#chammas

Daniel Chammas is a partner at the national employment law boutique, Ford Harrison in downtown Los Angeles. He has over 15 years’ experience in dealing with various cases relating to employment. During the course of his career, he has litigated and resolved different employment disputes, unpaid wages, claims for wrongful termination, racial discrimination, etc.

The California Healthy Workplace, Healthy Families Act of 2014 imposing new paid sick leave for California employees was passed and came into effect on July 1st, 2015. Daniel Chammas explains further what this law means.

Covers Virtually Every Employer

The new law that came into effect in July 2015 covers virtually every employer in California. It does not have any exceptions for small nonprofits or for nonprofits that have very few employees. So virtually every employer automatically falls under this law, and all employers have to review their policies regarding sick leave to make sure it is in compliance with the new law.

The law further states that even out-of-state nonprofit employers that have staff or employees working in California will have to abide by this. As long as the person working is a resident of California, or who is working in California, they will have to receive the benefits stipulated by this law. This also applies to employees who telecommute to California.

At Least Three Paid Sick Days Per Year

The law states that when a person works for 30 days, he is entitled to at least one hour of sick leave. The employer is also required to allow accrued paid sick leave to be carried over to the next year. However, the employer may limit the use of paid sick leave to three days, or 24 hours in a year. Employees who make use of their sick leave are entitled to compensation based on their standard hourly rate, and those who earn commissions should have the commissions factored into their paid sick leave. However, an employer will not be required to pay out sick leave in the event of termination.

Modification of Existing Policies

In cases where the nonprofit employer was already providing the same paid sick leave, they will not be required to increase the number of paid leave days. However, even these existing policies will need to be reviewed and employees advised that they will need to use the paid time off (PTO) for sick leave.

Daniel Chammas has litigated several cases involving unlawful termination, and unpaid wages and knows that every employer, including nonprofits in California, should check their existing paid leave policies to determine whether they have to make any addition to it. Employers will also need to record all hours worked, including accrued paid sick leave for at least three years.

Bébé hibou

Moi, la nuit je ne dors jamais, Bébé hibou, perché sur la branche; Sages, mes frères, tous les yeux fermés Font la fierté des parents, en revanche.

Bien d'histoires qui peuplent ma tête, Bien d'étoiles qui enchantent mes yeux, C'est pourquoi la nuit, en cachette Je redresse mon regard vers les cieux.

J'essayais de me faire comprendre, Je voulais qu’ils découvrent mon monde, Mais, broyant mes espoirs en cendres, Ils ne voulaient m'écouter une seconde.

Ma maman, une femme raisonnable, M'interdit de conter mes histoires, Elle m'accuse d'être désagréable, Elle me dit que je suis trop bizarre.

Sans sommeil, cette nuit encore, Je lui confiais que j'étais poète, En lui disant que la lune, c'est ma soeur, Mais elle répondit que j'étais trop bête.

Ô pourquoi mes yeux sont si ronds Et ma cervelle toute remplie de merveilles? ... Je ne suis qu’un bébé que l'on gronde, Bébé hibou qui n'a jamais sommeil.

Mariya Chammas

The whole im-too-rich-but-im-really-not-why-do-colleges-think-i-have-so-much-money problem.

but I'm really not rich, my mom is unemployed as of 4 months ago waaaaah!

;asdkfjasdf practice :(