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AB 2716 (Ma)

Mandatory Sick Leave

Corona Chamber Position: OPPOSE

AB 2716 (Ma) mandates that all employers provide paid sick leave to an employee after seven days of work in a calendar year to care for their own illness, or to provide care to a sick child, spouse, domestic partner, other relative, or some other person that they designate. The mandate would extend to all employers and all employees, as specified. There are no exceptions.

Most California employers participate in the California State Disability Insurance program (SDI), which is paid for through payroll deductions and provides temporary disability benefits for employees who are disabled by a non-work-related illness or injury. The employer is not required by law to offer paid sick leave to employees in addition to mandated SDI benefits. In fact, payment of sick leave may reduce the SDI benefits to which an individual is entitled.

Many California employers provide paid sick leave and/or paid vacation time even though current law does not require it. Under current law, unlike vacation days, sick leave does not accrue nor vest. Therefore, any unused sick leave may be forfeited at the end of a designated period of time. AB 2716 proposes to require unused paid sick time to carry over from year to year.

The ever-increasing burden of costly mandates on employers can cumulatively result in lower wages, reducing available health insurance, limiting training programs and - in the worst case scenario- job loss or reduced work hours. In an already troubled economy California should be seeking ways to stimulate job growth and avoid forcing costly mandates on employers.

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Assembly Member Fiona Ma Capitol Building #2176 Sacramento, CA 95814 Fax: 916-319-2112 SUBJECT: AB 2716 EMPLOYMENT: PAID SICK LEAVE - OPPOSE Dear Assembly Member Ma, I OPPOSE your AB 2716, as amended March 24, 2008, that would unreasonably expand employer’s costs and liability for a new protected and paid sick leave for employees. AB 2716 (Ma) mandates that all employers provide paid sick leave to an employee after seven days of work in a calendar year to care for their own illness, or to provide care to a sick child, spouse, domestic partner, other relative, or some other person that they designate. The mandate would extend to all employers and all employees, as specified. There are no exceptions. Most California employers participate in the California State Disability Insurance program (SDI), which is paid for through payroll deductions and provides temporary disability benefits for employees who are disabled by a non-work-related illness or injury. The employer is not required by law to offer paid sick leave to employees in addition to mandated SDI benefits. In fact, payment of sick leave may reduce the SDI benefits to which an individual is entitled. Many California employers provide paid sick leave and/or paid vacation time even though current law does not require it. Under current law, unlike vacation days, sick leave does not accrue nor vest. Therefore, any unused sick leave may be forfeited at the end of a designated period of time. AB 2716 proposes to require unused paid sick time to carry over from year to year. The ever-increasing burden of costly mandates on employers can cumulatively result in lower wages, reducing available health insurance, limiting training programs and - in the worst case scenario- job loss or reduced work hours. In an already troubled economy California should be seeking ways to stimulate job growth and avoid forcing costly mandates on employers.

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