At one time or another, every worker will need to take time off work for health-related reasons. Without the protection of paid sick leave laws, they are forced to make tough choices between missing a paycheck or working while sick, risking their health and the health of their coworkers[1].
An ill worker without paid sick leave is more likely to acquire other health problems, often more severe. The delay of care can be costly and increase the time needed to recover – leading to an even greater need for paid time off. Many workers who delay care will often end up in the emergency room, which only adds to the cost of treatment. Additionally, delay of care has been found to cause anxiety and depression, a diagnosis that can lead to further health care needs[2].
The Washington Work and Family Coalition advocates for paid leave workplace policies. In 2011, the Coalition was instrumental in passing Seattle’s Paid Sick and Safe Days law (PSSD), and in 2016, Washington residents approved Initiative 1433, which guarantees all workers earn 1 hour of sick leave for every hour worked for a worker’s or a family member’s mental or physical illness, injury, or health condition or a medical diagnosis or preventative medical care. PSSD can be used for a workplace or school closure due to health-related reasons. People in domestic violence situations can use paid sick days to deal with legal and safety needs arising from domestic violence, sexual assault, or stalking.
Making Paid Sick Days More Equitable in 2024
Even though Washington’s paid sick leave is available to most of the state’s workforce and their families, it does not expressly protect workers who don’t live with a nuclear or immediate family that they turn to for support. Black, Indigenous, and People of Color (BIPOC), immigrant families, unmarried couples, and the queer community are often unfairly impacted by this gap in the law. This is an important distinction to draw when making and implementing policies like sick leave. An estimated 82%[7] of family circles in the U.S. take a different form than traditional nuclear structures. Instead, many Americans live in inter-generational or extended families. In many communities and cultures, living collectively is common; everyone has a title, like auntie, sister, or cousin, even though there is no blood relation or legal connection[8].
In Washington, there are nearly 266,000 unmarried households cohabiting. Another 427,000 households are living with other relatives, and 319,000 households are living with non-relatives[10].
These family structures – even if not through traditional means or measures – are not expressly covered by Washington’s PSSD policy. This costs Washington residents critical care during difficult times and must be addressed directly. Read More Here.
Proposed 2024 legislative priorities
PAID SICK AND SAFE DAYS
Senator Rebecca Saldaña (D-37LD) and Representative Mary Fosse (D-38LD) are sponsoring bills to Expand Family Definition in Paid Sick and Safe Days(blog). HB 1991 and SB 5793 would change existing law to expand the definition of family in Washington’s Sick and Safe Days law (PSSD) to be more equitable and to align with Washington’s Paid Family and Medical Leave (PFML) policy. In 2021, the state legislature expanded the definition of family by including “Someone who has an expectation to rely on you for care—whether you live together or not.” This step recognizes that all families look different and do not need to be related by blood or through a legal connection.
PAID FAMILY AND MEDICAL LEAVE IMPROVEMENTS
Representative Liz Berry (D-36LD) and Senator Derek Stanford (D-1LD) will be sponsoring a bill to improve Paid Family and Medical Leave (PFML). The bill would require a maximum timeframe for medical providers to certify PFML requests. Without a medical certification, workers cannot apply for PFML. Sometimes, providers take too long to sign the medical certification, increasing the wait time for patients to receive their benefits.
Representative Walen (D-38LD) is sponsoring HB1959, which would extend parts of the paid family and medical leave program to employers with fewer than 50 employees. This change would require employers with 50 or fewer employees to pay the employer portion of premiums for family and medical leave. Currently, smaller employers with 50 or fewer employees are not required to contribute. The new contributions to the PFML fund will keep the fund in a healthy state for years to come.
Washington Work and Family Coalition 