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Legal

Michigan Employers: Court Decision on Earned Sick Time Act and Minimum Wage Changes

Many Michigan employers have been anxiously awaiting a court decision on Paid Sick Time and Minimum Wage Changes scheduled to be effective in February. Today the Appeals Court published a decision that reversed a lower court decision that would have resulted in significant changes to Paid Time off and Minimum Wages for Michigan employees.

This decision means that the existing Paid Medical Leave Act (PMLA) will continue to be in place for Michigan employers with over 50 employees and the Earned Sick Time Act (ESTA) will not be implemented.

In addition, Minimum wage in Michigan will remain at $10.10 instead of increasing to $13.00.

The case is likely to be appealed to the Michigan Supreme Court, so we may revisit these topics again, but for now existing laws are staying in place. If you would like to read more about this decision, here’s a great article published on MSN: Michigan minimum wage increase, paid sick leave wiped out after appeals panel ruling (msn.com)

As always, if you have any questions about this or other HR matters, please reach out to your HR Solutions Group contact or our office at 616-719-5372.

Are You Ready to Comply with Recent Michigan Legislative Changes?

Recent legislative changes require specific policy, process and payroll changes for many employers.    

Legalization of Marijuana in Michigan – Employers may have to redefine policies if they wish to remain a drug free workplace or develop new policies to integrate these allowed changes.

Michigan Paid Medical Leave Act – This legislation passed in December of 2018 and goes into effect on March 29, 2019.  This law will require up to 40 hours of paid time off to eligible hourly employees for issues ranging from employee health conditions or that of family members, domestic violence, sexual assault and public health emergencies that close the workplace, schools or daycare.  Complexities ranging from part-time hour eligibility tracking and interactions with many policies including; attendance, FMLA and vacation make the implementation toward compliance challenging.