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This ordinance requires protected sick time for employees of businesses working in the City of Portland and authorizes the mayor to enter into a contract with Oregon State Bureau of Labor and Industries for enforcement.
This ordinance requires all employers to provide a minimum of one hour of paid sick leave for every 30 hours worked by an employee; provides that employers are not required to provide more than 72 hours of sick leave for an employee in a calendar year and employees of small businesses will not accrue more than 40 hours of paid sick leave in a calendar year, unless the employer selects a higher limit.
This ordinance requires all employers in the City of Chicago to offer employees the opportunity to earn and accumulate sick time. The ordinance requires employers to provide one hour of sick time for each 30 hours worked, with a cap of 40 accumulated hours for small employers and a cap of 72 hours for all other employers. The ordinance prohibits employers from requiring employees to find a replacement for themselves as a stipulation for using sick time. Employers are also prohibited from retaliating against employees for valid sick time usage. Employers are exempt from this requirement if there is a valid collective bargaining agreement in place or if they offer paid leave that can serve the same purpose as sick days. Employees may receive no reimbursement for sick days upon termination and must provide advanced notice of plans to use sick days to the employer when possible. The ordinance lists several civil penalties for violations of this ordinance.
This ordinance allows San Francisco-based employees to request flexible or predictable working arrangements to assist with care giving responsibilities, subject to the employer\'s right to deny a request based on business reasons; prohibits adverse employment actions based on caregiver status; prohibits retaliation against employees for exercising rights under the Ordinance; requires employers to inform employees of their rights and maintain records regarding compliance with the ordinance; authorizes enforcement by the Office of Labor Standards Enforcement; and authorizes waiver of the ordinance under a collective bargaining agreement.
This ordinance requires employers to provide a certain number of hours annually, depending on business size, to employees for sick leave to care for themselves or others, or for safe leave to address the after-effects of sexual assault.
This ordinance requires employers to provide a minimum of one hour sick time for every thirty hours worked, yet does not require employers to provide more than 40 hours of sick time for an employee in a calendar year. An employee may use paid sick time to take care of one\'s mental or physical illness(es), to care for a family member, or the closure of such employee\'s place of business by order of a public official due to a health emergency or such employee\'s need to care for a child whose school or childcare provider has been closed due to a public health emergency. The ordinance also allows an employer to require reasonable notice of an employee\'s need to use paid sick time. The ordinance also requires an employer to notify an employee at the commencement of their employment of written notice of the right to paid sick time.
This initiative requires that employees earn paid sick leave at the rate of 1 hour for every 30 hours worked; provides that new employees begin to earn sick leave after 3 months on the job; allows employees who work in businesses with fewer than 10 employees to accumulate up to 40 hours of paid sick leave; and allows employees who work in businesses with 10 or more employees to accumulate up to 72 hours of paid sick leave. This initiative passed and became law in 2007.
The ordinance requires covered entities to pay a living wage of $10.55; indexes the living wage to the Consumer Price Index; allows for certain credits toward a living wage for employers; requires the city to publish an annual bulletin on announcing the adjusted Living Wages and Maximum Benefits Expenditure Credit for the coming year; requires covered employers to permit covered employees at least 10 days per year of paid sick leave; requires covered employers to provide at least 12 days of paid leave per year in addition to sick leave; establishes accrual and implementation provisions; prohibits retaliation; provides for certain exemptions; provides for enforcement and penalties for violations; and allows for private actions for damages or injunctive relief.