Catherine Strauss is a partner at law firm Ice Miller. She can be reached at [email protected].
By all accounts, employers are facing unprecedented complications in curating paid time off and sick time policies.
Over the last decade, state and local legislatures enacted a plethora of new laws on PTO and sick time while the number of multistate employers has grown to the highest in recent memory.
Increased geographic mobility of workers and state regulation of PTO and sick time exacerbate the amount of change human resource professionals have to manage. Across industries, it is commonplace to have at least one, or perhaps many, workers in states other than the principal place or places of business.
Against this backdrop, employers need to thoughtfully plan PTO and sick time policies that are legally compliant, nondisruptive to employee culture, and most advantageous from a cost and time perspective for employers.
Before we dive into best practices, an illustration will help set the stage: ABC Company’s home office is in Columbus, Ohio. During COVID-19, one employee moved to Illinois and another to California.
Both employees continue to work for ABC Company remotely from their homes. Although Ohio does not have any state requirement relating to PTO or sick time, Illinois and California do — and complex ones, depending on the cities in which the employees live. Numerous questions arise: Should the company have a universal PTO and sick policy?...
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