Starting July 1, 2016, employees within Los Angeles will be entitled to accrue 48 hours of paid sick leave each year. This is double the annual amount under CA state law (24 hours/3 days).
- Employers with 25 or fewer employees must implement this by July 1, 2017
- Employers with 26 or more employees must implement this by July 1, 2016
Accrual
Employers have the choice of either:
1) Front loading the 48 hours at the beginning of each employment year, calendar year, or a 12-month period—also known as a lump grant.
2) Having the sick leave accrue at the rate of one hour of sick leave per every 30 hours worked.
Los Angeles employers do not have to pay out unused sick days upon the employee’s termination. However, if an employee leaves and then is rehired within one year, then any previous unused and accrued sick time must be reinstated.
“Family” Defined
Employees may take paid sick leave to care for themselves or a family member. The definition of family under the new ordinance expansive and includes: children, siblings, spouses, registered domestic partners, parents, grandparents and grandchildren. It also encompasses “any individual related by blood or affinity whose close relationship with the employee is the equivalent of a family relationship.”
If you have any questions about your obligations as an employer, please contact us at info@mitzelgroup.com or reach out to your Mitzel Group, LLP attorney directly.
