A Follow Up on the Westchester County Earned Sick Leave Law (ESLL)

We previously wrote about the Westchester County Earned Sick Leave Law (ESLL) which went into effect on April 10, 2019. Under this law, employers with five or more employees in Westchester County must provide paid sick leave. Employers with less than five employees must provide unpaid sick leave. Also, employers who have one or more domestic workers who are employed for more than 80 hours in a calendar year must provide paid sick leave. The Westchester County Human Rights Commission (HRC) has put together a sheet on “What Employers Need to Know” to help employers understand their obligations under this law.

One such deadline is approaching. That is the deadline to give your covered employees a copy of the Earned Sick Leave Law along with a written notice of employee rights to sick leave. This deadline is July 10, 2019 for all employees employed on or before that date. All other employees starting after that date must receive their copy and written notice on their first day of employment.

Other requirements call for a notice to be posted in both English and Spanish, though the county has not, at this time, released a Spanish version of their notice. It is recommended for employees that have resources go ahead and translate and post the law and sick leave poster in Spanish or other languages spoken by a large group of employees to ensure that employees can read and understand the law. Rose & Kiernan, Inc. will keep an eye out for updates from Westchester County.

Should you have any questions on the Westchester County Earned Sick Leave Law (ESLL), reach out to Rose & Kiernan, Inc. today.

This summary is provided to you for general informational purposes only, does not include references to other legal resources (e.g., supporting regulations, formal or informal opinions) unless specifically noted and should not be construed as legal advice or legal opinion on any specific facts or circumstances. Please seek qualified and appropriate counsel for further information and/or advice regarding the application of the topics discussed herein to your employee benefit plans.

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