Regarding CSPSL associated with vaccines and boosters, employers may limit the hours to 3 days or 24 hours unless employees can provide medical certification requiring additional time Caring for a child whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises.Caring for a family member who is subject to a quarantine or isolation order or guideline or who has been advised to self-quarantine or isolate.Experiencing symptoms of COVID-19 and seeking a medical diagnosis.Experiencing symptoms or caring for a family member experiencing symptoms related to a COVID-19 vaccine or booster that prevent the employee from being able to work or telework.Attending an appointment for themselves or a family member to receive a vaccine or booster for protection against contracting COVID-19.
Being advised by a health care provider to self-quarantine or isolate due to concerns related to COVID-19.Subject to a quarantine or isolation period related to COVID-19 as defined by an order or guidelines of the State Department of Public Health, the federal Centers for Disease Control and Prevention, or a local health officer who has jurisdiction over the workplace.The 2022 CSPSL allows covered employees to take leave if they are unable to work because they are:
How Does an Employee Qualify for the First 40 CSPSL Hours Under Bank 1? Lastly, part-time employees who worked seven days or fewer will receive hours equal to their total number of hours worked. Part-time employees who worked more than seven days but less than six months will be subject to the same calculations but over the employee’s entire period of employment. Part-time employees on variable schedules are entitled to seven times the average number of hours worked each day in the six months prior to the date the employee takes CSPSL, not to exceed 40 hours. Part-time employees with normal weekly schedules are entitled to the total number of hours normally scheduled for one week, not to exceed 40 hours. The 2022 CSPSL now provides up to 80 hours in two separate CSPSL banks, with each bank allowing up to 40 hours of CSPSL, which differs from the prior 2021 CSPSL.įull-time employees who worked, or were scheduled to work, at least 40 hours per week in the two weeks preceding the date CSPSL was taken are entitled to 40 hours of CSPSL. What is the New Type and Amount of CSPSL Hours Owed? “Family members” are defined as children, parents, spouses, registered domestic partners, grandparents, grandchildren, and siblings. The 2022 CSPSL, however, has expanded to permit employees to use CSPSL to care for family members impacted by COVID-19. The 2022 CSPSL still classifies covered employers as any employer that employs more than 25 employees. Who is a Covered Employer, Employee and Family Member? The new legislation appears to be similar to the 2021 CSPSL, which we addressed in a prior Alert, but also contains major differences regarding the characterization of the amount of hours allotted, regular rate calculations, and wage statement obligations.
#California sick leave law 2021 for part time employees code
On February 9, 2022, Governor Newsom signed SB 114 (2022 CSPSL or Labor Code section 248.6) which will not take effect until February 19, 2022, but will apply retroactively from Januand be effective through September 30, 2022. Previously, we discussed the likelihood of California implementing procedures to reactivate Senate Bill (“SB”) 95 or 2021 COVID-19 Supplemental Paid Sick Leave (CSPSL) which expired on September 30, 2021.
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