Paid Sick Leave
City of Long Beach
Paid Sick Leave Ordinance: Private employers with 500 or more employees in the U.S. that are not required to provide paid sick leave under the federal Emergency Paid Sick Leave Act must provide up to 80 hours of paid sick leave. Eligible employees who work in Long Beach can use paid sick leave if they are unable to work due to reasons related to COVID-19. Effective May 19, 2020.
City of Los Angeles
Paid Sick Leave Order: Private employers with 500 or more employees in Los Angeles or 2,000 or more employees in the U.S. must provide up to 80 hours of paid sick leave. Eligible employees who work in Los Angeles can use paid sick leave if they are unable to work or telework due to reasons related to COVID-19. Effective April 7, 2020 until two weeks after the city’s emergency order ends.
County of Los Angeles
Paid Sick Leave Ordinance: Private employers with 500 or more employees in the U.S. that are not required to provide paid sick leave under the federal Emergency Paid Sick Leave Act must provide up to 80 hours of paid sick leave. Eligible employees who work in Los Angeles county can use paid sick leave if they are unable to work or telework due to reasons related to COVID-19. Effective April 28, 2020 to December 31, 2020.
City of Oakland
Protecting Workers and Communities During a Pandemic – COVID-19 Emergency Paid Sick Leave Ordinance: Employers with 50 or more employees, franchise businesses, and some small businesses in Oakland must provide employees up to 80 hours of paid sick leave. Eligible employees who work in Oakland for at least two hours can use paid sick leave if they are unable to work or telework due to reasons related to COVID-19. Effective May 12, 2020 to December 31, 2020.
City of Sacramento
Worker Protection, Health, and Safety Act: Employers with 500 or more employees in the U.S. that are not required to provide paid sick leave under the federal Emergency Paid Sick Leave Act must provide up to 80 hours of paid sick leave. Eligible employees who work in Sacramento can use paid sick leave if they are unable to work or telework due to reasons related to COVID-19. Employees can also refuse to work (without pay) if they believe their employer is violating any of the workplace safety practices and protocols listed in the ordinance. Effective June 30, 2020 until December 31, 2020.
City and County of San Francisco
Paid Leave Programs Proclamation: The Office of Economic and Workforce Development is authorized to implement a program that provides financial assistance to employers who expand their paid sick leave policies. Employees who work in San Francisco or in city-owned property may be eligible to receive additional paid sick leave. The SFMTA and the city’s human resources department are also authorized to create paid leave programs for city employees that are not working. Effective March 17, 2020.
Extension of Paid Leave Programs Proclamation: The San Francisco Municipal Transportation Agency (SFMTA) and the city’s human resources department are authorized to extend paid leave programs for city employees that are not working (first authorized in the paid leave programs proclamation above). City employees may also be eligible for up to 80 hours of extra paid sick leave in addition to paid sick leave under the federal Families First Coronavirus Response Act. Effective March 31, 2020.
Grocery Store, Drug Store, Restaurant, and On-Demand Delivery Service Employee Protections Ordinance: Grocery store, drug store, and restaurant employers in San Francisco and on-demand delivery services that operate in the city must approve employee requests to cancel work shifts for any reason for which an employee may use emergency paid sick leave or paid sick leave. Employers must allow eligible employees to use sick leave or reschedule work. Effective May 1, 2020 until the city’s emergency order ends or 61 days after the ordinance was enacted, whichever comes first.
Public Health Emergency Leave Ordinance: Private employers with 500 or more employees are required to provide up to 80 hours of paid sick leave. Eligible employees who work in San Francisco can use paid sick leave if they are unable to work or telework due to reasons related to COVID-19. The ordinance was first enacted on April 17, 2020 and was reenacted upon termination. Now effective June 12, 2020 until the city’s emergency order ends or 61 days after the effective date, whichever comes first.
Right to Recover Program: Workers who live in San Francisco and test positive for COVID-19 may receive two weeks of minimum wage income replacement, or about $1,285. The San Francisco Department of Public Health interviews individuals who test positive and connects eligible workers to the program. Workers may also be eligible for other resources needed to self-quarantine, for example food delivery and free hotel rooms. The program is funded through private donations. Effective July 1, 2020.
City of San Jose
Paid Sick Leave Ordinance: Private employers in San Jose that are not required to provide paid sick leave under the federal Emergency Paid Sick Leave Act must provide employees up to 80 hours of paid sick leave. Eligible employees who perform at least two hours of essential work in San Jose can use paid sick leave if they are unable to work due to reasons related to COVID-19. Effective April 7, 2020 to December 31, 2020.
County of San Mateo
Paid Sick Leave Ordinance: Employers in San Mateo County with 500 or more employees in the U.S. must provide up to 80 hours of paid sick leave. Eligible employees who work in San Mateo County can use paid sick leave if they are unable to work or telework due to reasons related to COVID-19. Effective July 8, 2020 until December 31, 2020.
City of Santa Rosa
Paid Sick Leave Ordinance: Private employers in Santa Rosa with 500 or more employees in the U.S. must provide up to 80 hours of paid sick leave. Eligible employees who perform at least two hours of essential work in Santa Rosa can use paid sick leave if they are unable to work due to reasons related to COVID-19. Effective July 7, 2020 until December 31, 2020.