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<p class="MsoNormal">Hello!<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Governor Whitmer today signed SB 8 <a href="https://www.legislature.mi.gov/documents/2025-2026/billenrolled/Senate/pdf/2025-SNB-0008.pdf">
https://www.legislature.mi.gov/documents/2025-2026/billenrolled/Senate/pdf/2025-SNB-0008.pdf</a> (Minimum Wage) and HB 4002
<a href="https://www.legislature.mi.gov/documents/2025-2026/billenrolled/House/pdf/2025-HNB-4002.pdf">
https://www.legislature.mi.gov/documents/2025-2026/billenrolled/House/pdf/2025-HNB-4002.pdf</a> (Paid Leave) into law.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Below is an overview of the new language from the Labor and Employment section of Foster, Swift, Collins and Smith (This is Mike Blum’s group).<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Please, as always, if you are revising policies and determining benefits, consult your library’s attorney to ensure you library’s plan complies with the new law.<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Take care!<o:p></o:p></p>
<p class="MsoNormal">Clare<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<div>
<p class="MsoNormal"><span style="mso-ligatures:standardcontextual">Clare D. Membiela, MLS, J.D.</span><span style="font-size:11.0pt"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-ligatures:standardcontextual">Library Law Consultant<o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-ligatures:standardcontextual">Library of Michigan<o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-ligatures:standardcontextual"><a href="mailto:MembielaC@michigan.gov"><span style="color:#0563C1">MembielaC@michigan.gov</span></a><o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-ligatures:standardcontextual">517-335-8132<o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-ligatures:standardcontextual"><o:p> </o:p></span></p>
<p class="MsoNormal"><b><span style="font-size:14.0pt;mso-ligatures:standardcontextual">The research and resources above are for informational purposes only and not for the purpose of providing legal advice. You should contact your attorney to obtain advice
with respect to any particular issue or problem.<o:p></o:p></span></b></p>
<p class="MsoNormal" style="text-autospace:none"><span style="font-size:10.0pt;font-family:TimesNewRomanPSMT;color:black;mso-ligatures:standardcontextual"><o:p> </o:p></span></p>
<p class="MsoNormal" style="margin-bottom:12.0pt;text-autospace:none"><span style="font-size:10.0pt;font-family:TimesNewRomanPSMT;color:black;mso-ligatures:standardcontextual">“the State may not, consistently with the spirit of the First Amendment, contract
the spectrum of available knowledge</span><span style="font-size:10.0pt;font-family:TimesNewRomanPSMT;mso-ligatures:standardcontextual">.”</span><span style="mso-ligatures:standardcontextual">
</span><i><span style="font-size:10.0pt;font-family:TimesNewRomanPS-ItalicMT;mso-ligatures:standardcontextual">Griswold v. Connecticut, 381 U.S. 479, 482 (1965).<o:p></o:p></span></i></p>
<p class="MsoNormal"><span style="mso-ligatures:standardcontextual">Michigan’s <a href="https://www.michigan.gov/mde/resources/michigan-top-10-strategic-education-plan">
Top 10 Strategic Education Plan</a> provides focused direction to drive educational achievement in support of all learners.
