California Assembly Bill AB1844

California 2019-2020 Regular Session

• Introduced: 1/6/20
• Refer: 1/17/20
• Report Pass: 5/11/20
• Refer: 5/12/20

Caption

Paid sick leave: behavioral health conditions.

Impact

If enacted, AB 1844 will have a considerable impact on California state laws regarding workplace sick leave regulations. Employers will be required to grant employees paid sick leave not only for physical ailments but also for behavioral health issues. This legislative move is meant to address the stigma surrounding mental health and reinforce that mental health disorders are as legitimate as physical health conditions. With this law, employees would have an avenue to take necessary time off without fear of losing their job or without the burden of requiring replacements, which could encapsulate a broader scope of support for mental well-being in the workplace.

Summary

Assembly Bill 1844, introduced by Assembly Members Chu and Gonzalez, seeks to amend the California Labor Code concerning paid sick leave. The bill expands the current provisions that allow employees to take paid sick leave for existing health conditions to also include behavioral health conditions. This amendment recognizes the importance of mental health and aligns with growing societal awareness of mental health issues, which affect a significant portion of the population according to statistical findings cited within the bill.

Sentiment

The sentiment surrounding AB 1844 is generally supportive among advocacy groups focused on mental health, as they see this bill as a step towards reducing stigma and increasing access to care. Supporters argue that it recognizes mental health as a critical aspect of overall health. However, potential opposition may arise from employer associations concerned about increased costs and operational impacts. The bill's provisions may significantly alter employer-employee dynamics regarding attendance policies, potentially leading to debates over its financial implications for businesses.

Contention

Some points of contention may arise as AB 1844 mandates that employers cannot discriminate against employees who use their sick leave for behavioral health reasons, which some employers might view as an added burden to manage alongside existing labor laws. Concerns might also involve the administrative aspects of implementing such policies and the possibilities of misuse. Nevertheless, legislative proponents emphasize that such measures are necessary to safeguard employees' rights and ensure mental health is treated with the same importance as physical health.