-1) { For example, California Labor Code Section 2802 imposes broad obligations on employers to cover their employees business expenses, which could include at least part of the costs of a wireless voice and data plan if the employee is permitted or required to use a personal device for work. Governor Newsom signed an executive order regarding COVID-19. An employer shall in all cases take reasonable and necessary precautions to safeguard musical instruments and equipment, belonging to an employed … Labor … This ruling clarifies the scope of PAGA remedies; it also confirms that no part of a PAGA claim may be compelled to arbitration. If you are mandating telecommuting, consider California Labor Code Section 2802, which requires employers to pay for business expenses, such as cell phones, Internet usage and the like. $('.container-footer').first().hide(); These rules are practically and medically grounded to prevent the spread of the virus. It depends on state law. However, the Act extends additional leave in … Sending employees with acute respiratory illness symptoms home immediately. suspended the 60-day notice requirement under California WARN, since many businesses will need to close quickly to curb the spread of COVID-19. California Labor Code § 2802. The California Division of Labor Standards Enforcement approved an employer's proposal to reduce its exempt employees' scheduled workdays from five days per week to four—with a corresponding reduction in salary—to address significant but temporary economic difficulties, with an understanding that the employer would restore the full five-day work schedule and full salaries when conditions improved. Successfully interpret and apply California employment law to your organization’s people practices. If you operate an essential business that is exempted from the shelter-in-place order, you should continue to What employees are entitled to can be confusing, so the California Labor Workforce & Development Agency has Federal regulations allow partial-day deductions from an employee's sick leave bank so that the employee is paid for their sick time by using their accrued sick leave. The new CSPSL requirement will be codified as Labor Code section 248.1 and was enacted via Assembly Bill (AB) 1867, which Governor Newsom signed into law on September 9, 2020. In addition to implementing telecommuting policies where feasible, employers should update handbooks for relevant information regarding paid sick leave, paid time off (PTO), vacation time, family leave and other leaves of absence. The Executive Order only suspends the California WARN Act’s 60-day notice requirement for those employers that satisfy the Order’s specific conditions. Late last week, Gov. "The California Labor Code promotes and develops the welfare of the wage earners of California, to improve their working conditions and to … Please log in as a SHRM member before saving bookmarks. COVID-19 Prevention , effective January 1, 2021, all California employers must provide notice to their employees, exclusive union representatives, and employers of subcontracted employees of potential exposure to COVID-19 in the … The California Labor Code, more formally known as "the Labor Code", is a collection of civil law statutes for the State of California.The code is made up of statutes which govern the general obligations and rights of persons within the jurisdiction of the State of California. In response to the COVID-19 pandemic, the California Occupational Health and Safety Administration (Cal/OSHA) has issued Interim General Guidelines on Protecting Workers from COVID-19. Every county in California is assigned to a tier based on its test positivity and adjusted case rate. 2. Tax Assistance. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Your session has expired. Don't Use Layoffs to Eliminate Poor Performers. For the duration of the COVID-1 emergency, people may perform high-complexity SARS-CoV … In addition to New York, we have offices in Beijing, Boston, Chicago, Hong Kong, London, Los Angeles, Paris, São Paulo and Washington, D.C., as well as Boca Raton, Newark and New Orleans. But cross-reference your employee handbook to confirm you have not offered more generous benefits. 3 As amended, California Labor Code section 248.5(a) reads: "The Labor Commissioner shall enforce this article, including investigating an alleged violation, and ordering appropriate temporary relief to mitigate the violation or to maintain the status quo pending the completion of a full investigation or hearing through the procedures set forth in Sections 98, 98.3, 98.7, 98.74, or 1197.1, including by … Notify all employees, and the employers of subcontracted employees and any union, if any, on the disinfection and safety plan that the employer plans to implement and complete, per CDC guidelines. Under the new Labor Code section 3212.88, there is a rebuttable presumption of workers’ compensation coverage when an employee tests positive for COVID-19 within 14 days after performing services at their place of employment at the employer’s direction if the positive