Sick leave is accrued paid leave from work that can be used for any of the following purposes:

  • Diagnosis, care, or treatment of an employee’s illness, injury, health condition, or exposure to contagious disease which incapacitates him/her from the performance of duties. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefrom as determined by a licensed physician, or under the Kaiser plan, a licensed health care professional.  Use of accrued sick leave may run concurrently with applicable statutory leaves, which as Family Medical Leave.
  • The employee’s receipt of preventative care or required medical or dental care or consultation.
  • The employee’s attendance, for the purpose of diagnosis, care, or treatment of an existing health condition of, or preventative care, or an immediate family member who is ill. For the purpose of this subsection of Section 14.2, “immediate family member” means parent, spouse, domestic partner (defined as registered domestic partner under California Family Code §297), son, daughter, sibling, stepchildren, mother-in-law, father-in-law, grandparents or grandchildren.
  • The employee’s preparation for or attendance at the funeral of a member of his or her immediate family. For the purpose of preparation for or attendance at a funeral, immediate family member also includes son-in-law, daughter-in-law, grandparents-in-law and siblings-in-law.  Use of sick leave for this expanded definition is limited to five (5) days if travel is required.
  • The employee’s attendance to an adoptive child or to a child born to the employee or the employee’s spouse for up to six (6) weeks immediately after the birth or arrival of the child in the home.

Sick leave used concurrently with CFRA leave for the purpose of bonding following the birth, adoption or foster care placement of a child of the employee must be concluded within one (1) year of the birth or placement of the child.  However, an employee is entitled to leave for one of these purposes (e.g. bonding with a newborn) for less than two (2) weeks duration on any two (2) occasions.

  • An employee who is a victim of domestic violence, sexual assault, or stalking may use up to one half (1/2) of his or her annual sick leave allotment to:
    1. Obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health, safety or welfare of the employee or his or her child; or
    2. Obtain medical attention or psychological counseling; services from a shelter, program or crisis center; or participate in safety planning or other actions to increase safety.