California’s Healthy Workplace, Healthy Family Act (the Act) requiring most employers to provide paid sick leave for covered employees went into effect in 2015. However, in 2017 and 2021, two separate California federal district courts concluded that the Act was not applicable to rail workers due to preemption by the federal Railroad Unemployment Insurance Act (RUIA). The RUIA is a federal law that provides the exclusive source of unemployment and sickness benefits to railroad employees.

Read more here.

A provision in the enacted state budget for fiscal year 2023 would have amended the Massachusetts Paid Family and Medical Leave Act (PFMLA) to provide employers and employees more flexibility to use other accrued benefits to supplement paid benefits received from the state. The governor initially returned the legislation to the legislature with a recommendation, rather than accepting the change. The legislature then passed the bill again and returned it to the governor.  The governor has not acted on the returned bill.  The bill, therefore, as of this date, has not been amended.

Read more here.

On July 19, 2022, the Michigan Court of Claims held that, in 2018, the state legislature violated the Michigan Constitution when it enacted, and within the same legislative session amended, two ballot initiatives, one to raise the minimum wage and the other to require employers to provide paid sick leave. Now, citing public concerns over the ability of employers and the relevant state agencies to immediately implement the changes required by its decision, the court has granted a stay of its order until February 20, 2023.

Read more here.

Citing legislative “sleight of hand,” the Michigan Court of Claims has held that the Michigan legislature violated the state’s Constitution when, in 2018, it adopted and then immediately amended ballot initiatives to increase the state’s minimum wage and to require employer-paid sick leave. Mothering Justice v. Nessel, No. 21-000095-MM (July 19, 2022). Therefore, the court held, the current versions of the Improved Workforce Opportunity Wage Act (IWOWA) (the minimum wage law) and the Paid Medical Leave Act are void. As a result, Michigan’s minimum wage immediately may increase to $12.00 per hour (from its current $9.87 per hour) and the state’s paid sick leave law may expand substantially.

Read more here.

As the pandemic continues to evolve, so does the EEOC’s guidance. On July 12, 2022, the EEOC once again updated its COVID-19 guidance: What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws to reflect the pandemic’s changing state. The updated guidance follows CDC’s June 10, 2022 statements regarding the current state of the COVID-19 pandemic.

Read more here.

In June, San Francisco voters passed Proposition G, a new Public Health Emergency Leave Ordinance. The ordinance requires private employers to provide paid leave to employees for “public health emergencies.” The leave ordinance will be in addition to employer-provided paid leave, such as paid sick leave.

The leave ordinance will become operative on October 1, 2022.

Read more here.

On June 2, 2022, the Second Circuit issued a decision in Calcano, et al. v. Swarovski North America Ltd., et al., affirming dismissal of five consolidated cases brought by visually impaired plaintiffs who alleged various retail defendants must provide braille gift cards under the Americans with Disabilities Act (ADA).  The five lawsuits consolidated on appeal were filed between 2019 and 2020, when the Southern and Eastern Districts of New York were flooded with hundreds of similar complaints.  Many of these complaints (including the five consolidated appeals) were dismissed by the district courts based on the plaintiffs’ lack of standing and/or their failure to state a claim under the ADA.  Those that remained unresolved at the time of the consolidated appeals were stayed pending the outcome at the Second Circuit Court of Appeals.  The Calcano decision therefore has been highly anticipated by plaintiffs and defendants alike.

The Second Circuit’s majority opinion affirmed dismissal based on lack of standing only and did not reach the issue of whether the plaintiffs adequately plead that defendants failed to accommodate them under the ADA because defendants did not provide braille gift cards.  In a concurring opinion, however, Judge Lohier, opined that dismissal on the merits was appropriate.

In reaching its decision, the majority noted each plaintiff’s identical assertions that he resides “in close proximity to” defendants’ businesses; has been a “customer at Defendant’s [location] on prior occasions” and “intends to immediately purchase at least one gift card from the Defendant as soon as the Defendant sells store gift cards that are accessible to the blind” were insufficient to establish standing.  The majority found the plaintiffs did not allege they suffered an injury in fact because their “conclusory allegations of intent to return and proximity” were too vague to establish that they faced “a material risk of future harm” that is “sufficiently imminent and substantial.”  The majority also identified the plaintiffs’ assertions as parroted from language in a prior ADA Title III decision that addressed standing, and therefore found their assertions to be nothing more than “legal conclusion[s] … couched as factual allegation[s].”

The concurring opinion by Judge Lohier assessed plaintiffs’ standing less stringently and with less of a focus on plaintiffs’ “intent to return” to the defendants’ businesses.  The concurrence found all but one plaintiff established standing and went on to address the merits of the claims.  The concurring opinion did not dispute plaintiffs’ claim that gift cards must be accessible.  Indeed, the concurrence concluded a gift card is a “good” and “means of access to goods and services” under Title III of the ADA and that places of public accommodation therefore must provide “adequate auxiliary aids and services to ensure that blind customers can make meaningful use of gift cards.”  The concurrence did, however, dispute plaintiffs’ claim that defendants failed to provide an adequate auxiliary aid because they failed to provide braille gift cards.  The concurrence found plaintiffs’ conclusory allegation that “[the defendants] do not offer auxiliary aids with respect to gift cards” failed to state cause of action.  In support of this conclusion, the concurrence noted plaintiffs failed to plausibly allege (1) why other types of auxiliary aids – such as a store clerk’s assistance – would not permit them to enjoy the benefits of the gift cards; and (2) that defendants did not offer other aids that might enable them to use gift cards.

