By Christopher M. Leddy, Esq.
On March 29, 2021, SB95 goes into effect in California. SB95 applies to all California employers who have 25 or more employees and provides for COVID-19 supplemental paid sick leave for covered employees who are unable to work or telework due to:
The covered employee is subject to a quarantine or isolation period related to COVID-19 as defined by an order or guidelines of the State Department of Public Health, the federal Centers for Disease Control and Prevention, or a local health officer who has jurisdiction over the workplace. If the covered employee is subject to more than one of the foregoing, the covered employee shall be permitted to use COVID-19 supplemental paid sick leave for the minimum quarantine or isolation period under the order or guidelines that provides for the longest such minimum period.
The covered employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19.
The covered employee is attending an appointment to receive a vaccine for protection against contracting COVID-19.
The covered employee is experiencing symptoms related to a COVID-19 vaccine that prevent the employee from being able to work or telework.
The covered employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.
The covered employee is caring for a family member, as defined in subdivision (c) of Section 245.5 of the California Labor Code, who is subject to an order or guidelines as described in the first bullet point above, or who has been advised to self-quarantine as set forth in the second bullet point above.
The covered employee is caring for a child, as defined in subdivision (c) of Section 245.5 of the California Labor Code, whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises.
Employees who utilize the leave for any of the foregoing reasons are considered to be covered employees under SB95. Read more