This is from the law firm of
Ogletree Deakins:
Key Takeaways for California Employers
... This new legislation brings necessary improvement to California’s paid sick leave law. The new legislation clarifies several of the ambiguous provisions in the original law and also provides more meaningful and practical options to employers, particularly with respect to allowing different accrual methods than the original 1 hour for every 30 hours worked and providing options as to how to calculate the rate of pay for sick leave that is taken.
The new legislation does not go far enough, however, in clarifying several other significant requirements of the law, including whether the 30-day work requirement for eligibility applies to 30 actual work days or a 30-day period of calendar days. The language of the law strongly indicates that the requirement is referring to actual work days, which makes sense since employees in many industries work for several employers during a year, and these workers may not accrue 30 work days with one employer for several months. However, the California Labor Commissioner, without citing any legal or legislative basis for the interpretation, has informally suggested that the 30-day requirement should to be interpreted as calendar days. ...
Full
post linked here.
