Paid Sick Days Statutes + Updated October 2014

+
Paid Sick Days Statutes
Updated October 2014
Key:
EE: employee; ER: employer; SB: small business; LB: large business; FTE: full-time equivalent; DV: domestic violence; SAFE: safe time coverage; PHE: public health emergency; CBA: collective bargaining agreement
Location &
Law/Bill
Number
San
Francisco,
Calif.
S.F. Admin.
Code Ch.
12W
(2006)
(effective
2/2007)
District of
Columbia
D.C. Code §
32-131.01 et
seq.
(2008,
amended
2013)
(effective
2014)
Connecticut
Public Act
11-52
(2011)
(effective
1/2012)
Seattle,
Wash.
Ordinance
123698
(2011)
(effective
9/2012)
Portland,
Ore.
Ordinance
185926
(2013)
(effective
1/2014)
New York
City, N.Y. Int.
0097-2010
(2013), Int.
0001-2014
(2014)
(effective
4/2014)
Jersey City,
N.J.
Ordinance
13.097
(2013)
(effective
1/2014)
Newark, N.J.
Ordinance
13-2010
(2014)
(effective
5/2014)
San Diego,
Calif.
Municipal
Code
§ 39.0101
(effective
1
4/2015)
California
Cal. Labor
Code §§ 245,
2810.5
(effective
7/2015)
Eugene, Ore.
Ordinance
2057 (2014)
(partially
effective
8/2014, fully
effective
7/2015)
Irvington,
N.J.
Ordinance
MC 3513
(2014)
(effective
2
1/2015)
Summary
EEs in the
private sector
accrue one
hour of paid
sick time for
every 30
hours worked
within the
city and can
accrue and
use up to 40
or 72 hours,
depending on
ER’s size.
Covers sick
time for EE
EEs accrue
one hour of
paid sick
time for
every 37 to
87 hours
worked and
can accrue
and use up to
3 to 7 days,
depending on
ER’s size.
Tipped
restaurant
and bar
workers
Enumerated
EEs whose
places of
business has
50 or more
EEs accrue
one hour of
paid sick
time for
every 40
hours worked
and can
accrue and
use up to 40
hours. Covers
sick time for
EEs whose
place of
business has
5 or more
EEs accrue
one hour of
paid sick
time for
every 30 to
40 hours
worked and
use up to 40
to 108 hours,
depending on
ER’s size.
Accrual is
EEs whose
place of
business has
6 or more
EEs accrue
one hour of
paid sick
time for
every 30
hours worked
and can
accrue and
use up to 40
hours. All
others
receive
EEs whose
place of
business has
5 or more
EEs accrue
one hour of
paid sick
time for
every 30
hours worked
and can
accrue and
use up to 40
hours. All
others
receive
EEs whose
place of
business has
10 or more
EEs accrue
one hour of
paid sick
time for
every 30
hours worked
and can
accrue and
use up to 40
hours. All
others
receive
EEs accrue
one hour of
paid sick
time for
every 30
hours worked
and can
accrue and
use up to 24
to 40 hours,
depending on
ER’s size.
Covers sick
time for EE
or family
members’
EEs accrue
one hour of
paid sick
time for
every 30
hours worked
and use up to
40 hours.
Accrual is
unlimited.
Covers sick
time for EE
or family
members’
care, for
absences
EEs accrue
one hour of
paid sick
time for
every 30
hours worked
and can use
up to 24
hours. Can
accrue up to
48 hours.
Covers sick
time for EE
or family
members’
care or
EEs accrue
one hour of
paid sick
time for
every 30
hours worked
and can
accrue and
use up to 40
hours. Covers
sick time for
EE or family
members’
care and for
absences
associated
EEs accrue
one hour of
paid sick
time for
every 30
hours worked
and can
accrue and
use between
24 to 40
hours,
depending on
ER’s size.
Covers sick
time for EE
or family
1
2
Opponents have gathered signatures for a June 2016 ballot initiative to rescind the ordinance. If the signature collection is successful, the law will be on hold until that time.
