AB 1522 requires California employers to pay up to three days sick pay per year effective July 1, 2015. Sick leave may be used for diagnosis, treatment, or preventative care for an employee or that employee’s family members. Family members include parents-in-law, grandparents, grandchildren, and siblings. Sick leave may also be used for victims of domestic violence, sexual assault or stalking.
Unused hours must carry over year to year with a permissible cap of 48 hours or six days. However, if employees are given the total amount of sick days that may be used at the beginning of the year, no accrual or carryover is required. Employers are not required to pay employees for accrued unused sick pay at the time of separation from employment.
Employers must provide employees with an itemized statement setting forth available sick leave on the employee’s itemized wage statement or separate form each payday. Employers must also display a poster informing employees of their rights in a conspicuous location.
Source for Employment notes: New California Employment Laws for 2015 by: Laura K. Sitar, Shareholder at Wroten & Associates