They can enforce it there no differently than they can anywhere else, not that they ever do.
Like I said they can't enforce it in California. We were handed out a memo of the law and acknowledged that we read it.
California Paid Sick Leave: Frequently Asked Questions
This means, in general terms, that if an employee
has accrued sick days available, an employer may not deny the employee the right to use those accrued paid sick days, including the right to use paid sick leave for a partial day (e.g., to attend a doctor’s appointment), and may not discipline the employee for doing so.
Many employers have attendance policies under which employees may be given an “occurrence” or similar adverse personnel action (which is a form of discipline with potentially negative repercussions) if the employee has an unscheduled absence or provides insufficient notice of an absence. Under the terms of the paid sick leave law (and Labor Code sections 233 and 234), if an employee
has accrued and available sick leave, and is using his or her accrued paid sick leave for a purpose as specified in the law, it is
not permissible for an employer to give the employee an “occurrence” for the absence under such an attendance policy because this would constitute a form of discipline against an employee for using his or her paid sick leave as allowed under the paid sick leave law.