The recent ruling by the Michigan Supreme Court has brought about significant changes to the state’s earned sick time laws, leading to the establishment of the Michigan Earned Sick Time Act. In response to this ruling, the Department of Labor, Employment, and Opportunity (LEO) is taking proactive steps to provide educational outreach to both workers and businesses. LEO Deputy Director of Labor, Sean Egan, will be hosting a live webinar on Tuesday, August 27 from 2-2:45PM to discuss the implications of the ruling and how it will impact both employees and employers.
The webinar, which will be conducted virtually via Microsoft Teams, will provide participants with the opportunity to engage in a live Q&A session with Deputy Director Egan. To ensure that all questions are addressed during the webinar, participants are encouraged to email their inquiries in advance to leo-comms@michigan.gov. Additionally, LEO has updated its Earned Sick Time Act resource page with new materials, including frequently asked questions (FAQs) to provide further clarity on the changes brought about by the ruling.
Key provisions of the Michigan Earned Sick Time Act include its effective date of February 21, 2025, applying to all employers in the state, with the exception of federal employers. The Act covers all employee categories, including salaried (both exempt and non-exempt) and full- and part-time hourly workers, expanding the permitted uses of sick time. Employees now have the right to pursue legal action if their employer interferes with or retaliates against their use of Earned Sick Time Act benefits.
One significant change brought about by the ruling is the requirement for employers to accrue sick time at a rate of 1 hour for every 30 hours worked, eliminating the previous option to „front load“ sick time. Businesses with 10 or more employees must now provide up to 72 hours of paid sick time per year, an increase from the previous limit of 40 hours. Smaller businesses with fewer than 10 employees are required to provide up to 40 hours of paid sick time annually, along with an additional 32 hours of unpaid sick time.
Unused sick time can now be carried over, but employees are limited to using no more than 72 hours of earned sick time within a given year. LEO is dedicated to working closely with both the labor and business communities to ensure a comprehensive understanding and seamless implementation of the court’s ruling. Furthermore, the ruling also impacted the state’s minimum wage laws, prompting the State of Michigan to seek clarification from the court. Once this clarification is obtained, LEO will provide similar educational outreach related to changes in the state’s minimum wage laws.
In conclusion, the Michigan Supreme Court’s ruling has brought about significant changes to the state’s earned sick time laws, necessitating educational outreach to ensure that both workers and businesses are well-informed and prepared for the new regulations. LEO’s commitment to collaboration and transparency in this process will undoubtedly facilitate a smoother transition for all parties involved.