How much supplemental paid sick leave does a covered employee receive?
The employee is caring for a child whose school or care provider is closed or otherwise unavailable for reasons related to COVID-19.Ī “child” is defined as a biological adopted or foster child, stepchild, legal ward, or a child to whom an employee stands in loco parentis, regardless of age or dependency status.Ī “family member” is defined as a child a biological, adoptive or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child a spouse a registered domestic partner a grandparent a grandchild or a sibling. The employee is caring for a family member who is subject to an order or guidance, or who has been advised to isolate or quarantine. The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis. The employee is experiencing symptoms, or caring for a family member experiencing symptoms, related to a COVID-19 vaccine or booster that prevent the employee from being able to work or telework. The employee is attending (or accompanying a family member to) an appointment to receive a vaccine or a vaccine booster that prevents the employee from being able to work or telework. The employee has been advised by a healthcare provider to isolate or quarantine due to COVID-19. (If the employee is subject to more than one of the foregoing circumstances, the employee can use COVID-19 supplemental paid leave for the minimum quarantine or isolation period under the order or guidance that provides for the longest such minimum period.) The employee is subject to a quarantine or isolation period related to COVID-19 as defined by an order or guidance of the California Department of Public Health, the federal Centers for Disease Control and Prevention, or a local public health officer who has jurisdiction over the workplace. A covered employee is entitled to supplemental paid sick leave if unable to work or telework due to any of the following reasons:. For what reason can a covered employee take supplemental paid sick leave? 
Which employees are covered under SB 114?Ī “covered employee” means any employee who is unable to work or telework for an employer because of a qualifying reason (addressed in the next section). Which employers are covered by SB 114?Īll private employers that employ more than 25 employees must provide supplemental paid sick leave to their employees for certain COVID-related reasons. SB 114 will go into effect on February 19, 2022, but its requirements will apply retroactively to January 1, 2022, and will expire on September 30, 2022. This alert focuses on the requirements of SB 114 that apply to employers generally. SB 114 reinstates the supplemental paid sick leave requirements but differs from SB 95 in several significant ways.
In April 2021, California enacted SB 95, which similarly required employers to provide supplemental paid sick leave to employees, but expired on September 30, 2021.
#California sick leave law 2021 for part time employees code
SB 114 creates new California Labor Code Sections 248.6 and 248.7.
It also allows employees to use leave to care for family members. Gavin Newsom signed into law Senate Bill 114, which requires employers with 26 or more employees to provide supplemental paid sick leave to employees who are unable to work for reasons related to COVID-19.
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