On March 27, 2020, the City Council passed an ordinance mandating employers with 500 or more employees nationally offer Supplemental Paid Sick Leave for various COVID-19 related reasons described below.  The ordinance is awaiting Mayor Eric Garcetti’s review and anticipated approval.

Under the ordinance, covered employers must offer 80 hours of Supplemental Paid Sick Leave to employees who perform work within the geographic boundaries of the City of Los Angeles. However, the ordinance caps the total amount to be paid to no more than $511 per day and no more than $5,110 in the aggregate.  An employer may not condition the Supplemental Paid Sick Leave on receipt of a doctor’s note from the employee.

First responders or healthcare providers as defined by the California Government Code are exempted from the ordinance.  Furthermore, provisions of the ordinance may be expressly waived by a collective bargaining agreement.

Covered reasons for the Supplemental Paid Sick Leave include:

  • Time off because a “public health official or health provider requires or recommends the Employee isolate or self-quarantine to prevent the spread of COVID-19;”
  • The employee takes time off because they are at least 65 years old or has a health condition that puts them at risk;
  • The employee needs to care for a family member who is not sick, but who public health officials or healthcare providers have required or recommended self-quarantine; or
  • The employee needs to provide care to a family member whose senior care provider, school, or childcare provider is closed.

An employer’s obligation to provide the 80 hours of Supplemental Paid Sick Leave shall be reduced for every hour an employer allowed an employee to take leave for any of the covered reasons listed above on or after March 4, 2020.

The ordinance expires on December 31, 2020, unless the City Council takes action to extend the ordinance.

Jackson Lewis will continue to monitor this ordinance and other emergency regulations pertaining to COVID-19. Jackson Lewis’ Coronavirus Task Force is actively monitoring the developing situation surrounding the complexities of COVID-19.

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Photo of Susan E. Groff Susan E. Groff

Susan E. Groff is a principal in the Los Angeles office of Jackson Lewis P.C. She is co-leader of the firm’s California Advice and Counsel resource group. The group delivers legal and practical guidance to assist employers in navigating what are frequently multi-disciplinary…

Susan E. Groff is a principal in the Los Angeles office of Jackson Lewis P.C. She is co-leader of the firm’s California Advice and Counsel resource group. The group delivers legal and practical guidance to assist employers in navigating what are frequently multi-disciplinary issues.

Susan counsels management on a host of labor and employment issues, including wage and hour laws, disability and leave management, harassment and discrimination complaints, workplace investigations, reductions in force, litigation avoidance, and discipline and termination questions.

Due to California’s nuanced and numerous disability and leave requirements, Susan dedicates much of her practice to advising employers on federal and California requirements for disability accommodation and protected leaves of absence. Importantly, she partners with employers not only on these technical disability and leave laws, but also on practical solutions in handling the same.

Susan also provides guidance to employers on California’s challenging wage and hour laws. In addition to day to day advice, she assists with employer audits, compensation plan reviews, and policies in this area.