April 1, 2021
Employers Are Required to Provide an Additional Two Weeks of Paid Sick Leave Under SB 95
Senate Bill 95 (SB 95) went into effect this week, requiring most employers to provide two additional weeks of 2021 Supplemental Paid Sick Leave for COVID-19-related reasons. This requirement is separate from, and in addition to, California’s Paid Sick Leave Law, as well as the 2020 Families First Coronavirus Response Act (FFCRA). SB 95 provides employees with a new, additional entitlement of up to 80 hours of 2021 Supplemental Paid Sick Leave even if they already received paid sick leave due to COVID-19 under the FFCRA.
March 29, 2021
Employers May Offer FFCRA Leave in Exchange for Tax Credits Until September 30, 2021
President Biden recently signed the American Rescue Plan Act (ARPA) into law, which includes provisions that employers should consider as they continue to handle the impacts of COVID-19 in the workplace. There are many components to the ARPA and this blog addresses only its paid leave benefit provisions.
February 11, 2021
EMPLOYMENT LAW IMPACT ON EMPLOYEE-DRIVEN SOCIAL MEDIA MARKETING
Social media sites such as Facebook, LinkedIn, Instagram, and TikTok allow businesses to communicate with new clients, raise their brand awareness, and broaden their marketing abilities. As these social media sites continue to play a substantial part of our everyday lives, employers are increasingly embracing these influential platforms to expand their business ventures.
February 5, 2021
JUDGE TENTATIVELY DENIES EFFORTS TO INVALIDATE CAL-OSHA’S EMERGENCY COVID-19 REGULATIONS
As addressed in our prior blog, Cal-OSHA adopted comprehensive Emergency COVID-19 Prevention Regulations that impose several onerous obligations and requirements on employers. A group of business owners and employer rights’ groups filed an injunction in state court requesting that the judge invalidate the emergency regulations claiming that they are legally flawed for multiple reasons.
January 22, 2021
CALIFORNIA SUPREME COURT APPLIES DYNAMEX RETROACTIVELY
Nearly three years ago, the California Supreme Court issued a landmark decision on the issue of independent contractors. The decision in Dynamex Operations West, Inc. v. Superior Court (2018) 4 Cal.5th 903 (Dynamex), altered the analysis of whether a worker can be properly classified as an independent contractor or must be classified as an employee.