San Francisco employers will soon be required to comply with an additional Ordinance providing San Francisco-based employees with paid leave during future public health emergencies. In the June 7, 2022 election, San Francisco voters passed Proposition G. It requires employers with 100 or more employees worldwide to provide up to 80 hours of paid public health emergency leave to San Francisco-based employees. The Ordinance will become operative on October 1, 2022.
We previously described the “framework” for an agreement to reinstate California’s Supplemental Paid Sick Leave. Governor Newsom signed Senate Bill (“SB”) 114 into law on February 9, 2022. The specifics of the bill are summarized below.
Author’s Note: The prior version of this article noted SB 114 required employers to list the amount of CSPSL used by an employee during a given pay period. SB 114 can be interpreted to require that wage statements list both available and used CSPSL. The wage statement section has been updated to reflect best practices in light of the ambiguity in the law.…
On January 25, 2022, Governor Gavin Newson announced a “framework” for an agreement to reactivate California’s COVID-19 Supplemental Paid Sick Leave (“COVID PSL”) law for the period from January 1, 2022 to September 30, 2022. California employers should assume this agreement will become law in some form and prepare accordingly to re-institute supplemental paid sick leave for their California employees in the near term.
Continue Reading California Likely to Soon Implement COVID-19 Supplemental Paid Sick Leave, Retroactive to January 1, 2022
UPDATE: this law became effective on December 24, 2021, retroactive to November 2, 2021.
As previously discussed in our December 10, 2021 article, the New York City Council passed a bill requiring New York City employers to provide employees who are parents or legal guardians of a child with four hours of paid COVID-19 child vaccination time, per injection and per child (“Child Vaccination Leave”). The bill amended New York City’s Earned Sick and Safe Time Act, and became effective on December 24, 2021. The bill went into effect 30 days after it was passed by the New York City Council on November 23, 2021, and is retroactive to November 2, 2021 when the Centers for Disease Control and Prevention voted to authorize the Pfizer-BioNTech vaccine for use in children aged 5 to 11 years old.…
On December 14, 2021, San Francisco’s Board of Supervisors unanimously passed legislation providing domestic workers with paid sick leave – the first of its kind in the United States. The ordinance, called “Domestic Workers’ Equal Access to Paid Sick Leave,” establishes a “portable” paid sick leave benefit that allows people who work for multiple households to earn and consolidate benefits from several “hiring entities” and access that paid leave as they move between jobs.
Continue Reading San Francisco Passes Measure Requiring Sick Leave for Domestic Workers – “First of Its Kind”
On November 23, 2021, the New York City Council passed a bill requiring New York City employers to provide employees who are parents or legal guardians of a child with four hours of paid COVID-19 child vaccination time, per injection and per child (“Child Vaccination Leave”). The bill amends New York City’s Earned Sick and Safe Time Act, and is currently awaiting Mayor de Blasio’s signature. The legislation is retroactive to November 2, 2021 when the Centers for Disease Control and Prevention voted to authorize the Pfizer-BioNTech vaccine for use in children aged 5 to 11 years old.
Continue Reading NYC Council Passes Bill Granting Paid Sick Leave to Parents Vaccinating Children Against COVID-19
In a prior article, we explained Senate Bill 95, which requires employers with more than 25 employees in California to provide COVID-19 Supplemental Paid Sick leave. You can read it here. SB 95 creates California Labor Code Sections 248.2 and 248.3. It goes into effect on March 29, 2021, and applies retroactively to January 1, 2021. This new COVID-19 Supplemental Paid Sick Leave law allows covered employees to take up to an additional 80 hours of paid COVID-19 related sick leave.
Continue Reading Labor Commissioner Issues FAQs for Supplemental COVID-19 Paid Sick Leave Law
Beginning on March 29, 2021, Senate Bill 95 will place additional requirements on employers to provide supplemental paid sick leave to employees impacted by COVID-19. The bill, which was approved by the legislature on March 18, 2021, and signed by Governor Gavin Newsom on March 19, 2021, creates California Labor Code Sections 248.2 and 248.3. SB 95 dramatically expands the number of employees eligible for COVID-19 paid sick leave, expands the reasons an employee may take paid sick leave, and applies retroactively to January 1, 2021, which will require some employers who previously granted employees unpaid leave for COVID-19 related reasons to retroactively compensate those employees. Therefore, every employer in California should review SB 95 carefully.
Continue Reading California Enacts Expansive, Retroactive Supplemental COVID-19 Paid Sick Leave Law
On January 20, 2021 – nearly a year after the law’s effective date – the New York Department of Labor (“NYDOL”) issued new guidance (the “Guidance”) for employers regarding the scope of available sick leave for employees subject to a mandatory or precautionary order of quarantine or isolation due to COVID-19 (“Quarantine Leave”). The Guidance creates new obligations for employers in New York and clarifies certain limitations on Quarantine Leave. It is also intended to supplement other guidance previously issued by the NYDOL, which remains in effect.
Continue Reading New York Department of Labor Significantly Expands COVID-19 Quarantine Leave
The New York State Paid Sick Leave law (“NYSPSL”) and the amendments to the New York City Paid Safe and Sick Leave law (“ESSTA”) expanding employees’ paid sick leave entitlements…
Continue Reading New Year, New Rules: New York Employees May Begin Taking Paid Sick Leave January 1, 2021
On January 1, 2021, various new and amended employment laws will go into effect in California. Below is a summary of some of these laws that employers should make themselves aware of heading into the new year. All laws discussed in this post go into effect on January 1, 2021, unless otherwise noted.
Continue Reading New Employment Laws to Look Out for in 2021