How to comply with California's new paid sick leave.

Is there a way to comply with California’s new paid sick leave without violating this new law? Yes. (I probably would not ask the question if the answer was going to be no.)

One of the drawbacks (bad things for employers) with this new law is that the employer has to keep track of the hours worked by the employee and have the amount of accrued paid sick leave put on the paystub or some other writing to the employee. This can be too time consuming and confusing depending on a variety of things, such as the number of employees you have and when the employees started working for your company. For example, the more employees you have means more keeping track of hours worked and sick leave earned. And, when an employee started working for you affects the 90 day work requirement before paid sick leave can be earned.

The new law, however, does give an employer a chance to avoid these headaches in at least one way: by the employer offering paid sick leave (3 days or 24 hours) each year without the employee having to earn it every 30 hours as the new law requires. This way, the employer can be able to avoid having to keep track each pay period for sick leave earned and having to give the employee notice each pay period of how much paid sick leave has been earned because in theory in the employer has already complied with the new law and ensures its employees they have 3 days or 24 hours of paid sick leave available to them.

If you, as the employer, would like more information or assistance with putting together a policy to suit this new law, contact Attorney Angelo Campano at Campano Law Group at 661-945-5300 or by email: acampano@campanolaw.com.