Expert Analysis

"ESSTA now requires employers of all sizes to provide an additional 32 hours of unpaid safe and sick time each year, on top of whatever paid leave is already required. That additional unpaid time is available immediately upon hire—it does not need to be accrued. And at the start of each new calendar year, those 32 hours reset."

"Employees can now use this time when a public official directs them not to travel, or when their workplace—or their child's school or childcare provider—closes due to a public disaster. That includes severe weather events like snowstorms or hurricanes, as long as a state of emergency has been declared by the president, governor or mayor."

"An employee who is required to report during a declared emergency is still entitled to use leave. Other categories of reasons employees can now use safe and sick time include: Care for a minor child or a designated care recipient, legal or social services related to workplace violence, and legal proceedings connected to housing or subsistence benefits."

New York City's amended Earned Safe and Sick Time Act took effect on February 22, requiring all employers to provide 32 hours of unpaid safe and sick time annually in addition to existing paid leave. This time is available immediately upon hire without accrual and resets each calendar year. Employees can use this time when public officials direct them not to travel, when workplaces or schools close due to public disasters including severe weather with declared emergencies, and for other purposes including childcare needs, legal proceedings related to workplace violence, and housing or subsistence benefit matters. Essential workers retain these rights even when required to report during emergencies.

Read at www.amny.com