![]() ![]() The worker is prohibited from working by the worker’s hiring entity due to health concerns related to the potential transmission of COVID-19.The worker is advised by a health care provider to self-quarantine or self-isolate due to concerns related to COVID-19.The worker is subject to a Federal, State, or local quarantine or isolation order related to COVID-19.The worker must be unable to work due to one of the following reasons: What are the circumstances that allow a worker who works for a business that has 500 or more employees nationwide to take COVID-19 Supplemental Paid Sick Leave?.If the law expires while a worker is taking COVID-19 Supplemental Paid Sick Leave, the worker can finish taking the amount of leave they are entitled to receive. ![]() However, if the federal law is extended, then COVID-19 Supplemental Paid Sick Leave under California law will be extended to the same end date as the federal law. This means employers are required to provide COVID-19 Supplemental Paid Sick Leave to non-food sector employees starting Septemat the latest.ĬOVID-19 Supplemental Paid Sick Leave remains in effect for food sector workers and non-food sector employees until December 31, 2020, the same date that the federal law that provides supplemental paid sick leave is set to expire. Employers of these non-food sector employees have a 10-day grace period to begin providing COVID-19 Supplemental Paid Sick Leave. The Governor signed the new law extending COVID-19 Supplemental Paid Sick Leave to non-food sector employees on September 9, 2020. Hiring entities were required to provide COVID-19 Supplemental Paid Sick Leave for food sector workers starting on April 16, 2020.
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