test occurs on or after July 6, 2020, and the positive test occurred during a period of an “outbreak” at the workplace. The Fair Labor Standards Act (FLSA) requires employers to pay full salary to an exempt employee performing any work during a given workweek. You may be trying to access this site from a secured browser on the server. In ZB, N.A. (a) This section applies to any employee with a COVID-19-related illness. View key toolkits, policies, research and more on HR topics that matter to you. }); if($('.container-footer').length > 1){ California has a blueprint for reducing COVID-19 in the state with revised criteria for loosening and tightening restrictions on activities. Each law should be analyzed in its own lane. It's natural to feel anxious about labor and delivery when you're pregnant, and now the coronavirus (COVID-19) crisis is adding a new layer of worry. Specifically, Section 6409.6 requires that employers take all of the following steps within one business day of notice of a potential exposure in the workplace: Section 6409.6 also requires that, when an employer is notified of the number of cases that meet the State Department of Public Health’s definition of a COVID-19 outbreak, within 48 hours, the employer must notify the local public health agency of the names, number, occupation, and worksite of each employee with COVID-19. Please enable scripts and reload this page. The exempt employee does not have to be paid for any workweek in which no work is performed. What If FFCRA Expires at the End of the Year? The Labor Code contains several provisions which are beneficial to labor. Strikes are also authorized for as long as they comply with the strict … In order to implement Assembly Bill 685, which added Section 6409.6 to the California Labor Code and California Code of Regulations, Title 8, Section 3205. Our clients include many of the world’s top companies, financial institutions, investment funds, not-for-profit institutions, governmental entities and other organizations across industries and borders. } Read this complete California Code, Labor Code - LAB § 2800 on Westlaw FindLaw Codes are provided courtesy of Thomson Reuters Westlaw, the industry-leading online legal research system . SACRAMENTO – Taking action to ensure that key commodities can be delivered to California retailers in a timely manner during the COVID-19 outbreak, Governor Gavin Newsom today signed an executive order to ease restrictions on commercial drivers engaged in support of emergency relief efforts. For more detailed codes research information, including annotations and citations, please visit Westlaw . The new statute, which takes effect January 1, 2021, requires that employers notify … While a reduction in force triggered by the impact of COVID-19 may provide a legitimate business reason for laying off workers, employers are wise to continue with coaching and discipline to remedy poor performance. Advise Employees of Available Company and State Benefits. Members can get help with HR questions via phone, chat or email. Typically, employers may require exempt staff to take vacation accruals or PTO in the case of an office closure due to COVID-19, whether for a full- or partial-day absence, so long as the exempt employee receives his or her full guaranteed weekly salary. Copyright © 2020, Proskauer Rose LLP. implement health and safety protocols suggested by the California Division of Occupational Safety and Health (known as Cal/OSHA). 2021 Programs Now Available! Section 3212.86 is added to the Labor Code, immediately following Section 3212.85, to read: 3212.86. Please log in as a SHRM member. Who is submitting the receipt? Interest shall accrue from the date on which the employee incurred the necessary expenditure or loss. ensure compliance with meal and rest break laws as well as overtime and minimum wage requirements. By subscribing to our blog, you acknowledge that you have read our. If you intend to lay off or furlough staff, even temporarily, be prepared to provide employees with a final paycheck that includes all wages owed, including accrued and unused vacation. The emergency Necessary expenditures or losses include all reasonable costs. Many employers are confused about how to answer coronavirus-related questions from employees—particularly after Gov. Even if an employee isn't eligible for or exhausts leave under the FFCRA or FMLA, California employees are also protected by the Fair Employment and Housing Act, which may require additional leave as an accommodation. For more information, visit COVID-19: WARN FAQs. ​Find news & resources on specialized workplace topics. Spread The Word: California Enacts COVID-19 Exposure Notification Law, California Named a Top “Judicial Hellhole” … Again, As COVID-19 Cases Overwhelm the Golden State, Cal/OSHA Imposes More Burdens on Employers, “See Ya Later, California!” Hewlett-Packard Moves its HQ from Silicon Valley to Texas, November 2020 California Employment Law Notes, Podcast: What the Biden Presidency Could Mean for Employers, State-by-State Real-Time Updates on Employment and Privacy-Related