Cardinal takes guess work out of compliance.
Realize significant savings in benefits administration by letting Cardinal handle these requirements.
Cardinal helps you comply by:
- Tracking – Cardinal is rolling out our sick time tracking system for front load or hourly accrual methods. For our TimeTrex users, we will assist you in devising compliant leave policies.
- Reporting – Display leave balance on employee’s check stubs for easy view.
- Online access – Both employers and employees can log in online to review leave balances and claim.
- Model Sick Time Policies – We have templates available of various sick time scenarios. Model policies are available free for clients & at a small fee for non-clients.
Front Load Method
DOWNLOAD: Front Load Method Tracking Sheet
Award 40 hours of sick leave on the 90th day after hire or after January 1, 2016.
At least 40 hours is awarded on every work anniversary or beginning of the benefit year. Employees may use leave upon the 91st date of hire.
Hourly Accrual Method
Accruals start on the date of hire. Employees can begin using sick leave at the 91st day.
- Large Employers – Hourly accrual rate is 1 hour paid sick leave for every 30 hours worked. Make sure to set your hourly accrual rate to 0.0334 at a minimum. Accrual of sick leave begins on date of hire or the beginning of the benefit year.
- Small Employers – Hourly accrual rate is 1 hour unpaid sick leave for every 30 hours worked. Make sure to set your hourly accrual rate to 0.0334 at a minimum. Accrual of sick leave begins on date of hire or the beginning of the benefit year.
Interested in using a combination of both methods?
You can do this under certain circumstances.
New BOLI rules say: “an employer may award sick time on an accrual basis for part-time or temporary employees, while front-loading sick time for full-time employees, if it customarily maintains different employment classifications for part-time, temporary, and full-time employees.”
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Disclaimer: The Oregon Sick Leave Law is very new and may undergo further revisions. For example, the Oregon Bureau of Labor and Industries still has to set rules to put the law into effect. Please check back with us periodically as we will endeavor to update this site with new information when it becomes available. Cardinal is providing this page as a guide to human resource best practices. The content of this website is not intended to be legal advice.