Regulatory Compliance

City ordinances that require employers to provide paid sick leave are popping up all over the country, and it is not uncommon that human resources departments have to do calculations their systems can't handle. Having employees who work 20 miles away from each other and have different sick leave laws that apply to them, it's incredibly difficult from a compliance perspective. This is the reason why new rules often force HR departments to use spreadsheet again.

Not all, but most sick leave laws apply to full-time, part-time, temporary and seasonal employees. Some exclude certain employees and industries, and many have different rules based on head count. If a company has employees in multiple jurisdictions and wants to have one sick leave policy, it can be useful to make a chart that breaks down the variations in each law.

The chart should include applicable categories such as annual and total accrual caps, threshold head count, reasons the leave may be used, tracking and reporting requirements, and whether or not time can be carried over to the next year.

If compliance is also an issue within your organization, please do not hesitate to contact us today to learn how ISGUS’s award winning Biometric Terminals and comprehensive TAM solutions are configured to ensure that all the complex and exhausting labor law requirements are complied with and provide the structure and backup needed in the event of an audit.

We will be happy to ensure you are compliant in all areas.