Rules, Regulations, Orders and Guidance, California Expands Its Already Generous Leave Requirements To Cover Even Smaller Employers, California Mandates Diversity Quotas for Corporate Boards, September 2020 California Employment Law Notes, Employee Benefits and Executive Compensation Law Blog, Government Contractor Compliance & Regulations, Proskauer on Class and Collective Actions. Understand your county’s status. California’s wage and hour laws rank among the toughest in the nation. v. Superior Court of San Diego County (Lawson), 1 the California Supreme Court held that unpaid wages are not civil penalties under California Labor Code section 558 and are therefore outside the reach of California’s Private Attorneys General Act (PAGA). For example, the Family and Medical Leave Act (FMLA) applies to employers with 50 or more employees. Let SHRM Education guide your way. If the exempt employee does not have sufficient vacation time or PTO available, the employee must still receive the full guaranteed salary for any week in which he or she performs any work in order to maintain the employee's exempt status. We also represent individuals in transactions and other matters. It requires up to 80 hours of supplemental paid sick leave for full time employees for the following reasons: (A) The covered worker is subject to a federal, state, or local quarantine or isolation … Obligations Of Employer LABOR CODE SECTION 2800-2810 2800. 1. The purpose of this statute is "to prevent employers from passing their operating expenses on to their employees." Some Trader Joe's stores, for example, are allowing customers in only when others exit. Judges and juries typically do not look kindly on "layoffs of but one person," unless there are extenuating circumstances. The California Labor Code – and, consequently, Section 2802 – only applies to employees. Employers should also inform employees about potential benefits available through California's insurance programs, state disability insurance, paid family leave and unemployment insurance. If you are furloughing a class of employees, be mindful of equal employment opportunity implications so that decisions do not disparately impact workers based on a protected category, such as age, race or sex. Late last week, Gov. On September 17, 2020, Governor Gavin Newsom signed Assembly Bill (AB) 685 into law, enacting California Labor Code Section 6409.6 and amending other state statutes. Families First Coronavirus Response Act (FFCRA), ensure compliance with meal and rest break laws, 5 Tips for California Employers Facing COVID-19 Concerns. An employer shall in all cases indemnify his employee for losses caused by the employer's want of ordinary care. Katherine S. Catlos is the chief diversity and inclusion officer and an attorney with Kaufman Dolowich & Voluck in San Francisco where she focuses her practice in the areas of employment law and privacy. California Labor Code § 2802 Reimbursement Claim Elements. Keeping time records is ideal to The new statute, which takes effect January 1, 2021, requires that employers notify employees and, in some instances, public health officials about COVID-19 exposures at work. Newsom signed AB 685 into law which, among other things, adds section 6409.6 (“Section 6409.6”) to the Labor Code. Home > COVID-19 > Spread The Word: California Enacts COVID-19 Exposure Notification Law. What Employers Can Do If Workers Refuse a COVID-19 Vaccination, Virtual California HR: Applying CA Law to Employment Practices, Know Your Data Security Obligations Under California’s New Privacy Law, Workers’ Comp Was Exclusive Remedy for Claims Based on Lead Exposure. It prohibits termination from employment of Private employees except for just or authorized causes as prescribed in Article 282 to 284 of the Code. var currentUrl = window.location.href.toLowerCase(); var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); Spread The Word: California Enacts COVID-19 Exposure Notification Law By Tony Oncidi, Philippe A. Lebel and Kristina L. Sidrak on September 23, 2020 Posted in COVID-19. COVID-19 Supplemental Paid Sick Leave must be provided to all employees who leave their homes or place of residence to perform work and who work for employers that have 500 or more employees nationwide under the new law (Labor Code section 248.1). Proskauer is a leading international law firm focused on creating value. Please purchase a SHRM membership before saving bookmarks. Corbett H. Williams Employment Law California Employment law requires employers to reimburse employees for all “necessary” expenses they incur while performing their jobs. Wonder how you might do on a SHRM-CP or SHRM-SCP exam? Members may download one copy of our sample forms and templates for your personal use within your organization. The impact of the pandemic triggers many different employment laws. the For Your Benefit Booklet so employees can apply for unemployment compensation insurance benefits. Also provide the requisite Families First Coronavirus Response Act (FFCRA), which was signed into law on March 18, applies to employers with fewer