How To Set Up Your First Home Office

More people than ever are working from home, some for the first time. For many, that means improvising a workspace. 

Cramped apartments, busy families and tight budgets make it difficult to build a dream home office. Many people are simply working wherever they can – from their closets to their beds – often at the expense of their productivity and comfort. According to professional organizer and interior designer Jeffrey Phillip, it is critical to be thoughtful about your workspace and to put time into the process.

“I think we underestimate what our workspace does for mental health and productivity,” said Phillip. “It causes chaos when you’re in a state of flux. The more permanent you can make your space – even if it’s a temporary work-at-home situation – the more productive you can be.”

Short of full-on refurbishments, there are simple ways to carve out a home office that works for your needs. Career Tool Belt spoke with Phillip as well as clutter expert Gayle Goddard, founder of The Clutter Fairy, about setting up your workspace efficiently, cheaply and realistically.

Set up a separate, designated area.

Goddard recommends setting up a designated workspace in your home, rather than free-flowing every day. The separation will do wonders for your productivity and organization.

“Claim a dedicated space that you use as an office, and create a barrier if you can,” said Goddard. “Even if it’s the end of a dining room table, make one section for dining, one section for work. It will help you keep that mentally separate and have a place to park. The biggest concern is having work walk all over the house so it gets lost in the landscape of your home.”

Keep the area as clear as possible.

When you’re working, you don’t want to look at a cluttered, distracting space. Phillip recommended cleaning up all the clutter in your field of view. Goddard even suggested facing a wall, especially if you live with a busy, distracting family. 

“I can’t help it if a kid comes and crawls in your lap, but if you’re at least not looking directly at the laundry pile, or dishes in the kitchen or the kids running up and down in the hall, it’ll help you support your focus,” Goddard said.

Keep your office clutter to a minimum as well. Neatly bundle your cords with anything from velcro straps to hair ties, and try not to hoard supplies you don’t need, according to Phillip.

“All of that extra stuff can actually make it more of a stressful situation for you. Clear it up and start with as blank a canvas as you can,” Phillip said. “A home office set-up is very different than they used to be. For example we don’t usually have tons of paper. We’re not printing. There’s so much that we’re not doing, and so many office supplies are not necessary.”

Comfort is everything.

Comfort is key when it comes to your home office. If you buy nothing else, get an ergonomic chair.

“If you’re going to sit there for a long period of time, you need a good supportive chair for your back,” Goddard said. “Get up for five minutes every hour so that you can get the circulation back in your feet. In real offices, they spend a lot of money on office chairs and you don’t think about it until you sit in a dining chair for hours a day.”

Phillip suggested arranging your space in a way that opens up your body. For example, use a monitor stand and a real mouse instead of a track pad.

“Listen to your body,” said Phillip. “My body responds very differently when I get my computer screen elevated and I’m not hunched down, staring down at my laptop. Open your body up.”

Comfort doesn’t have to be ugly either, according to Phillip. For example, a neat stack of colorful books can serve as a monitor stand.

Aim for good lighting.

Good lighting is critical in a home office, and it can relieve eye strain if you’re staring at a monitor all day. Phillip said that natural light is preferable, and there are tricks to brightening a dark home.

“Natural light makes me feel more aware and sharp,” said Phillip. “If you’re not able to be next to a window, maybe you can position mirrors to bounce the light off the room to get a brighter feel. Swap out heavy drapes for sheer or linen ones.” 

If all else fails, bring in a lamp, said Goddard.  

Consider portability.

If you need to shift your workspace around, consider some elements of portability. A lightweight chair and a laptop can easily move around, and Goddard strongly recommended using a file box. 

“Get a file box from an office supply store. It can be picked up and moved,” said Goddard. “You can stash it away if you don’t want to look at it for some reason, and someday it can be transferred to the office.” 

While a designated office area is recommended, some workers might benefit from occasional shifts in location.

“Sometimes for myself, a change of scenery helps me refocus if I’m sitting in my office all the time and I can’t seem to think straight,” Phillip said. “Try and keep as much structure as you can, but I think there is a benefit to moving every so often. Go sit on the couch from time to time, do a little work at the kitchen island. Things like that.”

Add some flourish with plants and art.

Greenery and art can make your home office more welcoming. You may already have these items somewhere else in your home, ready to move to your new workspace.

