New York City's Department of Consumer Affairs quietly published in late August an updated set of Frequently Asked Questions (FAQs) concerning the complicated paid sick leave ordinance that became effective on April 1 of this year.
The City's publication, available here, provides some sorely needed clarification for New York City employers that are subject to the requirements of the ordinance. It is a testament to the complexity of the new paid sick leave law that the recently-published FAQs consume 25 pages of text.
To refresh, subject to narrow exceptions, New York City law now requires all employers with five or more employees in New York City who worked 80 or more hours per calendar year to provide paid sick leave to their employees. Further, employers with fewer than five employees in New York City still must provide sick leave to their New York City-based employees, but the leave may be unpaid. The amount of the paid leave entitlement depends on the number of hours an employee works in a calendar year, and accrues at the rate of one hour of leave for every 30 hours worked. An employee must work 120 hours before he or she can use accrued paid sick leave. Within these broad outlines lies a substantial amount of detail, much of which is covered by the FAQs. For further information contact your Schnader relationship partner or the author.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
