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September 29th, 2020
California Codifies When COVID-19 Illness Will Be Presumed Job-Related for Workers’ Compensation Purposes
Here’s a rundown of who is covered under SB 1159 -- an important new law that all California employers need to understand.
Background. In May 2020, as part of the state’s “Expanded Workforce Safety Net”, Governor Newsom issued an Executive Order creating a rebuttable presumption that in certain circumstances an employee’s COVID-19 related illness arose out of the course of employment and, as a result, is covered by workers’ compensation benefits. That Executive Order expired on July 6, 2020.
Who is covered? SB 1159, enacted September 17th, picks up where the Executive Order left off. The new law specifically applies this rebuttable presumption to two categories of workers in the state. The first category is First Responders and Health Care Workers and includes firefighters, certain peace officers, paramedics and emergency medical technicians, and employees of designated health facilities.
The second category of workers covered by SB 1159 are those that are protected by the “Outbreak Presumption” which is triggered when employees whose employers have 5 or more employees test positive for COVID-19 during an outbreak at their workplace. An “Outbreak” occurs within 14 days of one of the following occurring at a workplace:
- For employers who have 100 or fewer employees at a workplace, 4 employees test positive for COVID-19.
- For employers who have more than 100 employees at a workplace, 4% of the employees who report to that workplace have tested positive for COVID-19.
- A specific workplace is ordered to close by a local health department, the state department of public health, CalOsha, or a school superintendent due to a risk of infection of COVID-19.
Similar to its Executive Order predecessor, a “place of employment” for SB 1159 does not include an employee’s residence; employees must work at the place of employment in response to their employer’s direction. In addition, employees must exhaust all COVID-related sick leave benefits in order to be eligible for workers’ compensation benefits which include “full hospital, surgical, medical treatment, disability indemnity and death benefits.” New additions to this law include a specification that an acceptable “test” is a PCR (Polymerase Chain Reaction) test or other test approved by the FDA and exclude antibody or serological testing to establish an injury.
Reporting requirement. The new law also includes a strict reporting requirement. Under the law, all employers who know (or reasonably should know) that an employee has tested positive for COVID-19 must report to their workers’ compensation claim administrator within 3 business days the following information :
- A written statement that an employee has tested positive for COVID-19. Employers are cautioned not to provide identifying information of the employee unless the employee claims the infection is work-related or has already filed a claim for benefits;
- The date the employee tested positive;
- The address of the employee’s specific place of employment during the 14 days preceding the positive test result; and
- The highest number of employees that worked at the employee’s specific place of employment in the 45-day period preceding the last day the employee worked there.
Penalties. An employer that provides false or misleading information or fails to make a required report at all can be subject to a civil penalty up to $10,000.00.
If you have questions about SB 1159, or about other employment law matters, please contact Tricia Legittino at (310) 579-9632 or email@example.com, or any other member of the Frankfurt Kurnit Employment Compliance, Training & Litigation Group.
Other Employment Law Alerts
EEOC Again Updates Key Guidance for Employers Reopening Workplaces
On September 8, 2020, the EEOC again updated What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws. The update contains important new guidance to help employers manage employee requests lawfully while reopening offices and other workplaces. Read more.
September 29 2020
Deadline: New York Sick Leave Law Takes Effect September 30th
The new mandatory New York State Sick Leave Law (NYSSLL) goes into effect September 30, 2020. First enacted in April 2020, the law requires New York employers of all sizes to provide employees with the right to accrue varying amounts of either sick or unpaid sick leave depending on employer size and income. Employees may be restricted from using sick leave until January 1, 2021. Read more.
September 29 2020
New California Law Makes it Easier for Certain Musicians, Writers, Photographers and Content Providers to Be Deemed Independent Contractors
There’s important news for many individual creatives and the companies that hire them. On September 4th, California expanded the list of professions and employees that are exempt from the so-called “ABC test” – a test governing classification of certain workers. The expansive new law covers many industries, but will have a particularly large impact on the media, entertainment and advertising community. Read more.
September 8 2020