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법률 노동법/상법

Q. Paid sick leave 사용 거절. 무엇을 해야 하나요.

지역California 아이디p**asejustsayn**** 공감0
조회4,609 작성일6/6/2016 8:14:16 PM
안녕하세요.

캘리포니아, 가든 그로브에 있는 조그마한 회사에 다니고 있습니다.

회사 측에서 Paid sick leave가 의무가 아니기 때문에, Paid sick leave를 사용할 수 없다고 구두로 전달 받았습니다.

정말 의무가 아니기 때문에, 저 paid sick leave를 사용할 수 없는 건가요?

아래 답변이나 dir.ca.gov사이트에 가보면, 정당한 권리인 것 같은데,
제가 권리를 받기 위해서 무엇을 해야 하나요.
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전문가 답변글
케빈 장 님 답변 답변일 6/7/2016 8:11:59 PM
안녕하세요

캘리포니아에서 1년이내에 최소 30일 이상 연속으로 근무하고 같은 고용주에게서 90일 이상을 근무하면 자격요건 충족이 되시므로, 일하신 기간이 90일이 넘으셨다면, 유급병가 신청이 가능하실듯 사료됩니다. 만약 고용주가 해당 병가를 제공하지 않는경우, 노동법 위반으로 노동청을 통하거나 법원을 통하여서 고발 및 고소를 당할수 있으니 참고하시기 바라겠습니다.

감사합니다.
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변호사

케빈 장

직업 변호사

이메일 khjlawcorp@gmail.com

전화 213-221-1188

회원 답변글
답변일 6/6/2016 9:21:13 PM
무슨 말씀? 미국에서 두번째로 California는 Healthy Workplaces, Healthy Families Act of 2014를 페스 했습니다. Connecticut과는 달리 회사 인원수와 관계 없이 (Connecticut은 50명 이상) California는 법적으로 paid sick leave를 offer해야 합니다.

Eligibility. Employees who work at least 30 days in a year are eligible to receive paid sick leave. Employees can begin using accrued sick leave once they have worked for an employer for 90 days. A few, specific types of employees are not eligible to receive paid sick leave, including certain employees covered by collective bargaining agreements, certain individuals employed by air carriers, and employees of the California In-Home Supportive Services Program.
•Accrual of sick leave. Employees will accrue one hour of paid sick leave for every 30 hours worked. Paid sick leave must carry over from year to year, but employers can place a cap on accrual of 48 hours (or six days).
•Use of sick leave. Employers can limit an employee’s use of sick leave to 24 hours (or three days) per year. Employers can also require employees to take sick leave in at least two hour increments, but not more.
•Lump-sum option. To avoid the administrative hassles of the accrual and carryover requirements, an employer can make three days of paid sick leave available to each employee at the beginning of each year.
•Reasons for taking sick leave. California’s sick leave law allows employees to take sick leave for their own health condition or the health condition of a family member, including preventative treatment. “Family member” is defined broadly and includes a spouse, domestic partner, parent, child, parent-in-law, grandparent, grandchild, and sibling. Employees may also take sick leave if they are victims of domestic violence, sexual assault, or stalking.
•No payout on separation. Employers do not need to pay out accrued sick leave when an employee leaves the company. However, if an employee leaves and is rehired within one year, accrued sick leave must be reinstated.
•Posting requirements. A sick leave poster, available from the California Labor Commissioner, must be displayed at the workplace.
•Notice and recordkeeping. The amount of available sick leave must be recorded on each paystub (or in some other written form on payday), and employers must keep records of sick leave accrual and use for three years.
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