</span><span style="mso-ligatures:standardcontextual"><o:p></o:p></span></p>
<p class="MsoNormal"><img border="0" width="142" height="63" style="width:1.4791in;height:.6562in" id="Picture_x0020_1396389958" src="cid:image001.jpg@01DB847A.4DB6E530" alt="Michigan's Top 10 Strategic Education Plan"><span style="mso-ligatures:standardcontextual"><o:p></o:p></span></p>
<p class="MsoNormal"><a href="https://mvic.sos.state.mi.us/"><span style="color:windowtext;text-decoration:none"><img border="0" width="197" height="38" style="width:2.052in;height:.3958in" id="Picture_x0020_1116675181" src="cid:image002.png@01DB847A.4DB6E530" alt="Michigan.gov/Vote logo
Description automatically generated"></span></a><span style="mso-ligatures:standardcontextual"><o:p></o:p></span></p>
<p class="MsoNormal"><span style="mso-ligatures:standardcontextual">Get personalized voter information on early voting and other topics at
<a href="https://mvic.sos.state.mi.us/">Michigan.gov/Vote</a>.<o:p></o:p></span></p>
<p class="MsoNormal"><span style="font-size:11.0pt;font-family:"Verdana",sans-serif;mso-ligatures:standardcontextual"><o:p> </o:p></span></p>
</div>
<p class="MsoNormal"><o:p> </o:p></p>
<div>
<div style="border:none;border-top:solid #E1E1E1 1.0pt;padding:3.0pt 0in 0in 0in">
<p class="MsoNormal"><b><span style="font-size:11.0pt;font-family:"Calibri",sans-serif">From:</span></b><span style="font-size:11.0pt;font-family:"Calibri",sans-serif"> Foster Swift <employerservicesgroup@fosterswift.com>
<br>
<b>Sent:</b> Friday, February 21, 2025 2:59 PM<br>
<b>To:</b> Membiela, Clare (MDE) <MembielaC@michigan.gov><br>
<b>Subject:</b> Eleventh Hour Changes to ESTA<o:p></o:p></span></p>
</div>
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<p class="MsoNormal"><o:p> </o:p></p>
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<strong><span style="font-family:"sans-serif 10pt";color:black">CAUTION: This is an External email. Please send suspicious emails to
<a href="mailto:abuse@michigan.gov"><span style="font-weight:normal">abuse@michigan.gov</span></a></span></strong><o:p></o:p></p>
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<a href="http://click.fosterswift.com/f/a/JC9WjUnXP4h1kpzZaIfbBg~~/AAGz5BA~/kqlMRntLcVvR0BMRMTGrNPNQgkf5rEb6cpUT_ZL_7JzjzMC3oigZbqYvtv0yR-nl0Vo9DV-nSAtWkmSn3qyMdrrI2pMsOJVkQkehSXmam6C6iA_Q981Gdq-8R3LOrwVZAkTKA4KVcsAxEX9pY5GLDyPb-v7SqvcaEsNWwDOUxTXltNkGi1UF2UA022I_7Nmt8PZPT8lr_bQY1yMUwkY8zWKA8fcn0bKy172jlsQpC-3QrUhLHoHzwemKR9Qbr7wMZm28m-S4aopxz6AXKPJcKw~~">
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<h1 style="margin:0in"><span style="font-size:16.5pt;font-family:"Constantia",serif;color:#003466">What Employers Need to Know About Michigan's Amended Earned Sick Time Act<o:p></o:p></span></h1>
<p style="mso-margin-top-alt:0in;margin-right:0in;margin-bottom:11.25pt;margin-left:0in">
<i><span style="font-size:10.5pt;font-family:"PT Sans",sans-serif;color:#7FBB42">February 21, 2025<o:p></o:p></span></i></p>
<p><!--[if gte vml 1]><v:shapetype id="_x0000_t75" coordsize="21600,21600" o:spt="75" o:preferrelative="t" path="m@4@5l@4@11@9@11@9@5xe" filled="f" stroked="f">
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</v:shapetype><v:shape id="Picture_x0020_2" o:spid="_x0000_s1026" type="#_x0000_t75" alt="Man Looking at Hourglass" style='position:absolute;margin-left:117.55pt;margin-top:0;width:168.75pt;height:112.5pt;z-index:251658240;visibility:visible;mso-wrap-style:square;mso-width-percent:0;mso-height-percent:0;mso-wrap-distance-left:3.75pt;mso-wrap-distance-top:3.75pt;mso-wrap-distance-right:3.75pt;mso-wrap-distance-bottom:3.75pt;mso-position-horizontal:right;mso-position-horizontal-relative:text;mso-position-vertical:absolute;mso-position-vertical-relative:line;mso-width-percent:0;mso-height-percent:0;mso-width-relative:page;mso-height-relative:page' o:allowoverlap="f">
<v:imagedata src="https://events.fosterswift.com/webfiles/Images/Hourglass.jpg" />
<w:wrap type="square" anchory="line"/>
