NYC Earned Safe or Sick Leave:
In April of 2014, NYC passed an Earned Sick Time Act, requiring employers of employees working in NYC to provide paid sick leave for employees. This act was later expanded to cover absences for other types of events, such as the need for assistance when you or a family member are a victim of any act or threat of domestic violence, unwanted sexual contact, stalking, or human trafficking.

Most of Eden II’s NYC employees have PTO accruals far beyond the minimal requirements of this law, and will continue to accrue PTO in accordance with the policy provision described previously (no additional allocation of time relating to this new law will occur, as current policies far exceed requirements). However,  employees working in Eden II sites in NYC who are hourly/part time (and not eligible for participation in PTO accruals) will accrue 1 hour of sick leave for every 30 hours worked, up to a maximum of 40 hours of sick leave per year.

NYC Earned Safe or Sick Leave is available for use for the need for preventive medical care, mental or physical illness, injury, or health condition, the need for medical diagnosis, care or treatment of a mental or physical illness, injury, or health condition for you or a family member, the need for assistance when you or a family member may be the victim of any act or threat of domestic violence or unwanted sexual contact, stalking, or human trafficking, and when a public health emergency necessitates closure of Eden II or a child care provider/school of a child in the employee’s care.

Part time/hourly NYC requesting paid sick leave should request such time as far in advance as is practical (in accordance with general standards of our Time Away From Work policy) Paid sick leave will be paid at the employee’s home department rate. Should an employee eligible for NYC Paid Safe or Sick Leave not use all accrued hours in a given year, up to 40 hours of paid sick leave may be carried over to the next year. Employees who are eligible for NYC Paid Safe or Sick Leave begin accruing paid NYC leave upon starting work, but cannot use accrued time until 90 days after hire. No payout of paid NYC leave occurs upon departure from the agency.

Eden II may require documentation from a licensed health care provider if NYC Paid Safe or Sick Leave eligible employees use more than 3 consecutive work days as sick leave. When the need for NYC Paid Safe or Sick leave is foreseeable, employees are required to provide advance notice, in writing, of their intention to use Safe or Sick leave. Early notification is always appreciated if possible. 

Temporary Schedule Change Protections:
In addition to eligibility for either PTO or NYC Earned Safe or Sick time, employees working in NYC have a right to, for two days in a year, request a temporary schedule change. Employees are permitted to request a temporary schedule change to:

provide care to a minor child or to a person living in the caregiver’s household with a disability who relies on the caregiver for medical care or the needs of daily living
attend a legal proceeding or hearing for subsistence benefits to which the employee, a family member, or the employee’s care recipient is a party, or
attend to “any circumstance that would constitute a basis for permissible use of safe or sick time” under the NYC Earned Safe and Sick Time Act.

Temporary changes include a limited alteration in the hours, times, or locations where an employee is expected to work, including but not limited using paid time off, working remotely, swapping or shifting work hours, or using unpaid leave. Please note that these two days of protected “temporary changes” are in addition to, and not substituted for, the time afforded under the NYC Earned Safe and Sick Time Act. Employees and supervisors are encouraged to consult with HR regarding any issues that come up relating to the administration of these laws and related requirements.

      NYC Earned Safe and Sick Time Act
     
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