Oakland employers 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 Oakland Minimum Wage Law. This policy also covers the California Healthy Workplaces, Healthy Families Act. It is intended to address compliance with both state and local law.
New York employers should consider including this statement in their handbook to educate employees, including supervisors, about the availability of paid prenatal personal leave under New York's Sick and Safe Leave Law, and to show their compliance with the requirements regarding paid prenatal personal leave, effective January 1, 2025.
Pennsylvania employers should consider including this statement in their handbook to educate employees, including supervisors, about the emergency road closure leave law, which requires leave for employees who are absent from work due to road closures caused by a declared state of emergency.
Updated statement and guidance to reflect amendments that expand qualifying reasons for paid family and medical leave benefits to include reasons related to sexual assault, effective October 1, 2024.
Updated title, threshold, statement and guidance to reflect amendments to the family violence victim leave law requiring leave for reasons related to sexual assault, effective October 1, 2024.
District of Columbia employers should consider including this statement in their handbook to educate employees, including supervisors, about the availability of time off for the purpose of registration in a school or college and to demonstrate compliance with the law requiring time off for school registration. .
Updated threshold and statement to reflect that the template is intended to be used by employers with employees in Illinois but not with employees in Cook County or Chicago.