Last week, Massachusetts Attorney General Maura Healey announced a "safe harbor" deferral for certain employers facing the new Massachusetts Sick Time Law. The employers eligible for the deferral are those who already have a in place a PTO policy that provides for at least 30 hours of paid time off including sick time. Such employees may keep in place their current PTO policy and do not have to make any changes required under the new Law until January 1, 2016. All other employers must make the requisite changes mandated by the new Law PRONTO - they must be in effect in just a little over one month from now - by July 1, 2015.
Specifically, the AG's announcement said “For the period July 1 to Dec. 31, 2015, any employer with a paid time off policy in existence as of May 1, 2015, providing to employees the right to use at least 30 hours of paid time off during the calendar year 2015 shall be in compliance with the law with respect to those employees and to any other employees to whom the use of at least 30 hours of paid time off under the same conditions are extended. To remain in compliance, any paid time off, including sick time, used by an employee from July 1 to Dec. 31, 2015, must be job protected leave subject to the law’s non-retaliation and non-interference provisions. In all other respects, during this transition period, the employer may continue to administer paid time off under policies in place as of May 1, 2015. On or before Jan. 1, 2016, all employers operating under this safe harbor provision must adjust their paid time off policy to conform with the earned sick time law.”
If you have any questions about this safe harbor or any other aspects of the new Massachusetts Sick Time Law, please don't hesitate to call me at 617-872-8648.
Specifically, the AG's announcement said “For the period July 1 to Dec. 31, 2015, any employer with a paid time off policy in existence as of May 1, 2015, providing to employees the right to use at least 30 hours of paid time off during the calendar year 2015 shall be in compliance with the law with respect to those employees and to any other employees to whom the use of at least 30 hours of paid time off under the same conditions are extended. To remain in compliance, any paid time off, including sick time, used by an employee from July 1 to Dec. 31, 2015, must be job protected leave subject to the law’s non-retaliation and non-interference provisions. In all other respects, during this transition period, the employer may continue to administer paid time off under policies in place as of May 1, 2015. On or before Jan. 1, 2016, all employers operating under this safe harbor provision must adjust their paid time off policy to conform with the earned sick time law.”
If you have any questions about this safe harbor or any other aspects of the new Massachusetts Sick Time Law, please don't hesitate to call me at 617-872-8648.