</v:shape><![endif]--><![if !vml]><img width="225" height="150" style="width:2.3437in;height:1.5625in" src="https://events.fosterswift.com/webfiles/Images/Hourglass.jpg" align="right" hspace="5" vspace="5" alt="Man Looking at Hourglass" v:shapes="Picture_x0020_2"><![endif]><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif;color:#666766">In
a race against the clock, Senate Democrats and House Republicans managed to reach a compromise regarding the Earned Sick Time Act (“Act”) which will apply to all Michigan employers. On February 20, 2025, the Michigan House and Senate passed
<a href="http://click.fosterswift.com/f/a/9nGnajO170ko-tgVvC98lg~~/AAGz5BA~/kqlMRntLcVvR0BMRMTGrNPNQgkf5rEb6cpUT_ZL_7JzjzMC3oigZbqYvtv0yR-nl0Vo9DV-nSAtWkmSn3qyMdrrI2pMsOJVkQkehSXmam6C6iA_Q981Gdq-8R3LOrwVZAkTKA4KVcsAxEX9pY5GLDyPb-v7SqvcaEsNWwDOUxTXltNkGi1UF2UA022I_7Nmto3r_yitlUV1iyZcR-qtmELbhl74DB-n_K7eRJnKvLZXSYYOkGRV-BDvqvGmKFBZpUUEQ7d-QfJV5WQTb0RRt1Q~~">
HB 4002</a> and the Governor signed on February 21, 2025. It is important to note the Act is effective today,
<u>February 21, 2025.</u> <o:p></o:p></span></p>
<p><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif;color:#666766">The highlights of HB 4002 are as follows:<o:p></o:p></span></p>
<ul type="disc">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Effective Date:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif"> February 21, 2025 at 12:02 a.m.<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Posters/Notice:
</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Employers have 30 days from February 21, 2025 to post new posters created by the Michigan Department of Labor and Economic Opportunity’s civil rights division (“Department”) and
provide employees with written notice of the Act.<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Employers with more than 10 employees – New Frontloading Benefits:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Employees of employers that are not small businesses (greater than 10 employees) shall accrue paid earned sick time at a rate of 1 hour for every 30 hours worked but may not use more than 72 hours
of paid earned sick time in a year, unless the employer selects a higher limit.<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<u><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">As an alternative to the accrual of paid earned sick time,</span></u><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif"> an employer may frontload not less than 72 hours of paid
earned sick time at the beginning of the year for immediate use.<o:p></o:p></span></li></ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New Carryover Cap:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Carryover is capped at 40 hours for small businesses and 72 hours for all other employers, unless the employer selects a higher limit.<o:p></o:p></span></li></ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New Frontloading Benefits:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">If an employer frontloads sick time, the employer does not have to:
<o:p></o:p></span></li><ul type="square">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level3 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Carry over any unused earned sick time,<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level3 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Calculate and track an employee’s accrual of sick time, or<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level3 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Pay the value of the employee’s unused sick time at the end of the year.<o:p></o:p></span></li></ul>
</ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New Probationary Period:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Accrual of time begins on February 21, 2025 but the employer may require an employee hired after February 21, 2025 to wait until 120 days after commencing employment before using sick time.<o:p></o:p></span></li></ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New Wage Rate Clarification:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">The Act clarifies that an employer is not required to include overtime pay, holiday pay, bonuses, commissions, supplemental pay, or tips in its calculation of normal hourly wages.<o:p></o:p></span></li></ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New Notice Requirements:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New language in the Act that states if an employee’s need for sick time is
<u>not foreseeable,</u> an employer may require the employee give notice of their intention to use earned sick time in either of the following manners:
<o:p></o:p></span></li><ul type="square">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level3 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">As soon as practicable, or in accordance with the employer’s policy related to requesting or using sick time or leave if both of the following are met:
<o:p></o:p></span></li><ul type="square">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level4 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">On the date of the employee’s hire; on February 21, 2025; or on the date the employer’s policy takes effect, whichever is latest, the employer provides the employee with a written copy of the policy
that includes the procedures for how the employee must provide notice; or<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level4 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">The employer’s notice requirement allows the employee to provide notice after the employee is aware of the need for the earned sick time.<o:p></o:p></span></li></ul>
</ul>
</ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New Reasonable Documentation Requirements:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Employer may not ask for documentation regarding the employee’s use of sick leave until the employee uses 3 consecutive days and employers still must pay out of pocket expenses.<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New requirement that if an employer requests that an employee provide documentation related to whether earned sick time has been used for a proper purpose, the employee must provide such documentation
<u>within 15 days</u> of the request.<o:p></o:p></span></li></ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Retention of Accrued Time After Separation:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">An employee may now retain accrued earned sick time if they separate from employment and are rehired within 2 months after separation.<o:p></o:p></span></li></ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Adverse Action Permitted for Employee Abuse:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">An employer is now permitted to take adverse personnel action against an employee if the employee uses earned sick time for a purpose other than prescribed under the Act or violates the notice
requirements.<o:p></o:p></span></li></ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New Employee Exclusions:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">New exclusion for an individual who works in accordance with a policy of an employer if both of the following conditions are met: (A) The policy allows the individual to schedule the individual’s
own working hours; (B) The policy prohibits the employer from taking adverse personnel action against the individual if the individual does not schedule a minimum number of working hours.<o:p></o:p></span></li></ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Small Businesses – New Usage Cap and Frontloading Benefits:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">An employee of a small businesses (10 or fewer employees) accrues sick leave at a rate of 1 hour for every 30 hours worked but may not use more than 40 hours of paid earned sick time in a year,
