How to Access Paid Time Off When Caring for Loved Ones with COVID-19

This video, from CELA member Erin Pulaski, provides legal information about receiving paid time off if you need to care for a loved one experiencing symptoms of the new coronavirus.
To help workers struggling during the COVID-19 crisis, the California Employment Lawyers Association (CELA) is creating a series of videos explaining workplace rights and resources. We want California residents to understand their options.

About Erin Pulaski

Erin Pulaski has been consistently recognized for her advocacy on behalf of employees and executives. From 2015 to 2019, she was named one of the Top Women Attorneys in Northern California by San Francisco Magazine and recognized as a Super Lawyers “Rising Star” (a distinction given to no more than 2.5% of lawyers in the state). She has achieved the highest possible rating of “Superb” on Avvo. Erin represents employees and executives in all aspects of employment litigation, including wrongful termination, discrimination, retaliation, harassment, wage and hour, and unpaid commission claims. She represents clients in both state and federal court, in arbitration, and through trial and appeals. She also handles confidential prelitigation negotiations on behalf of clients. Read more: https://rezlaw.com/erin-pulaski/

9 Financial Benefits for California Parents Losing Wages Due to COVID-19

To help workers struggling during the COVID-19 crisis, the California Employment Lawyers Association (CELA) is creating a series of videos explaining workplace rights and resources. We want California residents to understand their options. This video, from CELA member Nina Baumler, provides legal information about parental rights in relation to school closures during this emergency.

About Nina Baumler

Originally from England, Nina Baumler is a wage and hour attorney in Los Angeles, California. In her solo practice, Ms. Baumler represents low-wage workers in some of the most vulnerable sectors of the workforce, including car-wash workers, janitors, caregivers, restaurant workers, security guards, truck drivers and other low-wage economies. Ms. Baumler regularly co-counsels with non-profit organizations in wage and hour and fraudulent transfer/successor liability cases and is an advisory board member of The Wage Justice Center.

UPDATE III: A Roundup of California Worker Rights in the Time of COVID-19

UPDATE III: A Roundup of California Worker Rights in the Time of COVID-19

By Andy Katz. UPDATED: March 27, 2020 with more details on new unemployment insurance benefits (incl. from the federal stimulus bill); health insurance for furloughed or laid off workers; tax credits; which jobs are deemed essential; and more.

As COVID-19 spreads, many workers are considering how to protect themselves and their families – while worrying about their work and budgets.

At the time this blog post was last updated (March 27, 2020) the rapid pace of the pandemic has advanced from calls for maximizing social distancing in the general population to mandatory “shelter in place” orders to prevent further spread.  On March 19, Governor Newsom issued Executive Order N-33-20, mandating all residents to stay at home “except as needed to maintain continuity of operations of the federal infrastructure sectors.”  The Order is in effect until further notice. 

The California Department of Public Health had previously issued “social distancing” recommendations and other guidance to protect public health, urging vulnerable populations including people who are 65 years or older, in addition to people with certain health conditions such as heart disease, lung disease, diabetes, kidney disease, and weakened immune systems.  Several County Public Health Departments, including Alameda, Contra Costa, San Francisco, San Mateo, Santa Clara, Santa Cruz, and Sonoma Counties also include people who are 60 years or older within vulnerable populations.  A UCSF Expert Panel advised: “Anyone over 60 stay at home unless it’s critical.”

Assessment of what workers should do to be safe, and the role they could play in helping slow the spread of the virus is beyond the scope of an article about legal rights. However, it is clear from recent advisories that workers have legitimate reasons for concern. Many people want to heed the call of public-health experts to stay home out of concern for the heightened risk of severe complications for vulnerable populations. Understanding how current laws may protect them is critical information to have as workers weigh these important decisions and advocate with their employers for what they need. This post provides an overview of where workers stand as of today, bearing in mind that many advocacy groups, including CELA (California Employment Lawyers Association) and its national counterpart, NELA, are pressing Congress and the California legislature to offer even more protection and much-needed relief to California workers as they try to make the choices that are best for themselves, their families, and society at large. Read on for important answers to frequently asked questions about California workers’ rights in the time of COVID-19.

I’M LOSING WAGES. WHAT WILL HELP?

California Workers Can Apply for Wage Replacement for Disability and Reduced Work Hours

Two state-run programs are available for employees in need of wage replacement during a “Shelter in Place” order, and to support social distancing for their health and safety – Unemployment Insurance (UI) and State Disability Insurance (SDI), both administered by the Employment Development Department (EDD). Governor Newsom’s Executive Order waived the usual one-week waiting period for people who are unemployed and/or disabled as a result of COVID-19.

If an employer closes the workplace due to COVID-19, including as a result of a “Shelter in Place” order, and doesn’t pay or only partially pays its employees, workers can apply for Unemployment Insurance (UI) or, if eligible, SDI. Unemployment Insurance benefits cover approximately 50 percent of wages, up to a maximum of $450 per week, which is taxable.  The Federal CARES Act adds $600 to each weekly benefit check, extends the maximum weeks of UI benefits from 26 weeks to 39 weeks, and allows retroactive payment of benefits for income loss beginning January 27, 2020.  The Act also provides advance payments of a tax credit to taxpayers of $1,200 per adult plus $500 per child.  These tax credits phase out for individuals earning $75,000 – $99,000 or couples earning $150,000 – $198,000. 

The EDD has outlined how self-employed, independent contractors can qualify for UI. State Disability Insurance is only available for independent contractors who have enrolled in Elective Coverage. Workers are often misclassified as independent contractors, and may have the same rights to benefits as employees under AB 5, even if their employer calls them an “independent contractor.”  The CARES Act specifically extends Pandemic Unemployment Assistance to self-employed individuals for up to 39 weeks of lost income between January 27 and December 31, 2020. 

State Disability Insurance eligibility defines disability to include any illness or injury preventing regular or customary work. Benefits cover 60-70 percent of wages up to a maximum of $1,300 per week for up to 52 weeks, and are tax-exempt. A worker must be unable to work for at least eight days, and must submit medical certification by a health practitioner prior to issuance of benefits. Electronic certification options are available for health practitioners.  Applications may be submitted within 49 days of the first date they had to stop working because of disability.

While the EDD hasn’t yet confirmed that applications citing only age-related vulnerabilities will be approved, they have confirmed that people who cannot work due to “having or being exposed” to COVID-19, if certified by a medical professional, can file a Disability Insurance claim.

Older workers who are in an age-defined vulnerable population and who obtain medical certification of their age-related condition as an “illness” may also be eligible for disability benefits, although there is no certain answer to this question yet. When doctors or other healthcare providers are filling in the disability forms, they should consider using “R54,” the International Classification of Diseases code for “age-related physical debility” when there isn’t a more specific condition.

EDD also administers Paid Family Leave (PFL) benefits, allowing up to six weeks of PFL at the SDI rate to Californians who are unable to work because they are caring for an ill or quarantined family member with COVID-19, if certified by a medical professional.

WHAT IF I’M LOSING MY HEALTH INSURANCE DUE TO BEING FURLOUGHED OR LAID OFF?

The Federal and California COBRA laws require employers with at least two employees to offer continuation of the employer-sponsored health plan for up to 36 months at the same monthly rate the employer paid for the premium.  Laid off employees can also choose to enroll in a health plan offered through Covered California, where subsidies available under the Affordable Care Act may offer less expensive coverage than the employer’s COBRA plan.  The Special Enrollment Period to enroll in a plan through Covered California lasts 60 days from losing job-based coverage.  Due to the emergency, special enrollment is open for all Californians until June 30, 2020

WHAT IF MY CHILD’S SCHOOL IS CLOSED BECAUSE OF CORONAVIRUS?

Federal Response, California School Emergency Leave and Unemployment Benefits May Help Some Workers

If you miss work to care for your child after their school closes, you may be eligible for Unemployment Insurance. The Employment Development Department is handling school closure applications on a case-by-case basis, and encouraging claims for partial benefits where the employer is allowing reduced hours, but has not yet clarified whether the usual requirements of being available for work will be waived where the employer does not allow reduced hours. Employees should apply right away since the usual 7-day waiting period for benefits has been waived due to COVID-19.

Once the ‘Families First’ Coronavirus Response Act goes into effect April 1, employees who have worked for a covered employer more than 30 days will be eligible for twelve weeks of leave, paid at two-thirds of regular pay, up to a maximum of $200 per day or $10,000 total. 

Also, under California’s Labor Code, employers with 25 or more employees working at the same location must allow employees to take up to 40 hours of leave per year to address an emergency at a child’s day care or school. However, an employee must still notify the employer in advance.

WHAT IF I GET SICK, OR I NEED TO CARE FOR FAMILY?

