue against this? President Obama has expressed his support for the bill.
Again I am not against sick time. But not all companies can afford this mandate. People have a choice of working or not working for an employer who does not offer sick time or benefits. If you are an employee who needs benefits find an employer who offers them. Rather than forcing employers to offer this I would prefer an incentive approach as opposed to a mandated approach. Reward employers for offering better benefit packages with tax incentives rather than forcing a mandate down everyone’s collective throats.
BTW, this will mean more work for the HR administrators, timekeepers, recordkeepers out there. This will have to be coordinated with all the existing laws and benefit coverages already in existance, such as FMLA. You will have to track this separately.
One last note. I believe this will also cover your part-time workers. The threshold is hours worked, not fulltime status. So as a part-timer works they will also accrue sick time.
Sign up for free HR Solutions updates via email