Mandatory Paid Sick Leave is a separate module. This is similar to benefit accrual but meant to calculate hours for sick pay based on state and local requirements. You can add or edit these rules by going to Company - Benefits - Mandatory Paid Sick Leave:

You 

 

Mandatory Paid Sick Leave (Web) Image 1

 

Start by giving the rule a code and name. Then choose the category that it will apply to (our default is SICK - PAID) and the start date. The default values match the current requirement for Los Angeles. Please check for your state and local requirements. 

 

  • Accural Start Date - At what point of employment does the accural process start 
  • Minimum worked days - The number of days they are required to work to accrue sick leave. Sick hours will accrue after this time.
  • Give X hours after Y worked hours -  How many sick hours should be accrued after how many worked hours.
  • Maximum Accrual/Usage/Carry-over - The maximum number of hours to accrue, the maximum hours that can be used, and the maximum hours that carry-over after one year.
  • Can be used after X days of employment - After how many days the accrued sick time can be used.
  • Categories to summarize - The categories that will count towards accruing sick time (usually just Worked Time) and the checkboxes at the bottom will include regular and overtime hours.

 

 

Granting Sick Leave Upfront

The Grant Upfront Hours option allows an employer to provide an employee with a set number of sick leave hours at the beginning of the policy period rather than having the employee earn the hours gradually through accrual.

This option can be used when the employer's sick leave policy provides the employee with their sick leave balance upfront.

I'd also recommend adding a small Example section to the article showing the difference between Grant Upfront Hours and Give X Hours After Y Worked Hours, since that's likely to be the part customers will be confused about.

 

When Hire Date is selected, the accrual process begins based on the employee's hire date.

The system supports the following options:

  • Minimum Worked Days – Specifies the number of days an employee must work before sick leave begins accruing. Sick leave will begin accruing after the required number of worked days.
  • Grant Upfront Hours – Grants a specified number of sick leave hours to the employee upfront instead of requiring the employee to earn those hours through worked-time accruals.
  • Maximum  / Usage / Carry-over– Defines the limits for the sick leave policy:
    • Maximum Usage: The maximum number of sick leave hours an employee can use.
    • Maximum Carry-over: The maximum number of unused sick leave hours that can carry over after one year.
  • Can Be Used After X Days of Employment – Specifies how many days the employee must be employed before accrued sick leave can be used.

From First Use

The sick leave period begins when the employee first uses sick leave. When this option is selected, the employer can choose between:

  • 52 Rolling Weeks – The sick leave period is calculated using a rolling 52-week period beginning from the employee's first use of sick leave.
  • 1 Calendar Year – The sick leave period follows a calendar year based on the employee's first use of sick leave.

With From First Use, the available settings are:

  • Minimum Worked Days in a Year – The minimum number of days the employee must work during the applicable year before they qualify for sick leave.
  • Grant Hours – The number of sick leave hours granted to the employee once the applicable requirements are met.
  • Maximum Usage – The maximum number of sick leave hours the employee can use during the applicable period.
  • Can Be Used After X Days – Specifies how many days must pass before the granted sick leave can be used.

Custom Start Date

The Custom Start Date option allows the employer to specify a specific date when the employee's sick leave period begins. After the custom start date, the employer can choose how the sick leave period is measured:

  • 52 Rolling Weeks – The sick leave period is measured using a rolling 52-week period.
  • 1 Calendar Year – The sick leave period follows a calendar year.

The following settings are available with Custom Start Date:

  • Minimum Worked Days in a Year – The minimum number of days an employee must work during the applicable year before sick leave is granted.
  • Grant Hours – The number of sick leave hours granted to the employee after meeting the required conditions.
  • Maximum Usage – The maximum number of sick leave hours an employee can use during the applicable period.
  • Maximum Carry-over – The maximum number of unused sick leave hours that can be carried over into the next applicable period.
  • Can Be Used After X Days – Specifies how many days after the start of the employee's applicable sick leave period the granted hours can be used