The Maryland General Assembly last month overrode Governor Larry Hogan’s veto of the Healthy Working Families Act. Since the HWFA is effective in a few days, on February 11, it seems fitting and proper, as lawyers are wont to say, to post my 4Step analysis of that law.
The law requires the Commissioner of Labor and Industry to develop and post on its website (https://www.dllr.state.md.us/paidleave/) a model poster, notice, and sick and safe leave policy and to provide technical assistance to employers. As of this writing, the model documents have not yet been posted. The Commissioner also “may” adopt regulations necessary to carry out the HWFA.
Here, I use the PSL-4Step framework to analyze the HWFA.
Step 1: Does it apply?
“Employer” includes state and local government units and “a person that acts directly or indirectly in the interest of another employer with an employee.”
“Employee” does not include an individual who
- performs work under a contract of hire that is determined not to be covered employment under Labor and Employment, Section 8-205;
- is not a covered employee under Labor and Employment, Section 9-222 (deals with real estate brokers and salespeople);
- is under the age of 18 years before the beginning of the year;
- is employed in the agriculture sector on an agricultural operation;
- is employed by a temporary staffing agency which does not have day to day control over the work assignments and supervision of the individual while providing the temporary staffing services; or
- is directly employed by an employment agency to provide part-time or temporary services to another person.
Also, the HWFA does not apply to an employee:
- who regularly works less than 12 hours a week for an employer;
- is in the construction industry but is not a janitor, a building cleaner, a building security officer, a concierge, a doorperson, a handyperson or a building superintendent and who is covered by a collective bargaining agreement in which the requirements of the HWFA law are expressly waived in clear and unambiguous terms;
- who is “called to work by the employer on an as-needed basis in a health or human services industry, [who] can reject or accept the shift offered by the employee, is not guaranteed to be called on to work by the employer and is not employed by a temporary staffing agency.”
Also, the law does not affect any bona fide collective bargaining agreement entered into before June 1, 2017 for the duration of the contract term, excluding any extensions, options to extend, or renewals of the term of the original agreement.
Finally, if a unit of state or local government’s sick leave accrual and use requirements meet or exceed leave under the HWFA, employees of that unit who are part of the unit’s personnel system are subject to the unit’s laws, regulations, policies, and procedures providing for accrual and use of leave, grievances and disciplinary actions. Any employees in such unit not covered by the unit’s sick leave and accrual and use requirements are subject to the HWFA.
Step 2: The Benefit Continue reading