To: Board of Supervisors
From: Human Resources
Agenda Section: Consent
SUBJECT:
title
Implementation of Senate Bill (SB) 114 Supplemental Paid Sick Leave and Authorization to Implement Future State and Federally Mandated Benefits Related to COVID-19
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RECOMMENDATION(S):
Recommendation
That the Board of Supervisors:
1. Adopt a Resolution Implementing the California Supplemental Paid Sick Leave (SPSL) retroactive to Jan. 1, 2022, and Delegating Authority to the Human Resources Director to Implement Future State and Federally Mandated Benefits Related to COVID-19, After Review with the Employee Policy Group and Employee Representation Groups as Required by the Meyers-Milias-Brown Act.
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SOURCE OF FUNDING:
All county funds.
DISCUSSION:
On Feb. 9, 2022, SB 114 was signed into law. SB 114 requires employers with 26 or more employees to provide Supplemental Paid Sick Leave (SPSL) for matters related to COVID-19. Through enacted Labor Code 248.6, SPSL is retroactive to Jan. 1, 2022 and extends protections through Sept. 30, 2022. There is no waiting period for eligibility for the new SPSL hours and new employees are eligible upon starting employment.
By way of background, on May 11, 2021, the Board of Supervisors adopted Resolution No. 21-46 that implemented the requirements of SB95 effective from Jan. 1, 2021 through Oct. 30, 2021. The current legislation differs from SB95 in that rather than one 80-hour bank, employees may utilize two separate leave banks of "up to 40-hours" as follows:
* Leave bank of up to 40 hours if the employee tests positive for or is caring for a family member who tests positive for COVID-19.
* Leave bank of up to 40 hours for all other covered reasons (see below).
The current legislation has expanded upon the reasons that employees can use their new leave banks, as compared to the restricted uses in SB 95. Employees may use the new SPSL banks when they are unable to work or telework in the following circumstances:
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