Employee Related Information

Positive Test?

You have a business with an employee that tests positive for COVID 19 or is exposed to someone that is…

Now What?

Their are several steps to comply with the official health orders.

In the event that 3 or more cases are identified within the workplace within a span of 14 days the employer should report this cluster to the Department of Public Health at (888) 397-3993 or (213) 240- 7821. If a cluster is identified at a worksite, the Department of Public Health will initiate a cluster response which includes providing infection control guidance and recommendations, technical support and site-specific control measures. A public health case manager will be assigned to the cluster investigation to help guide the facility response.

All workers have been told not to come to work if sick, or if they are exposed to a person who has COVID-19. Employees understand to follow DPH guidance for self-isolation and quarantine, if applicable. Workplace leave policies have been reviewed and modified to ensure that employees are not penalized when they stay home due to illness.

  • Information on employer or government-sponsored leave benefits the employee may be entitled to receive that would make it financially easier to stay at home. See additional information on government programs supporting sick leave and worker’s compensation for COVID19, including employee’s sick leave rights under the Families First Coronavirus Response Act and employee’s rights to workers’ compensation benefits and presumption of the work-relatedness of COVID-19 pursuant to the Governor’s Executive Order N-62-20

  • Upon being informed that one or more employees test positive for, or has symptoms consistent with
    COVID-19 (case), the employer has a plan or protocol in place to have the case(s)
    isolate themselves at home and require the immediate self-quarantine of all employees that had a workplace exposure to the case(s). The employer’s plan should consider a protocol for all quarantined employees to have access to or be tested for COVID-19 in order to determine whether there have been additional workplace exposures, which may require additional COVID-19 control measures. See the public health guidance on responding to COVID-19 in the workplace.

Paid Leave Requirements
(Information changed December 31st, 2020)

On September 11, 2020, the U.S. Department of Labor’s Wage and Hour Division (WHD) announced revisions to regulations that implement the paid sick leave and expanded family and medical leave provisions of the Families First Coronavirus Response Act (FFCRA).

The revised rule clarifies workers’ rights and employers’ responsibilities regarding FFCRA paid leave. The rule was issued in light of the U.S. District Court for the Southern District of New York’s August 3, 2020, decision invalidating portions of the relevant regulations.

The revisions allow WHD to enforce critical legal protections for millions of workers fully and fairly.

The Department issued its initial temporary rule implementing provisions under the FFCRA on April 1, 2020. Read the revised rule, which will take effect on September 16, 2020.

Determining Your FFCRA Eligibility


FAQs on California COVID-19 Supplemental Paid Sick Leave

Side by Side Comparison of COVID-19 Paid Leave

Families First Coronavirus Response Act: Employer Paid Leave Requirements