Michigan Senate Bill SB0992

Michigan 2023-2024 Regular Session

• Introduced: 9/11/24
• Refer: 9/11/24

Caption

Labor: benefits; earned sick time act 2018 PA 338; restore 2018 PA 369 amendments. Amends title & secs. 1, 2, 3, 4, 5, 7, 8, 10, 11 & 14 of 2018 PA 338 (MCL 408.961 et seq.) & repeals secs. 6, 9 & 13 of 2018 PA 338 (MCL 408.966 et seq.).

Impact

This amendment will provide substantial protections and benefits to employees in Michigan, requiring employers to establish policies that allow for the accrual and use of earned sick time. Employees will have the right to request leave without fear of retaliation, fostering a more employee-friendly workplace culture. Importantly, the bill outlines specific conditions under which sick leave can be utilized—including for domestic violence and health-related issues—highlighting a significant legislative step towards better employee support and health outcomes.

Summary

Senate Bill 992, known as the 'Earned Sick Time Act,' aims to amend the 2018 PA 338 legislation by establishing comprehensive regulations for earned sick time. The bill mandates that certain employers provide paid medical leave to employees for personal or family health needs, including conditions related to domestic violence and sexual assault. The legislation outlines how sick time is accrued, provides conditions for its use, and protects employees from retaliation for exercising their rights under this act. Notably, it will replace portions of existing laws and clarify the definitions and rights associated with sick leave.

Contention

There are likely to be contentious debates surrounding the bill, particularly concerning its impact on small businesses and the definitions of employee eligibility. Critics may argue that such regulations could burden employers with additional costs, while proponents will maintain that the benefits of sick leave for public health and worker rights outweigh these concerns. Additionally, the bill's provisions ensuring the confidentiality of sensitive employee information related to health and domestic violence issues could also spark discussions about compliance and employer responsibilities.