[DRAFT #5] [GA#584 SUB] Paid Leave Expansion Act

[Tinhampton]

Character count: 4,985
Word count: 808

Alexander Smith, Tinhamptonian Delegate-Ambassador to the World Assembly: Yes - I know for a fact that workers should be celebrated, Bianca told me they should!

OOC: This proposal is heavily influenced by GA#491 "Rights of the employed," which I co-authored with The Greater Soviet North America (TGSNA) - hence why I have cited him as a co-author here. TGSNA looked at this proposal before I submitted it here, was supportive of this and did not accuse me of plagiarising GA#491. TGSNA will shortly post here offering his thoughts and publicly clarifying that I have his permission to do this.

Paid Leave Expansion Act
A resolution to reduce income inequality and increase basic welfare.

Category: Social Justice

Strength: Significant

Proposed by: Tinhampton

---

Recognising that many employees may have to seek time away from their job for various reasons,

Believing that the right of such employees to claim just as much paid leave as they need should be protected by international law, and

Noting that many of the below accommodations were protected by GA#491 "Rights of the employed" before it was repealed due to various shortcomings...

The General Assembly enacts as follows.

1. Definitions: In this resolution:
   
   1. "employees" includes only:
      
      • all individuals who currently have a contract of any length with an employer which entails carrying out particular tasks for that employer with the expectation of a regular tangible reward (including those who are currently shadowing employees or working as interns for that employer), and
      • all individuals who currently work for their own business, are responsible for it, and can determine the kind, duration, length and location of the tasks they carry out for it,
   2. "paid leave" means time off work during which an employee must receive their full expected wage or 300% of the mean wage, whichever is less,
   3. "relevant leave" means that paid leave described in Articles d-f, and
   4. "time to breastfeed" means those accommodations defined in Article h.
2. Applicability: This resolution applies to all employees in all member states, except Articles c (which also covers some non-employees seeking to become an employee) and h (which only covers employees of lactating species such as humans and cows).
3. Non-discrimination: No employer in a member state may refuse to employ any person because they would be entitled to seek time to breastfeed upon being employed. Employees shall enjoy protection from dismissal, suspension, discrimination, and being paid inferior wages (subject to Article a(ii)) as a result of seeking or claiming any relevant leave or time to breastfeed, or being pregnant or otherwise entitled to seek Article d(i) paid leave.
4. Parental leave: Employees have the right to claim:
   
   1. at least fourteen calendar weeks of paid leave after they or someone they live with give birth or adopt a child who must be looked after (and are encouraged to inform their employer that they will claim it), and
   2. a reasonable period of paid leave before and up to the moment of such childbirth or adoption (but must inform their employer that they will do so in advance).
5. Sick and bereavement leave: Provided that they inform their employer in advance (or otherwise as soon as possible) that they will do so, employees have the right to automatically claim:
   
   1. paid leave for the duration of their being sufficiently ill that they cannot work or looking after a similarly ill person who lives with them, ideally for only as long as they or their cohabitor require to recover from such illness,
   2. paid leave for the duration of their being quarantined after contracting a serious disease, where such quarantining is legally required and makes them completely unable to fulfil their duties as an employee (such as installing scaffolding or paving roads), and
   3. at least two calendar weeks of paid leave after they have suffered a personal tragedy (including miscarriage, stillbirth, or the death of a close family member).
6. Paid holiday: Employees have the right to claim two calendar weeks of paid leave per year at any time for any reason not stated above, which may be non-continuous. Employees must seek consent from their employer before claiming such paid leave, who may deny such consent where it would significantly interrupt that employer's planned operations.
7. Funding paid leave: Employers who can afford to fund relevant leave for their employees must do so. All employees in member states seeking relevant leave, but whose employers cannot afford to fund it, may request that the government of the member they work in fund it; that government must accept all such requests that are non-frivolous. However, where that government operates a social insurance scheme, it must allow all employees who pay into (or whose employers pay into) that scheme to claim the funds they need for their relevant leave from it, however able their employer is to fund it.
8. Time to breastfeed: Employees who cannot avoid breastfeeding their children at work (or expressing milk to that end) shall be entitled to have a reasonable period of their working day reserved for such activity; time so reserved must be guaranteed for a year after the claimant's Article d(i) paid parental leave ends. Employers are encouraged to provide a private, safe, hygienic and ventilated room where such employees can breastfeed or express milk.
9. Times: Each employer must publish the amount of Article d, and of Article e(iii), paid leave its employees may claim per year.

