The Times Herald (Norristown, PA)
Paid sick leave may be incentive, complication
NEW YORK » Rod Holmes opted for simplicity when Chicago’s paid sick leave law took effect.
He wanted to avoid the headache of calculating how much sick time staffers at his digital marketing company earned for the time they worked, and there was the question of what do about his employees in Cincinnati.
Holmes had previously given his staffers three weeks of paid time off, to be used for whatever they wanted. But with the law requiring sick leave, he added a week of sick time for all 14 staffers. It increases his costs, but he wants to retain employees and attract new ones.
“We’re in a fairly competitive market for people, and that was the deciding factor,” says Holmes, co-owner of Chicago Style SEO.
Running a small business can be more expensive and complex for owners subject to the growing number of state and local laws that mandate paid sick time. Owners with farflung staffers like Holmes must decide how much sick leave to give all their workers. They also have the administrative costs of complying with the laws. And, if they have staffers who do shift work, they often must pay substitutes when someone is sick.
Despite those complications, the trend in the U.S. is toward more companies offering paid sick leave, either because of the laws in 10 states and many big cities or because employers recognize it’s a benefit staffers want. The Labor Department estimated last year that 68 percent of workers at U.S. companies had paid sick leave, up from 61 percent in 2015.
The issue of paid sick leave has been raised in Congress, although a federal law doesn’t appear likely in the near future. At a Senate hearing in July, lawmakers split along party lines over how to pay for the time off. Democrats favor a law that would be funded through tax increases on employers and workers. Republicans want workers to effectively pay for sick leave by delaying eligibility for Social Security based on how much sick time they’ve