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Understanding your rights under the Paid Sick Leave Law

It is well known that a healthy workforce is a productive workforce, which is why you may have no issue with sick employees choosing to not come in to work in Los Angeles. Yet the issue of paying employees while they are out on sick leave can often be a tricky one. An amendment to the Healthy Workplace Healthy Family Act of 2014 made it mandatory for employers in California like yourself to offer paid time off to sick employees (or those caring for sick family members). Yet based off feedback we here at Sacks and Zolonz, LLP have received from clients, there is still much confusion surrounding this new “Paid Sick Leave Law”.

According to the Department of Industrial Relations for the state of California, the paid sick leave law requires that all employees be given one hour of paid leave for every 30 hours worked. This includes part-time and temporary or seasonal employees. That means that an employee can potentially accrue over nine days of paid sick leave each calendar year if he or she works a traditional 40-hour work week.

Employees may think that the law requires you to give them this exact amount of paid leave, yet in fact, it does not. You are allowed to either offer the total amount an employee can use in one year (24 hours or three days) in a lump-sum dispersal, or let him or her to accrue leave days per the actual days worked. If you choose the accrual method, you can cap that off at 48 hours or six days. You must, however, put this limitation in writing and provide it to your employees to review.    

More information on protecting your business from lost work hours can be found here on our site. 

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