State and Local Sick or Medical Leave Laws Offer Protection

Employees who are sick can take accrued paid sick days. How many sick days are available depends on employer policies, although California requires employers to provide minimally three days of paid sick leave and some cities require even more. Employees who work for employers of 50 or more people have more rights and may be eligible for up to twelve weeks of unpaid time off. Employees sent home but are asked to work must be compensated for that work without loss of sick leave.

The Healthy Workplaces, Healthy Families Act of 2014 (Lab. Code §§ 245-249, 2810.5) requires all California employers to provide eligible employees at least three days of paid sick leave. Los Angeles, San Diego, San Francisco, Santa Monica, Oakland, Berkeley, and Emeryville also have local ordinances requiring as much as six or nine days of sick leave per year.

Employers who retaliate against employees for taking sick leave that is required by law risk liability for wrongful termination lawsuits. What is clear is that the legally-required amounts of sick leave aren’t enough, especially if a worker is trying to get through a 14-day quarantine, or faces uncertainty with vulnerable members of their household. Workers who are often misclassified as independent contractors have the same rights to sick leave as employees under AB 5, even if their employer calls them an “independent contractor.” Misclassified employees can file claims in court or at the Department of Labor Standards Enforcement (DLSE).  

For people who work for an employer with at least 50 employees within 75 miles of their worksite, California law requires employers to provide twelve weeks of job-protected leave each year under the Family Medical Leave Act (FMLA) or the California Family Rights Act (CFRA) for a “serious health condition” of the employee or a member of their family. To qualify for this leave, the employee must have worked for the employer for at least one year total during their lifetime and have worked at least 1,250 hours in the last calendar year. So, if an employee or family member contracts COVID-19, they are likely to be protected by the medical leave laws. These laws may also protect individuals with compromised immune systems if a doctor takes them off work because they or a family member suffer from a chronic condition.

It’s important to understand that FMLA and CFRA leave is unpaid (although State Disability Insurance may be available).

Additionally, on March 18th, Congress passed the ‘Families First’ Coronavirus Response Act to provide emergency paid sick leave and emergency paid family leave (read more about this new law here). 

WHAT IF I’M VULNERABLE TO COVID-19?

California’s Disability Rights Law Provides for Reasonable Accommodation

The law requires employers to consider offering work-from-home or medical leaves of absence as a reasonable accommodation under the California Fair Employment and Housing Act (FEHA) for people who qualify as having a disability under the law. This is a case-by-case analysis, but employees with compromised immune systems or who are medically at risk should assert their rights and request the accommodations they need to remain safe.  

California employers with at least 5 employees are required to provide reasonable accommodations, unless they are able to meet a very high standard to prove that doing so would cause an undue hardship.

Legal Aid at Work has a very helpful guide on how to request a reasonable accommodation. The best practice is to submit written documentation of the disability and the need for the accommodation, including a doctor’s note. If that’s not possible given the impacted healthcare system, employees can explain their need for accommodations to their employer and refer to publicly-available information to justify the need for reasonable accommodation.

For instance, the California Department of Public Heath urges high-risk individuals to “stay home as much as possible,” and the San Francisco Department of Public Health urges workers to “telecommute if possible,” and “avoid contact with people who are sick.”

The extraordinary conditions and risks of COVID-19 will broaden the range of employees who qualify for reasonable accommodations under FEHA. Disability under FEHA is broadly construed to mean a physical disability, including a condition that affects the immunological system and limits a major life activity. The law already recognizes that “major life activities” include interacting with others, working, and major functions of the immune system. There is an exception that refers to the common cold and common flu, but there is nothing common about COVID-19, so that exception should not apply.  

The goal of reasonable accommodations is to keep the employee working (and earning a paycheck). So the first possibility to consider is telecommuting. Telecommuting is a reasonable accommodation where it allows the employee to continue to perform the essential functions of their job. For employees who can work via computer, video-conferencing and phone, this is an ideal choice. Employers can refuse this accommodation if letting the employee telecommute imposes an undue hardship on the employer’s operations.  

If a job cannot be done remotely, a last-resort accommodation is a leave of absence, which is an option under the law where “the leave is likely to be effective in allowing the employee to return to work at the end of the leave, with or without further reasonable accommodation, and does not create an undue hardship for the employer.”

Employers cannot have blanket policies refusing telecommuting or medical leaves (or any other possible accommodation). Instead, employers must engage in a good faith interactive process to find an effective reasonable accommodation.

Discrimination or retaliation against a person with a disability, including disciplining them, treating them differently than other workers or terminating them is prohibited under California law. This protection extends to people who the employer assumes or “regards” as a person with a disability. While employers can require medical documentation of a disability and the employee’s limitations, they cannot force employees to disclose a specific health condition or disability.

Federal employees are not covered under California law, but are covered under the Americans with Disabilities Act (ADA) and the Rehabilitation Act.  The U.S. Equal Employment Opportunity Commission has developed guidance for COVID-19 here

WHAT IF SOMEONE I LIVE WITH IS VULNERABLE TO COVID-19?

The California Family Rights Act (CFRA), discussed above, requires twelve weeks of job-protected leave for covered employees caring for a “serious health condition” of a family member.  Up to six weeks of Paid Family Leave (PFL) benefits are available through the EDD. 

Employees are also protected under the California Fair Employment and Housing Act (FEHA) from discrimination or retaliation, such as harassment or wrongful termination, due to a known relationship or association with someone with a known disability.  This includes making a request for a reasonable accommodation, whether that request is granted or not.  While no court has ruled yet on the specific issue of whether an employer must grant an accommodation based on a family member’s disability, one Appellate Court considering this issue discussed the possibility that the law “may reasonably be interpreted to require accommodation based on the employee’s association with a physically disabled person.” 

It is highly recommended to review this type of complex situation with an attorney familiar with employment law. 

WHAT IF I AM OR COULD BE EXPOSED TO COVID-19 IN MY WORKPLACE?

Employer Illness and Injury Prevention Programs

In furtherance of its mission to ensure safe workplaces and enforcing requirements for all employers to have an Injury and Illness Prevention Program, Cal/OSHA has issued Interim Guidelines for General Industry and other specific industries, like childcare providers and health-care workers, from COVID-19. These guidelines include actively encouraging sick employees to stay home, sending employees with acute respiratory symptoms home immediately, and preparing an outbreak response plan in the event of an outbreak.

State disability and medical privacy laws generally prevent an employer from asking an employee about their medical conditions.  However, employers can ask for a medical examination or about disability issues if there is a reasonable belief, based on objective evidence, that an employee’s ability to perform essential job functions will be impaired by a medical condition, or that a medical condition will pose a direct threat.  For example, if an employee confirms to an employer they have COVID-19, the employer should identify everyone the infected employee was in contact with during the CDC-identified 14-day period, notify the identified individuals of possible exposure, and could consider sending the exposed employees home for 14 days.  Employers may not disclose the names or personal information of the employee who tested positive. 

For an employee who is concerned about workplace safety, “internal” whistle-blowing is a protected activity when a complaint is made to a manager that identifies facts that could violate Cal/OSHA requirements.  For more serious situations, formal complaints can be filed with Cal/OSHA, and written documentation could assist if the employer disputes that internal whistle-blowing occurred.

An employee may also refuse to perform work that would result in a Cal/OSHA violation that creates a real and apparent hazard to the employee or their coworkers, and may seek back pay for lost wages.  More information on workplace safety standards is available from WorkSafe, a nonprofit research and advocacy organization.  These situations are complex, and consultation with an attorney is highly recommended, because an employer can take the position that an undocumented failure to go to work is a non-retaliatory business reason to terminate employment. 

IS MY JOB REALLY ESSENTIAL?

The State Public Health Officer has issued a list of “Essential Critical Infrastructure Workers.” Disability accommodation and workplace safety requirements still apply when performing essential work.  Determinations of which precise businesses and functions are deemed “essential” are made by the California Department of Public Health and County Health Officers, and in some cases local police departments have closed non-essential workplaces.

Worker’s Compensation

Employers are responsible to provide compensation through the worker’s compensation system for injuries arising in the course of employment.

An injured worker who was exposed to and contracted COVID-19 at or through their work can make a claim by completing DWC1 form and sending it to their employer.

Any workplace exposure must be a significant contributing factor to an employee’s injury for a claim to be compensable. Employers frequently dispute whether an injury is work-related. Those disputes are typically resolved by the Worker’s Compensation Appeals Board based on the medical report of a Panel Qualified Medical Examiner appointed by the Division of Worker’s Compensation, likely a specialist in Immunology or Internal Medicine.

If the claim is approved, benefits include temporary disability wage replacement, medical care, and compensation for permanent impairment. Unfortunately, misclassified independent contractors who are employees under the new “ABC Test” of AB 5 (2019) are not eligible for worker’s compensation until July 1, 2020.

More Protections Needed During this Public Health Emergency

Additional protections are needed during this public health emergency. California Governor Gavin Newsom, members of the California Legislature, and the United States Congress have announced plans to introduce legislation that may further protect workers subject to an isolation or quarantine order by a health official from discrimination or retaliation, or offer better wage replacement for people who are in quarantine or caring for family members.  Stay tuned to this post for ongoing updates.

