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As covered in Mandatory Paid Sick Leave for California Employees, AB 1522 requires each California employer, regardless of size (and except for those with collective bargaining agreements and other very limited exemptions), to provide paid sick leave benefits to any temporary, part-time and full-time employee once he or she has worked for that company in California for 90 or more days.
The California Labor Commissioner’s office recently published its anticipated set of frequently-asked questions (“FAQs”) (and answers) on employer AB 1522 obligations. Among other aspects of the law, the material addresses:
● eligibility for paid sick leave;
● how qualifying employees accrue and take paid sick leave;
● whether employer policies can provide more paid sick leave than the law requires;
● for what purposes an employee can take paid sick leave;
● how to pay and track earned and taken sick leave; and
● what other related information companies must provide to their employees.
For additional assistance understanding and implementing AB 1522, please contact one of our attorneys Tim Bowles, Cindy Bamforth or Helena Kobrin.
Cindy Bamforth, December 24, 2014
If you are an employer facing possible litigation, or have an employee issue on which you need immediate guidance, call us to set up a consultation, or submit your message.
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