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Neither the minimum wage nor the vacation or sick leave accrual rate of any employee shall be reduced as of the effective date of this act, is entitled by virtue of a mandatory decree, to a minimum wage or an accrual rate of either leave, greater than what is provided in Act June 26, 1956, No. 96. Nor shall said employee be required to work a number of hours per month for leave accrual purposes, greater than what is provided in the mandatory decree, as of the effective date of this act. However, all other aspects of a mandatory decree, than those previously stated, shall be governed by the provisions of Act June 26, No. 96.The sick leave accrued under a mandatory decree and not used that, as of the date of effectiveness of this act, exceeds fifteen (15) days, may be liquidated with the previous agreement between employer and employee, in which case the employee may opt to have the employer transfer said liquidation, or part thereof, to the Department of the Treasury to satisfy totally or partially any income tax debt the employee has at the time of exercising said option.Any employee who works in an industry which on the effective date of this act is covered by a mandatory decree

or partially any income tax debt the employee has at the time of exercising said option.Any employee who works in an industry which on the effective date of this act is covered by a mandatory decree which provides for the periodic liquidation of sick leave accrued in excess of certain levels provided therein, shall retain his right to said liquidation under the previously-existing terms, provided the employee agrees to said liquidation.Any employee who at present or in the future works in an industry for which a mandatory decree provides a minimum wage greater than the federal minimum wage in effect on the effective date of this act, shall be guaranteed the minimum wage which most benefits the employee. History —July 20, 1995, No. 84, § 20; Aug. 30, 2000, No. 237, § 7.