“I would prop up a piece of art that you like to look at. Something that you find soothing and restful, that you find pleasing,” Goddard said. “You could add a plant or some flowers just so you have something nice to look at. Facing the wall is kind of boring.” 

Don’t tackle it all at once.

To make the set-up more manageable, Phillip recommended putting together your home office slowly.

“Don’t go out and complete the space overnight and shop for everything on Wayfair to create some Instagram-worthy office space,” said Phillip. “When I have clients who have grand goals, I try to dial it back and do it piece by piece. When you sometimes search for inspiration on Instagram or Pinterest, you could end up purchasing more than you need and going crazy creating this elaborate home office, and it’s not what you need.”

By assembling an office slowly, you can implement trial and error in small bites. It’s easy to replace a stapler or a footstool that doesn’t work for you. It’s much harder to replace a massive coordinated decor effort.

Don’t stress over the “perfect solution.” 

People tend to feel extra guilty about their home workspaces, according to Phillip. They want to appear productive and checked-in for their employers. But while you will find some decor elements that you love, your home office may always be a work in progress – and that’s okay.

“There’s a lot to be said for just being kind to yourself,” Phillip said. “You may not know what you need if this is the first time you’re working from home. Experiment. As someone who has worked from home for the last 10 or so years, I always try to find the thing that will be the perfect solution, but I’m understanding that there really isn’t one. What works one day may not work the next.”

•  
• 

from Career Tool Belt https://ift.tt/oPBY0hK

Read More

6 Actionable Steps To Land a Job After Graduation

Millions of students are graduating high school and college while unemployment levels are at a record high. How do you stand out from the masses and improve your chances of landing an interview?

6 Tips for Landing a Post-Graduation Job

Here are six tips to improve your chances of landing a job post-graduation:

1. Be specific with your goal.

One of the biggest mistakes you can make as a job seeker is casting too wide of a net. Do not be afraid to niche! Because today’s employers want specialists, most job seekers benefit from targeting a specific company type and a specific position title

• Before: I am seeking a marketing job.
• After: I am seeking a social media coordinator role at a FinTech company in Silicon Valley.

2. Create a strategy.

Before jumping into your job search, begin with a strategy. Outline the steps you need to take to conduct your job search. This may look like:

• Selecting your target companies and positions (aim for 30-40).
• Carefully crafting your career documents (cover letter, resume, and LinkedIn; depending on your field, you may also want to create a portfolio of work examples).
• Intentionally building a powerful network (reach out to five people per day in your target position at your target companies).

3. Market your new degree.

As you write your cover letter, craft your resume, update your LinkedIn, and build your network, be sure you are marketing your new degree. You just spent 4, 5, or 6+ years earning your degree, do not shy away from showing it off.

Most students and recent graduates only list their university and degree name on their resume. This is a missed opportunity to display what sets you apart from other job seekers! Be sure to provide ample details beyond just degree. You can share impactful coursework, highlight relevant coursework, and include transferable extracurricular activities.

4. Brand yourself beyond a student.

You are so much more than your education and your degree. As a job seeker, you want to brand yourself as a professional professional, rather than a professional student. Showcase your professional work experience, internships, and volunteer roles to further differentiate yourself from the competition.

Additionally, if there is a gap in your career chronology, it may behoove you to format your education as a position. Your employer is your university and your position is “[Major] Student.”

5. Find mentors in your field.

You do not have to navigate your job search, career, or life alone. Mentors are available to help you reflect on your biggest decisions and provide you the motivation you need to succeed. In the words of Oprah Winfrey, “A mentor is someone who allows you to see the hope inside yourself.”

Where do you find mentors? LinkedIn is one of my favorite places to find mentors because you can use the Current Company field to find people who work at your target company.

Mentors and informational interviews are beneficial for your career because of what can come from them:

• Advice on your application, job search, or career
• Introductions to recruiters and hiring managers
• An internal referral

Do not be afraid to reach out to your dream mentors and invite them to an informational interview.

6. Invest in coaches.

While mentors are a fantastic opportunity to advance in your professional development, consider investing in a professional career coach. Coaches are trusted sounding boards and help you see inside yourself. They can also help you cut through your limiting beliefs and achieve what you never imagined possible.

Like other service-based providers, one of the best ways to find a coach is to ask for referrals. Ask your colleagues, family, and friends who they turn to for support and guidance.

