These FAQs do not currently reflect the changes made by the Taxpayer Certainty and Disaster Tax Relief Act of 2020; however, please continue to check back on this page for any updates related to the change in law. The Employee Retention Credit under the CARES Act encourages businesses to keep employees on their payroll. The refundable tax. Featured Questions. How do I reset my password? State employees can utilize the Self-Service Password Management (SSPM) system to reset passwords or unlock accounts. Operation Warp Speed is a partnership among components of the Department of Health and Human Services (HHS) and the Department of Defense to help develop, make, and distribute millions of vaccine doses for COVID-19 as quickly as possible while ensuring that the vaccines are safe and that they work. Most companies have an FAQ — or Frequently Asked Questions — page on their website. Some may even have a few pages depending on the products or services they provide. FAQ pages include a series of questions that are commonly asked by customers. They cover a variety of topics including product or service usage, business hours, prices, and more. What is Amazon.com? Amazon.com is a leading online retailer of products that inform, educate, and inspire. The Amazon group also has stores in the Canada, Germany, France, Japan and United Kingdom.

What COVID-19 Supplemental Paid Sick Leave is available under California law for food sector workers?

The Executive Order N-51-20 provides supplemental paid sick leave (“COVID-19 Supplemental Paid Sick Leave”) to food sector workers who work for a hiring entity that has 500 or more employees nationwide under certain circumstances related to the COVID-19 pandemic. The Legislature codified the Executive Order in Labor Code Section 248. This means the Executive Order and the new Labor Code Section impose the same obligations on certain employers to provide paid sick leave related to COVID-19 to food sector workers. The type of food sector workers covered ranges from farmworkers to those food-sector workers who work in the retail food supply chain, including pick-up, delivery, supply, packaging, retail, or preparation. Eligible workers include, for example, grocery workers, restaurant or fast food workers, workers at warehouses where food is stored, and workers who pick-up or deliver any food items.

The Legislature also extended the right to COVID-19 Supplemental Paid Sick Leave to other non-food sector employees in newly enacted Labor Code section 248.1.

Are employers required to provide COVID-19 Supplemental Paid Sick Leave to non-food sector employees?

Yes. COVID-19 Supplemental Paid Sick Leave must be provided to all employees who leave their homes or place of residence to perform work and who work for employers that have 500 or more employees nationwide under the new law (Labor Code section 248.1). This means that all employees who work for employers who have 500 or more employees nationwide can receive COVID-19 related supplemental paid sick leave under California law. The new Labor Code provision also extends COVID-19 Supplemental Paid Sick Leave to health care employees and emergency responders who were not extended paid sick leave by their employers under the federal Families First Coronavirus Response Act, without regard to the size of their employer.

When must a hiring entity begin providing COVID-19 Supplemental Paid Sick Leave?

Hiring entities were required to provide COVID-19 Supplemental Paid Sick Leave for food sector workers starting on April16, 2020. The Governor signed the new law extending COVID-19 Supplemental Paid Sick Leave to non-food sector employees on September 9, 2020. Employers of these non-food sector employees have a 10-day grace period to begin providing COVID-19 Supplemental Paid Sick Leave. This means employers are required to provide COVID-19 Supplemental Paid Sick Leave to non-food sector employees starting September 19, 2020 at the latest.

COVID-19 Supplemental Paid Sick Leave remains in effect for food sector workers and non-food sector employees until December 31, 2020, the same date that the federal law that provides supplemental paid sick leave is set to expire. However, if the federal law is extended, then COVID-19 Supplemental Paid Sick Leave under California law will be extended to the same end date as the federal law. If the law expires while a worker is taking COVID-19 Supplemental Paid Sick Leave, the worker can finish taking the amount of leave they are entitled to receive.

What are the circumstances that allow a worker who works for a business that has 500 or more employees nationwide to take COVID-19 Supplemental Paid Sick Leave?

The worker must be unable to work due to one of the following reasons:

The worker is subject to a Federal, State, or local quarantine or isolation order related to COVID-19
The worker is advised by a health care provider to self-quarantine or self-isolate due to concerns related to COVID-19
The worker is prohibited from working by the worker’s hiring entity due to health concerns related to the potential transmission of COVID-19

Is a worker eligible for COVID-19 Supplemental Paid Sick Leave if someone with whom the worker lives is exposed, experiences symptoms, or is diagnosed with COVID-19?

A worker is eligible for COVID-19 Supplemental Paid Sick Leave if a quarantine order, isolation order, or a medical professional recommends that a worker stay home, or if a hiring entity requires the worker to stay home.

Does being subject to a general stay-at-home order mean that a worker is 'subject to a Federal, State, or local quarantine or isolation order related to COVID-19'?

No. Essential critical infrastructure workers, including food sector workers, are permitted to continue to work under the state’s stay-at-home order. When the Executive Order or the Labor Code refers to a 'quarantine or isolation order,' this means a quarantine or isolation order that is specific to the worker’s circumstances, not a general stay-at-home order. For example, an order that directs individuals who live with someone who has COVID-19 to quarantine themselves would satisfy the eligibility requirement for taking COVID-19 Supplemental Paid Sick Leave.

In the absence of any information that a worker is not requesting COVID-19 Supplemental Paid Sick Leave for a valid purpose, can a hiring entity require certification from a health care provider before allowing a worker to take the leave?

No. A hiring entity may not deny a worker COVID-19 Supplemental Paid Sick Leave based solely on a lack of certification from a health care provider. A worker is entitled to take COVID-19 Supplemental Paid Sick Leave immediately upon the worker’s oral or written request. The leave is not conditioned on medical certification.

Although a hiring entity cannot deny COVID-19 Supplemental Paid Sick Leave solely for lack of a medical certification, it may be reasonable in certain circumstances to ask for documentation before paying the sick leave when the hiring entity has other information indicating that the worker is not requesting COVID-19 Supplemental Paid Sick leave for a valid purpose. In any such claim, the reasonableness of the parties’ actions will undoubtedly come into play. For example, if a worker informs a hiring entity that the worker is subject to a local quarantine order, has to stay home, and qualifies for COVID-19 supplemental paid sick leave, but the hiring entity subsequently learns that the worker was at a park, the hiring entity could reasonably request documentation.

Do only food sector workers who are employees of the hiring entities have a right to COVID-19 Supplemental Paid Sick Leave?

No. If a hiring entity has 500 or more employees nationwide, then the Executive Order and Labor Code section 248 apply to all food sector workers who perform work for or through the hiring entity, regardless of whether the workers are deemed employees or independent contractors.

Does COVID-19 Supplemental Paid Sick Leave for non-food sector workers apply to independent contractors?

No. Unlike COVID-19 Supplemental Paid Sick Leave for food sector workers, COVID-19 Supplemental Paid Sick Leave for non-food sector workersdoes not apply to independent contractors. However, any worker who has been misclassified as an independent contractor but is in fact an employee, and otherwise qualifies under the new law, is entitled to COVID‑19

Faqs