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Residents, workers, and businesses from communities across Los Angeles are united in the Raise LA Coalition in an effort to ensure that the city’s largest and most profitable hotels support the communities in which they operate. Raise LA is advocating for City Council passage of a minimum wage for hotel workers. Establishing a minimum wage for workers in LA’s large hotels will directly address the problem of growing poverty in the city of Los Angeles and will stimulate our local economy by an estimated $71 million per year in increased local consumer spending and related economic activity. With the full recovery of the city’s lodging industry, hotels’ revenues at an all-time high, and the scheduled addition of thousands of new rooms to the city’s stock, there is an important opportunity today for LA’s large hotels to make necessary investments in improving workplace standards that will affect thousands of Angelenos working in one of the city’s largest low-wage sectors.
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 policy brief examines the effects of Denver's 2011 Initiative 300 which enables employees to acquire sick time hours depending on the size of their business and how many hours they work. This brief examines the experiences of San Francisco and Washington D.C. in implementing paid sick leave policies. The brief analyzes the issue from public health and economic perspectives. The brief concludes that the direct costs to businesses of a paid-sick-leave law are relatively small and are mitigated in whole or in part by indirect savings due to increased worker productivity and lower employee turnover. In addition, the brief finds that paid sick leave results in improved public health and reduced overall costs to the health care system.
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.
This ballot measure requires employers to provide employees with paid sick leave. After an individual has reached 90 days of employment, he or she earns one hour of paid sick leave for every 30 hours worked. An individual can earn up to nine paid sick days annually if he or she is employed at a business with ten or more employees. An individual can earn up to five sick days annually if he or she is employed at a business with fewer than ten employees. For more information about Initiative 300 read 'Costs and Benefits of Paid Sick Leave: Reviewing the Research,' which is in the ALICE library.
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 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 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 mandates that individuals who work for employers who employ ten (10) or more employees shall accrue compensated sick time. Individuals who work for employers who employ less than ten (10) employees shall accrue sick that need not be compensated. Employees shall accrue a minimum of one-hour of paid sick time for every 30 hours worked. Employers who employ ten or more employees for compensation are not required to provide more than 40 hours of paid sick time in a calendar year. Employees who are not entitled to paid sick time under this ordinance, shall accrue a minimum of one hour of unpaid sick time for every 30 hours work.
The ordinance requires covered entities to pay a living wage of $16.07; 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.