FAQ

January 1, 2022 through September 30, 2022. Although the law was signed on February 9, 2022, the requirement for an employer to provide 2022 COVID-19 Supplemental Paid Sick Leave does not start until February 19, 2022. Beginning on February 19, 2022 the requirement to provide 2022 COVID-19 Supplemental Paid Sick Leave is retroactive to January 1, 2022, which means that covered employees who took qualifying leave between January 1, 2022 and February 19, 2022, can request payment for that leave if it was not paid by the employer in the amount that is required under this law. The requirement to provide 2022 COVID-19 Supplemental Paid Sick Leave will end on September 30, 2022. If the law expires while a covered employee is taking this leave, the employee can finish taking the amount of 2022 COVID-19 Supplemental Paid Sick Leave they are entitled to receive.

Employers have a 10-day grace period after the signing of the law to begin providing 2022 COVID-19 Supplemental Paid Sick Leave. This means that employers are required to provide this leave beginning on February 19, 2022. Starting on February 19, 2022, when employers must begin providing 2022 COVID-19 Supplemental Paid Sick Leave, the requirement to provide this leave is retroactive to January 1, 2022. This means that covered employees who took qualifying leave between January 1, 2022 and February 19, 2022, can request payment for that leave if it was not paid by the employer in the amount that is required under this law. For 2022 COVID-19 Supplemental Paid Sick Leave taken by a covered employee on or after February 19, 2022, the employer must provide payment by the payday for the next regular payroll period after the sick leave was taken.

Immediately upon the oral or written request of the covered employee to the employer. Payment may be conditioned upon proof in certain circumstances.

If the covered employee took leave between January 1, 2022 and February 19, 2022, for qualifying reasons under this new law , but was not paid for this leave in the amount required under this law, then the covered employee has the right to ask the employer for a “retroactive” payment equal to the amount required. The requirement to provide “retroactive” 2022 COVID-19 Supplemental Paid Sick Leave does not start until February 19, 2022. This “retroactive” payment is only required if the covered employee makes an oral or written request to be paid for leave that qualifies (as described above). For example, if a covered employee had to take two hours off for a vaccine appointment on January 15, 2022, the employee can make an oral or written request to the employer to be paid for that time off in January, because it is a qualifying reason for taking 2022 COVID-19 Supplemental Paid Sick Leave. The oral or written request must be made on or after February 19, 2022. A request made before February 19 does not count. If an employee is unable to make the request themselves or has difficulty locating an employer to provide proper notice, they may contact the Labor Commissioner’s Office, which may be able to provide assistance. After the employee makes the request, the employer will have until the payday for the next full pay period to pay the “retroactive” 2022 COVID-19 Supplemental Paid Sick Leave. On that payday, the employer must also provide accurate notice on the itemized wage statement of how many 2022 COVID-19 Supplemental Paid Sick leave hours have been used by the covered employee.

All employers, public or private, with 26 or more employees are covered, including those with collective bargaining agreements.

Covered employees are those who cannot work or telework due to the reasons listed below in FAQ 4. Under the 2022 COVID-19 Supplemental Paid Sick Leave law, covered employees are entitled to paid sick leave that is in addition to leave that was provided under previous laws which expired on September 30, 2021. See FAQ 35 for more information on these other laws (the federal Families First Coronavirus Response Act and the 2020 and 2021 COVID‑19 Supplemental Paid Sick Leave laws).

No. Similar to 2021 COVID-19 Supplemental Paid Sick Leave, 2022 COVID‑19 Supplemental Paid Sick Leave does 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 2022 COVID‑19 Supplemental Paid Sick Leave.

