Seattle’s commitment to worker well-being is reflected in its Paid Sick and Safe Time (PSST) Ordinance, a law designed to ensure that employees working within the city limits have access to paid leave for essential needs. Enacted on September 1, 2012, this ordinance, officially known as SMC 14.16, mandates employers to provide paid time off for various crucial reasons, reinforcing Seattle’s position as a city that values its workforce.
This comprehensive guide delves into the specifics of Seattle’s PSST, outlining who is covered, the reasons for leave, accrual rates, and key changes to the law. Whether you’re an employer ensuring compliance or an employee understanding your rights, this information is vital for navigating Seattle’s labor standards.
Who is Covered Under Seattle’s PSST?
The PSST ordinance applies broadly to employees who perform work within Seattle city limits. This inclusive approach is a cornerstone of Seattle’s labor protections, ensuring a wide range of workers can benefit from paid sick and safe time. It’s important for both employers and employees to determine if their work arrangement falls under this ordinance.
Reasons for Taking Paid Sick and Safe Time in Seattle
Seattle’s PSST is designed to cover a range of situations where employees need time off. These reasons are categorized to ensure employees can address personal and family needs without risking their economic stability. The covered reasons include:
- Personal or Family Health Needs: Employees can use PSST to care for their own or a family member’s physical or mental health condition. This includes time for doctor’s appointments and recovery from illness.
- Domestic Violence, Sexual Assault, or Stalking: The ordinance allows leave for employees or their family or household members who are victims of domestic violence, sexual assault, or stalking, enabling them to seek assistance and safety.
- School or Place of Care Closure: When a family member’s school or place of care is closed, employees can utilize PSST to manage childcare responsibilities.
- Business Closure for Health Reasons: If an employee’s place of business is closed by a public official due to health concerns, they are entitled to use PSST.
- Broader Business Closures for Large Employers: For businesses with 250 or more full-time equivalent employees (FTEs), PSST can be used even when the place of business is closed for any health or safety reason, demonstrating a higher standard for larger employers.
These provisions highlight Seattle’s commitment to supporting employees through various life challenges, ensuring job security and financial stability are not compromised during difficult times.
PSST Accrual Rates and Carry-Over Limits Based on Company Size
The rate at which employees accrue PSST and the amount they can carry over varies based on the size of the employer, categorized into three tiers:
| Tier 1 | Tier 2 | Tier 3 | |
|---|---|---|---|
| Full-Time Equivalents (FTEs) Worldwide | 1 employee and up to 49 FTEs | 50-249 FTEs | 250 or more FTEs |
| Accrual of PSST per Hours Worked | 1 hour per 40 hours worked | 1 hour per 40 hours worked | 1 hour per 30 hours worked |
| Carry-over of Unused PSST per Year | 40 hours | 56 hours | 72 hours (*108 hours for employers with PTO) |
This tiered system ensures that the requirements are appropriately scaled to the size of the business, balancing employee benefits with the operational needs of different sized companies in Seattle.
Key Changes to Seattle’s PSST Ordinance
Seattle’s PSST ordinance has been amended over time to enhance employee protections and adapt to evolving needs. Key changes include:
- 2018 Amendments: Reflecting Washington Initiative 1433, amendments in January 2018 strengthened employee-protective provisions, aligning Seattle’s ordinance with broader state standards.
- 2020 Expansion: In March 2020, the law was broadened to include closures of a family member’s (not just a child’s) place of care or school, and removed the requirement for closures to be health-related or ordered by a public official. This change recognized the diverse reasons for care disruptions and provided more flexibility for employees. Additionally, larger employers (250+ FTEs) were required to allow PSST use for business closures due to any health or safety reason, further expanding the safety net for employees in larger organizations.
These amendments demonstrate Seattle’s proactive approach to refining its labor laws to better serve the workforce and respond to changing circumstances.
Resources for Employers and Employees
The City of Seattle provides extensive resources to help employers comply with the PSST ordinance and to inform employees about their rights. These resources, available through the Office of Labor Standards (OLS), include:
- Comprehensive Q&A: Detailed answers to frequently asked questions about PSST.
- Fact Sheets: Concise summaries of the key aspects of the ordinance.
- Flyers: Informational flyers to help communicate PSST details.
- Model Employer Policy & Policy Checklist: Tools to assist employers in creating compliant PSST policies.
- Pay Stub Guide for Workers: Guidance for employees to understand PSST information on their pay stubs.
- Annual Workplace Poster: Required posting for workplaces, available in multiple languages.
- Language Access Resources: Many resources, including the workplace poster, are available in Spanish and other languages to ensure broad accessibility.
- Domestic Violence and Sexual Assault Resources: Specific resources for employees facing these challenging situations.
These resources are regularly updated and can be accessed on the Seattle Office of Labor Standards website, ensuring that both employers and employees have the most current information and support needed to understand and implement the PSST ordinance effectively.
By providing paid sick and safe time, Seattle not only supports its workforce but also fosters a healthier and more productive community. Understanding and utilizing the PSST ordinance is a crucial aspect of working and employing in Seattle, contributing to a fair and equitable labor environment.
