Skip to main content

New Laws for 2014: Paid Sick Leave and Paid Time Off (CA)


This is one of the bigger pieces of legislation to come along in quite some time.  California employers take note...this one will impact you!


On September 10, 2014, California's Governor signed into law AB 1522, the Healthy Workplaces, Healthy Families Act of 2014.  This law, which goes into effect July 1, 2015, requires California employers to provide workers paid sick leave.  With a few exceptions, the law covers employees who work at least 30 days within a year of starting their employment.

A few important parts of the law to note:

  • Employees will accrue paid sick leave at a rate of at least one hour for every 30 hours worked.
  • Employees may use accrued paid sick leave for personal illness, a family member's health condition, or leave related to domestic violence, sexual assault, or stalking.
  • Accrued sick days carry over to the following year of employment, but an employer may limit an employee's use of paid sick days to 24 hours or three days per calender year. 
  • Employers are not required to pay out unused accrued sick leave upon an employer's termination.

One thing to keep in mind is that employers who already provide paid sick leave or paid time off are not required to provide additional days of paid sick leave under the new law.  However, employers should ensure that the leave policy currently in place provides at least as much paid sick leave as provided for under the new law.  

California employers, you are on the clock.  By next July, you must ensure that paid sick leave or paid time off is provided for in accordance with the new law or that current paid sick leave or paid time off policies already in place follow the new requirements. 

Comments

Post a Comment

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum,...
Post a Comment
Read more

San Diego Rolls Back Vaccine Mandate For City Workers

Last Tuesday, the San Diego City Council voted to do away with the vaccine mandate for city employees. The city’s vaccine mandate that was in place required city workers to get the coronavirus vaccine or risk termination.  Perhaps to this surprise of no one, the city’s policy came under fire with 14 employees being terminated and over 100 other employees resigning.  With the coronavirus subsiding, including in Southern California, the San Diego City Council took action. Now, bear in mind, the repeal of the vaccine mandate does not take place immediately. With that being said, the mandate will be repealed March 8th.  I suppose the question now is, what other cities or regions follow San Diego’s lead? For additional information:   https://www.sandiegouniontribune.com/news/politics/story/2023-01-24/san-diego-repeals-controversial-covid-19-vaccine-mandate-citing-drop-in-cases-hospitalizations
Post a Comment
Read more

NLRB: Former Employee Cannot Be Barred From Work Premises After Filing Wage Suit

MEI-GSR Holdings, LLC - NLRB Facts :  MEI-GSR Holdings, LLC d/b/a Grand Sierra Resort & Casino ("GSR") operated a facility that included a hotel, casino, restaurant, clubs, bars, and a pool which were all open to the general public.  Tiffany Sargent ("Sargent") was briefly employed by GSR as a "beverage supervisor" in December of 2012.  After her employment ended, Sargent continued to socialize at one of the clubs.  GSR had a long standing practice of allowing former employees to patronize its facility and did not prohibit Sargent from doing so.  In June of 2013, Sargent and another employee filed a class and collective action against GSR for alleged unpaid wages, in violation of the Fair Labor Standards Act and Nevada law.  In July of 2014, GSR denied Sargent access to an event at one of the clubs.  GSR followed up with a letter and stated that with the on-going litigation (from the wage suit), it decided to bar Sargent from the premises. ...
1 comment
Read more