For additional information about the changes for California’s paid sick leave signed into law on July 13, 2015, click here.
Governor signs bill to amend California’s paid sick leave law 13 days after employees begin accruing paid sick leave.
Are you tired of employm
ent lawyers’ obnoxious headlines asking if you are sick over California’s paid sick leave law yet? I’ll spare you the play on words and get to some of the major amendments to California’s paid sick leave law, which took effect immediately upon the Governor’s signature of AB 304 on July
Presentation: General rules to comply with California’s paid sick leave law
I’ll be posting some short clips of a recent presentation I conducted on complying with California’s paid sick leave law. In this first video, I discuss some general rules California employers need to consider to comply with the July 1, 2015 deadline to offer paid sick leave to employees. Topics include:
- how to calculate pay
Paid sick leave: Are you ready for the July 1, 2015 deadline?
This Friday’s Five article is busting its own rule with
a list of ten rules (it is California, and I should have realized the limitations of lists of five). While there are many aspects of the new law that I cannot cover in a short article like this, here is a general checklist of ten
Paid sick leave compliance by July 1, 2015: steps to consider now
If they have not already done so, employers need to start planning and putting a plan into action in order to ensure full 
compliance by the July 1, 2015 compliance deadline set by California’s Healthy Workplaces, Healthy Families Act. As I’ve set forth before, many deadlines for the Healthy Workplace Healthy Family Act have already
California’s paid sick leave: How to calculate pay for part-time employees, alternative work schedules and employees who receive fluctuating pay
As the July 1 deadline for employees to begin accruing paid sick leave, employers are wrestling with some of the ambiguities
created by the law. The legislation left many unanswered questions for employers to grapple with. Some of the more common questions employers have had deal with how to calculate the accrual rate for part-time
California’s paid sick leave law: Five deadlines every employer must know
While July 1, 2015 is the primary date making most headlines for the new sick leave requirement in California, and is when in fact employees begin to accrue and will be eligible to take paid sick leave, there are many other deadlines employers should keep in mind:
1. January 1, 2015:
Required poster “Healthy Workplaces/Healthy
Five indispensable items employers must know about California’s Wage Theft Protection Act’s Notice to Employee
The Wage Theft Protection act of 2011 added Labor Code section 2810.5 requiring all private California employers to provide a written notice containing specific information to non-exempt employees upon hire. Below are five indispensable items employers should understand about the Notice to Employee (“Notice”) required under the law.
1. All private employers, regardless of size
Steps California employers should take to comply with employment law changes in 2015 – part one
The laws passed in 2014 added some new posting requirements and resulted in the need to 
revise some of the notices California employers are required to provide to employees. This Friday’s Five Best Practices article sets out five items California employers should review before the start of 2015:
1. Review newly published frequently asked questions
Sick leave poster and revised Notice to Employee published by Division of Labor Standards Enforcement: All California employers must use starting January 1, 2015
The Division of Labor Standards Enforcement (DLSE) published a new poster employers are required to post regarding California’s new sick leave law. Under the new law (Labor Code Section 247) employers are required to display a poster in a conspicuous place requiring certain information about the new rights of employees to receive paid sick