than 500 employees and requires covered businesses to provide their employees with paid-sick or family leave for specified reasons related to COVID-19. Is a company obliged to pay for the costs incurred in connection with the use of a personal device for work? Labor Code section 5313, related to the period of time a workers’ compensation judge must make and serve the findings, decision, order, or reward in a controversy; 4) The deadlines specified in the following statutes shall each be extended for a period of 60 days: (i) Labor Code section 5909, related to the period of time a petition Whether you are an essential business exempted from these orders and trying to hire and retain workers to maintain operations, or, unfortunately, having to lay off employees due to lack of customers, here are some key issues to keep in mind when navigating the COVID-19 pandemic's impact on the workplace. Gavin Newsom has The California Labor Code – and, consequently, Section 2802 – only … Therefore, employers should review their COVID-19 infection control and notification procedures—and keep them updated—so that they are ready to comply on January 1st. 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Employers must be careful when furloughing exempt employees so that they continue to pay them on a salary basis and do not jeopardize their exempt status under the FLSA and state wage and hour laws. $("span.current-site").html("SHRM MENA "); When federal law sets a standard, California law often goes beyond that standard, requiring more of employers here. Join hundreds of workplace leaders in Washington, D.C. and virtually March 22-24, 2021. You have successfully saved this page as a bookmark. If you are experiencing a hardship as a result of COVID-19, … To request permission for specific items, click on the “reuse permissions” button on the page where you find the item. Note that the Employment Development Department has waived the one-week waiting requirement for unemployment benefits. This may be the same with other states. Promote Safe and Healthy Work Environments. } Whether to deduct pay from an exempt employee also triggers both federal and state wage and hour laws. If an exempt employee works any portion of a day, there can be no deduction from salary for a partial-day absence for personal or medical reasons. To prevail on a failure to reimburse claim, California … California Department of Industrial Relations approved California OSHA Cal-OSHA temporary emergency COVID-19 standards, amending California Labor Code section 3205 Hospitals are changing policies around prenatal care, labor and delivery, and postnatal care, including barring extra people from the delivery room in an effort to keep moms and babies safe. The right to trade union is expressly recognized, as is the right of a union to insist on a closed shop. Please see section 9 regarding a change to licensure requirements for clinical and public health laboratory testing personnel. The guidelines first discuss which employers must comply with Cal/OSHA's more stringent Aerosol Transmissible Diseases (ATD) Standard (California Code of Regulations, title 8, section 5199 ). Suggested practices aimed at protecting against bacteria and viruses include: To the greatest extent feasible, essential businesses must comply with social-distancing requirements, particularly when customers are standing in line. In light of the recent, unprecedented surge in rate of increase of cases, the following changes are effective until further … Need help with a specific HR issue like coronavirus or FLSA? However, a prospective "permanent" change in hours with a corresponding reduction of salary is permissible. With 725+ lawyers active in virtually every major market worldwide, we are recognized not only for our legal excellence, but also our dedication to client service. else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { For example, California Labor Code Section 2802 imposes broad obligations on employers to cover their employees business expenses, which could include at least part of the costs of a wireless voice and data plan if the employee is permitted or required to use a personal device for work. Governor Newsom signed an executive order regarding COVID-19. An employer shall in all cases take reasonable and necessary precautions to safeguard musical instruments and equipment, belonging to an employed … Labor … This ruling clarifies the scope of PAGA remedies; it also confirms that no part of a PAGA claim may be compelled to arbitration. If you are mandating telecommuting, consider California Labor Code Section 2802, which requires employers to pay for business expenses, such as cell phones, Internet usage and the like. $('.container-footer').first().hide(); These rules are practically and medically grounded to prevent the spread of the virus. It depends on state law. However, the Act extends additional leave in … Sending employees with acute respiratory illness symptoms home immediately. suspended the 60-day notice requirement under California WARN, since many businesses will need to close