How do I use my accrued paid sick leave for "kin care" to look after a sick family member in California?

In California, you have a legal right to use up to half of your annually accrued paid sick leave to care for a sick family member. This right is protected under the state's "kin care" law. Here is how to use your sick leave for this purpose: Step 1: Check Your Available Sick Leave Review your most recent paystub or contact your Human Resources department to confirm your total accrued paid sick leave. By law, you can use at least half of the sick leave you earn in a year for kin care. For example, if you accrue 48 hours (6 days) of sick leave per year, you can use at least 24 of those hours for kin care. Step 2: Confirm Your Family Member Is Covered The law defines "family member" broadly. You can use kin care leave for a child (regardless of age), parent (including a parent-in-law), spouse, registered domestic partner, grandparent, grandchild, or sibling. Step 3: Notify Your Employer Verbally inform your supervisor or HR department that you need to use your paid sick leave to care for a family member. If the need for leave is foreseeable (like a scheduled surgery), give your employer reasonable advance notice. If it is an emergency, notify them as soon as practicable. Step 4: Use and Record the Leave Take the time off to provide care. Your employer cannot require you to find a replacement worker to cover your absence. Your leave usage should be reflected on your next paystub and paid at your regular hourly rate. Important Details and Nuances Your employer cannot deny your right to use sick leave for kin care or retaliate against you in any way for using it. You do not need to provide a doctor's note or other documentation unless you are absent for more than three consecutive workdays. Warnings and Limitations You can only use sick leave that you have already accrued. Also, be aware that some cities in California (like San Francisco, Los Angeles, and Oakland) have local paid sick leave ordinances that may provide more generous benefits or have different rules. Always check your local laws in addition to state law. This is general information and does not constitute legal advice. For complex situations, such as a wrongful denial of leave or retaliation by your employer, you should consult with a qualified California employment attorney.