At Rise Law Firm, our Long Beach paid sick leave lawyers encourage all California employees to take advantage of the sick pay protection our local government has afforded them, knowing the law is on their side.
Under California state law, 90 days after the start of employment, employees have the right to take personal paid sick leave or to care for a family member for a minimum of 24 hours, or three workdays, in a single year.
This time may be taken without fear of retaliation, as an employer cannot deny or discipline an employee for using their available paid sick leave.
If you have either been denied the paid sick leave you are entitled to or retaliated against for taking the time you needed, both are in direct violation of California labor laws, and you may have the ability to file a lawsuit against your employer.
Our Los Angeles employment law attorneys will help you determine the best legal strategy to pursue the financial recovery you may be entitled to for your employer’s unlawful behavior.
California employees have the right to take paid sick leave for themselves or to care for a family member.
Family members under this law are defined as a:
Employees may take the paid sick time they are entitled to for their personal appointments or needs, or to accompany a qualifying family member to preventive care or diagnosis, care or treatment of an existing health condition, or as a victim of domestic violence, sexual assault, or stalking.
If you believe your employer has infringed upon your right to paid sick leave, schedule a free consultation with a highly skilled Long Beach employment lawyer at Rise Law Firm today to ensure your rights are protected going forward.
Both the Family Medical Leave Act (FMLA) and the Families First Coronavirus Response Act (FFCRA) protect employees who need to take paid or unpaid time away from work to care for themselves or their families in their time of need.
The benefits available through the Families First Coronavirus Response Act were initially slated to expire March 31, 2021 and have been extended through September 2021.
Initially, employers that were covered under the Families First Coronavirus Act in California were companies with more than 50 but fewer than 500 employees.
Employers are no longer required to provide the protection but can opt-in to continue the Act’s coverage.
Employers with less than 500 employees that voluntarily opt-in to the FFCRA must review the revised language closely, as the Act’s substantive provisions have been expanded giving employees broader rights to take sick leave and family leave.
The FFCRA protects eligible employees of a covered employer for benefits that include paid sick leave when the illness is related to permissible reasons stated in the Emergency Paid Sick Leave Act.
While the FFCRA leave requirements have expired, employers who opt-in can offer their employees paid and unpaid time off when the employee:
Effective April 1, 2021, if your employer has opted into the voluntary expansion of FFCRA, there are new provisions that protect employees who are:
The American Rescue Act Plan of 2021 also extended the FFCRA in two other important ways:
As our California employment laws continue to evolve to meet the needs of our residents and workforce response to the COVID-19 pandemic, employers may not be fully prepared to offer the protection our clients deserve.
If you believe your right to paid sick leave has been violated, contact our skilled employment law attorneys in Long Beach today to learn more about the financial compensation we may pursue from your employer on your behalf.
In California, eligible employees are entitled to a minimum amount of paid sick leave to care for themselves or their families. If you were eligible to take paid sick leave and have been denied the legal right, contact our skilled employment law attorneys in Long Beach for a free consultation by calling (310) 728-6588 or contact us online.