St. Paul employers that provide an employee handbook are required by law to include in the handbook a notice of employee rights and remedies under the Earned Sick and Safe Time Ordinance. Employers are not required to use the sample notice provided by the city but can fulfill this legal requirement by including the city's Earned Sick and Safe Time Employee Notice as an addendum to their handbook.
St. Paul employers should consider including this statement in their handbook to educate employees, including supervisors, about the availability of sick leave and to show their compliance with the St. Paul Earned Sick and Safe Time Ordinance. This policy also covers the Minnesota Earned Sick and Safe Time Law. It is intended to address compliance with both state and local law.
Updated title (formerly Paid Sick and Safe Time Handbook Statement [Accrual Method]: St. Paul Minnesota), threshold, statement and guidance to incorporate state sick leave law; and updated statement and guidance to reflect the city’s amended administrative rules, effective January 8, 2024.
Updated guidance to address time off to vote during the early voting period.
Emeryville employers with 56 or more employees should consider including this statement in their handbook to educate employees, including supervisors, about the availability of sick leave using the lump sum method, and to show their compliance with Emeryville's Minimum Wage and Paid Sick Leave Ordinance. This policy also covers the California Healthy Workplaces, Healthy Families Act. It is intended to address compliance with both state and local law.
Emeryville employers with 56 or more employees should consider including this statement in their handbook to educate employees, including supervisors, about the availability of sick leave using the accrual method, and to show their compliance with Emeryville's Minimum Wage and Paid Sick Leave Ordinance. This policy also covers the California Healthy Workplaces, Healthy Families Act. It is intended to address compliance with both state and local law.
Emeryville employers with 55 or fewer employees should consider including this statement in their handbook to educate employees, including supervisors, about the availability of sick leave using the lump sum method, and to show their compliance with Emeryville's Minimum Wage and Paid Sick Leave Ordinance. This policy also covers the California Healthy Workplaces, Healthy Families Act. It is intended to address compliance with both state and local law.
Emeryville employers with 55 or fewer employees should consider including this statement in their handbook to educate employees, including supervisors, about the availability of sick leave using the accrual method, and to show their compliance with Emeryville's Minimum Wage and Paid Sick Leave Ordinance. This policy also covers the California Healthy Workplaces, Healthy Families Act. It is intended to address compliance with both state and local law.
Santa Monica employers with 26 or more employees should consider including this statement in their handbook to educate employees, including supervisors, about the availability of sick leave using the lump sum method, and to show their compliance with the Santa Monica Minimum Wage Ordinance (SMMWO). This policy also covers the California Healthy Workplaces Healthy Families Act (HWHFA). It is intended to address compliance with both state and local law.
Santa Monica employers with 25 or fewer employees should consider including this statement in their handbook to educate employees, including supervisors, about the availability of sick leave using the lump sum method, and to show their compliance with the Santa Monica Minimum Wage Ordinance (SMMWO). This policy also covers the California Healthy Workplaces Healthy Families Act (HWHFA). It is intended to address compliance with both state and local law.
National and state employee handbook articles with guidance and policy statements for employers relating to time off and leaves of absence.