Co-authored with The Greater Soviet North America.

[Tinhampton]

PREVIOUS DRAFTS

Draft 4 (4,929 characters; 806 words)

Paid Leave Expansion Act
A resolution to reduce income inequality and increase basic welfare.

Category: Social Justice

Strength: Significant

Proposed by: Tinhampton

---

Recognising that many employees may have to seek time away from their job for various reasons,

Believing that the right of such employees to claim just as much paid leave as they need - and no more - should be protected by international law, and

Noting that many of the below accomodations were protected by GA#491 "Rights of the employed" before it was repealed due to various shortcomings...

The General Assembly enacts as follows.

1. Definitions: In this resolution:
   
   1. "employees" includes only:
      
      • all individuals who currently have a contract of any length with an employer which entails carrying out particular tasks for that employer with the expectation of a regular tangible reward (including those who are currently shadowing employees or working as interns for that employer), and
      • all individuals who currently work for their own business, are responsible for that business, and can determine the kind, duration, length and location of the tasks they carry out for it,
   2. "paid leave" means time off work during which an employee must receive from their employer a wage no greater than their full expected wage which allows them and those living with them to meet their needs,
   3. "relevant leave" means that paid leave described in Articles d and e, and
   4. "time to breastfeed" means those accommodations defined in Article h.
2. Applicability: This resolution applies to all employees in all member states, except Articles c (which also covers non-employees seeking to become an employee in relevant part) and h (which only covers employees of lactating species such as humans and cows).
3. Non-discrimination: No employer in a member state may refuse to employ any person because that person would be entitled to seek time to breastfeed upon being employed. Employees shall enjoy protection from dismissal, suspension, discrimination, and being paid inferior wages (subject to Article a(ii)) as a result of seeking or claiming any relevant leave or time to breastfeed.
4. Parental, sick, and bereavement leave: Subject to Article f, employees have the right to automatically claim (provided that they inform their employer in advance that they will do so):
   
   1. at least fourteen calendar weeks of paid leave after they or someone they live with gives birth or adopts a child who they must look after,
   2. paid leave for the duration of their being sufficiently ill that they cannot work or having to look after a similarly ill person who lives with them, ideally for only as long as they or their cohabitor require to recover from such illness,
   3. paid leave for the duration of their being quarantined after contracting a serious disease, where such quarantining is legally required and makes them completely unable to fulfil their duties as an employee (such as installing scaffolding or paving roads), and
   4. at least two calendar weeks of paid leave after they have suffered a personal tragedy (including miscarriage, stillbirth, or the death of a close family member).
5. Paid holiday: Subject to Article f, employees have the right to claim two calendar weeks of paid leave at any time for any reason not directly or indirectly listed above. Employees must seek consent from their employer before claiming such paid leave, who may deny such consent where this would significantly interrupt that employer's planned operations.
6. Caps on paid leave: Employees on a time-bound contract may only claim any form of paid leave described in Article d for no longer than a fifth of the length of their most recently agreed such contract, and that paid leave described in Article e for no longer than a tenth of the length of that contract. No employee may claim paid leave under Articles d(i) and d(iv) combined for over 12 months in any continuous 24-month period, no more than 2 months of which may be claimed under Article d(iv).
7. Funding paid leave: Employers with the financial capacity to do so must fund relevant leave for their employees. However, all employees in member states seeking relevant leave, but whose employers do not have the capacity to fund it, may request that the government of the member they work in fund it; that government must accept all such requests that are non-frivolous, except where it operates a social insurance scheme that would render those requests moot.
8. Time to breastfeed: Employees who cannot avoid breastfeeding their children at work shall be entitled to have an eighth of their working day reserved for breastfeeding; time so reserved may be divided into up to three equal periods and must be guaranteed for a year after the claimant's parental leave ends as per Articles d(i) and f. Employers are encouraged to provide a private, safe, hygienic and ventilated room where such employees can breastfeed, if and where possible.

