Proposition 206, The Fair Wages and Healthy Families Act, was passed in 2016 and guaranteed accrual of sick time. The act covers all Arizona employers and does not exempt any professions or salary ranges.
To determine how sick leave accrual is calculated and used, the act classifies employers as those with 15 or more employees and those with fewer than 15 employees.
Employers of 15 or more employees must calculate accrued sick leave as at least one hour earned per 30 hours worked. This includes a limit that employees may not gain (or use) any more than 40 hours of the sick leave in a given year, unless the employer specifically sets a higher limit themselves.
Employers with fewer than 15 employees should calculate accrued sick time at the rate of no less than one hour earned for every 30 hours worked as well. However, these employees can not accrue (or use) more than 24 hours of paid sick leave in any given year unless the employer specifically sets a higher limit on accrual and use.
For both employer size classifications, the act allows the employer to determine the way a year is calculated. This means an employer may choose to use 12 calendar months, starting at any point they choose. Some standard methods include the date of hire, calendar year and fiscal year.
The act stipulates that employees can use accrued sick leave related to medical care for physical or mental health issues, any public health emergency, or absences related to domestic violence, abuse, sexual violence or stalking. This leave may be used in these events, whether the situation applies to the employee or an employee’s family member(s).