California has passed a Supplemental Paid Sick Leave law (SPSL) that provides up to 80 hours of COVID-related sick leave for employees in both the public and private sector. The law applies to all California employees who work for employers with.
The American Rescue Plan Act (ARPA), which is the latest bill to address the ongoing economic impacts of COVID-19, has been signed into law. Most aspects of the law do not directly affect the HR function, but those that do are outlined below.
Starting this year, employers in California that have 100 or more employees, regardless of location, are required to send employee pay data to the California Department of Fair Employment and Housing (DFEH) if they are also required to file a.
In an ideal world, communication would be easy. We’d immediately know exactly what to say or write. Emails, Slack messages, and reply threads would practically write themselves. And there’d be no confusion about what anyone meant, ever.
A new $900 billion coronavirus relief bill has become law and answers the question of whether federal Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave (EFMLA) will be extended.
Several new or amended employment laws take effect in California on January 1, 2021, including mandatory child abuse reporting, expanded crime victim leave, and increased minimum wages and exempt employee salaries.
The California Division of Occupational Safety and Health, known as Cal/OSHA, has issued mandatory COVID-19 emergency temporary standards effective as of November 30, 2020. The standards apply to all employers except the following: