NorCal Employee Handbook

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CA Workplace Leave Information

PAID SICK LEAVE

Eligible employees are entitled to Paid Sick Leave (“PSL”) under the California Healthy Workplaces, Healthy Families Act. Employees can begin using accrued paid sick leave after 90 days of service with Flower Foods. PSL may cover absences related to your own health condition or to a family member’s health condition, absences related to domestic violence, sexual assault, or stalking, and, in other limited instances, a public health emergency resulting in the closure of an employee’s place of business or an employee’s children’s school or childcare provider. A. Basic Leave Entitlement Eligible employees are entitled to up to 40 hours of sick leave per year, provided on the ninetieth (90th) day of employment and each calendar year thereafter on January 1st. Employees may use PSL in increments of at least one (1) hour. When valuing an hour of sick leave, the company will use one of the following calculations: for salaried employees, divide the employee’s total weekly salary by 40 hours; and for hourly and commissioned employees, take the employee’s total compensation for the previous 90 days (excluding any overtime premium pay) and divide by the total number of non-overtime hours worked during the prior 90 days of employment. Unused paid sick time does not carry over from year to year. Upon separation from employment, employees are not entitled to compensation for accrued, unused paid sick days. Each employee’s accrued and available PSL hours is viewable on the employee’s last earnings statement. Refer to your specific PSL policy for additional To the extent possible, employees must provide reasonable advance notice of their need for leave under this policy. If the need for leave is not foreseeable, an employee must provide notice as soon as practicable. The Company requests that you submit a “Time-Off Request form” as soon as practicable, either as soon as possible where the need for leave is foreseeable, or as soon as possible upon your return to work. If you use PSL for more than three (3) consecutive workdays, the Company may require reasonable documentation of the purpose for such use of PSL. Documentation may include, but is not limited to, a signed statement from a health care provider. The Company also reserves the right to require documentation from a health care provider verifying an employee’s need to use PSL if there are indications of a pattern of abuse, such as repeated use of unscheduled sick leave on or adjacent to weekends, holidays, or pay day, regardless of whether the employee has used sick leave for more than three consecutive days. C. Coordination and Continuation of Benefits Leave under this policy will not constitute a break in the employee's continuous service for the purpose of benefits and seniority. At no cost to you, the Company offers supplemental pay (STD) that provides you 60% of your regular base pay for up to 25 weeks for absences relating to your own health or medical condition (26 weeks of leave total including the waiting period). If you are an FMLA or CFRA eligible employee, this reasonable accommodation medical leave (medical leave) runs concurrently with FMLA and provides up to 12 weeks of federally mandated job protected leave. A five-workday waiting period applies and in order for the leave to qualify for the STD benefit, the leave must be accepted as “qualifying” by the Company’s third party administrator under an advice to pay program. You may elect to use available PSL or the Company will require that accrued PTO be used for the waiting period. Additionally, available PSL or accrued PTO may be used at your discretion to offset the difference between your STD benefit and your regular base earnings (excluding overtime) until the available paid sick leave or PTO balance is exhausted. You will continue to accrue PTO while you are receiving supplemental pay. information. B. Notice