Co-author: The Greater Soviet North America

Draft 3 (5,673 characters; 926 words)

Employee Rights
A resolution to improve worldwide human sapient and civil rights.

Category: Civil Rights

Strength: Strong

Proposed by: Tinhampton

---

Co-authored with The Greater Soviet North America.

Believing that employees should be able to assert and benefit from their rights under international law, whether at work or sincerely unable to work, and

Noting that many of the below rights were protected by GA#491 "Rights of the employed" before it was repealed due to various shortcomings...

The General Assembly enacts as follows.

1. Definitions: In this resolution:
   
   1. "employees" includes only:
      
      • all individuals who currently have a contract of any length with an employer which entails carrying out particular tasks for that employer with the expectation of a regular tangible reward (including those who are currently shadowing employees or working as interns for that employer), and
      • all individuals who currently work for their own business, are responsible for that business, and can determine the kind, duration, length and location of the tasks they carry out for it,
   2. "paid leave" means time off work during which an employee must receive from their employer a wage no greater than their full expected wage which allows them and those living with them to meet their needs, and which that employee can automatically claim only by informing their employer in advance that they will do so, and
   3. "time to breastfeed" means those accommodations defined in Article j.
2. Applicability: This resolution applies to all employees in all member states, except Articles c (which also covers non-employees seeking to become an employee) and j (which only covers employees of lactating species such as humans and cows).
3. Non-discrimination in hiring: No employer in a member state may refuse to employ any person as a result of that person possessing or not possessing any arbitrary and reductive characteristic, being pregnant, giving birth, or (upon being employed) being entitled to seek time to breastfeed.
4. Non-discrimination at work: Subject to future international law on preventing the mistreatment of employees with disabilities and prior and standing international law, employees shall enjoy protection from dismissal, suspension, discrimination, and being paid inferior wages as a result of being pregnant, giving birth, seeking or claiming time to breastfeed, claiming any paid leave described in Article f, or possessing or not possessing any arbitrary and reductive characteristic.
5. Ban on "fire and rehire:" Employers must not dismiss employees just so they can offer those employees a new contract paying inferior wages.
6. Parental, sick, and bereavement leave: Subject to Article g, employees have the right to claim:
   
   1. at least thirteen calendar weeks of paid leave after they or someone they live with gives birth or adopts a child who they must look after,
   2. paid leave for the duration of their being sufficiently ill that they cannot work or having to look after a similarly ill person who lives with them, ideally for only as long as they or their cohabitor require to recover from such illness,
   3. paid leave for the duration of their being quarantined after contracting a serious disease, where such quarantining is legally required and makes them completely unable to fulfil their duties as an employee (such as installing scaffolding or paving roads), and
   4. at least two calendar weeks of paid leave after they have suffered a personal tragedy (including miscarriage, stillbirth, or the death of a close family member).
7. Caps on paid leave: Employees on a time-bound contract may only claim any form of paid leave described in Article f for no longer than a fifth of the length of their most recently agreed such contract. No employee may claim paid leave under Articles f(i) and f(iv) combined for over 12 months in any continuous 24-month period, no more than 2 months of which may be claimed under Article f(iv).
8. Funding paid leave: Employers with the financial capacity to do so must fund that paid leave described in Article f for their employees. However, all employees in member states seeking such paid leave, but whose employers do not have the capacity to fund it, may request that the government of the member they work in fund it; that government must accept all such requests that are non-frivolous, except where it operates a social insurance scheme that would render those requests moot.
9. Compensatory time: The right of employees to work or not work overtime is reaffirmed. Employees may agree freely and in writing with their employer to work overtime for no direct tangible reward, in return for up to ninety hours of time off work (paid at their usual level of pay) which they may use at any time in the relevant calendar year. Employers shall pay any such wages unclaimed by an employee at the end of a calendar year or upon that employee's ceasing to work for them before then. Employees may not work overtime for no tangible reward if they do not hence benefit from this Article (i.e. employees may only work sixty hours of unpaid overtime if their overtime pay is 150% of usual pay).
10. Time to breastfeed: Employees who cannot avoid breastfeeding their children at work shall be entitled to have an eighth of their working day reserved for breastfeeding; time so reserved may be divided into up to three equal periods and must be guaranteed for a year after the claimant's parental leave ends as per Articles f(i) and g. Employers are encouraged to provide a private, safe, hygienic and ventilated room where such employees can breastfeed, if and where possible.