Three cities in New Jersey – Passaic, East Orange and Paterson – passed paid sick days ordinances in September that are awaiting the mayors’ signatures. The ordinances are similar to those in Newark and Irvington.
1
Location
Impact
San Francisco
District of
Columbia
Connecticut
Seattle
Portland
New York
City
Jersey City
Newark
San Diego
California
Eugene
Irvington
or family
members’
care.
receive one
hour for
every 43
worked and
accrue up to
5 days
regardless of
ER size.
Covers sick
time for EE
or family
members’
care and for
absences
associated
with
domestic
violence,
sexual abuse
or stalking.
EE or family
members’
care and for
absences
associated
with
domestic
violence or
sexual
assault.
unlimited.
Covers sick
time for EE
or family
members’
care,
absences
associated
with
domestic
violence,
sexual
assault or
stalking, and
closures at
EE’s place of
employment
or child’s
school or
place of care
due to a
public health
emergency.
equivalent
unpaid time.
Covers sick
time for EE
or family
members’
care,
absences
associated
with EE or
minor child’s
domestic
violence,
sexual
harassment,
assault or
stalking, and
closures at
EE’s place of
employment
or child’s
school or
place of care
due to a
public health
emergency.
equivalent
unpaid time.
Domestic
workers can
accrue and
use two days
after one
year of
employment.
Covers sick
time for EE
or family
members’
care and
closures at
EE’s place of
employment
or child’s
school or
place of care
due to a
public health
emergency.
equivalent
unpaid time.
Covers sick
time for EE
or family
members’
care and
closures at
EE’s place of
employment
or child’s
school or
place of care
due to a
public health
emergency.
care, closures
at EE’s place
of
employment
or child’s
school or
place of care
due to a
public health
emergency,
and to care
for a family
member
exposed to a
communicable disease.
associated
with
domestic
violence,
sexual
assault or
stalking, and
closures at
EE’s place of
employment
or child’s
school or
place of care
due to a
public health
emergency.
existing
health
condition and
for absences
associated
with EE’s
domestic
violence,
sexual
assault or
stalking.
with EE or
minor child’s
domestic
violence,
sexual
harassment,
assault or
stalking.
members’
care, closures
at EE’s place
of
employment
or child’s
school or
place of care
due to a
public health
emergency,
and to care
for a family
member
exposed to a
communicable disease.
Approx.
59,000
workers
formerly
without sick
time gained
it through
this law.i
Approx.
220,000
workers
formerly
without sick
time gained
it through
this law.ii
Approx.
200,000
workers
formerly
without sick
time gained
it through
this law.iii
Approx.
150,000
workers
formerly
without sick
time gained
it through
this law.iv
Approx.
260,000
workers
formerly
without sick
time gained
it through
this law.v
Approx.
1,170,000
workers
formerly
without sick
time gained
it through
this law.vi
Approx.
30,000
workers
formerly
without sick
time gained
it through
this law.vii
Approx.
38,000
workers
formerly
without sick
time gained
it through
this law.viii
Approx.
279,000
workers
formerly
without sick
time will gain
it through
this law.ix
Approx.
6.5 million
workers
formerly
without sick
time will gain
it through
this law.x
Approx.
25,000
workers
formerly
without sick
time will gain
it through
this law.xi
Approx.