Your competition is going to be stiff with millions graduating in the coming weeks and unemployment at an all-time high. Following these steps will boost your chances of landing a job post-graduation. You’ve got this!

•  
• 

from Career Tool Belt https://ift.tt/LZcnB6G

Read More

How To Avoid LinkedIn Job Scams

Job scammers are clever. They know that you’re more likely to trust job listings, private messages, and emails that appear to originate from trusted sources. But although venerable job sites like LinkedIn go to great lengths to weed out frauds, job scammers still slip through the cracks.

Further, there’s a lot they can do without even posting on the site. If you’ve ever received a phishing email that appears to come from a site you know and trust, you’ve seen how easy it is to spoof email addresses.

Fake job ads and emails like these can cost you time and money, and even result in ID theft. To outwit the scammers, use these techniques:

Look for Scammy Keywords

Scammers may be growing more sophisticated, but their tricks are often new variations on an old theme. You can identify many LinkedIn job scams by looking for telltale keywords, such as:

• Accept payment
• Enrollment fee
• Package processing/shipping/reshipping
• Rebate
• Mystery shopper
• Wire transfer

Legitimate employers will never ask you for money or personal information upfront. Nor will they promise you a high salary for entry-level work. You will never be asked to forward a package, write a check, or cover the costs of training or equipment. Any job listing that mentions these things is almost certainly fake.

Research Appropriate Pay Ranges

One of the top job scam warning signs is pay that’s wildly out of line with the market. Employers don’t pay more for positions than they have to. So, if you see a LinkedIn job listing that offers a salary that’s much higher than typical for the role, it’s probably a fake.

Of course, if you’re just starting out in your career, moving to a new area, or changing careers, you might have no idea what’s going on with pay in the industry. To get a sense of a reasonable pay range, research salaries on free online salary calculators like Salary.com, Glassdoor, and Payscale.

Beware Remote Job Scams

Remote work has become part of the employment landscape, probably for good. A Gallup survey showed that only 20% of workers in remote-capable jobs worked entirely on-site in June 2022. However, as teleworking surged, so did remote job scams.

How can you tell that a remote job listing is fake? FlexJobs, an online database of remote and flexible job listings, offers a few signs of remote job scams including:

• Higher-than-typical pay
• Spelling and grammatical errors in the job listing
• Personal email addresses (e.g., Gmail or Yahoo) instead of a corporate email address
• Fees or payments from job seekers
• Requests for direct deposit information, e.g., your Social Security number, prior to an interview process

Match Email Addresses and URLs

Some fraudsters are smart enough not to use a Gmail address. Instead, they might use a legitimate-looking address that’s just slightly off, e.g., recruiter@Amazoncompany.com. They’ll pull similar tricks with URLs, using .co instead of .com (or vice versa) or tweaking the company name just slightly.

To avoid falling for these listings, Google the company before you apply. You’ll quickly see whether the real URL matches the one in the listing and may be able to get a sense of the email conventions in use at the company.

Check Recruiters’ Profiles

Legitimate recruiters will have a professional LinkedIn profile with activity updates over several months or years, plus experience including previous jobs as a recruiter or HR professional. They may also have endorsements, recommendations, and certifications (e.g., SHRM-Certified Professional). Beware recruiters who are new to LinkedIn or have sparsely populated profiles.

Never Click Links in Messages or Emails

As a general practice, avoid clicking links within LinkedIn messages or personal emails. Go directly to the LinkedIn site or app to read InMail or apply for jobs. This will protect you from clicking on fraudulent links and falling victim to phishing emails targeting your login credentials, Social Security number, or financial information.

Enable Two-Factor Authentication

To further secure your account, LinkedIn recommends enabling two-factor authentication. This security measure adds another step to the sign-in process, which makes it harder for fraudsters to access your LinkedIn account and impersonate you or steal your information. If you sign up for two-factor authentication, you can either opt to receive a code via text message or use an authenticator app on your phone.

•  
• 

from Career Tool Belt https://ift.tt/4L6rR2o

Read More

How Flexible Paid Time Off (PTO) Works

Most, but not all, employees in the U.S. get some type of paid leave from work. Depending on the employer, it could be sick leave, vacation time, family leave, or flexible leave. 

Even though the Bureau of Labor Statistics reports that 77% of private industry workers receive paid sick leave and 79% get paid vacation, all time off isn’t created equal. The amount of time off provided by employers can vary, so if you’re job searching or considering a career switch, it’s important to be sure what the company is offering is a match for your needs.

