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California, the Division of Labor Standards Enforcement Updated its FAQs Regarding Paid Sick Leave for Part-Time Employees

16 Apr

Update Applicable to:Effective date
All employers Covered employers See details below

What happened?

The Division of Labor Standards Enforcement (DLSE) updated its FAQs governing California’s Paid Sick Leave (PSL) regarding part-time employees. 

What are the details? 

Employers had an idea of the method and rate they should use, the department made a helpful clarification in clearing the doubt: could employers continue to follow the 1:30 PSL accrual method for part-time employees or not? 

Although the clarification to the FAQs was made without any public announcement, the FAQs now specifically affirm the use of a 1:30 PSL accrual system, regardless of the 120/200-day benchmarks, and further clarify how employers utilizing a different accrual approach can remain in compliance for part-time employees.

Business Considerations 

  • Create or update your policies regarding Paid Sick Leave for Part-Time employees. 
  • In case you had a 1:30 system or another, now you can have an assurance from the department that the method used is complying.


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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