Have you ever experienced this strange scenario: ‘My company still has a sick balance on my pay stub but doesn’t pay me sick time’?
Whether you’re an employer or an employee, understanding this situation is crucial for ensuring fair and legal compensation practices to avoid a ‘pay stub is wrong‘ conundrum.
In this article, we’ll explore regulations surrounding the reporting of sick leave in various states. We’ll also discuss how our brand, Check Stub Maker, can assist with our user-friendly paystub generator, ensuring that your pay stubs are consistently accurate and compliant with state laws.
Let’s get started!
What this article covers:
- States That Require Sick Leave Information on Pay Stubs
- Arizona
- California
- Colorado
- Connecticut
- Illinois
- Maine
- Maryland
- Massachusetts
- Michigan
- Nevada
- States That Allow Sick Leave Information on Pay Stubs
- Oregon
- New Mexico
- Washington
- Minnesota
- Pennsylvania
States That Require Sick Leave Information on Pay Stubs
Does an employer have to provide a pay stub?
Not only must employers in specific states provide employees with pay stubs using a pay stub creator, but these states also have specific requirements for providing specific sick leave information on their employees’ pay stubs.
Let’s take a closer look at some of these states and their respective regulations in greater detail.
Arizona
Arizona has its own set of specific laws and regulations related to paid sick leave for employers and employees.
Table: Sick Leave Information On Arizona Pay Stubs
| Eligible Employers | Businesses with 15 or more employees must provide paid sick leave. Smaller businesses with fewer than 15 employees must also provide sick leave, which might be unpaid. |
| Paid Sick Leave Use | Employees can use paid sick leave for personal illness, caring for a family member, public health emergencies, domestic violence, sexual assault, or stalking. |
| Accrual Rate And Cap | Every 30 hours worked entitles employees to one hour of paid sick time, with an annual cap of 40 hours set by their employers. |
| Waiting Period | Employees can use accrued sick leave 90 days after the start of their employment. |
| Carryover Rules | Unused sick leave in Arizona can be carried over to the following year, but the usage cap of 40 hours per year remains the same. |
These paid sick leave mandates ensure that employees in Arizona have access to the necessary time off for health-related issues to ensure transparency and fairness in the workplace.
Additionally, this broad scope of use for sick leave ensures that employees can take time off for critical personal matters. This provides a balanced approach to employee health needs and business operations.
This is particularly beneficial for new hires as well. Having a waiting period in place before allowing new employees to use their sick leave allows employers to assess their commitment and reliability to their work before granting them this benefit.
With carryover provisions, employees don’t lose their accrued benefits at the end of each year when they don’t utilize their sick leave (paid or unpaid) during their employment. This is all reflected in the wait time mean on pay stub.
California
Let’s assess California’s unique laws and regulations regarding paid sick leave for employers and employees.
Table: Sick Leave Information On California Pay Stubs
| Eligible Employers | Paid sick leave law applies to all employers, regardless of the size of their businesses. |
| Paid Sick Leave Use | Employees can use their sick leave for their own health conditions or family members’ health conditions, as well as for preventive care. |
| Accrual Rate And Cap | Employees are entitled to one hour of paid sick leave for every 30 hours worked. This can be limited to 24 hours or three days per year, whichever is greater. |
| Waiting Period | Employees can start using their accrued sick leave after 90 days of employment. |
| Carryover Rules | Employees can carry over unused sick leave to the next year, but employers can cap the total accrual at 48 hours or six days. |
Having a universal approach ensures that all employees in California have access to paid sick time. This means they can use their paid sick leave for a broad range of circumstances, from medical appointments to unforeseen health emergencies for themselves and their loved ones.
A specific limitation on paid sick leave helps employers ensure that employees aren’t taking advantage of the system.
When it comes to having new hires, having a waiting period before allowing paid sick leave enables businesses to manage their resources effectively while still providing essential benefits to their employees.
Moreover, applying a cap on the total accrual of sick leave balances the needs of employees with the operational requirements of businesses.
Colorado
Colorado has its own set of specific laws and regulations related to paid sick leave for employers and employees.
