california sick leave law 2021 for part time employees

#California sick leave law 2021 for part time employees code#

Positive COVID-19 test: The employee tests positive for COVID-19 or is caring for a family member who tests positive for COVID-19.The second leave bank (leave bank two) provides up to an additional 40 hours of leave to covered employees for the following reasons: “Family member” defined: The 2022 CSPSL expands the definition of family member to include a child (biological, adopted, foster, step-child, legal ward or child to whom the employee stands in loco parentis) parent (biological, adoptive, foster, step-parent or legal guardian of the employee or the employee’s spouse or registered domestic partner, or person who stood in loco parentis when the employee was a minor child) registered domestic partner grandparent grandchild or sibling. Vaccine-related reasons: The employee is attending a COVID-19 vaccine or booster appointment for themselves or a family member or is recovering from or caring for a family member who is recovering from vaccine-related symptoms.Employee is caring for a child whose school or place of care is closed due to the presence of COVID-19 on the premises.Employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis or.The employee or a family member the employee cares for has been advised by a healthcare provider to quarantine due to COVID-19.The employee is caring for themselves or a family member due to a quarantine or isolation period pursuant to an order or guidance of a) the California Department of Public Health, b) the federal Centers for Disease Control and Prevention or c) a local public health officer with jurisdiction over the workplace.The first leave bank (leave bank one) under the 2022 CSPSL law provides up to 40 hours of leave to covered employees who are unable to work or telework due to: SB 114 creates “two separate banks of leave,” each of up to 40 hours. Employers may disseminate the notice to employees through electronic means. An employer is required to post a notice in each workplace regarding the 2022 CSPSL law.

Part-time and full-time employees are covered, but the law does not apply to independent contractors.Īn employer’s obligation to make 2022 CSPSL leave available to an employee occurs only upon an oral or written request given by the employee to the employer after February 19, 2022. This alert will provide a description of significant provisions of the law but will not address provisions related to firefighters or providers of in-home supportive services.Įmployers: The 2022 CSPSL applies to all employers, public or private, with 26 or more employees, including those with collective bargaining agreements.Įmployees: Covered employees are defined as an employee who is unable to work or telework for an employer due to a covered reason. The California Department of Industrial Relations has published FAQs to assist employers with compliance obligations. The 2022 CSPSL contains significantly different requirements than the 2021 COVID-19 Supplemental Paid Sick Leave (2021 CSPSL) law which expired on September 30, 2021.

#California sick leave law 2021 for part time employees code#

SB 114, the 2022 COVID-19 Supplemental Paid Sick Leave (2022 CSPSL) law, codified as California Labor Code section 248.6, provides up to 80 hours of supplemental sick leave to certain employees who are unable to work due to COVID-19-related reasons. On February 9, 2022, California reinstated COVID-19 Supplemental Paid Sick Leave, which took effect on February 19, 2022, but will apply retroactively from Januthrough September 30, 2022.