Welcome to “PEO Pointers,” a regular series of quick-read alerts to keep PEOs and their client companies up to speed on the latest issues affecting the industry and what they can do to ensure compliance.

California’s Governor Newsom has signed SB 114, which goes into effect on February 19, 2022.  This bill will reinstate California’s COVID-19 supplemental paid sick leave (SPSL) retroactive to January 1, 2022 and continuing through September 30, 2022. Like last year’s SPSL, SB 114 establishes a new traunch of 80 hours of paid sick leave that can be used for various COVID-19-related reasons. But there are a few important differences. For example, employers will not be permitted to require employees to exhaust SPSL before getting exclusion pay under the Cal/OSHA ETS. A more welcome change under SB 114 is that employers this time will only be required to list the amount of SPSL used on wage statements, rather than listing the available hours. 

You can read the Fisher Phillips article on what employers need to know about the 2022 SPSL, which provides more detailed information about this new supplemental paid sick leave requirement to help PEOs and their clients get ready to comply with this new law.