2022 COVID-19 Supplemental Paid Sick Leave provides for two separate banks of leave, each of up to 40 hours. The first bank of COVID-19 Supplemental Paid Sick Leave, up to 40 hours, is available to covered employees unable to work or telework due to any one of the following reasons: Caring for Yourself: The covered employee is subject to a quarantine or isolation period related to COVID-19 (see note below), or has been advised by a healthcare provider to quarantine due to COVID-19, or is experiencing symptoms of COVID-19 and seeking a medical diagnosis. Caring for a Family Member: The covered employee is caring for a family member who is either subject to a quarantine or isolation period related to COVID-19 (see note below) or has been advised by a healthcare provider to quarantine due to COVID-19, or the employee is caring for a child whose school or place of care is closed or unavailable due to COVID-19 on the premises. See FAQ 6 for the definition of family member and child. Vaccine-Related: The covered employee or a qualifying family member is attending a vaccine appointment or cannot work or telework due to vaccine-related side effects. NOTE: The quarantine or isolation period related to COVID-19 is the period defined by an order or guidance of the California Department of Public Health, the federal Centers for Disease Control and Prevention, or a local public health officer with jurisdiction over the workplace. The second bank of COVID-19 Supplemental Paid Sick Leave, up to 40 hours, is available only if an employee or a family member for whom they are providing care tested positive for COVID-19. As detailed below in FAQs 15-16, covered employees can receive up to 40 hours of each type of leave, for a potential total of up to 80 hours.

Like 2021 COVID-19 Supplemental Paid Sick Leave, a family member includes a child, parent, spouse, registered domestic partner, grandparent, grandchild, or sibling. A child can include a biological, adopted, or foster child, a step-child, legal ward, or child to whom the employee stands in loco parentis. A parent includes a biological, adoptive, or foster parent, step-parent, or legal guardian of the employee or the employee’s spouse or registered domestic partner or person who stood in loco parentis when the employee was a minor child.

A covered employee is eligible for COVID-19 Supplemental Paid Sick Leave if the employee is caring for a family member whom a medical professional has recommended to stay home due to COVID-19; or caring for a family member who is subject to a COVID-19 related quarantine or isolation period as defined by an order or guidance of the California Department of Public Health, the federal Centers for Disease Control and Prevention, or a local public health officer with jurisdiction over the family member’s workplace; or if the employee themselves is subject to such an order due to COVID-19 exposure.

Yes, if the employee is requesting retroactive pay for leave that is available only if the employee or qualifying family member was positive for COVID-19, an employer may request documentation. This documentation could include, among other things, a medical record of the test result, an e-mail or text from the testing company with the results, a picture of the test result, or a contemporaneous text or e-mail from the employee to the employer stating that the employee or a qualifying family member tested positive for COVID-19.

COVID-19 vaccination is important because it is the best way to prevent COVID-19. The vaccines are extremely good at preventing people from getting sick from COVID-19 and ending up in the hospital or dying. They also reduce the risk of becoming chronically ill from COVID-19 and missing work and school. When we get vaccinated, we're not just protecting ourselves, but our family, friends, and neighbors too. That includes children under 12 who can’t get the vaccine yet and people with weak immune systems for whom the vaccine is less effective. The more people get vaccinated, the less likely COVID-19 will spread or that new variants of the virus will take hold. Even people who have had COVID-19 should get vaccinated because their natural immunity may not last long enough or be strong enough, and they could get infected again. You can do your part to help stop the pandemic by getting vaccinated.

The vaccines work extremely well. Even with the Delta variant, all 3 vaccines greatly reduce the risk of getting sick from COVID-19 and are highly effective at preventing severe illness, hospitalization, and death. You are not considered to be fully vaccinated until 2 weeks after getting a J&J vaccine or 2 weeks after a second dose of the Pfizer (COMIRNATY) or Moderna vaccine. That is because it takes time for your body to build immunity to COVID-19 after you are vaccinated. It is possible to get infected while the vaccine is taking effect, so you must continue to protect yourself against COVID-19 for the full 2 weeks. Once you are fully vaccinated, there is still a small risk that you could get infected. That is called breakthrough infection. When vaccinated people get infected, they don’t usually get as sick as unvaccinated people and their symptoms don’t last as long. Sometimes they have no symptoms at all.

