Paid sick leave for full-time employee in DC According to the District of Columbia’s Accrued Sick and Safe Leave Act, both full- and part-time employees to be paid sick and safe leave for use under certain circumstances. I'm working as a regular full-time employee for a company, that has the only office in Washington DC. There is an internal document in the company, that states that In accordance with the District of Columbia’s Accrued Sick and Safe Leave Act, special full-time exempt, part-time and temporary employees are eligible for up to five (5) days of paid sick leave. ... Regular full-time employees are not eligible for paid sick days under this policy. Instead, they may take any accrued PTO for any reason, including illness. Is it legal, or this statement is misinterpretation, and I'm also eligible for paid sick leave?
It looks like your PTO already met the legal qualifications for the law were met by your PTO policy prior to the law's enactment. The linked material lists the exemption for full time employees. You should have a leave balance in your pay stub (and if not, you should talk to your company's payroll department to find out your balance(s)) and can use leave that you have for sick leave (they just aren't calling it sick leave it). Likely your leave is valid for sick or vacation leave combined or you have two pools (sick and vacation) that you can use any leave pool for sick days (typically, sick leave will be paid out on departure from the company and has no caps on banking it (if you have X amount of hours per year and don't take sick days at all, you can add that to the sick leave you get next year) so you can retire early by using the sick leave to cover the time you would have remaining to work before retirement benefits can take over. Vacation or Annual may also payout but has a cap on banking (often this bank will be the days per year value of the year. If in year one you take no vacation days, you can still have X vacation days banked in addition to year 2's days, but you need to use that same amount by the end of year two or you will lose the hours banked in year one. Basically amounts to longer Christmas Break for a lot of people).
The US Department of Labor Employer's Guide to Advance Notice of Closings and Layoffs states Can I pay my workers their salary and benefits for 60 days in lieu of notice? Neither the Act nor the regulations recognize the concept of pay in lieu of notice. WARN requires notice, making no provision for any alternative. Failure to give notice does a significant disservice to workers and undermines other services that are part of the purpose of the WARN Act. However, since WARN provides that the maximum employer liability for damages, including back pay and benefits, is for the period of violation up to 60 days, providing your employees with full pay and benefits for the 60-day period effectively precludes any relief. (emphasis mine) So from the Federal perspective, so-called pay in lieu is technically against the WARN act, but no penalty may occur. Note that payment in lieu is not unique to this situation at all. For regulated high-trust industries, such as banking and aviation, pay in lieu is basically required due to the risk of employee sabotage.
It is not legal to give false responses on such a declaration. The point of anti-discrimination laws is that they say when it is legal vs. not legal to discriminate against an employee, and Alex is expected to have faith in the legal system to protect his legal rights. Dissatisfaction with the outcome of the law may be understandable, but still does not legally justify falsifying information given to an employer. In certain cases (look for the fine print and mentions of "penalty of perjury") you can be fined and imprisoned for lying. More commonly, your employment can be terminated when you are discovered. You may also be held liable for consequences of such lies. Your employer's health insurance contract might require truthful and accurate reporting of medical facts and a lie about your condition could result in termination of coverage.
It probably depends on whether the employer is covered by a relevant non-discrimination statute. Most employers in the United States are covered, but some are small enough to be exempt. Federal law exempts employers with under 15 employees and religious organizations. There might also be a relevant state law. It also would depend upon whether the EEOC or a court found that "be blessed" was a compelled religious statement in violation of a worker's beliefs, and whether allowing the worker not to say it would be a "reasonable accommodation." This is a strong case, and I suspect that the worker would win on both counts but it isn't a completely open and shut case. There is arguably a secular meaning to the word "blessed" and a court could conceivably find that there is a legitimate and indispensible business purpose for insisting that every single person in the worker's position need to make this statement, although I doubt that a court would do so.
