There's No Place Like Home for the Holidays has taken on a whole new meaning this year. Most of us have been home for months now and your employees may be eager to travel, get together with family, and take time off. Here are a few reminders for California employers about holiday pay, vacation/PTO plans, and travel as we head into the holiday season.
Effective September 19, 2020, AB 1867 adds Labor Codes 248 and 248.1 and requires California employers with 500 or more employees nationwide, and public or private entities that employ health care providers or emergency responders to provide supplemental paid sick leave for COVID-19 related reasons until December 31, 2020. This law also requires a new posting be provided to employees by large employers.
On August 3, 2020, a federal district judge ruled that the U.S. Department of Labor (DOL) exceeded its authority with respect to certain paid-leave eligibility requirements when interpreting the Families First Coronavirus Response Act (FFCRA).
The emergency paid sick leave (EPSL) and emergency family medical leave (EFLMLA), under the Families First Coronavirus Response Act (FFCRA) both went into effect on April 1, 2020.
Last evening, the federal government approved the Families First Coronavirus Response Act. The new law takes effect "no later than" 15 days from the date of its enactment which is April 1 and ends on December 31, 2020.
Coronavirus is here and information changes daily. As the crisis unfolds, employers have many questions regarding reducing risk, business impact, and managing employees. At CEA, our members have raised lots of good questions and concerns. On March 19, 2020, all employers can join us for a free one-hour discussion on coronavirus and the workplace.
CEA has started receiving calls from employers regarding the coronavirus. What can they do if an employee has the virus? What about employees who travel to areas that are highly affected? What if our business operations are affected? We answer these and more.