Click on the links below for more information:
CHAPTERS
Accruals by Location
Simplified Sick Leave Plans
Accruals by Location
| Where | Accrual/Bank Plan | Summary | Notes |
| Federal - US | COVID 19 OSHA Sick Leave |
Effective: 01/04/2022 Expiration: 01/26/2022
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Provides up to 4 hours per dose for COVID-19 vaccines. |
| Federal - US | COVID 19 - Emergency FMLA (Bank Plan) |
Creates a "bucket" of 480 hours of paid sick time (60 days, 12 weeks)
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Time Entry and Payroll DRMs to warn users when the plan's hours or maximum dollar amounts are reached:
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| Federal - US | COVID 19 – Emergency Paid Sick Leave (Bank Plan) |
Creates a "bucket" of 80 hours of paid sick time (10 days, 2 weeks)
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Time Entry and Payroll DRMs to warn users when the plan's hours or maximum dollar amounts are reached:
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| Austin, TX | Sick Leave_TX_Austin |
Effective: 10/1/2018
Expiration: 9/1/2023 |
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| California | CA COVID-19 Leave (Bank Plan) | The initial Balance of 80 hours, 0 carryover, max hours to use is 80. | • Location: California • Accrual Plan: CA COVID-19 Leave • Effective Date: 1/1/2021 • Initial Balance: 80 • Days before use: 0 • Gap Days: 365 • Max Hours Use in 1 year: 80 • Max Accrual Balance: 80 • Yearly Limit: 80 • Allowed Carry Over Hours: 0 |
| California | CA COVID-19 Supplemental Sick Leave - Variable |
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Although the law was signed on March 19, 2021, the requirement for an employer to provide 2021 COVID-19 Supplemental Paid Sick Leave does not start until March 29, 2021. Beginning on March 29, the requirement to provide 2021 COVID-19 Supplemental Paid Sick Leave goes back to January 1, 2021, which means that covered employees who took qualifying leave between January 1, 2021 and March 28, 2021, can request payment for that leave if it was not paid by the employer in the amount that is required under this law. |
| Sick Leave Chicago IL |
Effective: 7/1/2017
Expiration: 7/1/2024 |
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Cook County, IL |
Sick Leave Cook IL |
Effective: 7/1/2017
Expiration: 12/31/2023 |
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Dallas, TX |
Sick Leave_TX_Dallas |
Effective: 8/01/2019
Expiration: 9/1/2023 |
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| Los Angeles, CA | LA City FT Vaccine Leave - 1 Dose LA City FT Vaccine Leave - 2 Dose |
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| LA City PT Vaccine Leave - 1 Dose LA City PT Vaccine Leave - 2 Dose |
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Los Angeles County, CA |
LA County FT Vaccine Leave – 1 Dose (4 hours) |
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| LA County FT Vaccine Leave – 2 Dose (8 hours) |
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Los Angeles County, CA |
LA County PT Vaccine Leave – 1 Dose (calculated) |
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| LA County PT Vaccine Leave – 2 Dose (calculated) |
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| Massachusetts | MA Covid Leave - PT |
Initial Balance 40, 0 carry over, max hours to use 40 hours |
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| Massachusetts | MA Covid Leave - FT |
Initial Balance 0 (see manual calculation instructions), 0 carry over, max hours to use 0 hours |
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| Massachusetts | MA Covid Leave - Var | Initial Balance 0 (see manual calculation instructions), 0 carry over, max hours to use 0 hours |
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| Nevada |
NV Single-Dose Vaccination Leave NV Two-Dose Vaccination Leave |
Effective: 06/09/2021 Expiration: 12/31/2023 |
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| New York |
NYS Single-Dose Vaccination Leave NYS Two-Dose Vaccination Leave |
Effective: 03/12/2021 Expiration: 12/31/2023 |
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| Pennsylvania (Philadelphia) | Philadelphia Emergency Leave - FT |
Public Health Emergency Leave law started on March 29, 2021 and was effective until June 10, 2021. |
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| Pennsylvania (Philadelphia) | Philadelphia Emergency Leave - PT ** |
Public Health Emergency Leave law started on March 29, 2021 and was effective until June 10, 2021. |
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| Pennsylvania (Philadelphia) | Philadelphia Emergency Leave - Variable ** |
Public Health Emergency Leave law started on March 29, 2021 and was effective until June 10, 2021. |
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Sick Leave Philadelphia Covid Leave |
Effective: 3/10/2022
Expiration: 12/31/2023 |
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| San Antonio, TX | Sick Leave_TX_San Antonio |
Effective: 12/1/2019
Expiration: 9/1/2023 |
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| San Francisco PHEL |
Unused leave does not carry over |
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You will need to determine if employees should have this plan assigned to them. If so, start by making the plan active on the Employer> Accrual tab in Admin Tools. Then make the plan active on each employee that is eligible. For part-time or variable employees, you can reduce the amount of leave by editing the “initial balance” field on the employee accrual. |
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Washington, D.C. |
Sick Leave_DC_COVID19 |
Effective: 04/10/2020 Plan preloaded with 80 hours. Must work for employer 15 days before use. |
Max Hours Use in 1 year: 80 Max Accrual Balance: 80 Yearly Limit: 80 Allowed Carry Over Hours: Unlimited |
** Formula Calculations for LA County, CA Vaccine Leave
PT employees’ hours are based on their normally scheduled work hours over the two-week period preceding the injection. It will be 1/10th of the average number of hours worked.
