Show-Me State Times

My small business in rural Missouri, which employs 65 people, is preparing to implement a sick pay plan. We provide a PTO plan offering two to four weeks annually to full-time employees after one year of service. This PTO can be used for sickness, vacations, or personal time, offering flexibility and fairness.

We also hire several seasonal workers in the fall and part-time staff in our retail store. The new sick pay plan introduces complexity in managing these employees' benefits. Although the financial implications are significant, the administrative challenge and liability risk are even more concerning, a sentiment shared by many small employers. We are assessing how this might affect hiring and our existing PTO plan.

"As it does for most small employers, the administrative burden with liability potential provides the greatest challenge," Brian Hammons expressed. The company is evaluating how to handle these challenges moving forward.