Our Specialists provide you with thoroughly researched information tailored to your specific needs. We search through hundreds of insurance carriers and benefit options to link you with the best plans to consider.

1. CALIFORNIA MANDATES
PAID SICK LEAVE FOR
EMPLOYEES
Effective July 1st 2015

2. DID YOU KNOW?..
California is only the second state in the nation to mandate paid sick
leave.
California will expand sick leave benefits to an estimated 6.5
million workers.

3. RULES AND REGULATIONS
On September 10th, California Governor Jerry Brown signed into law the Healthy
Workplaces, Healthy Families Act of 2014.
Beginning July 1st 2015 all employees will have the right to 24 hours (or three
workdays) of paid sick leave per year.
This new law effects all small and large employers that hire part-time, temporary,
and full time employees.
If an employer currently offers paid leave or paid time off and it meets the Act’s
requirements, the employers are not required to provide any additional paid sick
leave. The employer’s policy must provide equivalent paid time off that can be
used in the same way as the new mandated Act.

4. ELIGIBILITY REQUIREMENTS
All employees qualify for paid sick leave if they meet all 3 qualifications.
 Work for employer on or after January 1st 2015
 Must work a minimum 30 days in a calendar year
 Satisfy a 90 day waiting period
Once all these qualifications have been met, the employee will have access to
their 24 hour (or three workdays) starting on their 90th day of employment.

5. ACCRUAL AND CARRY-OVER OF SICK LEAVE
An employer is not required to allow employees to accrue more than a total of 48
hours (or six workdays) of paid sick leave. While employees are allowed to
carry-over accrued sick days from year to year, employers may limit an
employees use of paid sick days to the mandatory 24 hours (or three workdays)
per year.

6. TERMINATION AND REHIRING
If an employee is terminated, resigns, retires or otherwise separates from the
company, employers are not required to compensate employees for unused paid
sick days under the Act.
If an employee separates from the company and is then rehired by the same
employer within one year, the employer must reinstate the employee’s previously
accrued and unused paid sick days and are not subjected to an additional 90 day
probationary period.

7. ENFORCEMENT AND PENALTIES
The Commissioner enforces the Act’s provisions. If the Commissioner determines an employer
has violated the Act, the following penalties may be enforced.
 Reinstatement of a discharged employee
 Back pay
 Payment of withheld sick days
 Administrative penalties ranging from $50- $4,000.
In addition, the Commissioner and the California Attorney General may bring civil lawsuits in
order to recover specified penalties, attorney’s fees, costs and interest against employers who
violate the Act.

8. QUESTIONS
Any additional questions or concerns please don’t hesitate
to contact our office or visit your Mywave Portal for
additional information.
www.struckinsurance.com