Ensuring Digital Signature Licitness for Personal Leave Policy in Mexico

How to eSign a document: digital signature licitness for Personal Leave Policy in Mexico

that's right the sick leave of California is getting a facelift and the big reveal is January 1st [Music] 2024 hi entrepreneurs I'm Vicky Brown and you're in the right place if you want to engage your team boost your business and grow your leadership muscle so in order to understand the update I think a bit of a backstory is in order in 2014 California made sick leave the law of the State under the health workplaces healthy families act and basically it guaranteed that California employees would get a specific number of paid sick leave hours now the original guideline provided for 3 days or 24 hours and employers could set those hours to acrew based on how many hours the employee had worked or they could frontload the time meaning give it all to the employee at the beginning of the year now the interesting part is that between 2014 and now there have been a number of cities that have imposed their own sick leave laws for the most part the local laws increased the number of annual sick hours available increase the annual usage cap increase the amount that could be acred or some combination of the above for instance in the city of Los Angeles employers are entitled to 48 hours or six days of sick leave each year as opposed to the state's 24 hours or 3 days they could still go within a cruel method meaning they give 1 hour for every 30 hours work or they could frontload all the time at the beginning of the year anything that was unused at the end of the year was carried over year toe but employers could cap the amount of available to 72 hours now that's not to be confused which I'm sure you are with the usage cap so while you could cap the amount on the book so it wouldn't be more than 72 hours you could also have a cap on the amount of time an employee could use each year in La the usage cap is 48 Hours versus the state's 24 hours so you can see that the LA City sick leave Law offers more benefits for the employee and that was mostly the case in other cities as well well Berkeley Emeryville Oakland San Francisco and Santa Monica just like La had offerings that topped out at 72 hours and they're all still dwarfed by San Diego's 80 hours well the state is caught up okay well not to San Diego but it has expanded sick leave at the state level so that means if you're in California and not in a city where there's a beefier local law because the most generous leave Law is the one ring to rule them all well then you're subject to the 2023 California update which goes a little something like this effective January 1st 20124 companies will have to provide 40 hours or 5 days of paid sick Le if you're keeping count that's up from the prior 24 hours now you still have the option of using an acrel method 1 hour acur for every 30 hours work and you could actually use an alternate acral rate but you have to make sure that whatever rate you use will result in the employee acre 40 hours no later than their 200th day of employment and they also have to ACR at least 24 Hours by their 120th day of employment oh and yes you can still just frontload everything if you want now the annual usage cap has been increased too so while it was 24 hours it's now 40 hours so you can limit the amount of time an employee can take each year to 40 hours and also the the acral cap is increased with the new law your acral is 48 hours for 6 days so even if the employee has roll over because they didn't use all their sick days last year they can't have a total of more than 48 hours on the books at any one time the new law also addresses how sick leave does or doesn't impact collective bargaining agreement environments meaning Union shops now I know I said the one ring to rule them all things because it sounded really good and it's mostly true but the pivotal term is mostly there are circumstances where the local law is a bit more flexible and state law specifically preempts it things like if a local law says the company has to pay out unus sick days at termination the state law says no they don't so what should you do to get ready well first look at your local ordinances figure out if you actually are subject to a local sick leave Law and what what the details are then take a look at your handbook policy and the details of the new laws updates that way you can figure out how much it might impact your company now I wouldn't suggest tackling a rewrite of your policies on your own if your HR expert or labor attorney a call for help with updating your handbook and actually this is the time to do that anyway because there isn't only one new law for the new year update your time off policies in your information or pay Control Systems so they acrew at the correct rate train your managers on the new guidelines so they have the information they need to handle the day to-day questions get your updated posters and notices and make sure your employees are either getting their sick time taken amounts and acral balances on their pay stubs or on a separate payday distribution and hey you don't have to try to remember all this on your own I've created a handy guide and checklist that shows you a side by-side compar comparison of what's changing and the checklist will walk you through what you need to do to get ready just use the link below to grab your copy of the ultimate toolkit for California's 2024 SI lead if you found this information helpful Please Subscribe and share and remember your inspired leadership is the secret sauce to having a high performance team and a wildly successful business you'll love I'll see you next time on leader Journey [Music] w