At our company, everyone gets 6 personal days each year to be used however they wish, unused days do not rollover into following. Then we get a minimum of 2 weeks vacation and up depending on years of service. We outline these in our policy separately, it’s not a PTO bank. We’re pretty generous because we also have a summer hours program and a good holiday time off allowance including the office being closed between Xmas thru NY.

If this new law passes does this mean we need to have specifically designated sick days in addition to our current program or have to modify it, or are we covered under our current time off program?

A side question: We’ve always been closed on Good Friday and we think we’re pretty generous with holiday time off during the year. A question has come up if we need to also be closed on Martin Luther King day? If we do, does that open a can of worms for other religious holidays because we also have several Jewish people? Do we offer an additional floating holiday? What are you experiencing with this?

Thanks!

Dear President Obama, this is disappointing! Let the experts manage time off for their organizations and compete in the open market the way intended.

Obviously I am in favor of paid sick leave to take care of family health issues, and of course my company already provides sick leave to our employees; we just don’t do it exactly as HFA proposes. In some ways we are more generous with leave, and in others, less. But will we get credit for the ways in which we are more generous? I don’t think so. We will simply have to increase benefits in other areas, which will constitute an unfunded mandate since we are a nonprofit relying on State reimbursement for services. Very frustrating.