Workplace sick leave law

The ubiquitous workplace poster is getting a facelift with new requirements under a revised Wage Theft Notice published by the California Labor Commission.
What is it?
The new Healthy Workplaces, Healthy Families Act of 2014 requires employers to provide up to 3 days of paid sick leave per year to employees who work in California for 30 or more days within a year from the start of their employment.
Who can use it?
Employees who work at least 30 days in a year are eligible to receive paid sick leave. Employees can begin using accrued sick leave once they have worked for an employer for 90 days.
Employees will accrue one hour of paid sick leave for every 30 hours worked. Paid sick leave must carry over from year to year, but employers can place a cap on accrual of six days.
How does it work?
Employers can limit an employee’s use of sick leave to three days per year. Employers can also require employees to take sick leave in at least two hour increments, but not more.
Lump-sum option: To avoid the administrative hassles of the accrual and carryover requirements, an employer can make three days of paid sick leave available to each employee at the beginning of each year.
What are the notification requirements?
Posting requirements: A sick leave poster, available from the California Labor Commissioner, must be displayed at the workplace.
The amount of available sick leave must be recorded on each paystub,(or other regular pay related communication) and employers must keep records of sick leave accrual and use for three years.
Whom does the law affect?
Although other states have eligibility requirements based upon the number of employees, the new California law will apply to all employers regardless of their size.
When does the law take effect?
The right to paid sick leave begins July 1, 2015, but it is unclear as to when posting requirements go into effect. The California Labor Commissioner’s FAQ states that these requirements take effect on January 1, 2015 the same way other statutes do, at the beginning of the year.
To complicate matters, certain cities in California have their own paid sick leave requirements that provide additional benefits to employees. For example, in San Francisco, employees can accrue up to 72 hours of paid sick leave per year, and there is no cap on how much an employee can use. Several other cities are following this trend and passing their own sick leave laws. In general, employers must follow whichever rule is more generous to employees. And, of course, employers are free to create sick leave policies that are more generous than either law!