Agenda Item 8B
June 23, 2015
Robert H. Drummer, Senior Legislative
Jacob Sesker, Senior Legislative Analyst
Bill 60-14, Human Rights and Civil Liberties - Earned Sick and Safe
Health and Human Services Committee recommendation
enact the Bill with
Bill 60-14, Human Rights and Civil Liberties - Earned Sick and Safe Leave, sponsored by
then-Council Vice President Leventhal and Councilmembers Navarro, Branson, Eirich, Riemer,
and Hucker, was introduced on November 25, 2014. A public hearing was held on January 29 and
a Health and Human Services Committee worksession
held on June 11.
Bill 60-14 would require an employer operating and doing business in the County to
provide earned sick and safe leave to each employee for work performed in the County. Earned
sick and safe leave is paid leave away from work that can be used for the injury or illness of the
employee or the employee's immediate family or due to domestic violence suffered by the
employee or a member of the employee's immediate family. An employer could provide paid
time off that can be used by the employee for any purpose to satisfy the earned sick and safe leave
requirement of the Bill.
Bill 60-14 would require an employer to provide earned sick and safe leave at a rate of at
least 1 hour for every 30 hours an employee works in the County up to 56 hours in a calendar year.
An employee would have to be paid for earned sick and safe leave at the same rate and with the
same benefits as the employee normally earns. A tipped employee would have to be paid at least
the County minimum wage for each hour the employee uses earned sick and safe leave.
FMLA and MFLA
Congress enacted the Family and Medical Leave Act (FMLA) in 1993. The FMLA
requires an employer with 50 or more employees to provide 12 work weeks of unpaid leave in a
12-month rolling period. An employee must have worked at least 1250 hours during the preceding
12-month period to be eligible for unpaid leave under the FMLA. One of the reasons an employee
may take unpaid FMLA leave is for the employee's "serious health condition" or to take care of
an immediate family member with a "serious health condition." An employee must be unable to