Seattle’s new law requiring paid sick and safe time leave is set to take effect September 1, and the Seattle Office for Civil Rights (SOCR) has published final rules defining some of the responsibilities of employers that have employees working in Seattle.
Read Seattle’s new sick and safe time rules
The law means that employees in Seattle will accrue paid time for use when an employee or family member needs to take time off from work because of illness or a critical safety issue, according to the SOCR website. The ordinance applies to employers with more than four full-time equivalent employees, and all employees are eligible for the benefit, including full-time, part-time, and temporary workers.
SOCR says employees can use their accrued paid sick and safe time to deal with their own illness, injury, or health condition; to take care of a family member (including domestic partners) with an illness, injury, or medical appointment; when their place of business has been closed by order of a public official for health reasons; and for reasons related to domestic violence, sexual assault, or stalking.
How time accrues is determined based on an employer’s number of employees.
Tier 1 employers are those with 4 to 49 employees. Those employees will accrue 1 hour of leave for every 40 hours worked, they can use 40 hours per calendar year, and they can carry over 40 hours of unused time per calendar year.
Tier 2 employers are those with 50 to 249 employees. Those employees will accrue 1 hour for every 40 hours worked, they can use up to 56 hours in a calendar year, and they can carry over 56 hours of unused time per calendar year.
Tier 3 employers are those with 250 or more employees. Those employees will accrue 1 hour for every 30 hours worked, they can use up to 72 hours in a calendar year, and they can carry over 72 hours of unused time per calendar year.
The law contains some exceptions. It doesn’t cover federal government employers, state government entities, counties, and local governments other than the city of Seattle.
Keep up with the latest developments in Washington state law with the Washington Employment Law Letter
This is a ridiculous law drawn up by people who don’t know anything about business or economics. It will destroy or drive out employers from Seattle-perhaps that is what the city council desires. This silly rule is the perfect example of government meddling and ineptitude ruining an economy at the same time it undermines individual rights. Seriously, what idiots thought this sort of shenanigans would be useful?
Interesting to see how government comes with new regulations; yet, it doesn’t apply to them. Wonder if they thought about the impact this law will have for employers.
I don’t understand the usage wording… you accrue 1 hour for every 40 weeks worked (ok that’s clear, you can earn 52 hours). Then youcan use up to 40 hours per calendar year… what about the other 12 hours – can you use them or not? Or does it just roll over and build up until what? is there a maximum you have in your bank? is it payable at termination… not enough information! We are a business new to Seattle and just now getting HR updates on the state of Washington…
Frances
don’t hold back please tell us how you really feel. 🙂
Would any of us want our children or grandchildren to have a job that did not provide for any sick leave or family leave? This law reflects a decision to protect and support the family. This law will attract smart, kind people to move to Seattle.