Effective July 11, 2016, San Diego City Employers are required to grant employees 5 days (40 hours) of paid sick leave per year. Other items to note:
- Accruals of sick pay must carry over into the next year/li>
- USE of accrued sick pay may be limited to 40 hours per year
- Sick time will not be paid out when the employment relationship ends, however….
- Employers should have a separate Vacation and Sick plan. If PTO is lumped, employers cannot cap accrual and would have to pay out all time when the employment relationship ends (termination)
- Sick pay can be taken in a minimum of two-hour increments
- Accrued sick pay must be reinstated if the employee is rehired within six months of separation
- Accrued sick pay must be reinstated if the employee is rehired within six months of separation
- Employers are also required to post an annual notice published by the City of San Diego regarding sick leave and minimum wage rights. Employers must also provide each employee at the time of hire or the effective date of the law (whichever is later) a written notice including the employer’s name, address, and telephone number and the employer’s requirements under the law. Translation is required into languages spoken by at least five percent of the employees at a job site.
- Most important. Your sick pay policy must reflect this change and be 100% compliant… today! Employers who do not comply can be fined up to $1,000 per violation
San Diego Human Resources Consulting can draft a policy and update your handbook so you are in compliance. Contact us today!
