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Serving the SF Bay Area, Alameda, Oakland, San Leandro

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California Sick Leave

 

Accrual

All employees will earn one hour of paid sick leave for every 30 hours worked and it will accrue on a pay period basis. Exempt employees will be presumed to work 40 hours per week unless they are regularly scheduled to work fewer hours, in which case accrual will be based on their actual schedule.

Employees are eligible to use accrued sick leave on the 90th day of employment. When sick leave is used, it will be paid at the employee’s regular rate of pay. Sick leave may be used in increments of two hours or more.

The Company limits the use of paid sick leave to a maximum of 24 hours per year. Sick leave accrual is capped at 48 hours; when that point is reached the employee will cease to accrue additional time. Employees may carry over accrued sick leave into a new year.

Sick leave may be used for diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member, or by an employee who is a victim of domestic violence, sexual assault, or stalking.

Unused sick leave will not be compensated for at the end of employment. Employees rehired within one year of separation will have their previously accrued sick leave restored.

If the need for sick leave is foreseeable, employees must provide advance notice. If the need for sick leave is unforeseeable, the employee must provide notice as soon as practicable.

 

Lump Sum

All employees will receive 24 hours or three standard work days (whichever is greater) of paid sick leave upon hire, and will be eligible to begin using sick leave on their 90th day of employment. An additional 24 hours or three days of paid sick leave will be provided each year.

When sick leave is used, it will be paid at the employee’s regular rate of pay. Sick leave may be used in increments of two hours or more.

Unused sick leave will be forfeit at the end of each year. Unused sick leave will not be compensated for at the end of employment. Employees rehired within one year of separation will have their previously accrued sick leave restored.

Sick leave may be used for diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member, or by an employee who is a victim of domestic violence, sexual assault, or stalking.

If the need for sick leave is foreseeable, employees must provide advance notice. If the need for sick leave is unforeseeable, the employee must provide notice as soon as practicable.