To help prevent loss of earnings that may be caused by accident or illness, SYHealth provides paid sick leave (PSL) to all employees in compliance with applicable state and local law, including the San Diego Paid Sick Leave Ordinance. Beginning January 1, 2024, all employees who have worked 30 continuous days in the previous year will receive a total of 40 hours/five workdays of paid sick leave (PSL) per year. New employees who have worked 30 continuous days in the same year will receive a total of 40 hours/five workdays of paid sick leave (PSL) per year, to be used after an employee’s 90th day of employment.

 

The maximum cap on usage per year is 40 hours/five workdays per year. Once all PSL has been used, employees will receive no more PSL under this policy until the following calendar year. PSL can be used after an employee’s 90th day of employment, and the available balance shall appear on the employee’s wage statement. Any time taken before PSL eligibility has been met or after PSL has been exhausted, is not covered by this policy and shall be unpaid, except as provided in SYHealth’s other policies providing for paid time off. PSL pay will be calculated based on the employee's regular rate of pay at the time of absence. Sick time cannot be used to augment wages such as overtime or any special forms of compensation such as incentives or shift differentials.

​

The amount of PSL available at any time will appear on the payroll earnings statements. Employees who voluntarily or involuntarily separate from the company will not be paid their unused sick time. Following the exhaustion of PSL, employees may use their FAPSL (if available). However, if no PSL is available under the current policy or accrued under FAPSL, employees may take paid sick time off under VWL (if available), or any accrued and unused vacation time (if appropriate and approved), to recover from an illness or help their immediate family recover from illness.

​

An employee may take PSL to care for themselves or a family member, for preventive care or diagnosis, care, or treatment of an existing health condition, or for specified purposes if they are a victim of domestic violence, sexual assault, or stalking. Family members include the employee’s parent, child, spouse, registered domestic partner, grandparent, grandchild, sibling, or designated person. Although PSL cannot be used towards “personal” absences, time off for healthcare, medical, dental, and vaccination appointments can be treated as sick time. PSL can be used in increments of 1 hour or more.

The State of California also provides both disability and paid family leave benefits to eligible employees, which may augment and/or supplement California Paid Sick Leave. Learn more at http://www.edd.ca.gov.

​

Sick Leave Policy Definitions

​

Paid Sick Leave (PSL): Beginning January 1, 2024, all employees who have worked 30 continuous days in the previous year will receive a total of 40 hours/five workdays of paid sick leave (PSL) per year. New employees who have worked 30 continuous days in the same year will receive a total of 40 hours/five workdays of paid sick leave (PSL) per year, to be used after an employee’s 90th day of employment The maximum cap on usage per year is 40 hours/five workdays per year. PSL pay will be calculated based on the employee's regular rate of pay at the time of absence. Sick time cannot be used to augment wages such as overtime or any special forms of compensation such as incentives or shift differentials.

​

Formally Accrued Paid Sick Leave (FAPSL): Paid sick leave hours accrued prior to 2024 which are unused and displayed on the final wage statement in 2023. These hours carry-over each year until they are exhausted. These hours cannot be used to augment wages such as overtime or any special forms of compensation such as incentives or shift differentials.

​

Voluntary Wellness Leave (VWL): Accrued paid time off provided voluntarily by SYHealth starting January 1, 2024, to provide additional paid time off for employees to care for themselves and/or an immediate family member. Eligible employees may accrue up to 32 hours of VWL each calendar year. VWL accrues based on hours worked at a rate of 1 hour for every 65 hours worked. There is no accrual while the employee is on any time off, including leave of absence, sick time, floating holiday or vacation time. This leave is not available to use until the employee has exhausted all available PSL and FAPSL.

 

The complete Sick Leave Policy is made available to all employees and is posted on the HR Intranet.