Tuesday, 15 December 2015 15:07

The Most Creative Work Excuses

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Recently, CareerBuilder surveyed about 2,300 hiring and human resources (HR) managers and 3,300 of their employees to learn about calling-in-sick behavior. The survey found that almost 4 in 10 employees called in sick when they were healthy.

California employers will have to provide paid sick leave to employees under a new statute signed by Gov. Jerry Brown.  The bill, California Assembly Bill (AB) 1522 “Healthy Workplaces, Healthy Families Act of 2014” will go into effect July 1, 2015. California is the 2nd state in the nation, following Connecticut in implementing state-wide paid sick leave benefits for employees.

Beginning July 1, 2015 employers are required to begin accruing sick leave at a rate of “not less than one hour per every 30 hours worked.” up to a maximum of three days (24 hours) of paid sick leave per year.  Sick leave is paid at the employee’s hourly wage.  Employees are entitled to use their accrued sick leave starting the 90th day of employment, after the 90th day employees can use the sick leave as it is accrued.  Employers are prohibited from discriminating or retaliating against employees who request to use their accrued sick leave, and cannot have any condition where an employee must find a replacement worker to cover their shifts.  Accrual of paid sick leave does not begin until July 1, 2015 or the employee’s date of hire, whichever is later.  

Employers are not required to provide additional sick leave, if the employer has a paid leave policy or paid time off policy already in place, and the employer makes an amount available of leave that may be used for the same purposes of: satisfies the accrual requirements of HB 1522, and provides no less than 24 hours or paid sick leave per each year of employment.

California employers must follow notice and posting requirements including: at time of hire provide written notice to employees of right to paid sick leave; on paydays notify employees of current accrued sick leave available balance; and display a poster informing employees of their paid sick leave rights.  The Labor Commissioner is responsible for creating said poster. 

Employers must retain 3 years of records documenting the hours worked and paid sick days accrued and used by each employee, and make those records available to the Labor Commissioner. The California Labor Commissioner is in charge of enforcing and administering AB 1522.

Please contact StaffScapes with any questions or if you would like any additional information regarding the Healthy Workplaces, Healthy Families Act of 2014.


New law mandating employers to provide unpaid time off to parents for their children's education

On August 5th, 2009, employers with 50 or more employees must provide up to 18 hours of unpaid leave for parents to attend parent-teacher meetings and other school-related events. The bill, Parental Involvement in K-12 Education Act, was signed into law by Gov. Ritter on June 1st of this year. Parents must be allowed to take up to 6 hours of leave each month, and a maximum of 18 hours in a year. The parent must “make a reasonable attempt to schedule academic activities… outside of regular work hours” and schools “shall make their best efforts to accommodate the schedules of employees”. The parent must give notice to the employer no later than one week in advance of the needed time off.

House Bill 09-1057

Wednesday, 03 January 2007 17:00

"Sick at Work"

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Survey reports large percentage of employees to go work sick.

The Workforce Institute™ recently announced the findings of a new survey conducted by Harris Interactive®. According to the study "Sick at Work", an overwhelming 98 percent of employees working full time have gone to work when they were sick. The survey of more than 1,000 U.S. employed adults demonstrates that "presenteeism" (sick employees showing up for work) is an issue impacting both employers and employees.

The "Sick at Work" survey also delved into the causes behind presenteeism and how employers can address the problem. The most-cited responses when asked why they go to work sick were: I feel guilty for calling in; my workload is too heavy; I save my sick time for personal reasons like family emergencies, sick children, parent care issues and other unexpected events; and I try to have perfect attendance.

The survey also found that presenteeism can have a negative impact on all employees in the workplace. Some employees agreed that when employees come to work sick, it creates a work environment where they are afraid of getting sick, it makes them upset with their employer for not encouraging sick employees to stay home, and it sets a precedent where employees feel like they must go to work even if they are sick. As part of the survey, employees offered advice to employers on how to create a healthy work environment. Employees suggested that they not be penalized for calling in sick, and that employers offer paid time off (PTO) programs that give employees a bank of time to use at their discretion.

Monday, 23 November 2009 17:00

Is Mandatory Paid Sick Leave In Your Future?

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Congress and US DOL using H1N1 scare to push for mandatory paid sick leave.

Look out employers, the Deputy Secretary of Labor, Seth Harris, gave a testimony on November 10th, 2009, to a Senate Subcommittee pushing for mandatory paid sick leave. Using the national concern over the H1N1 flu, the Deputy Secretary explained the US DOL strongly supports the Healthy Families Act of 2009. Highlights of the Healthy Families Act include:

·        Paid time of to care for yourself, child, spouse, parent, or any other individual related by blood of affinity;  or absence resulting from domestic violence, sexual assault or stalking

·        employees accrue 1 hour of paid sick leave for each 30 worked, no exceptions for part time workers

·        mandatory carry over, however a cap of 56 hours of sick leave accrued at any given time may be used

·        physician certification can only be requested if leave is greater than 3 consecutive days, employees have 30 days to provide certification

·        severe penalties will be accessed for discharging, discriminating or using the taking of paid sick time as a negative factor in employment action (such as hiring, promoting or disciplinary action)

Full testimony of Deputy Secretary Harris

Remarks Prepared for Delivery by U.S. Secretary of Labor Hilda L. Solis - Testimony of Deputy Secretary of Labor Seth Harris' before the Subcommittee on Children and Families Committee on Health, Education, Labor and Pensions, United States Senate, Washington, DC, November 10, 2009