Beginning March 29, 2021, California employers with 25 or more employees must provide supplemental sick leave to employees affected by COVID-19. This is a new bank of leave, which means that employers with 500 or more employees that already provided paid supplemental sick leave in 2020 also have to provide this new leave. The law is retroactive to January 1, 2021. And while the law expires on September 30, 2021, an employee taking leave at that time can still take the full amount of leave.
The newly-enacted American Rescue Plan Act of 2021 includes, among other relief, additional funding to universities, colleges, and schools, some of which can be used to upgrade health safeguards, including improved ventilation systems.
On Wednesday, March 10th, the House passed the American Rescue Plan Act of 2021, the third major federal COVID-19 relief act following the CARES Act and the December 2020 Consolidated Appropriations Act. President Biden is expected to sign it into law Friday.
The California Family Rights Act (CFRA) provides most employees in California with the right to take up to 12 weeks of leave from work to care for themselves or their family members with a serious health condition or to bond with a new child.
The New Year brings new reporting obligations for California employers. Under California Senate Bill 973, employers with 100 or more employees (anywhere in the country) must report pay and hours-worked data by establishment, job category, sex, race, and ethnicity to the California Department of Fair Employment and Housing (DFEH) by March 31, 2021, and annually thereafter.
California’s Child Abuse and Neglect Report Act (CANRA) requires individuals who are statutorily defined as “mandated reporters” to report known or reasonably suspected child abuse or neglect to law enforcement personnel and social service agencies.
Late on December 27, the President signed a $900 billion relief package that will provide aid to individuals and businesses still struggling with the economic impact of the ongoing COVID-19 pandemic. Both the House and the Senate passed the proposal last week.
On November 3, 2020, California voters passed Proposition 22, allowing certain app-based rideshare and delivery drivers to be classified as independent contractors.
The California Department of Public Health already requires employers to notify local health departments if there are three or more cases of COVID-19 in their workplace within a two-week period.
On September 9, 2020, California Governor Gavin Newsom signed Assembly Bill 1867, which requires private employers with 500 or more employees nationwide to provide COVID-19 supplemental paid sick leave benefits to qualifying employees.
In line with the Supreme Court’s recent holding in Bostock that Title VII prohibits discrimination on the basis of sexual orientation and transgendered status, the Fourth Circuit ruled Wednesday that policies segregating transgender students from their peers are unconstitutional and violate federal law prohibiting sex discrimination in education.
Tom McCormick, a partner in the Vorys Columbus office, authored an article for the Jewelers Vigilance Committee website titled “Best Practices for Jewelers to Avoid Legal Liability When Reopening Stores During the COVID-19 Pandemic.”
In the event of government action due to a declared emergency such as a pandemic, performance under construction contracts may become delayed or impossible.
Starting January 1, 2020, a new California state law will require employers to notify employees in California of any deadline to withdraw funds from a flexible spending account (FSA) prior to the end of the plan year.
We have published various posts on our blog about implementing an effective enforcement system to stop unauthorized sales, including our recent post featuring a video about our online seller enforcement program. As mentioned in numerous posts, an ideal enforcement program combines technology, legal and investigation tactics.
Thomas N. McCormick