classified as exempt, you are presumed to work 40 hours per week, unless you are normally scheduled to work fewer than 40 hours, in which case sick leave accrues based on your normal schedule. You may begin using sick and safe leave on your 90th day of employment. Once you have accrued 80 hours of leave, you will not accrue any more leave until you use some. You may only use up to 40 hours (five days) of your available sick and safe leave per leave year. For the purposes of this policy, the leave year is calendar year. Paid sick and safe leave may be taken in no less than duration not larger than two hours increments. You may not use more sick and safe leave than you have accrued or receive an advance of sick and safe leave that has not yet been accrued. Earned but unused sick and safe leave will carry over to the following leave year up to the 80-hour maximum accrual cap.
Compensation
If you are nonexempt, you will be compensated for sick and safe leave at your regular rate of pay. If you are exempt, you will be compensated for sick and safe leave in the same manner as the Company calculates wages for other forms of paid leave time.
Notice
If your need for leave is foreseeable, you must provide reasonable advance notice. If unforeseeable, provide notice as soon as practical. If known, notice should include the expected length of the absence.
Documentation
The Company may request documentation verifying the appropriate use of leave.
Substitution of Paid Leave
You may substitute available paid sick and safe leave for unpaid leave taken under the following policies:
Jury duty leave (refer to Jury Duty Leave Policy) Witness leave (refer to Witness Leave Policy) Crime victim leave (refer to Crime Victim Leave Policy) Bereavement leave (refer to Bereavement Leave Policy)
Payment upon Termination
You will not be paid for any unused sick and safe leave when your employment ends.
Reinstatement of Leave upon Rehire
The Company will reinstate previously accrued, unused sick and safe leave if you separate and are rehired within one year.
Interaction with Other Leave
Sick and safe leave will run concurrently with other types of leave when permitted under applicable law.
Retaliation
The Company will not retaliate against employees who request or take leave in accordance with this policy. San Diego Earned Sick Leave CREA provides earned sick leave to our San Diego employees under San Diego's Earned Sick Leave and Minimum Wage Ordinance. Sick leave will run concurrently with other types of leave where permitted under applicable law; please reference CREA's Paid Time Off policy.
Official Notice: San Diego Earned Sick Leave
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