![]() This means that a child’s classroom in school or place of care was closed on or after January 1, 2022, due to a concern that a person who had been present on the school or daycare premises was exposed to, or had contracted, COVID-19. What does it mean for a child’s school or place of care to be closed or unavailable due to COVID-19 on the premises?.The second bank of COVID-19 Supplemental Paid Sick Leave, up to 40 hours, is available only if an employee or a family member for whom they are providing care tested positive for COVID-19.Īs detailed below in FAQs 15-16, covered employees can receive up to 40 hours of each type of leave, for a potential total of up to 80 hours. ![]() NOTE: The quarantine or isolation period related to COVID-19 is the period defined by an order or guidance of the California Department of Public Health, the federal Centers for Disease Control and Prevention, or a local public health officer with jurisdiction over the workplace. Vaccine-Related: The covered employee or a qualifying family member is attending a vaccine appointment or cannot work or telework due to vaccine-related side effects.See FAQ 6 for the definition of family member and child. Caring for a Family Member: The covered employee is caring for a family member who is either subject to a quarantine or isolation period related to COVID-19 (see note below) or has been advised by a healthcare provider to quarantine due to COVID-19, or the employee is caring for a child whose school or place of care is closed or unavailable due to COVID-19 on the premises.Caring for Yourself: The covered employee is subject to a quarantine or isolation period related to COVID-19 (see note below), or has been advised by a healthcare provider to quarantine due to COVID-19, or is experiencing symptoms of COVID-19 and seeking a medical diagnosis.The first bank of COVID-19 Supplemental Paid Sick Leave, up to 40 hours, is available to covered employees unable to work or telework due to any one of the following reasons: What are the circumstances that allow a covered employee to take 2022 COVID-19 Supplemental Paid Sick Leave?Ģ022 COVID-19 Supplemental Paid Sick Leave provides for two separate banks of leave, each of up to 40 hours.However, any worker who has been misclassified as an independent contractor but is in fact an employee, and otherwise qualifies under the new law, is entitled to 2022 COVID‑19 Supplemental Paid Sick Leave. Similar to 2021 COVID-19 Supplemental Paid Sick Leave, 2022 COVID‑19 Supplemental Paid Sick Leave does not apply to independent contractors. Does COVID-19 Supplemental Paid Sick Leave apply to independent contractors?.See FAQ 35 for more information on these other laws (the federal Families First Coronavirus Response Act and the 20 COVID‑19 Supplemental Paid Sick Leave laws). Under the 2022 COVID-19 Supplemental Paid Sick Leave law, covered employees are entitled to paid sick leave that is in addition to leave that was provided under previous laws which expired on September 30, 2021. Which employees are covered by this new law?Ĭovered employees are those who cannot work or telework due to the reasons listed below in FAQ 4.Which employers are covered by the new 2022 COVID-19 Supplemental Paid Sick Leave law?Īll employers, public or private, with 26 or more employees are covered, including those with collective bargaining agreements.Payment of Leave, Record-Keeping, and Paystubs.Permissive Limits on Use and Verification.Calculating an Employee’s Hours of Leave.Read more about 2022 Supplemental Paid Sick Leave in the Labor Commissioner’s Frequently Asked Questions below. Paid sick leave through the California Healthy Workplaces, Healthy Families Act of 2014 may provide leave to workers for preventive care, diagnosis, care, or treatment of an existing health condition, among other purposes, for themselves or family members. To file a claim based on a statute like paid sick leave is up to three years after the violation occurred. It is best to file it as soon as possible so that itĭoes not face a challenge based on you filing it late. Occurred on or prior to December 31, 2022, your claim will be processed. This means if you had a claim for a violation of the law that After December 31, 2022, workers who were not paid the SPSL they were entitled to when they were unable to work in 2022ĭue to COVID-19 can still request pay from their employer or file a claim with the Labor Commissioner.Īny violations of the law during the period the law covered (Januthrough December 31, 2022) willĬontinue to be enforced by the Labor Commissioner’s Office.
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