- #SOME TIME LATER DEFINITION UPDATE#
- #SOME TIME LATER DEFINITION FULL#
In general terms, these provisions mean that time taken off as paid sick leave must be paid at an employee’s regular rate of pay, either for the workweek in which the paid sick leave was taken, or as determined by averaging over a 90-day period.Īn employer using a “grandfathered” (i.e., existing) paid time off policy or plan must ensure that the plan “makes available an amount of leave applicable to employees that may be used for the same purposes and under the same conditions as specified in” section 246 of the new law. (3) Paid sick time for exempt employees shall be calculated in the same manner as the employer calculates wages for other forms of paid leave time.
#SOME TIME LATER DEFINITION FULL#
(2) Paid sick time for nonexempt employees shall be calculated by dividing the employee’s total wages, not including overtime premium pay, by the employee’s total hours worked in the full pay periods of the prior 90 days of employment.
(1) Paid sick time for nonexempt employees shall be calculated in the same manner as the regular rate of pay for the workweek in which the employee uses paid sick time, whether or not the employee actually works overtime in that workweek. Under the paid sick leave law, an employer must pay an employee for time taken for paid sick leave using any of the following calculations: No, the paid sick leave law addresses only the rate of pay that must be paid for time taken off as paid sick leave it does not address or impact the rate of pay for paid time off taken for other purposes, such as vacation time or personal time. If my employer is providing paid sick days through an existing (grandfathered) paid time off policy, does the new law change the rate of pay my employer is required to pay for days that I take off under the existing paid time off policy for reasons other than a paid sick day? 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.), the employer is allowed to continue to use that existing paid time off plan in order to satisfy the paid sick leave requirements of the new law.Ģ. The statute has provisions that allow for what are commonly referred to as “grandfathered” paid time off plans. 
If my employer already had a paid time off plan that employees could use for paid sick leave before this law went into effect in 2015, was my employer required to provide additional sick days in response to the new law?
Questions about An Employer’s Use of a “Grandfathered” (Existing) Paid Time Off Plan to Provide Paid Sick Leaveġ. New Questions Concerning the Paid Sick Leave Law
#SOME TIME LATER DEFINITION UPDATE#
California Paid Sick Leave: Frequently Asked Questions UPDATE
0 kommentar(er)
