- September 22, 2021
- Posted by: REBL
- Category: COVID-19 Q&A, Human Resources
The first is CAL Osha Emergency Temporary Standards
An employee who was excluded from work because of a workplace COVID-19 exposure should receive exclusion pay if:
1) the employee was not assigned to telework during that time; and
2) the employee did not receive Disability Payments or Workers’ Compensation Temporary Disability Payments during the exclusion period.
How does COVID-19 Supplemental Paid Sick Leave law interact with the ETS?
The reason that employers want to use the Supplemental Paid Sick Leave law over the ETS is due to the tax credits provided under the American Rescue Plan act.
Supplemental Paid Sick Leave has a limit of 80 hours depending on employment status.
But the ETS works similarly to Workers’ Comp and does not have the same time limitations. Employers will need to use ETS if an employee has gotten Covid in the workplace due to another employee in their workplace.
Back in 2020, CA had FRCA. In 2021 CA created the SPSL to provide to employees.
The American Rescue Plan Act will also be ending on September 30, 2021.
The American Rescue Plan Act or ARP act of 2021 was enacted on March 11. It amended and extended the tax credits and the availability of advance payments of the tax credits for paid sick and family leave for wages paid with respect to the period beginning April 1, 2021, and ending on September 30, 2021.
The ARP act goes hand-in-hand with the Families First Corona Virus Response Act also known as the FFCRA act which ended on Dec 31, 2020. ARP gave employers the option to continue providing the FFCRA paid sick and family leave wages to employees who had not used their full 80 hours.
How all these rules and regulations work together can be very confusing. If you need help navigating these laws and figuring out what your best options are, please call me us FLORES Financial, we’d be happy to help you make the most informed decision. Contact us at 619-588-2411