It’s also important to note that federal law doesn’t require employers to give you any paid time off. The Fair Labor Standards Act doesn’t require payment for time not worked, such as for vacations or sick leave. Some states require employers to provide a set amount of paid time off to eligible employees. Check with your state department of labor for details.

For employers that do offer paid time off, company policies vary. An organization may offer a set number of sick and vacation days or flexible time off that can be used at the employee’s discretion.

Here’s how flexible time off works.

When Employees Get Paid Time Off

Whether you get paid time off from work depends on the organization for which you work, the job you have, and where you live. Paid time off is considered a matter of agreement between an employee and an employer under federal law. State laws vary. 

Workers may be eligible for paid time off if they are covered by a collective bargaining agreement that provides for it, state law that requires it, an employment contract that contains a paid time off clause, or by company policy that offers time off benefits to eligible employees. Company time off benefits may vary depending on whether an employee is hourly, salary, part time, or full time. 

Traditional vs. Flexible Time Off

Traditionally, employees earned time off based on how long they had been with a company. For example, company policy might provide for 5 sick days and 5 vacation days that are available immediately, then additional weeks based on years of service. Or an employee might accrue a number of days off after 90 days, 6 months, and a year of service.

How much time off do employees typically get? According to the Bureau of Labor Statistics, in 2021, more than one–third of private industry workers received 10 to 14 days of paid vacation after a year of service. After 10 years of service, 33% of private industry workers received between 15 and 19 days of paid vacation. Private industry workers received, on average, 7 paid sick days after a year of service.

How Flexible Time Off Works

Flexible time off is a bank of paid time off (PTO) from work that can be used for any reason. It’s usually unlimited. With flexible time off, an employee can take as much time off as they want, whenever they want (typically with a manager’s approval). 

For example, when an employee works for a company with a flexible unlimited paid time off policy, an employee can take time off for vacation, sick time, appointments, or for no reason at all. Flexible time off is based on the employee’s needs and isn’t limited by duration or type of leave.

Being covered by a flexible time off policy doesn’t really mean that you can work whenever you want, though. Many companies require an employee to get permission to take time off or to be available at certain times—for example, for staff meetings or calls.

If an employee isn’t performing or is taking what the company considers as too much time off, there may be a secondary policy that limits the time off available to an employee on a performance plan.

How to Find Jobs and Employers With Flexible Time Off Plans

Find Job Postings

When you’re looking for jobs, you can search by keywords to find employers that offer flexible time off. For example, search job sites using keywords such as “unlimited time off,” “unlimited PTO,” “flexible time off,” and “flexible PTO”) to generate a list of jobs with companies that offer flexible time off.

Find Employers

Here are some ways to find employers that offer flexible time off options:

• Read company reviews on Glassdoor, Indeed, and other review sites to learn about the time off plans that an employer offers.
• Check “best company” lists. The lists of the best companies to work for often contain information on vacation, sick, and other leave plans.
• Check company websites. The “Careers” or “About Us” sections of a company’s website may include details on the organization’s time off benefits.
• Search Google for terms such as “companies with flexible time off” or “companies with unlimited PTO” to read roundups of organizations that offer flexible time off as a benefit.
• Check the company’s LinkedIn and social media pages. Employers that offer in-demand benefits and perks often highlight them on social media.

Tip: Buildremote.co has a list of companies with unlimited paid time off, along with links to their job sites.

•  
• 

from Career Tool Belt https://ift.tt/HQ480Cu

Read More

When Do Employees Get Breaks at Work?

You might expect to get a break when you work a long shift, but that’s not always the case. Whether you’re entitled to a break depends on state law and the organization for which you work.

Federal law doesn’t regulate breaks from work, but some states require employers to provide breaks to employees after they have worked a certain number of hours. Company policy may also stipulate when employees get breaks, and some employees are covered by collective bargaining agreements that determine when breaks are required.

These requirements don’t vary depending on whether you’re an hourly or a salaried worker. It also doesn’t make a difference whether you work onsite or remotely. The same guidelines apply to all workers at organizations that offer breaks, and whether you’ll get paid for your break varies as well. 

Here’s what you need to know about breaks from work, when employees get breaks, how breaks are compensated, and examples of state law and company policies regulating break time.

