The Seattle City Council has passed a paid sick leave mandate that requires employers to provide paid leave for employees to use for personal and family member illness, as well as certain safety concerns. The new ordinance takes effect next year on Sept. 1, 2012. Employers who already offer paid sick leave or paid time off still need to review, and likely revise, their policies. New businesses have an additional year to comply in some circumstances. Seattle employers should use the next 11 months to make sure their policies and practices are in compliance.

Detailed provisions related to accrual rates, carry-over, and other aspects of use and administration are included in the ordinance. There are required postings and record keeping. Employers not in compliance may be subject to investigation and fines by the Seattle Office for Civil Rights; however, the ordinance does not provide for a private right to bring a lawsuit against non-compliant employers.

Seattle joins San Francisco, Milwaukee, Washington, D.C., and the entire state of Connecticut, all of which have similar requirements either in effect or set to take effect soon. Many other cities are considering similar legislation.

Key aspects of the Seattle ordinance include:

Amount of leave required: The ordinance includes an exemption for “micro-businesses,” which are businesses with fewer than five employees. All other employees working in Seattle (including part-time and temporary employees) are entitled to accrue the leave based on the company size. The only exception is for individuals providing services pursuant to a work-study agreement...