unless the employer selects a higher limit.<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<u><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">As an alternative to the accrual of paid earned sick time,</span></u><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif"> a small business may frontload not less than 40 hours of
paid sick time at the beginning of the year for immediate use.<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Small businesses are not required to do any of the following until
<u>October 1, 2025:</u> <o:p></o:p></span></li><ul type="square">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level3 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Allow an employee to accrue paid earned sick time<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level3 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Frontload paid earned sick time as an alternative to accrual<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level3 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Calculate and track an employee’s accrual of paid earned sick time<o:p></o:p></span></li></ul>
</ul>
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level1 lfo1">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">No Private Right of Action:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">
<o:p></o:p></span></li><ul type="circle">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l0 level2 lfo1">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Employees can no longer file a civil lawsuit for the employer’s violation of this Act.<o:p></o:p></span></li></ul>
</ul>
<p><strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif;color:#666766">ESTA Webinar:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif;color:#666766"><o:p></o:p></span></p>
<p><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif;color:#666766">Foster Swift is hosting a webinar to discuss these updates if you would like to attend:<o:p></o:p></span></p>
<ul type="disc">
<li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l1 level1 lfo2">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">When:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif"> Tuesday, February 25 from 11:00 am-12:00 pm<o:p></o:p></span></li><li class="MsoNormal" style="color:#666766;mso-margin-top-alt:auto;margin-bottom:6.0pt;mso-list:l1 level1 lfo2">
<strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif">Registration:</span></strong><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif"> <a href="http://click.fosterswift.com/f/a/jQ_PBV-Ky4PtQYt6bwxnyg~~/AAGz5BA~/kqlMRntLcVvR0BMRMTGrNPNQgkf5rEb6cpUT_ZL_7JzjzMC3oigZbqYvtv0yR-nl0Vo9DV-nSAtWkmSn3qyMdrrI2pMsOJVkQkehSXmam6C6iA_Q981Gdq-8R3LOrwVZAkTKA4KVcsAxEX9pY5GLDyPb-v7SqvcaEsNWwDOUxTXltNkGi1UF2UA022I_7NmtoYHZp3iOYsOBapJADVIe1zgKfjmIELpxXjHF7Siha1rdXam2Tnz0b7TYt5W9uW4J4Zep2klGff_OjaxXhSZdUA~~">https://us06web.zoom.us/webinar/register/WN_L32B0-gDQvyPrOkdBg0uqQ</a><o:p></o:p></span></li></ul>
<p><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif;color:#666766">We will continue to send updates as we receive them. If you have any questions or concerns in the meantime, contact a member of Foster Swift’s
<a href="http://click.fosterswift.com/f/a/4q02XWgZqO69mrrE_txp1w~~/AAGz5BA~/kqlMRntLcVvR0BMRMTGrNPNQgkf5rEb6cpUT_ZL_7JzjzMC3oigZbqYvtv0yR-nl0Vo9DV-nSAtWkmSn3qyMdrrI2pMsOJVkQkehSXmam6C6iA_Q981Gdq-8R3LOrwVZAkTKA4KVcsAxEX9pY5GLDyPb-v7SqvcaEsNWwDOUxTWdmHq3zVWYQonmKJRl9krgMRXTT1S-nY9EXOrkk4IGiwwaTQAJQeGEwsj6bAwHtvj9wyDkAG44Wrq6fXWsmffS3BCVz2I-XIa1nIpS_cseRw~~">
Employer Services Practice Group</a>.<o:p></o:p></span></p>
</td>
<td width="30" valign="top" style="width:22.5pt;padding:0in 0in 0in 0in">
<p class="MsoNormal"><span style="font-size:10.0pt;font-family:"PT Sans",sans-serif;color:#666766"> <o:p></o:p></span></p>
</td>
</tr>
</tbody>
</table>
</div>
</div>
<div align="center">
<table class="MsoNormalTable" border="0" cellspacing="0" cellpadding="0" width="700" style="width:525.0pt;background:white;border-collapse:collapse">
<tbody>
<tr>
