Mandatory Paid Sick Leave: Breaking through the Quagmire and Quandary of Compliance 1.5 Credits
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Sixteen states and the District of Columbia now require employers to provide paid sick leave to their employees. In addition, 22 municipalities require employees to receive paid sick leave and 14 states are considering passing laws soon. A Federal Law requiring paid sick leave seems to be getting closer to becoming a reality.
Do you have a Federal Contract? If so, you are required to have a sick leave policy.
Do you have a contract with a municipality? If so, have you checked the fine print to see if you have to offer paid sick leave to your employees?
Every Law is Different
One thing to know is that every state and municipal law requiring mandatory paid sick leave is different. Trying to comply with all of them is causing much confusion. For example, Vermont requires paid sick leave to be offered after one year of service while others require it after 90 or 120 days. New York's law requires sick leave to be paid as it accrues. Most require you to offer paid sick leave to part-time employees. Other requires it of all employees – even those who work on an on-call basis.
Is Your PTO Plan Obsolete?
PTO or a Paid Time Off program that combined vacation and sick leave into one bucket of time off was the trend for many years. With the passage of these laws, many organizations are doing away with their PTO as many states require payment of unused PTO upon termination. However, the same states do not require payment of unused sick leave. Organizations can maintain their PTO Plans, but at what cost?
In this CPE Business Law webinar, we will be reviewing mandatory paid sick leave laws in place now, review many of the differences, and go over how to transition from a Sick/Vacation policy to a PTO policy as well as making the transition from a PTO plan to a Sick/Vacation plan.
Key topics covered in this CPE course:
Here is the link to your interests: PDC/RCH Courses | Payroll Courses.
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| License details | Credits | Status |
|---|---|---|
| Business Law for Certified Public Accountants (CPA-US) | 1.5 CPE | Approved |
| Legal update for SHRM Professionals (Approval No. 26-YG5W9) (Valid upto : Dec 31, 2026) | 1.5 PDC | Approved |
| HR (General) for Human Resource Certification Institute (HRCI) (Approval No. 686547) (Valid upto : Nov 30, 2025) | 1.5 RCH | Approved |
| Compliance / Research and Resource for Certified Payroll Professional (CPP) (Approval No. 24CPE018) (Valid upto : Dec 31, 2024) | 1.5 RCH | Approved |
| Business Law for Delaware Licensed Public Accountant (DE-LPA) | 1.5 CPE | Eligible |
| Business Law for Iowa Licensed Public Accountant (IA-LPA) | 1.5 CPE | Eligible |
| Business Law for Maine Licensed Public Accountant (ME-LPA) | 1.5 CPE | Eligible |
| Compliance / Research and Resource for Fundamental Payroll Certification (FPC) (Approval No. 24CPE018) (Valid upto : Dec 31, 2024) | 1.5 RCH | Approved |
| License details | Credits | Status |
|---|---|---|
| Business Law for Certified Public Accountants (CPA-US) | 1.5 CPE | Approved |
| Legal update for SHRM Professionals (Approval No. 26-YG5W9) (Valid upto : Dec 31, 2026) | 1.5 PDC | Approved |
| HR (General) for Human Resource Certification Institute (HRCI) (Approval No. 686547) (Valid upto : Nov 30, 2025) | 1.5 RCH | Approved |
| Compliance / Research and Resource for Certified Payroll Professional (CPP) (Approval No. 24CPE018) (Valid upto : Dec 31, 2024) | 1.5 RCH | Approved |
| Business Law for Delaware Licensed Public Accountant (DE-LPA) | 1.5 CPE | Eligible |
| Business Law for Iowa Licensed Public Accountant (IA-LPA) | 1.5 CPE | Eligible |
| Business Law for Maine Licensed Public Accountant (ME-LPA) | 1.5 CPE | Eligible |
| Compliance / Research and Resource for Fundamental Payroll Certification (FPC) (Approval No. 24CPE018) (Valid upto : Dec 31, 2024) | 1.5 RCH | Approved |
| License details | Credits | Status |
|---|---|---|
| Business Law for Certified Public Accountants (CPA-US) | 1.5 CPE | Approved |
| Legal update for SHRM Professionals (Approval No. 26-YG5W9) (Valid upto : Dec 31, 2026) | 1.5 PDC | Approved |
| HR (General) for Human Resource Certification Institute (HRCI) (Approval No. 686547) (Valid upto : Nov 30, 2025) | 1.5 RCH | Approved |
| Compliance / Research and Resource for Certified Payroll Professional (CPP) (Approval No. 24CPE018) (Valid upto : Dec 31, 2024) | 1.5 RCH | Approved |
| Business Law for Delaware Licensed Public Accountant (DE-LPA) | 1.5 CPE | Eligible |
| Business Law for Iowa Licensed Public Accountant (IA-LPA) | 1.5 CPE | Eligible |
| Business Law for Maine Licensed Public Accountant (ME-LPA) | 1.5 CPE | Eligible |
| Compliance / Research and Resource for Fundamental Payroll Certification (FPC) (Approval No. 24CPE018) (Valid upto : Dec 31, 2024) | 1.5 RCH | Approved |
| License details | Credits | Status |
|---|---|---|
| Business Law for Certified Public Accountants (CPA-US) | 1.5 CPE | Approved |
| Legal update for SHRM Professionals (Approval No. 24-GW9WP) | 1.5 PDC | Approved |
| HR (General) for Human Resource Certification Institute (HRCI) (Approval No. 649595) | 1.5 RCH | Approved |
| Business Law for Delaware Licensed Public Accountant (DE-LPA) | 1.5 CPE | Eligible |
| Business Law for Iowa Licensed Public Accountant (IA-LPA) | 1.5 CPE | Eligible |
| Business Law for Maine Licensed Public Accountant (ME-LPA) | 1.5 CPE | Eligible |
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Advance Preparation
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Bob McKenzie has over 40 years of human resources management experience. His background includes a wide range of hands-on HR practices including in all aspects of Human Resources. And is a variety of industries in with private sector, public sector and nonprofit employers.
Bob has been cited in a number of Human Resources trade publications. Among them are HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration and the Business Journals. He has been a speaker at a number of conferences as well as audio and web-based seminars.
Bob is a graduate of Rider University where he received a Bachelor of Science in Commerce Degree and double majored in Industrial Relations and Organizational Behavior and lives in Brunswick, GA.
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To maintain compliance, you must adhere to the guidelines set by NASBA and other regulatory bodies, which include attending the full duration of the webinar, participating in interactive elements, and completing any post-webinar evaluations or assessments.
After successfully attending a live webinar and fulfilling all participation requirements, you can access and download your completion certificates from your account dashboard on our platform. These certificates are recognized by NASBA, IRS, CFP Board, HRCI, SHRM, Payroll Org, FP Canada, and 25+ other regulatory bodies for compliance and reporting purposes.
We issue instant credit certificates, ensuring they are valid for presentation to governing bodies. Typically, we report IRS, CTEC, CFP, IDFP, IWI, VBOA Ethics credits within 7 days – the fastest in the industry.
SC
Good job. Interesting and engaging. Presenter was knowledgeable and showed interest in the subject.
DH
Increased my knowledge with this webinar on state requirements and laws.
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