The Need

Workers without paid sick leave are forced to make terrible choices between their paycheck and caring for their own health or that of a family member. The American public believes that employers should provide sick leave for their workers. 95% of workers think it is “unacceptable” for an employer to refuse to provide sick leave and 60% believe it is illegal. Yet almost half of full-time, private sector workers and 75% of low-wage workers have no paid sick days.

Click here to read the document “Our Economy Needs Family Values at Work Now More than Ever!”

Healthy Families Act

S. 1152/ H.R. 2460

Background Information

Workers shouldn’t have to choose between their family and a paycheck. Yet the majority of middle-income workers cannot rely on paid leave, and 3 out of 4 low-wage workers are given no paid sick leave. Introduced by Sen. Kennedy (S. 910) and Rep. Rosa DeLauro (H.R. 1542), this legislation would require employers to provide its employees with a minimum of seven paid sick days a year.

Which employees are eligible?

¨ Employees who work at least 20 hours per week or 1000 hours annually.

What employers are covered?

¨ All employers (public and private) with at least 15 employees.

What specific benefits are received?

¨ 7 paid sick days a year for employees working more then 30 hours, pro-rated for employees working between 20 and 30 hours.

¨ Employees who request at least 3 consecutive days may need doctor’s certification.

When can paid sick leave be used?

¨ To care for your own illness or physical or mental condition.

¨ To obtain a medical diagnosis, a related treatment, or preventive care.

¨ To care for a family member for any of the above reasons.

What is required of employers?

¨ Employers must post notice of the availability of paid sick leave and how to file enforcement action.

¨ Employers may not interfere with or deny the exercise of the employee’s right to paid sick leave. They also may not discriminate against an employee for taking or requesting leave.

¨ Employers must make, keep, and preserve records on compliance with HFA.

¨ Employers must keep health info confidential and separate from personnel files.

What is the current leave policy?

¨ Employer policies with comparable or better paid leave comply.

¨ Expressly preserves state or local laws providing greater paid sick leave benefits and encourages employers to provide greater leave benefits.

Support for the Healthy Families
Act

Karen
Customer Service Rep, Auto Parts Manufacturer

My name is Karen.* I work for an auto parts manufacturer in Atlanta. I have worked for this company for more than six years as an accounts receivable clerk and customer service representative. I take pride in my work and am an exemplary employee. I never miss time and am seldom sick.

I used to feel really good about my job despite the lack of company benefits. I never really gave much thought to what would happen if I got sick until I became pregnant three years ago. I did not have a typical pregnancy. My doctor diagnosed an entopic pregnancy that required emergency surgery. I didn’t have sick leave. Suddenly I found myself in a position of having to take off time off work and didn’t have leave.

I was truly surprised by my employer’s reaction. Instead of being supportive and concerned for my well being, he began a nasty campaign of harassment and threats. I returned to work after only two days. I was given a choice to return to work immediately or be terminated. I returned to work. I didn’t have the opportunity to heal from my surgery or to grieve the loss of my child.

Without health insurance or sick leave, just two days without pay hit my finances and budget hard. Between doctor and hospital bills and my regular expenses I eventually fell behind on my rent and lost my home.

I am still employed with the auto parts company. It is hard to find a job that pays decently, and I really do enjoy my work. I can tell you that part of me will never forgive or forget how my employer treated me when I was down. I don’t go that extra mile for him any longer. Why should I? I know that my job is secure only as long as I never get sick again.

Employers make a big deal about loyalty, honesty and respect from their workers. Shouldn’t they be held to the same standards? Paid sick leave should be a right, not an option.

* Not her real name. Karen still works for this employer and does not want to jeopardize her job. Her testimony was read at a 2004 press conference at the Georgia Capitol by her mother, Gloria.

Santina Story
Hotel Housekeeper

My name is Santina Story. As a single parent of three children, I have often been asked to choose between a paycheck and my children’s health. My two year-old son has chronic asthma Because I put his health first, I am currently looking for work.

I worked as a housekeeper for a large hotel. We had no sick days, paid or unpaid. We were written up for missing work no matter what the reason. I sometimes sent my son to daycare when he was sick, just to keep my job. It’s hard to be at work when your child needs you. On those days I spent most of my time worrying about him.

My supervisor was always saying, “If you can’t be at work every day, you must not need this job.” I finally quit rather than waiting to be fired. I needed to take my son to the doctor and didn’t want the termination on my record.

I wonder how the public would think of me if I left my son at daycare and something critical happened to him. People would say I was a bad mother. But caring for him meant loosing pay and I still need to pay bills and buy food for the whole family.

I would never forgive myself for choosing my job over my child’s health. Parents should not have to make this kind of choice.