Another New Jersey city requires paid sick time

January 05, 2017 0 COMMENTS

by Michael H. Dell

Morristown has joined the list of New Jersey cities that require employers to provide paid sick time to employees. Employers in Morristown have until January 11 to come into compliance with the city’s paid sick time ordinance, which was passed in September.

Under the ordinance, employers with 10 or more employees in Morristown must provide up to 40 hours of paid sick time, while employers with nine or fewer employees in the city must provide up to 25 hours of paid sick time. In determining the number of employees it has, an employer must count full-time, part-time, and temporary employees.

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Minneapolis employers must prepare for new paid sick leave law

May 31, 2016 0 COMMENTS

by Dennis Merley

In a unanimous vote, the Minneapolis City Council has passed a paid sick and safe leave ordinance that is scheduled to take effect on July 1, 2017.

The ordinance covers all employers with one or more employees, but employers with fewer than six employees must provide only unpaid sick and safe leave.

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Elizabeth is latest New Jersey city to require paid sick leave

February 25, 2016 1 COMMENTS

by James M. Leva

Elizabeth will be the 10th New Jersey municipality to require employers to provide paid sick leave when a new law takes effect on March 2.

Elizabeth’s law largely mirrors laws passed in Bloomfield, East Orange, Irvington, Jersey City, Montclair, Newark, Passaic, Paterson, and Trenton.

The Elizabeth law applies to all private employers regardless of size, but the amount of paid sick leave employees are eligible to take varies based on the employer’s total number of employees.

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Houston Equal Rights Ordinance to take effect

June 23, 2014 0 COMMENTS

by Michael P. Maslanka

Houston employers need to be ready for the Houston Equal Rights Ordinance (HERO), which will take effect June 27. The new law adds to the protected classes already covered under federal and state law. Here’s a look at the major aspects of the law.

Covered employers. During the first year, companies with 50 or more employees will be covered. On the first anniversary of the ordinance’s effective date, that number drops to 25. On the second anniversary, it drops to 15.

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Newark paid sick leave law to take effect May 29

May 08, 2014 0 COMMENTS

by Joseph C. Nuzzo, Jr.

Most employees in Newark, New Jersey, will begin earning paid sick leave time on May 29.

The new ordinance, which was passed in January, allows employees in the city to earn up to 40 hours of paid sick leave each year. The ordinance doesn’t apply to public employees or employees who are members of construction unions.

Employers with 10 or more workers will have to allow up to 40 hours of paid sick time per year. Employers with fewer than 10 employees will be required to give employees up to 24 hours of paid sick time per year. Childcare workers, home healthcare workers, and food service workers will be eligible for 40 hours of paid sick leave per year regardless of their employer’s size.

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San Francisco employers soon must consider flexible work requests

December 10, 2013 0 COMMENTS

by Cathleen S. Yonahara

San Francisco’s new Family Friendly Workplace Ordinance takes effect January 1, 2014, meaning covered private employers in the city must consider employees’ requests for flexible or predictable working arrangements to assist with their caregiving responsibilities.

Employers that directly or indirectly employ at least 20 employees are covered. When calculating the number of workers they employ, employers must include employees hired through temporary services or staffing agencies. The ordinance applies to any employee who works within the geographic boundaries of San Francisco, has been employed by a covered employer for at least six months, and regularly works at least eight hours per week.

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New Tennessee law prohibits local mandates on pay, benefits

April 15, 2013 1 COMMENTS

by Kara Shea

On April 11, Tennessee Governor Bill Haslam signed into law a bill prohibiting local governments from mandating health insurance benefits, leave policies, hourly wage standards, or prevailing wage standards that deviate from existing requirements of state and federal law as a condition of doing business with or within the jurisdiction of the local government.

The new law means that cities and towns in Tennessee may not establish prevailing wages higher than the federal minimum wage and/or state or federal prevailing wages. Any such local laws already on the books (e.g., the living wage ordinances enacted by Memphis and Shelby County a few years ago) are no longer enforceable.

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