Table: Sick Leave Information On Colorado Pay Stubs
| Eligible Employers | The Colorado Healthy Families and Workplaces Act requires all employers to provide paid sick leave to their employees. |
| Paid Sick Leave Use | Employees can use sick leave for their own health needs or to care for a family member, as well as for domestic violence, sexual assault, or harassment. |
| Accrual Rate And Cap | Every 30 hours worked by employees entitles them to one hour of sick leave, which their employers may limit to 48 hours per year. |
| Waiting Period | Employees can start using their sick leave immediately with accrual. |
| Carryover Rules | Unused sick leave in Colorado can be carried over to the next year, but the annual usage cap of 48 hours per year remains the same. |
Having specific and inclusive state legislation of sick leave ensures that every worker in the state has access to this critical benefit for a variety of uses.
With that said, utilizing a specific cap on sick leave for the year still gives employees in Colorado a reasonable accumulation of sick leave while also maintaining manageable limits for their employers.
What sets Colorado apart from other states is its immediate eligibility for sick leave, which reflects the state’s commitment to worker health and well-being.
From there, employees can build a reserve of sick leave for unforeseen health issues during their employment.
Connecticut
Let’s assess Connecticut’s unique laws and regulations regarding paid sick leave for employers and employees.
Table: Sick Leave Information On Connecticut Pay Stubs
| Eligible Employers | Employers with 50 or more employees are required to provide paid sick leave, but only to a significant portion of their workforce. |
| Paid Sick Leave Use | Employees can use their sick leave for their own illness or injury, for preventive care, and to provide care for sick family members. |
| Accrual Rate And Cap | Employees can accrue one hour of sick leave for every 40 hours worked, with a maximum accrual rate of 40 hours per year. |
| Waiting Period | Employees can use their sick leave after 680 hours or four months of full-time employment. |
| Carryover Rules | Sick leave for employees can be carried over into the following year, but the usage is capped at 40 hours annually by their employers. |
Unlike larger businesses, smaller businesses (less than 50 employees) in Connecticut are exempt from this sick leave requirement, effectively balancing the needs of workers with the capabilities of small enterprises.
Connecticut’s particular accrual rates for sick leave are designed to provide adequate sick leave while considering the operational needs of businesses. Eligible employees are also able to use their sick leave for public health emergencies.
With new hires in Connecticut, employers can evaluate their commitment and reliability before granting them access to paid sick leave.
Placing a cap on paid sick leave for employees (new and old) ensures that they consistently retain their accrued benefits without overburdening their employers.
Our paystub creator at Check Stub Maker is specially designed to calculate and keep track of accrued benefits like your bonuses and paid sick leave.
Illinois
In Illinois, there are specific laws and regulations that impact paid sick leave for employers and employees.
Table: Sick Leave Information On Illinois Pay Stubs
| Eligible Employers | The Illinois Paid Sick Leave Act applies to employers with at least one employee. This entitles employees in the state to approximately 40 hours of paid leave during 12 months of employment. |
| Paid Sick Leave Use | Employees can use paid sick leave for personal illness, caring for a family member, domestic violence, sexual assault, or stalking. |
| Accrual Rate And Cap | Employees can accrue one hour of sick leave for every 40 hours worked, with a cap of up to 40 hours per year. |
| Waiting Period | Employees can use their paid sick leave after 180 days of starting their employment. |
| Carryover Rules | Employees can carry over half of their unused sick leave to the next year, up to a maximum of 20 hours. |
Having inclusive state legislation for nearly 1.5 million workers ensures that a vast majority of employees in Illinois currently have access to paid sick leave, as well as in the future.
Additionally, Illinois’ broad usage policy for paid sick leave acknowledges the various circumstances under which an employee may need time off.
The accrual rate strikes a balance between providing sufficient sick leave for employees and maintaining acceptable business operations for employers.
Having a waiting period of nearly six months for new hires allows employers to assess their employees while still offering them essential benefits within a reasonable timeframe.
Moreover, Illinois’ carryover policy ensures that employees don’t lose their hard-earned benefits, regardless of when they start their employment at a company.
Maine
Maine enjoys its own set of laws and regulations related to paid sick leave for employers and employees.
Table: Sick Leave Information On Maine Pay Stubs
| Eligible Employers | The Earned Paid Leave Law in Maine requires employers with more than 10 employees to provide paid leave, which can be used for sick purposes. This can be done for more than 120 days in a calendar year. |
| Paid Sick Leave Use | Employees can use paid leave for any reason, including illness, medical appointments, or emergencies. |
| Accrual Rate And Cap | Employees can accrue one hour of paid leave for every 40 hours worked, with a maximum accrual rate of up to 40 hours per year. |
| Waiting Period | Employees can start using their accrued paid leave after 120 days of employment. |
| Carryover Rules | Employees can carry over unused paid leave into the following year, but their employers can limit the total amount of accrued leave to 40 hours. |
Based on our observations, Maine’s specific state legislation related to paid leave covers a significant portion of the workforce in the state. It also offers employees flexibility and support in various personal situations.
