With flu season in full swing, it’s critical that employers know their jurisdiction, city, and state laws regarding paid sick leave. It’s important to know that if your company has different locations, your sick leave policies may vary between cities and states.
There are twelve compliance components for paid sick leave policies, including:
- Mandatory documentation
- Rehiring rights
- Covered uses
- Carry over regulations
- Notice regulations
Training your managers on how to oversee these requests is crucial, and improper management of paid sick leave requests can result in lawsuits involving the Family Medical Leave Act or the Americans with Disabilities Act, and in certain situations, both.
You may think that it’s easier and cheaper to avoid offering paid sick leave as a benefit. However, without paid sick leave, your employees are more likely to come into work sick and spread illness to the rest of your workplace, thereby resulting in more absences and a dive in employee productivity. It’s easy to worry about people abusing this benefit, but that’s what the above compliance components are in place for.
If you’re worried about staying compliant and how to affordably offer paid sick leave, partnering with a Professional Employer Organization (PEO) is the best way to combat these fears. Studies have shown that even though small businesses face disproportionate compliance burdens, those who outsource their HR to a PEO perform better on workers’ compensation than those who manage HR in-house.
PEOs will also help you manage and administer employee benefits, and can help you offer desirable big business benefits at a price that’s within your budget. Delta Administrative Services proudly offers HR services around the Southern Louisiana area. Contact us today to learn how we can help you manage your HR, stay compliant, offer better benefits, and more!