Paid Leave Compliance/Feedback

Dear Valued Ocean City Chamber Members,

We are working with the MD Chamber as well as fellow chambers throughout the state to identify real-life examples or problems with the 2017 Sick and Safe Leave Act. Please see the survey below with questions concerning your experience in implementing Sick and Safe Leave and any compliance, administrative, or HR problems you might have encountered.

We will use this information to hopefully help amend some of the more onerous parts of this legislation during the 2019 session. Kindly respond to the survey by October 20th.

For specifics of how the 2017 Sick and Safe Leave Act affects businesses, please find the DLLR Employee Notice at the link below:

Paid Leave Compliance Info


Sincerely,

Melanie Pursel
President & CEO
Greater Ocean City Chamber of Commerce

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* 1. Business/Organization Name

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* 2. Contact Name

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* 3. Number of Full Time Employees

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* 4. Number of Part Time Employees

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* 5. Did you have a version of leave (paid or unpaid) before this law went into effect on February 11, 2018? If so, please briefly describe.

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* 6. Number of FULL TIME employees that qualify for Sick and Safe Leave?

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* 7. Number of PART TIME employees that qualify for Sick and Safe Leave?

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* 8. Did you have to change your existing paid leave program to accommodate the new state Sick and Safe Leave? If so, please describe the changes.

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* 9. Do you use an "all at once" or a "per pay period" leave accrual system?

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* 10. What has been your experience so far complying with the new MD SSL Law? Please highlight any impact, positive or negative, on your operations or customer service.

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* 11. What provisions of this law are unclear and still need further clarification or direction?

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* 12. Is there anything that you would specifically change about the new SSL Law?

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* 13. May we contact you during or before the 2019 Legislative Session to help provide testimony either to individual Legislators or Committees?

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* 14. Please provide any additional comments

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* 15. Please feel free to provide additional concerns or comments about any other employment/workforce/human resource issues.

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