Vacation pay can be offered by an employer, but is not required by law. If an employer provides vacation pay, the pay legally belongs to the employee, and the employee's accrued vacation days can never be lost.

With respect to sick pay, you are going to have to look at the federal Family and Medical Leave Act (FMLA) (29 U.S.C. sect. 2601) and the California Family Rights Act (CFRA)( Gov't Code sect. 12945.2 and 19702.3) to determine whether it applies. It is generally applicable to employers of 50 or more employees.

These acts contain overlapping and sometimes conflicting employee rights and employer obligations. Covered employers must provide time off for personal illness, to attend to the illness of a member of the employee's family, and in connection with the birth or adoption of a child. Although that sounds simple, I can tell you that FMLA/ CFRA cases are among the most litigated of all employment law cases and can result in large liabilities.

Vacation pay can be offered by an employer, but is not required by law. If an employer provides vacation pay, the pay legally belongs to the employee, and the employee's accrued vacation days can never be lost.

With respect to sick pay, you are going to have to look at the federal Family and Medical Leave Act (FMLA) (29 U.S.C. sect. 2601) and the California Family Rights Act (CFRA)( Gov't Code sect. 12945.2 and 19702.3) to determine whether it applies. It is generally applicable to employers of 50 or more employees.

These acts contain overlapping and sometimes conflicting employee rights and employer obligations. Covered employers must provide time off for personal illness, to attend to the illness of a member of the employee's family, and in connection with the birth or adoption of a child. Although that sounds simple, I can tell you that FMLA/ CFRA cases are among the most litigated of all employment law cases and can result in large liabilities.

Vacation pay can be offered by an employer, but is not required by law. If an employer provides vacation pay, the pay legally belongs to the employee, and the employee's accrued vacation days can never be lost.

With respect to sick pay, you are going to have to look at the federal Family and Medical Leave Act (FMLA) (29 U.S.C. sect. 2601) and the California Family Rights Act (CFRA)( Gov't Code sect. 12945.2 and 19702.3) to determine whether it applies. It is generally applicable to employers of 50 or more employees.

These acts contain overlapping and sometimes conflicting employee rights and employer obligations. Covered employers must provide time off for personal illness, to attend to the illness of a member of the employee's family, and in connection with the birth or adoption of a child. Although that sounds simple, I can tell you that FMLA/ CFRA cases are among the most litigated of all employment law cases and can result in large liabilities.