COVID-19 Supplemental Paid Sick Leave (“SPSL”) was set to expire on September 30, 2022. However, on September 29, 2022 Governor Newsom signed Assembly Bill 152 (“AB 152”), which extends SPSL through the end of the year. The bill took effect immediately.
Continue Reading AB 152 Extends COVID-19 Supplemental Paid Sick Leave and Provides a Grant Program to Aid Small Businesses
On September 29, 2022, Governor Newsom signed AB 1949, which amends the California Family Rights Act (CFRA) to require employers with 5 or more employees to provide eligible employees with 5 days of bereavement leave. Here’s what California employers need to know about AB 1949:
Continue Reading Bereavement Leave Now Mandated for Most California Employees
Existing California law provides employees with the right to take paid and unpaid leaves to care for certain family members when they need the employee’s assistance to obtain medical treatment, diagnosis, or preventative care. On September 29, 2022, Governor Newsom signed into law AB 1041, which adds a “designated person” to the list of individuals for whom an employee may take California Family Rights Act or use paid sick leave.
Continue Reading CFRA Family Leave and California Paid Sick Leave Expanded to Employees’ “Designated Persons”
The San Francisco Office of Labor Standards Enforcement (OLSE) issued new guidance on February 2, 2022 pertaining to the use of San Francisco Paid Sick Leave during the pandemic. This new guidance supersedes OLSE’s March 24, 2020 guidance.
While the February 2, 2022 guidance shares much of the same language as the March 24, 2020 guidance, San Francisco employers should be aware of the following changes:
Continue Reading San Francisco Issues Updated Guidance on San Francisco Paid Sick Leave During the Pandemic
As many will recall, the California Family Rights Act (“CFRA”) was significantly expanded last year. The CFRA requires most employers grant eligible employees up to 12 weeks of job-protected time off. On September 27, 2021, Governor Newsom signed AB 1033, which provides that leave must now be granted to eligible employees for the purposes of providing care to a parent-in-law with a serious medical condition.
Continue Reading Legislative Update: Parents-in-Law Now Covered under the CFRA
