California’s paid sick leave program is a beacon of worker protection, ensuring that employees across the state have access to essential benefits. Enacted to safeguard the well-being of California’s workforce, this initiative provides employees with the comfort of knowing they can take time off when illness strikes, or their family needs care, without sacrificing their income.
So, whether it’s a flu bug, a family emergency, or a preventive health check, California’s paid sick leave ensures that no one has to choose between their well-being and their livelihood. Here are the different types of paid sick leave in California:
Paid sick leave (PSL)
California’s Paid Sick Leave (PSL) law, a steadfast provision, guarantees that most workers receive a minimum of 24 hours or three days of paid sick leave each year. This comprehensive coverage extends to full-time, part-time, and temporary employees who meet the following criteria:
- 30 Days of Employment: Individuals must have worked for the same employer for at least 30 days within a calendar year in California.
- 90-Day Employment Period: There’s an additional prerequisite of completing a 90-day employment period before utilizing any accrued paid sick leave.
The versatility of PSL empowers employees to utilize it for various purposes:
- Personal Well-being: It can be used to recover from physical or mental illness or injury.
- Medical Care: Employees can take paid sick leave to seek medical diagnosis, treatment, or preventative care.
- Family Care: Another key aspect allows employees to use PSL for caring for a family member who is unwell or requires medical attention or preventative care.
Employers also have some flexibility in implementing PSL policies. They can choose to provide additional PSL hours or days beyond the statutory minimum. Furthermore, employers can decide between two primary approaches:
- Lump Sum: All PSL hours can be provided at once.
- Accrual Plan: Alternatively, employers can opt for an accrual plan where employees earn at least one hour of paid sick leave for every 30 hours of work.
This robust legislation ensures that Californian workers have the support they need to address health concerns and attend to their loved ones without fearing financial repercussions. It exemplifies California’s commitment to worker welfare and serves as a model for fair employment practices nationwide.
Read also: California state minimum wage: What you need to know
Supplemental paid sick leave for COVID-19 (SPSL)
Supplemental Paid Sick Leave for COVID-19, introduced as a new law in 2021, mandated that employers offer extra paid time off for specific COVID-19-related situations. A similar SPSL law was in effect for 2022 and remained so until December 31, 2022. These measures aimed to provide crucial support to employees facing pandemic-related challenges and underscored California’s commitment to safeguarding worker well-being during these unprecedented times.
Other paid leave options
Vacation pay: In California, there is no legal mandate for employers to offer either paid or unpaid vacation time. However, if an employer opts to create a paid vacation agreement, it will face specific restrictions in terms of providing vacation pay, ensuring employees receive fair compensation for their accrued vacation time as outlined in the agreement
Workers compensation: Employers with at least one employee are required to maintain a valid workers’ compensation insurance policy. This policy is in place to provide benefits for workers who sustain work-related injuries or illnesses, facilitating their recovery and ensuring they receive the necessary support.
Read also:
Washington state sick leave policy: Important information
Washington minimum wage in 2024: What you need to know
Source: DIR