Understanding local labor laws is crucial, especially when you’re working in a vibrant city like Seattle, Washington. While knowing “What Time Is It In Seattle Washington” might be your first question when coordinating with colleagues or clients across different time zones, understanding your rights as an employee, particularly regarding paid sick and safe time, is equally important. This guide provides a comprehensive overview of Seattle’s Paid Sick and Safe Time (PSST) ordinance, ensuring both employees and employers are well-informed and compliant.
Seattle’s Paid Sick and Safe Time Ordinance, which went into effect on September 1, 2012, mandates employers to provide paid leave to employees working within the city limits. This law is designed to ensure workers can take necessary time off without jeopardizing their financial stability when they or their family members face health or safety issues.
Who is Covered Under Seattle’s PSST Ordinance?
The PSST ordinance applies to virtually all employees who work in Seattle. It covers a broad spectrum of situations, allowing employees to use paid leave for:
- Personal or Family Health Needs: This includes time off to care for their own or a family member’s physical or mental health condition. This encompasses doctor’s appointments, illness, and ongoing health issues.
- Domestic Violence, Sexual Assault, or Stalking: Employees can utilize PSST for reasons related to domestic violence, sexual assault, or stalking, whether they are the victim or need to care for a family member or household member who is.
- School or Place of Care Closures: When a family member’s school or place of care is closed, employees can take PSST to manage childcare responsibilities.
- Business Closures Due to Public Health Orders: If an employee’s place of business is closed by a public official due to health reasons, they are entitled to use PSST.
- Business Closures for Health or Safety Reasons (for Large Employers): For businesses with 250 or more Full-Time Equivalents (FTEs) worldwide, employees can use PSST when their workplace is closed for any health or safety reason.
PSST Accrual Rates and Carry-Over Limits
The rate at which employees accrue PSST and the amount they can carry over each year depends on the size of their employer, categorized into three tiers based on the number of Full-Time Equivalents (FTEs) worldwide:
| Tier 1 | Tier 2 | Tier 3 | |
|---|---|---|---|
| FTEs Worldwide | 1 employee and up to 49 FTEs | 50-249 FTEs | 250 or more FTEs |
| Accrual Rate | 1 hour per 40 hours worked | 1 hour per 40 hours worked | 1 hour per 30 hours worked |
| Carry-Over Limit | 40 hours | 56 hours | 72 hours (or 108 hours with PTO) |
Key Points to Understand from the Table:
- Accrual: Employees earn PSST as they work. The accrual rate is faster for employees at larger companies (Tier 3).
- Carry-Over: Unused PSST can be carried over to the next year, but there are limits on how much can be carried over. Tier 3 employers with a Paid Time Off (PTO) policy can have a higher carry-over limit.
Important Changes to the PSST Law
Seattle’s PSST ordinance has been amended over time to strengthen employee protections. Notable changes include:
- Alignment with Washington State Initiative 1433 (2018): Amendments in 2018 brought Seattle’s ordinance in line with the more employee-friendly provisions of Washington Initiative 1433, which also concerns paid sick leave at the state level.
- Expansion of Qualifying Absences (March 2020): Significant changes in March 2020 broadened the reasons for which employees can use PSST. Previously, closures of schools or places of care had to be due to public health orders for health-related reasons. Now, employees can use PSST if any family member’s school or care facility is closed, regardless of the reason for closure or who ordered it.
- Expanded Coverage for Large Employers During Business Closures (March 2020): Employers with 250+ FTEs are now required to allow employees to use PSST when the business is closed for any health or safety reason, not just those mandated by public health officials.
These amendments reflect a commitment to providing robust protections for Seattle workers, ensuring they can address a wider range of personal and family needs without financial penalty.
Employer Responsibilities and Resources
Employers in Seattle have specific obligations under the PSST ordinance. These include:
- Providing Paid Sick and Safe Time: Employers must accurately track hours worked and ensure employees accrue PSST at the correct rate.
- Allowing Use of PSST for Covered Reasons: Employers must permit employees to use their accrued PSST for the reasons outlined in the ordinance.
- Maintaining Records: Employers are required to keep records of PSST accrued and used by employees.
- Providing Notice to Employees: Employers must inform employees of their rights under the PSST ordinance. This is often done through workplace posters and inclusion of PSST information in employee handbooks.
To assist employers in complying with the PSST ordinance, the Seattle Office of Labor Standards (OLS) provides a variety of resources, including:
- Comprehensive Q&A: A detailed document answering frequently asked questions about PSST.
- Fact Sheets: Concise summaries of the key provisions of the ordinance.
- Model Employer Policy: A template policy that employers can adapt for their own workplaces.
- Policy Checklist: A tool to help employers ensure their PSST policies are compliant.
- Pay Stub Guide for Workers: Information to help employees understand how PSST should be reflected on their pay stubs.
- Annual Workplace Poster: A required poster that must be displayed in the workplace informing employees of their PSST rights.
These resources are readily available for download on the OLS website in multiple languages, ensuring accessibility for Seattle’s diverse workforce.
Conclusion
Seattle’s Paid Sick and Safe Time ordinance is a vital piece of legislation designed to protect the health and economic security of workers in the city. By understanding the provisions of this law, both employees and employers can ensure compliance and foster a supportive and healthy work environment. For the most up-to-date information and resources, always refer to the official website of the Seattle Office of Labor Standards.