For more information on COVID-19:

Review of Families First Coronavirus Response Act

California COVID-19 Home Page

California Department of Public Health

California Labor & Workforce Development Agency FAQs

LWDA Summary Chart of Benefits

Employment Development Department Coronavirus FAQs

Department of Labor Standards Enforcement FAQs

Department of Fair Employment and Housing Regulations

Legal Aid at Work FAQs – EnglishSpanishChinese

U.S. Equal Employment Opportunity Commission Guidance about the ADA and COVID-19

WorkSafe Coronavirus Updates

UCLA Law Library COVID-19 Reference List

About Andy Katz

Andy Katz is the principal of Law Offices of Andy Katz, fighting for workers' rights, consumers, and environmental protection. His law practice focuses on workplace discrimination and retaliation, wage theft, workers’ compensation, and health and disability insurance denials. He previously advocated for public health issues before the California legislature. He is a member of the California Employment Lawyers Association (CELA). Web: www.andykatzlaw.com

Pregnancy and Parental Leave Rights in California in the Time of COVID-19

Pregnancy and Parental Leave Rights in California in the Time of COVID-19
Adobe Stock

By Sarah Schlehr

Worries about job security and remaining healthy at work are heightened for pregnant moms and new parents during the COVID-19 pandemic. While it is a public health emergency, not all employers are taking the same steps in how they alter business, leaving uncertainty for some employees.  Here we answer frequent questions about parental leave for California employees in the midst of the outbreak

Q. Can I demand to work remotely if I’m afraid of getting the new coronavirus in the workplace?

A. Under California’s Pregnancy Disability Leave law, if you work for an employer with at least 5 employees, you are entitled to reasonable accommodations for a condition related to pregnancy, childbirth, or a related medical condition. If your health care provider advises that you need to work remotely to protect your health or pregnancy and you can perform the essential functions of your job, your employer will need to grant your request. If you are unable to perform the essential functions of your job remotely, then your employer does not need to accommodate your request but will be required to either temporarily transfer you to a position that will permit you to work remotely for the time you are affected by pregnancy or provide you with a job-protected leave of absence.

Following Governor Newsom’s March 19, 2020 “Stay at Home” Executive Order, many employers are taking steps to facilitate remote work. If your employer already has put measures in place for employees to work from home, you may request the same accommodation if those measures can be applied to your job.

Q. Can I take a leave of absence during my pregnancy if I’m afraid of getting COVID-19?  

A.  During the time of COVID-19, pregnant women may be advised by their doctor to work remotely or, if this is not possible, to take a leave of absence. If your doctor recommends that you take a leave of absence because you are disabled by pregnancy, childbirth, or a related medical condition, you are entitled to up to four months of job-protected leave.  If your pregnancy-related disability extends longer than four months, you may be entitled to more than four months of leave as a reasonable accommodation.  

Q. My doctor placed me on a leave of absence because my employer would not allow me to work remotely. My employer has now moved everyone to remote work. Can I begin working again?

A. Yes. If your employer decides to implement remote work protocols, your employer must reinstate you as soon as reasonable accommodations are available that will permit you to perform the essential functions of your job.

Q. If I require a leave of absence for my pregnancy, does my employer have to pay me?

A. Under ordinary circumstances, if you are taking leave because you are disabled because of pregnancy or to bond with your new baby, your employer does not need to pay you while you are on leave. However, you can use any sick and vacation leave you have accrued. Additionally, you may be eligible for State Disability Insurance (SDI) and Paid Family Leave (PFL) during this time, which would provide you with 60 or 70% of your normal weekly wages.  If you are taking leave under the Pregnancy Disability Leave Law, the New Parent Leave Act, or the California Family Right Act, then your employer must also maintain your health benefits.

If you work for an employer with 500 or fewer employees and your health care provider advises you to self-quarantine during your pregnancy due to concerns about COVID-19 or you are experiencing symptoms of COVID-19 and are seeking a medical diagnosis, then your employer may be required to pay you for 10 days for emergency sick leave under The Families First Coronavirus Response Act.

Q. Can I be laid off while I’m taking disability or parental leave?

A. Your employer cannot include you in a layoff if the reason for the layoff is that you are pregnant or taking a job-protected leave. However, your employer can include you in a layoff or reduction in force if you would have been laid off even if you weren’t pregnant or taking leave.

Q. What benefits can I receive if I’m on leave or laid off?

A. A variety of benefits may provide partial wage reimbursement if you are laid off during your pregnancy or taking a job-protected leave of absence. You can apply for these benefits through California’s Employment Development Department (EDD). Such partial wage replacement benefits may include:

Short term disability—during the time you are disabled because of pregnancy, childbirth, or a related medical condition, you may be entitled to short term disability benefits.

Paid family leave—if/when you are no longer disabled, you may be eligible for up to 6 weeks of Paid Family Leave benefits while you bond with your new baby (8 weeks starting July 1, 2020).  

Unemployment Insurance—when you are available to work but do not have a job to return to, you may be eligible for unemployment benefits.

Q. My child’s school/daycare closed due to COVID-19. Can I work from home?

A. There is no law that requires employers to permit employees to work from home because a child’s school or daycare has closed. However, the California Labor Code and the The Families First Coronavirus Response Act require your employer to provide you with time off of work.

California’s Family School Partnership Act requires employers with at least 25 employees to provide you with up to 40 hours of leave for a school or childcare related emergency. A school related emergency includes the closure or unexpected unavailability of your child’s school or childcare provider. Unfortunately, this provision does not apply if your child’s school or daycare remains open even if you would prefer to keep them home due to concerns of the new coronavirus.

The Families First Coronavirus Response Act requires employers with 500 or fewer employees to provide employees with 2 weeks of emergency paid sick leave and 12 weeks of emergency family leave when workers need to care for their child under 18 years old if the child’s school or place of care has been closed or when their childcare provider is unavailable.  For the 12 weeks of emergency family leave, you must have worked for your employer for at least 30 days. 

Q. What is a good approach for discussing my rights with my employer?

A. Be professional and patient without risking your health or the health of your pregnancy or child. It is important to ask your employer questions in a professional manner. If your employer doesn’t have immediate answers, give them the opportunity to obtain accurate information. But never risk your own health or the health of your pregnancy or child. If your doctor or other health care provider advises that you require accommodations or a leave of absence immediately, let your employer know in writing and follow your health care provider’s advice. If your employer requests a doctor’s note, provide one to them as soon as it’s feasible.

Benefits and protections available to employees impacted by COVID-19 are evolving and you are encouraged to check with the websites of the Labor and Workforce Development Agency and the Employment Development Department of California websites for the most updated information regarding your rights as an employee in California and the benefits that may be available to you. Also, visit Legal Aid at Work’s Roadmap and Guide to see how your right to leave and wage replacement work together. You may also contact Sarah Schlehr at sarah@pregnancylawyer.com if you have questions about your rights.

About Sarah Schlehr

Sarah B. Schlehr is the founder of The Schlehr Law Firm, P.C. Her firm focuses on representing employees who are discriminated against because of pregnancy or for taking a leave of absence. Her firm also represents veterans who have been discriminated against for taking military leave. She is a graduate of Harvard Law School, Brigham Young University, Gerry Spence’s Trial Lawyers College, and the Strauss Institutes’ Program on Mediating the Litigated Case.

新型冠状病毒 – 加州劳工法指南

新型冠状病毒 – 加州劳工法指南

Written by Andy Katz, Translated by Ken Wang

当新型冠状病毒疫情广泛传播之际,许多工薪阶层人士正在思考如何保护他们自己和家庭—同时忧虑他们的工作和财务状况。

正当这篇博文书写之际(2020年3月27日),为力延缓病毒的快速扩散,加州州长纽森(Newsom)已下令,除了关键基础设施部门的工作以外,所有居民应呆在家中。

加州公共卫生局已发布了关于社交间距的建议,敦促年龄在65岁或以上且存在某些健康问题的人士,为高危人群,例如,心脏病、肺病、糖尿病、肾病以及免疫系统脆弱等老年患者。加州地方卫生局,包括Alameda、Contra Costa、San Francisco、San Mateo、 Santa Clara、Santa Cruz 和Sonoma县,指定所有60岁以上的居民为高危人群。加州大学旧金山分校专家建议,“除非紧急情况,所有60岁以上人士应呆在家中。”

这篇博文提供了一个总括有关工人如今所享受的权利,以便大家能权衡工作上的重要决定并让工人了解向雇主提出他们的要求时所需的信息。牢记许多宣传小组,包括加州劳工法律联会(CELA)和美国劳工法律联会(NELA)正在推动国会和州立法会通过立法,所以情况可能迅速改变。以下是有关加州工人在新冠疫情期间劳工权益的问题的重要回复。

失去了工资,如何求助?

