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In short, yes, a California employer can force you to use paid time off (PTO). Generally speaking, though, the law does a lot to protect workers concerning time off. Even if you have an employment contract that says otherwise, the PTO laws still apply. PTO can refer to either sick leave or vacation days. The law does require employers to offer paid sick leave but not paid vacation time. In this article, we’ll explore the ins and outs of paid time off in California.
Here are a few key points to fully understand your rights as a California employee when it comes to PTO:
As stated above, in 2024, all workers who have been with a company long enough must be given paid sick leave (PSL) under California law. Legally, the employer may mandate that workers slowly accumulate the PSL rather than being given access to all of it at once. Statutes in California stipulate that an employee can accrue no less than one hour of PSL per 30 hours worked. Paid Sick Leave can be utilized for:
Employers do not need to provide paid or unpaid vacation time to their staff. Accrued vacation time is considered to be wages if the employer does offer it. California law also requires that optional vacation time is to be accrued based on hours worked, in the same proportional way PSL is. The state also protects accrued vacation time from expiring or forfeiting upon termination or resignation.
If your sick or vacation time has been mishandled by your employer, you have the right to compensation. The tough yet compassionate San Diego employment lawyers at Mara Law Firm handle cases like these exclusively. Schedule your free consultation with us today.
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