Effective January 2, 2018, all SETA employees will have different SICK LEAVE (non-FMLA) and FMLA LEAVE pay codes to enter in their timecards. The reasons we have made these changes are for legal compliance and increased efficiency. You will see these changes when entering in your timecard for 2018 Pay Period 1 (Pay Dates 12/17/17 through 12/30/17).
SICK LEAVE (non-FMLA)
The California Kin Care Law states employees may use up to 50% of their annual accrued sick leave to take care of a qualified family member. Here is the web page of the law under Labor Code 233.
Eligible family members include child, spouse, parent, registered domestic partner, grandparent, and sibling. Here is the web page that details the eligible family members under Labor Code 245.5(c).
As a result of the California Kin Care law, all employees must now tell their supervisor if they are taking sick leave for themselves or an eligible family member when calling out sick or requesting time off to go to a medical appointment as well as enter the sick leave in their timecards accordingly.
In addition, employees who have a workers’ comp injury and have to attend follow-up workers’ comp appointments will now enter the sick leave in their timecards accordingly.
There will be three options when choosing sick leave:
- SICK SELF TKN(This is sick leave taken due to personal illness/injury or to attend medical appointments)
- SICK FAMILY TKN(This is sick leave taken to take care of an eligible family member or take them to a medical appointment)
- SICK WORK COMP(This is sick leave taken to attend workers’ comp follow-up appointments)
Please see attached Procedure –Entering New Sick Leave (Non-FMLA) Pay Codes into Timecards for detailed instructions.
If on approved INTERMITTENT FMLA, employees currently complete paper tracking sheets every pay period they use FMLA. Then Supervisors must sign approving the FMLA and it is turned into HR who manually tracks all FMLA usage.
All FMLA will now be entered and tracked in our payroll system, eliminating paper tracking and HR manual tracking. This will increase the efficiency of the process.
As usual, employees must always designate their time off as FMLA by verbally telling their Supervisor (when calling out sick or leaving early sick due to FMLA condition) or in writing when requesting time off for a FMLA appointment.
HR will continue to do timecards for employees who are on CONTINUOUS FMLA.
Please see attached Procedure –Entering New Sick Leave (FMLA) Pay Codes into Timecards for detailed instructions.
Please contact me with any questions or concerns at email@example.com or 916-263-3658. Thank you.
Human Resources Chief