CALIFORNIA’S
SICK PAY OBLIGATIONS
THE HEALTHY WORKPLACES, HEALTHY FAMILIES ACT

Third Edition
- New 2016 -

By Richard J. Simmons, Attorney With Sheppard, Mullin, Richter & Hampton, LLP, L.A.

Over 110 Pages


     In his new publication, Attorney Richard J. Simmons of the law firm of Sheppard, Mullin, Richter & Hampton LLP reviews the new obligations imposed on employers under California’s new sick pay law and the 2016 version of the Kin-Care Law. The legislation requires virtually all California employers to comply with a series of new obligations. These obligations include the provision of paid sick leave to employees who meet simple eligibility rules and allow the accrual of paid sick leave at minimum rates set by the Legislature. The law applies to full-time, part-time, temporary and seasonal employees. Employers must also include additional information in their Wage Theft Prevention Act notices and comply with new posting, record-keeping and reporting rules that will affect information listed on pay stubs.
     The new publication provides a sample sick pay policy and addresses the following subjects:
  • EMPLOYER COVERAGE
  • ELIGIBILITY RULES
  • EXEMPTIONS
  • SICK PAY ACCRUAL RATES
  • EFFECT ON EXISTING SICK
       PAY AND PAID TIME OFF
       POLICIES
  • SICK PAY CAPS
  • USE OF PAID SICK LEAVE
  • MINIMUM INCREMENTS
  • RULES AGAINST
       RETALIATION
  • USEFUL APPENDICES
  • SAMPLE SICK PAY POLICY
  • OBLIGATIONS TO EMPLOYEES
       WHO QUIT OR ARE FIRED
  • EFFECT OF REHIRE
  • ADVANCES OF SICK PAY
  • WHEN SICK LEAVE MUST BE
       PAID
  • NOTIFICATION OBLIGATIONS
  • PURPOSE OF PAID LEAVE
  • QUALIFIED FAMILY MEMBERS
  • ENFORCEMENT PROVISIONS
  • POSTING OBLIGATIONS
  • KIN-CARE CHANGES FOR 2016
  • COVERS NEW LAW AND AMENDMENTS
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