Setting Up Sick Time Accrual Policies in Friday for Various States Oregon, Rhode Island, Vermont, Washington State, and Washington, D.C. #

This guide provides step-by-step instructions for configuring sick time accrual policies in Friday for Oregon, Rhode Island, Vermont, Washington State, and Washington, D.C. It also includes important product notes for Friday.

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Oregon: Sick Time Accrual Policy #

PTO accrual policies are only available on the Friday Premium plan.

Overview #

Oregon employers must provide paid or unpaid sick time based on employer size and location.

• 10+ employees: Paid sick time
• <10 employees: Unpaid sick time
• Portland location: Paid sick time with 6+ employees

Note: This is general guidance and not legal advice.

Accrual Requirement #

• 1 hour of sick time for every 30 hours worked
• Alternative: 1⅓ hours for every 40 hours worked
• Annual accrual/use limit: 40 hours
• Carryover limit: 40 hours
• Maximum balance: 80 hours

Configuration Steps #

1. Create the Policy

– Go to Time Off > Policies > Sick > Create Policy
– Name: Oregon Sick Time, Oregon Paid Sick Time, or Oregon Unpaid Sick Time

1. Select a Limited Policy: Yes

1. Select Hourly Accrual: Hourly

1. Select Qualifying Hours: Work, Overtime

1. Enter the Accrual Rate: 1 hour per 30 qualifying hours

1. Set Maximum Annual Accrual: 40 hours

1. Configure Waiting Period: Yes, 90 days

1. Configure Carryover: Some Hours Carried Over, 40 hours

1. Set Maximum Balance: 80 hours

1. Configure Termination Payout: No

1. Do Not Add Policy Levels

1. Assign Employees: All covered Oregon employees

1. Choose Starting-Balance Method:

– Start from Today, Manually, Start Retroactively, or Start Date

Recommended Settings #

| Setting | Value |
|————————–|——————————————|
| Policy name | Oregon Sick Time |
| Limited policy | Yes |
| Method | Hourly |
| Qualifying hours | Work and Overtime |
| Rate | 1 hour per 30 qualifying hours |
| Maximum annual accrual | 40 hours |
| Waiting period | 90 days |
| Carryover | Some |
| Carryover limit | 40 hours |
| Maximum balance | 80 hours |
| Termination payout | No |
| Policy levels | None |
| Employees | All covered Oregon employees |

Frequently Asked Questions #

• Do part-time employees qualify? Yes.
• Is the leave always paid? No, depends on employer size and location.
• Can the employer front-load 40 hours? Yes, use Fixed method.
• Is carryover required with front-loading? No.
• Can a midyear hire receive a prorated front-loaded amount? Yes.
• Is payout required at termination? No, unless policy requires.
• Does Portland need a different policy? Only for paid threshold; accrual rates are the same.

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Rhode Island: Sick and Safe Leave Policy #

PTO accrual policies are only available on the Friday Premium plan.

Overview #

Rhode Island’s Healthy and Safe Families and Workplaces Act requires sick and safe leave.

• 18+ employees: Paid leave
• <18 employees: Unpaid, job-protected leave

Accrual Requirement #

• 1 hour for every 35 hours worked
• Annual accrual/use limit: 40 hours

Configuration Steps #

1. Create the Policy

– Name: Rhode Island Paid Sick and Safe Leave or Rhode Island Unpaid Sick and Safe Leave
– Category: Sick

1. Select a Limited Policy: Yes

1. Select Hourly Accrual: Hourly

1. Select Qualifying Hours: Work, Overtime

1. Enter the Accrual Rate: 1 hour per 35 qualifying hours

1. Set Maximum Annual Accrual: 40 hours

1. Configure Waiting Period: Review employee classification

1. Configure Carryover: Some Hours Carried Over, 40 hours

1. Set Maximum Balance: 40 hours (or higher if policy allows)

1. Configure Termination Payout: No

1. Assign Employees: All covered Rhode Island employees

Recommended Settings #

| Setting | Value |
|————————–|——————————————|
| Policy name | Rhode Island Sick and Safe Leave |
| Limited policy | Yes |
| Method | Hourly |
| Qualifying hours | Work and Overtime |
| Rate | 1 hour per 35 qualifying hours |
| Maximum annual accrual | 40 hours |
| Waiting period | Review employee classification |
| Carryover | Some |
| Carryover limit | 40 hours |
| Maximum balance | 40 hours, subject to review |
| Termination payout | No |
| Policy levels | None |
| Employees | All covered Rhode Island employees |

