California Assembly Bill 1522, signed by Governor Brown last September, went into full effect on July 1st. The law requires all California employers to provide paid sick leave to their employees. The new law includes any employee who works at least 30 days within a year in California, including part-time, per diem, and temporary employees, with some specific exceptions.
An employee qualifies for paid sick leave by working for an employer on or after January 1, 2015, for at least 30 days within a year in California and by satisfying a 90 day employment period (which works like a probationary period) before an employee can actually take any sick leave.
A qualifying employee begins to accrue paid sick leave beginning on July 1, 2015, or if hired after that date on the first day of employment. Employees will earn at least one hour of paid leave for every 30 hours worked. Although this might total as much as eight days a year for someone who works full time, employers can limit the amount of paid sick leave to 24 hours (three days). Employers may also limit the number of accrued hours “carried over” into the following year of employment.
Sick leave may be taken for care of the employee or a family member for preventive care or care of an existing health condition or if the employee is a victim of domestic violence, sexual assault or stalking.
Like vacation pay, employees may not “cash out” accrued sick leave when they leave their job unless the employer’s policy provides for a payout. But if an employee leaves and is laterrehired by the same employer within 12 months, they may reclaim the prior balance of their “leave bank”.
Employment issues in California are complex–an up-to-date employee handbook is a must! Let the experts at New Options Business guide you. Call us today!
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