Paid Sick Leave for All…Is this the New Normal?

Paid Sick Leave for All…Is this the New Normal?

It happens all too often; you have to respond to a big RFP that is coming due or a project deadline and some of your employees unexpectedly call-off off sick at the last minute. Did you know that as a federal contractor you will soon be required to offer paid leave to those employees who are out sick? In addition, state and local sick leave laws have been sweeping the nation. Like a virus, these paid leave laws are becoming contagious!

To date, California, Connecticut, Massachusetts and Oregon, and nearly 20 cities have passed paid sick leave legislation, with more jurisdictions likely to follow. While most sick leave laws allows employees to obtain preventative medical care or to take paid time off to diagnose, care for, treat their own, or a family member’s illness, injury, or health condition, some laws allow employees to use paid sick leave for absences associated with domestic violence, sexual assault, or stalking. In addition, there are often employer record keeping and notices that the employer must provide its employees. Federal contractors who have operations in multiple jurisdictions need to be particularly careful about applying varying sick leave requirements to the appropriate segments of their workforce.




Aside from being compliant with varied state and city sick leave laws, Federal contractors and subcontractors will now be required to provide up to 7 paid sick leave days per year to employees to care for themselves or their families. On September 7, 2015, President Obama announced an Executive Order that will establish paid sick leave for federal contractors.[i] This action comes after the Department of Labor (the “DOL”) released a statistic showing that 39% of the private sector workforce currently has no paid sick leave, which means that employees may feel obligated for financial reasons to come into work when they are sneezing, coughing, and feeling under the weather.

The White House estimates that the new Executive Order will provide roughly 300,000 employees with paid sick leave benefits who had none previously. The Executive Order will affect contracts awarded on or after January 1, 2017, including:

  • Procurement contracts for construction covered by the Davis-Bacon Act;
  • Contracts for services covered by the Service Contract Act;
  • Contracts for concessions; and
  • Contracts entered into with the Federal Government in connection with Federal property or lands and related to offering services for Federal employees, their dependents, or the general public.

Other highlights of the Executive Order include:

  • Both exempt and non-exempt employees working on covered contracts will be entitled to earn paid sick leave. Further, subcontractors will be required to provide paid sick leave to any employee performing under the contract.
  • Paid sick leave may be used for:
    • a physical or mental illness, injury, or medical condition;
    • obtaining diagnosis, care or preventative care from a health care provider;
    • caring for a child, parent, spouse, domestic partner, or any individual with the equivalent of a family relationship, who has any of the covered conditions or who needs diagnosis, care or preventative care; or
    • absences resulting from domestic violence, sexual assault, or stalking.
  • Unused, accrued paid sick time must be allowed to carry over from year to year, but contractors may set a limit of 56 hours on the total accrual amount (there is no requirement that the accrued or unused sick leave be paid out on termination).
  • Employees must request paid sick time at least 7 calendar days in advance of the leave when the need is foreseeable or as soon as “practicable.”
  • Medical certification for sick leave is required of an employee only if the employee takes 3 or more consecutive sick days, and certification may be provided to the employer within 30 days of the first day of the leave.
  • No retaliation against employees exercising their right to take sick leave.
  • Employers with covered contracts who have an existing paid leave policy that provides equal or greater leave amounts and allows leave under the same conditions will likely meet the requirements of the Executive Order.

Regulations from the Department of Labor won’t be forthcoming until sometime in 2016.  However, federal contractors should start preparing to revise, adopt or reconcile leave policies to be in compliance with all applicable sick leave laws if they haven’t already. Federal contractors must also think about factoring the sick leave requirement into their bidding proposals as well as having a staffing contingency plan in place to ensure adequate coverage during employee absences. It is also a good practice to have a “call-out” policy and train managers how to engage employees when they see a pattern of sick leave abuse (i.e. employees calling in sick on Fridays).

Bottom line- employers must be more vigilant than ever regarding the applicability of sick leave laws to their operations, particularly for companies operating in multiple locations. Employers that deny employees lawful use of paid sick leave or retaliate against employees for exercising their right to use leave may face significant fines, penalties, and lawsuits.

C2 provides strategic HR outsourcing to clients who want to develop optimal workforce strategies and solutions to allow them to be more competitive and profitable. C2 blog posts are intended for educational and informational purposes only.

[i]   contractors

Philadelphia Paid Sick Time

Philadelphia Paid Sick Time

Philadelphia Paid Sick Time – Effective May 13, 2015, Philadelphia employers with 10 or more employees will be required to provide up to one (1) hour of paid sick time leave for every 40 hours worked under the Promoting Healthy Families and Workplaces Ordinance. Employers with fewer than 10 employees will be required to provide unpaid sick leave.
New hires will begin to accrue sick time at the time of hire and employees may start using any earned paid sick time 90 days after accrual begins. Employees will be allowed to carry over up to 40 hours of sick leave into the following year.

