ITPA March 2016 Bulletin

22 August 2017


ITPA March Bulletin
The ITPA Bulletin keeps you up-to-date on association information and meetings.

Last Chance to Register 
for the 2016 Spring Meeting!

Deadline for the hotel is tomorrow March 15, 2016. 

If you have any issues booking your hotel, 
please call the ITPA office at 1-866-346-5692.
Register for the ITPA Spring Meeting
Join us in Portland, OR for high caliber speakers and networking with the best in the industry.
2016 ITPA Spring Meeting
Courtyard Marriott City Center
Portland, OR
April 6-8, 2016
Speakers: Donald Cooper, Bill Gryzenia from AxleTech, Larry Sanford from ConMet, and Skip Potter from NASTF.
Tours: Anderson Bros and Columbia Corp
For full details, click here.
Portland Hotel

Make sure you book the Courtyard by Marriott Portland City Center, not Portland Marriott City Center. Although they are only 4 blocks away we are having the convention at the Courtyard. 

Courtyard by Marriott Portland City Center
550 SW Oak St, 
Portland, OR
Convention Committee
Do you want to make a difference in our industry? Get involved on the ITPA Convention Committee.

Call the ITPA office today at 1-866-346-5692.

SESCO Client Alert

On February 25, 2016, the Department of Labor (DOL) published its proposed regulations implementing Executive Order 13706 which requires federal contractors (and subcontractors, including lower-tier subcontractors) to offer their employees up to 7 days of paid sick leave each year, including paid leave for family care. Employees of federal contractors and subcontractors will earn a minimum of 1 hour of paid sick leave for every 30 hours worked.

The proposed rule would also provide that a covered contractor may not limit actual paid sick leave accrual at less than 56 hours. Accrued sick leave would carry over from one accrual year to the next. Workers would be able to use the paid sick leave to care for themselves or a family member, or for absences resulting from domestic violence, sexual assault, or stalking.

To recap the highlights of this ruling:

* Employees may earn up to 7 days or more of paid sick leave annually (1 hour of paid sick leave for every 30 hours worked).

* There is no limit on the total accrual of paid sick leave per year, or at any time, less than 56 hours.

* Paid sick leave can be used for:

(1) Physical or mental illness, injury, or medical condition;

(2) Obtaining diagnosis, care, or preventive care from a health care provider;

(3) Caring for a child, parent, spouse, domestic partner, or any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship who has any of the conditions or needs for diagnosis, care, or preventive care in points 1 or 2, above;

(4) Domestic violence, sexual assault, or stalking; if the time absent from work is for the purposes described in points 1 or 2, above;

(5) To obtain additional counseling, to seek relocation, to seek assistance from a victim service organization, to take related legal action, including preparation for or participation in any related civil or criminal legal proceeding, or to assist an individual related to the employee as described in point 3, above.

* Accrued paid sick leave shall carry over from 1 year to the next.

* Accrued paid sick leave shall be reinstated for employee rehired by a covered contractor within 12 months after a job separation.

* Paid sick leave shall be provided upon oral or written request of an employee that is made at least 7 calendar days in advance if the leave is foreseeable, and in other cases as soon as is practicable.

* Certification may be required only for sick leave used for the purposes of points 1, 2, or 3 (above) for absences of 3 or more consecutive workdays, and must be provided no later than 30 days from the first day of the leave.

* If 3 or more days of paid sick leave is used for the purposes listed in point 4 (above), documentation may be required from an appropriate individual or organization with the minimum necessary information establishing a need for the employee to be absent from work. The contractor shall not disclose any verification information and shall maintain confidentiality about the domestic violence, sexual assault, or stalking, unless the employee consents or when disclosure is required by law.

* Upon separation of employment, a covered contractor is not required to make a financial payment to an employee for accrued sick leave that has not been used.

SESCO will continue to monitor the changes to employee benefit requirements and will inform you as additional details about this are available.

Assistance is always available from SESCO for any questions or clarifications you may require. Please feel free to contact us at any time.