Retaliation or discrimination against an employee who requests paid sick days or uses paid sick days or both is prohibited. An employee can file a complaint with the Labor Commissioner against an employer who retaliates or discriminates against the employee.

What does the law require me to do?

1. Print this notice, and post it in your workplace: The law requires that you print this notice on 8.5” x 11” paper and post it in an area of your workplace where it can be easily viewed by employees.
2. Send out an updated Non-Exempt Employee Notice (Labor Code 2810.5 Notice): The law requires you send this notification to all employees hired on or after January 1, 2015.
3. Adjust your sick leave policy to satisfy the minimum requirement: You’ll need to either front-load at least twenty-four (24) hours of sick leave at the beginning of each year or track hours worked and provide an accrual policy that grants at least one hour of sick leave for every thirty (30) hours worked.

• With AccuPay’s PTO Tracking, we can help you set up a front-loaded sick leave policy and assign each employee twenty-four (24) hours of sick leave. Alternatively, you can choose to prorate sick leave for all or some of your employees hired on or after 1/01/2015.
• If you already have a sick leave policy in AccuPay, you may need to adjust employee balances to make sure that all of your employees have at least 24 hours of available sick leave as of July 1, 2015, when the requirement became mandatory.
• Please note that if you have an unlimited PTO policy, you will still need to separately track sick leave.

If you need further clarification on this policy, you can find answers to FAQs on the state’s website here. Furthermore, please feel free to reach out to us with any questions.

What to Provide AccuPay

Provide AccuPay with updated employee sick time balances and the corresponding rules. Such rules will be one of these two: