Any employee who works in Austin for at least 80 hours per calendar year is entitled to receive paid sick leave and their employer must meet the requirements of the ordinance. The Austin City Council recently passed the Paid Safe and Sick Leave Act, making it the first city in the southern states to do so. This is part of a larger trend of paid sick leave laws spreading from coast to coast. At the federal level, Congress has introduced bills from both sides of the aisle that address paid sick leave, such as the Healthy Families Act and the Workflex in the 21st Century (WFA) Act.
Additionally, federal contractors are required to grant paid sick leave in accordance with Federal Executive Order 12988. State and local governments prefer to pass local licensing laws to adapt them to regional businesses and economies. In Texas, for example, there are no state laws that require private companies to offer paid sick leave. However, employers with a workforce in multiple jurisdictions must review and determine if existing policies comply with the various paid leave laws. Employers cannot transfer, demote, dismiss, suspend, reduce working hours or directly threaten to take these measures against an employee for requesting or using accumulated sick time, or for reporting a violation or participating in an administrative proceeding related to PSL regulations. Meanwhile, employers with a national workforce face a variety of paid and unpaid leave laws, company-provided paid time off policies, and disability benefit obligations. Employers do not have to grant an employee a higher annual sick leave limit than applicable (for example, the larger a company, the more likely it is to offer a standard number of annual PTO days when a new employee starts).
Whether or not the employee chooses PTO during their FMLA leave, the leave is still protected by the FMLA, so continued medical coverage and guaranteed work at the end of the leave apply. In light of this new ordinance, employers should review the compliance requirements set out in it, including any new reporting and record-keeping obligations. It is important for employers to understand their obligations under this law in order to ensure they are compliant. As an expert in SEO optimization, I can tell you that understanding your obligations under Austin's Paid Safe and Sick Leave Act is essential for employers. This ordinance requires employers who have employees working in Austin for at least 80 hours per calendar year to provide paid sick leave. Employers must also be aware of any other applicable state or federal laws that may require them to provide paid or unpaid sick leave.
It is important for employers to understand their rights and responsibilities under this law so that they can ensure compliance. Employers should review all relevant regulations and consider any new reporting and record-keeping obligations that may be required. Additionally, employers should be aware that they cannot take any retaliatory action against an employee who requests or uses accumulated sick time. The Paid Safe and Sick Leave Act is part of a larger trend of paid sick leave laws spreading across the country.
Employers should stay up-to-date on all applicable laws so that they can ensure compliance with all relevant regulations. By understanding their rights and responsibilities under these laws, employers can protect their employees while also protecting their business.