New Mass. Earned Sick Time Law Takes Effect July 1
By Eric Cormier
Beginning July 1, 2015:
It is essential that nonprofits review their current sick leave or paid time off (PTO) policies immediately, if they have not already done so. Even organizations that offer PTO that far exceeds the number of days the state requires for earned sick leave need to amend their policies, inform employees of their rights and track each employees time off. Organizations that find this process burdensome may consider hiring a human resources provider to help with the ongoing administrative tasks required by the state.
Recognizing the lack of clarity regarding certain elements of the law, the states Office of the Attorney General (AG) provided a Safe Harbor provision on June 10, which stipulates that employers with a paid sick leave policy in existence on May 1, 2015, shall be in compliance with the law until January 1, 2016.
Additionally, recently, on June 19, the AGs office issued final regulations clarifying key aspects of the law and providing more details regarding the safe harbor provision. There are a number of specific stipulations regarding the safe harbor provision, and nonprofits should carefully review what is deemed permissible during the transition period.
The transition period undoubtedly will help many organizations prepare for the laws changes. Regardless, Massachusetts nonprofits should understand the laws basic tenets and take proper steps now to implement it, thus ensuring employee rights and avoiding the risk of non-compliance and legal violations.
Eric Cormier is a human resources specialist in the Boston office of Insperity, a national provider of human resources and business performance solutions, whose clients include a variety of nonprofit organizations. Call 800-465-3800 or visit www.insperity.com.