Final answer:
The phasing in of paid sick leave for new employees may involve a trial or probationary period during which the employer can dismiss the worker for any reason and where paid leave accrues but is not immediately accessible. Protection for unpaid leave up to 12 weeks for family reasons is mandated by labor law, separate from probationary terms. Company policies will detail the criteria and process for all types of leave.
Step-by-step explanation:
When phasing in paid sick leave for new employees, employers must consider provisions under labor law that offer protection for workers. This includes a policy that allows employees to take up to 12 weeks of unpaid leave per year for family reasons, such as birth or caring for a family member with a serious illness. However, during the initial employment phase, companies often establish a trial or probationary period.
During this probationary period, new hires may be subject to different conditions such as the ability to be dismissed for any or no reason, and possibly receiving lower wages. It is also a time when paid sick leave may be accrued but not immediately available. Employers may set a specific timeline or criteria that new employees must meet before they can use paid sick leave, which may include working for a certain number of days or hours.
Further, employees should be informed about company policies regarding the pay schedule, attendance, benefits, safety requirements, and leave entitlements, among others. Understanding these policies helps employees navigate their rights and responsibilities within the workplace.