Work at a location with 50+ employees within a 75-mile radius.Have worked at least 1250 hours the previous year.Have worked for your current company for at least a year.With that said, your employer must give you access to your health insurance benefits and allow you to use your accrued paid time off if needed.Д®mployees requiring medical leave through the FMLA must meet specific requirements, which include: These 12 weeks will be unpaid unless your employer has a separate policy allowing you to be paid for your time off. Additionally, the state has different types of leave to consider if you encounter a medical emergency.Д®mployees that take leave under the FMLA are entitled to 12 weeks of leave within 12 months. Like other states, Rhode Island must provide time off to ailing employees through the federal Family Medical Leave Act. When exploring RI sick time law, youвЂ™ll find there are multiple benefits you could be entitled to. Employers may choose to provide bereavement leave and may be required to comply with any bereavement policy or practice it maintains. Bereavement leave is leave that is taken by an employee due to the death of another individual, usually a close relative. Rhode Island law does not require employers to provide employee bereavement leave. Rhode Island does not have a law that requires an employer to grant its employees leave, either paid or unpaid, to vote.

An employer may not discharge, or deny wage increases, promotions, longevity benefits, or any other benefit due to the employee because the employee has been called to serve jury duty. Visit our Rhode Island State Holidays page for a list of holidays recognized and observed by the state of Rhode Island as well as information regarding state laws governing holiday leave for public employers and employees.ДЄn employer is not required to pay an employee for time spent responding to a jury summons or serving on a jury. Rhode Island law permits employees to refuse to work on Sundays. Some exceptions apply to Rhode IslandвЂ™s Sunday and holiday pay law.

If a holiday falls on a Sunday, the day following is observed as the legal holiday. The law also permits employees to refuse to work on Sundays and legal holidays. Rhode Island requires employers to pay employees 1ВЅ times their regular rate on Sundays and the following holidays: Additionally, employers in Rhode Island may be required to provide an employee unpaid sick leave in accordance with RI Parental & Family Medical Leave Act and the federal Family and Medical Leave Act or other federal laws. Neither Rhode IslandвЂ™s Legislature or courts have clarified whether an employer can cap accrued leave (although this is probably lawful) or implement a вЂњuse-it-or-lose-itвЂќ policy requiring employees to use their leave by a set date or lose it.Д«eginning on July 1, 2018, Rhode Island will require certain employers to provide paid sick leave to employees. This also means an employer cannot require an employee to comply with specific requirements to qualify for payment of vacation leave upon separation from employment, such as providing a certain number of days notice of intent to leave or not be terminated for misconduct, so long as the employee has at least one year of service with the employer. If an employer chooses to provide such benefits, it must comply with the terms of its established policy or employment contract.ДЄccording to Rhode Island law, an employer must pay an employee who has completed at least one (1) year of service, upon separation from employment, for any vacation pay accrued in accordance with company policy or contract on the next regular payday for the employee. In Rhode Island, employers are not required to provide employees with vacation benefits, either paid or unpaid.

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