Effects of COVID-19 on California Employment Law
Test Your Knowledge – COVID-19 Stay-at-Home Edition #3
Find Out How Much You Know… and How Much More There is to Learn
- True or False: Although emergency family and medical leave pursuant to the Families First Coronavirus Response Act (FFCRA) is not available to an employee for purposes related to school closure once the employee’s child’s school is closed for summer vacation (in contrast to closure due to COVID-19), an employee may be eligible to take leave under the FFCRA if the employee’s child’s summer care provider (e.g., a camp in which the child was enrolled) is closed/unavailable because of COVID-19.
- True or False: Employers of less than 50 employees may claim an exemption to the requirement to provide child-care related paid sick leave and the expanded family and medical leave mandated by the FFCRA if an authorized officer of the business determines that providing such leave would jeopardize the viability of the business as a going concern.
- True or False: If a business has an employee working remotely from home and the home is located within the boundaries of a city that has requirements that differ from where the business is located, the business may be required to comply with the requirements applicable to the city where the employee lives (e.g., business is located in Poway, but employee lives within the boundaries of the City of San Diego, which has enacted ordinances that require a higher hourly minimum wage and more paid sick leave than the State of California requirements).
FYI – The following cities have local ordinances (Note: Los Angeles has a city and county ordinance).
For answers to the questions above, click here: Test Your Knowledge