Update on Proposed Transition Period for San Francisco's Paid Sick Leave Ordinance
Posted by Nancy Berner
On Thursday, February 8, the Rules Committee of the San Francisco Board of Supervisors is scheduled to hear the proposed modification to the Paid Sick Leave Ordinance that would delay payment of required paid sick leave until June 6, 2007, and prevent awards of penalties until the same date. The Chair of the Committee intends to entertain a motion to send the proposed modification to the Board of Supervisors as a Committee Report for consideration on February 13, 2007. It appears likely that the proposed transition period will be adopted.
Again, employers are reminded that this proposal does not allow any transition period for the requirement to record hours worked and the number of paid sick leave hours accrued. The record keeping aspect of the Ordinance, detailed in earlier articles, has been in effect since February 5. In short, the primary impact of the proposed "transition period" is to push back the date when an employee can use the paid time off, and to provide employers with a bit of "breathing room" by suspending penalties during the transition. The employer's responsibility to keep the records, however, is unchanged.
On Thursday, February 8, the Rules Committee of the San Francisco Board of Supervisors is scheduled to hear the proposed modification to the Paid Sick Leave Ordinance that would delay payment of required paid sick leave until June 6, 2007, and prevent awards of penalties until the same date. The Chair of the Committee intends to entertain a motion to send the proposed modification to the Board of Supervisors as a Committee Report for consideration on February 13, 2007. It appears likely that the proposed transition period will be adopted.
Again, employers are reminded that this proposal does not allow any transition period for the requirement to record hours worked and the number of paid sick leave hours accrued. The record keeping aspect of the Ordinance, detailed in earlier articles, has been in effect since February 5. In short, the primary impact of the proposed "transition period" is to push back the date when an employee can use the paid time off, and to provide employers with a bit of "breathing room" by suspending penalties during the transition. The employer's responsibility to keep the records, however, is unchanged.
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