©2025 Seyfarth Shaw LLP www.seyfarth.com 2025 Cal-Peculiarities | 45 maximum. Front-loading the entire annual amount is allowed and in that event no carryover is required. If PSL is accrued rather than front-loaded, then the standard accrual applies: one hour of PSL for every 30 hours of work. Emeryville defines “family member” to include a designated individual if the employee has no spouse or registered domestic partner (but to the extent state law is more generous, state law applies). In addition to all the same uses as allowed by state law, Emeryville employees may use their PSL to provide care for a guide dog, signal dog, or service dog (their own or a family member’s or a designated individual’s). Long Beach. The City of Long Beach has mandated paid sick leave for hotel workers.184 Los Angeles (City). The City of Los Angeles PSL law became effective in 2016.185 Its ordinance defines “employee” to include any individual who performs two or more hours of work per week within the City’s geographic boundaries, regardless of whether the individual resides in the City or is legally authorized to work. The minimum wage ordinance that mandates paid sick leave excludes employees employed by the government or exempt from state minimum wage laws. “Employer” is defined to include “a corporate officer or executive, who directly or indirectly or through an agent or any other person, including through the services of a temporary service or staffing agency or similar entity, employs or exercises control over the wages, hours or working conditions of any Employee.” Thus, corporate officers and executives may be personally liable under the Los Angeles ordinance. Employees may use up to 48 hours of PSL in “each year of employment, calendar year or 12-month period.” Unused accrued PSL must carry over to the following year of employment, but may be capped at 72 hours. Employers may set a higher cap or no cap. Employers can choose to either (1) “frontload” PSL by providing the entire 48 hours to an employee at the beginning of each year, or (2) have PSL accrue at the rate of one hour for every 30 hours worked. The Los Angeles ordinance differs from state law, which provides that if an employer front-loads PSL, then the unused PSL does not carry over, and the unused balance is simply replaced by the new grant. By contrast, Los Angeles requires that employers carry over from year to year up to at least 72 hours. So while a Los Angeles employee can use only 48 hours of sick pay in a year, the employee can carry over 72 hours of PSL (or more, if the employer allows it). The Los Angeles ordinance covers family members as defined in the state PSL.186 Los Angeles (City) - Living Wage Ordinance. With some exceptions, Los Angeles’s Living Wage Ordinance (LWO) applies to city contractors, and includes specific provisions for employees servicing airports.187 See § 7.2.3 for a discussion of the wage requirements. The LWO also requires city contractors to provide their employees with at least 96 hours of compensated time off and 80 hours of uncompensated hours off.188 These allotments are similar to West Hollywood’s PSL mandate discussed below. Employees are eligible to use their accrued paid compensated time off after the first 90 days of employment, or consistent with the employer’s policies, whichever is sooner.189 Compensated time off can be used for sick leave, vacation, or personal necessity. This time must be paid at an employee’s regular rate at the time the compensated time off is used.190 As in West Hollywood, under the LWO, unused accrued compensated time off will carry over until the time off reaches a maximum of 192 hours, unless the employer’s established policy is more generous.191 Once an employee reaches the maximum accrued compensated time off, an employer must provide a cash payout once every 30 days for accrued compensated time off over the maximum.192 Employers can provide the option of cashing out any portion of accrued compensated time off, but cannot require employees to cash out any accrued compensated time off.193 Additionally, the LWO requires employers to permit full-time employees to take at least 80 additional hours per year of uncompensated time off and non-full-time employees to take a proportionate incremental number of hours
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