On February 9, 2022, Governor Newsom signed a new law requiring employers to provide supplemental COVID-19 paid sick leave during 2022 through September 30, 2022. The law, SB 114, unlike the supplemental paid sick leave law passed in 2021, provides for no offsetting tax credits for employers to assist with the added costs this
California’s 2022 COVID-19 Supplemental Paid Sick Leave becomes effective tomorrow, February 19, 2022 (for background and basics about the new law, see our prior post here). This week, the Labor Commissioner published additional resources just before the law becomes effective. Below is a summary of the notice requirements (and with a link to the
Los Angeles County updated its requirements for employers who have employees working within the County. This Friday’s Five highlights five issues employers in Los Angeles County should review (and the need to monitor for further updates that the County is currently working on):
1. Mask requirements
Los Angeles County sets forth that employers must now
The Supreme Court blocked the Biden administration from enforcing its sweeping vaccine-or-test requirements for large private companies, but allowed a vaccine mandate to stand for medical facilities that take Medicare or Medicaid payments. In this YouTube short, I briefly discuss how this will effect California employers.
Additional information about the Cal/OSHA ETS can be
[Updated 10/14/21 to reflect that Mayor Garcetti signed the Los Angeles City ordinance.]
Adding yet another layer of confusion into who must receive a COVID-19 vaccine, Los Angeles City Council enacted a vaccine mandate for indoor venutes. This ordinance is not to be confused with the recent Los Angeles County order issued on September 28,
Yesterday, September 9, Biden announced a move to mandate private employers with more than 100 workers to require vaccinations or test for COVID-19 on a weekly basis. California legislators have considered a mandatory vaccination law for employers, but did not pass the law prior to the end of the legislative session. Here are five key
This week many employers made the decision to mandate vaccination policies for their employees. Disney, Uber, Microsoft, and Walmart are some of the larger employers in the news this week that are requiring all or some of their employees to be vaccinated in order to return to the workplace.
Federal and California law make it
Today, June 29, 2021, Cal/OSHA published a revised COVID-19 Model Prevention Program that reflect the changes made to the Emergency Temporary Standards (ETS) on June 17, 2021.
The revised COVID-19 Model Prevention Program can be downloaded from Cal/OSHA’s website here.
Most employers in California are required to establish and implement an effective written COVID-19
Masks. Vaccination. Training. Testing. The recently-revised Cal/OSHA Emergency Temporary Standards (ETS) fundamentally rewrite employer obligations with respect to protecting employees from COVID-19.
But what does the revised ETS say about excluding employees from the workplace over COVID-19 concerns? And what about the controversial pay requirements in the original ETS?
The
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