CC RES 2015-050 RESOLUTION NO. 2015-50
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF RANCHO PALOS VERDES
APPROVING A PAID SICK LEAVE POLICY PURSUANT TO AB 1522 FOR PART-
TIME, TEMPORARY, AND SEASONAL EMPLOYEES, AND ESTABLISHING THE
DEFINED ACCRUAL METHOD AND MINIMUM PAID SICK LEAVE USAGE
INCREMENT.
WHEREAS, on September 10, 2014, the Governor of the State of California signed the
Healthy Workplaces, Healthy Families Act of 2014(AB 1522) providing paid sick leave for covered
employees effective July 1, 2015; and
WHEREAS, the AB 1522 paid sick leave provisions are to take effect July 1, 2015; and
WHEREAS, the City of Rancho Palos Verdes is required to establish a paid sick leave
policy pursuant to AB 1522 for part-time, temporary, and seasonal employees; and
WHEREAS, part-time, temporary, and seasonal employees are not covered by any
existing collective bargaining agreement, benefits resolution, or any other City benefits policy; and
WHEREAS, AB 1522 allows the City to establish the accrual method and the minimum
usage increment for paid sick leave; and
WHEREAS, AB 1522 provides that City employees who work 30 or more days a year are
entitled to paid sick leave to be accrued at a rate of no less than one hour for every 30 hours
worked;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RANCHO PALOS VERDES
DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:
The administrative policy, which is attached hereto as Exhibit A and incorporated herein
by this reference, establishing the City of Rancho Palos Verdes Sick Leave Policy for Part-Time,
Temporary, and Seasonal Employees is hereby adopted by the City Council.
PASSED, APPROVED and ADOPTED this 30th day of June 2115.
/IAA"' Atil%
Attest:
;P:a/Z/1--
City lerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss
CITY OF RANCHO PALOS VERDES )
I, Carla Morreale, City Clerk of the City of Rancho Palos Verdes; hereby certify that the
above Resolution No. 2015-50 was duly and regularly passed and adopted by the said City
Council at a regular meeting thereof held on June 30, 2015.
/C—
City Clerk
CITY OF RANCHO PALOS VERDES
ADMINISTRATIVE INSTRUCTION
NUMBER 2-19
SUBJECT: PART-TIME, SEASONAL & TEMPORARY EMPLOYEE SICK LEAVE
I. Background / Purpose
The City of Rancho Palos Verdes (hereinafter referred to as "CITY") has implemented a
sick leave policy pursuant to AB 1522 (the Healthy Workplaces, Healthy Families Act) in
order to provide paid sick leave to part-time, seasonal, and temporary employees. On
September 10, 2014, Governor Brown signed into law the Healthy Workplaces, Healthy
Families Act of 2014 (AB 1522) that provides three (3) days of paid sick leave for eligible
employees beginning July 1, 2015. Effective January 1, 2015, this policy required
employers to post information about AB 1522, but the paid sick leave provisions were not
in effect until July 1, 2015. AB 1522 sets forth the conditions and purposes for which paid
sick leave is to be paid. AB 1522 allows the employer to choose between two accrual
methods, and sets a minimum usage increment for paid sick leave that does not exceed
two (2) hours.
II. Procedure/Policy
• An employee who, on or after July 1, 2015, works for 30 or more days within a
year, is entitled to paid sick leave.
• Employees, including part-time, temporary, and seasonal employees, must
earn at least one hour of paid leave for every 30 hours worked.
• Accrual begins on the first day of employment or after July 1, 2015, whichever
is later.
Effective July 1, 2015, the Healthy Workplaces, Healthy Families Act of 2014
(AB 1522) requires the City of Rancho Palos Verdes to provide paid sick leave to
employees under the following conditions:
• An employee begins to accrue paid sick leave at the rate of one (1) hour of paid
sick leave for every thirty (30) hours worked beginning on the first day of
employment. An employee is not eligible to begin using any accrued paid sick
leave until after 90 days of employment with the Agency.
• An employee is only allowed to use up to a maximum of 3 days or 24 hours,
whichever is greater, of paid sick leave in a 12-month period.
Resolution No. 2015-50
Exhibit A
Page 1 of 4
• An employee can only accrue paid sick leave up to a cap of 6 days or 48 hours,
whichever is greater, ongoing. Sick leave does not accrue once the cap is
reached, but accrual begins again when accrued sick leave drops below the cap. Any
unused accrued paid sick leave carries over year to year while continuously employed.
