Labor: benefits; requirements for an employer to provide earned sick time, modify. Amends title and secs. 2, 3, 4, 5, 6, 7, 8 & 12 of 2018 PA 338 (MCL 408.962 et seq.) & adds sec. 3a.

Updated definition of 'Department' to include 'economic opportunity' and added new definition for 'Director' with designee authority.

Added new definition for 'Small business' as an employer with fewer than 10 individuals working for compensation during a given week.

Modified 'Eligible employee' definition to exclude individuals employed by US government, other states, or political subdivisions of other states, and added exclusion for those whose primary work location is not in Michigan.

Changed accrual rules: small businesses accrue 1 hour per 30 hours worked with 40-hour paid limit plus 32-hour unpaid option, while other employers accrue up to 72 hours of paid sick time per benefit year.

Added new protected uses for earned sick time including domestic violence, sexual assault, victim services, legal services, and participation in related proceedings.

Added new provision allowing employees to donate unused accrued earned sick time to another eligible employee.

Added requirement that employers must allow eligible employees to carry over unused accrued paid earned sick time between benefit years unless paid out.

Modified documentation requirements for domestic violence and sexual assault cases to accept police reports, victim advocate statements, or court documents instead of medical certification.

Strengthened enforcement provisions with new civil fine of up to $1,000 for failing to provide earned sick time and $100 for notice/posting violations.

Updated effective date references from April 1, 2019 to February 21, 2025 for notice and poster requirements.

Employer coverage threshold changed from 50 or more employees to 1 or more employees, meaning all employers regardless of size must comply with the earned sick time requirements.

Added new categories of excluded employees including unpaid trainees/interns, youth employment standards act workers, and employees with flexible scheduling policies that meet specific conditions.

Changed 'eligible employee' to 'employee' in most contexts, removing the distinction that previously limited benefits to certain employee categories.

Added new section 3a requiring employers contributing to multiemployer plans to allow immediate use of earned sick time for employees with past service in the same plan.

Extended the waiting period for using earned sick time from 90 days to 120 days for employees hired after the effective date.

Changed the date for employer compliance from April 1, 2019 to February 21, 2025, and added provisions for phased implementation for small businesses.

Added new provisions allowing employers to provide earned sick time as a lump sum at the beginning of the year rather than through accrual, with specific requirements for part-time employees.

Added new provisions for employers with collective bargaining agreements, requiring the act to apply only after the agreement expires rather than being preempted immediately.

Modified penalty structure for willful violations, changing from a flat $1,000 fine to a fine of up to 8 times the employee's normal hourly wage.

Added a 3-year grace period for small businesses that did not employ an employee before February 21, 2022, before they must comply with the act.

Corrected formatting inconsistencies and removed redundant text such as 'Substitute (S-3)' headers and page numbers that were not part of the final enacted version.

Updated definitions to clarify terms like 'Department' and 'Director' to ensure consistent terminology throughout the act.

Refined language around accrual rates, usage limits, and carryover provisions to improve clarity and reduce ambiguity for employers and employees.

Clarified enforcement provisions and complaint procedures to ensure employees understand their rights and how to report violations.

Updated effective dates and compliance timelines to reflect the 2025 amendatory act, ensuring alignment with current legislative schedules.

Section 11 was removed from the list of amended sections, indicating its provisions were either deleted or incorporated elsewhere.

Section 3a was added to the bill, though its specific content is not shown in the diff.

The definition of 'employee' was expanded to include more workers while explicitly excluding unpaid trainees, interns, and youth employment standards act workers.

The definition of 'employer' was changed from requiring 50 or more employees to just 1 or more employees, significantly broadening the bill's applicability.

New definition of 'sexual assault' was added to specify violations of Michigan penal code sections 520b through 520g.

The definition of 'family member' was updated to use 'employee' instead of 'eligible employee' and added a provision for individuals who stood in loco parentis when the employee was a minor child.

The definition of 'retaliatory personnel action' was expanded to include interference with or punishment for participation in investigations, proceedings, or hearings under the act.