We’re more than a year and half into COVID-19, but we’re not at the end of COVID issues. The Federal Emergency Paid Sick Leave and Expanded FMLA (FFCRA), as well as California’s Supplemental Paid Sick Leave (SPSL) ended on September 30th. Those employees who were already on leave with SPSL prior to September 30 may finish their sick leave. **Exceptions apply for City of Los Angeles, City of Long Beach, unincorporated areas of Los Angeles County, City of Oakland, and unincorporated areas of San Mateo County as of this newsletter.

In addition, the COBRA subsidies by the federal government also ended on September 30th.

So what’s next?

Many employers are now mandating vaccine requirements. As a reminder, for California health care workers, the California Department of Public Health has outlined criteria for this mandate.

Employees who must quarantine due to exposure to COVID-19, are symptomatic, or who test positive will no longer have a separate bank of time for sick leave UNLESS the exposure is work-related. In this case, exclusion pay is still required under Cal-OSHA’s Emergency Temporary Standards.

Employees who are out due to COVID-19 may utilize available paid time off, or if applicable, workers’ compensation payments, state disability insurance, or unemployment insurance. If they are caring for family members, Paid Family Leave may be available.


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