On October 11th, 2015 Governor Brown amended California’s “kin care” provision (Labor Code section 233), which requires employers to allow employees to use one-half of their accrued sick leave to care for a “family member”.
Essentially what has transpired is that Governor Brown has specifically stated that the definition of “family member” is consistent with the Paid Sick Leave law already in effect. Effective January 1st, 2016 employees will now be able to use kin care leave to care for grandparents, grandchildren, and siblings, as well as children, parents, spouse, or domestic partner. While the original provision allowed employees to take leave to “attend to an illness”, the amendment also allows for leave to be taken for:
• Diagnosis, care, or treatment of an existing health condition, or for preventative care
• Certain absences resulting from domestic violence, sexual assault, or stalking.
Are you struggling to manage these leaves for your employees? Consider investing in an automated absence management solution, where you can set up absence specifications, ensuring your leave administrators manage all requests compliant with applicable regulations.