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Massachusetts Earned Sick Time Law Update: Safe Harbor Clarified, Form Notice Available

By Michael R. Bertoncini, Jeffrey S. Brody, Samia M. Kirmani and Brian E. Lewis
  • June 10, 2015

The Massachusetts Attorney General’s office posted on its website a clarification of its previously announced Safe Harbor provision extending the Massachusetts Earned Sick Time compliance deadline for employers who provide paid time off that is substantially similar to that required by the Law. The AG’s office clarification provides further detail regarding application of the Safe Harbor provision which stated that “employers with a policy in existence on May 1, 2015 that provides paid time off or paid sick leave, shall be deemed in compliance with the Earned Sick Time law until January 1, 2016….”

The AG’s office also released an Earned Sick Time Notice of Employee Rights for employers to post starting July 1, 2015. 

These documents and other information about the Law, including the proposed regulations, are available from the AG’s website, at http://www.mass.gov/ago/doing-business-in-massachusetts/labor-laws-and-public-construction/earned-sick-time/

The AG’s office is expected to issue final regulations shortly. Jackson Lewis will be discussing these and other developments in our complimentary webinar, “Navigating Massachusetts’ New Paid Sick Leave Law,” on June 24, 2015. To register for the webinar, go to: http://jacksonlewis.com/events/locations/view/2762

The Law applies to all Massachusetts employers. For employers with 11 or more employees, sick time must be paid; for employers with 10 or fewer employees, the sick time may be unpaid. (For more on the Law, see our article, Massachusetts Voters Pass Mandatory Sick Time Law for All Employers, Effective July 1, 2015.)

If you have questions regarding compliance with the Law, please contact the Jackson Lewis attorney with whom you regularly work.

©2015 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Reproduction of this material in whole or in part is prohibited without the express prior written consent of Jackson Lewis P.C., a law firm with more than 900 attorneys in major cities nationwide serving clients across a wide range of practices and industries. Having built its reputation on providing premier workplace law representation to management, the firm has grown to include leading practices in the areas of government relations, healthcare and sports law. For more information, visit www.jacksonlewis.com.

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