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California Relief Program Opens for Employers Who Paid COVID Supplemental Paid Sick Leave (SPSL) in 2022

26 Jun

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Update Applicable to:

Small businesses that paid Supplemental Paid Sick Leave (SPSL) in 2022 to California employees

What happened?

Last year Governor Newsom signed AB-152 into law, which provided for a grant program for certain businesses to offset the costs of providing SPSL. The program is now open.

What are the details?

Program Overview

The California Small Business and Nonprofit COVID-19 Supplemental Paid Sick Leave Relief Grant Program will award grants to “qualified small businesses and nonprofits” on a first-come, first-served basis to assist qualified small businesses and nonprofits that have incurred costs for COVID-19 Supplemental Paid Sick Leave following Sections 248.6 and 248.7  of the California Labor Code. Grant awards can only be used for reimbursement of COVID-19 Supplemental Paid Sick Leave provided between January 1, 2022, and December 31, 2022. Applicants must provide proof of employee payroll records that verify all COVID-19 Supplemental Paid Sick Leave provided by the applicant following the requirements of the above sections of the California Labor Code that match the amount of the grant request.

Eligibility Requirements

For more information, please see the links below:

California Grant Website

Full Program Guide

Article 1, Article 2

What do employers need to do?

Employers should review the eligibility requirements to see if they qualify and also review the program guide above for further information.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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