Calcano is a welcome decision for businesses who have seen an unrelenting onslaught of public accommodation lawsuits. The decision is an example of the opportunities businesses have to successfully defend these public accommodation lawsuits and the potential to eliminate or significantly reduce the number of lawsuits by serial plaintiffs.  Calcano demonstrates the vulnerability plaintiffs encounter to establish a real and imminent threat of harm to have standing to sue under the ADA where the plaintiffs file hundreds of complaints with nearly identical boilerplate allegations. While the Second Circuit affirmed the district court’s dismissal of these lawsuits on the more limited basis that plaintiffs lacked standing, the concurring opinion by Judge Lohier provides an insightful analysis into why the plaintiffs did not state an ADA claim as a matter of law.  In the fullness of time, we hope to see whether district courts when deciding a dispositive motion adopt Judge Lohier’s analysis concerning a business’s long-held prerogative to choose among effective, appropriate auxiliary aids and service to make its goods and services available to disabled individuals.  The complaints filed in these cases essentially allege that the businesses did not provide braille gift cards, an auxiliary aid the plaintiffs allegedly wanted even though they did not request it.  Based on Department of Justice (DOJ) regulations and guidance, Judge Lohier disagreed that a Braille gift card was the sole appropriate auxiliary aid in the circumstances alleged in the complaints.

What also remains to be seen is whether district courts apply the reasoning of the Second Circuit, including Judge Lohier’s concurring opinion, to website accessibility lawsuits, another type of public accommodation claim that has maligned businesses for the past decade.  Website accessibility lawsuits share many of the same deficiencies as the gift card lawsuit and are filed by the same plaintiffs (and their attorneys).

The City of Bloomington, Minnesota is the latest city in Minnesota to join the cities of Minneapolis, St. Paul and Duluth in enacting an Earned Sick and Safe Leave ordinance (ORDINANCE NO. 2022-31). The Ordinance, which largely mirrors the requirements of the City of Minneapolis’ Sick and Safe Time Ordinance goes into effect on July 1, 2023. Specifically, the Ordinance requires employers with five or more employees to provide employees with 1 hour of sick and safe time for every 30 hours worked within the geographic boundaries of Bloomington, up to a maximum of 48 hours in a year. Employers with fewer than five employees must still comply with the requirements of the Ordinance, but may provided the sick and safe time as unpaid.

Who is Covered?

All employers with at least 1 or more employees are covered, regardless of if the employer has a physical presence in Bloomington. The definition of “employer” includes an individual, corporation, partnership, association, nonprofit organization, or group of persons. It does not include the United States government, the State of Minnesota, or any county or local government, except the city of Bloomington.

Only employees, including exempt and non-exempt employees, working at least 80 hours in one year on a full- or part-time basis, or temporary basis, in the city of Bloomington are “covered employees” under the Ordinance.

Employers may use their existing paid time off (“PTO”) policy or other paid leave policy to satisfy the requirements of the Ordinance so long as the existing policy meets or exceeds the minimum requirements of the Ordinance.

Accrual of Paid Sick Time

Covered employees must accrue a minimum of 1 hour for sick and safe time for every 30 hours worked within the City. Employers are permitted to cap the accrual at 48 hours in a calendar year. Employees must be permitted to carry over any accrued but unused sick and safe time into the following year, subject to a total cap of 80 hours at any time.

New employees begin to accrue sick and safe leave at the commencement of employment or on July 1, 2023 whichever is later, but they cannot begin to use their paid sick and safe leave until 90 calendar days after the start of their employment.

Use of Sick and Safe Time

Similar to the other ordinances in Minnesota, employees may use their accrued sick and safe leave for their own or the care of a family member’s mental or physical, illness, injury, health condition, diagnostic or preventive care.

Employees can also use the leave due to an absence because of domestic abuse, sexual assault or stalking of the employee or the employee’s family member. Employees may use the leave due to the closure of the employee’s place of business or the employee’s need to care for a family member whose school or place of care has been closed due to certain unexpected closures or, in the case of a school or place of care’s closure, due to inclement weather.

 

Employers may require employees to provide up to seven days advance notice when the use of the sick and safe time is foreseeable.

Employees may use paid sick leave in increments consistent with current payroll practices as defined by industry standards or existing employer policy, provided such increment is not more than 4 hours.

Notice and Recordkeeping

The Ordinance requires employers to display a notice promulgated by the City in a conspicuous place at any workplace or job site where any employee works. Additionally, employers must include the notice in their handbook informing employees of their rights and remedies.

Upon an employee’s request the employer must provide the employee, in writing or electronically, the employee’s current amount of (a) accrued sick and safe time; and (b) used sick and safe time. Employers can satisfy this obligation by listing the information on each pay stub or including it on an online system where employees can access it.

Employers must maintain records for each employee showing hours worked (applicable to non-exempt employees), leave available, and leave used for three years in addition to the current calendar year.

Enforcement

The City Attorney’s Office is tasked with the authority to investigate any report of a suspected violation of the Ordinance. For first violations arising during the first year following the effective date of the Ordinance, the City Attorney’s Office will issue a warning letter, notice to correct and attempt to mediate disputes. For subsequent violations the City Attorney’s Office may impose the penalties provided in the Ordinance, including reinstatement, back pay, credit or payment of sick leave, and administrative penalties or fines.

What’s Next?

Covered employers should begin to review their existing policies to ensure compliance with the new sick and safe leave requirements. Additionally, employers will need to post the notice and update their handbooks to include a policy regarding the Ordinance.

For more information about the Bloomington ordinance or other leave laws that may affect your organization, please contact a Jackson Lewis attorney.