San Anselmo Chamber

3rd Quarter 2015 • SanAnselmoNetworkSuccess 11 WHY JOIN THE CHAMBER? FREEMarketing,Advertising,PublicityandOtherOpportunities • FREE one-time ad in NorthBay biz magazine with $30 subscription: Value$560 • FREE listing in the Chamber's online Business Directory in up to four categories with a direct link to your website: Value $400 • FREE listing in Destination San Anselmo. The only business and visitors' guide for San Anselmo delivered to 25,000 in Marin County: Value $500 • FREE E-News blasts to more than 550 subscribers: Value $300 • FREE publicity in the "Members in the News" section of the Chamber's Network Success magazine: Value $300 • FREE You provide your promotional info to the Chamber, and we include it in visitor and relocation mailed packets: Value $100 • FREE Ribbon Cutting Ceremony – Promoted to the community and dignitaries by the Chamber's social media and E-news for your scheduled grand opening or re-opening: Value $300 • FREE mailing labels of Chamber members (once per year upon request). Extend your reach: Value $150 • FREE opportunity to expose your business at the San Anselmo Art & Wine Festival. Bring your promotional brochure or giveaway to the chamber booth for distribution to thousands of locals and visitors: Value $25 • FREE access for you to post your business promotions, jobs and events on the Chamber website: Value $200 The San Anselmo Chamber's Involvement Throughout Marin County is Extensive • SA Chamber is a member of the Marin Economic Forum Board of Directors • SA Chamber is a member of the San Anselmo Community Foundation Board of Directors • SA Chamber is a member of the SA Economic Commission • SA Chamber is a member of the Marin Council of Chambers • SA Chamber is a member of the Renaissance Marin Entrepreneurship Center Advisory Commission • SA Community Foundation is an affiliate charitable organization of the San Anselmo Chamber; owner of Imagination Park in downtown San Anselmo Join: https://sananselmochambe.securesites.com/shoppingcart. html?Category=Membership Paid Sick Leave continued on page 12 Paid Sick Leave Continued from page 10 when t hey ma y v er y w ell not exist—don't be the test case for doctors' notes. Also, to state a clear principle, the employer is completely prohibited from requiring the employee to provide a replacement during the leave, a work rule that many restaurant employers have enforced in the past. ere are significant notice and posting requirements. e new poster should have gone up at work no later than January 1, but put it up now if you didn't do it then. It's available on the DLSE website (dir.ca.gov/ dlse) by following the Paid Sick Leave links, or http://www. dir.ca.gov/dlse/Publications/ Paid_Sick_Days_Poster_ Template_%2811_2014%29. pdf. New nonexempt employees must be notified of their rights through the recently revised "DLSE NOTICE TO EMPLOYEE- Labor Code section 2810.5" which, as previously, advises employees of their pay rates, overtime rates, employer name and address, workers' compensation carrier, and other basic information, and now adds a section on Paid Sick Leave with a check box to inform an employee of the accrual and use policy an employer has selected. (You should have been giving the prior versions of this form, also known as the Wage eft Protection Act notice, to new nonexempt employees since 2012, and employees should receive notice of their new PSL rights on or before July 8.) It can also be accessed through the DLSE website or http://www. dir.ca.gov/dlse/LC_2810.5_ Notice.pdf. Current employees are to be advised of their rights to Paid Sick Leave through a "written notice that sets forth the amount of paid sick leave available, or paid time off leave an employer provides in lieu of sick leave, for use on either the employee's itemized wage statement … or in a separate writing provided on the designated pay date with the employee's payment of wages." Employers should work this out with their payroll services. If the payr oll ser vice can 't figur e out how to do it, it may be time to change services. In the meantime, as a workaround, you should provide the information in a supplementary notice provided with the usual payroll information. So here's the first takeaway, in four parts: First, every employer with at least one employee must adopt a written policy that complies with the law. Second, all employees must be notified of that policy by giving them a statutory form available from the website of the Division of Labor Standards Enforcement (DLSE). ird, an information poster, also available from the DLSE website, must be prominently posted. Fourth, employees must be notified of the amount of sick leave they have accrued on each pay stub or on an equivalent document. If the employer adopts the accrual system, employees will accrue one hour of sick leave for every 30 hours worked, and this is what will be reported, less whatever has been used. If you have a frontloaded plan, it's three days (24 hours) minus the hours or days used. Perhaps the biggest downside of not having a written policy is that the employer is unable to take advantage of the statute's permissible cap on accrual and use of sick leave to three days or 24 hours per year. Worse, it can't prevent leave from carrying over from year to year. Put simply, a lot of sick leave can accrue, and the employer has to honor it. Now, about the frontloaded plan: In my own law practice, I've found this to be a good solution for many employers as an alternative to the accrual method, because it's simple to administer. Under this plan, employees get all three days credited—frontloaded—into their sick leave banks at the moment the law and the plan became effective, on July 1, 2015. Employees may draw against their banks at any time during the next 12 months, but on the anniversary date—the first would be July 1, 2016— any time remaining in the bank is lost and replaced with a new three days of leave. And this continues to go on, year after year. ere are a few frontloading wrinkles. For employees hired after July 1, they'll be frontloaded with the three days on the day of hire. But under the law, you don't have to allow them to use any sick days from their banks until the 90th day after the date of hire—a "probationary period." On the other hand, since an employer can always adopt a more generous policy than that

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