Maine’s accrual system for paid leave is designed to be fair to both employees and employers. This is especially true of the waiting period and the capping of accrued paid leave.
These are both standard practices designed to ensure commitment from employees and manageable operational requirements for businesses.
Maryland
There are unique laws and regulations that impact paid sick leave for employers and employees in Maryland.
Table: Sick Leave Information On Maryland Pay Stubs
| Eligible Employers | The Healthy Working Families Act of Maryland requires employers to provide paid sick leave if they have 15 or more employees. If employers have less than 15 employees, they’re required to provide unpaid sick and safe leave. |
| Paid Sick Leave Use | Employees can use sick leave for personal illness, caring for a family member, domestic violence, sexual assault, or stalking. |
| Accrual Rate And Cap | Employees can accrue one hour of sick leave for every 30 hours worked, with a cap of 40 hours per year. |
| Waiting Period | Employees can utilize accrued sick leave during a period of 106 calendar days if they regularly work more than 12 hours a week. |
| Carryover Rules | Unused sick leave for employees can carry over up to 40 hours into the next year. |
This flexibility in sick leave requirements under state law in Maryland ensures fair coverage across various business sizes for a range of personal and family health situations.
Having this specific accrual rate and cap ensures a reasonable accumulation of sick leave for employees. Additionally, having a waiting period for new hires balances the needs of a business with the rights of its employees.
Having these specific sick leave requirements and accrual benefits gives employees in Maryland a much-needed safety net in the future.
Massachusetts
Let’s assess the unique laws and regulations regarding paid sick leave for employers and employees in Massachusetts.
Table: Sick Leave Information On Massachusetts Pay Stubs
| Eligible Employers | The Earned Sick Time Law in Massachusetts requires that all employers with 11 or more employees are required to provide paid sick leave. If an employer has less than 11 employees, they must provide sick leave, but it may be unpaid. |
| Paid Sick Leave Use | Employees can use sick leave for their own illness, to care for a sick family member, or to attend routine medical appointments. |
| Accrual Rate And Cap | Employees can accrue one hour of sick leave for every 30 hours worked, with a maximum accrual rate of up to 40 hours per year. |
| Waiting Period | Employees can use their accrued sick leave after 90 days of employment. |
| Carryover Rules | Unused sick leave for employees can carry over up to 40 hours into the next year. |
Having inclusive state legislation in Massachusetts ensures that a large portion of the workforce is sufficiently covered.
Aside from routine medical affairs, the Earned Sick Time Law also applies to employees who use their sick leave for matters related to domestic violence.
Having an extensive accrual rate is designed to provide adequate sick leave for employees while allowing employers to simultaneously consider the operational needs of their businesses.
This also applies to new hires, allowing employers to evaluate their performance before letting them use their sick leave benefits.
At the end of a year, employees still have assurance that they won’t lose their accrued sick leave benefits, which can boost employee morale and productivity all the more.
At Check Stub Maker, we understand the complexities of managing sick leave policies across different states.
Our pay stub generator is regularly updated to help employers stay compliant with state-specific regulations, ensuring that sick leave accruals and balances are accurately reflected on employee pay stubs.
By using our services, businesses can streamline their payroll processes, maintain legal compliance, and provide transparency to their employees.
Michigan
There are unique laws and regulations that impact paid sick leave for employers and employees in Michigan.
Table: Sick Leave Information On Michigan Pay Stubs
| Eligible Employers | The Paid Medical Leave Act in Michigan requires employers with 50 or more employees to provide paid sick leave. |
| Paid Sick Leave Use | Employees can use paid sick leave for personal illness, caring for a family member, domestic violence, or sexual assault. |
| Accrual Rate And Cap | Employees can accrue one hour of sick leave for every 35 hours worked, with a maximum accrual rate of 40 hours per year. |
| Waiting Period | Employees can use their accrued sick leave after 90 days of employment. |
| Carryover Rules | Unused sick leave for employees can carry over up to 40 hours into the next year. |
Michigan’s state legislation related to sick leave is comprehensive, targeting medium to large businesse. Our findings show that this ensures that a significant portion of their workforce is covered for various health and safety needs in this regard.
