On March 9, 2020, the San Francisco Office of Labor Standards Enforcement issued guidance regarding the use of San Francisco Paid Sick Leave for situations related to the recent COVID-19 (“Coronavirus”) outbreak:
Employers covered by the Paid Sick Leave Ordinance must allow covered employees to use accrued sick leave in the following situations:
- The employee takes time off work because public health officials or healthcare providers require or recommend an employee isolate or quarantine to prevent the spread of disease;
- The employee takes time off work because the employee falls within the definition of a “vulnerable population” under the San Francisco Department of Public Health’s (DPH) March 6, 2020 guidelines or any subsequent updates. As of March 6, 2020, a “vulnerable population” is a person who is 60 years old or older or a person with a health condition such as heart disease, lung disease, diabetes, kidney disease, or weakened immune system;
- The employee takes time off work because the employee’s business or a work location temporarily ceases operations in response to a public health or other public official’s recommendation;
- The employee takes time off work because the employee needs to provide care for a family member who is not sick but who public health officials or healthcare providers have required or recommended isolate or quarantine; or
- The employee takes time off work because the employee needs to provide care for a family member whose school, child care provider, senior care provider, or work temporarily ceases operations in response to a public health or other public official’s recommendation.
Although this guidance is geared toward San Francisco Employers, all Employers should heed this advice! As the Coronavirus continues to spread, Employers should keep in mind their California mandated responsibility to provide Paid Sick Leave and the use of this time in relation to the outbreak of the Coronavirus.
If you have any questions regarding Paid Sick Leave or implementing Coronavirus polices, please contact the Employer lawyers at Chauvel & Glatt.
The material in this article, provided by Chauvel & Glatt, is designed to provide informative and current information as of the date of the post. It should not be considered, nor is it intended to constitute, legal advice or promise similar outcomes. For information on your particular circumstances, please contact Chauvel & Glatt at 650-573-9500.
