The paid sick leave law requires that your accrued and unused sick leave be restored to you if you return to the same employer within 12 months from the previous separation. See California’s Itemized Pay Stub Requirements (March, 2016). An employer must provide employees in writing the amount of sick leave, or qualifying paid leave alternative, they have available. According to that website, California only requires the pay stub to show the sick leave available. Check out Arizona’s state website for more information on mandatory paid sick leave law. California Labor Code Section 226(a) requires employers to include nine specific items on pay stubs, and the Healthy Workplace Healthy Family Act added paid-sick-leave accruals to the list. What if I work an alternative work schedule of four 10-hour days and I take paid sick leave. Employees, including part-time and temporary employees, earn at least one hour of paid leave for every 30 hours worked. meets the accrual, carry over, and use requirements of California’s sick leave law . Note: There are some exceptions for active firefighters. Basically, in very general terms, and as described in more detail in additional FAQs below, if at the time the law went into effect in 2015, an employer already had an existing paid leave policy or paid time off plan, and if that existing policy or plan made an amount of paid leave available that could be used for at least as many paid sick days as required under the new law, and that could be used under the same conditions as specified in the new law, or that had conditions more favorable to employees, (i.e., that provided more sick days than created under the new law, or that had a more favorable accrual rate, etc. Although the notice requirements of Labor Code section 2810.5 do not apply to employees who are exempt from the payment of overtime, employees who are exempt from the payment of overtime are covered by this new paid sick leave law. The law also has a “grandfather” clause, which allows employers with paid sick leave policies or paid time off policies that were in existence prior to January 1, 2015, to maintain those policies and be deemed in compliance as long as they meet the following requirements: Sick leave or annual leave provided to governmental employees pursuant to either certain Government Code provisions or a memorandum of understanding meet the accrual requirements. (Elevator, Ride & Tramway, Pressure Vessel). Employers must show how many days of sick leave you have available on your pay stub, or on a document issued the same day as your paycheck. The maximum is $511 a day and $5,110 total. (ii) The state minimum wage. in California. The law also allows an employer to limit an employee’s total accrued paid sick leave to no more than 48 hours or six days. He is also adept at providing creative and practical legal advice to help minimize the risks inherent in employing workers in California. The statute has provisions that allow for what are commonly referred to as “grandfathered” paid time off plans. Therefore, whoever is the employer or joint employer is required to provide paid sick leave to qualifying employees. The law states that an employer is not required to have an accrual or carryover policy for paid sick leave if the “full amount of leave” is provided to employees at the beginning of each year of employment, calendar year or 12-month period. The use of paid sick leave may be limited to 3 days or 24 hours per year. (iii) The local minimum wage to which the employee is entitled. However, it incorporates certain provisions of the existing CA sick leave law, including its pay stub requirement (Labor Code 246(i)). An accrual policy is one where employees earn sick leave over time, with the accrued time carrying over in each year of employment. 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