Draft 2 (4,996 characters; 799 words)

Employee Rights
A resolution to reduce income inequality and increase basic welfare.

Category: Social Justice

Strength: Strong

Proposed by: Tinhampton

---

Co-authored with The Greater Soviet North America.

Believing that employees should be able to assert and benefit from their rights under international law, whether at work or sincerely unable to work, and

Noting that many of the below rights were protected by GA#491 "Rights of the employed" before shortcomings in its provisions on breastfeeding and parental leave led to its repeal...

The General Assembly enacts as follows.

1. Definitions: In this resolution:
   
   1. "employees" includes only:
      
      • all individuals who currently have a contract of any length with an employer which entails carrying out particular tasks for that employer with the expectation of a regular tangible reward (including those who are currently shadowing employees or working as interns for that employer), and
      • all individuals who currently work for their own business, are responsible for that business, and can determine the kind, duration, length and location of the tasks they carry out for it,
   2. "paid leave" means time off work during which an employee must receive their full expected wage from their employer, and which that employee can automatically claim only by informing their employer in advance that they will do so, and
   3. "time to breastfeed" means those accommodations defined in Article i.
2. Applicability: This resolution applies to all employees in all member states, except Articles c (which also covers non-employees seeking to become an employee) and i (which only covers employees of lactating species such as humans and cows).
3. Non-discrimination in employment: No employer in a member state may refuse to employ any person as a result of that person possessing or not possessing any arbitrary and reductive characteristic, being pregnant, giving birth, or (upon being employed) being entitled to seek time to breastfeed.
4. Non-discrimination at work: Subject to future international law on preventing the mistreatment of employees with disabilities and prior and standing international law, employees shall enjoy protection from dismissal, suspension, discrimination, and being paid inferior wages as a result of being pregnant, giving birth, seeking or claiming time to breastfeed, claiming any paid leave described in Article f, or possessing or not possessing any arbitrary and reductive characteristic.
5. Ban on "fire and rehire:" Employers must not dismiss employees just so they can offer those employees a new contract paying inferior wages.
6. Parental, sick, and bereavement leave: Subject to Article g, employees have the right to claim:
   
   1. at least a quarter of a year of paid leave after they or a person they are in a legally-recognised partnership (such as a marriage or civil union) with gives birth or adopts a child who they must look after,
   2. paid leave for the duration of their being injured, sufficiently ill that they cannot work, or required to look after a similarly ill person in their household, ideally for only as long as they or their cohabitor require to recover from such illness,
   3. paid leave for the duration of their being quarantined after contracting a serious disease, where such quarantining is legally required and makes them completely unable to fulfil their duties as an employee (such as installing scaffolding or paving roads), and
   4. at least a thirtieth of a year of paid leave after they have suffered a personal tragedy (including miscarriage, stillbirth, or the death of a close family member).
7. Caps on paid leave: Employees on a time-bound contract may only claim any form of paid leave described in Article f for no longer than a fifth of the length of their most recently agreed such contract. No employee may claim paid leave under Articles f(i) and f(iv) combined for over 12 months in any continuous 24-month period, no more than 2 months of which may be claimed under Article f(iv).
8. Funding paid leave: All employees in member states seeking paid leave as described in Article f may request that the government of the member they work in fund it; that government must accept all such requests where non-frivolous.
9. Time to breastfeed: Employees who cannot avoid breastfeeding their children at work shall be entitled to have an eighth of their working day reserved for breastfeeding; time so reserved may be divided into up to three equal periods and must be guaranteed for a year after the claimant's parental leave ends as per Articles f(i) and g.
10. Recommendations for employers: Employers are encouraged to:
    
    1. provide a private, safe, hygienic and ventilated room for breastfeeding purposes for their employees who are entitled to time to breastfeed, if and where possible,
    2. fund that paid leave described in Article f where they have the financial capacity to do so, and to
    3. educate their employees on this resolution.

