What are the California salary laws? If you are (1) subject to a governmental quarantine or isolation order related to COVID-19, (2) advised by a health care provider to self-quarantine or self-isolate due to COVID-19 concerns, or (3) are prohibited from working by the Worker’s Hiring Entity due to COVID-19-related health concerns. ), Pandemic Emergency Unemployment Compensation, Support Services for those who are Sick or Quarantined, Caregiving, or Dealing with Reduced Work Hours, Details on workers’ compensation and COVID-19, Workers’ Compensation Presumption (SB 1159) Frequently Asked Questions, Laws Enforced by the Labor Commissioner’s Office, Side by Side Comparison of COVID-19 Paid Leave, Update on Essential and Non-essential Workers, Guidance on Conditional Suspension of California WARN Act Notice Requirements, ABB 685 FAQ on Cal/OSHA Enforcement Authority and Employee Notification, FAQs on COVID-19 Supplemental Paid Sick Leave, Information on Executive Order for a time-limited rebuttable presumption for accessing workers’ compensation benefits for a COVID-19 infection, Questions and Answers on Executive Order N-62-20, Statewide Industry Guidance and Checklists to Reduce Risk, Reduced Work Hours, Potential Closure or Layoffs, and Tax Assistance, FAQs on Laws Enforced by the California Labor Commissioner’s Office, Guidance on Conditional Suspension of California WARN Act Notice Requirements under Executive Order N-31-20, Financial and Technical Assistance for Small Business, Governor’s Office of Business and Economic Development (GO-Biz) COVID-19 Resources, Learn more about your eligibility for Disability Insurance, Learn more about your eligibility for Paid Family Leave, Learn more about your eligibility for Unemployment Insurance, Learn more about your eligibility for Pandemic Unemployment Assistance, File a Pandemic Unemployment Assistance claim, Learn more about your eligibility for Paid Sick Leave, If accrued sick leave is denied, file a Wage claim, Learn more about your eligibility for COVID-19 Supplemental Paid Sick Leave. In the face of the COVID-19, the Labor & Workforce Development Agency (LWDA) wants to keep workers, employers, co-workers, and families safe. The 2020 ETT rate is 0.1 percent (.001) on the first $7,000 of each employee’s wages. While employers may choose to implement a progressive discipline policy that … In addition, eligible employees are entitled to medical treatment and additional payments if a doctor determines you suffered a permanent disability because of the illness. Up to 80 hours of supplemental paid sick leave for workers who work for hiring entities with 500 or more employees in the United States and healthcare employees and first responders employed by employers with less than 500 employees, if their employers opted out of coverage under federal law. If you have lost your job or have had your hours reduced for reasons related to COVID-19. If you’re unable to work because you are caring for an ill or quarantined family member with COVID-19 (certified by a medical professional). California Labor Laws for Salaried Employees; California Law on Layoffs; California Labor Law Regarding Minimum Work Hours Per Day; Under California law, employment is "at will." If you or a family member are sick or for preventive care, including when civil authorities recommend quarantine, isolation, or stay-at-home. (6) You are experiencing any other substantially similar condition specified by the Secretary of Health and Human Services. There is more information and a comprehensive discussion of disciplinary procedures available. If an employer lays off 50 or more workers in a one-month period, or closes down a store, or relocates, the California labor code requires they give 60-days’ advance notice. Statement of Wages (Pay Stub) Tools and other items necessary for employment. If you are unable to work (or telework) because: Up to 80 hours of paid sick leave for employees who work for public employers, or for private employers with fewer than 500 employees. Up to 80 hours of paid sick leave for employees who work for public employers or private employers with fewer than 500 employees. Employers have to follow a progressive disciplinary policy and cannot fire employees on their first offense. Suspension from work, without pay (unpaid suspension), is the temporary removal of an employee from performing his/her work duties and from receiving pay, as a disciplinary measure. (a) (1) An employer who employs 25 or more employees working at the same location shall not discharge or in any way discriminate against an employee who is a parent of one or more children of … For employee: Higher of regular rate or minimum wage rate, not to exceed $511 per day and $5,110 in total, For family care: 2/3 of regular rate, not to exceed $200 per day and $2,000 in total. 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