New Laws for 2021
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New California laws address virus, fires, law enforcement
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The Families First Coronavirus Response Act (FFCRA), part of the federal response to the coronavirus pandemic in the US, required employers with less than 500 employees to provide emergency paid sick leave and emergency paid family leave for specified reasons relating to COVID-19. The FFCRA was set to expire on December 31, 2020. The new COVID-19 relief bill just signed by President Trump does not extend employee rights to leave under the FFCRA beyond December 31, 2020 but does allow employers who voluntarily allow employees to complete or take FFCRA leave up to their original leave entitlements to claim the FFCRA tax credit through March 31, 2021. While leave under the FFCRA was not extended, employers must continue to comply with other laws and ordinances providing employees with additional leave rights.
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As the sun rises on New Year’s Day 2021, California employment law will once again become more involved and challenging. For many employers, the following are the top five developments they most need to prepare for.
One Measure of Relief: COVID-19 Paid Sick Leave Requirements
Expire
For much of 2020, California law has required that employers of 500 or more employees provide eligible employees COVID-19 Supplemental Paid Sick Leave. Employees qualify for the supplemental paid sick leave if their health care provider advises they self-quarantine due to COVID-19, they are subject to a governmental isolation order related to COVID-19 or their employer bars them from working due to health concerns related to potential transmission. The law requires that covered employers provide qualified full-time employees, for example, up to 80 hours of supplemental paid sick leave.