Our colleague, Matthew A. Goodin, has written a piece about California’s new paid sick leave law entitled “California Employers Beware: It’s Time to Rewrite Your Sick-Leave And PTO Policies.”
The law impacts at least one wage-hour issue – paystub requirements – which are explained in Matthew’s piece:
Paystub requirements Under the new law, an employee’s paystub (or another document provided to the employee on the employer’s designated payday) must set forth the amount of accrued sick leave the employee has available. Unless employers want to issue a separate document to each employee at every pay period, this requirement will most likely require most employers to make changes to their paystubs. Employers who use a third-party vendor for their payroll should not assume that their vendor will make the appropriate changes. For example, many paystubs currently reflect the amount of sick leave an employee has used both in the current pay period and year-to-date, but do not reflect the amount accrued as required by AB 1522. Accordingly, employers should contact their payroll vendors to ensure their vendor will timely implement the changes required by the new law.
With the statute’s July 1, 2015 deadline rapidly approaching, now is the time for employers to begin reviewing the paystub requirements and other obligations imposed by the new law.