If the pandemic has taught us anything, we are all human and impacted by the same or similar life experiences (illness, death, caretakers of children or elderly parents, etc.). It’s time that we treat part-time employees as valued members of our organization and offer equitable paid time off benefits. For many employers, part-time employees make up a significant portion of their workforce and are key to their business model. According to a Forbes article, more than 27 million Americans are embracing part-time work and over 60% of part-time employees are women. Whether the part-time employee wants better work/life balance, looking to gain more experience, or simply seeking an off ramp into retirement, we must attract and retain this talent pool through an effective total rewards strategy.
Across the United States, both state and local governments have taken this issue into their own hands and have mandated that certain employers provide paid sick leave to employees. In Pittsburgh, Pennsylvania, there are two laws that require employers to provide paid sick time for both full-time and part-time employees:
Allegheny County Paid Sick Days Act (Effective December 15, 2021)
- Employers with 26 or more employees must provide paid sick leave.
- Employees earn 1 hour of paid sick time for every 35 hours worked, up to a max 40 hours.
- Employers with fewer than 26 employees are exempt from this ordinance.
- For more information on the Allegheny County Paid Sick Days Act, click here.
Pittsburgh Paid Sick Days Act (Effective March 15, 2020)
- Employers must provide paid sick leave to employees working within the city boundaries.
- Employers with 15 or more employees must provide 1 hour of paid sick time for every 35 hours worked, up to a maximum of 40 paid sick hours.
- Employers with less than 15 employees must provide 1 hour of paid sick time for every 35 hours worked, up to a maximum of 24 paid sick hours.
- For more information on the Pittsburgh Paid Sick Days Act, click here.
- Please Note: In January 2024, the city announced its intent to enforce the Paid Sick Days Act through compliance checks for local businesses, by zip code, and beginning with the food service industry.
Let’s rise above the mandated minimum requirements and examine our leave benefits for all staff, especially part-time employees. There are several creative ways to design a total rewards strategy. As business owners, leaders, and HR professionals, let’s advocate for a fair, equitable, and competitive package to attract and retain the best talent possible. If you would like support in reviewing your total rewards strategy, PTO and leave polices, or ensuring compliance with a paid sick time mandate, reach out to Compass today at info@wearecompass.com.
