Some provisions that did not become law in January, become law JULY 1st.
The July 1st provisions pertain to posted notices and information on or accompanied with paycheck stubs.
The highlights are as follows:
Almost all employees fall under the provisions. Employees covered by collective bargaining agreements that offer equal or better sick leave do not.
Employers need to front load leave or allow for leave accrual. There are pros and cons to either approach. Once an employer makes a decision as to how to proceed, she should follow the California Department of Industrial Relations (DIR) guidelines in order to comply with the law.
Here is a brief list of some compliance measures from Time- Standard Business:
- Display a poster on paid sick leave where employees can read it easily. Document your policy and share with staff.
- Provide written notice to individual employee at the time of hire with paid sick leave information.
- Either provide for accrual of one hour of sick leave for 30 hours of work for each eligible employee to use or grant three days on July 1, 2015 and then on Jan. 1 after that.
- Allow eligible employees to use accrued paid sick leave upon request or notification.
- Show how many hours of sick leave an employee has available. This must be on a pay stub or a document issued the same day as a paycheck.
- Keep records showing how many hours have been earned and used for three years.