9,000
workers
formerly
without sick
time will gain
it through
this law.xii
2
Location
San Francisco
District of
Columbia
Connecticut
Seattle
Portland
New York
City
Jersey City
Newark
San Diego
California
Eugene
Irvington
Exemptions
--
Does not
apply to
independent
contractors;
students
employed by
their higher
education
institution
for less than
25
hours/week;
health care
workers
participating
in premium
pay
programs;
unpaid
volunteers
that engage
in activities
of an
educational,
charitable,
religious, or
nonprofit
organization;
casual
babysitter;
some
religious
organization
members
Does not
apply to EEs
not employed
in one of the
68
enumerated
service
occupations
or by ERs
with fewer
than 50 EEs;
salaried or
exempt
workers;
temporary
workers;
certain state
EEs;
manufact’ing
ERs;
nationally
chartered
nonprofits
(i.e., the
YMCA)
Does not
apply to
federal, state
or local
government
ERs other
than the City
of Seattle;
new ERs
with fewer
than 250
employees
businesses
have a grace
period of 24
months after
the hire date
of first EE to
comply
Does not
apply to
federal, state
or local
government
ERs other
than the City
of Portland;
independent
contractors;
work-study
students;
railroad
workers
exempted
under
Federal
Railroad
Insurance
Act
Does not
apply to
federal, state
or city EEs;
work-study
students;
independent
contractors;
or certain
physical,
occupational
and speech
therapists
Does not
apply to EEs
of any
governmental
entity
Does not
apply to
federal, state
or city EEs;
construction
EEs covered
by a CBA
Does not
apply to EEs
employed
at less than
minimum
wage;
publicly
subsidized
short-term
youth
employment
program EEs;
any
student EE,
camp
counselor, or
program
counselor of
an organized
camp; or
independent
contractors
Does not
apply to EEs
covered by a
CBA with
express sick
time;
construction
EEs covered
by a CBA; inhome support
service
workers;
certain
airline flight
deck or cabin
crew
members
Does not
apply to
federal, state
or local
government
ERs other
than the City
of Eugene;
building and
construction
EEs covered
by a CBA
Does not
apply to
federal, state
or local
government
ERs; EEs
who work
less than 80
hours in a
year in
Irvington
3
Location
San Francisco
District of
Columbia
Connecticut
Seattle
Portland
New York
City
Accrual Rate
and
Maximum
Accrual
SB (1-9 EEs):
1 hour for
every 30
worked, up to
40 hours
SB (24 or
fewer EEs): 1
hour for every
87 worked, up
to 3 days
50 or more
EEs: 1 hour
LB (10 or
more EEs): 1
hour for
every 30
worked, up to
72 hours
MB (25-99
EEs): 1 hour
for every 43
worked, up to
5 days
Tier 1 (5-49
FTE EEs): 1
hour for
every 40
worked, can
use up to 40
hours
SB (1-5 EEs):
1 hour of
unpaid time
off for every
30 worked,
up to 40
hours
Tier 2 (50249 FTE EEs):
1 hour for
every 40
worked, can
use up to 56
hours
LB (6 or more
EEs): 1 hour
of paid time
off for every
30 worked,
up to 40
hours
LB (100 or
more EEs): 1
hour for every
37 worked, up
to 7 days
Tipped
restaurant
and bar
workers: 1
hour for every
43 worked, up
to 5 days
3
4
for every 40
worked, up to
40 hours
Tier 3 (250 or
more FTE
EEs): 1 hour
for every 30
worked, can
use up to 72
hours
Tier 3 with
paid time off
(PTO) policy:
1 hour for
every 30, can
use up to 108
hours
Jersey City
Newark
San Diego
California
Eugene
Irvington
SB (1-4 EEs) :
1 hour of
unpaid time
off for every
30 worked,
up to 40
hours
SB (1-9 EEs):
1 hour of
unpaid time
off for every
30 worked,
up to 40
hours
SB (1-9 EEs):
1 hour for
every 30
worked, up to
24 hours
1 hour for
every 30
worked, can
use up to 40
hours, accrue
unlimited4
1 hour for
every 30
worked, can
use up to 24
hours, accrue
up to 48
hours
1 hour for
every 30
worked, up to
40 hours
SB (1-9 EEs): 1
LB (5 or more
EEs): 1 hour
of paid time
off for every
30 worked,
up to 40
hours
LB (10 or
more EEs): 1
hour of paid
time off for
every 30
worked, up to
40 hours
3
Domestic
Workers:
Receive 2
days of paid
time off after
one year
worked, then
continue to
receive 2
days/year
For certain chain businesses and franchises, all workers in the chain/franchise are counted together to determine if it is considered a SB.
