California Paid Sick Leave Policy - Lump Sum

This content has been updated to reflect changes effective Jan. 1, 2023.

Purpose/Objective

 [Company Name] provides paid sick leave to employees who have worked 30 or more days in California within a year of their employment with the company.

Eligibility

An employee becomes eligible for paid sick leave by working in California for at least 30 days within a year. Before an employee can take any sick leave, he or she must satisfy a 90-day employment period, which is not limited to work only in California.

Procedures

Current employees will receive a lump-sum grant of 24 hours or three days, whichever is more beneficial to the employee, of paid sick leave each year on July 1.

A newly hired employee will receive a lump-sum grant of 24 hours or three days, whichever is more beneficial to the employee, after working for 90 days. A lump-sum grant will then be provided on July 1 in each subsequent year if the employee remains eligible.

Paid sick leave may be used after an employee has worked for [Company Name] for at least 90 days. Unused sick leave granted under this policy does not carry over from one year to the following year.

[Optional: The company requires employees to use paid sick leave under this policy in minimum increments of two hours.]

Leave under this policy may be used in connection with the diagnosis, care or treatment of an existing health condition for, or the preventive care of, an employee or an employee's immediate family member. "Family member" for purposes of this policy includes spouses, registered domestic partners, children (regardless of age), parents (including step-parents and parents-in-law), grandparents, grandchildren, siblings or a designated person. Leave under this policy may also be used for employees who are the victims of domestic violence, sexual assault or stalking.

Employees requesting time off under this policy should provide as much advance notice to [human resources/other job title] as practicable.

Unused time under this policy is not paid out at the time of separation from employment. However, employees who are re-employed with the company within a year of separation will have their sick leave that was granted under this policy for that year made available to them for the remainder of the year.

Leave under this policy may run concurrently with leave taken under other applicable policies as well as under local, state or federal law, including leave taken pursuant to the California Family Rights Act (CFRA) or the Family and Medical Leave Act (FMLA).

For more information regarding leave under this policy, contact [human resources/other job title].