Montgomery County Imposes New Sick Leave Requirements Starting October 1, 2016.

Montgomery County is imposing a new requirement on all employers regardless of their size.  Starting October 1, 2016, employers must give paid “sick and safe” leave to almost all of their employees.  There are only a few exceptions such as employees who work less than eight hours a week.  The law means that employers now must provide paid leave when their employees, or their employees’ families, are sick or the victims of domestic violence or sexual assault. 

James Stowe, Director of Montgomery County’s Office of Human Rights, told us that the law is intended to provide a much-needed safety net to employees who experience a sudden illness or are the victims of domestic violence. 

There are strict rules as to how the leave accrues, the circumstances for which it can be taken, and how employers need to account for leave earned and used.  The law also requires employers to notify employees about specific aspects of the law and to give them a tally at year’s end on how much time has been taken. 

Employment manuals and leave policies will have to be rewritten to reflect the law’s new requirements. 

We’re suggesting to all our clients that they start the process of amending their manuals and policies now, so that they are in compliance come October 1.

If you would like more information on how Montgomery County’s new law affects your business, contact Jamie Kent Hamelburg at (301)913-5200; jhamelburg@pressdozierlaw.com.

Press, Dozier & Hamelburg partners with businesses to achieve their goals, and represents families and individuals, often when they are most vulnerable. Our attorneys deliver valuable insight and counsel in the areas of business law, employment law, litigation, commercial real estate, estate planning and administration, and business succession planning. We provide all of our clients with personal service, emphasizing responsiveness, sensitivity, and respect. We are located in Bethesda and serve Maryland, Virginia and Washington, DC.  

Note: The content in this Blog is for informational purposes only and should not be acted upon without first consulting legal counsel. It is not intended to constitute legal advice.