Benefits, HR News & Trends

Paid Sick Leave Law Now in Effect For Some Employees in Philadelphia

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By Eric B. Meyer

As of yesterday, July 1, 2012, covered employers in Philadelphia are now required to afford sick leave to certain employees.

Here is a copy of the new law. You’ll also need to read this bill to have any chance at making heads or tails of the new sick-leave requirements.

But, I’ll give you a brief summary of the new law after the jump…

Who is a covered employer?

The City of Philadelphia, including all of its agencies, departments and offices.

  • Any for-profit service contractor with annual gross receipts of more than $1 million, that does $10,000 or more in business (as a general contractor or subcontractor) with the city in a 12-month period.
  • Any nonprofit service contractor, which receives or is a subcontractor on contracts from the city of more than $100,000 in a 12-month period.
  • If you employ 25 or more and receive a city lease, concession, or franchise. (This also includes qualifying subcontractors).
  • City financial-aid recipients.
  • Public agencies that contract with the city for $10,000 or more in a 12-month period.

What does a covered employer have to do?

All employees accrue a minimum of one hour of paid sick time for every 40 hours worked in Philadelphia. Employees will not accrue more than 56 hours of paid sick time in a calendar year, unless the employer selects a higher limit. Employees of small businesses (6-10 employees) will not accrue more than 32 hours of paid sick time in a calendar year unless the employer selects a higher limit.

And if you screw up?

You’ll have to pay the full amount of any unpaid sick time plus any actual damages suffered plus an equal amount of liquidated damages. Aggrieved persons shall also be entitled to reasonable attorney’s fees.

This was originally published on Eric B. Meyer’s blog, The Employer Handbook.

Eric B. Meyer is a partner in the Labor and Employment Group of the Philadelphia-based law firm of Dilworth Paxson LLP . He dedicates his practice to litigating and assisting employers on labor and employment issues affecting the workplace, including collective bargaining, discrimination, employee handbook policies, enforcement of restrictive covenants, and trade secret protection. Eric also serves as a volunteer mediator for the United States Equal Employment Opportunity Commission. Contact him at emeyer@dilworthlaw.com .