Michigan Earned Sick Time Act (ESTA)

    Earned Sick Leave – Accrual Method

    WSI provides paid sick leave to Michigan associates in compliance with the Michigan Earned Sick Time Act (ESTA). Paid sick leave may only be used for reasons covered by that Act as outlined below. See also the Poster located in WSI’s lobby for further information regarding ESTA.

     

    Accrual and Usage

    Associates accrue one hour of sick leave for every 30 hours worked. You will begin accruing sick leave on February 21, 2025, or on your first day of employment with WSI, whichever is later. If you are classified as exempt, you are presumed to work 40 hours per week, unless you are normally scheduled to work fewer than 40 hours, in which case sick leave accrues based on your normal schedule. For purposes of this policy, the leave year is the associate’s anniversary year, based on the associate’s date of hire with WSI. You may begin using sick leave only after successful completion of 120 days of employment with WSI. Sick leave may be used in one-hour increments. Unused sick leave carries over to the next leave year; however, you may only use 72 hours of sick leave per leave year.



    Reasons for Leave

    Sick leave may be used for the following reasons:

    • For your own or a family member’s mental or physical illness, injury, or health condition; medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or preventative medical care.
    • If you or a family member is the victim of domestic violence or sexual assault:
      • To obtain medical care or psychological or other counseling for physical or psychological injury or disability;
      • To obtain services from a victim services organization;
      • To relocate due to domestic violence or sexual assault;
      • To obtain legal services; or
      • To participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault.
    • For meetings at your child’s school or place of care related to:
      • The child’s health or disability; or
      • The effects of domestic violence or sexual assault on the child.
    • Absences necessary due to:
      • Closure of your place of business by order of a public official due to a public health emergency;
      • Your need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or
      • Your, or a family member’s, exposure to a communicable disease, if it has been determined by the health authorities that your or a family member’s presence in the community would jeopardize the health of others because of the exposure to a communicable disease.

     

    Family member means:

    • A biological, adopted, or foster child; stepchild or legal ward; child of your domestic partner; or a child to whom you stand in loco parentis.
    • Your or your spouse’s/domestic partner’s biological parent, foster parent, stepparent, adoptive parent, legal guardian, or an individual who stood in loco parentis to you or your spouse/domestic partner as a minor child.
    • An individual to whom you are legally married under the laws of any state or your domestic partner.
    • A grandparent.
    • A grandchild.
    • A biological, foster, or adopted sibling.
    • Any other individual related to you by blood or affinity whose close association with you is the equivalent of a family relationship.



    Compensation

    You will be compensated for sick leave at your normal hourly wage.

     

    Notice

    If the need for leave is foreseeable, you must provide at least 7 days’ advance notice to your WSI Account Representative. If unforeseeable, you must provide notice to your WSI Account Representative in accordance with the Attendance Policy. You will not be required to search for or secure a replacement worker as a condition for using sick leave.

     

    Documentation

    If leave is being used for more than three consecutive days, the Company may require reasonable documentation establishing that the leave is/was being used for a qualifying reason. If documentation is required, you will be reimbursed for expenses you incur in obtaining the documentation. Documentation signed by a healthcare professional indicating that earned sick time is necessary will be considered reasonable documentation.

    In cases of domestic violence or sexual assault, the following will be considered reasonable documentation:

    • A police report indicating that you or your family member was a victim of domestic violence or sexual assault.
    • A signed statement from a victim and witness advocate affirming that you or your family member are receiving services from a victim services organization.
    • A court document indicating that you or your family member are involved in legal action related to domestic violence or sexual assault.

    The Company will not require disclosure of details relating to domestic violence or sexual assault or the details of your or your family member’s medical condition as a condition of providing medical leave. If the Company obtains health information or information pertaining to domestic violence or sexual assault about you or your family member, the Company will treat that information as confidential and will not disclose that information except to you or with your permission.



    Payment Upon Termination

    You will not be paid for any unused sick leave when your employment ends.

     

    Reinstatement of Leave Upon Rehire

    If you separate from the Company and are rehired within two months, the Company will reinstate previously unused sick leave.