Paid Sick & Safe Time (PSST)
All employees are eligible for paid sick and safe time (PSST) pursuant to this policy.
Employees begin accruing PSST at the start of employment. Hourly employees will accrue PSST at a rate of 1 hour for every 30 hours worked.
Salaried employees will accrue up to the following amount of PSST each year, unless the employee’s state allocates additional time, the greater of the two will be used.
FTE 1.0 (40 hours) = 5 days (40 hours)
FTE 0.9 (36 hours) = 4.5 days (36 hours)
FTE 0.8 (32 hours) = 4 days (32 hours)
For purposes of this policy, the year is the consecutive 12-month period beginning January 1st and ending on December 31st.
Employees may begin using accrued PSST immediately. PSST may be used in 2-hour increments, unless otherwise required by applicable law.
Employees may use accrued PSST for absences due to:
The employee’s mental or physical illness, injury or health condition or need for medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or need for preventive medical care including routine medical appointments;
The care of the employee’s family member, who needs medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or who needs preventive medical care including routine medical appointments;
A family member needs personal care including:
to ensure the family member’s basic medical, hygiene, nutritional, or safety needs are met;
to provide transportation to medical appointments if the family member is unable to meet those needs for themselves; or
to be physically present to provide emotional support for a family member with a serious health condition who is receiving inpatient or home care;
Closure of the employer’s place of business or the school or place of care of a child of the employee, by order of a public official due to an epidemic or other public health emergency, or because of the issuance by a public health authority of a determination that the presence in the community of the employee, or a member of the employee’s family in need of care by the employee, would jeopardize the health of others;
The employee or a family member of the employee being the victim of domestic violence/family offense matters, sexual offenses, stalking, or human trafficking including, but not limited,:
To obtain services from a domestic violence shelter, rape crisis center, or other shelter or services program for relief from a domestic violence/family offense matter, sexual offense, stalking, or human trafficking;
To participate in safety planning, temporarily relocate, or take other actions to increase the safety of the employee or employee’s family members from future domestic violence/family offense matters, sexual offenses, stalking, or human trafficking;
To meet with a civil attorney or other social service provider to obtain information and advice on, and prepare for or participate in any criminal or civil proceeding, including but not limited to, matters related to a domestic violence/family offense matters, sexual offense, stalking, human trafficking, custody, visitation, matrimonial issues, orders of protection, immigration, housing, discrimination in employment, housing or consumer credit;
To file a complaint or domestic incident report with law enforcement;
To meet with a district attorney’s office;
To enroll children in a new school; or
To take other actions necessary to maintain, improve, or restore the physical, psychological, or economic health or safety of the employee or employee’s family member or to protect those who associate or work with the employee;
For parental reasons such as for the birth of a child, or for the placement of a child with an employee for adoption or foster care; or to care for a newborn, newly adopted, or newly placed child within one year of birth, adoption, or placement;
Time needed by the employee in connection with a child of the employee to attend a school-related conference, meeting, function or other event requested or required by a school administrator, teacher, or other professional staff member responsible for the child’s education, or to attend a meeting regarding care provided to the child in connection with the child’s health conditions or disability;
For bereavement for the death a family member;
For travel to and from an appointment, a pharmacy, or other location related to the purpose for which PSST was taken; or
Any other reason required by any applicable paid sick/safe time/leave or similar law or ordinance.
For purposes of this policy, family member means a child, spouse, domestic/civil union partner, parent, sibling, grandchild, or grandparent of the employee or the employee's spouse or domestic/civil union partner, any other individual related by blood to the employee, any other individual whose close association with the employee is the equivalent of a family relationship, and any other relation required by applicable law. The family members listed above are not limited to biological family members but also include step, foster, adoptive, half relations and those who stand in loco parentis and legal guardians.
An employee’s use of PSST will not be conditioned upon searching for or finding a replacement worker.
Unless the employee advises Midi otherwise, we will assume, subject to applicable law, that employees want to use available PSST for absences for reasons set forth above and employees will be paid for such absences to the extent they have PSST available.
Employees must provide notice in writing, orally or electronically to Human Resources of the need to use accrued PSST.
Midi may require supporting documentation if the employee uses PSST for more than 3 consecutive work days, to the maximum extent permitted by applicable law. For example, for PSST used for reasons (1) or (2) above, documentation signed by a licensed health care provider indicating the need for the amount of PSST taken and that PSST was used for a covered reason under this policy and/or applicable law will be considered reasonable documentation, and such documentation need not specify the nature of the employee's or the employee's family member's injury, illness or condition, except as required by law. For example, for PSST used for reason (5) above, documentation signed by an employee, agent, or volunteer of a victim services organization, an attorney, a member of the clergy, or a medical or other professional service provider from whom the employee or that employee’s family member has sought assistance in addressing domestic violence/family offense matters, sexual assault, stalking or human trafficking and their effects; a police or court record; a notarized letter from the employee explaining the need for such time; or any other acceptable documentation pursuant to applicable state or local law will be considered reasonable documentation, and such documentation need not specify the details of the domestic violence/family offense matter, sexual assault, stalking or human trafficking. Supporting documentation will not be required if it would result in an unreasonable burden or expenses on the employee and employees will be reimbursed for expenses, costs or fees associated with obtaining supporting documentation requested by Midi to the extent required by applicable law.
PSST will be paid at the same rate as the employee earns from the employee’s employment at the time the employee uses such time, unless otherwise required by applicable law, but no less than the applicable minimum wage. Use of PSST is not considered hours worked for purposes of calculating overtime.
An employee may carry over up to 40 hours of accrued, unused PSST to the following year, unless otherwise required by applicable law. PSST is capped at 50 hours, unless the employee’s state allocates for additional time.
Accrued, unused PSST will not be paid out upon separation of employment.
Employees with questions regarding this policy should contact Human Resources.
Employees have the right to request and use PSST and, where PSST is being provided pursuant to an applicable state/local law, may file a complaint for alleged violations of this policy with any applicable state or local agency responsible for enforcing such law(s) in the jurisdiction in which the employee works. **Midi prohibits retaliation or the threat of retaliation against an employee for exercising or attempting to exercise any right provided in this policy, or interference with any investigation, proceeding or hearing related to or arising out of employee’s rights pursuant to this policy and applicable law.
To the extent any applicable paid sick/safe time/leave or similar law or ordinance provides any greater rights than set forth in this policy, such provisions are incorporated by reference and/or addressed in a supplemental policy for covered employees.