WHEREAS: Nearly 28 million people working in the private sector in the U.S. have no access to earned sick time, or “paid sick leave” (PSL), for short-term health needs and preventive care.[1] Working people in the United States face an impossible choice when they are sick: to stay home and risk their economic stability, or to go to work and risk their health and the public’s health. 
The vast majority (62%) of the lowest earning 10% of American employees do not have access to PSL.[2] 48% of Latinx workers and 36% of Black workers report having no paid time away from work of any kind.[3]
As the COVID-19 pandemic has shown, PSL is a crucial contributor to improved public health outcomes, allowing workers who have been exposed to any illness to quarantine. One study found a 56% reduction in COVID-19 cases per state as a result of temporary federally mandated PSL,[4] and others an 11-30% reduction in influenza-like illnesses from state and local mandates.[5] State and local PSL mandates have also been shown to reduce the rate at which employees report to work ill in low-wage industries where employers don’t tend to provide PSL, lowering disease and overall absence rates.[6]
PSL both increases productivity[7] and reduces turnover, which in turn reduces costs associated with hiring.[8] This is particularly important for lower-wage industries like retail where turnover is highest. Companies across sectors, such Darden,[9] Facebook,[10] Home Depot, Levi’s,[11] and Patagonia[12] are expanding and publicly sharing their policies to benefit their employees and bolster their brands.[13] 
However, FedEx does not adequately describe its paid sick leave policy. The corporate structure of FedEx includes numerous operating companies, with various sick leave policies. With a large number of job categories and a significant percentage of part time workers, particularly in some operating companies, plain disclosure of all PSL policies would alleviate confusion among employees and shareholders alike.
More transparency on the company’s policies such as worker eligibility requirements, number of hours of PSL provided by worker classification, requirements for using PSL, and whether PSL can be used to care for a family member who is ill help, will investors understand how the company is managing this human capital management, brand maintenance, and public health issue.    
[1] https://www.bls.gov/news.release/pdf/ebs2.pdf  
[2] https://www.bls.gov/news.release/pdf/ebs2.pdf  
[3] https://www.bls.gov/news.release/leave.t01.htm
[4] https://www.healthaffairs.org/doi/10.1377/hlthaff.2020.00863
[5] https://www.nber.org/system/files/working_papers/w26832/w26832.pdf
[6] https://voxeu.org/article/pros-and-cons-sick-pay
[7]  https://voxeu.org/article/pros-and-cons-sick-pay
[8] https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5649342/
[9] https://www.darden.com/careers/restaurant-careers
[10] https://techcrunch.com/2017/02/07/facebook-parental-leave-bereavement-benefits/
[11] https://hrexecutive.com/levis-to-offer-paid-sick-leave-to-part-time-workers/
[12] https://www.patagonia.com/stories/family-business-weighing-the-business-case/story-32958.html
[13] https://techcrunch.com/2017/02/07/facebook-parental-leave-bereavement-benefits/