DLHA Law Group

Effective January 1, 2021, AB 685 requires California employers to follow stringent recording and reporting requirements when an employer receives notice of a potential COVID-19 exposure at the workplace. In part, employers will be required to provide a number of notices to different groups of employees within only one business day after receiving notice of a potential COVID-19 exposure. Also, employers will be required to notify their local public department if an outbreak o...ccurs at the worksite. Employers should adequately prepare to have policies and procedures in place by the beginning of 2021 to ensure a timely response and notice is provided in compliance with this new law should a potential COVID-19 exposure occur in the workplace. This content does not represent legal advice; readers should seek legal representation and advice before relying on published updates such as the above.

With the general election around the corner, it’s important that employers are familiar with their obligation to post voting leave requirements (Notice) for their employees no later than Friday, October 23, 2020. On election day, employees can take up to two hours paid time off to vote, but the time off should occur at the beginning or end of their workday. It is best to ask employees to notify you at least two days in advance for their voting day arrangements. If you have any questions regarding time-off requests for voting, please don’t hesitate to reach out to DLHA Law Group. This content does not represent legal advice; readers should seek legal representation and advice before relying on published updates such as the above.

Additional Help to Employers under AB 1731 As employers face another quarter of tough choices, California’s AB1731 legislation helps with payroll costs. For those employers who wish to keep employees, avoid layoffs but reduce some payroll costs; AB1731 may be the answer. Gov Newsom signed this as an Urgency Clause, which takes it into effect immediately as of 9/28/20. It streamlines the EDD application process allowing employers to have unemployment insurance supplement wage...s for a reduced work schedule for employees who can maintain unemployment benefits and healthcare coverage, with an accelerated approval process. See the EDD website for more information or contact our office for more direction and our Covid Task Force team can help. This content does not represent legal advice; readers should seek legal representation and advice before relying on published updates such as the above.

**San Francisco Employers*** An emergency ordinance became effective this month, protecting workers and job applicants from adverse action for testing positive or quarantining for COVID-19 symptoms or exposure. Employers may not request a doctor's note to support the employee's claims, and the ordinance provides for a 90-day rebuttable presumption against the employer who takes any adverse actions against qualified employees. Consult with DLHA Law Group today to discuss how ...the emergency ordinance affects you. This content does not represent legal advice; readers should seek legal representation and advice before relying on published updates such as the above.