What You Need to Know About California’s New Paid Sick Leave Law


In 2014, California passed a new law making it the second state in the nation, after Connecticut, to require that companies provide paid sick leave to employees. But California’s law goes a little further than the Connecticut law because it requires every employer to offer paid sick leave, regardless of size. The Connecticut law only applies to employers with 50 or more workers.

There are a number of requirements in the law. They cover the following areas:

1. Eligibility

An employee becomes eligible for paid sick leave under the law if he or she has worked at least 30 days at a company. The employee can begin taking their accrued sick leave after working 90 days. Some types of workers, however, are not eligible for sick leave under the law. They include certain employees covered by collective bargaining agreements, certain people employed by air carriers, and employees of the California In-Home Supportive Services Program.

2. Accrual

Employees will accumulate one hour of paid sick leave for every 30 hours that they work. Paid sick leave will carry over from year to year, but the amount of leave can be limited to a total of 48 hours, or six days.

3. Use of sick leave

Employers can limit the use of paid sick leave by an employee to 24 hours, or three days, per year.

4. All at once option

To avoid administrative logjams which may arise as part of the accrual and carryover requirements, employers can make three days of paid sick leave available to each employee at the beginning of each year.

5. Reasons for sick leave

The law allows employees to take paid sick leave for their own health problems or for health problems of a family member. This includes preventive treatment. A family member under the law is defined as a spouse, domestic partner, parent, child, in-law, grandparent, grandchild, or sibling. Employees can also take sick leave if they are victims of domestic violence, sexual assault, or stalking.

6. Payout

When an employee leaves a company, employers are not required to pay out accrued sick leave.

7. Recordkeeping

The amount of sick leave available to an employee must be printed on each pay stub, and employers must keep records of how much sick leave employees have accumulated and used for three years.

If your company is looking for reliable, professional employees in the Inland Empire, Arrow Staffing can find the people to meet your needs. As one of the premier staffing agencies in the Inland Empire, Arrow provides top-flight service. Give Arrow a call today.

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