California Sick Leave laws & HR compliance analysis

California Sick Leave: What you need to know

California employers, both public and private, are required to provide paid sick leave to their employees, unless exempted by law.
See the section on Paid Sick Leave, below, for details.
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Kin care requirement. Any employer that offers sick leave must also allow employees to use part of their accrued and available sick leave time in a calendar year to take care of a sick child, parent, spouse, domestic partner, or child of a domestic partner.
Each year, employees are entitled to use the amount of sick leave they would earn in 6 months for this purpose.
This law does not extend the maximum period of leave to which the employee is entitled under the California Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA) (CA Lab. Code Sec. 233).
Employers that have absence control policies that count sick leave taken for this purpose as an absence that may lead to or result in disciplinary action are in violation of the law (CA Lab. Code Sec. 233, Sec. 234).
California Senate Bill (SB) 114 is California’s most recent response to the COVID-19 pandemic’s continuing impact on California employees. SB 114 provides for COVID-19 supplemental paid sick leave (SPSL), filling what otherwise would be a coverage gap, given the September 30, 2021, expiration of the SPSL provisions of California Senate Bill 95. Approved by the governor on February 9, 2022 2021, SB 114 takes effect immediately. The requirement to provide SPSL applies retroactively to January 1, 2022, and sunsets on September 30, 2022.
Employers are not obligated to provide COVID-19 SPSL under SB 114 until 10 days after the governor’s signature, or February 19, 2022.
Existing law, ...

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