Paid sick leave is generally not required under federal law, however several states and a number of cities require paid sick or unpaid sick leave (depending on the size of the employer). This policy is designed for employers who are mandated by law to provide paid sick leave and who do not already have a paid time off policy that allows leave for the same qualifying reasons and under the same conditions as the applicable law.
While there is no federal law that specifically protects employees who are victims of domestic violence, stalking or sexual assault and/or other crimes, many states have enacted laws granting job protection and leave to such employees and/or employees whose family members have been victimized. These laws also typically prohibit employers from penalizing or terminating an employee because the employee exercises rights as a crime victim or a victim of domestic violence, which includes attending court as a witness in a related criminal proceeding. An employer should publish a written policy if the employer is located in a state that requires such leave or if this is an important value to the employer.
An employer may use this policy to set standards on employee bereavement leave and to show support for employees during stressful or tragic times in the personal lives of employees. Although a Bereavement Leave Policy is not required by federal or state law, such policies are important for employee morale.
An employer may use this policy to communicate family and medical leave rights and responsibilities when the employer is not subject to the FMLA. Employers can choose to implement a family and medical leave policy that is in line with the FMLA or state equivalent, and may modify it to meet the employer's needs.
An employer may use this policy to inform eligible employees of any benefits or policies surrounding Family and Medical Leave. Best practice maintains that certain elements of an employer's FMLA policy are represented in the employee handbook.
Massachusetts has released a sample earned sick time policy that an employer can use as guidance to inform employees of their rights.
Several states offer leave for employees of private employers to donate bone marrow or blood, or to serve as an organ donor, in addition to any other medical or personal leave provided. Generally, the nature and length of the leave depends on the underlying cause of the leave. Employers should publish a written policy if the employer is located in a state that requires such leave or if this is an important value to the employer.
Many states require that private employers allow employees time off to vote. Time off requirements vary, generally from one to three consecutive hours in a work day. Employers should have a voting leave policy to set forth how long and when an employee may take time off to vote, and establish what type of notice and verification is required of the employee. Once election time draws near, employers should remind their employees of this policy and should distribute a copy to employees electronically or by printed copy.
An employer may use this policy regarding absence due to jury duty and/or other court-related leave in order to outline both the employer's responsibilities and employees' obligations related to such absences.
An employer may use this policy regarding absence due to military leave in order to outline both the employer's responsibilities and employees' obligations related to such absences.
Templates to help you create legally compliant documents relating to employee leaves.
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