如果加州工人因残障或减少工时而失去工资,可以向政府申请工资替代

需要工资替代来支持社交距离和居留在家的雇员,加州有两种福利或许会有帮助——州残障保险(State Disability Insurance – “SDI”)和失业保险(Unemployment Insurance – “UI”),均由就业发展部(Employment Development Department – “EDD”)管理。纽森州长已颁布了特别行政令,对于那些因COVID-19失业或致残的人士,取消通常的一周等待周期。

如果雇主因为COVID-19而关闭工作场所(例如公共卫生令要求居民留在居所),并不出薪或只出一部分薪水,雇员可以申请UI或SDI。失业金代替50%的工资,高达每周$450,应税。最近通过的联邦紧急补救法案(CARES Act)增加了失业金补助。该法案在现有福利的基础上每周增加$600,延长福利领用期至39周(原26周),并且允许从1月27日算起的追溯福利。联邦法律并为每位纳税人提供$1,200的税收抵免和每个小孩$500。年收入$75,000 – $99,000 的人士(或年薪$150,000 – $198,000的夫妇)得到的税收抵免按照收入程度逐步减少。

EDD公布了针对自雇人士和独立承包商如何申请失业金的指引。SDI只适用于那些参加了选修保险的独立承包商。自从加州通过AB5法,被误归类为独立合同工的工人,即便被雇主称为独立合同工,也应享有UI和其他劳工权益。联邦CARES Act为自雇人士提供长达39周的收入损失,从2020年1月27日至12月31日。

SDI规定,任何妨碍工人进行日常工作的疾病或受伤都属于残障保护范围内,福利覆盖由60%-70%工资,至最多每周$1300,共52周,且豁免所得税。一个工人必须不能工作至少8天,且必须在申领福利前提交有医生证明。从因疾病或受伤而停止工作那一天算起,工人可在49天内向EDD申请SDI。

虽然EDD未能确认是否批准高危人群中的申请人引用年龄原因来申请SDI,他们确认那些由于“正在或将要暴露在”COVID-19的人士,并且可提供医学文件证明,则可完成SDI的申索。

高龄工人,指那些根据年龄属于高危人群,且获得与年龄条件相关的“疾病”的医疗证明,或许有资格申领残障福利,尽管目前还没有明确的答案。当医生或保健提供填制残障证明时,他们应该考虑使用“R54”条款,即疾病国际分类法中的“与年龄相关的体质虚弱”,当没有其它确切的症状。

除了残障保险以外,EDD还负责管理有薪家庭假(Paid Family Leave – “PFL”)福利。此福利允许那些因COVID-19照顾患病或隔离的家人而无法工作的州民。申请者必须提供医生证明。PFL提供的工资代替与SDI相同,但最多长达6周。

如果雇主因COVID-19关闭工作场所,包括由于政府居留在家令,并完全不付或只提供支付一部分雇员工资,则工人可以申领失业金,或,符合条件者可申领SDI。UI覆盖大约50%工资,最多至每周$450,应税。

如果孩子的学校因冠状病毒关闭该怎么办?

加州学校紧急假和失业救济(法)或许可以对某些工人提供帮助

如果因为学校关闭而要照顾孩子丢掉工作,你或许符合申领UI的条件。EDD正在对关校申请进行个案到个案的处理,并鼓励那些被雇主减少工时的工人申请UI。UI规定通常要求申请人必须有能力随时恢复工作,EDD尚未决定是否取消该条例。但UI通常的七天等待期已被取消,所以工人可以立即申请UI福利。

上周国会通过了《新型冠状病毒疫家庭保护法》,并在4月3日生效。该法律为工人提供长达12周的假期,高达2/3 的工资替代(最多每日$200,总额$10000)。法律要求有500员工以下得雇主必须提供该福利,但工人必须为该雇主工作起码30天。

加州劳工法也提供休假福利。在同一个工作场所雇佣25位工人以上的雇主必须为员工提供每年长达40小时的假期。该假期只能用于工人因处理孩子在学校或托儿所遇到的紧急情况而需要离开工作。诚然,雇员必须提前知会雇主。

当我得病或需要照顾家庭时?

加州和地方法律对生病或病假提供的保护

生病雇员可获得有薪病假。尽管加州要求雇主提供至少三天的有薪病假,有些城市规定的更多些。如何具体计算生病天数仍取决于雇主的规定。为50或更多雇主服务的雇员,或许有资格获得最长至12周的无薪假期。已回家但被要求工作的雇员,必须得到普通薪水获。在这种情况下,雇主不能扣员工所累积的病假。

2014年健康工作场所和健康家庭法案》规定所有加州雇主,向合资格雇员提供三天有薪病假。Los Angeles、San Diego、San Francisco、Santa Monica、Oakland、Berkeley、和Emeryville各有每年6至9天有薪病假的本地规定。

那些刁难告病假雇员的雇主,依法必须承担违规终止雇佣关系的法律责任。但法律保障的有薪病假依然不够,尤其是当雇员需要隔离14天,或必需面对家庭中高危成员的不确定因素。自从加州通过AB5法,被误归类为独立合同工的工人,也应享有与雇员同样的病假权利,即便被雇主称为独立合同工。被不当分类的雇员,可向法庭或加州劳工部(Department of Labor Standards Enforcement – “DLSE”)提交索赔状。

对于那些服务于至少有50名雇员、工作地点在75英里范围内的单个雇主的人士,根据加州法律,其雇主被要求提供每年12周的保职假期,具体的法律依据来自《家庭医疗假期法案》(FMLA)或《加州家庭权益法案》(CFRA),旨在解决雇员或其家庭成员的严重健康问题。享受此保职假期的条件,要求雇员必须为雇主工作至少满一年,以及在上个日历年度完成工作量1250个小时。至于雇员或其家庭成员一旦染上COVID-19疾病,他们或许可以得到有关医疗假期法律的保护。这些法律或许也保护那些因家里有免疫系统受损的人士而获得医生病假单的工人,因为他们或其家庭成员正在遭受慢性病的影响。

FMLA和CFRA规定的是无薪假期,了解这一点非常重要(尽管SDI或许可以索赔)。

如果我是COVID-19高危人员将如何?

加州的残疾人权利法要求雇主提供合理便利措施

根据加州《公平雇佣和居住法》(Fair Employment and Housing Act – “FEHA”),对于符合残疾资格的雇员,法律要求雇主必须为该雇员提供合理便利措施,例如安排员工居家工作或者提供病假。这里必须具体情况具体分析,但患有免疫系统疾病或有医疗风险的雇员,应主张他们的权利或要求留在能保证安全的措施。

拥有至少5个雇员的加州雇主,必须提供合理便利措施,除非雇主能证明提供该措施将导致对他运作的过度困难。

社区法律援助机构Legal Aid at Work提供了“如何申请合理工作安排”的指南。在申请合理工作安排时最好的做法就是提供残疾和工作安排要求的书面文件,包括医生证明。如果因医疗系统受损而无法提供这类文件,雇员可向雇主解释或提供可资参考的公共信息,证明合理处所的实际需要。比如说,加州公共卫生局鼓励高危人群“呆在家中”,三藩市公共卫生局则敦促工作人员“尽可能远程通勤”,并“避免接触患病人士”。

COVID-9所带来的风险,更多工人将会复合那些在FEHA规定下有资格享受合理工作安排。在FEHA规定下,“残障”解释为身体残障,包括对免疫系统产生影响并且因此对主要日常活动产生限制。法律还认定了所谓“主要日常活动”,包括与他人的互动、工作、以及免疫系统的主要功能。虽然该法律指定普通感冒和普通流感为例外,这不包括COVID-19因为这种病毒是前所未有。

“合理工作安排”措施的目的是保证雇员能继续工作和赚到工资。因此,须考虑的首要可行性是在家工作。如果雇员可以持续发挥他们工作中的关键功能,在家工作是一种合理的工作安排。对于那些可以通过电脑、视像会议和电话工作的雇员,在家工作是一个理想的选择。

如果让雇员在家工作会过度增加雇主经营的困难,雇主可以予以拒绝。如果员工在家无法完成工作,法律允许工人请假。但假期必须“允许雇员在假期结束时再回来工作,这样既可以或无需进一步提供合理工作安排措施,从而不会增加雇主的经营负担。”

雇主不可以以包揽政策(blanket policies)为理由而拒绝在家工作或病假(或任何其他可能合理工作安排)。而应该将心比心地真诚互动,去寻找有效的合理处所。任何对残障人士的歧视性或或报复性行为,包括非一视同仁的纪律惩罚、威胁或除名,都是受加州法律禁止的。这些保护措施可以延伸至那些被雇主假定或“认为”是残障的人士。雇主固然可以要求提供有关残障的医生证明,或雇员劳动力限度的证明,却不可以强迫雇员披露特定的健康条件或残障状况的个人信息。

如果我家里有人是高危人群怎么办?