The definition of “employer” exempts people who receive in-home support services.
4
LB (10 or
more EEs): 1
hour for
every 30
worked, up to
40 hours
Child care,
home health
care and food
service
workers: 1
hour for
every 30
worked, up to
40 hours
hour for
every 30
worked, up to
24 hours
LB (10 or
more EEs): 1
hour for
every 30
worked, up to
40 hours
Child care,
home health
care, and
food service
workers: 1
hour for
every 30
worked, up to
40 hours
Location
San Francisco
District of
Columbia
Connecticut
Seattle
Portland
New York
City
Jersey City
Newark
San Diego
California
Eugene
Irvington
Waiting
Period for
Accrual and
Use
Accrual
begins 90
days after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 90 days
after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 680
hours after
commencement of
employment
Accrued
hours may be
used 180
days after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 90 days
after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 120
days after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 90 days
after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 90 days
after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 90 days
after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 90 days
after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 90 days
after
commencement of
employment
Accrual
begins at
commencement of
employment;
accrued
hours may be
used 90 days
after
commencement of
employment
Family
Members
Covered
other than
Self, Child,
Spouse or
Parent
Domestic
partner;
sibling;
grandparent;
grandchild;
child of
domestic
partner; legal
guardian;
ward; person
with whom
EE is in a
relationship
of in loco
parentis;
“designated
person”
Domestic
partner; livein partner
(living
together at
least 12
months);
grandchild;
sibling;
sibling’s
spouse;
parent-inlaw; spouse
of child; child
living with
EE for whom
EE cares for
permanently
Child and
spouse ONLY
Domestic
partner;
grandparent;
parent-in-law
Domestic
partner;
grandparent;
grandchild;
parent-inlaw; person
with whom
EE was or is
in a
relationship
of in loco
parentis
Domestic
partner;
sibling;
grandparent;
grandchild;
child or
parent of
spouse or
domestic
partner
Domestic or
civil union
partner;
sibling;
grandparent;
grandchild;
child of
domestic or
civil union
partner;
parent of
spouse or
domestic or
civil union
partner;
grandparent’s
spouse or
domestic or
civil union
partner; legal
ward; legal
Domestic or
civil union
partner;
sibling;
grandparent;
grandchild;
child of
domestic or
civil union
partner;
parent of
spouse or
domestic or
civil union
partner;
grandparent’s
spouse or
domestic or
civil union
partner; legal
ward; legal
Domestic
partner;
sibling;
grandparent;
grandchild;
child or
parent of a
spouse; child
of domestic
partner; legal
ward; legal
guardian;
person with
whom EE
was or is in a
relationship
of in loco
parentis
Domestic
partner;
sibling;
grandparent;
grandchild;
legal ward;
legal
guardian of
EE or spouse;
person with
whom EE
was or is in a
relationship
of in loco
parentis
Domestic
partner;
grandparent;
grandchild;
parent-inlaw; person
with whom
EE was or is
in a
relationship
of in loco
parentis
Domestic or
civil union
partner;
sibling;
grandparent;
spouse or
domestic or
civil union
partner of
grandparent;
grandchild;
child of
domestic or
civil union
partner;
parent-inlaw; parent
or
grandparent
of spouse or
domestic or
civil union
5
Location
Safe Time
Coverage
and/or
Coverage for
Public Health
Emergency
San Francisco
--
District of
Columbia
SAFE:
Coverage for
EE’s or
family
member’s
DV, sexual
assault or
stalking
Connecticut
SAFE:
Coverage for
EE’s or
family
member’s DV
or sexual
assault
Seattle
SAFE:
Coverage for
EE’s or
family
member’s
DV, sexual
assault or
stalking
PHE:
Coverage for
closure of
place of
business or
child’s school
or place of
care
Portland
SAFE:
Coverage for
EE or minor
child/dependent’s DV,
harassment,
sexual
assault or
stalking
New York
City
PHE:
Coverage for
closure of
place of
business or
child’s school
or place of
care
PHE:
Coverage for
closure of
place of
business or
child’s school
or place of
care
6
Jersey City
Newark
guardian of
EE or spouse;
person with
whom EE
was or is in a
relationship
of in loco
parentis
guardian of
EE or spouse;
person with
whom EE
was or is in a
relationship
of in loco
parentis
PHE:
Coverage for
closure of
place of
business or
child’s school
or place of
care
PHE:
Coverage for
closure of
place of
business or
child’s school
or place of
care;
coverage to
care for a
family
member
exposed to a
communic.