quickly to curb the spread of COVID-19. California Labor Code § 2802. The California Division of Labor Standards Enforcement approved an employer's proposal to reduce its exempt employees' scheduled workdays from five days per week to four—with a corresponding reduction in salary—to address significant but temporary economic difficulties, with an understanding that the employer would restore the full five-day work schedule and full salaries when conditions improved. Successfully interpret and apply California employment law to your organization’s people practices. If you operate an essential business that is exempted from the shelter-in-place order, you should continue to What employees are entitled to can be confusing, so the California Labor Workforce & Development Agency has Federal regulations allow partial-day deductions from an employee's sick leave bank so that the employee is paid for their sick time by using their accrued sick leave. The new CSPSL requirement will be codified as Labor Code section 248.1 and was enacted via Assembly Bill (AB) 1867, which Governor Newsom signed into law on September 9, 2020. In addition to implementing telecommuting policies where feasible, employers should update handbooks for relevant information regarding paid sick leave, paid time off (PTO), vacation time, family leave and other leaves of absence. The Executive Order only suspends the California WARN Act’s 60-day notice requirement for those employers that satisfy the Order’s specific conditions. Late last week, Gov. "The California Labor Code promotes and develops the welfare of the wage earners of California, to improve their working conditions and to … Please log in as a SHRM member before saving bookmarks. COVID-19 Prevention , effective January 1, 2021, all California employers must provide notice to their employees, exclusive union representatives, and employers of subcontracted employees of potential exposure to COVID-19 in the … The California Labor Code, more formally known as "the Labor Code", is a collection of civil law statutes for the State of California.The code is made up of statutes which govern the general obligations and rights of persons within the jurisdiction of the State of California. In response to the COVID-19 pandemic, the California Occupational Health and Safety Administration (Cal/OSHA) has issued Interim General Guidelines on Protecting Workers from COVID-19. Every county in California is assigned to a tier based on its test positivity and adjusted case rate. 2. Tax Assistance. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Your session has expired. Don't Use Layoffs to Eliminate Poor Performers. For the duration of the COVID-1 emergency, people may perform high-complexity SARS-CoV … In addition to New York, we have offices in Beijing, Boston, Chicago, Hong Kong, London, Los Angeles, Paris, São Paulo and Washington, D.C., as well as Boca Raton, Newark and New Orleans. But cross-reference your employee handbook to confirm you have not offered more generous benefits. 3 As amended, California Labor Code section 248.5(a) reads: "The Labor Commissioner shall enforce this article, including investigating an alleged violation, and ordering appropriate temporary relief to mitigate the violation or to maintain the status quo pending the completion of a full investigation or hearing through the procedures set forth in Sections 98, 98.3, 98.7, 98.74, or 1197.1, including by … Notify all employees, and the employers of subcontracted employees and any union, if any, on the disinfection and safety plan that the employer plans to implement and complete, per CDC guidelines. Under the new Labor Code section 3212.88, there is a rebuttable presumption of workers’ compensation coverage when an employee tests positive for COVID-19 within 14 days after performing services at their place of employment at the employer’s direction if the positive test occurs on or after July 6, 2020, and the positive test occurred during a period of an “outbreak” at the workplace. The Fair Labor Standards Act (FLSA) requires employers to pay full salary to an exempt employee performing any work during a given workweek. You may be trying to access this site from a secured browser on the server. In ZB, N.A. (a) This section applies to any employee with a COVID-19-related illness. View key toolkits, policies, research and more on HR topics that matter to you. }); if($('.container-footer').length > 1){ California has a blueprint for reducing COVID-19 in the state with revised criteria for loosening and tightening restrictions on activities. Each law should be analyzed in its own lane. It's natural to feel anxious about labor and delivery when you're pregnant, and now the coronavirus (COVID-19) crisis is adding a new layer of worry. Specifically, Section 6409.6 requires that employers take all of the following steps within one business day of notice of a potential exposure in the workplace: Section 6409.6 also requires that, when an employer is notified of the number of cases that meet the State Department of Public Health’s definition of a COVID-19 