Arizona voters will decide minimum wage, recreational marijuana proposals

August 22, 2016 0 COMMENTS

by Dinita L. James
Gonzalez Law, LLC

On August 18 and 19, two Maricopa County Superior Court judges cleared the way for two voter initiatives with significant implications for Arizona employers to appear on the November ballot. One would raise the statewide minimum hourly wage to $10 on January 1, 2017, and the other would make recreational marijuana legal for people 21 and older and establish a regulatory system like Colorado’s.

Opponents of both measures challenged the petition procedure through which hundreds of thousands of Arizona citizens had endorsed putting the proposed laws to a vote. The dismissal of both lawsuits on August 19 likely means voters will get their say on whether the two provisions will become law.

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Massachusetts final sick leave regulations make substantial changes

June 27, 2015 0 COMMENTS

by Susan G. Fentin

Massachusetts Attorney General (AG) Maura Healey recently issued final regulations for the state’s new earned sick time law that aren’t quite what employers were expecting. As a result, employers are scrambling to update their sick time policies before the July 1 compliance deadline.

Language in a “model notice” that the AG posted earlier in June turned out to be misleading in two significant ways: read more…

‘Safe harbor’ available for Massachusetts paid sick time law

May 22, 2015 0 COMMENTS

The Massachusetts attorney general has announced a “safe harbor” provision that may provide relief to at least some employers covered by the state’s new earned sick time law.

The law, which voters approved in the November 4, 2014, election, takes effect on July 1, but the safe harbor gives some employers until January 1, 2016, to come into full compliance.

Under the new law, employers with at least 11 employees must allow their workers to accrue paid sick leave at the rate of one hour for every 30 hours worked, for a maximum of 40 hours a year. Employers with fewer than 11 employees must allow them to accrue and use up to 40 hours of unpaid sick time per year.

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New York City paid sick leave law begins April 1

March 11, 2014 0 COMMENTS

by New York Employment Law Letter

New York City employers need to be ready for the city’s new Earned Sick Time Act by the April 1 effective date.

Beginning April 1, the law, passed last summer over the veto of then-Mayor Michael Bloomberg, requires private-sector employers with 20 or more employees in New York City to offer at least 40 hours of annual paid sick leave to each employee. Employers with fewer than 20 employees in the city will be required to offer at least 40 hours of unpaid sick leave to each employee per year.

As of October 1, 2015, private-sector employers with 15 or more employees will have to offer at least 40 hours of annual paid sick leave to each employee, and private-sector employers with fewer than 15 employees will be required to offer at least 40 hours of unpaid sick leave to each employee per year.

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California Employers Required to Provide Paid Organ, Marrow Donor Leave

January 05, 2011 1 COMMENTS

As of Saturday, January 1, 2011, private employers with 15 or more employees in California are required to provide paid leaves of absence for organ and bone marrow donations. The law, Public Chapter 646, is similar to a leave provision already in place for public employees and ensures up to 30 days of paid leave in a one-year period for organ donation. (The law provides five days of leave in a one-year period for marrow donation.)

To take the leave, the employee must provide written verification that she is an organ or bone marrow donor and that there is a medical necessity for the donation. Retaliation against those who take the leave is prohibited, and the leave may not be treated as a break in continuous service for the purpose of seniority, salary adjustments, and so on.

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