REMINDER: Check your paid-time-off policies to include the new requirements under Prop 206:
In addition to the increased minimum wage in Arizona,the less publicized part of Prop 206 is the requirement for private and municipal employers to provide paid sick leave to all employees beginning July 1, 2017. Under Prop 206, all employees must accrue paid sick time at a minimum rate of one (1) hour of paid sick time per every thirty (30) hours worked (not confined to a work week or pay period). Employers with less than fifteen (15) employees, must provide and allow the use of twenty-four (24) hours of paid sick time per year, while employers with fifteen (15) or more employees must provide and allow the use of forty (40) hours of paid sick time a year.
Under Prop 206, earned paid sick time may be used by employees for the following reasons:
- Employee’s own physical or mental illness;
- Care for employee’s family member who has a physical or mental illness;
- Public health emergency;
- Absence due to domestic violence, sexual violence, or stalking of employee or employee’s family member
Implementing mandatory paid sick time may present challenges to employers given the many nuances of Proposition 206, including:
- Part-time and temporary workers are considered “employees”
- Employers must post a notice in the workplace that outlines employees’ rights and protections under Prop 206
- Employers are required to retain payroll records for four (4) years
- Employers must also provide employees either in or on an attachment to the employee’s paycheck: (1) the amount of earned paid sick time available to the employee, (2) the amount of earned paid sick time taken by the employee to date in the year, and (3) the amount of pay time the employee has received as earned paid sick time
- Employers can require reasonable documentation from an employee after three (3) or more consecutive work days of paid sick time used
- Employees may use earned paid sick time as soon as it is accrued; however, an employer may require an employee hired after July 1, 2017 to wait ninety (90) calendar days after the start of employment before using accrued earned paid sick time
- Employers can include accrual and usage caps on paid sick time in accordance with the mandatory requirements
- Paid sick time can be used in hourly increments or the smallest increment of employer’s payroll system used to account for absences or use of time, whichever is smaller
- Employers cannot require employees seeking to use earned paid sick time to find a replacement worker to cover the employee’s absence
- Employers cannot count the use of paid sick time as an absence that leads to discipline or termination
- Employers are not required to pay out unused paid sick time upon termination
For further information, contact Schutte & Hilgendorf, CPAs at 928-778-0079.
Schutte & Hilgendorf offers a broad range of professional accounting, tax, and audit services to individuals and businesses throughout Yavapai County and Northern Arizona. With over 40 years combined certified public accounting experience, we specialize in providing services to numerous industry specific areas, including non-profit organizations, homeowner’s associations and construction contracting. We also provide tax planning and preparation, sales tax and payroll tax return preparation, ongoing accounting/bookkeeping, live payroll, and QuickBooks setup and training (QuickBooks Proadvisors). Given our small size, we can still provide a personal touch with professional expertise. Come in and see us anytime at 2086 Willow Creek Road, Prescott, Arizona or call us at 928-778-0079.
