IMPORTANT PROVISION OF LATEST COVID-19 RELIEF BILL …
BETWEEN NOW AND MARCH 31, 2021
Employer’s policy of ongoing “emergency paid sick time” benefit for employees who test positive for COVID-19 or who are compelled to quarantine by a medical provider is still valid.
The original “law” – Families First Corona Virus Relief Act or FFCRA – required employers to provide leave and pay employee’s wages for up to 10 days. The benefit was that employers with fewer than 500 employees could recoup that money as a credit against payroll taxes to the government (mostly FICA taxes). That law was to expire on Dec. 31, 2020, but has been extended until March 31, 2021.
Since Cal/OSHA’s emergency rules require paying employees who test positive while they are off work from a work-related COVID-19 infection, this is a great value and saves the employer the payroll costs while also complying with Cal/OSHA’s rule.
EMPLOYERS WITH FEWER THAN 500 EMPLOYEES CAN CONTINUE
THE POLICY AND OBTAIN REIMBURSEMENT –
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CA Equal Gender Restroom Access – AB-1732 Is The Law
On a national level, the ADA only requires one sign to identify public restroom. California requires both ADA and Title 24 compliance – which is why California employers receive two signs for every public restroom.
How Does Assembly Bill 1732 Affect Your Business?
Ca EMPLOYERS Must Enact ALL-GENDER TOILET FACILITIES SIGNAGE
All single-user toilet facilities in any California business establishment, public accommodation, or state/local government agency shall be identified as all-gender toilet facilities by signage that complies with Title 24 of the California Code of Regulations and designated for use by no more than one occupant at a time or for family or assisted use.
- During any inspection of a business or a place of public accommodation by an inspector, building official, or other local official responsible for code enforcement, the inspector or official may inspect for compliance with this section.
- “Single-user toilet facility” means a toilet facility with no more than one water closet and one urinal with a locking mechanism controlled by the user.
- This section originally passed on 7-1-17.
Affected employers with single-occupancy restrooms on their premises should ensure that the signs on the single-user restrooms are in compliant with Title 24 of the California Code of Regulations. The regulations’ restroom access provisions require an employer to allow an employee to use the restroom facility that corresponds to the employee’s gender identity or gender expression, regardless of the employee’s sex assigned at birth. Employers: Fair Employment and Housing Council’s gender identity regulations.
2021 will bring numerous new regulations for California employers. Be sure to implement these health and safety gender restroom signage required guidelines to avoid penalties. Be sure to check your signage!
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