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Did you catch the statutory sick pay change introduced at the start of the year? Learn more about this new employer obligation here in our blog post! https://lnkd.in/eDnVP8B3 #employmentlaw #hr #sickleave

In labour laws compliances in India grants the following leaves: Casual leave: Leaves are entitled to employees by the company as paid leaves. Sick leave: Depending on the leave policy of the company, every employee or worker is entitled to certain sick/medical leaves. Earned / Privileged or En-cashed leave: Leave earned by the employee in the year which can be availed in the subsequent year. The leaves can either be encashed or transferred to the subsequent year. Compensatory leave: Leaves availed by the employee or granted by the employer for working on additional days or crucial days or on days of leaves for the company. But most of the aware about these leaves, the point to focus on another main point on Leave it's ---The Sandwich Rule-- The Sandwich policy is a general practice followed by companies and organizations where a usual week off gets clubbed with the paid leave applied by the employee just near the week off and is treated as a leave day. For instance: If leave is applied by an employee for Friday and subsequent Monday, the company shall count both Saturday and Sunday also as leave. The sandwich policy is free of any legal restrictions and provisions in India and several other parts of the world. Globally though labour laws & policies may differ from state to state. Therefore it is best to understand the laws of the state under whose jurisdiction your company comes under while formulating sandwich leave policies. Companies usually use the policy to deter long time offs and prevent employee absenteeism. While the policy holds no legal restrictions and provisions, it can be followed by any company/employer as per terms discussed with the employee. An employer can deduct leave taken by an employee for Saturdays (being a working day ) and Sundays and : -In case the applicability of the Sandwich Rule was previously stated in the employment contract, the employee has no other option but to accept the leave deduction. -In case not previously stated to the employee, it is advisable to negotiate with the HR department or the employing company for the same.And Get solution under the law It's the common rules but most of not aware of this basic rule and figuring out HR as the villain but HR are responsible to follow the rules under the Labour law. #hr #hrcommunity #leavemanagement #labourlaw #factorylaw #leavealegacy #sandwichrule #hrview

🔍 Exploring the Sick Leave Act 2022: 18 Months Later! Key Case Studies and Employer Insights. Over a year since its implementation, the Sick Leave Act 2022 continues to shape the landscape of employment law in Ireland. Our latest article delves into a number of recent decisions from the Workplace Relations Commission, providing crucial insights for employers and HR professionals. 📄 In This Article: ·     Overview of statutory sick pay entitlements under the 2022 Act ·     Comparison between statutory sick pay and private sick pay schemes ·     Detailed case studies, including unique decisions and their implications for employers ·     Practical guidance for ensuring compliance with the 2022 Act Whether you're an employer navigating the complexities of statutory sick leave or an HR professional seeking to review your compliance, stay informed with this article and ensure your workplace is aligned with the latest legal requirements. 👉 https://lnkd.in/eNkBzTaY #EmploymentLaw #SickLeaveAct2022 #WorkplaceCompliance #HR #EmployerGuidance #EmployeeRights #WRC

Important changes to carry over of annual leave and calculation of holiday entitlement for casual workers 👇 #hr #humanresources #employmentlaw #employmentlegislation #hrsupport

Q: How do we handle pay for an employee out on military leave? 👉 Read here: https://hubs.la/Q02B8nMQ0 Stay compliant and ensure your payroll processes are up to date with the latest regulations. #Payroll #Compliance #HR #HumanResources #Employees #Handbook #EmployeeEngagement

Navigating Chicago's new Paid Leave Ordinance can be overwhelming for business owners, but we're here to help! Lift HCM has the expertise to guide you through compliance and minimize disruptions. Learn more about the key requirements and how to ensure your business remains compliant. #ChicagoPaidLeave #Payroll #Compliance #Regulations https://hubs.li/Q02Jsvkf0

For those of you who are employers in the City of Chicago, attached is an article written by my colleagues, David Michael and Zachary Pestine, that addresses the recently enacted Paid Leave and Paid Sick and Safe Leave Ordinance that will take effect at the end of the year. It is important for employers to be aware of this new ordinance and ensure that their policies and practices are in compliance.

Chicago's Paid Leave Ordinance which went into effect July 1, 2024, requires all employers to provide paid leave to employees, impacting businesses city-wide. From accrual rates to compliance tips, get all the information you need to prepare your business for these changes. Learn more! #Payroll #HCM #compliance

California Labor Enforcement Agency Clarifies Sick Leave Rule By: California Labor Enforcement Agency Clarifies Sick Leave RuleEffective January 1, 2024, California law requires employers to provide employees at least forty (40) hours or five (5) days of Paid Sick Leave (PSL) per year, up from 24 hours/3 days in previous years. The revised legislation still requires employers who use an accrual method of PSL to apply an accrual rate of no less than one hour of PSL for every 30 hours worked. However, the amended law states that the employer satisfies those accrual requirements only by providing the employee no less than 24 hours of PSL by the 120th day of employment/120th day of the year or 12-month period and no less than 40 hours by the 200th day of employment/200th day of the year or 12-month period.  This language led to significant confusion, specifically as to whether part-time employees working less than 40 hours per week were required to be provided 24 hours by the 120th day and 40 hours by the 200th day or whether this requirement only applied to full-time employees. While a full-time employee working a 40-hour workweek would naturally accrue the requisite PSL based on the 30:1 accrual ratio, the same could not be said for employees working less than 40-hour workweeks, so this was a very important unanswered question.  Earlier this month, California’s Division of Labor Standards Enforcement (DLSE) issued FAQ responses addressing this concern and, for a rare change, provided an employer favorable opinion, explaining,  “If an employer is using the 1 hour of paid sick leave accrued for 30 hours worked[…], then the employer does not have to provide 24 hours or 3 days by the 120th day of the year and 40 hours or 5 days by the 200th day. The requirements to provide the minimum amounts by the 120th day and the 200th day of the year are set up as a measure for employers who use other accrual methods so that the plans meet certain minimums. The measure assumes full-time employment.” Thus, an employer that uses a 30:1 ratio for a part-time employee is in compliance with California’s new PSL law, even if the employee does not earn 24 hours of PSL by the 120th day of employment/120th day of the year or 12-month period, or 40 hours of PSL by the 200th day.   If you have questions about California Paid Sick leave, feel free to contact the author or your favorite CDF attorney.  /entry/california-labor-enforcement-agency-clarifies-sick-leave-rule