disease
San Diego
California
Eugene
Irvington
partner; legal
ward; legal
guardian of
EE or spouse;
person with
whom EE
was or is in a
relationship
of in loco
parentis
SAFE:
Coverage for
EE’s or
family
member’s
DV, sexual
assault or
stalking
PHE:
Coverage for
closure of
place of
business or
child’s school
or place of
care
SAFE:
Coverage for
EE’s DV,
sexual
assault or
stalking
SAFE:
Coverage for
EE or minor
child/dependent’s DV,
harassment,
sexual
assault or
stalking
PHE:
Coverage for
closure of
place of
business or
child’s school
or place of
care;
coverage to
care for a
family
member
exposed to a
communic.
disease
Location
San Francisco
District of
Columbia
Connecticut
Seattle
Portland
New York
City
Jersey City
Newark
San Diego
California
Eugene
Irvington
Treatment of
Collective
Bargaining
Agreements
Waiver of
any and all
requirements
in a CBA in
clear and
unambiguous
terms is
permitted
Does not
diminish
obligations
under CBAs
that provide
greater
benefits; a
CBA cannot
waive the
paid time
requirements
of the Act
unless the
CBA provides
at least 3
paid days of
time
Does not
diminish
obligations
under CBAs
that provide
greater
benefits; does
not preempt
or override
the terms of
any CBAs in
effect prior to
legislation’s
effective date
Does not
diminish
obligations
under CBAs
that provide
greater
benefits; does
not apply if
CBA
expressly
waives
requirements
in clear and
unambiguous
terms; waiver
shall not be
permitted by
unilateral
terms and
conditions of
employment
(e.g., order to
continue
working after
expiration of
a CBA)
Does not
diminish
obligations
under CBAs
that provide
greater
benefits
For EEs in
construction
or grocery
industry,
does not
apply if CBA
expressly
waives
requirement;
for other
EEs, does not
apply if CBA
expressly
waives
requirements
and provides
a comparable
benefit
Does not
diminish ER
obligations
under CBAs
that provide
greater
benefits; for
EEs covered
by a CBA,
ordinance
begins to
apply upon
termination
of agreement.
Does not
diminish
obligations
under CBAs
that provide
greater
benefits; does
not apply if
CBA
expressly
waives
requirements
in clear and
unambiguous
terms; does
not apply to
existing
CBAs until
their
expiration
Does not
diminish
obligations
under CBAs
that provide
greater
benefits
Does not
diminish
obligations
under CBAs
that provide
greater
benefits,
arbitration of
paid sick day
disputes,
premium
wage rates
for overtime
hours
worked, and
regular
hourly rate
not less than
30 percent
more than
the state
minimum
wage rate;
EE in the
construction
industry
covered by a
CBA if
agreement
provides for
premium
wage rates
for all
overtime
hours
worked, and
Does not
apply to EEs
in the
building and
construction
industry
whose terms
and
conditions of
employment
are covered
by a CBA.
