to, a doctor’s note, a certification from a law enforcement officer or victim advocate, or a court order. ESS may be used for the following reasons: To care for or treat an employee’s mental or physical illness, injury, or condition. To obtain preventive medical care for the employee or employee’s family member. To care for a family member with a mental or physical illness, injury, or condition. Maternity or paternity leave. When an employee’s absence from work is necessary due to domestic violence, sexual assault, or stalking committed against the employee or the employee’s family member, and the leave is being used by the employee to obtain for the employee or the employee’s family member: (a) medical or mental health attention that is related to the domestic violence, sexual assault, or staking; (b) services from a victim services organization related to the domestic violence, sexual assault, or stalking; (c) legal services or proceedings related to or resulting from the domestic violence, sexual assault, or stalking; or (d) an employee’s temporary relocation due to domestic violence, sexual assault, or stalking. Accrual and carryover Current staff who meet the above requirements will begin accruing ESS on February 11, 2018. For those hired after February 11, 2018, ESS will begin to accrue on the date on which the employee begins employment. ESS will not accrue in a two week pay period in which the employee worked fewer than 24 hours total. Employees who meet the above requirements will earn 1 hour of ESS for every 30 hours worked, up to 40 hours of ESS in a fiscal year beginning on their first day of employment. At no time may an employee accrue more than 64 hours of ESS. Employees may carry over up to 40 hours of ESS from one fiscal year to the next. ESS is not paid out at separation of employment. If an employee had an accrued, but unused ESS balance upon termination, and the employee is rehired within 37 weeks of separation, the employee’s accrued, but unused ESS will be reinstated. Payment of Sick and Safe Leave ESS will be paid at the employee’s normal wage rate.
to, a doctor’s note, a certification from a law enforcement officer or victim advocate, or a court order. ESS may be used for the following reasons: To care for or treat an employee’s mental or physical illness, injury, or condition. To obtain preventive medical care for the employee or employee’s family member. To care for a family member with a mental or physical illness, injury, or condition. Maternity or paternity leave. When an employee’s absence from work is necessary due to domestic violence, sexual assault, or stalking committed against the employee or the employee’s family member, and the leave is being used by the employee to obtain for the employee or the employee’s family member: (a) medical or mental health attention that is related to the domestic violence, sexual assault, or staking; (b) services from a victim services organization related to the domestic violence, sexual assault, or stalking; (c) legal services or proceedings related to or resulting from the domestic violence, sexual assault, or stalking; or (d) an employee’s temporary relocation due to domestic violence, sexual assault, or stalking. Accrual and carryover Current staff who meet the above requirements will begin accruing ESS on February 11, 2018. For those hired after February 11, 2018, ESS will begin to accrue on the date on which the employee begins employment. ESS will not accrue in a two week pay period in which the employee worked fewer than 24 hours total. Employees who meet the above requirements will earn 1 hour of ESS for every 30 hours worked, up to 40 hours of ESS in a fiscal year beginning on their first day of employment. At no time may an employee accrue more than 64 hours of ESS. Employees may carry over up to 40 hours of ESS from one fiscal year to the next. ESS is not paid out at separation of employment. If an employee had an accrued, but unused ESS balance upon termination, and the employee is rehired within 37 weeks of separation, the employee’s accrued, but unused ESS will be reinstated. Payment of Sick and Safe Leave ESS will be paid at the employee’s normal wage rate.
HR-4200%20Maryland%20Paid%20Sick%20and%20Safe%20Leave_Final%20(1).docx