New San Francisco Specific Covid-19 Ordinances
The San Francisco Office of Standards and Labor Enforcement (“OLSE”) has been busy adopting multiple ordinances that afford San Francisco employees with greater protection in light of Covid-19. Employers beware!
On March 7, 2021, the San Francisco Covid-19 Related Employment Protection Ordinance went into effect which prohibits employment discrimination on the basis of Covid-19 status. Under this ordinance employers may not fire, threaten to fire, suspend, discipline, or in any manner take adverse action against an employee who is absent, unable to work, or who request time off from work because the employee tested positive for Covid-19 or is subject to quarantine due to Covid-19 symptoms or exposure. This protection extends to applicants as well (i.e., an employer may not rescind an offer to employ or decide not to hire an applicant who has tested positive or quarantining)! This ordinance is effective until March 6, 2023, and employers must display this CEPO Notice poster at each workplace or job site.
Additionally, on March 9, 2021, the San Francisco Board of Supervisors unanimously adopted the emergency Covid-19 Related Hazard Pay Ordinance, which will be sent to the Mayor for final approval & signature. If approved by the Mayor (OLSE anticipates that the effective date will be March 22) it would require certain businesses to provide Hazard Pay. This proposed Hazard Pay Ordinance would require grocery stores and drug stores with 500 or more employees worldwide, including 20 employees in San Francisco, and janitorial and security contractors at these stores, to pay employees an additional $5 dollars per hour (up to $35 per hour) during the public health emergency related to Covid-19.
To learn more about these specific San Francisco Covid-19 related ordinances and how they affect your business 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.