以上提过的加州家庭权利法 (California Family Rights Act – “CFRA”)不单只要求雇主提供长达12周的无薪假期,并确保雇员的工作岗位。该假期可用于照顾受到严重的健康状况的家人。有薪家庭假期PFL可以通过EDD申请。

FEHA禁止在工作上针对残障人士或与残疾人士有关的人的歧视性或报复性行为。此保护包括申请合理工作安排,无论雇主是否提供了安排。如过你家人属于高危人群而认为你需要得到合理的工作安排,请向劳工法律师请教你的法律权益。

如果在工作场合暴露在COVID-19将如何?

雇主疾病和工伤预防及工人补偿计划

加州职业安全局(Division of Occupational Safety and Health – “Cal/OSHA”)提供了为应付COVID-19的有关指引。该指引覆盖大部分行业,包括托儿和医疗,积极鼓励有病患的雇员呆在家里,将有急性呼吸道症状的员工立即回家,做好疫情爆发的反应预案。针对健康护理行业的雇员,指引还强调了培训、操作实践以及个人保护设施的使用等方面。

加州残障福利和医疗隐私法通常禁止雇主查问雇员的身体健康情况。但如果雇主,根据客观的证据,合理的相信雇员的生体情况妨碍他完成工作的基本职能或生体情况直接威胁工作安全,雇主可以提问雇员的健康情况或要求雇员接受身体检查。例如,雇员告诉雇主他得了COVID-19,雇主应该确定该雇员在过去14天接触过的员工并且通知该员工有关暴露的消息。雇主不可以提供被感染的员工的名字或其他的个人信息。

加州法律保护员工“吹哨子”行为,例如向上司投诉工作场所安全问题。如果情况严重,员工也可以直接向Cal/OSHA递交投诉信。如果继续工作会产生真实和明显的危害,员工可以拒绝工作。在这种情况下,该员工可以索求损失的工资。如需详细信息,请参考WorkSafe网站。因为这种情况非常复杂,鼓励工人向劳工法律师请教你的法律权益。

我的工作属于关键行业内吗?

加州公共卫生官员提供了“关键基础设施部门”的清单。该部门必须继续遵守残障保护法和其他工地安全规定。各县和城市有具体指定某些商业为关键服务。

工伤保险

雇主有责任通过工人补偿系统向工作中受伤的雇员提供补偿。

那些在工作接触COVID-19而受伤害的雇员,可通过填制DWC1表并呈交给雇主,申请索赔。

任何工作场所,必然是雇员受伤的重要因素。雇主经常会为是否因工作受伤争论不休。这些争议,通常通过工人赔偿上诉委员会(Worker’s Compensation Appeals Board)所指定的医学检查小组(通常由免疫系统或内科专家组成)的医学报告做出裁决。

如果索赔获得通过,赔偿金将包括临时残障工资、医药费,以及永久伤残补偿等构成。遗憾的是,雇员误分类为独立合同工的人士,要等到2020年7月1日才有资格申领工人赔偿金。

在公共卫生紧急事件中,工人须要更多保护措施

加州州长纽森、加州立法会议员、以及国会发布了公告,介绍了将加强旨在保护因隔离令受到歧视或报复的工人,提供临时收入补贴等其他提案。随着法律的改变,本文将会陆续更新。

About Ken Wang, Esq.

Legislative Policy Associate, California Employment Lawyers Association

Federal ‘Families First’ Coronavirus Response Act Offers Sick Leave and Family Leave, with Exceptions 1

Federal ‘Families First’ Coronavirus Response Act Offers Sick Leave and Family Leave, with Exceptions

By Andy Katz and Mariko Yoshihara

BERKELEY, CALIFORNIA – Congress passed the ‘Families First’ Coronavirus Response Act yesterday, which provides emergency paid sick leave and paid family leave to many employees, but with significant exceptions.  This Act goes into effect April 1.  The law covers employers with up to 500 employees, but employers with 50 or fewer may seek exceptions from the Department of Labor, and those with 25 or fewer are not obligated to reinstate an employee to their previous position. 

Under the Act, employees are entitled to up to two weeks of emergency paid sick leave and up to twelve weeks of emergency paid family leave. For emergency paid sick leave, employees must be “unable to work (or telework) due to a need for leave” because the employee: (1) is subject to a federal, state, or local quarantine order related to COVID-19, (2) has been advised by a health care provider to self-quarantine due to concerns related to COVID-19, (3) is experiencing symptoms of COVID-19 and is seeking medical diagnosis, (4) caring for an individual subject to quarantine order, or has been advised to self-quarantine due to concerns related to COVID-19, (5) caring for a child, if their school or child-care provider has closed due to COVID-19, or (6) other conditions that the Federal government may specify later. 

If taking emergency paid sick leave to care for oneself, the employee is paid 100% of their full rate of pay, up to $511 per day and $5,110 total.  When leave is taken to care for others or for other qualifying reasons provided under the Act, an employee is paid two-thirds of their full rate of pay, up to $200 per day and $2,000 total.  This leave is in addition to any other paid leave to which an employee is already entitled to.  Employers cannot require that regular sick leave or paid time off be used before, or instead of, using this emergency sick leave. 

The Act also allows employees to take up to twelve weeks of emergency family leave. To qualify, an employee must have worked for their employer for at least 30 calendar days (unlike emergency paid sick leave, which is available to any employee, regardless of hours of work or length of service).  These workers can take emergency family leave if they are unable to work (or to telework) due to a need to care for the employee’s son or daughter under 18 years old if the child’s school or place of care has been closed, or childcare provider is unavailable.  The closure or unavailability of childcare must be due to an officially declared COVID-19 public health emergency (by comparison, emergency paid sick leave is available when the closure or unavailability of childcare is due to COVID-19 precautions). 

When an employee is taking emergency family leave, the first 10 days may be unpaid (generally, the employee would likely take emergency paid sick leave during this 10-day period). After 10 days, the employee is entitled to two-third of their regular rate of pay, capped at $200 per day and $10,000 total.

While the ‘Families First’ Coronavirus Response Act will provide much-needed relief for many working families across the country, millions of workers are left out of the law or are ineligible because of restrictive definitions of family caregiving.  California must act now to fill these gaps and ensure that all workers are entitled to job-protected leave and wage replacement benefits to weather the storm of this unprecedented crisis.

Un resumen de los derechos de los trabajadores de California en tiempos de COVID-19

Un resumen de los derechos de los trabajadores de California en tiempos de COVID-19

Escrito por Andy Katz; Traducido por Megan Beaman

BERKELEY, CALIFORNIA – Mientras el COVID-19 se difunda, muchos trabajadores están considerando cómo protegerse a sí mismos y a sus familias, mientras se preocupan por su trabajo y sus presupuestos.

En el momento en que se escribe esta publicación de blog (15 de marzo de 2020), el Departamento de Salud Pública de California y el Departamento de Salud Pública de San Francisco han emitido recomendaciones de “distanciamiento social” que definen las poblaciones vulnerables para incluir a personas de 60 años o más, y personas con ciertas afecciones de salud, como enfermedad cardíaca, enfermedad pulmonar, diabetes, enfermedad renal, y sistemas inmunes debilitados. El gobernador Newsom ha ordenado a los mayores de 65 años y enfermos crónicos que permanezcan en sus hogares. Un panel de expertos de la UCSF aconsejó: “Cualquier persona mayor de 60 años se queda en casa a menos que sea crítico.”

Mientras tanto, el ritmo rápido de propagación del virus ha causado llamamiento a la maximización del distanciamiento social en la población general para evitar una mayor propagación. Sin embargo, en este momento, los Centros para el Control de Enfermedades y CDPH solo recomiendan trabajar desde casa “si es posible.”

La evaluación de lo que los trabajadores deberían hacer para estar seguros y el papel que podrían desempeñar para ayudar a frenar la propagación del virus está fuera del alcance de un artículo sobre derechos legales. Sin embargo, de las recientes advertencias se confirma que los trabajadores tienen motivos legítimos de preocupación. Muchas personas quieren escuchar el llamado de los expertos en salud pública para que se queden en sus hogares por temor al mayor riesgo de complicaciones graves para las poblaciones vulnerables. Comprender cómo las leyes actuales pueden protegerlos es una información crítica que deben tener los trabajadores mientras sopesan estas decisiones importantes y abogan con sus empleadores por lo que necesitan. Esta publicación proporciona un resumen general de la situación actual de los trabajadores, teniendo en cuenta que muchos grupos de defensa, incluida la CELA y su contraparte nacional, NELA, están presionando al Congreso y a la legislatura de California para ofrecer aún más protección y ayuda muy necesaria a los trabajadores de California mientras intentan tomar las mejores decisiones para sí mismo y sus familias. Siga leyendo para obtener respuestas importantes a las preguntas frecuentes sobre los derechos de los trabajadores de California en la época de COVID-19.

