By Guest Blogger Mitchell Zucker of ConnectPay
Misunderstood FAQ’s we have heard about the new law. The following FAQ’s are from the MA Attorney General’s web site. Link provided below.
· Employee’s that perform the “majority” of their work (not necessarily 50% or more) in MA are eligible to receive sick time. i.e. An employee works 40% of his time in MA, 35% of his time in RI and 25% of his time in CT. He would be eligible for sick time pay because the majority of work time is in MA.
· Employee status such as full time, part time etc. does NOT determine if an employer is obligated to provide sick time nor does it determine if the employer is obligated to pay for sick time. All companies with eligible employees (see bullet above) that perform work in MA regardless of employee size or status are required to “provide” their MA employees with sick time.
· Employers are obligated to provide “PAID” sick time if the company has 11 or more employees. This count includes the total employee count for the company including all paid employees (full time, part time etc.) regardless of where they work or their status.
· Employers are required to post the new Sick Time Labor Law Poster (Attached) in a conspicuous location. ConnectPay is providing this poster as a courtesy to our clients.
· Employers are also required to post their own company specific policy in regards whether the company is obligated to provide PAID sick time or not, employee notice to employers requesting sick time, etc.
· Employers that have a sick time or paid time off policy in place prior to May 1, 2015 have a safe harbor period to make adjustments to their existing policy under certain conditions. See the attached AGO – Safe Harbor Notice document for details. The safe harbor ends January 1, 2016.
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