Draft 1 (4,997 characters; 789 words)

Employee Rights
A resolution to reduce income inequality and increase basic welfare.

Category: Social Justice

Strength: Strong

Proposed by: Tinhampton

---

Co-authored with The Greater Soviet North America.

Believing that employees should be able to assert and benefit from the rights guaranteed to them, while at work and sincerely unable to work, by international law, and

Noting that many of the below protections were guaranteed by GA#491 "Rights of the employed" before it was repealed due to shortcomings in its provisions on breastfeeding and parental leave...

The General Assembly hereby enacts as follows.

1. Definitions: In this resolution:
   
   1. a "worker" is an individual who currently has a contract of any length with an employer which entails carrying out particular tasks for that employer with the expectation of a regular tangible reward, including those individuals who are currently shadowing workers or are working as interns for that employer,
   2. a "self-employed person" is an individual who currently works for their own business, is responsible for that business, and has the flexibility to determine the kind, duration, length and location of the tasks they carry out for it,
   3. "employees" includes all workers and all self-employed people only,
   4. "paid leave" means time off work during which an employee must receive their full expected wage from their employer, and which that employee can automatically claim only by informing their employer in advance that they will do so, and
   5. "time to breastfeed" means those accommodations defined in Article i.
2. Applicability: This resolution applies to all employees in all member states, except for Article c (which also applies to non-employees seeking to become an employee) and Article i (which applies only to employees of lactating species such as humans and cows).
3. Non-discrimination in employment: No employer in a member state may refuse to employ any person simply because that person possesses or does not possess any arbitrary and reductive characteristic, is pregnant, has given birth, or (upon being employed) would be entitled to seek time to breastfeed.
4. Non-discrimination at work: Subject to prior and standing international law and future international law on preventing the mistreatment of employees with disabilities, employees shall enjoy protection from:
   
   1. dismissal, suspension, discrimination, and being paid inferior wages as a result of being pregnant, giving birth, seeking or claiming time to breastfeed, claiming any paid leave described in Articles e, f, and g, or possessing or not possessing any arbitrary and reductive characteristic, and
   2. hostile, offensive or intimidating behavior (including sexual harassment, domestic violence, and other unwanted approaches) as a condition or consequence of becoming or remaining employed.
5. Parental leave: Employees have the right to claim at least a quarter of a year of paid leave after they give birth, they adopt a child who they must look after, or a person they are in a legally-recognised partnership (such as a marriage or civil union) with gives birth or adopts such a child.
6. Sick leave: Employees have the right to claim:
   
   1. at least an eighth of a year of paid leave if they are injured, sufficiently ill that they cannot work, or required to look after someone in their household who is similarly ill, and
   2. paid leave for the duration of their being quarantined after contracting a serious disease, where such quarantining is legally required and makes them completely unable to discharge their duties as an employee (such as installing scaffolding or paving roads).
7. Bereavement leave: Employees have the right to claim at least a thirtieth of a year of paid leave after they have suffered a personal tragedy (including miscarriage, stillbirth, or the death of a close family member).
8. Funding paid leave: Employers shall fund that paid leave described in Articles e, f, and g. However, if they can show to the government of the member state they reside in that they cannot in practice fund such paid leave for any of their employees without disbanding or otherwise suffering financial distress, that government shall instead fund it.
9. Time to breastfeed: Employees who cannot avoid breastfeeding their children at work shall be entitled to a period of their working day reserved for breastfeeding. This period shall be equal to one-eighth of their working day, may be divided into up to three equal periods, and must be guaranteed for a year after the end of their parental leave as defined in Article e.
10. Recommendations for employers: Employers are encouraged to:
    
    1. provide a private, safe, hygienic and ventilated room for breastfeeding purposes for their employees who are entitled to time to breastfeed, if and where this is possible,
    2. promulgate fair and effective policies on harassment at work, and to
    3. inform their employees about this resolution's provisions.