Frequently Asked Questions #

• Must small employers provide leave? Yes, but unpaid.
• Can the employer front-load 40 hours? Yes.
• Can a general PTO policy satisfy the law? Yes, if it meets requirements.
• Can different employee groups receive different policies? Yes.
• Is payout required at termination? Not generally.
• Does Rhode Island have municipal overrides? None identified.

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Vermont: Earned Sick Time Policy #

PTO accrual policies are only available on the Friday Premium plan.

Overview #

Vermont covers employees averaging at least 18 hours per week (with some exclusions). New employers are exempt for one year.

Accrual Requirement #

• 1 hour for every 52 hours worked
• Annual accrual/use limit: 40 hours

Configuration Steps #

1. Create the Policy

– Name: Vermont Earned Sick Time
– Category: Sick

1. Select a Limited Policy: Yes

1. Select Hourly Accrual: Hourly

1. Select Qualifying Hours: Work, Overtime

1. Enter the Accrual Rate: 1 hour per 52 qualifying hours

1. Set Maximum Annual Accrual: 40 hours

1. Configure Waiting Period: Up to 365 days

1. Configure Carryover: All Hours Carried Over

1. Set Maximum Balance: At least 80 hours

1. Configure Termination Payout: No

1. Do Not Add Policy Levels

1. Assign Employees: All covered Vermont employees

Recommended Settings #

| Setting | Value |
|————————–|——————————————|
| Policy name | Vermont Earned Sick Time |
| Limited policy | Yes |
| Method | Hourly |
| Qualifying hours | Work and Overtime |
| Rate | 1 hour per 52 qualifying hours |
| Maximum annual accrual | 40 hours |
| Waiting period | Up to 365 days |
| Carryover | All |
| Maximum balance | At least 80 hours, subject to review |
| Termination payout | No |
| Policy levels | None |
| Employees | All covered Vermont employees |

Frequently Asked Questions #

• Can an employee be required to wait an entire year before using leave? Yes.
• Can annual use be limited to 40 hours? Yes.
• Does unused time carry over? Yes.
• Can the employer pay unused time at year-end? Yes.
• Are employees working fewer than 18 hours per week covered? Generally no.
• Is a new employer immediately covered? No, exempt for one year.
• Does Vermont have city overrides? None identified.

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Washington State: Paid Sick Leave Policy #

PTO accrual policies are only available on the Friday Premium plan.

Overview #

Washington State requires paid sick leave for all covered employees.

Note: Seattle, Tacoma, and SeaTac may have additional requirements.

Accrual Requirement #

• 1 hour of paid sick leave for every 40 hours worked
• No annual accrual cap
• At least 40 unused hours must carry over

Configuration Steps #

1. Create the Policy

– Name: Washington Paid Sick Leave
– Category: Sick

1. Select a Limited Policy: Yes

1. Select Hourly Accrual: Hourly

1. Select Qualifying Hours: Work, Overtime

1. Enter the Accrual Rate: 1 hour per 40 qualifying hours

1. Set Maximum Annual Accrual: Use a high value (e.g., 999 hours)

1. Configure Waiting Period: Yes, 90 days

1. Configure Carryover: Some Hours Carried Over, at least 40 hours

1. Set Maximum Balance: Use a high value (e.g., 999 hours)

1. Configure Termination Payout: No

1. Assign Employees: All covered Washington employees

Recommended Settings #

| Setting | Value |
|————————–|——————————————|
| Policy name | Washington Paid Sick Leave |
| Limited policy | Yes |
| Method | Hourly |
| Qualifying hours | Work and Overtime |
| Rate | 1 hour per 40 qualifying hours |
| Maximum annual accrual | No legal cap; use highest supported |
| Waiting period | 90 days |
| Carryover | Some |
| Carryover limit | At least 40 hours |
| Maximum balance | No restrictive cap; use highest supported|
| Termination payout | No |
| Policy levels | None |
| Employees | All covered Washington employees |

