Labor Watch



If you have any questions in regards to the above, please do not hesitate to contact our offices so that we may explain the amendments to the provisions of the Code in more detail. Our address is:


Fiddler González & Rodríguez, P.S.C., P.O. Box 363507, San Juan, PR 00936-3507. Our fax (787) 759-3108.


We welcome your questions and comments.

José J. Santiago



Carlos A. Padilla



Antonio L. García



Edgardo Barreto








The House of Representatives has approved House Bill 695, which would amend Act 180 of July, 1998, the Minimum Wage, Vacations and Sick Leave Act. The bill proposes to allow employees to use up to five days of their accrued sick leave to attend to the care and attention of their sick children or to attend the illness or needs of their spouse or of disabled or elderly (over 60 years old) individuals for whom the employee has the legal custody or trusteeship. The employees would be required to maintain a five-day balance of accrued sick leave. The bill exempts employers with fifteen (15) or less employees. The bill has been sent to the Senate.

Employers should be aware of this bill and ask associations representing them to oppose it.



The House of Representatives has approved House Bills 527 and 529, both of which seek to amend Act 230 of May 12, 1942, which regulates child labor. House Bill 527 proposes to increase the penalties for violations of the Act. The Bill would raise the penalty for a first violation to a $2,000.00 fine (currently the fine is between $25 and $100); for a second violation the penalty would be a $5,000.00 fine (currently the fine is between $100 and $1,000). Providing false information regarding the age of a child to obtain a work permit would be sanctioned as a third degree felony and punished with a jail term of between six months plus one day and three years (currently, the penalty can be either a fine of no more than $500, a six-month prison term or both).

Bill 529 would prohibit minors under 16 years of age from working at establishments whose main activity is selling or renting adult material or material with a sexual content. Businesses that sell adult materials as an accessory to their main activity would be required to take measures to ensure that minors are not exposed in the handling or selling of those materials. Both bills have been sent to the Senate.


We will keep you informed of any further developments on these matters.


The Labor Law Group at Fiddler González & Rodríguez, P.S.C., will issue the FGR LABOR WATCH with information of legal issues and developments in areas of interest to our friends and clients. If you know anyone who would like to receive the FGR LABOR WATCH, please feel free to forward this newsletter. For more information about any matter raised in this Labor Watch, please contact your usual FGR labor lawyer or José A. Silva Cofresí at

©2014 FIDDLER GONZÁLEZ & RODRÍGUEZ, P.S.C. Permission is granted to view, store, print, copy or distribute the content of this newsletter for noncommercial or personal use, provided you do not alter it and you give us proper credit. The content of this newsletter is for informational purposes only. It is not legal advice or advertising. In addition, the above discussion has been provided in general terms and, therefore, should not be relied upon as legal advice applicable to a specific set of facts and circumstances. Before taking legal action, consult a lawyer you trust. Although we will try to be accurate, you cannot rely on its applicability to your specific problem without consulting your lawyer. Fiddler González & Rodríguez, P.S.C. and the members of the Labor Law Group assume no responsibility to inform you of additional changes in law or any other legal issues related to matters addressed in this email of which we may become aware after the date hereof. This newsletter is not intended to create an attorney-client relationship between you and our firm or any of our attorneys. If we are not already representing you, be mindful that your email communications to any of our lawyers will not be treated as privileged or confidential until you ask us to represent you, we first conduct a conflict of interest search, we agree to represent you and you sign an engagement letter from the law firm.

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