HomeMy WebLinkAboutResolution 2015-111 N.C.S. 07/20/2015Resolution No. 2015-111 N.C.S.
of the City of Petaluma, California
ADOPTING THE CITY OF PETALUMA PAID SICK LEAVE POLICY
IMPLEMENTING THE HEALTHY WORKPLACE HEALTHY FAMILY ACT OF 2014
WHEREAS, California Governor Brown signed into law Assembly Bill 1522 Healthy
Workplace Healthy Family Act of 2014, which requires all employees earn at least one hour of
sick leave for every thirty hours worked effective July 1, 2015; and
WHEREAS, the City of Petaluma requires a policy to implement the Healthy Workplace
Healthy Family Act of 2014.
NOW, THEREFORE, BE IT RESOLVED that the City Council adopts the City of
Petaluma Paid Sick Leave Policy attached hereto at Exhibit A.
Under the power and authority conferred upon this Council by the Charter of said City.
REFERENCE; I hereby certify the foregoing Resolution was introduced and adopted by the qrovel as to
Council of the City of Petaluma at a Regular meeting on the 20'h day of July, 2015,formby the following vote:
City Attorney
AYES: Albertson, Barrett, Mayor Glass, Healy, Kearney, King, Vice Mayor Miller
NOES: None
ABSENT: None
ABSTAIN: N e
ATTEST:
City Clerk Ma r
Resolution No. 2015-111 N.C.S. Page 1
City of Petaluma
Healthy Workplace Healthy Family Act
Paid Sick Leave Policy
Purpose
EXHIBIT A
As required by the Healthy Workplace Healthy Family Act of 2014 (Cal. Labor Code, § 245, et
seq.), effective July 1, 2015, employees who have worked 30 or more days in California within a
year of their employment with the City or at the time this policy becomes effective will begin to
accrue paid sick leave. Paid sick leave provided under this policy is not applicable to employees
exempted from the Healthy Workplace Healthy Family Act or covered by a Memorandum of
Understanding, Compensation Plan, or other policy or contract that affords greater paid sick
leave than provided herein.
Policy
Eligible employees will accrue one hour of paid sick leave for every 30 hours worked up to a
maximum accrual of 48 hours, or six days, per calendar year. After completing 90 days of
employment, an eligible employee may begin to use paid sick leave under this policy in
minimum increments of one hour, up to a maximum of 24 hours, or three days, per calendar
year. Unused paid sick leave accrued under this policy will carry over each year up to a
maximum accrual of 48 hours or six days.
Paid sick 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 and siblings. Paid sick leave under this policy may also be used for
employees who are the victims of domestic violence, sexual assault or stalking.
Employees requesting to use paid sick leave under this policy should provide as much advanced
notice as reasonable for the circumstances to their immediate supervisor.
Unused paid sick leave under this policy is not paid out at the time of separation from
employment. However, employees who separate, and then are re-employed with the City within
one year of the date of separation will have their unused paid sick leave accrued under this policy
restored. An employee appointed to a regular position directly from a position covered by this
policy shall retain unused paid sick leave accrued under this policy. Except as required by law or
other City policy, paid sick leave under this policy shall 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 the Human Resources
Department,
Resolution No. 2015-111 N.C.S. Page 2