Employers are required to provide paid sick leave to workers, following complex regulations that vary by state and are further adjusted by counties, cities, unions, and other entities. This challenge asks you to implement a simplified version of California’s rules as a worked example:
Entitlement
- An employee who, on or after July 1, 2015, works in California for 30 or more days within a year is entitled to paid sick leave.
- Paid sick leave accrues at a rate of one hour for every 30 hours worked, beginning the later of the first day of employment or July 1, 2015.
- Accrued leave carries over to the following year, capped at 48 hours (6 days) — unless the employer’s existing paid-leave or PTO policy already front-loads at least 24 hours (3 days) at the start of each year, in which case no accrual/carryover tracking is required.
Usage
- An employee may begin using accrued sick days on their 90th day of employment.
- An employer must grant leave on an employee’s oral or written request, for the diagnosis, care, or treatment of an existing health condition (their own or a family member’s) or preventive care, or for specified purposes related to domestic violence, sexual assault, or stalking.
- An employer may cap usage at 24 hours (3 days) per year of employment.
Implement decision services for these rules, assuming they’d be invoked every time an employee reports their daily worked/sick hours.
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