Seattle Sick Leave Law: Your Ultimate Guide

What is the Seattle Sick Leave Law?

The Seattle Sick Leave Law, also known as the Paid Sick and Safe Time (PSST) Ordinance, was established on September 1st, 2012. This law mandates that all employers operating in Seattle provide their employees with paid leave to address health-related issues or to seek safety measures when facing domestic violence, sexual assault, or stalking.

Under the Seattle Sick Leave Law, employees are entitled to accrue sick and safe time at a specific rate based on the number of hours worked. These accrued hours can be used for various purposes, including seeking medical treatment, caring for oneself or a family member, and addressing issues related to domestic violence, sexual assault, or stalking.

Who is Covered by the Seattle Sick Leave Law?

The Seattle Sick Leave Law applies to all employers operating within the city of Seattle. Whether you are a small business owner or part of a large corporation, if your business operates in Seattle, you must comply with the requirements of this law. The law covers both full-time and part-time employees, regardless of the company’s size.

Employee Rights and Protections

Under the Seattle Sick Leave Law, employees have certain rights and protections. Here are some key aspects of the law that employees should be aware of:

Accrual and Carryover of Paid Sick and Safe Time

Employees accrue paid sick and safe time at the rate of one hour per every 40 hours worked. While the law sets a minimum standard, employers have the option to provide a more generous accrual rate if they choose to do so. Employees can carry over up to 40 hours of unused accrued sick and safe time into the next calendar year.

Usage of Paid Sick and Safe Time

Employees can use their accrued sick and safe time for a variety of reasons, including:

To care for their own physical or mental health needs, preventive medical care, diagnosis, treatment, or other healthcare needs.
To care for a family member’s physical or mental health needs, preventive medical care, diagnosis, treatment, or other healthcare needs.
To seek safety measures or take time off related to domestic violence, sexual assault, or stalking.

Documentation Requirements

Under the Seattle Sick Leave Law, employers cannot require employees to provide documentation or verification for the use of sick and safe time unless the employee has been absent for more than three consecutive days. In such cases, employers may request a doctor’s note or other acceptable documentation.

Retaliation Protection

Employees are protected from retaliation for using or requesting the use of sick and safe time. Employers cannot take adverse action or discriminate against employees who exercise their rights under the Seattle Sick Leave Law.

Employer Responsibilities

Employers have specific responsibilities when it comes to complying with the Seattle Sick Leave Law. Here are some key obligations that employers must fulfill:

Notice and Posting Requirements

Employers are required to inform employees about their rights and the provisions of the Seattle Sick Leave Law. This includes providing written notice or displaying posters in the workplace that explain the law’s requirements. The notice must be provided in the employee’s preferred language and must include information on how sick and safe time is accrued, how it can be used, and the prohibition on retaliation.

Record-Keeping

Employers must maintain accurate records of employees’ accrual and usage of sick and safe time. These records should include the hours worked, sick and safe time earned and used, and carryover of unused hours. Employers must retain these records for a minimum of three years.

Reporting

Employers are required to provide employees with a statement showing their available sick and safe time balance at least once every quarter or at the time of their request. This allows employees to keep track of their accrued hours and ensure they have the necessary time off when needed.

Enforcement and Penalties

The Seattle Sick Leave Law is enforced by the Office of Labor Standards (OLS). If an employee believes their employer has violated the law, they can file a complaint with the OLS within three years of the alleged violation. The OLS will investigate the complaint and take appropriate enforcement actions, which may include penalties, fines, and restitution for the affected employee.

Employers found to be in violation of the Seattle Sick Leave Law may be subject to penalties, ranging from monetary fines to mandatory compliance education. Repeat and willful violations may result in higher penalties and increased scrutiny by the OLS.

Conclusion

The Seattle Sick Leave Law, implemented in 2012, provides important protections and benefits for employees in the city. It ensures that employees have access to paid leave for medical care, caring for family members, and addressing issues related to domestic violence, sexual assault, or stalking. As an employer or employee in Seattle, it is crucial to understand and comply with the requirements of this law. By doing so, you can ensure a safe and healthy work environment while safeguarding the rights and well-being of all employees.

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Lora Turner

Lora Turner is an Experienced HR professional worked with the large organizations and holding 15 years of experience dealing with employee benefits. She holds expertise in simplifying the leave for the employee benefits. Contact us at: [email protected]