California wrapped up its 2020 Legislative Session with the Governor passing several bills that bring dramatic changes to employee leave requirements.
California employers with as few as five employees must provide family and medical leave rights to their employees under a new law signed by Governor Gavin Newsom on Sep. 17, 2020. The new law significantly expands the state’s existing family and medical leave entitlements and goes into effect on Jan. 1, 2021.
In light of new executive orders to ensure wide availability of voting options in California, employers may question if they still are required to provide time during the workday for their employees to vote.
On Apr. 16, 2020, California Governor Gavin Newsom issued Executive Order N-51-20, (Executive Order) which provides COVID-19 related paid sick leave for “food sector workers” who work for larger employers in the state. The California legislature is now considering codifying those leave requirements with Senate Bill 729.
California is known for having a multitude of leaves available to employees from sick leave to organ donation leave. Despite this, California has not mandated employers provide bereavement leave for employees. This may change by the end of the year if Assembly Bill 2999, the Bereavement Leave Act of 2020 (the Act), becomes law.
As schools and childcare facilities announce they will remain closed through the summer months, the California legislature is considering an amendment to the state’s Paid Family Leave program to allow employees to obtain income replacement under the unemployment insurance code for COVID-caused school closures.
Soon after San Jose passed its supplemental paid sick leave ordinance to respond to the COVID-19 crisis, it issued further guidance regarding the leave.
On Mar. 27, 2020, the Los Angeles City Council passed an ordinance mandating employers with 500 or more employees nationally offer Supplemental Paid Sick Leave for various COVID-19 related reasons. The ordinance is awaiting Mayor Eric Garcetti’s review and anticipated approval.
Confirmed Coronavirus (COVID-19) cases have risen swiftly in California and in response, administrative agencies have released guidance to employers regarding wage and hour issues and paid sick leave.
As California employers continue to grapple with recent legislation effective Jan. 1, 2020, California Governor Gavin Newsom is releasing his plans for even more employment legislation.
Currently, employers who have 20 or more employees (located anywhere) are required to provide eligible San Francisco employees with up to 6 weeks of supplemental compensation when an employee takes time off to bond with a new child. Effective July 1, 2020, this requirement will increase to 8 weeks of supplemental compensation.
Beginning on Jul. 1, 2020, California will extend the maximum duration of Paid Family Leave (PFL) benefits from six weeks to eight weeks.
It’s a new year, and California SDI benefits will be increasing. The SDI withholding rate continues to be 1.0% of wages. But, the taxable wage limit will increase from $114,967 to $118,371.
California Governor Jerry Brown signed into law Assembly Bill 1976, expanding California employer obligations respective to employee lactation accommodation.
Currently California employees who wish to receive pay during leave for a qualifying exigency would need to use their own accrued vacation or paid time off hours. However, beginning Jan. 1, 2021, an employee can apply for wage replacement benefits from the State of California Paid Family Leave insurance program during such a leave.