Collins&Ganley

Business owners! A QSEHRA or ICHRA can help control the cost of employer provided health benefits! The following two options can reduce your vulnerability to the rising cost of offering a traditional group health benefit plan to your employees: * Qualified small employer health reimbursement arrangements (QSEHRAs)...Continue reading

New City of Pittsburgh Sick Days Act Effective date 03/15/20 Applies to employees who work at least 35 hours per year within the boundaries of the City of Pittsburgh. Please note that this act applies to employers located outside the City of Pittsburgh for their employees working inside the city.... Excluded employees independent contractors, state and federal workers, any member of a construction union covered by a collective bargaining unit, or seasonal employees. Accrual of Sick Time 1. Employers with 15 or more employees 1 hour of sick time accrues for every 35 hours worked up to a maximum of 40 hours sick time. 2. Employers with less than 15 employees - 1 hour of sick time accrues for every 35 hours worked up to a maximum of 24 hours sick time. Employers are required to display signs at each work location that provides notice of employee rights to sick time. What Can Employers Do To Prepare? Employers can prepare by taking one or more of these actions: Review the Ordinance and guidelines to understand their obligations. Decide whether to adopt a separate paid sick leave bank or to ensure that their existing paid sick time, vacation, and/or PTO policies and procedures meet the Ordinance’s strict requirements regarding accrual, use, and conditions placed on leave. Decide whether they will use the regular calendar year for sick time or another 12-month period (and ensure employees know what year is being used). Prepare notices and determine whether they will be provided in a handbook or in other ways. Consider creating acknowledgment forms to guard against claims that notice was not provided. Ensure timekeeping, payroll, and benefits systems will enable them to comply with the law’s record keeping requirements. Ensure that the required notice is posted and provided to employees by March 15, 2020. Since this is a labor law requirement, we recommend that you consult with a human resources professional for proper guidance on compliance with this new act.

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