APPLIES TO All Employers with CA Employees in Certain Essential Industries

EFFECTIVE May 5, 2020 and May 14, 2020

QUESTIONS? Contact HR On-Call (888) 378-2456

Mandatory IIPP Changes

Cal/OSHA published updated Interim General Guidelines on Protecting Workers from COVID-19. Of particular note, the Guidelines state that “[f]or most California workplaces, adopting changes to their IIPP is mandatory since COVID-19 is widespread in the community.” California businesses are already required to have Illness and Injury Prevention Plans (IIPP) in place. Cal/OSHA is now saying that employers must incorporate infection control measures, including applicable and relevant recommendations from the Centers for Disease Control and Prevention (CDC), in their IIPPs. The Guidelines also published an extensive list of specific infection prevention measures and training topics for employers to implement.

While the Guidelines say that they do not “impose new legal obligations,” Cal/OSHA relies on the fact that COVID-19 is a workplace hazard, which is a topic covered by IIPP requirements. Employers are instructed to determine if COVID-19 infection is a hazard in their workplace and take action accordingly.

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APPLIES TO All Employers with Oakland, CA Employees

EFFECTIVE April 1, 2020

QUESTIONS? Contact HR On-Call (888) 378-2456

Oakland joins Los Angeles, San Jose, and San Francisco in enacting citywide emergency paid sick leave.  The Emergency Paid Sick Leave for Oakland Employees Ordinance went into effect immediately upon signing, and applies retroactively to workers providing services since February 3, 2020.

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APPLIES TO All Employers with IN Physician Employees

EFFECTIVE July 1, 2020

QUESTIONS? Contact HR On-Call (888) 378-2456

Indiana HB 1004 imposed restrictions on noncompete agreements with physicians originally entered into on or after July 1, 2020. To be enforceable, a noncompete agreement with a physician must include all of the following provisions:

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APPLIES TO All Employers with NYC Employees

EFFECTIVE April 19, 2020

QUESTIONS? Contact HR On-Call (888) 378-2456

Effective April 19, 2020, the New York City Commissioner ordered that individuals who self-identify a need to isolate due to COVID-19 are eligible for immediate paid time off under New York’s statewide COVID-19 Quarantine/Isolation Order Law.

The Order applies to an individual who (A) tests positive for COVID-19, or (B) has symptoms of COVID-19 and was in contact with someone who tested positive or had symptoms of COVID-19.  Employees who meet one of these requirements may request COVID-19 sick leave from their employer, available as paid or unpaid leave of a duration depending on the employer’s size and net income.

The Order contains three appendices applicable to different types of employees: healthcare personnel, non-healthcare essential employees, and non-essential employees.  An employee seeking COVID-19 specific leave time must complete and sign off the applicable appendix affirming that their medical status is true and accurate.  The employee must submit the appendix plus additional documentation (e.g., test results or a medical consultation) evidencing the need for self-isolation.

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