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No, you may not impose additional waiting periods on an existing employee when they change their job or employment classification within a company, whether it involves a new position or change in classification, such as going from temporary to regular or part time to full time.
The law does allow waiting times, but they apply only to new hires.
For new hires, an employer may require that they work for the company for 30 days to be eligible for sick leave and work 90 days before sick leave could be used.
It is important that employees not be denied paid sick leave by requiring a new waiting period after a job or classification change.
Read more about the Parameters of Paid Sick Leave Use in the HR Library.