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Judge Halts Milwaukee's Paid Sick-Day Ordinance

Authored by Sara J. Ackermann, February 11, 2009
Filed under Employment & Benefits
The content in the following publication is based upon the state of the law at the time of its original publication. As legal developments change quickly, the content in these publications may not remain accurate as laws change over time. None of the information contained in these publications is intended as legal advice or opinion relative to specific matters, facts, situations, or issues. You should not act upon the information in these publications without discussing your specific situation with legal counsel.

On February 6, just four days before Milwaukee's sick-pay ordinance was scheduled to go into effect, a Milwaukee County circuit court judge granted a temporary injunction sought by the Metropolitan Milwaukee Association of Commerce. This means the ordinance is stayed pending a hearing on a permanent injunction now scheduled for May 11, 2009.

Under the ordinance, any employers with employees in the city of Milwaukee (regardless of whether the employer itself is in the city) must offer paid sick leave to all employees. Workers would earn one hour of sick leave for every 30 hours worked, up to 40 hours for small employers (10 employees or less) and up to 72 hours for large employers.

What does this mean to you? If you have employees in Milwaukee, stay tuned. We will keep you posted on the outcome of the May hearing. Until then, you need not worry about the ordinance.

If you have questions regarding the above, please contact Sara Ackermann, the author of this article, or any of the attorneys in the Employment, Benefits & Labor Relations Practice Group of Ruder Ware.

© 2009 Ruder Ware, L.L.S.C. Accurate reproduction with acknowledgment granted. All rights reserved.
This document provides information of a general nature regarding legislative or other legal developments, and is based on the state of the law at the time of the original publication of this article. None of the information contained herein is intended as legal advice or opinion relative to specific matters, facts, situations, or issues, and additional facts and information or future developments may affect the subjects addressed. You should not act upon the information in this document without discussing your specific situation with legal counsel.