outbreak, within 48 hours, the employer must notify the local public health agency of the names, number, occupation, and worksite of each employee with COVID-19. Please enable scripts and reload this page. The exempt employee does not have to be paid for any workweek in which no work is performed. What If FFCRA Expires at the End of the Year? The Labor Code contains several provisions which are beneficial to labor. Strikes are also authorized for as long as they comply with the strict … In order to implement Assembly Bill 685, which added Section 6409.6 to the California Labor Code and California Code of Regulations, Title 8, Section 3205. Our clients include many of the world’s top companies, financial institutions, investment funds, not-for-profit institutions, governmental entities and other organizations across industries and borders. } Read this complete California Code, Labor Code - LAB § 2800 on Westlaw FindLaw Codes are provided courtesy of Thomson Reuters Westlaw, the industry-leading online legal research system . SACRAMENTO – Taking action to ensure that key commodities can be delivered to California retailers in a timely manner during the COVID-19 outbreak, Governor Gavin Newsom today signed an executive order to ease restrictions on commercial drivers engaged in support of emergency relief efforts. For more detailed codes research information, including annotations and citations, please visit Westlaw . The new statute, which takes effect January 1, 2021, requires that employers notify … While a reduction in force triggered by the impact of COVID-19 may provide a legitimate business reason for laying off workers, employers are wise to continue with coaching and discipline to remedy poor performance. Advise Employees of Available Company and State Benefits. Members can get help with HR questions via phone, chat or email. Typically, employers may require exempt staff to take vacation accruals or PTO in the case of an office closure due to COVID-19, whether for a full- or partial-day absence, so long as the exempt employee receives his or her full guaranteed weekly salary. Copyright © 2020, Proskauer Rose LLP. implement health and safety protocols suggested by the California Division of Occupational Safety and Health (known as Cal/OSHA). 2021 Programs Now Available! Section 3212.86 is added to the Labor Code, immediately following Section 3212.85, to read: 3212.86. Please log in as a SHRM member. Who is submitting the receipt? Interest shall accrue from the date on which the employee incurred the necessary expenditure or loss. ensure compliance with meal and rest break laws as well as overtime and minimum wage requirements. By subscribing to our blog, you acknowledge that you have read our. If you intend to lay off or furlough staff, even temporarily, be prepared to provide employees with a final paycheck that includes all wages owed, including accrued and unused vacation. The emergency Necessary expenditures or losses include all reasonable costs. Many employers are confused about how to answer coronavirus-related questions from employees—particularly after Gov. Even if an employee isn't eligible for or exhausts leave under the FFCRA or FMLA, California employees are also protected by the Fair Employment and Housing Act, which may require additional leave as an accommodation. For more information, visit COVID-19: WARN FAQs. ​Find news & resources on specialized workplace topics. Spread The Word: California Enacts COVID-19 Exposure Notification Law, California Named a Top “Judicial Hellhole” … Again, As COVID-19 Cases Overwhelm the Golden State, Cal/OSHA Imposes More Burdens on Employers, “See Ya Later, California!” Hewlett-Packard Moves its HQ from Silicon Valley to Texas, November 2020 California Employment Law Notes, Podcast: What the Biden Presidency Could Mean for Employers, State-by-State Real-Time Updates on Employment and Privacy-Related Rules, Regulations, Orders and Guidance, California Expands Its Already Generous Leave Requirements To Cover Even Smaller Employers, California Mandates Diversity Quotas for Corporate Boards, September 2020 California Employment Law Notes, Employee Benefits and Executive Compensation Law Blog, Government Contractor Compliance & Regulations, Proskauer on Class and Collective Actions. Understand your county’s status. California’s wage and hour laws rank among the toughest in the nation. v. Superior Court of San Diego County (Lawson), 1 the California Supreme Court held that unpaid wages are not civil penalties under California Labor Code section 558 and are therefore outside the reach of California’s Private Attorneys General Act (PAGA). For example, the Family and Medical Leave Act (FMLA) applies to employers with 50 or more employees. Let SHRM Education guide your way. If the exempt employee does not have sufficient vacation time or PTO available, the employee must still receive the full guaranteed salary for any week in which he or she performs any work in order to maintain the employee's exempt status. We also represent individuals in transactions and other matters. It requires up to 80 hours of supplemental paid sick leave for full time employees for the following reasons: (A) The covered worker is subject to a federal, state, or local quarantine or isolation … Obligations Of Employer LABOR CODE SECTION 2800-2810 2800. 