An example would be if they worked an average of 35 hours the pervious two weeks. The 1-dose plan would allow 3.5 hours. The 2-dose plan would allow 7 hours.
State Simplified Sick Leave Plans
| Location | Accrual Plan | Effective Date | Hours to Accrue 1 hour | Days before Use | Gap Days | Max Hours Use in 1 yr | Max Accrual Balance | Yearly Limit | Allowed Carry Over Hours |
| California | CA COVID-19 Leave | 1/1/2021 | 80 | 0 | 365 | 80 | 80 | 80 | 0 |
| California | CA COVID-19 Supplemental Sick Leave - Variable | 1/1/2021 | N/A | 0 | 0 | Initial Balance | Based on formula* | Initial Balance | 0 |
| California | CA 2022 Covid 19 Supplemental Sick Leave Primary **** | 1/1/2022 | 40 | 0 | 0 | Initial Balance | 40 | Initial Balance | 0 |
| California | CA 2022 Covid 19 Supplemental Sick Leave Secondary **** | 1/1/2022 | 40 | 0 | 0 | Initial Balance | 40 | Initial Balance | 0 |
| Colorado | CO Public Health Emergency Leave | 1/01/21 - 6/08/23 | 80 | 0 | 365 | 80 | 80 | 80 | Unlimited |
| Massachusetts | MA Covid Leave - FT | 6/7/21 - 03/15/22 | N/A | 0 | 0 | 40 | 40 | 40 | 0 |
| Massachusetts | MA Covid Leave - PT | 6/7/21 - 03/15/22 | N/A | 0 | 0 | Initial Balance* | Initial Balance* | Initial Balance* | 0 |
* Formula Calculations for MA Covid Leave - PT and MA Covid Leave - Var:
- MA Covid Leave - PT: An employee who works less than 40 hours a week, but maintains a regular schedule with consistent hours per week, shall be provided COVID-19 emergency paid sick leave that is equal to the number of hours that such employee works per week, on average over a 14-day period of such regular schedule.
- MA Covid Leave - Var: An employee whose schedule and weekly hours worked vary from week to week, such employee shall be provided COVID-19 emergency paid sick leave that: (A) is equal to the average number of hours that the employee was scheduled to work per week over the 6-month period immediately preceding the date on which such employee takes the COVID-19 emergency paid sick leave, including hours for which such employee took leave of any type; or (B) if the employee did not work over such 6-month period, is equal to the reasonable expectation of the employee at the time of hiring of the average number of hours per week that the employee would normally be scheduled to work.
** Formula Calculations for PA Emergency Leave - FT, PT, and Variable:
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Philadelphia Emergency Leave – PT
- An amount equal to the amount of time they are scheduled to work or work on average in a 14-day period, whichever is greater
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Philadelphia Emergency Leave – Variable
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- The average number of daily hours that the employee was scheduled over the past 90 days of work, including hours for which the employee took leave of any type, multiplied by 14.
**** Additional information for CA 2022 Covid 19 Supplemental Sick Leave (Primary and Secondary)
- Full-time employees, those considered full-time by the employer, or those who worked or were scheduled to work, on average, at least 40 hours per week in the two weeks preceding the date the employee takes CSPSL are entitled to 40 hours of CSPSL.
- Part-time employees with fixed weekly schedules are entitled to the total number of hours normally scheduled for one week, not to exceed 40 hours.
- Part-time employees on variable schedules are entitled to seven times the average number of hours worked each day in the six months preceding the date the employee takes CSPSL, not to exceed 40 hours. If the employee has worked for the employer for less than six months, the total length of their employment is used, unless the employee has been employed for seven days or less. In that case, the total number of hours worked is used.
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