We are so grateful for our team at HomePay! They are a wonderful resource for families to partner with in order to comply with California laws. Families are required to provide their employees with paid sick leave in California. While there are minimum requirements that must be met, the city of Los Angeles has sick leave laws that slightly alter state laws. There is some flexibility with how families can manage sick time. Here are the options! 

Option A: Designated Sick Leave Policy – Upfront Method 

This option gives your nanny access to all paid sick hours at the start of each year. Los Angeles law requires 48 hours of paid sick leave per year and any unused sick time is required to be carried over to the next year. 

Pro: Sick time is available for your employee to use should they become sick early in the employment relationship. This ensures they will not come to work while ill. Unused sick time does not need to be paid out at termination. There is also a usage cap of 48 hours used annually. 

Con: Since sick time is provided upfront, it could be used before it’s technically been earned. Carryover of unused hours is required from year-to-year. 

Option B: Designated Sick Leave Policy – Accrual Method 

This option allows your employee to earn, or “accrue,” paid sick leave at 1 hour for every 30 hours worked. Up to 48 hours of paid sick leave can be accrued per year. 

Pro: Your employee “earns” sick time as the employment relationship grows. You may cap annual usage to 48 hours. Unused sick time does not need to be paid out at termination. 

Con: Should your employee become sick prior to accruing enough hours, they may come to work ill. Carryover of unused hours is required from year-to-year. 

Option C: General Paid Time Off 

This option gives your employee a general amount of paid time off (PTO) that meets or exceeds Los Angeles’s sick leave requirements. This method works well for families planning to offer more PTO than the minimums listed above. Families may choose between the Upfront Method or Accrual Method. Unused Paid Time Off is required to be paid out at termination, while the unused sick leave is not. 

Pro: This method works well if you are planning to offer paid time off in addition to the state and city-wide sick time requirements. This gives your employee the option to use their time off wisely. 

Con: Any unused PTO needs to be paid out at termination.

Please visit our company page to learn more! http://www.myhomepay.com/EducatedNannies