- January 19, 2021
- Posted by: REBL
- Category: Accounting, COVID-19 Q&A, Human Resources
New year, new laws. That’s right, it’s time to prepare for the new year, which means being aware of the latest labor and employment laws that are sure to impact your organization. Most importantly, it’s time to revise those handbooks to keep up with these changes. There a quite a few laws to go over so I will break them up into a two-part series. Here is part one of some of the laws to consider:
- Worker’s Compensation (SB 1159): SB 1159 creates a rebuttable presumption that an employee contracted COVID-19 at work if the employee tests positive or is diagnosed with COVID-19 within 14 days after working at the employer’s place of employment. This law went into effect on September 17, 2020 and expires January 1, 2023.
- In addition to this is Cal/OSHA’s Emergency Temporary Standards that went into effect November 30, 2020 and definitely has numerous and 3 which are particularly burdensome
- FFCRA Emergency Paid Sick Leave and EFMLEA – Employers are able to provide COVID-19 extended leave on a voluntary basis through March 31, 2021 this does not necessarily mean the actual leave has been extended but employers may claim the payroll tax credit until March 31, 2021. For CA employers with 500 or more employees take note that the CA Supplemental Paid Sick Leave extension and decision varies per city or county.
- Private Employers Must Submit a Pay Data Report to the DFEH (SB 973): In simpler terms on top of the required EEO-1 reporting we have been required to report yearly, we are now required to report the pay data otherwise known as EE0-1 Component
If you have any questions please give FLORES a call today as we are here to work together with you.