Frequently Asked Questions #

• Does the law cover part-time and seasonal employees? Yes.
• Can the employer cap annual accrual at 40 hours? No.
• How much must carry over? At least 40 hours.
• Can the employer front-load paid sick leave? Yes, with reconciliation.
• Can employees use leave immediately? Accrual begins immediately; use after 90 days.
• Must balances be reported to employees? Yes, at least monthly.
• Does Washington have city overrides? Yes (Seattle, Tacoma, SeaTac).

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Washington, D.C.: Accrued Sick and Safe Leave Policy #

PTO accrual policies are only available on the Friday Premium plan.

Overview #

Accrual rates and annual limits depend on employer size.

Employer-Size Tiers #

| Employees | Accrual Rate | Max Days/Year | Max Hours (8-hr day) |
|—————-|——————————-|—————|———————-|
| 1–24 | 1 hour per 87 hours worked | 3 | 24 |
| 25–99 | 1 hour per 43 hours worked | 5 | 40 |
| 100+ | 1 hour per 37 hours worked | 7 | 56 |

Configuration Steps #

1. Create the Policy

– Name: D.C. Accrued Sick and Safe Leave
– Category: Sick

1. Select a Limited Policy: Yes

1. Select Hourly Accrual: Hourly

1. Select Qualifying Hours: Work, Overtime

1. Enter the Accrual Rate: Based on employer size

1. Set Maximum Annual Accrual: Convert days to hours based on workday

1. Configure Waiting Period: Yes, 90 days

1. Configure Carryover: All Hours Carried Over

1. Set Maximum Balance: At least twice the annual amount (practical value)

1. Configure Termination Payout: No

1. Do Not Add Policy Levels

1. Assign Employees: All covered D.C. employees

Recommended Settings #

1–24 Employees #

• Rate: 1 hour per 87 hours
• Max annual accrual: 3 workdays (e.g., 24 hours for 8-hour day)
• Waiting period: 90 days
• Carryover: All
• Max balance: At least twice annual amount

25–99 Employees #

• Rate: 1 hour per 43 hours
• Max annual accrual: 5 workdays (e.g., 40 hours)
• Waiting period: 90 days
• Carryover: All

100+ Employees #

• Rate: 1 hour per 37 hours
• Max annual accrual: 7 workdays (e.g., 56 hours)
• Waiting period: 90 days
• Carryover: All

Frequently Asked Questions #

• Are part-time employees covered? Yes.
• Why convert days to hours? Friday tracks PTO in hours.
• Can employees use leave before 90 days? Employer may allow, but 90-day wait is standard.
• Does unused leave carry over? Yes.
• Is payout required at termination? No.
• Must leave be restored after rehire? Yes, within one year.
• Can an existing PTO policy satisfy the law? Yes, if it meets requirements.

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Friday Product Notes #

Hourly Accrual Uses Selected Time Categories #

• Friday calculates hourly PTO using selected qualifying categories (Work, Lunch, Overtime, Paid Time Off). Work and Overtime are default.

Hourly Accrual Depends on Payroll Workflow #

• Qualifying time is converted into PTO during a supported payroll-approval workflow. Confirm your payroll path triggers hourly accrual.

Washington’s Uncapped Accrual and Friday #

• Friday requires a maximum annual accrual and balance for hourly policies. Use high limits to avoid stopping statutory accrual. Confirm with Friday Support.

Waiting Periods May Require Manual Enforcement #

• Friday labels balances as pending and calculates an availability date, but may not block requests during the waiting period. Administrators should enforce the waiting period during approval.

Termination Payout Is Not Automatically Processed #

• Friday stores the payout selection but does not generate or process termination payments.

Removing Employees Deletes Their Accrual Data #

• Removing an employee from a PTO policy deletes their accrual ledger. Save required balance and audit records before removal.