The accrual rate for sick leave is designed to balance the health needs of employees with the operational capabilities of businesses.
Having a specific period for new hires also allows employers to assess their overall commitment and performance.
Moreover, having a generous carry over policy for sick leave ensures that employees don’t lose their accrued benefits as they enter a new year.
Nevada
Nevada enjoys its own particular set of specific laws and regulations related to paid sick leave for employers and employees.
Table: Sick Leave Information On Nevada Pay Stubs
| Eligible Employers | Nevada’s Senate Bill (SB) 312 applies to all employers with 50 or more employees who must provide paid leave for them. |
| Paid Sick Leave Use | Employees can use paid leave for any reason, including health-related issues. |
| Accrual Rate And Cap | Employees can accrue approximately one hour per 52 hours worked without a specific cap on accrual by employers. |
| Waiting Period | Employees can use their accrued sick leave after 90 days of employment. |
| Carryover Rules | Nevada doesn’t have any specific carryover rules or legislation for paid leave. |
Senate law in Nevada is inclusive, covering a wide range of businesses and ensuring that many employees have access to paid leave.
This offers generous paid leave benefits to employees, allowing them flexibility to address personal or family needs during their employment.
Having a standard waiting period balances the needs of employers and employees in Nevada. Our research indicates that not having specified carry-over regulations also gives employers the discretion to establish their own policies related to paid leave.
States That Allow Sick Leave Information on Pay Stubs
Unlike the previous states that have legislation that gives employers specific obligations related to sick leave, the following states have legislation that offers more flexible guidelines for supplying information about sick leave on pay stubs.
Let’s take a closer look at some of these states and their respective regulations.
Oregon
Oregon has its own set of specific laws and regulations regarding paid sick leave for employers and employees.
Table: Sick Leave Information On Oregon Pay Stubs
| Eligible Employers | Oregon’s sick leave law applies to all employers with 10 or more employees, with certain exceptions in other cities. For instance, in Portland, employers with six or more employees are also required to provide paid sick leave. |
| Paid Sick Leave Use | Employees can use paid sick leave for personal illness, caring for a family member, domestic violence, sexual assault, or stalking. |
| Accrual Rate And Cap | Employees can accrue one hour of sick leave for every 30 hours worked, with a cap of up to 40 hours per year set by their employers. |
| Waiting Period | Employees can use their accrued sick leave after 90 days of employment. |
| Carryover Rules | Unused sick leave for employees can carry over up to 40 hours into the next year. |
This state law related to paid sick leave ensures broad coverage across Oregon’s workforce to support a wide range of personal and family health needs. Additionally, our investigation demonstrated that Oregon’s accrual system is fair and considerate of both employees and employers.
Like states that require sick leave information on paystubs, the waiting period of 90 days in Nevada is a common practice; it helps employers monitor the commitment and professionalism of new hires.
Moreover, employees are able to retain their accrued benefits when they enter a new year at their workplace.
With our pay stub creator, we at Check Stub Maker help you update and preview your accrued benefits quickly and accurately with every pay stub you create with us.
New Mexico
New Mexico enjoys its own specific legislation that impacts the paid sick leave of employers and employees.
Table: Sick Leave Information On New Mexico Pay Stubs
| Eligible Employers | The Healthy Workplaces Act of 2022 in New Mexico requires all employers, regardless of size, to provide their employees with paid sick leave. |
| Paid Sick Leave Use | Employees can use sick leave for personal or family illness, medical care, domestic violence, or sexual assault. |
| Accrual Rate And Cap | Employees accrue one hour of sick leave for every 30 hours worked, with no specified cap by their employers. |
| Waiting Period | Employees can use their accrued sick leave after 90 days of employment. |
| Carryover Rules | New Mexico doesn’t have any specific carryover rules or legislation for paid leave. |
The broad scope of this inclusive legislation ensures that every employee in New Mexico has access to this paid sick leave benefit while balancing the interests of employers and businesses as well.
Without specific carryover rules for paid sick leave accrual, employers can set their own policies regarding unused sick leave.
By utilizing our services at Check Stub Maker, businesses can simplify their payroll processes. With us, you can maintain compliance with state laws and provide your employees with clear and transparent pay stubs with accurate sick leave information.
Washington
In Washington, there is unique legislation regarding paid sick leave for employers and employees.
