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April 1, 2020: Families First Coronavirus Response Act (FFCRA) notice

On or before April 1, 2020, employers must post or provide the new Families First Coronavirus Response Act (FFCRA) notice to employees.

Each covered employer must post a notice of the Families First Coronavirus Response Act (FFCRA) requirements notice in a conspicuous place on its premises. An employer may satisfy this requirement by emailing or direct mailing this notice to employees, or posting this notice on an employee information internal or external website.

Download the notice on the DOL website. 

 

April 1, 2021: American Rescue Plan: Changes to FFCRA

Continuation of FFCRA tax credit provisions extended through September 30, 2021. Since Jan 1, 2021, all employers are no longer required to provide FFCRA leave to employees – rather, employers can choose whether to provide FFCRA leave to employees and obtain tax credits to offset 100% of employee wages and healthcare premiums associated with providing the leave. Employers who choose to provide the FFCRA leave must do so universally with all employees.

January 1, 2021 AB 685 Required notification to employees of exposure; local health department of outbreak in the workplace

Requires written notice to employees in the event of a COVID-19 exposure in the workplace. Also, under the new law, if an employer is aware of a COVID-19 outbreak ― defined as three confirmed cases within 14 days ― occurring at the worksite, the employer is required to report within 48 hours the confirmed cases to their local public health agency. Read more here. Check here later for a resource that includes sample notification language.

January 1, 2021 California Family Rights Act leave benefits become available to employees of small businesses of five or more employees

Employers of five or more employees must begin to provide up to 12-weeks of unpaid, job-protected leave to eligible employees. Employees who meet the eligibility requirements can take leave for the birth, adoption or foster care placement of a child or for a serious health condition of the employee or a specified family member. Employers should watch for updated notices and update practice leave policies. Check here later for additional resources.

July 18, 2016: ACA 1557: Provide interpreters, ensure accessibility

Under the Affordable Care Act, dentists participating as providers in the Denti-Cal, Medicare Advantage and CHIP (formerly known as Healthy Families) programs and those who have received Meaningful Use funding are required to comply with new federal anti-discrimination policies. They must provide interpreters or translators to patients with limited English proficiency, ensure accessible online appointment systems and billing, ensure employee health plans are in compliance with anti-discrimination laws, and comply with standards concerning dental facility alterations or new construction.

October 12, 2020: Submit compliance report for amalgam separators

Dental practices, including those that are exempt or want to claim an exemption to the requirement to install an amalgam separator, must submit a one-time compliance report to their local control authority. The report is available in most areas from the local sanitation agency. If a sanitation agency does not have a pretreatment program, then the dental practice must submit the report to the California State Water Resources Board.

Read more in this news article.

September 19, 2020 - December 31, 2020 (unless FFCRA sunset extended) AB 1867 Overrides the FFCRA health care provider exemption.

The law includes language that any entity that employs health care providers or emergency responders that elect to exclude employees from emergency paid sick leave under the federal FFCRA health care provider exemption must provide the leave in California. As a best practice, all employers should comply with emergency paid sick leave under FFCRA.