[The Greater Soviet North America]

You have my permission to do this.

[Daarwyrth]

Dame Maria vyn Nysen: "It seems our delegation should make haste with our repeal of GAR #527 "Protected Working Leave". We are pleased to see that "paid leave" has a less ambiguous and vague wording in your draft proposal, Delegate-Ambassador. We will gladly support this legislation once it comes to a vote."

[Tinhampton]

Delegate-Ambassador Smith: Thank goodness...

[Daarwyrth]

Delegate-Ambassador Smith: Thank goodness...

"Quite so, Delegate-Ambassador."

[Great Algerstonia]

"This proposal could benefit on a section for paid time off if an employee suffers an injury. I also feel like the sick leave portion gives far too much time off work."

~Admiral-Ambassador Alec Ainsworth.

[Tinhampton]

D-A Smith: Thankee, Admiral-Ambassador Ainsworth - Article f(i) sick pay tentatively cut by 50% to an eighth and conditionality expanded.

(OOC: Statutory Sick Pay in the United Kingdom is 28 weeks )

[Tinhampton]

Some changes have been made - mostly to disclaim Article d in the event that GA#540 "Supporting People with Disabilities" is ever repealed and to change Article d(ii)'s provisions on intimidating behaviour "as a condition of becoming or remaining employed, or otherwise in the course of their employment" to those relating to such behaviour "as a condition or consequence of becoming or remaining employed." References to "request"ing paid leave are now referenced to "claim"ing paid leave to avoid confusion on the demand side.

Any more thoughts would of course be welcomed

[Bananaistan]

"Opposed. Giving people a month and a half off for a dose of the common cold is anti-socialist.

"Also clause h is anti-solidarity. If a member state runs a proper social insurance scheme into which all employers pay, they are fully entitled to permit all employers draw out of it, the WA should not be in the business of penalising successful businesses.

"Also blanket full pay is excessive.

"Generally, the WA should not be in the business of micromanaging labour law. The best it can possibly do is a one size fits nobody policy."

[Tinhampton]

Daarwyrth has recently submitted his repeal of Protected Working Leave, which (assuming that my proposal in queue is not ruled illegal) will either pass or fail at the start of major update on Sunday 16th May. I will therefore submit this no earlier than minor update on 16th May.

Banana's comments have been noted

[Ardiveds]

OOC: Considering all these apply to contract workers as well, it's interesting to think someone entering a contract for 8 month work, having a child and taking a 3 month paid leave.....

[Nondenominational Christian Commonwealth]

This looks like a great proposal. Vagueness leads to a nation's own interpretation so the resolution does nothing. I will be going back to my nation's legislature to convince them to support the repeal as well as your bill.

- Prime Minister Wade
Prime Minister and President of the Government of Nondenominational Christian Commonwealth

[Bananaistan]

OOC: Comments being noted but nothing done on foot of them is pointless. Ignore if you wish but these are strong repeal hooks.

[Tinhampton]

Smith: On further consideration, I have decided to incorporate the feedback given by Comrade Ted. Draft 2 is now up; we have unfortunately had to sacrifice the provisions on protection from harassment that once constituted Articles d(ii) and j(ii). I intend to confer with Ambassador Mínguez from The Greater Soviet North America about this proposal soon.

OOC: On further consideration, I have decided to incorporate the feedback given by Banana and Ardiveds. Draft 2 is now up; I have unfortunately had to sacrifice the provisions on protection from harassment that once constituted Articles d(ii) and j(ii). I intend to confer with TGSNA tomorrow about this proposal.

[Bananaistan]

OOC: It's still a micromanagement mess.

G ignores what social insurance actually is. It also fails to take account of the many different possible economic systems that are plausible IRL never mind in fictional nations. EG a completely communist country or a completely capitalist country would have no reason for a government to foot these requests.

