Recent News and Announcements
SEATTLE MANDATES PAID SICK LEAVE FOR WORKERS
Seattle is set to become the third major city in the country, after San Francisco and Washington, D.C. to mandate paid leave for employees to care for themselves or family members when ill, or fall victim to domestic violence. The paid leave legislation will take effect September 2012 and affect businesses with at least five full-time employees. Just recently, the city council voted 8-1 to mandate the paid leave legislation, and Mayor Mike McGinn is expected to sign the legislation into law.
According to the new legislation, the paid sick and safe days are aimed at promoting the safety, health and welfare of the people of the City of Seattle, and also to make sure that victims of domestic violence and sexual assault have time to participate in legal proceedings, obtain necessary services, and/or receive medical treatment. Proponents of the legislation see it as a way to allow businesses to succeed while also ensuring good working conditions for employees. Opponents of the legislation believe that it makes it more expensive to do business and more difficult to create jobs.
Below are some quick highlights of the new legislation:
Amount of Paid Time Required:
The maximum number of paid days that must be provided is stated clearly in the legislation. Businesses with 5 to 49 employees are required to provide at least one hour of paid time for every 40 hours, up to a required maximum of 40 hours per calendar year (5 days). Businesses with 50 to 249 employees are required to provide at least one hour of paid time for every 40 hours, up to a required maximum of 56 hours per calendar year (7 days). Businesses with 250 or more employees are required to provide at least one hour of paid time for every 30 hours, up to a required maximum of 72 hours per calendar year (9 days).
What is considered “sick time” and “safe time”?
The legislation defines paid “sick time” as absence resulting from an employee’s own mental or physical illness, injury or health concern, and/or absence resulting from the care of a family member for such. Paid “safe time” is defined as when employee takes time off because their place of business is closed by order of public official to limit exposure to infectious agent, biological toxin, or hazardous material, when they are accommodating to their child’s school closure, or if they are obtaining or assisting a family member in obtaining help in situations related to domestic violence, sexual assault, or stalking. The employer may request for documentation from the employee under certain circumstances.
Existing PTO Policies:
Businesses with existing Paid Time Off (PTO) policies may not be required to alter their policies as long as it satisfies the minimum requirements set forth by the legislation.
Carryover:
Employees are allowed to carry over paid sick time and paid safe time to the following calendar year. However, employers with 5-49 employees do not have to allow their employees to carry over a combined total of paid sick time and paid safe time in excess of 40 hours; employers with 50-249 employees do not have to allow their employees to carry over a combined total of paid sick time and paid safe time in excess of 56 hours; and employers with 250 or more employees do not have to allow their employees to carry over a combined total of paid sick time and paid safe time in excess of 72 hours.
Wait Time:Employees would have to wait 180 days before using their paid leave if employed by a business with fewer than 250 employees. For larger businesses, employees would have only a 90 day waiting period before paid leave is available. Businesses also have a certain amount of time to implement the new requirements.Retaliation and Posting Requirements:
Employers may not take adverse action or discriminate against an employee because they have exercised in good faith, the rights protected under this legislation. Additionally, employers shall give notice to their employees of their rights under this legislation. The Agency shall create and make available to employers a poster and a model notice to be posted in English and Spanish, and any other languages that the Agency determine as necessary. An employer who willfully violates the notice and posting requirements of this section shall be subject to a civil fine in an amount not to exceed $125 for the first violation and $250 for subsequent violations. The legislation also sets forth requirements for the employer to keep records documenting hours worked by employees.
You can find a full text of the Seattle paid sick leave ordinance at:http://clerk.seattle.gov/~scripts/nph-brs.exe?s1=&s3=117216&s4=&s2=&s5=&Sect4=AND&l=20&Sect2=THESON&Sect3=PLURON&Sect5=CBORY&Sect6=HITOFF&d=ORDF&p=1&u=%2F~public%2Fcbory.htm&r=1&f=G
For information and legal advice concerning these developments, contact Emily C. Rao at Pivotal Law Group, PLLC.
Posted Monday, October 03, 2011
Association of Washington Business Honors Ron Bueing
The Association of Washington business recently announced that Ron Bueing will be presented with the S. Fred Bruhn award. The annual award recognizes those board members who give of themselves and their time to improve AWB and the business climate in Washington. For more information,go to AWB Announcement
Posted Thursday, July 28, 2011
Congratulations to our client The Confectional - Confess Your Love for Cheesecake!
Congratulations to The Confectional, who will be featured in the episode “Crazy for Cheese”, part of the TLC “Best Food Ever” marathon. The Air Date is Saturday, July 31, 10-11pm.
For more information about this boutique bakery located in Pike Place Market. Please visit their website. http://www.theconfectional.com/
Posted Tuesday, July 27, 2010
Michael Larson Among the Best in King County Says Seattle Metropolitan Magazine
Pivotal Law Group is pleased to announce that Michael Larson has been recognized by Seattle Metropolitan Magazine as being among the best attorneys in King County. The results are based upon peer-review ratings administered by Martindale-Hubbell. According to Seattle Metropolitan, “Our list includes only those practitioners in King County who have been judged by their peers to be ’AV Preeminent’—the highest peer-review rating available.”
Posted Thursday, July 15, 2010
Mark Shepherd Negotiates $4 Million Settlement from State DOC
The Washington State Dept. of Corrections paid $4 million to Ryan Alwine, 26, who received permanent brain damage from an assault by a fellow inmate at the Shelton facility while corrections officers watched. Alwine was represented by Mark Shepherd in the case.
Posted Thursday, November 19, 2009
Upcoming Events and Speaking Engagements
Pacific Tax Institute
Monday, November 07, 2011
Ron Bueing will present on the topic of state tax nexus.
For more information, please visit http://www.wscpa.org/content/pti.aspx.
Seattle Chapter of Washington Society of CPAs
Tuesday, November 15, 2011
Ron Bueing will speak on Washington State Tax Update. This is an overview of recent developments in taxation in the state of Washington and major municipalities. Ron will examine recent legislative, administrative and judicial developments including the Department of Revenue’s regulatory action with respect to tax avoidance, economic nexus and service apportionment. Ron will also examine recent trends in advance and reimbursement, intercompany transactions and administration of tax incentive programs.
For more information, please visit https://www.wscpa.org/public/catalog/CourseDetails.aspx?courseID=12122012.
WSCPA State Tax Conference
Wednesday, May 18, 2011
Ron Bueing will present Washington B&O tax and retail sales & use tax updates in the areas of Tax Avoidance Transactions and Taxation of Digital Goods.
For more information, please visit http://www.wscpa.org/Content/39392.aspx.
Sales and Use Tax Planning
Monday, June 06, 2011
Ron Bueing will be speaking on Services, Software, Leases and Other Special Transactions as well as Determining the Taxable Base on the first day of this intensive two-day immersion into the concepts, problems and planning opportunities involved with sales, use and gross receipts taxes. This course is designed for the beginner to intermediate level practitioner; however, even the most experienced state tax professional will obtain practical ideas and valuable information concerning the latest administrative, judicial and legislative developments in sales and use taxation.
For more information, please visit http://interstatetaxcorp.com/seminars.htm.
