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
On January 26, 2021, Los Angeles County extended the Los Angeles County COVID-19 Supplemental Paid Sick Leave Ordinance to continue “until two weeks after the expiration of the COVID-19 local emergency as ratified and declared by the Board.” The new ordinance also retroactively applies to businesses starting on January 1, 2021. The new ordinance differs
Three days into his term, President Biden signed executive orders and set forth plans for how employers should respond to issues during the COVID-19 pandemic. Here are five actions by President Biden this week that stand to have a major impact on employers across the U.S.:
1. Within two weeks of January 21, 2021, OSHA
As employees are just beginning to return to work, or employers are making plans to reopen pursuant to California’s “Blueprint for a Safer Economy,” it is a good time to review the various paid sick leave laws that were implemented during the COVID-19 epidemic, as well as the paid sick leave laws that were already
On April 1, 2020, the Department of Labor issued its Final Rule implementing the Families First Coronavirus Response Act (FFCRA), pursuant to the authority it was granted under the law to issue regulations the implement the statute. The State of New York filed a lawsuit (State of New York v. United States Department of Labor,
This week’s Friday’s Five is reexamining the Families First Coronavirus Response Act (FFCRA) and four new issues addressed by the DOL on July 20, 2020. Plus, (because I needed an additional point to make this five points), I reexamine the DOL’s definition of “individual” as used in qualifying reason number three for EPSLA. Many employers
It’s a daunting task to keep current with the constantly evolving, and sometimes conflicting, health agency guidance on workplace safety amid COVID-19. A good example is the CDC guidance on what to do when workers come in close contact with an individual who has a confirmed or suspected case of the virus. Initially, the CDC
On April 16, 2020, Governor Gavin Newsom issued Executive Order N-51-20, which provides new paid sick leave to certain food service workers. Citing a need to fill a “gap” left by the federal Families First Coronavirus Response Act, which applies solely to employers with fewer than 500 employees, this new Executive Order provides up to 80 hours of “COVID-19 Supplemental Paid Sick Leave” to defined food sector workers.
(Zaller Law Group is hosting a free webinar on Friday, April 24, 2020, to discuss this new Executive Order and answer your questions. Join us for Understanding California’s New Paid Sick Leave Requirements For Food Sector Employees.)
Here is what you need to know.
Executive Order N-51-20 applies to employers with 500 or more employees in the United States, including full-time and part-time workers but not including independent contractors. Employees on leave of any kind are counted, but employees furloughed or laid off are not counted unless and until they are reemployed.
The Executive Order expressly applies to any “Delivery Network Company” (companies that use a website or mobile app to enable local delivery of products/food from third-party merchants; think Postmates or GrubHub) and any “Transportation Network Company” (companies that provide transportation services using online apps/platforms that connect passengers with drivers using a personal vehicle; think Uber or Lyft) that employs 500 or more employees.
As with the FFCRA and FMLA, common employees of joint or integrated employers must be counted together.
There is one exception: if, as of April 16, 2020, the employer already provides a “supplemental benefit” such as paid leave that provides the same or greater benefit provided by this Executive Order, then the employer does not have to provide the COVID-19 Supplemental Paid Sick Leave.
The Executive Order applies to “Food Sector Workers,” which it defines as any person who satisfies one of the following criteria:Continue Reading California’s COVID-19 Supplemental Paid Sick Leave Order: What Employers Need to Know