• The J&J/Janssen vaccine is given as a single dose. • The Pfizer vaccine is given as 2 doses 21 days apart. • The Moderna vaccine is given as 2 doses 28 days apart. That is known as the primary series. With all 3 vaccines, you are not considered to be fully vaccinated until 2 weeks after your last vaccine. If you are late getting the second dose of a 2-dose series, you do not need to start over. It is important to get the same kind of vaccine for both doses. If you have a moderately or severely weakened immune system (immunocompromised) and already got 2 doses of the Pfizer or Moderna vaccine, it is recommended that you get a 3rd dose of the same vaccine. This should be given 28 days or more after your 2nd dose. A follow-up dose is not currently recommended for those who have received the J&J vaccine because the FDA is still evaluating how well it works in people with weak immune systems.

You are considered fully vaccinated against COVID-19 two weeks after: • You got a single dose of Johnson & Johnson (J&J)/Janssen COVID-19 vaccine, or • You got a second dose of a Pfizer (COMIRNATY) or Moderna COVID-19 vaccine, or • You finished the series of a COVID-19 vaccine that has been listed for emergency use by the World Health Organization. If you have met these criteria, you are considered fully vaccinated, even if you are now eligible for a booster dose or an additional dose of vaccine but have not received it.

No. If you have insurance, your doctor or pharmacy may charge your insurance company a fee for giving the vaccine. People without health insurance can also get COVID-19 vaccines at no cost. There are no out-of-pocket payments for anyone.

No. The COVID-19 vaccine is being given at no cost regardless of immigration status. You will not be asked about your immigration status when you get a COVID vaccine. Your medical information is private, and getting a COVID-19 vaccine does not affect your immigration status. You do not need a government-issued ID or a letter from your employer to get a vaccine. For questions about immigration, visit the Office of Immigrant Affairs webpage oia.lacounty.gov or call 800-593-8222.

Vaccines are available at hundreds of locations throughout LA County, including clinics, pharmacies, worksites, schools, places of worship, senior housing developments, and long-term care facilities. There are also community vaccination sites and mobile or pop-up sites in places like metro stations and parks. In-home vaccination is available for people who are homebound. Many locations do not require an appointment. Visit VaccinateLACounty.com and click on “How to Get Vaccinated“ to find a location or request an in-home vaccination. If you need help, you can call the DPH Vaccine Call Center at 833-540-0473, 7 days a week from 8 am to 8:30 pm. They can arrange in-home vaccination, free transportation to a vaccination site, or help with paratransit and other services for people with disabilities. Information is also available in multiple languages 24/7 by calling 2-1-1.

Visit VaccinateLACounty.com (see instructions above) and click on the filter to find a location that offers the same type of vaccine that you got for your first dose. Be sure to bring your CDC vaccination card to your 2nd dose appointment.

The CDC COVID-19 Vaccination Record Card (white card) is the official proof of vaccination. Everyone should be given one when they are vaccinated. Please keep it safe as it cannot be replaced. Consider taking a photo or making a photocopy of it. Everyone who is vaccinated in California can request a digital COVID-19 Vaccination Record at myvaccinerecord.cdph.ca.gov. That is also an official record. It can be downloaded to the Google Pay digital wallet on an Android phone. (An Apple Wallet version will be available for iPhones soon).

No. You cannot get COVID-19 from the vaccine. None of the COVID-19 vaccines have the virus that causes COVID-19 in them. If you get COVID-19 shortly after getting vaccinated, it is because you were infected by someone with COVID-19 around the time you were vaccinated. It can take up to 14 days for symptoms to show after you have been infected. So, if you get infected right before getting vaccinated, you might not get sick until after you get your vaccine.

The types of employee benefits that are available for working people are virtually limitless, but most employers (over 50 full time equivalent employees) are required to provide the minimum coverage under the Affordable Care Act. This generally includes health insurance, prescription coverage, and dental benefits for minors.

This is an individual question, based on your unique needs and lifestyle. Each person is responsible for his or her own well-being, with the exception of minor children who need their parents to provide for them. To best answer this question for yourself, determine what health services you are likely to participate in the coming year.

If that is what you want. We offer small employers the opportunity to receive large company employee benefits like health insurance, dental and vision care, life insurance and retirement saving plans.

