While Washington grapples with Senator Rubio’s approach to paid parental leave, several states around the nation are plowing ahead with their own unique plans. One example is the state of New York, where the state legislature recently passed S.8380A, an amendment that expands the existing state paid leave law to include bereavement leave. Under the New York proposal, which is now pending before New York Governor Andrew Cuomo, provides up to 12 weeks of paid bereavement leave for an employee to grieve the loss of a loved one. The leave is funded through employee payroll deductions, but businesses are concerned that productivity will be severely impacted by such lengthy employee absences. Governor Cuomo has not yet indicated whether he will sign the legislation into law. Officials in the state of Michigan have certified the required number of signatures to place the MI Time to Care initiative before Michigan voters this November. If passed by voters, the initiative will require that employers of 10 or more workers provide one hour of paid sick leave for every 30 hours worked up to 72 hours per year or 9 eight-hour paid sick days per year. Employers with fewer than 10 employees would need to provide 40 hours of paid leave per year plus 32 additional hours of unpaid sick leave annually. Supporters of another Michigan petition, the One Fair Wage initiative, which would eliminate the tipped wage in Michigan, failed in the signature certification. It is being largely pushed and funded by the Restaurant Opportunities Center (ROC). And, notwithstanding a decision by Texas Attorney General Ken Paxton that municipalities cannot mandate sick leave or other employee benefits, San Antonio city officials certified a ballot initiative forcing the city council to either by August 20, adopt the paid leave law or put it on the November ballot. And finally, out on the left coast, the 9th Circuit Court of Appeals has weighed in and ruled that the Washington state paid leave law is not preempted by federal law. In the case of Alaska Airlines v. Schurke, the court found that notwithstanding a collective bargaining agreement that governed use of accrued vacation leave, the employee could use that accrued vacation leave to care for a sick family member as allowed by applicable state law.