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COVID-19 Leaves of Absence

Assembly Bill No. 152 (Expired)
   
 
Assembly Bill No. 152:  Supplemental Paid Sick Leave (SPSL)
Approved by Governor  September 29, 2022. Filed with Secretary of State  September 29, 2022.
This bill would extend those provisions from September 30, 2022, to December 31, 2022
 
Supplemental Paid Sick Leave (SPSL)
Eligible covered employees may request a leave of absence related to COVID-19 under Assembly Bill No 152, which provides for up to eighty (80) hours of Supplemental Paid Sick Leave (SPSL) if that covered employee is unable to work or telework for the following qualifying reasons:
  1. The covered employee is subject to a quarantine or isolation period related to COVID-19 as defined by an order or guidance of the State Department of Public Health, the federal Centers for Disease Control and Prevention, or a local public 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 guidance that provides for the longest such minimum period.
  2. The covered employee has been advised by a health care provider to isolate or quarantine due to COVID-19, subject to the limitation in clause (ii) of subparagraph (D).
  3. The covered employee is attending an appointment for themselves or a family member to receive a vaccine or a vaccine booster for protection against COVID-19.
  4. The covered employee is experiencing symptoms, or caring for a family member experiencing symptoms, related to a COVID-19 vaccine or vaccine booster that prevent the employee from being able to work or telework.
    1. For each vaccination or vaccine booster, an employer may limit the total COVID-19 supplemental paid sick leave to 3 days or 24 hours unless the employee provides verification from a health care provider that the covered employee or their family member is continuing to experience symptoms related to a COVID-19 vaccine or vaccine booster. The 3-day or 24-hour limitation applied to each vaccine or vaccine booster includes the time used under subparagraph (C) to get the vaccine or vaccine booster.
  5. The covered employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.
  6. The covered employee is caring for a family member who is subject to an order or guidance described in subparagraph (A) or who has been advised to isolate or quarantine.
  7. The covered employee is caring for a child, as defined in subdivision (c) of Section 245.5, whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises.
 
 
Senate Bill No. 114 (Expired)
 
 
Senate Bill No. 114:  Supplemental Paid Sick Leave (SPSL)
Approved by Governor Gavin Newsom February 9, 2022, Effective February 19, 2022
Applies to qualifying leaves retroactive to January 1, 2022 through September 30, 2022
 
Supplemental Paid Sick Leave (SPSL)
Eligible covered employees may request a leave of absence related to COVID-19 under Senate Bill 114, which provides for up to eighty (80) hours of Supplemental Paid Sick Leave (SPSL) if that covered employee is unable to work or telework for the following qualifying reasons:
  1. The covered employee is subject to a quarantine or isolation period related to COVID-19 as defined by an order or guidance of the State Department of Public Health, the federal Centers for Disease Control and Prevention, or a local public 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 guidance that provides for the longest such minimum period.
  2. The covered employee has been advised by a health care provider to isolate or quarantine due to COVID-19, subject to the limitation in clause (ii) of subparagraph (D).
  3. The covered employee is attending an appointment for themselves or a family member to receive a vaccine or a vaccine booster for protection against COVID-19.
  4. The covered employee is experiencing symptoms, or caring for a family member experiencing symptoms, related to a COVID-19 vaccine or vaccine booster that prevent the employee from being able to work or telework.
    1. For each vaccination or vaccine booster, an employer may limit the total COVID-19 supplemental paid sick leave to 3 days or 24 hours unless the employee provides verification from a health care provider that the covered employee or their family member is continuing to experience symptoms related to a COVID-19 vaccine or vaccine booster. The 3-day or 24-hour limitation applied to each vaccine or vaccine booster includes the time used under subparagraph (C) to get the vaccine or vaccine booster.
  5. The covered employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.
  6. The covered employee is caring for a family member who is subject to an order or guidance described in subparagraph (A) or who has been advised to isolate or quarantine.
  7. The covered employee is caring for a child, as defined in subdivision (c) of Section 245.5, whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises.
 
 
Senate Bill No. 95 (Expired)
 
 
Senate Bill No. 95:  Supplemental Paid Sick Leave (SPSL)
Approved by Governor Gavin Newsom March 19, 2021, Effective March 29, 2021
Applies to qualifying leaves retroactive to January 1, 2021 through September 30, 2021
 
 
Supplemental Paid Sick Leave (SPSL)
Eligible covered employees may request a leave of absence related to COVID-19 under Senate Bill 95, which provides for up to eighty (80) hours of Supplemental Paid Sick Leave (SPSL) for the following qualifying reasons:
 
  1. Employee is subject to a quarantine or isolation period related to COVID-19 as defined by an order or guidelines of the California State Department of Public Health, the Centers for Disease Control (CDC) or a local health officer who has jurisdiction over the workplace.
  2. Employee has been advised by a health care provider to self quarantine due to any COVID-19 related concerns
  3. Employee is attending an appointment to receive the COVID-19 vaccine that prevent the employee from being able to work or telework
  4. Employee is experiencing symptoms related to a COVID-19 vaccine that prevent the employee from being able to work or telework.
  5. Employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis.
  6. Employee is caring for a family member, as defined in subdivision (c) of Section 245.5, who is subject to an order or guidelines described in subparagraph (A) or who has been advised to self-quarantine, as described in subparagraph (B).
  7. Employee is caring for a child, as defined in subdivision (c) of Section 245.5, whose school or place of care is closed or otherwise unavailable for reasons related to COVID-19 on the premises.
 
 
H.R. 6201 (Expired)

 
 
H.R. 6201:  Families First Coronavirus Response Act (FFCRA)
Passed by the U.S. House of Representatives on March 16, 2020, Passed by the U.S. Senate and signed into law on March 18, 2020
Applied to qualifying leaves from April 1, 2020 through December 31, 2020 (Expired)
 
 
Emergency Paid Sick Leave Act (EPSLA)
Eligible covered employees could request a COVID-19 related leave of absence under H.R. 6201, which provided for up to eighty (80) hours of EPSLA for the following qualifying reasons:
 
  1. Employee was subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
  2. Employee had been advised by a health care provider to self-quarantine related to COVID-19;
  3. Employee was experiencing COVID-19 symptoms and was seeking a medical diagnosis;
  4. Employee was caring for an individual subject to an order described in (1) or self-quarantine as described in (2);
  5. Employee was caring for a child whose school or place of care was closed (or child care provider is unavailable) for reasons related to COVID-19; or
  6. Employee was experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.
 
Emergency Family & Medical Leave Expansion Act (EFMLEA)
Eligible covered employees could request to extend their leave for up to ten additional weeks if the employee was caring for a child whose school or place of care was closed (or child care provider is unavailable) for reasons related to COVID-19.
 
 
 
Human Resources Links
 
Contact Information
 
Randy Gaspar
Administrative Analyst
(310) 419-2757