![]() The covered employee or provider is s ubject to a quarantine or isolation period related to COVID-19. ![]() The law also adds new benefits for “providers” who provide in-home supportive services as defined under the California Welfare and Institutions Code and who provide “authorized in-home supportive services … to an eligible recipient.”Ĭovered employees may take the new 2021 SPSL if they are unable to work or telework, and providers may take 2021 SPSL if they are unable to work due to any of the following reasons. A “covered employee” is any employee “who unable to work or telework” for a covered employer for one of the reasons listed in the new law. ![]() This new law (I will call it 2021 SPSL) defines “covered employer” as any business “ with more than 25 employees.”Īll “ covered employees” are entitled to take 2021 SPSL. Although the 2020 version of the SPSL applied only to employers with 500 or more employees. While this was originally seen as a continuation of the SPSL that was a tag-along to the FFCRA and expired Decem(Nice acronyms!), it is a completely different, expanded paid sick leave program.Īll “ covered employers” must provide the new California COVID-19 supplemental paid sick leave (SPSL). Under the new laws, “covered employees” are entitled to up to 80 new hours of COVID-19 supplemental paid sick leave. ![]() SB 95 creates new Labor Code sections 248.2 and 248.3. The new law goes into effect Mabut will apply retroactively back to January 1, 2021. California employers with more than 25 employees have a new paid sick leave requirement. ![]()
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