San Anselmo Chamber

- INSIDE: Members in the News 2 & 3 Welcome New Members 4 Calendar of Events 5 Chamber Mixers and Events 6 & 7 A Day of Bocce Ball 8 & 9 3rd Quarter 2015 CHANGE SERVICE REQUESTED Paid Sick Leave: Put Your Caps On ByJayLuther,LawOfficesofJayW.Luther (415)456-6197• jluther@lutherlaw.com Second Annual Sandy Daniels Memorial Bocce Ball Tournament See page 8 I t's formally– and rather verbosely– named the Healthy Workplaces, Healthy Families Act of 2014, but most folks will probably just call it the Paid Sick Leave Law, since paid sick leave is what it creates. It's in addition to the unpaid leave we've worked with under the federal Family and Medical Leave Act and the California Family Rights Act. It's also in addition to whatever rights employees already have under disability discrimination statutes like the State Fair Employment and Housing Act and ADA, and to the Personal Family Leave program that provides for public benefits from the SDI program primarily for those who take time off work to care for a seriously ill family member or for child bonding. It may or may not be in addition to whatever private paid leave policy you already have in force—that will depend on whether you make the effort to sync the two—and it will supplement paid-leave policies created by local ordinances (lookin' at you, San Francisco, Oakland and Emeryville, with your longer sick-leave periods), so that the provisions most favorable to the employee will always control. And—you expected this, right?—you'll have to post more notices, give employees more informational handouts, and toss a few extra lines on employee paystubs as well. Yes, there will be problems, but they're manageable. All employers who are likely to read this must comply with the new law. You have one employee and are exempt from almost everything but workers' compensation? No longer— you have to provide paid sick leave, too. How much? Keep "three days a year if you do it right" in your mind as we go through the gears and pulleys of the statute, so that your eyes don't glaze over. e basic rule is that employers must provide paid sick leave to any employee who works in California for 30 days. Starting on July 1, 2015, for current employees, and from the date of hire for future employees, it accrues at one hour for every 30 hours worked for the employer. Accrued paid sick leave can be used starting on the 90 th day of employment. Current employees who have already served 90 days should be Paid Sick Leave continued on page 10 "Absent a cap alot of sick leave can accrue, and the employer has to honor it "

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