Leave Leave Questions Behind

Paid Sick Leave (PSL). Paid Family Medical Leave (PFML). Family and Medical Leave Act (FMLA). Paid Time Off (PTO). What’s the difference? Does it matter? How concerned should I be about these?

We know there are always questions surrounding the topic of leave laws and PSL, but we’re here to help! Our solutions provide you with guidance designed to assist your organization in remaining compliant with this growing area of law. For a brief overview of PFML and FMLA in general, check out Littler’s page “What are some of the key similarities and differences between PFML laws and the FMLA?”

Our Paid Sick Leave Rapid Reference solution provides an overview of the laws within states, counties, and cities that generally require private employers, that are not government contractors, to allow employees to accrue and use PSL and/or PTO. The following issues are included:

• Covered employers, employees, and family members
• Whether PTO policies can be used to comply with leave laws
• Accrual and carry-over, or frontloading, of leave
• When, how much, and for what purposes leave can be used
• Requesting, verifying, and/or documenting leave use
• Paying employees when leave is used
• Notice, posting, and paystub requirements
• What information must be included in leave policies and handbooks
• What agency enforces the law

The Paid Sick Leave Rapid Reference can be accessed through the Reference Center by selecting the topic “Paid Sick Leave” and through the Navigator Leave card by clicking on “Use PSL Rapid Reference.” Be on the lookout because our new Paid Sick Leave Report, which will give you the same valuable content but with a new look and new features, including side-by-side views and comparisons, will be released soon! 

Our Navigator Leave solution provides general information about leaves of absence under the federal Family and Medical Leave Act and similar state laws. Leave for the following reasons is included:

• Birth of a child or placement of a child with an employee through adoption or foster care
• Care for a family member with a serious health condition
• Medical leave when the employee is unable to work because of a serious health condition (including pregnancy)
• Military caregiver leave to care for a spouse, child, parent, or next of kin who is a covered service member or veteran with a serious illness or injury
• A qualifying exigency arising out of the fact that the employee's spouse, son, daughter, or parent is on covered active duty or call to covered active duty status as a member of the National Guard, Armed Forces, or Armed Forces Reserves

Navigator Leave can be accessed through the Reference Center by selecting the topic “Leave (FMLA)” and through the Navigator Leave card by clicking on “Use Rapid Reference.”

If you are looking for a more in-depth discussion of leave laws by state, check out Comprehensive Guidance in the Reference Center. If you’re interested in template leave policies for your organization, take some time to explore PolicySmart^TM.

Feel free to contact us at support@compliancehr.com with any questions. You can also learn more about the Reference Center and PolicySmart^TM during our Live Open Office Hours.