LABOR LAW NEWS
3 Common Misconceptions About Paid Leave
By Kelsey Basten
Published on January 11, 2018
Paid leave is on top of everyone’s minds these days, but not everyone has their facts straight. Check out the top three common misconceptions about paid leave here:
1. A one-size-fits-all approach will ensure your company locations are compliant.
As you know, there has been an increase in paid leave bills at the state level. In fact, 150 state bills were introduced and eight laws enacted last year. And, at the local level, 18 bills were introduced and one law enacted.
You may feel like you have a grip on the details, but there is one thing you may not have noticed …
Very few of these laws contain the same provisions. So, even if you feel you have a solid understanding of paid leave management, it’s likely you’ll have to apply varying paid leave requirements to different groups of employees in each location.
Learn more about paid leave here.
2. The federal government isn’t focusing on paid leave.
With the significant levels of paid leave activity in states, counties and cities, there are doubts the federal government is doing anything regarding the issue. However, Nov. 6, 2017, California House Rep. Mimi Walters introduced the Workflex in the 21st Century Act (HR 4219) to the House of Representatives. If this law were to pass, employers would face the country’s first-ever federal paid leave law.
Also, in May 2017, it was announced that Trump’s 2018 budget contains a push for not only six weeks of maternity leave, but also six weeks of paid leave for fathers and parents of adopted children. This budget is proposed to begin in 2020.
3. Paid leave is for personal sick time only.
Paid leave can be split into three categories: paid sick leave, paid family and medical leave, and safe leave.
Paid Sick Leave
- Is earned over time, and covers short-term illness or injury, as well as preventative healthcare
- Can be used to care for oneself – the individual – or immediate family members
Paid Family and Medical Leave
- Is used to care for an ill relative, which may include, but not limited to, a child, parent, parent-in-law, grandparent, grandchild, sibling, spouse or registered domestic partner
- Includes maternity and paternity leave
- Is meant to address (or care for) long-term illnesses or injuries
- Sometimes rolled in with paid sick leave
- Allows employees to take time off in instances of domestic violence, sexual assault or stalking
This Labor Law New Blog is intended for market awareness only, it is not be used for legal advice or counsel.
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