When Employees Get Break From Work

Types of Breaks From Work

There are two main types of breaks from work: meal and rest breaks. Rest breaks are short and are typically compensated for covered employees. Meal breaks are longer and typically aren’t compensated.

Rest Breaks (5 – 20 minutes)

• Restroom breaks
• Phone use, phone calls, email, social media, etc.
• To get coffee or soft drinks, etc.

Meal Breaks (30 – 60 minutes)

• Breakfast
• Lunch
• Dinner
• Other meal break

When Employees Are Entitled to Breaks

Federal Law

The Fair Labor Standards Act does not regulate meal or rest periods, so, in general, there are no federal laws that require breaks.

There are some exceptions for occupations where safety is a priority. For example, truck drivers are required to take a 30-minute break after 8 hours of driving. 

In addition, the Affordable Care Act requires employers to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth.

State Laws

Some states require employers to give workers a break after a set number of hours. The duration of the break varies depending on state law. For example, in Colorado, workers get a 30-minute break if their shift exceeds five consecutive hours. In Massachusetts, workers get a 30-minute break after six hours.

Note: Here’s how to check meal break regulations for your state. When an employee is subject to both federal and state labor laws, employees are entitled to the most beneficial provisions of each law, so their breaks will be paid.

Collective Bargaining Agreements

When an employee is covered by a collective bargaining agreement that specifies breaks, they are entitled to the break time specified in the agreement. For example, the agreement may provide for two 15-minute rest breaks and a 30-minute lunch break during each 8 hour shift.

Company Policy

Breaks are provided as an employee benefit by some companies, even if they aren’t required to offer them by law. The frequency and duration of the breaks will vary based on company policy. For example, there could be 15 minutes paid breaks or an hour unpaid lunch break after working for a set number of hours. 

The details should be available in the company employee handbook. 

Paid vs. Unpaid Breaks from Work

If your employer does provide breaks, there’s typically a difference between which breaks are paid and which aren’t.

In general, short (rest) breaks of 5 – 20 minutes count as hours worked and are paid. Longer (meal) breaks that are over 30 minutes are typically unpaid. 

Breaks vs. Schedule Limits

There is a difference between breaks during a shift and limits to the number of hours you can work. For some safety-related jobs, federal and state laws limit how many hours employees in some occupations can work. For example, during any 24 hour period a flight crew consisting of one pilot can work for eight hours. A flight crew consisting of two pilots can work for 10 hours.

Truck drivers have a period of 14 consecutive hours in which to drive up to 11 hours after being off duty for 10 or more consecutive hours. After that time period, they cannot drive again until they have been off duty for another 10 consecutive hours.

What To Do if You Don’t Get Your Breaks

When you don’t get the breaks you expect, the first step is to consult your employee handbook if you have one. It should explain the company’s break policy. If you don’t have one, if it’s not clear, or if you aren’t getting breaks to which you’re entitled, talk to your manager.

If your manager can’t help, discuss the situation with your company’s human resources department. They may be able to help you resolve the situation.

When you can solve the problem internally, your state department of labor may be able to assist. You’ll be able to review state law and get assistance if your company is non-compliant. 

Here’s a directory of state unemployment offices you can use to find your local office.

•  
• 

from Career Tool Belt https://ift.tt/owsZ2ic

Read More

17 Things Not To Do When You’re Job Searching

Doing the wrong things while you are job searching can jeopardize your chances of landing your dream job.  In addition, job search mistakes can impact your standing with your current employer if you’re not careful.

Review these tips for how to conduct your job search in a way that will help you get hired without impacting your current job.

17 Things Not to Do When You’re Job Searching

Tell your co-workers that you are in job hunting mode. Even trusted colleagues will be tempted to divulge this information. Word may travel to supervisors and cause them to question your commitment to your current position. Here are tips for keeping your job search confidential.

Use your work computer to generate documents, search for job listings or conduct networking outreach. Contrary to what many workers believe, there is no guarantee of privacy when you use company equipment. Many employers monitor communications and will be upset if you are devoting work time or resources to your search.

Make changes to your LinkedIn profile without deactivating the activity broadcast function within the system. Changes in your profile can alert contacts in your company that you are anticipating a job change.

Have an unprofessional email address or voicemail message. Save the funky expressions for forums that will not be visible to employers.

Forget to limit public access to your Facebook page or any other social media platform, particularly if the sites contain any unprofessional representations. If you have a personal website, make sure you wouldn’t mind having employers view it.

