Although a lot of attention has been placed on the wave of increasing minimum wage laws, there is another labor law movement that is gaining steam: the quest for mandatory sick leave. Massachusetts and California recently became the second and third states, after Connecticut, to pass a law mandating paid sick leave for most employers. Now that more states guarantee paid sick leave, the question should be raised as to whether this recent movement is indicative of a trend towards an increase in sick leave policy, and how this trend will affect labor law compliance.
The mandatory sick leave movement is not only occurring at the state level, but at the local level as well. Currently, there are thirteen cities, including San Francisco and Seattle, which have passed legislation guaranteeing most workers sick leave. In addition, there are several cities that are currently considering the implementation of sick leave laws. In some instances, like in the state of New Jersey, local laws are being passed to send a message to state legislators that their constituents are interested in increased sick leave protection. New Jersey currently has eight cities, including Newark and Jersey City, with approved paid sick leave laws. With this type of grassroots movement spreading in support of paid sick leave policy, it would seem that that there may be more action at the state level to respond to increased interest.
With this growing momentum towards mandatory sick leave, it becomes essential to focus on the implications of these laws on labor law compliance. For the laws that have already taken effect, there are often requirements that can depend on the size of the company or how many hours a given employee works. For example, Jersey City mandates at least five paid sick days for companies employing more than ten workers, and up to five unpaid days for companies employing less than ten. With each city that passes an ordinance creating separate sick leave laws with different requirements, it is not only tricky to know how the law affects each business, but whether or not there is also a mandatory labor law poster that comes with the ordinance.
Attempting to discover if a state or city has a poster requirement for a new labor law can be quite challenging. Not only can the wording in the ordinance be confusing, but there can also be conflicting information posted on the internet. Currently, New York City’s paid sick leave law includes a requirement that a handout be physically given to each employee, but it is not required that a poster be hung up. Similarly, Seattle’s Paid Sick and Safe Time law states that a poster is recommended, but is not required. Although these ordinances specify that posters do not need to be put up, there are several companies that still claim that a labor law poster is required. How, with all of these confusing laws and the misinformation on the web, can someone discover which laws actually have a mandatory compliance poster?
The simplest and safest solution to these labor law compliance issues is to work with a reliable poster compliance company that you can trust. Poster Compliance Center has maintained a stellar reputation over the past 20 years for providing accurate information and customer service that goes above and beyond. The research team tracks each labor law trend to make sure that they are ahead of the compliance curve for their customers. Once a law is established, they then comb through every detail of an ordinance to be certain as to whether or not a poster is required, and who must post the notice. With this level of support, there is no need to be confused by all of the recent labor law trends. Poster Compliance Center offers compliance products to suit any and all of your needs, and they stay on top of laws and movements in order to keep you informed and protected.
Seeing a labor law trend in your area that you are wondering about? Share it with us in the comments section!