¿QUÉ SUCEDE SI ME ENFERMO O NECESITO CUIDAR A LA FAMILIA?

Se ofrece protección por las leyes de licencia medica o licencia por enfermedad

Los empleados que están enfermos pueden tomar días de enfermedad pagados si ya los tienen acumulados. La cantidad de días de enfermedad disponibles depende de las políticas del empleador, aunque California requiere que los empleadores proporcionen un mínimo de tres días de licencia por enfermedad pagada por año y algunas ciudades requieren aún más. Los empleados que trabajan para empleadores que tengan 50 o más empleados tienen más derechos y pueden ser elegibles para hasta doce semanas de tiempo fuera del trabajo, sin pago. Los empleados enviados a casa, pero se les pide que trabajen, deben ser compensados ​​por ese trabajo sin tener que usar su tiempo acumulado de licencia por enfermedad.

La Ley de 2014 de Healthy Workplaces, Healthy Families (Código Laboral §§ 245-249, 2810.5) requiere que todos los empleadores de California proporcionen a los empleados elegibles al menos tres días por año de licencia por enfermedad pagada. Los Ángeles, San Diego, San Francisco, Santa Mónica, Oakland, Berkeley y Emeryville también tienen ordenanzas locales que requieren hasta seis o nueve días de licencia por enfermedad por año.

Los empleadores que toman represalias contra los empleados por tomarse una licencia por enfermedad a la cual tienen derecho bajo la ley corren el riesgo de responsabilidad por demandas por despido injustificado. Lo que está claro es que las cantidades legalmente requeridas de licencia por enfermedad no son suficientes, especialmente si un trabajador está tratando de pasar una cuarentena de 14 días o enfrenta incertidumbre con los miembros vulnerables de su hogar. Los trabajadores frequentemente clasificados erróneamente como contratistas independientes tienen los mismos derechos de licencia por enfermedad que los empleados bajo AB 5, aún si su empleador los llama un “contratista independiente.” Los empleados clasificados erróneamente pueden presentar reclamos en la corte o en el Departamento de Aplicación de Normas Laborales (DLSE).

Para las personas que trabajan para un empleador que tiene por lo menos 50 empleados dentro de un radio de 75 millas de su lugar de trabajo, la ley de California exige que los empleadores otorguen 12 semanas de licencia laboral protegida cada año bajo la Ley de Licencia Médica Familiar (FMLA) o la Ley de Derechos Familiares de California (CFRA) para una “condición grave de salud” del empleado o un miembro de su familia. Para calificar para esta licencia, el empleado debe haber trabajado para el empleador durante al menos un año en total durante su vida y haber trabajado al menos 1,250 horas en el último año calendario. Por lo tanto, si un empleado o miembro de la familia contrata COVID-19, es probable que estén protegidos por las leyes de licencia médica. Estas leyes también pueden proteger a las personas con sistemas inmunes comprometidos si un médico los retira del trabajo porque ellos o un miembro de su familia sufre de una afección crónica.

Es importante comprender que la licencia de FMLA y CFRA no está pagada (aunque el Seguro de Incapacidad del Estado puede estar disponible).

¿QUÉ SUCEDE SI ESTOY VULNERABLE A COVID-19?

La ley de derechos de los discapacitados de California proporciona adaptaciones razonables

La ley requiere que los empleadores consideren ofrecer trabajo desde el hogar o licencias médicas como una acomodación razonable bajo la Ley de Vivienda y Empleo Justo de California (FEHA) para las personas que califican como discapacitadas según la ley. Se requiere un análisis de caso por caso, pero los empleados con sistemas inmunes comprometidos o con riesgo médico deben hacer valer sus derechos y solicitar las adaptaciones que necesitan para mantenerse seguros.

Se requiere que los empleadores de California con al menos 5 empleados proporcionen adaptaciones razonables, a menos que puedan cumplir con un estándar muy alto para demostrar que el hacerlo causaría una dificultad excesiva.

Legal Aid at Work tiene una guía muy útil sobre cómo solicitar una adaptación razonable. La mejor práctica es presentar documentación escrita de la discapacidad y la necesidad de la adaptación, incluida una nota del médico. Si eso no es posible dado el sistema de salud afectado, los empleados pueden explicar su necesidad de adaptaciones a su empleador y consultar la información disponible públicamente para justificar la necesidad de adaptaciones razonables.

Por ejemplo, el Departamento de Salud Pública de California insta a las personas de alto riesgo a “quedarse en casa tanto como sea posible”, y el Departamento de Salud Pública de San Francisco insta a los trabajadores a “tele-trabajar si es posible” y “evitar el contacto con personas enfermas.”

Las condiciones y riesgos extraordinarios de COVID-19 ampliarán el rango de empleados que califican para acomodaciones razonables bajo la FEHA. La discapacidad según la FEHA se entiende en términos generales como una discapacidad física, incluida una afección que afecta el sistema inmunológico y limita una actividad importante de la vida. La ley ya reconoce que las “actividades principales de la vida” incluyen la interacción con otros, el trabajo y las funciones principales del sistema inmunitario. [JT1] Hay una excepción que se refiere al resfriado común y la gripe común, pero no hay nada común sobre COVID-19, por lo que esa excepción no debería aplicarse.

El objetivo de las adaptaciones razonables es mantener al empleado trabajando (y ganando un cheque). Entonces, la primera posibilidad que hay que considerar es el teletrabajo. El teletrabajo es una acomodación razonable donde le permite al empleado continuar desempeñando las funciones esenciales de su trabajo. Para los empleados que pueden trabajar por computadora, videoconferencia y teléfono, esta es una opción ideal. Los empleadores pueden rechazar esta acomodación si el permitir que el empleado tele-trabaje imponga una carga excesiva a las operaciones del empleador.

Si no se puede realizar un trabajo de forma remota, una adaptación de último recurso es un permiso de ausencia, lo cual es una opción según la ley donde “es probable que el permiso sea efectivo para permitir que el empleado regrese al trabajo al final del permiso, con o sin adaptaciones razonables adicionales, y no crea dificultades excesivas para el empleador.”

Los empleadores no pueden tener políticas generales que rechacen el teletrabajo o las licencias médicas (o cualquier otro adaptación posible). En cambio, los empleadores deben participar en un proceso interactivo de buena fe para encontrar una adaptación razonable y efectiva.

La ley de California prohíbe las represalias contra una persona con una discapacidad, incluso por disciplinarlas, tratarlas de manera diferente a otros trabajadores, o despedirlas. Esta protección se extiende a las personas que el empleador asume o “considera” como una persona con discapacidad. Si bien los empleadores pueden requerir documentación médica de una discapacidad y las limitaciones de los empleados, no pueden obligar a los empleados a revelar una condición de salud o discapacidad específica.

¿QUÉ PASA SI LA ESCUELA DE MI HIJA O HIJO ESTÁ CERRADA POR CORONAVIRUS?

El permiso de emergencia escolar y los beneficios de desempleo de California pueden ayudar a algunos trabajadores

Si pierde el trabajo para cuidar a su hija o hijo después del cierre de su escuela, puede ser elegible para el seguro de desempleo. El Departamento de Desarrollo de Empleo está manejando las solicitudes de cierre de escuelas caso por caso, y está alentando los reclamos de beneficios parciales donde el empleador permite horas reducidas, pero aún no ha aclarado si los requisitos regulares de estar disponible para trabajar no se aplicarán cuando el empleador no permita horas reducidas. Los empleados deben presentar una solicitud de inmediato ya que el período habitual de espera de 7 días para los beneficios no se aplica debido a COVID-19. Lea más sobre esto a continuación.

Además, según el Código Laboral de California, los empleadores con 25 o más empleados que trabajan en el mismo lugar deben permitir que los empleados tomen hasta 40 horas de licencia por año para atender una emergencia en la guardería o escuela de un niño. Sin embargo, un empleado aún debe notificar al empleador por adelantado.

ESTOY PERDIENDO SALARIOS. ¿QUÉ AYUDARÁ?

Los trabajadores de California pueden solicitar el reemplazo salarial por discapacidad y horas reducidas de trabajo

Hay dos programas estatales disponibles para los empleados que necesitan un reemplazo salarial para apoyar el distanciamiento social por su salud y seguridad: el Seguro Estatal de Incapacidad (SDI) y el Seguro de Desempleo (UI), ambos administrados por el Departamento de Desarrollo del Empleo (EDD). La Orden Ejecutiva del Gobernador Newsom renunció al período habitual de espera de una semana para las personas que están desempleadas y / o discapacitadas como resultado de COVID-19.

La elegibilidad del Seguro Estatal de Discapacidad define la discapacidad para incluir cualquier enfermedad o lesión que impida el trabajo regular o habitual. Los beneficios cubren 60-70 por ciento de los salarios hasta un máximo de $1,300 por semana durante un máximo de 52 semanas, y están exentos de impuestos. Un trabajador debe ser incapaz de trabajar durante al menos ocho días y debe presentar un certificado médico por un profesional de la salud antes de la emisión de beneficios. Las solicitudes pueden presentarse dentro de los 49 días de la primera fecha en que tuvieron que dejar de trabajar debido a una discapacidad.

