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PEO and Staffing Pointer: You and Your Clients Need to Make Key Changes to California's Mandatory New Hire Notice | Fisher Phillips

It may have gotten lost in the holiday shuffle, but PEOs and staffing agencies with California operations will need to add one more item to your 2024 to-do list: ensuring two key...

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Poking Through The Clouds - Employee Rights/ Labour Relations

The end of July 2022 found Michigan's employment landscape clouded over with all kinds of legal and financial issues relating to the ruling by the Court of Claims that...

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The Top Five List: Employment Law Changes Coming With New Year's Day | Fox Rothschild LLP

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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
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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.

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