if it is a foreseeable leave. In the event of an unforeseeable leave, the employee must call the timekeeper to inform the site that he/she is sick and...
Effective July 1, 2015, an employee who works in California for 30 or more days within a year from the beginning of employment is entitled to paid sick leave. Paid sick leave accrues at the rate of one hour per every 30 hours worked, paid at the employee’s regular wage rate. An employee may use accrued paid sick days beginning on the 90 th day of employment. The law limits an employee’s use of paid sick days to 24 hours or 3 days in each year of employment. Accrued paid sick leave will carry over to the following year of employment and will be capped at 48 hours or 6 days. Upon an employee’s request, sick leave can be used for the diagnosis, care or treatment of an existing health condition, as well as preventative care for the employee or family member. “Family member” is defined in AB 1522 as a child regardless of age or dependency status, parent, spouse or registered domestic partner, grandparent, grandchild or sibling. In addition, sick leave can be used for an employee who is a victim of domestic violence, sexual assault or stalking. Procedures for Sick Leave Reporting upon Qualification:* A) Substitute (Certificated or Classified): 1) The substitute employee must have accepted or been offered an assignment 2) In the event that the substitute has to decline/cancel the assignment due to illness, the substitute must inform (call) Human Resources that he/she is declining the assignment due to illness and that he/she is going to take sick leave 3) Fill out an affidavit for sick leave and make sure that the affidavit is attached to the timesheet to be turned in at the end of the month B)
All Other Employees: 1) The employee must fill out a Sick Leave Request Form as far in advance as possible if it is a foreseeable leave. In the event of an unforeseeable leave, the employee must call the timekeeper to inform the site that he/she is sick and that he/she is taking sick leave 2) Upon return, the employee must fill out an affidavit and submit it to the timekeeper
*The District reserves the right to request verification of illness, such as a doctor’s note. September 2015
