California Employment Law
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Let me see if I'm understanding you correct:
1. If the employee reached his roll over date with unused paid vacation or sick which are legally the same those can't be eliminated and must be allowed / paid in added gross instead.
2. It is legal to cap the accrual of paid personal days. A cap will be valid regardless of the length of employment. Any additional accrual will depend on consumption and the replenishment will be to the level of the cap only. In other words a cap will override the allowence if the allowence is not used.
3. If the above is correct. How do I legaly establish a cap. Make changes to the employemnt guide that I use? Notify the employees?
4. Would a cap of 15 days be legal in my situation.