Employers are not required to pay out any unused sick time upon termination of employment. Employers may require employee certification when the use of earned sick time covers more than two (2) consecutively scheduled work days.

When foreseeable, employees must provide advanced notice of the need to take earned sick time and may use up to 40 hours of paid sick leave in a calendar year to care for themselves or immediate family member for the following reasons:

  • Diagnosis, care or treatment of an existing health condition;
  • Preventative care; or
  • Issues related to the employee being a victim of domestic violence, sexual assault or stalking

The new law will also require that employers:

  • Provide written notice to employees or post a sign (prepared by the city); and
  • Maintain records documenting hours worked and taken sick time for two years.

Employers are prohibited from interfering with or retaliating based on an employee’s right to use earned sick time. Lastly, employers’ policies that offer the equivalent or more sick time than the requirement need not provide additional paid sick leave.

For more information about the Philadelphia Promoting Healthy Families and Workplaces Ordinance please visit:
Find out more about C2’s Federal and State Government Regulation Services.

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Kevin McCoy

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Mr. McCoy serves as C2’s General Counsel, managing the overall legal needs of the company. Mr. McCoy also works closely with the company’s HR teams who provide strategic advice to clients on a myriad of human resources related matters. Mr. McCoy came to C2 as an experienced labor and employment attorney, having served as a Partner in two different D.C. area law firms that specialize exclusively in management-side labor and employment law. Mr. McCoy likes to problem solve, and enjoys helping his clients work through the legal challenges of operating a large multi-jurisdictional HR outsourcing company.

After graduating with a degree in Philosophy from Emory & Henry College in Southern Virginia, Mr. McCoy earned his law degree from Valparaiso University School of Law. Mr. McCoy began his legal career as a judicial law clerk to judges on two different intermediate courts of appeal before settling in the D.C. region.


Gertie Fields

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Ms. Fields manages C2’s Payroll Services team, charged with ensuring that all client payroll processing is timely and accurate. She is responsible for all aspects of client payroll accounting and financial reporting functions, including preparation of payroll audits. She manages the processing of multi-state payrolls, new hire reporting, and transmission of ACH files, and ensures that payrolls are accurate and fully compliant.

More importantly, Ms. Fields and her team pride themselves on proactively identifying potential payroll issues for clients before they become a problem. She has been with C2 since 1998, and has directed all aspects of Payroll Services. She holds a bachelors’ degree in Business Administration with a concentration in Acquisition and Contract Management.


Sharon Liotta

Chief Financial Officer


Ms. Liotta brought her 20-years of accounting management experience to C2 when she joined the company in 2000. As CFO, she directs and oversees all financial activities of the corporation including preparation of financial reports as well as summaries and forecasts for future business growth and general economic outlook. She is responsible for business and financial strategy and planning, monitoring, and management and reporting, including management and development of policies, systems, processes and personnel involved. Ms. Liotta directs the accounting staff to ensure that exceptional internal auditing and financial controls are maintained.

Ms. Liotta earned a Bachelor of Science degree in Business Administration from George Mason University with undergraduate studies at Clemson University.


Jackie Asencio

President & CEO 


Ms. Asencio is President and CEO of C2 Essentials, Inc., one of the region’s leading human capital management service providers. With more than 30 years’ experience, Ms. Asencio has been a major influence in helping small to mid-size government contractors grow and compete in the federal marketplace. C2 Essentials has successfully provided clients with a competitive edge through cost-effective HR outsourcing. Ms. Asencio recognizes that federal contractors are increasingly forced to reduce their costs due to pricing pressure. C2 Essentials becomes a strategic partner to its clients to help reduce their overhead and fringe dollars, while providing a robust HR expertise that enables clients to achieve HR compliance in an increasingly complex regulatory environment. HR outsourcing solutions are focused on the client’s mission, both CONUS and OCONUS.

As a seasoned trainer and coach, Ms. Asencio works closely with business owners ensuring their human capital management strategies are aligned to their business goals. Ms. Asencio has extensive experience in full life cycle recruiting, talent management, succession planning, career development, reward and recognition strategies, performance management, regulatory compliance, compensation, benefits, risk management, and outplacement services. Prior to founding C2 Essentials, Ms. Asencio provided human capital management support to Department of Defense and various civilian agencies.

Ms. Asencio believes in giving back to the community, her philanthropic activities have included supporting Operation Homefront, Wounded Warriors, Boulder Crest Retreat, The National Veterans Institute for Procurement, and local families in need. Ms. Asencio has received the Sister Eymard Gallagher Award for Corporate Social Responsibility and was a finalist for The Dr. J.P. London Award for Promoting Ethical Behavior for the Human Resources Leadership Awards (HRLA) of Greater Washington.


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