Waiver of
any and all
requirements
in a CBA in
clear and
unambiguous
terms is
permitted;
does not
diminish
obligations
under CBAs
that provide
greater
benefits
7
Location
San Francisco
District of
Columbia
Connecticut
Seattle
Portland
New York
City
Jersey City
Newark
San Diego
California
Eugene
Irvington
regular
hourly pay of
not less than
30 percent
more than
the state
minimum
wage rate
Applicability
to ER’s
Existing
Policy
No additional
time required
if ER
provides paid
time that
meets bill’s
accrual
requirements
and that can
be used for
the same
purposes
No additional
time required
if ER
provides paid
time that
meets Act’s
accrual
requirements
and that can
be used for
the same
purposes and
under the
same
conditions
No additional
time required
if ER
provides paid
time that
meets Act’s
accrual
requirements
and that can
be used for
the same
purposes
No additional
time required
if ER
provides paid
time that
meets Act’s
use and
accrual
requirements
and that can
be used for
the same
purposes and
under same
conditions
No additional
time required
if ER
provides paid
time that
meets bill’s
accrual
requirements
and that can
be used
under the
same
conditions as
the law
requires.
No additional
time required
if ER
provides paid
time that
meets bill’s
requirements
and that can
be used for
the same
purposes and
under the
same
conditions
No additional
time required
if ER
provides paid
time that
meets bill’s
accrual
requirements
and that can
be used for
the same
purposes and
under the
same
conditions
No additional
time required
if ER
provides paid
time that
meets bill’s
accrual
requirements
and that can
be used for
the same
purposes and
under the
same
conditions
No additional
time required
if ER
provides paid
time that
meets Act’s
accrual and
use
requirements
and that can
be used for
the same
purposes and
under the
same
conditions
No additional
time required
if ER
provides paid
time that
meets Act’s
accrual, carry
over, and use
requirements
and that can
be used for
the same
purposes and
under the
same
conditions
No additional
time required
if ER
provides paid
time that
meets Act’s
accrual and
use
requirements
No additional
time required
if ER
provides paid
time that
meets Act’s
accrual
requirements
and that can
be used for
the same
purposes and
under the
same
conditions
Enforcement
Agency &
Mechanisms
San
Francisco
Office of
Labor
Standards
Enforcement;
file a
complaint;
administrat-
DC
Department
of
Employment
Services,
Office of
Wage and
Hour;
investigate
Connecticut
Department
of Labor; file
complaint
with Labor
Commissioner; civil
penalties;
back pay
Seattle Office
for Civil
Rights; file a
complaint;
adjudication
before
Hearing
Examiner
Oregon
Bureau of
Labor and
Industries,
Wage and
Hour
Division; file
complaint
within 180
NYC
Department
of Consumer
Affairs; file a
complaint;
ER can settle
violation with
DCA without
hearing;
Jersey City
Department
of Health and
Human
Services; call
Department;
pro-active
audits and
investigat-
Newark
Department
of Child and
Family WellBeing; file a
complaint;
fines up to
$1000 and/or
up to 90 days
City Council
will
designate the
enforcement
office; file a
complaint;
civil
penalties
against ER
California
Office of
Industrial
Relations,
Labor
Commissioner’s Office;
file a
complaint;
Not yet
determined;
file a
complaint;
hearing
process not
yet
determined;
civil penalty
Irvington
Department
of Neighborhood
Services; file
a complaint;
fines up to
$1000,
payment of
8
Location
Private Right
of Action
San Francisco
District of
Columbia
Connecticut
ive
adjudication;
penalties
against ERs
possible
violations
order
reinstatement of
terminated
EEs, order
payment,
impose
penalties and
fines against
willful
violators
and/or
reinstatement;
EEs who do
not earn paid
time under
the law but
are covered
by an ER’s
paid time
policy and
are employed
by covered
ERs are still
protected by
the antiretaliation
provision in
the law
Yes; may sue
for back pay,
damages,
and/or
reinstatement
Yes; may sue
for back pay,
damages,
and/or
reinstatement
Yes; may
appeal
