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San Diego is Next to Enact Paid Sick Leave Ordinance

Published by on August 13, 2014

On July 14, 2014, the San Diego City Council approved an ordinance requiring employers to grant up to 40 hours of paid sick leave per year to each San Diego employee beginning in 2015. The approved ordinance requires that employers provide each employee with paid sick leave at a rate of one hour per 30 […]

On July 14, 2014, the San Diego City Council approved an ordinance requiring employers to grant up to 40 hours of paid sick leave per year to each San Diego employee beginning in 2015.

The approved ordinance requires that employers provide each employee with paid sick leave at a rate of one hour per 30 hours worked within the City’s limits.  The maximum amount of paid sick leave that may be accrued per employee is 40 hours per year and up to 40 hours can be carried over to the next year.  The ordinance requires that an employer permit employees to use paid sick leave for the employee’s own illness, medical appointments, caring for family members, and taking time off due to domestic violence and related incidents.  The ordinance permits sick leave to be taken in a minimum of two-hour increments.

The ordinance also will require employers to post workplace notices of the new ordinance.  Fines for failing to comply with the ordinance will be $1,000 per violation and may be enforced by the City or in a civil action by the aggrieved employee.

The ordinance also approved increasing the City’s hourly minimum wage over a three-year period to $11.50 by January, 2017.  Specifically, the City’s minimum wage will increase to $9.75 per hour in January, 2015, to $10.50 per hour in January 2016, and to $11.50 per hour in January, 2017.  After January, 2017, the minimum wage will increase annually based on the Consumer Price Index.  This increase is above California’s minimum wage, which recently increased to $9.00 per hour, and will increase to $10.00 per hour in January, 2016.

Businesses that employ workers within the San Diego City limits should update their policies and pay practices to comply with this ordinance by the end of the year.

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