south-africa It is legal for South African employers to adopt a mandatory vaccination policy. The guidelines for such policies are described in Annexure C of Consolidated Coronavirus COVID-19 Direction on Occupational Health and Safety Measures in Certain Workplaces, released in June 2021. Briefly, it appears that employers may impose mandatory vaccination policies. However, employees can object to being vaccinated policy on &quot;constitutional1 or medical grounds&quot;. If the employee does so, the employer must &quot;counsel the employee&quot;, refer them for further medical examination (if a medical exemption is claimed), and provide &quot;reasonable accommodations&quot; so that employees who remain unvaccinated can remain employed. What exactly is a &quot;reasonable accommodation&quot; is in the eye of the beholder. Working from home is mentioned as a possible accommodation in the above-linked document. Other possible accommodations might include being transferred to a position that involves less public interaction, being required to wear a mask at all times, or working at different hours or a different location from other employees. If reasonable accommodations cannot be made due to the nature of the employer and the employee's position &amp; duties, then the employee may be dismissed. Ultimately, what types of accommodations are &quot;reasonable&quot; will depend on the specific circumstances of the employer and the employee. If you are considering going this route, it would be worth your while to consult with a lawyer. If you have a trade union that represents you, it might be worth consulting with them as well. Finally, while the above outlines your legal rights to refuse to be vaccinated, I feel obliged to encourage you to just get vaccinated. The risks are minuscule and the benefits to you and those around you are substantial. 1 &quot;Constitutional&quot; here refers to religious beliefs but also to Section 12(2)(b) of the South African Constitution, which guarantees that everyone has the right &quot;to security in and control over their body&quot;.
Certain kinds of pay secrecy measures are illegal under the National Labor Relations Act, a 1935 law. It's not the strongest prohibition, however, because the consequences of violating it are rather weak (especially compared to other employment claims). Some government entities or contractors are under more stringent rules by executive order, and states may have their own laws. Here's a Department of Labor fact sheet. Here's a 2014 NPR story on the subject.
I believe that under federal law, the franchise owner cannot avoid overtime in this way. A similar case was considered by the Labor Department in 2005 (FLSA2005-17NA): This is in response to your request for an opinion concerning the application of the overtime requirements of section 7 of the Fair Labor Standards Act (FLSA) to employees who work at two different health care facilities operated by one management company. It is our opinion that all hours worked at any of the facilities must be combined for the purpose of calculating hours worked under the FLSA. The letter explains the logic pretty clearly, with citations. When an employee is "jointly" employed by two or more employers, then the hours are all combined for overtime purposes. 29 CFR 791.2(b) explains how "jointly" is determined: Where the employee performs work which simultaneously benefits two or more employers, or works for two or more employers at different times during the workweek, a joint employment relationship generally will be considered to exist in situations such as: (1) Where there is an arrangement between the employers to share the employee's services, as, for example, to interchange employees; or (2) Where one employer is acting directly or indirectly in the interest of the other employer (or employers) in relation to the employee; or (3) Where the employers are not completely disassociated with respect to the employment of a particular employee and may be deemed to share control of the employee, directly or indirectly, by reason of the fact that one employer controls, is controlled by, or is under common control with the other employer. Paragraph (1) applies: the two employers (the two restaurants) have an arrangement to share the employee's services (the owner is explicitly dividing their hours). Paragraph (3) also applies: both employers are under common control, since the same person owns both. They certainly are "not completely dissociated". The same logic would seem to apply even if the two locations are different restaurants, or different types of businesses. The 2005 letter explains further: Factors that are relevant in finding joint employment include, for example, whether there are common officers or directors of the companies; the nature of the common management support provided; whether employees have priority for vacancies at the other companies; whether there are any common insurance, pension or payroll systems; and whether there are any common hiring seniority, recordkeeping or billing systems. These also seem likely to apply in your hypothetical cases.
All employees in Australia are covered by state-based Worker’s Compensation insurance. This is the workers’ guide for NSW. In theory, your loss of income and medical expenses should be claimable. However, as it seems that you did not follow the required procedures, in practice, you may find it a bureaucratic nightmare. First, you needed to have been seen by a registered Australian doctor and receive a Workers Compensation certificate to get the ball rolling. Do you have evidence that the injury occurred at work? Second, benefits are suspended if you leave the country. There may be exemptions for temporary workers but I am unaware of them. Contact the authority responsible for workers compensation in the state you were injured.