Rely solely on job listings to generate leads. Networking has been proven to be the most effective job search method. However, use caution when networking, you don’t want word to get back to your employer that you are actively job searching until you are ready.

Reduce your activity with professional organizations because you are busy with your search. Maintaining a high profile with contacts in your field is one of the best ways to network. Continue to attend seminars and conferences. Present or participate in panels and help to organize programs whenever possible.

Stop at the obvious contacts when networking. Sure, you will want to reach out to your best friend who works in your industry. However, your cousin who works in a lowly job in an unrelated field might have a close friend who could be of tremendous help to you.

Use generic application materials. Target your cover letter and resume to the job for which you’re applying to make the best case for your candidacy. Demonstrate that you have a strong interest in the opportunity by taking the time to tailor your documents. Here’s how to write a targeted cover letter and a resume that will get your application noticed.

Furnish application materials with spelling or grammatical errors. Spellcheck and carefully proofread all your documents or employers may conclude that you are not attentive to detail.

View only the first couple of pages of job listings. Dig deeper, and you can find some gems. Check out these tips for using advanced search options to quickly find more jobs that are a good match.

Use only a job board. Contact your alma mater’s career office/alumni offices and professional organizations in your field. Go directly to the websites of employers of interest and access job listings there.

Take an unusual amount of single days off, especially without providing advance notice. Your attendance pattern can send a signal to your employer that something is up. Try to schedule interviews after work, on weekends, or with advance notice. 

Show up for an interview late. Employers want responsible and punctual employees. Plan your travel carefully and leave extra time for unanticipated delays. 

Neglect to send a follow-up communication as soon as possible after your interview. You can send the wrong message if you delay or miss the opportunity to follow up before a decision has been made about your candidacy. 

Forget to check if you have any contacts at the company. Having an internal advocate can help you gain visibility with an employer and ensure that you are given careful consideration as an applicant.

Rush to assemble a roster of references at the last minute. Take the time to select your references carefully and evaluate their willingness to vouch for your credentials. Double check to make sure that all the references you get are going to be good ones.

•  
• 

from Career Tool Belt https://ift.tt/rZ86Whp

Read More

When Employees Get Paid Sick Leave

It’s important to know your options in case something unexpected occurs, such as an illness or injury. Many, but not all, employers have a process for helping their employees recover from medical issues without fear of losing their job.

For employers that do not offer paid sick leave, federal and state laws exist that can help you keep your job, if you qualify,  should you have to take time off for health reasons.

In this quick guide, we’ll walk you through how sick leave works, and review the federal and state laws that protect your rights as an employee. Lastly, we’ll discuss what to do if you are physically unable to work even after your sick leave expires.

How Does Paid Sick Leave Work?

Under most circumstances, it is not enough for you to have a runny nose and call into work sick. That said, your employer benefits should allow you to see a doctor and provide a doctor’s note to confirm your illness when you return to work.

However, many employers have their own paid leave terms and allow you to take those days at your discretion. You should also consult your employee handbook or speak to your HR manager to confirm the process for taking sick leave from work.

There are also legal stipulations that allow you to take time off if a family member is seriously sick or injured. Employers may choose to do more for their employees, and include generous paid maternity or paternity leave, for example.

If your employer grants you both paid sick leave and paid vacation, your sick leave should not count against your paid vacation. Some companies do allow their employees to use “sick days” as extra paid vacation if they’ve not used up their paid sick leave at the end of the year.

U.S. Laws Regulating Paid Sick Leave

Federal Law on Paid Sick Leave

Federal law in the United States does not require paid sick leave, though employers are still bound to comply with the Family and Medical Leave Act (FMLA).

According to the FMLA, American workers may receive to “up to 12 weeks of unpaid leave for certain medical situations for either the employee or a member of the employee’s immediate family.”

This leave is by law “job-protected,” meaning that employers may not use an employee’s family and medical leave absence to replace that employee. 

Further, employees may exercise these rights with a “continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.” In other words, employees’ health benefits are protected under the FMLA, so long as the employee’s absence meets FMLA criteria.