Si bien el EDD aún no ha confirmado que las aplicaciones que citan solo vulnerabilidades relacionadas con la edad serán aprobadas, han confirmado que las personas que no pueden trabajar debido a “tener o estar expuestas” a COVID-19, si están certificadas por un profesional médico, pueden presentar un reclamo de seguro por discapacidad.

Los trabajadores de más edad que se encuentran en una población vulnerable definida por la edad y que obtienen la certificación médica de su condición relacionada con la edad como una “enfermedad” también pueden ser elegibles para los beneficios por discapacidad, aunque todavía no hay una respuesta segura a esta pregunta. Cuando los médicos u otros proveedores de atención médica completan los formularios de discapacidad, deberían considerar el uso de “R54,” el código de Clasificación Internacional de Enfermedades para la “debilidad física relacionada con la edad” cuando no hay una afección más específica.

El EDD también administra los beneficios de Permiso Familiar Pagado (PFL), permitiendo hasta seis semanas de PFL a la tasa SDI a los californianos que no pueden trabajar porque están cuidando a un familiar enfermo o en cuarentena con COVID-19, si está certificado por un médico profesional.

Si un empleador cierra el lugar de trabajo debido a COVID-19 y no paga o solo paga parcialmente a sus empleados, los trabajadores pueden solicitar el seguro de desempleo (UI) o, si es elegible, SDI. Los beneficios del seguro de desempleo cubren aproximadamente el 50 por ciento de los salarios, hasta un máximo de $450 por semana, lo cual si es imponible.

El EDD ha descrito cómo los contratistas independientes y autónomos pueden calificar para la IU. El Seguro Estatal por Incapacidad solo está disponible para contratistas independientes que se hayan inscrito en la Cobertura Electiva. Los trabajadores frequentementese clasifican erróneamente como contratistas independientes, y pueden tener los mismos derechos a beneficios que los empleados bajo AB 5, incluso si su empleador los llama un “contratista independiente.”

¿QUÉ SUCEDE SI ESTOY EXPUESTO AL COVID-19 EN MI LUGAR DE TRABAJO?

Programas de prevención de lesiones y enfermedades del empleador y compensación para trabajadores

En cumplimiento de su misión de garantizar lugares de trabajo seguros y hacer cumplir los requisitos para que todos los empleadores tengan un Programa de Prevención de Lesiones y Enfermedades, Cal / OSHA ha emitido Directrices Provisionales para la industria general y la protección de los trabajadores de la salud contra COVID-19. Estas directrices incluyen alentar activamente a los empleados enfermos a quedarse en casa, enviar a los empleados con síntomas respiratorios agudos a casa de inmediato, y preparar un plan de respuesta ante un brote en caso de un brote. La orientación para los trabajadores de atención médica enfatiza la capacitación, los controles de prácticas laborales, y el equipo de protección personal.

Los empleadores son responsables de proporcionar compensación a través del sistema de compensación del trabajador por lesiones que surjan en el curso del empleo.

Un trabajador lesionado que estuvo expuesto y contrató el COVID-19 en su trabajo o a través de él puede presentar un reclamo por completar el formulario DWC1 y enviándolo a su empleador.

Cualquier exposición en el lugar de trabajo debe ser un factor importante que contribuya a la lesión de un empleado. Los empleadores frecuentemente disputan si una lesión está relacionada con el trabajo. Esas disputas generalmente son resueltas por la Mesa de Apelaciones de Compensación del Trabajador con base en el informe médico de un médico forense calificado por panel designado por la División de Compensación del Trabajador, probablemente un especialista en inmunología o medicina interna.

Si se aprueba el reclamo, los beneficios incluyen el reemplazo de salario por incapacidad temporal, atención médica, y compensación por incapacidad permanente. Desafortunadamente, los contratistas independientes erróneamente que realmente son empleados bajo la nueva “prueba ABC” de AB 5 (2019) no son elegibles para la compensación del trabajador hasta el 1 de julio de 2020.

Se necesitan más protecciones durante esta emergencia de salud pública

Se necesitan protecciones adicionales durante esta emergencia de salud pública. El gobernador de California, Gavin Newsom, miembros de la Legislatura de California, y el Congreso de los Estados Unidos han anunciado planes para introducir legislación que pueda proteger a los trabajadores sujetos a una orden de aislamiento o cuarentena por parte de un funcionario de salud contra la discriminación o las represalias. La Cámara de Representantes aprobó un paquete de ayuda federal pendiente que extendería hasta tres meses de licencia familiar remunerada por cuarentena (incluida la auto-cuarentena) y cuidado de niños debido a la emergencia de salud pública, 14 días adicionales de licencia por enfermedad remunerada para todos trabajadores estadounidenses durante una emergencia de salud pública, además de 8.67 días acumulados por año. El paquete también requeriría que los Estados alivien los requisitos de IU. Sin embargo, el Senado aún no ha tomado medidas sobre esta propuesta de ley. Estén atentos a esta publicación para actualizaciones continuas.

Para más información sobre COVID-19:

Departamento de Salud Pública de California

Preguntas frecuentes de la Agencia de Desarrollo Laboral y de la Fuerza Laboral de California

Cuadro resumen de beneficios de LWDA

Preguntas frecuentes sobre el coronavirus del Departamento de Desarrollo del Empleo

Preguntas frecuentes sobre el Departamento de Aplicación de Normas Laborales

Regulaciones del Departamento de Empleo y Vivienda Justo

Preguntas frecuentes de la organización Legal Aid at Work – Inglés – Español – Chino

About Andy Katz

Andy Katz is the principal of Law Offices of Andy Katz, fighting for workers' rights, consumers, and environmental protection. His law practice focuses on workplace discrimination and retaliation, wage theft, workers’ compensation, and health and disability insurance denials. He previously advocated for public health issues before the California legislature. He is a member of the California Employment Lawyers Association (CELA). Web: www.andykatzlaw.com

Despite losses in Congress, workers gain ground in state and local elections

Despite losses in Congress, workers gain ground in state and local elections

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By Mariko Yoshihara

Although the Republicans had a sizable victory in last night’s midterm elections, and even picked up a few seats in the California state legislature, workers in California and across the U.S. scored some major victories.  The Republican gains in Congress will surely spell doom for Democrat-led efforts to advance workers’ rights at the federal level, like banning forced arbitration, raising the federal minimum wage, and providing paid sick days to workers, but as we saw last night, states, cities, and counties are moving ahead on their own to serve the needs of workers.

For example, four states last night — Alaska, Arkansas, Nebraska and South Dakota — all voted to increase their state minimum wage.  Proving that the minimum wage is not a partisan issue, voters in these four deeply conservative states approved the measures by sizable margins.  Two-thirds of voters in Arkansas, Walmart’s home state, approved a $2.25 wage increase to set a $8.50 per hour minimum.  Alaska will increase its minimum wage to $9.75 over the next 14 months and Nebraska will raise its minimum wage to $9 by January 2016.  South Dakota approved a minimum wage increase to $8.50 next year that will increase annually to match inflation.  With Tuesday’s victories, 17 states have now opted to raise the minimum wage since just last year.

Two cities in California also voted to raise their local minimum wage.  Oakland will boost its minimum wage to $12.25 next year and San Francisco will gradually increase its minimum wage to $15 by 2018.  Eureka was the only minimum wage measure to fail in last night’s election.  Meanwhile, Illinois and several counties in Wisconsin pushed the issue forward by approving non-binding referendums calling for minimum wage boosts.  According to Economic Policy Institute, an estimated 680,000 low-wage workers will be getting a raise based on last night’s results.

Workers also scored major wins for paid sick days last night.  Voters in Massachusetts and the cities of Oakland, California and Montclair and Trenton, New Jersey approved measures to provide paid time off for workers who are sick or need to care for family members.  In Massachusetts, workers in companies with over 10 employees can earn up to to five paid sick days a year, and those who work for smaller companies will be eligible for unpaid sick days.  In Montclair and Trenton, New Jersey, workers who provide food service, child care or home health care, or who work for companies with 10 or more employees, can earn up to 5 days of paid sick leave each year. All other employees have access to three paid sick days.  In Oakland, California, workers in companies with more than 10 workers can take up to nine sick days a year, and, in smaller companies, up to five paid sick days.  Oakland’s new law will provide up to three times as many paid sick days as the new California law that was passed this year, which provides only 3 days of paid sick days.  After last night’s results, three U.S. states and sixteen cities have now passed paid sick days legislation, including two states and ten cities in this year alone.

