Whoosh, there it went!  January is behind us already.  We’ve been really busy helping clients prepare for the year with hiring, restructuring and new handbooks.  

Affogato always takes a compliance-first approach, then we get in to the really interesting work.  I guess it’s like taking your vitamins.  Some topics get a lot of questions, so here are some pointers and action items.

Paid Sick Leave

• California now requires 40 hours of paid sick leave per year – you have a few options, but the most common are:
  • Front-load at least 5 days of sick leave (that’s 40 hours or more)
  • Accrue 1 hour for every 30 hours worked, up to 80 hours
• You can limit use to 5 work days per year.
• Look at local sick leave ordinances too – generally, the more generous benefit will apply.
• Update your payroll system and verify that the available sick leave balance appears on employees’ pay stubs (trust me, that can be easy to miss).

Notices and Posters

• If you changed your sick leave policy, then all affected non-exempt employees must receive an updated Wage Theft Notice or another written notice within 7 days of the change.
• Your compliance posters probably need updating.  There have been changes to local minimum wages, plus other updates.  You can look at solutions for both on-site and remote employees.
• It’s time to post your OSHA 300A, the summary of 2023 workplace illnesses and injuries.  That will stay up from February 1 – April 30, 2024.  

Overwhelmed?  We can help.  Please feel free to share this information with a friend.