1. The purpose of this statute is "to prevent employers from passing their operating expenses on to their employees." Some Trader Joe's stores, for example, are allowing customers in only when others exit. Judges and juries typically do not look kindly on "layoffs of but one person," unless there are extenuating circumstances. The California Labor Code – and, consequently, Section 2802 – only applies to employees. Employers should also inform employees about potential benefits available through California's insurance programs, state disability insurance, paid family leave and unemployment insurance. If you are furloughing a class of employees, be mindful of equal employment opportunity implications so that decisions do not disparately impact workers based on a protected category, such as age, race or sex. Late last week, Gov. On September 17, 2020, Governor Gavin Newsom signed Assembly Bill (AB) 685 into law, enacting California Labor Code Section 6409.6 and amending other state statutes. Families First Coronavirus Response Act (FFCRA), ensure compliance with meal and rest break laws, 5 Tips for California Employers Facing COVID-19 Concerns. An employer shall in all cases indemnify his employee for losses caused by the employer's want of ordinary care. Katherine S. Catlos is the chief diversity and inclusion officer and an attorney with Kaufman Dolowich & Voluck in San Francisco where she focuses her practice in the areas of employment law and privacy. California Labor Code § 2802 Reimbursement Claim Elements. Keeping time records is ideal to The new statute, which takes effect January 1, 2021, requires that employers notify employees and, in some instances, public health officials about COVID-19 exposures at work. Newsom signed AB 685 into law which, among other things, adds section 6409.6 (“Section 6409.6”) to the Labor Code. Home > COVID-19 > Spread The Word: California Enacts COVID-19 Exposure Notification Law. What Employers Can Do If Workers Refuse a COVID-19 Vaccination, Virtual California HR: Applying CA Law to Employment Practices, Know Your Data Security Obligations Under California’s New Privacy Law, Workers’ Comp Was Exclusive Remedy for Claims Based on Lead Exposure. It prohibits termination from employment of Private employees except for just or authorized causes as prescribed in Article 282 to 284 of the Code. var currentUrl = window.location.href.toLowerCase(); var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); Spread The Word: California Enacts COVID-19 Exposure Notification Law By Tony Oncidi, Philippe A. Lebel and Kristina L. Sidrak on September 23, 2020 Posted in COVID-19. COVID-19 Supplemental Paid Sick Leave must be provided to all employees who leave their homes or place of residence to perform work and who work for employers that have 500 or more employees nationwide under the new law (Labor Code section 248.1). Proskauer is a leading international law firm focused on creating value. Please purchase a SHRM membership before saving bookmarks. Corbett H. Williams Employment Law California Employment law requires employers to reimburse employees for all “necessary” expenses they incur while performing their jobs. Wonder how you might do on a SHRM-CP or SHRM-SCP exam? Members may download one copy of our sample forms and templates for your personal use within your organization. The impact of the pandemic triggers many different employment laws. the For Your Benefit Booklet so employees can apply for unemployment compensation insurance benefits. Also provide the requisite Families First Coronavirus Response Act (FFCRA), which was signed into law on March 18, applies to employers with fewer than 500 employees and requires covered businesses to provide their employees with paid-sick or family leave for specified reasons related to COVID-19. Is a company obliged to pay for the costs incurred in connection with the use of a personal device for work? Labor Code section 5313, related to the period of time a workers’ compensation judge must make and serve the findings, decision, order, or reward in a controversy; 4) The deadlines specified in the following statutes shall each be extended for a period of 60 days: (i) Labor Code section 5909, related to the period of time a petition Whether you are an essential business exempted from these orders and trying to hire and retain workers to maintain operations, or, unfortunately, having to lay off employees due to lack of customers, here are some key issues to keep in mind when navigating the COVID-19 pandemic's impact on the workplace. Gavin Newsom has The California Labor Code – and, consequently, Section 2802 – only … Therefore, employers should review their COVID-19 infection control and notification procedures—and keep them updated—so that they are ready to comply on January 1st. 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