Our Firm

SB 616, which is expected to expand California’s Paid Sick Leave (PSL) law was passed in the legislature and is on its way to Governor Newsom’s desk. If signed, the bill will expand the number of mandated Paid Sick Leave days to 5 days (40 hours), a major increase than the minimum requirement of 3 days (24 hours) annually.   The law would take effect January 1, 2024.

The law allows employers options on how to provide this leave, increases the caps for accrual and aims to eliminate employees coming to work sick.  This Bill has received significant support despite the financial cost to employers especially with the recent uptick in Covid-19 cases and is expected to be signed into law. 

Still, while this will be a significant change for many businesses, there are several California cities who already have increased Paid Sick Leave requirements beyond the minimum state-wide mandate, making this transition a bit easier including: San Francisco, Emeryville, Oakland, Berkeley, San Diego, Los Angeles and other cities around the Bay Area.

Employers – if you do not have a Paid Sick Leave policy you need to consult the experienced employment lawyers at Chauvel & Glatt.  Without a proper policy you are in violation of the California Labor Code and could pay a hefty price.  Having proper policies in place and understanding what that means for your business is critical to staying California Labor Compliant.  

Stay tuned to Chauvel & Glatt’s Employment blog where we will let you know if, and when, Governor Newsom signs this AB 616 into law, along with other updates on new employment laws effective in the new year.

As we near fall and enter the height of cold and flu season, we want to remind Employers that Covid-19 is still here and is surging once again, with a new strain emerging. Given the rise of Covid-19, Employers must ensure that safeguards are still in place to limit the spread of Covid-19 in the workplace. 

Here is a quick refresher on Covid-19:

1. While Cal-OSHA’s Emergency Temporary Standards (“ETS”) have expired, Employers are still subject to Cal-OSHA’s Covid-19 Prevention Non-Emergency Regulations that are still in effect. Employers should make sure that their policies are updated to reflect the current rules, anything unique to your workplace and Cal-OSHA’s requirements.
2. Employers need to understand and implement the updated Isolation and Quarantine requirements to limit the spread of Covid-19 in the workplace.  As you may know, the Quarantine and Isolation rules have changed numerous times since March 2020. It is important to understand when, whether and how long an employee needs to be out if they test positive or are exposed to Covid-19.
3. If you have a mandatory Covid-19 vaccine policy in place, Employers should remind employees to submit their updated vaccine cards to confirm all employees are up to date with their Covid-19 vaccines and subsequent boosters. There have been several rounds of boosters with the most recent booster being approved by the FDA just today amid the spike in cases.
4. Employers should remind all employees to follow good workplace health practices, which include wiping down their work areas and commonly touched surfaces and encourage employees to stay at home when they are not feeling well.

To stay up to date on Covid-19 requirements, ensure you have clear policies about Covid-19 and your workplace, and as a business owner, you understand the wage & hour implications of your policies, contact the Employer Lawyers at Chauvel & Glatt.

This material in this article, provided by Chauvel & Glatt, is designed to provide informative and current information as of the date of the post. It should not be considered, nor is it intended to constitute legal advice.  For information on your particular circumstances, please contact  Chauvel & Glatt at 650-573-9500 for legal assistance near you. (photo credit: depositphotos.com).