There's been changes made to the new statewide paid sick law. As you know, effective July 1, 2015, California's new mandatory paid sick leave law requires virtually all employers to provide workers a minimum of three days of paid sick leave each year. After the rollout of the new law, just two weeks later on July 13, 2015, in an attempt to treat some critical areas of concern and clarify others, amendments were approved. In the amendments you will find clarification regarding which workers are covered, how the paid time off is accrued/calculated, and protections for employers that already provide paid sick leave. Key highlights of the changes are presented below that you may find useful:
Amendments Effective as of July 13, 2015
Accrual of Leave
The amendments provide that an employer may use a different accrual method (other than providing one hour per every 30 hours worked) provided that the accrual is on a regular basis so that an employee has at least 24 hours of accrued sick leave or paid time off by the 120th calendar day of employment or each calendar year (or in each 12-month period).
An employer may satisfy the accrual requirements by providing at least 24 hours (or 3 days) of paid sick leave that is available to the employee to use by the completion of his or her 120th calendar day of employment.
Calculation of Leave
Under the amendments, an employer must calculate paid sick leave using any of the following calculations:
Paid sick time for exempt employees must be calculated in the same manner as the employer calculates wages for other forms of paid leave time.
Employers' Existing Paid Time Off (PTO) or Sick Leave Policies
Affected employers may review the text of the amendments for additional changes. A Bill Analysis is also available.
Let all your employees know about the new paid sick leave law and stay in compliance by displaying this poster where employees can easily read it.