California Restaurants Must Provide COVID-19 Supplemental Paid Sick Leave
Throughout the coronavirus pandemic, many front line workers have undergone more than casual risks of exposure to the virus. In fact, many California residents that work in the restaurant industry have been on the front lines since the virus started. Now, these workers can take advantage ofpaid sick leave if they’ve contracted the virus.
What Employees Are Covered? This executive order was aimed at employers that have 500 or more employees. This includes workers who perform duties for a qualified entity, regardless of whether the law considers them actual employees of the company. The 500 employee count includes all workers that an entity has nationwide.
This executive order was meant to fill the void that was created by Congress back in March 2020. Your employee rights attorney for restaurant workers will reveal that Congress recently passed theFamilies First Coronavirus Response Act or FFCRA for short. This covered paid sick leave for employees that work for entities with fewer than 500 employees nationwide. This left employers with 500 or more employees without viable financial support for paid sick leave.
What Illnesses Qualify? Your lawyer for restaurant employee discrimination Los Angeles will reveal to you that this executive order only covers a handful of situations. Understanding what these are can help you to determine whether or not you qualify for this financial support. Here are three scenarios that are covered and are deemed to make a food service employee unable to work:
Employer Deems An Employee Unable To Work Due To COVID-19 Transmission Concerns
Employee Is Subject To Local, State, Or Federal COVID-19 Quarantine Order
Most of these scenarios are pretty clear cut. However, if you’re having trouble determining whether or not you qualify for supplemental sick leave, you should enlist the help of a Los Angeles workplace lawyer.
You Must Ask For It Any knowledgeable Los Angeles restaurant worker rights lawyer will tell you that the main caveat to this executive order is that employees must ask for it. Employers are not required to automatically give this relief to employees. Rather, the paid sick leave is only activated when an employee specifically asks to use the supplemental pay sick leave time specified in the executive order.
Hopefully, you now have a better idea of what thisexecutive order entails. Many have chosen to seek the help of an employee rights attorney for restaurant workers to ensure they’re getting the sick leave pay that they’re entitled to. If you still have questions regarding this executive order, then it’s time to contact a lawyer for restaurant employee discrimination Los Angeles to learn more.