Organizations must distribute the paid leave policy, the availability of paid sick leave and any restrictions imposed by the employer on the use of paid sick leave, as permitted by law, and pass them on to workers. However, the new Paid Sick Leave Act does not address how employers must compensate workers for existing paid leave for purposes other than paid sick leave. For example, time taken as leave or personal leave, etc. (Labour Code Note, Section 227.3, on the conditions for payment of the free movement of persons in the event of termination of employment). In practice, this means that an employer can compensate workers at a “basic rate” of pay under an existing paid leisure program for vacation or personal leave during employment, while paid sick leave time must be paid at a higher regular wage (for the work week or by an average of 90 days), as noted above. Employers` sick leave and visitation guidelines are required to use a 90-day backfed in these situations. The sick pay is calculated by deifying the worker`s total salary, excluding overtime pay, by the total duration of the worker`s work during the full working periods of the previous 90 working days. If you work less than 30 calendar days in the year for the same employer in California, you are not entitled to paid sick leave under this new law. State law, which provides for paid sick leave, sets minimum standards for paid sick leave. Employers can apply their existing policies as long as the policy complies with the minimum requirements of the law. The revised “Communication to Workers” form contains a contribution box to inform a worker of the existence of paid leave or the paid sick leave policy of an employer that meets or exceeds the requirements of the new law. 6. If the employer has a PTO directive and a worker separates and is reinstated within 12 months, how will the reinstatement of sick leave be managed? After 1 January 2015, employers will be required to provide most employees with an individual communication to the employee (compulsory in accordance with section 2810.5 of the Labour Code) containing information on paid sick leave.
A revised “employee communication” form to reflect the new Sick Leave Act at the Labour Office is to be used for employees recruited after January 1, 2015. For workers hired before January 1, 2015, the employer is required to provide the worker with a revised notification or to inform each worker of the information relating to paid sick leave, using one of the alternative methods listed in section 2810.b) of the Labour Code. However, if a worker does not have paid sick leave run or available (for example. B if the worker has already taken over all of his accumulated and available paid sick leave in accordance with employer policy, the Paid Sick Leave Act does not prohibit the employer from granting the worker a “deposit” for such an absence, even if the worker was actually ill and/or could have taken sick leave in the event of absence.