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).
UPDATE: California’s 2021 COVID-19 supplemental paid sick leave law (Senate Bill 95) expired on September 30, 2021. Governor Newsom has indicated there are no plans to extend the law or otherwise mandate California supplemental paid sick leave beyond the end of September 2021. However, some cities and counties enacted their own supplemental paid sick leave measures that have expiration dates extending beyond September 2021. Employers with employees in those cities and counties should be aware of their ongoing obligations to ensure compliance.
On March 19, 2021, Governor Gavin Newsom signed California Senate Bill 95 (SB 95) (creates new California Labor Code ...

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