• An employee may use the first 3 days or 24 hours of accrued paid sick leave
in a 12-month period for one of the following reasons:
o For the employee's own diagnosis, care, or treatment of an existing
health condition or preventative care.
o For the diagnosis, care, or treatment of an existing health condition or
preventative care for an employee's family member, including:
• Child (including a biological, adopted, or foster child, stepchild,
legal ward, or a child to whom the employee stands in loco
parentis.)
• Spouse or Registered Domestic Partner
• Parent (including biological, adoptive, or foster parent,
stepparent, or legal guardian of an employee or the employee's
spouse or registered domestic partner, or a person who stood in
loco parentis when the employee was a minor child.)
• Grandparent
• Grandchild.
• Sibling.
• To obtain any relief or services related to being a victim of domestic violence,
sexual assault, or stalking including the following with appropriate certification of
the need for such services:
o A temporary restraining order or restraining order.
o Other injunctive relief to help ensure the health, safety or welfare of
themselves or their children.
o To seek medical attention for injuries caused by domestic violence,
sexual assault, or stalking.
o To obtain services from a domestic violence shelter, program, or rape
crisis center as a result of domestic violence, sexual assault, or stalking.
o To obtain psychological counseling related to an experience of domestic
violence, sexual assault, or stalking.
o To participate in safety planning and take other actions to increase
safety from future domestic violence, sexual assault, or stalking,
including temporary or permanent relocation.
• An employee shall provide reasonable advance notification of their need to use
accrued paid sick leave to their supervisor if the need for paid sick leave use is
foreseeable (e.g., doctor's appointment scheduled in advance). If the need for
paid sick leave use is unforeseeable, the employee shall provide notice of the need
for the leave to their supervisor as soon as is practicable.
• An employee who uses paid sick leave must do so with a minimum increment of
one (1) hour of sick leave.
Resolution No. 2015-50
Exhibit A
Page 2 of 4
• Paid sick leave will not be considered hours worked for purposes of overtime
calculation.
• An employee will not receive compensation for unused accrued paid sick leave
upon termination, resignation, retirement or other separation from employment
from the Agency.
• If an employee separates from the City of Rancho Palos Verdes employment and
is re-hired by the City within one year of the date of separation, previously accrued
and unused paid sick leave hours shall be reinstated. However, if a rehired
employee had not yet worked the requisite 90 days of employment to use paid sick
leave at the time of separation, the employee must still satisfy the 90 days of
employment requirement collectively over the periods of employment with the City
before any paid sick leave can be used.
III. Coverage
This policy applies to all City Part-Time, Temporary, and Seasonal Employees. An
employee is not eligible to begin using any accrued paid sick leave until after 90
days of employment with the City. An employee is only allowed to use up to a
maximum of 3 days or 24 hours of paid sick leave, whichever is greater, in a 12-
month period. The employee can only accrue paid sick leave up to a cap of six (6)
days or 48 hours, whichever is greater, ongoing. Sick leave does not accrue once
the cap is reached, but accrual begins again when accrued sick leave drops below
the cap. Any unused accrued paid sick leave carries over year to year while
continuously employed.
If an employee separates from City employment and is re-hired by the City within
one year of the date of separation, previously accrued and unused paid sick leave
hours shall be reinstated. However, if a re-hired employee had not yet worked the
requisite 90 days of employment to use paid sick leave at the time of separation,
the employee must still satisfy the 90 days of employment requirement collectively
over the periods of employment with the City before any paid sick leave can be
used.
IV. Additional Information
Information regarding the City's policy on the use of sick leave is distributed to all
part-time, temporary, and seasonal employees, and all employees may obtain a
copy of this policy at any time from their supervisors.
Inquiries regarding the application of this policy may be directed to employee's
supervisor, department head, or human resources.
Resolution No. 2015-50
Exhibit A
Page 3 of 4
CITY OF RANCHO PAL OS VERDES EMPLOYEE
AGREEMENT FOR USE OF SICK LEAVE
By signing this agreement, I certify that I understand the terms and conditions of this
agreement and the City's policy, and I accept responsibility for adhering to the agreement.
I also understand that violations of the policy may result in disciplinary action as provided
for in the City's Personnel Rules, up to and including termination.
Employee Full Name:
Employee Signature:
Date:
Resolution No. 2015-50
Exhibit A
Page 4 of 4