- #CALIFORNIA SICK LEAVE LAW 2021 FOR PART TIME EMPLOYEES FULL#
- #CALIFORNIA SICK LEAVE LAW 2021 FOR PART TIME EMPLOYEES VERIFICATION#
#CALIFORNIA SICK LEAVE LAW 2021 FOR PART TIME EMPLOYEES VERIFICATION#
There are specific limits on the amount of SPSL that an employee may use for this purpose. Generally, an employer may limit the amount of time to 3 days or 24 hours absent a verification from a health provider. The employee is attending an appointment for themselves or a family member to receive a vaccine or a vaccine booster for protection against COVID-19.The employee has been advised by a healthcare provider to isolate or quarantine due to COVID-19.The employee is subject to a quarantine or isolation period related to COVID-19 as defined by an order or guidance of the State Department of Public Health, the federal Centers for Disease Control and Prevention, or a local public health officer who has jurisdiction over the workplace.Leave must be provided if the employee is unable to work or telework for any of the following reasons: Leave hours from the second 40-hour bank will be available for other covered reasons.
The 2022 SPSL law specifically authorizes the employer to require proof of a positive COVID-19 test. Leave hours from one 40-hour bank will be available only if the employee tests positive for, or is caring for a family member who tests positive for, COVID-19. The 2022 SPSL law provides up to 80 hours of SPSL due to a qualifying COVID-19-related reason. It provides paid leave in two batches-one batch permitting up to 40 hours when an employee tests positive for COVID-19, and a second batch permitting up to 40 hours for other COVID qualifying reasons.
#CALIFORNIA SICK LEAVE LAW 2021 FOR PART TIME EMPLOYEES FULL#
All employees who are unable to work or telework due to a qualifying COVID-19-related reason, regardless of full or part-time status, are eligible for 2022 SPSL (however, the amount of leave provided is different for full-time and part-time employees, as discussed below). In addition, the 2022 SPSL law allows employees to use leave to care for family members, defined to include a child, grandchild, grandparent, parent, sibling, domestic partner, or spouse. Covered employers and employeesĬovered employers are employers in the state of California with 26 or more employees. As a result, employers will not be able to simply reinstate policies that they had in place to comply with their 2021 COVID-19 supplemental paid sick leave obligations. One significant, unwelcomed difference is that employers’ obligations to provide paid sick leave under the 2022 law are in addition to their obligations under Cal-OSHA COVID-19 Emergency Temporary Standards (“ETS”) to pay employees who are excluded from the workplace due to COVID-19 exposure.īelow is additional information on the provisions of the 2022 SPSL law that apply to employers generally. This article does not discuss provisions of the 2022 SPSL law that are applicable to firefighters or providers of in-home supportive and/or waiver personal care services.
The 2022 SPSL law is similar to last year’s COVID-19 supplemental paid sick leave law, which expired on Septem(Senate Bill 95, discussed here), with some significant differences.
The law is set to expire on September 30, 2022, as discussed in more detail below. Although an employer’s obligation to provide 2022 SPSL does not begin until Febru(ten days after the bill was signed), benefits available to employees are retroactive to January 1, 2022. Under the new law, employers with 26 or more employees are obligated to provide up to 80 hours of supplemental paid sick leave for qualifying COVID-19 related reasons (“2022 SPSL”). 114, California’s 2022 COVID-19 supplemental paid sick leave law.
On February 9, 2022, Governor Newsom signed Senate Bill No.
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