June 21, 2016
Dear Principal Investigators and Research Administrators:
Last year we informed you of a new California labor law legislation that required California employers to grant employees, including some part time and temporary employees, at least 24 hours or three days (three 8 hour days) paid sick leave days each year beginning July 1, 2015.
We were just notified that the Los Angeles City Council approved an ordinance effective July 1, 2016 that increases the state law requirement of 24 hours of paid sick leave to 48 hours of paid leave.
Based on this law, The University Corporation will be required to change the sick leave policy for all non-benefited employees:
- Non- benefited employees, including all part time, temporary, and student employees will be eligible to receive and use 48 hours paid sick leave each fiscal year once they begin employment.
- Unused sick pay for non-benefited employees is not carried over from year to year and will not be paid out if they separate their employment.
Employees requesting sick leave should provide reasonable notice of their absence. Sick leave can be used for illness or injury of the employee, or to care for the employee's spouse, domestic partner, parent, sibling, children, grandchild or grandparent. This ordinance now expends this definition to include use of paid sick leave for “any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.” Paid sick leave also may be used for doctor appointments, preventative care, and by victims of domestic violence, sexual assault, or stalking to obtain relief, including medical attention and psychological counseling.
Should you have any questions, please contact your Sponsored Programs Liaison or TUC’s Human Resources Dept:
Human Resources Manager
(x5040); firstname.lastname@example.org ; MD: 8309
Sr. Human Resources Generalist
(x6311); email@example.com; MD: 8309