Transition Health Benefits’ Post

#EarnedSickLeave policies allow people to take time off from work when they need to—boosting worker productivity and morale, improving public health, and saving companies money. Learn more: https://lnkd.in/eTrWicZe

Another great event put on by Wayne Arondus and the team at Manufacturing Safety Alliance of BC - Nonprofit Health & Safety Association! Thanks for giving me the opportunity to present. Great questions from the attendees on issues around return to work obligations under the new duties to accommodate. One of the common challenges employers face is knowing if their proposed modified work will be accepted as reasonable. One way to achieve this is by matching the modified work to the worker’s limitations. Remember: workers have a duty to cooperate with the identification of suitable work, and employers can ask for more information about the worker’s limitations beyond just the often vague GP’s note stating that the worker needs to be off work. But, the work also needs to be productive. Employers who just pay the injured worker to sit in an office and do no actual work have not actually provided acceptable modified work.

This #SmallBusinessWeek, let's rally for nationwide #PaidSickDays and #PaidSafeDays! Only 12 states mandate these benefits, leaving too many workers unprotected. A national paid sick day policy isn't just a matter of public health—it's a cornerstone of economic stability and resilience in our businesses. Paid sick days offer undeniable benefits to employees and entrepreneurs, elevating workers' morale and diminishing turnover, which is critical for sustaining robust small businesses and communities. It’s time we make paid sick days a universal standard. Let's champion healthier and stronger workplaces together! #SmallBusinessWeek #PaidSickDays Main Street Alliance

Hey Minnesota employers! Earned Sick and Safe Time (ESST) is here, and we've broken down what it is to give you the scoop. What is ESST? ESST, or Earned Sick and Safe Time, is a statute that requires employers in Minnesota to provide paid leave to employees for medical needs and emergencies, both for themselves and their family members. This new law aims to ensure that workers have access to paid time off for essential health and safety concerns. ESST 101: • Started January 1, 2024 • Employees working 80+ hours a year are eligible • Employees earn 1 hour of ESST per 30 hours worked • Up to 48 hours/year, with 80 hours max carryover into the next year Your to-do list: • Keep your ESST records for at least 3 years • Report ESST hours each pay period to your employees, showing their accrued hours and their remaining ESST hours. • Update your policies Want more details? Join us next Friday, July 9th, for a deep dive into when ESST can be used. Trust us, it's quite the list! We want to extend a special thanks to Sam Lampert for his research and contributions to this matter.

If Pain, Yes Gain – Part 119: Potential New York City Paid Sick Leave Private Right of Action Looms What You Need to Know: On December 20, 2023, the New York City Council passed legislation that would create a private right of action to enforce the Earned Safe and Sick Time Act (“ESSTA”). If the legislation becomes law, it would allow employees who allege a violation of ESSTA to bring forward a civil action […] https://lnkd.in/dQ8dupZi Cyprus-CEO #CEO #business #management #marketing #tech #AI #legal #money

If Pain, Yes Gain – Part 119: Potential New York City Paid Sick Leave Private Right of Action Looms What You Need to Know: On December 20, 2023, the New York City Council passed legislation that would create a private right of action to enforce the Earned Safe and Sick Time Act (“ESSTA”). If the legislation becomes law, it would allow employees who allege a violation of ESSTA to bring forward a civil action […] https://lnkd.in/dQ8dupZi Cyprus-CEO #CEO #business #management #marketing #tech #AI #legal #money

The type of evidence that you request for sick leave must always be reasonable in the circumstances. For example, in many situations a stat dec may be considered reasonable. Awards and enterprise agreements can also specify the type of evidence that needs to be given and when it needs to be provided. Find more info about sick and carer’s leave here: https://lnkd.in/de-EBGN

The colds and flu season is upon us (again)! This article of ours highlights for employers what evidence is required for employees to take sick leave and answers employer's top questions on the topic. https://lnkd.in/gcEpvPHZ

Member News | Copeland Ashcroft Christie McGregor, Partner at Copeland Ashcroft , summarizes the latest updates as of 1 July 2024: 🔹 Holidays Act Changes: An exposure draft Bill will be released in September 2024. Key proposals include pro-rating sick leave for part-timers, switching to an accrual system for holidays, and simplifying leave calculations. 🔹 Health & Safety Reforms: Significant changes to the Health and Safety at Work Act 2015 are in consultation. Focus areas include identifying safety issues, balancing law flexibility and certainty, enhancing worker participation, and ensuring effective regulation. Submissions are open until 31 October 2024. WorkSafe’s new strategy prioritizes acute, chronic, and catastrophic harm. Prepare your business for these crucial updates! We're here to help you stay compliant and ahead of the curve. For more info, read the full article here ➡ https://lnkd.in/ggp5Yq6V #EmploymentLaw #HealthAndSafety #WorkplaceReforms #StayInformed

The US is one of the only developed countries that doesn’t require paid sick days. (In 2024. After a global pandemic.) So if you’re ill, you *also* get to worry about: - Lost wages. - Pressure to stay available via email and text. - The constant threat of termination when at-will employment is the norm. It’s just inhumane. I believe that hiring someone is an act of *trust* on both sides. You’re telling employees: “We’ve decided you’re the right person for the job. You’ll add value to our team. We’ll let you know what your responsibilities are and offer support when you need it.” Not: “Oh, and by the way, if you ever become sick and need time to recover, you’re on your own…” So for employers— If an employee calls in sick (remote or in-office): - Believe them. - Skip the guilt trip. - Don’t punish them financially. And for all of us— It’s time for the US to grow up and institute paid sick leave on the federal level.