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What employers should know about the new sick leave act

October and November are prime months for hiring temporary employees for the holiday season. While these hirings will likely boost job numbers, there will be a considerable number of new employees who take permanent positions.

Whether these will be hourly or salaried, one thing is for certain; there will be times when employees will need to take time off. During the school year, it will likely be to care for sick children, or to recover from illnesses that their kids bring home.

As such, employers must be cognizant of the laws regarding time off for sick leave. This is especially important given that California passed a new paid sick leave law this year.

Indeed, there is guidance on how employers should apply the law, but it may be easier to focus on ensuring that employees begin with at least 24 hours of paid sick leave and that employers implement plans that allow workers to accrue at least one hour of paid time off for every 30 hours worked. This will ostensibly allow the minimum required paid sick leave to be acquired.

Indeed, the new law is likely to garner questions from many employers, especially those who employ workers who are salaried or earn other forms of compensation, such as tips and benefits. Also, there may be questions surrounding whether an employer may use a pro-rated system to calculate the amount of sick leave allowed if an employee begins work near the end of a calendar month or year. Because of this, consulting with an experienced employment law attorney is an essential step in complying with the new law. 

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