Click below to download a copy of
BOLT Staffing's Sick Pay Policy
Click below to download a copy of
BOLT Staffing's Sick Pay Policy
Updated: 1/1/2024
Starting on January 1st, 2024, employers must generally provide 5 days or 40 hours of paid sick leave to employees in California. Employers are required to provide either 5 days or 40 hours of paid sick leave, whichever is greater. If paid sick leave set by a local ordinance is greater than the 5 days or 40 hours required by the state, the employer must meet both local and state law.
BOLT temporary employees work varying schedules. By default, temporary employees work a 5x8 schedule and are therefore entitled to 40 hours of paid sick leave each year. In the event that a temporary employee works a different schedule, the employee’s sick leave accrual will be adjusted on a case-by-case basis. Sick leave entitlements are subject to certain criteria, as defined below.
All employees who work at least 30 days for the same employer within a year in California, including part-time employees, are covered by the new law. In addition, employees are required to satisfy a 90-day employment period before taking any sick leave. An employee’s paid sick leave balance remains valid for a 12-month period following any separation of employment.
BOLT Staffing has an accrual-based sick leave policy. This means that employees accrue sick leave for time worked. Accrued time carries over in each year of employment. An employee’s paid sick leave accrual is capped at 80 hours. Employees earn 1 hour of paid sick leave for each 30 hours worked. All employees shall have 24 hours of accrued sick leave by the 120th calendar day of employment, and 40 hours of accrued sick leave by the 200th calendar day of employment. Employees may use a maximum of 40 hours of paid sick leave, or 5 days, whichever is greater, in a calendar year.
Employees must use paid sick leave in 2-hour increments, at a minimum. In certain circumstances, BOLT may require documentation before paying the sick leave when BOLT has information indicating that the employee is not requesting paid sick leave for a valid purpose. Employees are not entitled to “cash out” unused sick days in the event of employment separation.
The paid sick leave law does not “protect” all time off taken by an employee for illness or related purposes; it “protects” only an employee’s accrued and available paid sick leave as specified in the statute.
Employees may use paid sick leave for the following reasons:
Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee or an employee’s family member;
For an employee who is a victim of domestic violence, sexual assault, or stalking, as described in subdivision (c) of Section 230 and subdivision (a) of Section 230.1
Non-exempt employees shall be paid sick leave at their regular, non-overtime hourly rate. Exempt employees paid sick leave is calculated in the same manner as for other forms of paid leave (vacation pay, etc).
Employees are required to provide advanced notice of their intention to use paid sick leave before their anticipated work absence, or, in the event that it is impossible to provide BOLT with advanced notice, as soon as is practical for the employee. Barring any force majeure, employees must provide notice to BOLT of their intention to use any available paid sick leave before their scheduled absence.
Click here to download a copy of BOLT Staffing's Sick Pay Policy. Please call BOLT Staffing at (707) 939-2800 with any questions. Business hours are Monday through Friday, 8 am to 5 pm.