Thank you all for attending the recent DHR Webinar- “The Arizona Fair Wages and Healthy Families Act and Paid Sick Time – What Does It Mean for Your Organization?”
In the last 15 minutes of the webinar, the webinar’s host Leigh Anne Ciccarelli opened the call up to questions. The topic had such high attendee interest that there was no way to complete all the submitted questions in the time allotted. As such, DHR noticed a few common themes in the questions and determined that it might prove valuable to the community to post an overview.
Company has policy for disciplinary action for multiple calls out sick a year, can this still be enforced? What if employee calls out sick over the amount of accrued sick time?
Under the new law, the above mentioned policy for multiple calls out sick is not enforceable. If the employee has accrued sick time available, they must be allowed to take that leave without being subject to disciplinary action.
If the employee calls out sick over the amount of accrued sick time, only time that is properly taken as accrued PST is protected from disciplinary action. Thus, the portion of an unscheduled absence not covered by accrued paid sick time could be subject to disciplinary action under the employer’s attendance policy.
How is the cap determined?
For employers with 15 or more employees: Employees must accrue a minimum of one hour of earned paid sick time for every 30 hours worked, but employees are not entitled to accrue or use more than 40 hours of earned paid sick time per year, unless the employer selects a higher limit.
For employers with fewer than 15 employees: Employees must accrue a minimum of one hour of earned paid sick time for every 30 hours worked, but they are not entitled to accrue or use more than 24 hours of earned paid sick time per year, unless the employer sets a higher limit.
How much sick carryover for next year- what’s the limit?
They are only allowed to take a total of 40 (or 24, depending on the size of the employer) hours of PST per year, regardless of the carryover, unless your policy provides for more.
For additional questions about the policy, please click here to request a consultation.