Are you a San Jose area employee concerned about sick leave? Do you have questions about sick leave in California? If so, call the Law Offices of Robert P. Baker today to speak to our experienced and knowledgeable employer law specialists. Attorney Robert David Baker has been zealously advocating for Los Angeles area employees for several decades, and is proud to live and work in our community.

Under California law, as of January 1, 2015, nearly all California employees are eligible for paid sick leave.

What is Bill AB 1522 and how does it impact me?

Bill AB 1522 was signed by Governor Jerry Brown and became effective on January 1, 2015, although the right to begin accruing and taking sick leave under the law associated with this bill did not go into effect until July 1, 2015.

The government of the State of California saw a need to protect employee’s rights regarding leave. They recognized that employees must be able to legally take time away from their jobs in order to care for sick or injured family members or themselves. Although many California employers already provided for paid sick leave, or had sick leave policies, many did not, and AB 1522 aimed at creating an even playing field for all employees regarding some base levels of sick leave.

AB 1522 sets up a baseline for paid sick leave, and generally, the law requires that California employers provide each employee who satisfies the requirements explained below at least 24 hours or 3 work days of paid sick leave per year.

How do you quality for paid sick leave in California?

In order to qualify for paid sick leave in California, an employee must work for the same employer (on or after January 1, 2015) for at least 30 days within a one year period, and that employee must complete a 90-day “probationary” employment period before taking any sick leave. If you work less than 30 days for the same employer within a one year period, you are not eligible for leave from that employer. Likewise, if you work for a California employer for more than 30 days, but less than the 90 required to complete the “probationary” employment period, then you will not be entitled to take paid sick leave under AB 1522.

Leave policies, like all employment law matters, can be complex. Leave policies may also vary by employer, which many employers offering richer paid leave offerings in order to retain the most qualified staff. If you believe that your employer may not be complying with California’s paid sick leave law, or any other law, please call us today. If you have worked for the same employer in California for more than 30 days and have satisfied your 90-day “probationary” period without taking paid sick leave, and then have been denied the use of your accrued paid sick leave, please contact us to set up a free consultation. We’re proud to represent worker’s rights, and will advocate aggressively on your behalf to secure for you everything you are entitled to under the law.