The new “Healthy Workplaces, Healthy Families Act of 2014” (AB 1522), California Labor Code Section 245 et seq., requires that all employees – full-time, part-time, temporary and seasonal – who have worked for 30 or more days within a year from the beginning of employment, must be given paid sick leave.
Employees who are providers of in-home support services, and employees of air carriers are excluded from the new law. Also excluded are employees who are covered by a collective bargaining agreement that expressly provide for wages, paid sick leave, or hours.
The Healthy Workplaces, Healthy Families Act may have been passed with good intentions, but the Act’s complex and seemingly contradictory accrual, carryover and use requirements and broad scope of permitted use has left many employers feeling ill as they prepare for compliance before the July 1, 2015 effective date.
The paid sick leave accrues at the rate of one hour of paid leave for every 30 hours worked. Thus, a full-time employee working 2,080 hours per year can accrue up to 69.3 hours, or 8.67 days, of paid sick leave. However, under the new law, employers can limit an employee’s use of paid sick days to 3 days or 24 hours in each year of employment. And, while the law requires accrued paid sick days to carry over to the following year of employment, an employer has no obligation to allow an employee’s total accrual of paid sick leave to exceed 6 days or 48 hours.
Fortunately, there appears to be a simple solution for employers wishing to avoid the accrual and carryover requirements. An employer can provide employees with 3 paid sick days (24 paid sick hours assuming eight-hour work days) at the beginning of each calendar year, anniversary date of employment or twelve-month basis.
The new paid sick leave law allows employees to use paid sick days for broad purposes, beyond that employee’s medical care. An employee can take paid sick days for the diagnosis, care or treatment of an existing health condition or preventive care of the employee or a family member. In addition, an employee who is a victim of domestic violence, sexual assault or stalking can use paid sick days for specified purposes, including to obtain a restraining order or to obtain services from a domestic violence program.
An employee can take paid sick days either upon oral or written request. The law provides that if the need for paid sick leave is foreseeable, the employee shall provide reasonable advance notification. If the need for paid sick leave is unforeseeable, the employee shall provide notice of the need for the leave as soon as practicable.
California employers will need to take specific action before July 1, 2015 to ensure that they will be fully compliant with the Act on July 1, 2015.
Employers must provide written notice of the new law to all employees. The California Department of Industrial Relations, Division of Labor Standards Enforcement provides electronic copies of the mandatory workplace postings for employer use on its website.
Employers are also required to provide employees with written notice that sets forth the amount of paid sick leave available, for use on either the employees’ itemized wage statement or in a separate writing provided on the designated pay date with the employees’ payment of wages.
Finally, the Act requires employers to keep for at least three years records documenting the hours worked and paid sick days accrued and used by an employee, and allow the Labor Commissioner to access these records.
Conkle, Kremer & Engel attorneys provide employers with practical guidance and legal expertise to ensure compliance with ever-changing labor laws, including wage and hour issues and successful development and implementation of a sick leave policy that complies with the Healthy Workplaces, Healthy Families Act of 2014.