The ETS applies to all employers, employees, and all places of employment with the following exceptions: - Work locations where there is only one employee who does not have contact with other people. - Employees who are working from home. - Employees who are covered by the Aerosol Transmissible Diseases regulation. - Employees working from a location chosen by the employee, which is not under the control of the employer (for instance, an employee teleworking from a café or a friend’s home)

To comply with the ETS, an employer must develop a written COVID-19 Prevention Program or ensure its elements are included in an existing Injury and Illness Prevention Program (IIPP). The employer must do the following in accordance with their written program: - Communicate to employees about the employer's COVID-19 prevention procedures. Identify, evaluate and correct COVID-19 hazards. - Require and provide face coverings and respirators in the manner and the circumstances specified in the ETS. - Advise employees they can wear face coverings at work, regardless of their vaccination status, without fear of retaliation by the employer. - Use engineering controls, administrative controls, and personal protective equipment under certain circumstances. - Follow procedures to investigate and respond to COVID-19 cases in the workplace. Provide COVID-19 training to employees. - Make testing available at no cost to employees who have had a “close contact” (as defined in the ETS) with a person with COVID-19, and in the case of multiple infections or a major outbreak, make testing available at no cost on a regular basis for employees in the exposed work areas. This requirement does not apply to exposed employees who are fully vaccinated and have no symptoms, except during major outbreaks. - Exclude COVID-19 cases and exposed employees from the workplace until they are no longer an infection risk. Exposed employees who are fully vaccinated and have no symptoms do not need to be excluded. - Follow return to work criteria. - Maintain records of COVID-19 cases, and report serious illnesses to Cal/OSHA and the local health department when required.

An employee is considered fully vaccinated if the employer has documented that the employee received, at least 14 days prior, either the second dose in a two-dose COVID-19 vaccine series or a single-dose COVID-19 vaccine.

The short answer is yes, so long as the employer adheres to the requirements of the Fair Employment and Housing Act (“FEHA”). Nonetheless, employers cannot discriminate against or harass employees based on protected characteristics, including but not limited to, religion and disability. But it also requires reasonable accommodation for employees with known disabilities. Therefore, if an employee objects to the vaccination on the basis that he or she has a disability that prevents them from being vaccinated, the employer is required to engage in an interactive process with the employee and reasonably accommodate that employee. That may include: · The employee working from home, or · The employer implementing safeguards at the worksite to enable the employee to work without endangering the employee or others. If the employee cannot perform his or her essential duties even with the reasonable accommodation, or if the employee cannot perform his or her essential duties without endangering the health or safety of the employee or others even with the reasonable accommodation, then the employer may exclude the employee from the worksite.

If the employer does not wish to ask about and document the vaccination status of their employees, the employer must treat all employees as unvaccinated.

When you begin to search for health insurance, you can look on the private market or through your state's healthcare exchange. For those who are new to the process, it can be overwhelming. Start by assessing your needs. If you’re prone to illness, play high impact sports, or have a risky profession, it may be better to have a co-pay plan rather than one with a high deductible.

Health insurance can cover a variety of things, from your regular checkups and family care to your major medical expenses. The types of services that are covered will vary with different healthcare providers and plan types, so it is important to determine your needs before buying a specific health insurance plan.

Health insurance can help you pay for your regular healthcare costs as well as your major medical expenses, depending on the type of plan you choose. You will pay a premium of some kind, based on your plan and coverage, whether you get your health insurance through your employer or privately. Depending on your type of plan, you may have co-pays, deductibles and coinsurance.

The cost of health insurance depends on several factors. Costs vary based on your plan type, whether you have insurance through an employer or private insurer, what state you live in, and how much of the insurance you cover. Additionally, if you purchase your coverage through the healthcare exchange, you may qualify for government subsidies based on your household income.

Life insurance is intended to serve as income replacement for your heirs in the event of your untimely death.

The most simple policy is what’s called a level term insurance. ‘Level term’ means you pay one flat rate year after year for the length of the policy. This policy will replace your income should you die prematurely. There are other types of life insurance policies such as whole life and universal life that has accumulated cash value and covers the insured for the length of their lives.

