Vigilant Blog

News, trends and analysis in employment law, HR, safety & workers' comp

Mar 04, 2021

CALIFORNIA: More localities extend COVID-19 paid sick leave

COVID-19Leave Laws 

The following California cities and counties can now be added to the list of those that have extended and/or revised their COVID-19 emergency paid sick leave (EPSL) ordinances:

Los Angeles (city): The City of Los Angeles supplemental paid sick leave ordinance applies to businesses with 500 or more employees within the City of Los Angeles or 2,000 or more employees within the United States. The order has been revised, providing EPSL to employees who have been employed with the same employer for 60 days, and expanding coverage to employees who were hired on or after March 5, 2020. The revised order also requires EPSL to be calculated based on the employee’s two-week average pay over the last 60 days. The order continues to remain in effect until two weeks after the local emergency order expires.

San Francisco (city and county): San Francisco’s Public Health Emergency Leave Ordinance, which applies to businesses with 500 or more employees within the United States, and was previously extended through February 10, 2021, has been reauthorized through April 12, 2021.

Sonoma (county): Sonoma County has adopted a new urgency ordinance replacing the previous ordinance which applied to businesses with 500 or more employees. The new ordinance applies to all businesses in unincorporated Sonoma County, regardless of size. The new ordinance was effective immediately upon passing on February 9, 2021, and is set to expire on June 30, 2021.

Tips: If you have employees in any of the above listed localities, or the localities we’ve reported on previously here, here, and here, you should review the relevant extended or revised ordinance thoroughly to ensure compliance. Questions about compliance with these ordinances? Contact your Vigilant Law Group employment attorney.

This website presents general information in nontechnical language. This information is not legal advice. Before applying this information to a specific management decision, consult legal counsel.