Play-Well provides all employees with paid sick leave as outlined below. Each employee will receive an advance of ten (10) sick leave hours immediately upon hire, which are available to use if the employee is unable to perform scheduled work hours due to illness, injury, or to receive preventative or immediate medical care, treatment or diagnosis. This advance of sick leave hours deducts from accrued hours until ten (10) full hours have accrued, and then regular accrual continues with no further deduction.

Accrued and unused sick leave hours are shown on your pay statement, available through the Paycom website and app. Employees are required to call their managers as soon as they suspect they are getting sick, even if it is after hours. A doctor’s note or other medical documentation with date is required for pre-scheduled medical appointments and for paid sick leave of more than three consecutive days. Managers may request a doctor note be provided to confirm sickness at anytime.

California's COVID-19 specific law (SB-114) effective January 1, 2022 that covers COVID pay is no longer in effect, all employees will use regular sick pay hours. If you have contracted COVID, you must immediately provide evidence of a positive COVID test with date and time of test listed to your manager. Current CDC guidelines will be followed regarding timeline for recovery; your manager may request a doctors note at anytime to confirm your recovery timeline.

Hours eligible for use of sick/safe leave include time below:

• Scheduled sessions
• Setup time

Paid sick leave is provided when an employee is unable to perform scheduled work hours due to illness, injury, or to receive preventative or immediate medical care, treatment or diagnosis. Paid sick leave accrues only for regular hours worked, and does not accrue during an unpaid leave of absence such as Family & Medical Leave or during paid sick leave. Paid sick leave can also be used to care for an eligible family member who is ill, injured, or receiving medical care, treatment or diagnosis by employees who work in Arizona, California, District of Columbia and Washington State.

Sick/safe leave can be used in one-hour increments. Once approved, your manager will enter paid sick/safe leave hours on your time card using cost code 101 (does not apply for unpaid sick/safe leave). Human Resources will verify whether the employee has enough sick leave available, and will let the employee & manager know if the available time to be paid is less than what was entered, and correct the time card. Eligible employees will be paid only up to the amount of unused sick leave; additional sick leave will be unpaid. We will provide payment for sick leave taken by an employee no later than the payday for the next regular payroll period after the sick leave was taken.

The rate of pay shall be the employee’s hourly wage (exception for multiple pay rate). If the employee, in the 90 days of employment before taking accrued sick leave, had different hourly pay rates, then the rate of pay shall be calculated by dividing the employee’s total wages, not including overtime premium pay, by the employee’s total hours worked in the full pay periods of the prior 90 days of employment.

Eligible Family Members: (Arizona, California, District of Columbia and Washington State.) Child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis. This definition of a child is applicable regardless of age or dependency status; a biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child; legal guardian or ward, sibling, grandparent, grandchild, spouse, parents of spouse/partner, parents of children, brothers and sisters, spouses of brothers and sisters, a child who lives with the employee and for whom the employee permanently assumes and discharges parental responsibility, a person with whom the employee shares or has shared, for not less than the preceding of twelve months a mutual residence and with whom the employee maintains a committed relationship, registered domestic partner; including these relationships: biological, adoption, step-relationships and foster care. California employees can annually designate a non-family member who does not meet any of the above definitions for this leave.

You must give your manager advance notification of a pre-scheduled or foreseeable absence from work for which paid sick leave will be used, such as a doctor’s appointment or ongoing injury or illness. You will make a reasonable effort to schedule paid leave in a manner that does not disrupt our scheduled programs, and must notify your manager at least two hours in advance of an unforeseeable absence for which paid sick time will be used, unless an emergency prevents such notification. In this case, notification must be made before the start of the next scheduled work shift or within 24 hours of the onset of the emergency, whichever occurs sooner. We do not require, as a condition of using paid sick leave, that the employee search for or find a replacement worker to cover the days during which the employee uses paid sick leave. If the need for paid sick leave is unforeseeable, the employee shall provide notice of the need for the leave as soon as practicable.

Paid Safe Time – Arizona, Illinois, Washington, and California

Eligible employees who work within Arizona, California, Illinois, and Washington can use their accrued time as paid Sick or Safe Time Leave.

Safe Time Leave is defined as:

• To treat or recover from physical or psychological injury or disability caused by stalking, domestic violence, or sexual abuse, or to care for eligible family members for the same reasons.
• Obtaining services for the employee or the employee’s family member from a victim services organization.
• Obtaining psychological or other counseling services for the employee or the employee’s family member.
• The temporary or permanent relocation of the employee or the employee’s family member.
• Taking legal action, including preparing for or participating in any criminal or civil proceeding related to or resulting from the stalking, domestic violence, or sexual abuse.
• Taking other actions that could be reasonably determined to enhance the physical, psychological, or economic health or safety of the employee or the employee’s family member or the safety of those who work or associate with the employee.

Safe Time Leave benefit for Seattle Employees also includes:

• When the employee's place of business has been closed by order of a public official to limit exposure to an infectious agent, biological toxin or hazardous material.
• To accommodate the employee's need to care for a child whose school or place of care has been closed by order of a public official for such a reaso

Documentation is required for pre-scheduled appointments and for paid safe leave of more than three consecutive days to be provided upon your return to work or within one business day thereafter. If you demonstrate a pattern of misuse, we may require documentation for any time requested, even if it is less than four consecutive days. All documentation will be kept at our San Anselmo office in a confidential
file.

Documentation may include:

• A police report indicating that the employee or the employee’s family member was the victim of stalking, domestic violence, or sexual abuse.
• A court order indicating that the employee or employee’s family member was the victim of stalking, domestic violence, or sexual abuse.
• A signed written statement from a victim and witness advocate affirming that the employee or employee’s family member is involved in legal action or proceedings related to stalking, domestic violence, or sexual abuse. The signed statement shall include only the name of the employee or employee’s family member who is a victim and the date on which services were sought.
• A signed written statement from a victim and witness advocate, or domestic violence counselor affirming the employee or employee’s family member sought services to enhance the physical, psychological, economic health or safety of the employee or employee’s family member.