There is a lot to understand about the Sick Leave Law that began to take effect on July 1st, 2015. If you are an employee in California we thought it would good to provide a few refreshers on some of the common questions pertaining to sick leave.
How do you qualify for paid sick leave?
An employee qualifies for paid sick leave by working for an employer on or after January 1, 2015, for at least 30 days within a year in California and by satisfying a 90 day employment period (which works like a probationary period) before an employee can actually take any sick leave.
Does paid sick leave apply to all employees who work in California?
An employee who works at least 30 days within a year in California, including part-time, per diem, and temporary employees, are covered by this new law with some specific exceptions.
What is the “up-front” (or advance) method for providing paid sick leave?
An employer must have a paid leave policy that satisfies the same purposes required by the new law and must provide no less than 24 hours or three days of paid sick leave for an employee to use each year. Therefore, the full amount of accrued leave must be available to the employee at the beginning of the 12 month period. For initial hires, however, the employee must still meet the 90 day employment requirement prior to taking any paid sick leave.
How much will I get paid for sick leave?
You must be paid at your regular hourly rate. If your pay fluctuates – for example, if you get a commission or piece rate – your employer will divide your total compensation for the previous 90 days by the number of hours worked and pay you that rate.
These are just a few of the common questions asked about paid sick leave. If you have more questions check out the below link.
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“Frequently Asked Questions.” Assistance for Employees and Employers: Answering Your Questions. N.p., n.d. Web. 08 Oct. 2015.