<td valign="top" style="padding:0in 0in 0in 0in">
<div style="mso-element:para-border-div;border:none;border-bottom:solid lightgrey 1.0pt;padding:0in 0in 0in 0in">
<p style="margin:0in;line-height:11.25pt;mso-line-height-rule:exactly;border:none;padding:0in">
<span style="font-size:10.0pt;font-family:"PT Sans",sans-serif;color:#666766"> <o:p></o:p></span></p>
</div>
</td>
</tr>
</tbody>
</table>
</div>
<p class="MsoNormal"><o:p> </o:p></p>
<div align="center">
<table class="MsoNormalTable" border="0" cellspacing="0" cellpadding="0" width="700" style="width:525.0pt;background:white;border-collapse:collapse;border-spacing: 0;min-width: 700px">
<tbody>
<tr>
<td style="padding:0in 0in 0in 0in">
<table class="MsoNormalTable" border="0" cellspacing="0" cellpadding="0" width="700" style="width:525.0pt;background:#003466">
<tbody>
<tr>
<td style="padding:0in 0in 0in 0in">
<table class="MsoNormalTable" border="0" cellspacing="0" cellpadding="0" width="700" style="width:525.0pt;background:#003466">
<tbody>
<tr>
<td width="16%" valign="top" style="width:16.0%;padding:0in 0in 0in 0in">
<p align="center" style="mso-margin-top-alt:3.75pt;margin-right:0in;margin-bottom:0in;margin-left:0in;text-align:center">
<span style="font-size:13.5pt;font-family:"PT Sans",sans-serif;color:white"><a href="http://click.fosterswift.com/f/a/PzaeRDxrY2COKUR45EuOsw~~/AAGz5BA~/kqlMRntLcVvR0BMRMTGrNPNQgkf5rEb6cpUT_ZL_7JzjzMC3oigZbqYvtv0yR-nl0Vo9DV-nSAtWkmSn3qyMdrrI2pMsOJVkQkehSXmam6C6iA_Q981Gdq-8R3LOrwVZAkTKA4KVcsAxEX9pY5GLDyPb-v7SqvcaEsNWwDOUxTWdmHq3zVWYQonmKJRl9krgDpPiq5iHSiuXDYe9jdDvoxylz1zJazPNDHpDVeNLkET4vZkusT9A35sKTaqsA_omhp8K0NpdsoN_ybf_OXZtHQ~~"><span style="color:white;text-decoration:none">Lansing</span></a><o:p></o:p></span></p>
</td>
<td width="1%" valign="top" style="width:1.0%;padding:0in 0in 0in 0in">
<p align="center" style="mso-margin-top-alt:3.75pt;margin-right:0in;margin-bottom:0in;margin-left:0in;text-align:center">
<span style="font-size:13.5pt;font-family:"PT Sans",sans-serif;color:white">|<o:p></o:p></span></p>
</td>
<td width="18%" valign="top" style="width:18.0%;padding:0in 0in 0in 0in">
<p align="center" style="mso-margin-top-alt:3.75pt;margin-right:0in;margin-bottom:0in;margin-left:0in;text-align:center">
<span style="font-size:13.5pt;font-family:"PT Sans",sans-serif;color:white"><a href="http://click.fosterswift.com/f/a/gpmjVe--FSFjBQQaxY6i6A~~/AAGz5BA~/kqlMRntLcVvR0BMRMTGrNPNQgkf5rEb6cpUT_ZL_7JzjzMC3oigZbqYvtv0yR-nl0Vo9DV-nSAtWkmSn3qyMdrrI2pMsOJVkQkehSXmam6C6iA_Q981Gdq-8R3LOrwVZAkTKA4KVcsAxEX9pY5GLDyPb-v7SqvcaEsNWwDOUxTWdmHq3zVWYQonmKJRl9krgARMkeOZOvPh-YLzq2eihItGRNC11uu7uOTYjPb8lT_JDZaawBA64h32xAhQFSw7ClTkXtNnIl1nlHj3zpa1-iw~~"><span style="color:white;text-decoration:none">Southfield</span></a><o:p></o:p></span></p>
</td>
<td width="1%" valign="top" style="width:1.0%;padding:0in 0in 0in 0in">
<p align="center" style="mso-margin-top-alt:3.75pt;margin-right:0in;margin-bottom:0in;margin-left:0in;text-align:center">
<span style="font-size:13.5pt;font-family:"PT Sans",sans-serif;color:white">|<o:p></o:p></span></p>
</td>
<td width="23%" valign="top" style="width:23.0%;padding:0in 0in 0in 0in">
<p align="center" style="mso-margin-top-alt:3.75pt;margin-right:0in;margin-bottom:0in;margin-left:0in;text-align:center">
<span style="font-size:13.5pt;font-family:"PT Sans",sans-serif;color:white"><a href="http://click.fosterswift.com/f/a/ELQ4qZ5cKaPkOf30IZo9Ig~~/AAGz5BA~/kqlMRntLcVvR0BMRMTGrNPNQgkf5rEb6cpUT_ZL_7JzjzMC3oigZbqYvtv0yR-nl0Vo9DV-nSAtWkmSn3qyMdrrI2pMsOJVkQkehSXmam6C6iA_Q981Gdq-8R3LOrwVZAkTKA4KVcsAxEX9pY5GLDyPb-v7SqvcaEsNWwDOUxTWdmHq3zVWYQonmKJRl9krgF4yhroMhCtM4vVoESwYUhxA_HZr8GiGHb9XegXuCMikcAOJS27HlBrdag5jIhjXVCHz5Ded5d3PqOuzrwH1ZNg~~"><span style="color:white;text-decoration:none">Grand
Rapids</span></a><o:p></o:p></span></p>
</td>
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<p align="center" style="mso-margin-top-alt:3.75pt;margin-right:0in;margin-bottom:0in;margin-left:0in;text-align:center">
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