Table: Sick Leave Information On Washington Pay Stubs
| Eligible Employers | The Paid Sick Leave Law in Washington applies to all employers, regardless of size, ensuring that every employee in the state has access to paid sick leave. |
| Paid Sick Leave Use | Employees can use their sick leave for personal or family illness, medical appointments, domestic violence, sexual assault, or stalking. |
| Accrual Rate And Cap | Employees can accrue one hour of sick leave for every 40 hours worked without any cap on the amount of sick leave from their employers. |
| Waiting Period | Employees can use their accrued sick leave after 90 days of employment. |
| Carryover Rules | Unused sick leave for employees can be carried over into the next year. |
In Washington, this comprehensive approach to paid sick leave gives employees generous benefits while promoting a healthier and more equitable workplace.
Like in the case of Oregon, the waiting period of 90 days in Washington before utilizing paid sick leave is a common practice. Our findings show that it helps employers assess new hires while still offering them essential benefits in a reasonable timeframe.
Since there isn’t specific legislation related to carryover practices, this ensures that employees don’t lose their accrued benefits when they begin a new year at their company.
Minnesota
Minnesota has its own specific legislation that impacts paid sick leave of employers and employees.
Table: Sick Leave Information On Minnesota Pay Stubs
| Eligible Employers | Minnesota currently doesn’t have a statewide paid sick leave law, and there might be some instances where you have an employer not giving pay stubs.
However, in cities like Minneapolis and Saint Paul, employers are required to provide employees in both the private and public sectors with paid sick and safe leave. |
| Paid Sick Leave Use | Employees in Minneapolis and Saint Paul can use paid sick leave for illness, medical appointments, domestic violence, or sexual assault. |
| Accrual Rate And Cap | Employees can accrue one hour of sick leave for every 30 hours worked, with a cap of 48 hours per year, by their employers in Minneapolis. |
| Waiting Period | Employees can use their accrued sick leave after 90 days of employment in Minneapolis and Saint Paul. |
| Carryover Rules | Unused sick leave for employees can carry over into the next year in cities like Minneapolis and Saint Paul. |
While state law in Minnesota itself isn’t very expansive, local laws in specific cities such as Minneapolis and Saint Paul reflect a growing trend towards municipal labor standards that are fair and inclusive.
Additionally, this local approach helps to address the specific needs of urban employees in particular, including those who work part-time.
In Minnesota, employees typically have the option of carrying over unused sick time to the following year, subject to local ordinances.
Pennsylvania
Pennsylvania has its own set of specific laws and regulations related to paid sick leave for employers and employees.
Table: Sick Leave Information On Pennsylvania Pay Stubs
| Eligible Employers | Pennsylvania does not have a statewide paid sick leave law, but several cities have their own ordinances.
For instance, in Philadelphia, employers with 10 or more employees must provide them with paid sick leave. Alternatively, employers with nine employees or less must provide them with unpaid sick leave. |
| Paid Sick Leave Use | Employees can use sick leave for personal illness, caring for a family member, domestic violence, or sexual assault. |
| Accrual Rate And Cap | Employees can accrue one hour of sick leave for every 40 hours worked, with a cap that varies based on employer size in Philadelphia. |
| Waiting Period | Employees can use their accrued sick leave after 90 days of employment in Philadelphia. |
| Carryover Rules | Unused sick leave for employees can be carried over into the next year in cities like Philadelphia. |
Since there aren’t any state-wide regulations, these laws typically apply to employers within specific cities that provide localized paid sick leave benefits.
For instance, in Philadelphia, employees can use their sick leave for a range of reasons, including personal or family illness and medical appointments.
The waiting period for using accrued sick leave is typically around 90 days in these cities in Pennsylvania, though it can vary based on specific local laws.
Moreover, carryover rules in cities with sick leave ordinances in Pennsylvania allow employees to carry over unused sick leave to the next year, which is still subject to certain limits.
Conclusion
Throughout this article, we’ve explored the often confusing scenario of ‘My company still has sick balance on my pay stub but doesn’t pay me sick time’ and discussed the various states that require sick leave information on pay stubs.
At Check Stub Maker, our user-friendly pay stub creator can help you stay compliant with state laws and report your sick leave balances with our customizable pay stub templates.
So, what are you waiting for? Join us at Check Stub Maker now and foster a transparent work environment with lots of accrued benefits!
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