This resource covers how dentist employers must pay staff during a COVID-related illness, exposure or quarantine, time off to receive the vaccine or recover from complications of the COVID-19 vaccine, or to seek a diagnosis. Please note that in the event a local health department has mandated a practice closure, Cal/OSHA requires employers to maintain full employee pay, benefits and seniority during their absence and must not require an employee to use their state or local mandated sick leave. Labor Commissioner's Office FAQ's on Exclusion Pay Under the Emergency Temporary Standard
Is the COVID exposure or illness is work related?
If no, employer and employee may use these in listed order:
Effective 2/19/2022 for employers of 26 or more. Is the COVID-related absence vaccine or booster related?
The requirement to provide “retroactive” 2022 COVID-19 Supplemental Paid Sick Leave does not start until February 19, 2022. This “retroactive” payment is only required if the covered employee makes an oral or written request to be paid for leave that qualifies (as described above).
Note: All federal supplemental paid sick leave benefit programs expired 9/30/2021. Under 2022 CA Supplimental Paid Sick Leave, eligible employees of employers of 26 or more who took COVID-related time off during the effective period, 1/1/22 through 2/19/22, who did not receive benefits should be paid retroactively. Contact CDA Practice Support with any questions.
Efective until 1/1/2022, in addition to close contact exposure, caring for a family member, or COVID-related illness, supplemental paid sick leave has been expanded to cover employees taking time off to receive the COVID-19 vaccine, booster or to recover from complications of vaccine or booster in addition to time while awaiting results of a COVID-19 test or diagnosis.
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