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Proposed regs implement paid sick leave

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in Office Management,Payroll Management

If you’re a government contractor that pays the higher minimum wage to nonexempt employees who work on federal contracts, proposed regulations would also have you on the hook to provide seven days of paid sick leave to the same nonexempt employees, and to your exempt employees, too. According to these proposed regs:
  • You would have to grant leave for employees’ own illnesses, as well as for family care, absences related to domestic violence, sexual stalking or sexual assault
  • Employees would accrue one hour of paid leave for every 30 hours they work on or in connection with federal contracts; accruals would be calculated at the end of each week. Alternatively, you could front load 56 hours of leave at the beginning of an accrual year. Employees must be notified monthly of their accruals
  • Unused, accrued leave may be carried over into the next year, but you could limit the amount of paid leave employees have accrued to 56 hours at any point in time
  • You wouldn’t have to cash out a terminating employee’s unused, accrued leave, but you would have to reinstate leave if an employee is rehired within 12 months
  • Employees would be required to give at least seven calendar days’ notice, if the need for leave is foreseeable, or as soon as practicable, if the need wasn’t foreseeable
  • If employees are out for at least three consecutive days, you could require them to present certification of their need for leave. (81 F.R. 9591, 2-25-16)

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