California Governor Gavin Newsom signed into regulation a number of extra employment-related payments impacting an employer’s obligations regarding COVID-19. Of explicit observe, Meeting Invoice 152 extends California’s 2022 COVID-19 Supplemental Paid Sick Go away by December 31, 2022. This implies employers with greater than 25 staff should proceed to supply supplemental paid sick go away to staff for COVID-19 associated qualifying causes. Importantly, AB 152 doesn’t grant further go away or in any other case create a brand new go away entitlement. Fairly, AB 152 merely pushes again the sundown date for 2022 COVID-19 Supplemental Paid Sick Go away to December 31, 2022, thus extending the time interval through which staff can use their present go away. Consequently, if an worker has already used their 2022 COVID-19 Supplemental Paid Sick Go away earlier within the 12 months, they don’t seem to be entitled to further go away below AB 152. AB 152 additionally establishes a brand new program for small companies and nonprofits to supply as much as $50,000 in grants to assist bear a few of the prices of 2022 COVID-19 SPSL.
AB 152 permits an employer to require a further COVID-19 take a look at associated to using SPSL. Beforehand, employers may require an worker to undergo an employer-provided COVID-19 take a look at on or after the fifth day after the preliminary take a look at was taken, and to supply documentation of these outcomes. Now, in conditions the place an worker’s second take a look at is optimistic, employers can require an worker to undergo a 3rd diagnostic take a look at inside a minimum of 24 hours, without charge to the worker. Employers might deny SPSL to an worker who refuses to undergo this extra COVID-19 testing.
Along with the above, Gov. Newsom additionally signed the next items of COVID-19 associated laws:
- AB 1751: Extends till January 1, 2024, the Employees’ Compensation rebuttable presumption enacted by SB 1159, that an worker’s sickness or loss of life associated to COVID-19 is an occupational damage and due to this fact eligible for staff’ compensation advantages if specified standards are met. Additionally extends till January 1, 2024, an employer’s reporting requirement to supply details about COVID-19 instances to their staff’ compensation claims administrator.
- AB 2693: Extends till January 1, 2024, the statutory discover guidelines requiring employers to supply notification to staff of potential publicity to COVID-19. Beneath prior regulation Employers who obtain discover of potential publicity to COVID-19 should present written discover of the potential publicity to all staff who had been on the worksite, inside one enterprise day. In lieu of offering “written” discover as beforehand required, employers can now select to “publish” the discover of potential publicity – offered they adjust to a sequence of technical, statutory necessities concerning such posting.
The extension of those legal guidelines, together with California’s COVID-19 SPSL, comes as related necessities in most different states have expired. That stated, employers ought to guarantee they’re nonetheless in compliance with California’s COVID-19 obligations, together with by persevering with to supply SPSL to eligible staff in California and reporting on wage statements or contemporaneously offered writings, the quantity of SPSL hours than an worker has used.