As we previous wrote about here, on June 17, 2021, the Board for Cal/OSHA approved revisions to the Emergency Temporary Standards (“ETS”) that govern employer’s duties to fight COVID-19. The Governor signed an Executive Order making the revised ETS effective the same day. On June 18, Cal/OSHA published FAQs regarding the new revised ETS
California employers have been on a four-week rollercoaster ride over Cal/OSHA’s revisions to its Emergency Temporary Standard (“ETS”). The ETS was originally effective November 2020. In May 2021, the Board for Cal/OSHA approved revisions to the ETS, and then withdrew the revisions five days before California’s state-wide reopening on June 15. Days later the Board
As California reopens on June 15, 2021, employers must be careful to comply with numerous federal, state, and local (county and city) regulations. Businesses not only have to comply with the state’s reopening guidelines if they serve the public (such as retail, restaurants, and theaters), but they must also comply with Cal/OSHA’s regulations that govern
Late on June 9, 2021, Cal/OSHA’s Standards Board withdrew the revisions to its COVID-19 prevention emergency temporary standards (“ETS”) that were approved on June 3, 2021 and were expected to take effect by June 15, 2021, in connection with California’s reopening and lifting of the restrictions under the “Blueprint for a Safer Economy.” We wrote
Just as employers thought there could not be any additional paid sick leave requirements, the County of Los Angeles passed yet another COVID-19 paid leave requirement for employees obtaining or effected by the vaccine. This ordinance requires employers to pay up to four hours per injection for COVID-19 vaccine paid leave under certain circumstances.
Late last week, California enacted SB 93, requiring specific hospitality employers to offer employees laid-off due to COVID-19 preference for new positions between now and December 31, 2024. The new law is similar to a bill the governor vetoed last year, AB 3216.
Hospitality employers should read below to determine whether this new
On Friday, we replayed our March 23 webinar covering various topics including the American Rescue Plan’s renewal of FFCRA benefits and California’s brand new COVID-19 Supplemental Paid Sick Leave (SB 95). In both the original run and the replay, we got tons of great questions from employers about these two new laws. Below are
(Thanks to Veenita Raj who co-wrote this week’s Friday’s Five)
An employer’s obligation to provide mandatory paid sick and family leave under the Families First Coronavirus Response Act (FFCRA) ended on December 31, 2020. The FFCRA applies to employers with 500 or fewer employees. The payroll tax credits for employers who voluntarily decided to continue
Legislation at the federal and state level this month changed many paid sick leave regulations for California employers. California employers could be subject to at least five different paid sick leave laws spanning federal law, state law, state-regulations, and local government regulations. As employers reopen in California, it is important to review the various paid
As written about previously, Governor Newsom signed new legislation on March 19, 2021 requiring California employers to provide COVID-19 supplemental paid sick leave. California employers were required to provide California COVID-19 supplemental paid sick leave under an old law passed in 2020 that expired on December 31, 2020. There are a few key differences