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
Update: Governor Newsom signed SB-95 on March 19, 2021. Therefore, employers have until March 29, 2021 to ensure compliance with the new requirements.
California’s supplemental paid sick leave for employees and food sector employees expired on December 31, 2020. Just as California businesses are starting to reopen, California’s legislature passed and presented to Governor
[Update: This article has been updated to reflect the new guidance from California’s Department of Fair Employment and Housing (“DFEH”) issued in March]
Many questions exist about the COVID-19 vaccine in terms of the workplace and employees. Here are five common questions employers face in terms of mandating the vaccine and requirements that apply to
Late last year, Cal/OSHA implemented Emergency Temporary Standards that imposed dramatic new testing, training, and recordkeeping requirements related to COVID-19 exposure in the workplace. Most controversial of these new requirements was a mandate that employers “continue and maintain an employee’s earnings, seniority, and all other employee rights and benefits” for employees excluded from the workplace
On January 8, 2021, Cal/OSHA updated the Frequently Asked Questions pertaining to its COVID-19 Emergency Temporary Standards (ETS). For some background on the ETS, see our prior posts here. California employers need to continue to adjust their practices to ensure compliance with this updated guidance from Cal/OSHA. The complete FAQs can be found here