California Passes a New Version of Supplemental Paid Sick Leave
From Navigating COVID-19
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Contents
- 1 Covered Employers
- 2 Covered Employees
- 3 Definition of Family Member
- 4 Covered Reasons for Leave
- 5 Request for Leave
- 6 Calculating the Amount of Leave
- 7 Documentation of Positive Tests
- 8 Use of Unpaid Leave or Employer Provided Leave
- 9 Limitations on the Use of SPSL
- 10 Documentation of a Positive COVID-19 Test
- 11 Calculating the SPSL Rate of Pay for Non-exempt Employees
- 12 Calculating SPSL Pay for Exempt Employees
- 13 Maximum Amount of SPSL Pay
- 14 Available Offsets
- 15 Notice Requirement
Covered Employers
On February 9, 2022, Governor Newsom signed into law a Covid Supplemental Paid Sick Leave (“SPSL”) which will become effective on February19 and will be retroactive to January 1, 2022. California’s previous Covid-19 SPSL expired on September 30, 2021.
The new law expires on September 30, 2022, however, if a covered employee is using SPSL on September 30 and the absence would continue uninterrupted past September 30, the employee gets to continue using available SPSL.
A full-time employee can take a maximum of 80 hours of SPSL during the period from January 1, 2022, to September 30, 2022, is 80 hours.
The new law was enacted as SB 114 and is codified as Labor Code section 248.6 and 248.7. To read the law see file://fs01/redirect$/laguiar/Downloads/20210SB114_97.pdf
Covered Employees
Definition of Family Member
Covered Reasons for Leave
Request for Leave
Calculating the Amount of Leave
Documentation of Positive Tests
Use of Unpaid Leave or Employer Provided Leave
Limitations on the Use of SPSL
Documentation of a Positive COVID-19 Test
Calculating the SPSL Rate of Pay for Non-exempt Employees
Calculating SPSL Pay for Exempt Employees
Maximum Amount of SPSL Pay
Available Offsets
Notice Requirement
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