Governor Newsom just signed AB 84, California’s new COVID-19 supplemental paid sick leave for 2022 (“2022 CSPSL”), into law. Although the law is not effective until February 19, 2022, it applies retroactively to January 1, 2022, and will sunset on September 30, 2022. Unfortunately, at this time no tax credits are available to directly offset the 2022 CSPSL.
There are quite a few notable changes to the 2022 CSPSL. Below is a brief recap of the changes employers need to be aware of to quickly get up to speed. While the list is not all-inclusive, it gives employers some sense of visibility into the main points.
- Expanded reasons an employee can use CPSL
- Addresses how CSPSL interacts differently with CAL OSHA requirements
- Amount of leave an employee receives and can use
- Rates of pay when an employee is on leave
- Employee obligations when using leave
- Notice, posting and paystub requirements
As always, employers should be acutely aware of their local ordinance. With so many moving parts, it’s important to understand what applies to your company.
As an added tip, while most payroll companies are pivoting to assist clients with the wage statement requirements, it is highly recommended that you are in contact with your provider well in advance to ensure they will be ready to position you to be compliant.
As a resource, employers should monitor the California Labor Commissioner’s COVID-19 Guidance and Resources webpage stay updated on when the mandatory poster and/or FAQ is published.
PBO Advisory Group’s Human Resources consultants will be tracking the new law requirements and we will keep you updated on any changes.
If you have any questions about this or any COVID-19 regulations, please contact our HR Service Line Director, Laura Nieman.