administrative decision
to Superior
Court
Seattle
No
Portland
New York
City
Jersey City
Newark
San Diego
California
days of
violation;
may elect for
mediation; if
claim is for
unpaid
wages, may
place a lien
on ER’s
property
hearing
before DCA’s
Adjudication
Tribunal
ions of
workplaces;
fines up to
$1250 and/or
up to 90 days
community
service
imprisonment per
violation;
restitution
ranging from
$100$2000/violation or person
Labor
Commissioner may
investigate
ERs; hearing
before Labor
Commissioner, who may
order
payment of
back pay,
payment of
unlawfully
withheld paid
sick days
and/or
reinstatement; fines
up to $4000
for
withholding
or violations
Yes; may sue
for damages
and other
remedies as
may be
appropriate
No
Yes; may sue
in any court
of competent
jurisdiction
Yes; may sue
in Newark
Municipal
Court, which
can impose
fines or
penalties and
require
restitution
Yes; may sue
for back pay,
damages,
and/or
reinstatement
No; Labor
Commissioner or
Attorney
General may
file civil
action in
court of
competent
jurisdiction
9
Eugene
Irvington
unlawfully
withheld paid
sick days
and/or
equitable
relief
Yes; may sue
after
exhausting
administrative remedies
Yes; may sue
in Municipal
Court, which
may impose
fines or
penalties, or
any further
relief
including
reinstatement
i
Drago, R., & Lovell, V. (2011, February). San Francisco's Paid Sick Leave Ordinance: Outcomes for Employers and Employees. Institute for Women’s Policy Research Publication. Retrieved 6 October 2014, from http://www.iwpr.org/publications/pubs/San-Fran-PSD
ii
Kamen, M. (2013, April). Personal communication. (Community Organizer, Jews United for Justice); Williams C., & Hayes, J. (2013, October). Valuing Good Health in the District of Columbia: The Costs and Benefits of the Earned Sick and Safe Leave Amendment Act of
2013. Institute for Women’s Policy Research Publication. Retrieved 6 October 2014, from http://www.iwpr.org/publications/pubs/valuing-good-health-in-the-district-of-columbia-the-costs-and-benefits-of-the-earned-sick-and-safe-leave-amendment-act-of-2013
iii
Farrell, L. (2013, May). Personal communication. (Executive Director, Connecticut Working Families).
iv
Go Hollo, T. (2013, March). Personal communication. (Senior Policy Associate, Economic Opportunity Institute).
v
Williams, C. (2013, March). Valuing Good Health in Portland: The Costs and Benefits of Earned Sick Days. Institute for Women’s Policy Research Publication. Retrieved 6 October 2014, from http://www.iwpr.org/publications/pubs/valuing-good-health-in-portland-thecosts-and-benefits-of-earned-sick-days
vi
Rankin, N. (2014, February). Personal communication. (Vice President, Community Service Society of New York).
vii
Williams, C. (2013, December). Personal communication. (Research Analyst, Institute for Women’s Policy Research).
viii
New Jersey Time to Care. (2014, January 28). Newark City Council Passes Earned Sick Days Ordinance- Momentum Continues to Grow for Statewide Bill [Press release]. Retrieved 6 October 2014, from
http://www.njtimetocare.com/sites/default/files/Final%20draft%20NJTC%20Media%20Statement%20on%20Newark%20PSD.pdf
ix
Graham, M. (2014, August 18). San Diego elected officials override mayor's minimum wage veto. Reuters. Retrieved 6 October 2014, from http://www.reuters.com/article/2014/08/18/us-usa-wage-sandiego-idUSKBN0GI21Z20140818
x
Office of Governor Edmund G. Brown Jr. (2014, September 10). Governor Brown Signs Legislation to Provide Millions of Californians with Paid Sick Leave [Press release]. Retrieved 6 October 2014, from http://gov.ca.gov/news.php?id=18690
xi
Family Forward Oregon. (2014, July). Eugene says YES to paid sick days!. Retrieved 6 October 2014, from http://www.familyforwardoregon.org/2014/07/eugene-says-yes-to-paid-sick-days/
xii
Center for Women and Work at Rutgers, the State University of New Jersey. (2014, August). Access to Paid Sick Leave in Essex County, New Jersey. Retrieved 6 October 2014, from
http://njtimetocare.org/sites/default/files/Fact%20Sheet%20Municipal%20PSL%20Essex.pdf
10