2016 brings many changes to California labor laws. In addition, California employees can start the New Year knowing they have paid sick leave benefits (PSL) thanks to the Healthy Workplaces, Healthy Families Act of 2014. The Act was effective July 1, 2015, (employees could begin to accrue and take sick leave as of that date) and lays out the minimum benefits employers must provide.
The Act applies to private and public employers regardless of size. Employees who have worked for the same California employer for at least 30 days within a year are eligible. This includes full-time, part-time, temporary and per diem employees. Employees should have been informed in July, 2015, or upon hire, of the calculation method their employer will use to calculate their individual PSL benefits. Employees should see the PSL hours tracked on their paystub, or other notice, each pay period. Employees can use PSL for the diagnosis, care, or treatment of an existing health condition, or preventive care, for themselves or a “family member.” Family members include a child, parent, spouse or domestic partner, grandparent, grandchild or sibling, or it may be used for an employee who is a victim of domestic violence, sexual assault or stalking.
California’s DIR (Department of Industrial Relations) provides information designed to help residents of the state understand their rights under this new law. Establishing policies and practices in the workplace to comply with Paid Sick Leave rules can be complex. Employers are well-served to research the matter fully and consult with HR or legal professionals to ensure their compliance.
Next in our 2016 Labor Law Update series: Expanded whistleblower and anti-retaliation protections for workers.
Contact Freeland Law APC for a consultation with Michael Freeland, experienced employment lawyer serving San Diego, California.
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