Blanket 80% to 100% pay is excessive still. Why should the state foot the bill for executive's time off? It's not unreasonable to have a cap, EG it used to be the case in Ireland that employees only make social insurance contributions up to a certain income limit, something like €50k at the time the whole thing was rejigged in 2008 in order to squeeze more money out of people in order to give it to gamblers in banks in other countries. Up to the annual cap excluding the first £100 per week, you paid 4%. The point was that no matter what you earned before, if you claimed any of these benefits, they were flat rate.

e(ii) has the same problem as before. The point is not the specific arbitrary length of time per se. Any more time off other than the time it takes to recover from illness or injury is excessive.

f is a problem too. What about roll-over or renewed contracts? Some employee might be on their third or fourth contract. They should not be discriminated against.

This just illustrates why technical details of employment rights are not a suitable subject for GA resolutions.

[Tinhampton]

Banana's post above has been largely acknowledged in Draft 2b. I continue to seek realistically universalisable solutions to the funding of paid leave.

In light of recent circumstances, this will now not be submitted before May 31st 2021.

[Tinhampton]

Bump for further comment, please

[Bananaistan]

Banana's post above has been largely acknowledged in Draft 2b. I continue to seek realistically universalisable solutions to the funding of paid leave.

In light of recent circumstances, this will now not be submitted before May 31st 2021.

OOC: As far as I can see all those issues remain in the text.

[Thermodolia]

Banana has said it better than I could. Against

[WayNeacTia]

"There is nothing here that even comes remotely close to touching on an international issue. This is nothing more than opportunism at it's finest. Then again, that seems to be the norm from this delegation. Opposed."

Wayne

[Tinhampton]

I will be submitting this (in some form) as soon as I get a telegram from the World Assembly Compliance Commission reading

The World Assembly wishes to notify you that due to the passage of a resolution to Repeal "Protected Working Leave", Tinhampton is no longer obligated to comply with its provisions.

...even if it takes five or ten years for that TG to come through.

[Daarwyrth]

Dame Maria vyn Nysen: "Our delegation wishes Ocean's Fortune to anyone who will attempt a second repeal of GAR #527. Albeit we'd dissuade anyone who is not well-versed and highly experienced in WA affairs from attempting such."

[Meretica]

"While the delegation from Bananaistan has several points, the delegation from Meretica hereby voices its support of the proposed replacement legislation, though it would be more enthusiastic were these issues to be addressed."

Freedom Williams, Representative of Meretica to the World Assembly and Senator from New Memphis

[Tinhampton]

Some changes:

• The definition of paid leave in Article a(ii) has been restored to require that those claiming it receive their "full expected wage from their employer," rather than "between 80% and 100% of their expected wage from their employer (as determined by the government of the member state where that employer resides)." This is in line with Article E1 of GA#491, the second REQUIRES clause of GA#108, and possibly Article 1(b)(ii) of GA#527.
• Article e(ii) now guarantees paid leave for as long as the employee seeking it is "injured, sufficiently ill that they cannot work, or required to look after someone in their household who is similarly ill, ideally for only as long as is needed for they or someone in their household to recover from such illness" - rather than for at least "one-twelvth of a year," a provision Banana wasn't too fond of
  This also means that the old Article i(ii), which urged employers to "grant paid leave under Article e(ii) only for as long as is necessary for an employee or someone in their household to recover from illness," is gone.
• Article f has also been added to, to provide that "[n]o employee may claim paid leave under Articles e(i) and e(iv) combined for over 12 months in any continuous 24-month period, no more than 2 months of which may be claimed under Article e(iv)." (I exclude Articles e(ii-iii) due to the unpredictability of when one must be quarantined, and for how long, under GA#389, and likewise how long one or one's cohabitor may be injured for.) I am broadly sympathetic to GA#157's argument that "while the loss of a loved one is a terrible thing, it does not require a person to be out of work for any significant length of time."

My co-author has agreed to all of these changes.

In light of recent events, I am happy to confirm that Employee Rights would allow any employee to claim bereavement leave in line with Article e(iv).