SB 193 - This act creates the Missouri Family and Medical Leave Program. Under this act, employers with 12 or more employees are required to compensate an employee who has worked at least 1,250 hours in the previous 365-day period with up to sixteen weeks of paid leave if the employee is unable to work because of one the following reasons: · Because of his or her own serious health condition;
· For the purpose of caring for a family member with a serious health condition;
· To bond with a child within one year of the birth or placement of the child in connection with foster care or adoption; or
· For the purpose of participating in activities directly related to the educational advancement of the employee's child.
Leave must be taken concurrent with any leave taken under the federal Family Medical Leave Act. Leave taken under this act may be in addition to any additional leave provided by an employer's leave program. Eligibility for leave under this act shall be established by filing a certificate of a health care provider that establishes the serious health condition of the employee or the employee's family member. Employers are required to pay employees who take leave under this act at a rate of 65% of the hourly rate at which such employee is paid in the normal course of employment, or $300 per week, whichever is greater. Employers are required to maintain health care coverage for the employee in the same manner as if the employee had not taken leave.
Employers who fail to comply with the leave requirements of this act shall be liable to affected employees for the full amount of wages owed plus an additional equal amount as liquidated damages. All actions brought under this act shall be commenced within two years of the accrual of the cause of action.
The Department of Labor and Industrial Relations is required to conduct an outreach program to ensure that individuals who may be eligible for leave under this act are aware of the provisions of this act. Employers are required to keep a notice posted in a conspicuous place summarizing the requirements of this act.
This act is identical to SB 54 (2017) and SB 983 (2016), substantially similar to HB 1255 (2023), and similar in concept to SB 548 (2023), HB 1126 (2023), SB 729 (2022), HB 2222 (2022), HB 2822 (2022), SB 416 (2021), HB 1372 (2021), SB 565 (2020), HB 2542 (2020), SB 162 (2019), SB 607 (2018), HB 1956 (2018), SB 69 (2017), HB 659 (2017), SCS/SB 291 (2017), HB 1059 (2017), SB 1049 (2016), and HB 1161 (2015).
SCOTT SVAGERA