The cities of Sacramento and Santa Rosa, along with San Mateo County, have added to the growing list of local areas in California to offer supplemental emergency paid sick leave (EPSL). In addition to EPSL, the Sacramento ordinance adds employer safety practices and protocols that must also be implemented. Several…
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The San Francisco Board of Supervisors recently voted to create a temporary right to reemployment following a layoff resulting from the COVID-19 (coronavirus) pandemic. The “Back to Work” emergency ordinance, which took effect July 3, 2020, requires employers in San Francisco with 100 or more employees (immediately before the first layoff) who have…
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Following the trend in cities across California, Oakland and Long Beach are the latest to adopt supplemental emergency paid sick leave (EPSL) ordinances related to COVID-19 (coronavirus), with both laws effective immediately. We previously reported that San Francisco, San Jose, Los Angeles, and Los Angeles County recently passed ordinances providing…
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The Los Angeles County Board of Supervisors is the latest in a string of local California municipalities to pass an ordinance providing supplemental paid sick leave (SPSL) to workers not covered by the Families First Coronavirus Response Act (FFCRA). The Los Angeles County interim urgency ordinance affects businesses in the unincorporated…
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California’s new “COVID-19 Supplemental Paid Sick Leave for Food Sector Workers” model notice (workplace poster) is now available. The poster must be displayed where employees can easily read it, such as in the breakroom, near the time clock, or another conspicuous place where other workplace notices are posted. If workers don’t regularly come to a…
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California Governor Gavin Newsom recently issued Executive Order N-51-20, providing food sector workers with up to 80 hours of “COVID-19 Supplemental Paid Sick Leave” if they perform work “for or through” a business that employs 500 or more employees in the U.S. This amount is in addition to any already accrued California paid sick…
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The U.S. Ninth Circuit Court of Appeals recently ruled that California’s reporting time pay requirements extend to employees scheduled for “call-in” shifts even if they aren’t required to physically report to work. Workers at a retail store were required to call their manager 30 to 60 minutes before a scheduled shift to see if the store…
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Guidance is now available from the Labor & Workforce Development Agency on Governor Gavin Newsom’s temporary suspension of certain employer obligations under the California Worker Adjustment and Retraining Notification Act (Cal-WARN Act) if employers need to close or downsize suddenly due to the COVID-19 (coronavirus) situation. As we previously reported, the governor…
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A drug store pharmacist who had been employed by a company for 34 years was terminated for threatening to use a gun at work, not because of his age or for reporting discrepancies in the store’s drug inventory, ruled a federal district court in California. A coworker reported to HR that the…
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Question: I have a dedicated, hard-working employee, a Production Lead, who always stays on top of their work, often checking and responding to work emails after hours but not recording the time. What is my obligation, if any, to pay them for this time? Answer: Your organization is potentially facing exposure…
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