HomeMy WebLinkAbout04. Paid Sick Leave for Temporary EmployeesAS ' Central Contra Costa Sanitary District
February 9, 2015
TO: ADMINISTRATION COMMITTEE
VIA: ROGER S. BAILEY, GENERAL MANAGER
DAVID HEATH, DIRECTOR OF ADMINISTRA IONS
FROM: TEJI O'MALLEY, HUMAN RESOURCES MANAGER
SUBJECT: HEALTHY WORKPLACES/ HEALTHY FAMILIES ACT OF 2014 -
PAID SICK LEAVE FOR TEMPORARY EMPLOYEES
The purpose of this memo is to provide the Board with information regarding the
impacts of Assembly Bill 1522, signed by Governor Brown in September 2014, and
subsequently codified as Labor Code sections 245 through 249.
The bill, commonly referred to as the "Healthy Workplaces /Healthy Families Act of
2014," requires, effective July 1, 2015, that all employers must provide a minimum of
three paid sick days (24 hours) in a 12 -month period for the diagnosis, care, or
treatment of an existing health condition or preventive care for an employee or an
employee's family members.
The District currently provides all permanent employees with 12 days (96 hours) of paid
sick leave, which exceeds the minimum set forth in the legislation. However, the District
does not provide any sick leave to temporary employees and will need to do so effective
July 1, 2015.
Overview of the Healthy Workplaces /Healthy Families Act of 2014
• Employer must provide at least three paid sick days to all employees, including
temporary employees.
• The employee must work a minimum of 30 days within a 12 -month period.
• Employer may require employees to wait until their 90th day of employment to
utilize the accruals,
• Employer must allow a carry-over of any unused sick leave to the following year
of employment, up to an accrual cap of six days.
• Employer can limit the number of sick days used to three days in any one year.
• Employer may set a reasonable minimum increment of sick leave to be used;
however, the increment cannot exceed two hours.
Central Contra Costa Sanitary District
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Healthy Workplaces / Healthy Families Act Of 2014 - Paid Sick Leave For
Temporary Employees
If an employee separates from employment and is rehired within 12 months from
original date of hire, employer must restore accruals to the level at the time of
separation.
Employer is not required to pay out any remaining balances of sick leave to an
employee who separates from employment.
Impacts to the District
This law applies to all District temporary employees, including co -ops and
summer /seasonal students. If the District were to require that employees must wait until
their 90th day of employment, summer students would not be eligible for the accruals
unless they return for a subsequent summer. District temporary employees and co -ops
(six -month terms) would be eligible.
As the District is not required to pay out any unused accrual balances at time of
separation, there is no financial impact as a result of implementing AB 1522. Actual
utilization of the accrued sick leave would have an impact on the work in which the
temporary employees are engaged, but staff believes this would be considered
negligible.
Staff is requesting direction from the Committee regarding the implementation of
AB 1522, specifically, regarding the above - mentioned criteria that is discretionary. Staff
will be available during the meeting to answer any questions.