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In a prior article, we explained Senate Bill 95, which requires
employers with more than 25 employees in California to provide
COVID-19 Supplemental Paid Sick leave. You can read
it here. SB 95 creates California Labor
Code Sections 248.2 and 248.3. It goes into effect on March
29, 2021, and
applies
retroactively to January 1, 2021. This new
COVID-19 Supplemental Paid Sick Leave law allows covered employees
to take up to an
additional 80
hours of paid COVID-19 related sick leave.
The Labor Commissioner recently posted a frequently asked questions list
addressing SB 95. It also provided this poster, which all employers with 25 or more
U.S. Citizenship and Immigration Services (USCIS), a division of the Department of Homeland Security (DHS), has just closed its annual H-1B registration, and employers are anxiously awaiting news.
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Q: My employee is asking to be reimbursed for mileage and other
expenses. Am I obligated to pay them?
A: When it comes to reimbursement of employee
expenses, New Hampshire employers must take care to comply with the
applicable requirements.
Under New Hampshire law, employers must reimburse employees for
employment-related expenses, unless either, the expenses are the
type that are normally borne by the employee as a precondition of
employment, or, the employer pays for the expenses through wages,
cash advance, or other means.
On March 19, 2021, Governor Newsom signed SB 95 into law. The law requires public and private employers with more than 25 employees to provide supplemental paid sick leave for absences related to COVID-19.