LABOR RELATIONS

Seattle & Tacoma Update Paid Sick Leave Laws – Notice

January 26, 2018

Effective Jan. 1, 2018, both Seattle and Tacoma updated their sick leave laws to more closely mirror Washington state’s sick leave laws. The key changes are outlined below by jurisdiction:

Seattle

Term Prior to Jan. 1, 2018 Jan. 1, 2018 and After
Tier 1 Employer definition Employers with five-49 full-time employees Employers with at least one employee and fewer than 50 full-time employees
Use Cap Caps vary depending on employer tier No use caps
Vesting Period 180 calendar days from start of employment 90 calendar days from start of employment
Interruption of Employment Accrued and unused sick leave time must be reinstated after a seven-month break in service for the same employer Accrued and unused sick leave time must be reinstated after a 12-month break in service for the same employer
Increments Employees may take sick leave time in two-hour increments Employees may take sick leave time in hourly increments or the smallest increment in which compensation is tracked

Tacoma

Term Prior to Jan. 1, 2018 Jan. 1, 2018 and After
Vesting Period 180 calendar days from start of employment 90 calendar days from start of employment
Accrual Cap Employees can accrue up to 24 sick time hours within a calendar year No accrual caps
Carry-over Employees can carry over up to 24 accrued and unused sick time hours into the following year Employees can carry over up to 40 accrued and unused sick time hours into the following year

If you have any questions, please email LaborRelations-Questions@castandcrew.com.

SOLUTIONS

The information contained on this page has been abridged from laws, court decisions, news articles and administrative rulings. The preceding information should not be construed or relied upon as legal advice and is subject to change without notice. If you have questions concerning particular situations, specific payroll administration or labor relations issues, please contact your labor relations representative