Yes! One non-profit insurance industry group says that a healthy 30-year-old man can get a $250,000 level-term policy for 20 years at a cost of less than $13 a month. That’s around $150 a year…and the price never goes up with a level-term policy!

When it comes to the question of how much you should buy, people can get frustrated with all kinds of complicated formulas. Clark says that you should buy six to 10 times your annual income.

Insurance premiums can be as low as $1,500 a year. Cyber liability insurance is still a fairly new concept, so there is a lot of variation among policies. The important thing to remember: if you don’t purchase this coverage, you will be liable for first-party expenses including hiring IT experts, notification of customers, providing annual credit monitoring, lawyer expenses and any applicable state or federal fines or penalties.

Typically, no. General liability provides protection in the event of bodily injury or property damage. What will protect you?A cyber liability policy. This policy is designed to protect against the significant risk of economic loss related to intellectual property, network liability, and network and cyber property security.

Not usually. Many data breaches occur because of an employee error. From passwords tacked on computer screens in plain sight and employees opening suspicious email and downloading malware to lost laptops and smart phones, a large portion of security breaches occur because of your employee actions.

Even if you’re using a third-party or cloud vendor for reservations or credit card payments, your customer’s personal information is still your responsibility.

Workers' compensation insurance helps protect businesses and their employees from financial loss when an employee is hurt on the job or gets sick from a work-related cause.

The workers’ compensation insurance helps cover medical expenses, lost wages, ongoing care costs, as well as funeral expenses if an employee is hurt, becomes sick, or dies as a result of a work-related accident or illness.

These vary from state to state and are typically determined by different state laws. Here are a few examples of what most workers’ compensation plans do not cover: - Injuries received by a fight that an employee started - Injuries an employee sustains due to being intoxicated in the workplace - Injuries an employee gets intentionally - Emotional injuries that are not accompanied by a physical workplace trauma

In most states, any employer with one or more employees is required to carry workers compensation insurance. Texas is exempt from this. Large employers may insure themselves, but they must apply with their state and meet strict self-insurance requirements. It’s important to note that not all workers must be covered by this type of insurance.

You often run extremely important and complex projects for your clients that they may not fully understand. Professional liability insurance is especially important for businesses like IT/technology consultants, business consultants and marketing consultants for whom incorrect advice or a failure to perform professional services could lead to a lawsuit. Even if you haven’t made a mistake, you can still be sued. A general professional liability insurance policy will cover legal fees, protecting you and your business from potentially crippling costs.

Professional liability insurance premiums vary a lot depending on several factors, including the size of your business, your occupation, the types of activities you conduct, and the level of protection you choose. However our minimum premiums start from as little as $270 a year.

Business owners have the responsibility to protect their companies and their personal assets in the event of a lawsuit. With these five actions under your belt, your business should be well on its way to a legal- and hassle-free future.

Business Personal Property (BPP) Insurance is contents coverage for your business. This valuable option is tailored to our members’ unique insurance needs in the event of equipment loss due to a fire, flood, theft, etc.

Net Income and Continuing Normal Operating Expenses including payroll. Extra Expense means the necessary expenses that you incur during the period of restoration that would not have incurred if there had not been direct physical loss or damage to your property.

Professional liability insurance and errors and omissions insurance are essentially the same thing. People use these terms interchangeably, and they are referring to the same basic product.

E&O Insurance is designed to cover the professional services rendered by a licensed insurance agent. E&O Insurance specifically covers you as an insurance agent in the event of an error or omission made while servicing and/or selling insurance products

An extended reporting period, also referred to as tail coverage, is to provide some degree of E&O coverage to an agent who has retired from the business, becomes disabled or deceased. Instead of purchasing E&O coverage year after year, an agent can purchase an ERP.

Statistics show that 1 in 7 insurance professionals will be named in some type of E&O claim at some point in their career. Even if the agent is not at fault, defense costs can be significant and without the proper E&O coverage, the insurance agent will be paying the cost to defend claims out of pocket.