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).
On September 9, 2020, California Governor Gavin Newsom signed Assembly Bill 1867 (AB 1867), which extends paid sick day protections to California's workforce.
The law, which was immediately effective, builds on action that expanded paid sick days to employees in the food sector at the beginning of the COVID-19 pandemic. The new law means employees who have been exposed to or test positive for COVID-19 will have access to paid sick days for the rest of the 2020 calendar year.
AB 1867 also closes the gaps in paid sick days provided in federal law and Newsom's Executive Order N-51-20 (https://www.dir.ca.gov/dlse/FAQ-for-PSL.html#:~:text=The Executive Order N 51,to the COVID 19 pandemic

Read more about Sick Leave