2020 is about to end in almost one and a half months. Companies are working on their new and better plans for their workforce to improve the workflow as the second lockdown in a few parts of the country is already taking place. Now, what to expect in 2021? Here’s what new work rules will possibly take place.
On January 1, 2021, several new and revised labor laws will take effect in California. Here is a summary of some of these laws that employers should be aware of as the new year approaches. All laws discussed in this post will come into effect on January 1, 2021, unless otherwise stated.
Well the AB 685, codified under Labor Code § 6409.6, sets out new requirements for employers to notify their employees, subcontracted workers, and union representatives of suspected and diagnosed COVID-19 cases and also to report a COVID-19 “outbreak” in the workplace to local health departments. Employers who receive a “Notice of Potential Exposure” from an “Eligible Individual” [that is, an employee who: (1) has a laboratory-confirmed positive case or a diagnosis from a licensed healthcare provider.
Moreover, the written notice can be delivered by hand or sent via email or text message and it must be in English and any other language that the majority of employees understand. Notification of union representatives: Provide written notice to union representatives, if applicable.
Provide all employees who may have been exposed (and employers of subcontracted employees and union representatives, if applicable) with information about COVID-19 related benefits that may be owed to them, including but not limited to compensation Worker, COVID-19 related leave, and paid sick leave, as well as employer’s anti-discrimination and anti-retaliation policies.
Another law will be imposed which is to inform all employees and employers of subcontracted employees and union representatives, if applicable, of the company disinfection protocols and safety plan the company plans to implement and complete to prevent further exposures, as per the Federal Centers for Disease Control and Prevention guidelines.
If there is an “outbreak” of COVID-19 cases at the same job site within a 14-day period, you must also notify the local health department. You must report a “disease outbreak” to the local health department within 48 hours. You should update the local health department with subsequent COVID-19 cases afterward. In addition, more laws such as sick leaves and care of relatives, labor laws, few non-employment laws will be applied, and many more to make workforces workflow better and improve especially in covid-19. Let us know your views on it in the comment section below!