Workers may use up to 12 weeks of family and medical leave each year for any of the following reasons:

• An employee is sick or injured and unable to work
• An employee is a new parent—either by birth or adoption—and seeks to offer extra care within 12 months of becoming a parent
• An employee’s immediate family member requires assistance due to severe illness or injury
• An employee’s immediate family member is on military, active duty and seeks support from that employee (this is known as a “qualifying exigency”)
  • Employees can leave work to spend additional time with their immediate family member if they are scheduled to deploy on short notice. This stipulation also applies to temporary leave during or after a deployment.
  • Employees can leave work to attend military functions for their immediate family members.
  • Employees can leave work to deal with specific domestic issues resulting from an immediate family member’s military duties.
  • Employees can leave work to attend counseling with an immediate family member dealing with issues arising out of that family member’s military experience and stress.
  • Military Caregiver Leave is authorized for employees assisting their immediate family member that has endured a serious injury resulting from their active, military service. Military Caregiver Leave extends from 12 weeks/year to 26 weeks/year.

State Laws on Paid Sick Leave

States may enact their own laws on behalf of their resident workforce. When it comes to labor laws in the United States, whichever governing agency (federal or state) is most generous to their workers takes precedence.

That’s why, for example, employers in New York City are required by law to pay a $15/hour minimum wage. Even though the federal minimum wage is $7.25/hour, the state minimum wage is better for employees, and employers must abide by their state laws.

When it comes to mandated paid sick leave, there are some states (plus Washington, D.C.) that have their own set of laws offering paid sick leave to their employees. 

State Sick Leave Benefits

The most common state stipulations guarantee employees one hour of paid leave for every 30-40 hours worked. Each state also has a paid leave cap, such as no more than 40 hours of paid sick leave each year.

Depending upon the state, laws may require employers with a larger workforce to offer more paid sick leave than those employers with fewer employees. For example, Oregan law states: 

• “Employers with 10+ employees: 1 hr. of sick leave for every 30 hours worked.
• Employers with fewer than 10 employees: 1 hr. of unpaid leave for every 30 hours worked.”

Important: It is a good idea to know your paid leave rights should you ever need to exercise them.

Employers that Offer Paid Sick Leave Benefits 

According to the Bureau of Labor Statistics in March 2021:

• 79% of private industry workers received paid sick leave benefits from their employers.
• 86% of union workers received paid sick leave days.
• 66% of full-time workers and 81% of part-time workers received a fixed number of paid sick leave.

Depending upon your employer, they may lump your paid sick leave into your paid time off (PTO). In this case, your paid vacation and sick days are the same, and you may take these days off at your discretion.

While some employers stick to the state or federal minimum, other employees go out of their way to make sure that their employees get as much time off as they need—no questions asked.

What Happens if You are Sick for Longer than Your Available Sick Leave?

If you’ve used up all your available paid sick leave, you may be entitled to unpaid sick leave to give you more time to recover without fear of losing your job. That said, state laws vary on when an employer may or may not replace you.

The tipping point is usually at three months. If you’ve taken more than 90 days of unpaid sick leave, most employers may hire someone else in your stead. After three months, your illness or injury may be considered a disability, and you are protected under a different set of rights.

If your long-term illness or injury occurred while you were at work, you are entitled to workers’ compensation as a payroll employee. You must collaborate with your human resources department to take advantage of your workers’ compensation benefits.

Applying for Disability

Most jobs qualify you for disability benefits if you’ve been sick or injured for more than 90 days. For more information about what qualifies you for disability pay, you will need to contact your local social security office.

Disability Insurance

Those with the means to do so may choose to purchase disability insurance. Should they need to file a claim, the insurance usually pays them a percentage of their regular salary. Often, recipients can accept their disability insurance payouts in addition to other benefits offered by their employer.

Employer Assistance

Some companies have a separate department or fund to assist employees that have used up all of their PTO as a result of injury or illness. 

When an employee becomes disabled, they may still be able to work, but they likely can’t work under the same conditions. The employer should accommodate that employee (in fact, they’re required by law to do so).

If the employee can no longer work as a result of their disability, the company may offer its own disability insurance and benefits. 

In Conclusion

When you find yourself in the position of needing sick leave, knowing your rights can make the difference between losing or keeping your job. Ideally, you might have a conversation with your employer or consult your employee handbook before you need to take leave. Doing so will give you peace of mind if you or a family member requires you to take time off.

The information contained in this article is not legal advice and is not a substitute for such advice. State and federal laws change frequently, and the information in this article may not reflect your own state’s laws or the most recent changes to the law. 

•  
• 

from Career Tool Belt https://ift.tt/VmhRYXw

Read More