Get access to the exclusive HR Resources you need to succeed in 2018!
SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
A new law, effective Jan. 1, 2016, amends the commonwealth’s paid sick leave law to expand the circumstances under which non-exempt employees can use paid sick leave. The stated intent of House Bill 695 is to improve the working conditions of employees with caregiving responsibilities.
The paid sick leave law, Puerto Rico Act No. 180 of 1998, provides accrual of one day of paid sick leave for each month in which a non-exempt employee works at least 115 hours. Employees who meet this threshold can accrue 12 days of sick leave a year and may rollover unused sick leave, subject to a 15-day cap.
Under the amendment, non-exempt employees may use paid sick leave to care for family members and others. Qualifying employees can use up to five days of accrued sick leave for:
This expanded use of sick leave is available as long as the employee maintains a balance of at least five days of sick leave.
The statute also expands existing documentation requirements of Act 180 by establishing that employers can require medical certificates if absences under the two circumstances mentioned above exceed two working days.
Expanded use of sick leave does not apply to businesses with fewer than 15 employees.
Sara E. Colón-Acevedo is an attorney in the San Juan, Puerto Rico, office of Jackson Lewis. Republished with permission. © 2016 Jackson Lewis. All rights reserved.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Annual Conference & Exposition
SHRM’s HR Vendor Directory contains over 3,200 companies