The growing efforts by state and local governments to move this kind of legislation forward reflects the electorate’s dissatisfaction and frustration with a Congress that fails to act.  However, despite the widespread support of these efforts by voters on both sides of the aisle, as we saw last night, much of the country still sides with GOP candidates who are fundamentally opposed to these exact issues.  Will Republican lawmakers from Alaska, Arkansas, Nebraska and South Dakota, now support a national minimum wage increase?  Probably not.  Unfortunately, politics is much more than just casting votes based on the views and needs of your constituents.

Now that Republicans control both houses of Congress, it is almost certain that the national workers’ rights agenda will continue to go nowhere.  Until we see a change in power in Congress or the Republicans decide to listen to the majority of their constituents, we will have to count on state and local governments to work past partisan gridlock to address the needs of workers.

Paid Sick Days – Healthy for California

Paid Sick Days – Healthy for California

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By Elizabeth Kristen

This week, California’s “Paid Sick Days” bill cleared another hurdle in the Senate Labor Committee where it passed on a party line vote.  AB 1522, by Assemblymember Gonzalez, would provide all California workers with at least three days of paid sick leave per year. The bill would also allow an employee to use leave if necessary due to domestic violence, sexual assault, or stalking.

While a provision of some sick leave is an important improvement upon California law, three days per year is simply not enough.  And the recent deletion of the private right of action, which would allow workers to enforce their rights in court, removes an important mechanism to make sure that workers actually are able to access their right to paid sick days.  California needs to adopt a more robust paid sick leave law. Doing so is critical for public health, for workers and their families, and for California’s economy.

Many workers, especially low-wage workers, do not receive any paid time off from work for their illness. This forces them to work while sick – serving food in restaurants, providing child and elder care, and ringing up purchases as cashiers.  This is bad enough for the workers themselves, but the consequences infect the economy and public health as well.

The burden to work while sick is not something that we all bear equally. Latino workers, for example, are significantly less likely to have paid sick days – only 47 percent of Latinos receive some form of paid time off, compared with 61 percent of the overall workforce. Unsurprisingly, the poorest workers also have the least access to paid sick leave. Thus, workers who can least afford to use unpaid days and who cannot afford to lose their jobs are also those least likely to have paid sick days at their disposal.  Of workers paid $65,000 or more per year, more than 80% have paid sick days; by contrast, only about a quarter of workers making less than $20,000 per year reap this important benefit.

Recognizing this disproportionate burden, several forward-thinking cities have made progress towards eliminating this difficult ultimatum by adopting paid sick leave laws. The table below shows those jurisdictions, including the size of employer covered by the paid sick days law, the maximum amount of leave provided, and whether the leave is paid or unpaid. Although eligibility and the extent of benefits vary greatly, all of these jurisdictions see healthy families and healthy economies as intimately linked, not mutually exclusive.

Paid Sick Days

Although cities have pioneered this protection, some states recognize that the cost or trappings of urban living serve as barriers for many workers and families. The state of Connecticut became the first state to adopt paid sick days in July 2011. Connecticut’s leave can be used for the worker’s own health, for the care of a child or a spouse, or for needs related to domestic violence or sexual assault. A recent report about this law found that offering paid sick days did not harm business. In fact, many businesses reported positive effects, including reduced employee turnover, reduced spread of illness, improved morale, and increased productivity, motivation, and loyalty. Eighteen months after the law took effect, more than 75% of employers were either “very supportive” or “somewhat supportive” of the new law.

Unfortunately in other states, the legislative trend has moved in the opposite direction. Ten states— Arizona, Florida, Georgia, Indiana, Kansas, Louisiana, Mississippi, North Carolina, Tennessee, and Wisconsin — have enacted legislation to block cities from adopting paid sick leave, and fourteen other state legislatures have seen the introduction of such legislation.  In addition, Milwaukee, Wisconsin’s paid sick days bill was invalidated by a state law banning such ordinances.

Enactment of a federal law allowing workers to protect their health without sacrificing their financial or occupational wellbeing would override state laws hostile to the rights of workers. Pending national legislation—the Healthy Families Act—would provide paid sick days as well as paid safe days for victims of domestic violence, sexual assault, and stalking.  But, for the time being, “[t]he United States is the only country out of the 15 most competitive that doesn’t guarantee paid sick days to all workers, leaving 40 percent in the private sector without access to the leave.”

This coverage gap is not only embarrassing, it also is bad for workers and their families and undermines public health. By allowing workers to address their pressing health needs without sacrificing wages, paid sick leave would preempt the degeneration of illnesses into emergency situations. Without offering paid sick leave, workers must gamble with their health, and may suffer wage and job losses. In addition to these economic concerns, workers’ hardships often need to be offset by significant public assistance expenditures. Nor does the employer benefit by withholding paid sick leave from its employees: loss of productivity due to illness is twice as expensive to employers as absenteeism. These conclusions follow not only from common sense, but from the benefits reaped by workers and businesses across the state of Connecticut.

The rhetoric surrounding this debate is feverish, but the health of our economy and the health of our workers need not be at odds. Paid sick leave is the antidote to many social ills – from economic inefficiency to reliance upon public assistance. All stakeholders should endorse paid sick leave in order to promote a healthier economy, for employers and employees alike.

About Elizabeth Kristen

Elizabeth Kristen is the Director of the Gender Equity & LGBT Rights Program and a senior staff attorney at Legal Aid at Work.  Ms. Kristen began her public interest career as a Skadden Fellow at Legal Aid.  Ms. Kristen graduated from University of California at Berkeley School of Law in 2001 and served as a law clerk to the Honorable James R. Browning on the Ninth Circuit Court of Appeals in San Francisco.  In 2012-13, she served as a Harvard law School Wasserstein Public Interest Fellow.  She has been a lecturer at Berkeley Law School since 2008. Legal Aid at Work together with the California Women’s Law Center and Equal Rights Advocates make up the California Fair Pay Collaborative dedicated to engaging and informing Californians about fair pay issues.

Let’s make 2014 the year in which all American workers are guaranteed access to paid sick leave

Let’s make 2014 the year in which all American workers are guaranteed access to paid sick leave

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By Sharon Vinick

Unlike other industrialized nations, the United States does not have a national paid sick leave policy.  According to a 2011 study by the Economic Policy Institute, 40% million Americans working in the private sector are employed in jobs that do not provide paid sick time.  And, the real cost of having employees go to work when they are sick is enormous.  The Centers for Disease Prevention and Control estimates that the annual flu season, alone, costs companies $10.5 billion in lost productivity and direct medical costs.  But, momentum seems to be building in favor of passing legislation that will provide paid sick leave to all employees.

In 2007, San Francisco became the first city in the country to require that all private companies – big and small – offer paid sick days to their employees.  At the time, business groups warned that providing paid sick leave would negatively impact local business.  As it turns out, these dire predictions were entirely wrong.  According to a 2011 study by the Institute for Women’s Policy Research, paid sick leave has benefitted employees without reducing employer profitability.

While it took a few years for other municipalities to follow San Francisco’s leave, by November 2013, six cities and one state had paid sick leave laws:  Connecticut, San Francisco, Washington, D.C., New York City, Jersey City (New Jersey) and Portland (Oregon).  Then, last summer, Senator Tom Harkin and Representation Rosa DeLauro introduced the “Healthy Families Act,” which would allow workers to accrue up to seven days of paid sick leave over the course of the year.  While the Act has not yet passed, each month, more states and municipalities seem to be jumping on the band wagon.  Earlier this month, the Newark City Council passed a paid sick leave ordinance, and similar legislation is under consideration in California and Washington.

The national discussion regarding paid sick leave is not limited to legislative bodies.  Earlier this month, Michael Miller of the Atlantic City Press, published an article regarding the move within New Jersey to provide paid sick leave.  And, on Monday, the New York Times published a story by Rachel Swarns which explained that cities that have adopted paid sick leave ordinances have not experienced an exodus of businesses.

But the biggest push towards providing paid sick leave to all Americans came just this week.  On Monday, during his State of the Union Address, President Obama said that “[a] mother deserves a day off to care for a sick child or sick parent without running into hardship – and you know what, a father does, too.”  This remark was widely considered to be support for national legislation requiring that private employers provide paid sick leave.  Then, two days later, actress Cynthia Nixon joined House minority leader Nancy Pelosi and a coalition of progressive groups in a “telephone town hall” in which they pushed for the passage of new legislation of paid sick leave.

Given that 74% of Americans believe that employers should be required to offer paid sick leave, it is high time that we pass legislation that guarantees all Americans access to paid sick leave.

About Sharon Vinick

Sharon Vinick is the Managing Partner of Levy Vinick Burrell Hyam LLP, the largest women-owned law firm in the state that specializes in representing plaintiffs in employment cases. In more than two decades of representing employees, Sharon has enjoyed great success, securing numerous six and seven figure settlements and judgments for her clients. Sharon has been named by Northern California Super Lawyers for the past five years. Sharon is a graduate of Harvard Law School and UC Berkeley. In addition to being a talented attorney, Sharon is an darn good cook.