California Coronavirus Update: EDD’s Available Resources and Benefits

The government in California has been taking a lot of steps in response to the coronavirus outbreak, including the Governor declaring a State of Emergency. In some excellent news, the government is providing guidance to employers on what resources will be made available if employees are unable to work due to the coronavirus, and other related concerns. 

The California Employment Development Department (EDD) has announced the resources and benefits it is making available for employees and employers impacted by the coronavirus, COVID-19. We are detailing each of those here for you. 

 

SDI benefits for employees who are sick from or quarantined due to the coronavirus

California’s State Disability Insurance program provides up to 52 weeks of partial wage replacement benefits for employees who are unable to work due to certain non-work-related medical conditions. The Employment Development Department (EDD) has announced that coronavirus will be considered a covered medical condition, qualifying individuals for benefits. Therefore, if you have an employee who is unable to work due to the coronavirus, you should encourage them to apply for SDI benefits so that they do not go entirely without pay. 

 

PFL benefits for employees who are caring for a sick or quarantined family member

California’s Paid Family Leave (PFL) program provides up to 6 weeks of partial wage replacement for employees who need time off from work to care for a family member with a serious medical condition. Being a caretaker for an individual who is impacted by the coronavirus can qualify an employee for PFL benefits. Employees can apply for those benefits here

Related Reading: Practical Guidance for Employers Handling the Coronavirus Outbreak

 

Employers can apply to the Work Sharing Program to make partial unemployment benefits available to employees who have reduced hours

Anytime an employee has a reduction in hours or is temporarily released from work, they can apply for full or partial unemployment benefits. However, to continue being eligible for UI benefits, the employee has to show that they are actively trying to seek out full-time work. If you are only temporarily reducing employee hours due to the coronavirus, this unemployment benefit system isn’t ideal because it adds to the risk of the employee leaving their job to look for other work. That action could result in you being short-staffed when you want to come back at full capacity. 

Fortunately, EDD has a remedy for this situation. Employers can apply to the Work Sharing Program, which allows employees to collect unemployment benefits without having to look for other work. It’s meant to allow employees to receive income relief while still allowing the employer to retain these employees to return back to work full-time when conditions change. 

If you know that you need to reduce some or all of your employees’ hours but intend to restore everyone back to their regular hours in the future, we highly recommend you take advantage of this program. There are detailed eligibility criteria outlined on the program’s web page. There are also several detailed FAQs and resources for more information on the bottom of that page.

 

Support for employers considering closure or major layoffs

California has a Rapid Response Program to support employers who are considering drastic measures like closures and layoffs. The Rapid Response teams can provide onsite services to assist you and your employees as you review their options. 

 

Employer tax assistance

The EDD is accepting requests for extensions to file state payroll reports and to deposit state payroll taxes. Employers can contact the EDD Taxpayer Assistance Center for information.

 

Additional information for employers

  • The California Labor Commissioner has published FAQs on topics such as how CA paid sick leave benefits can be used in relation to the coronavirus, and pay obligations if an employee is on leave.  
  • The California Department of Public Health has a page dedicated to news updates.
  • The California Department of Public Health has been issuing Guidance for Healthcare Facilities

 

Related Reading:

Practical Guidance for Employers Handling the Coronavirus Outbreak

CARES Act: SBA Loans and the Paycheck Protection Program

Unemployment Eligibility Expanded Under the CARES Act

Families First Coronavirus Response Act Guidance and FAQ

Remote Work Checklist for Employers

 

Comments have been temporarily disabled, as we are focusing on responding to questions from our existing CEDR HR Solution Center members. If you would like to learn more about becoming a Solution Center member to gain access to our team of HR professionals, please email us at info@cedrsolutions.com

Mar 9, 2020

Friendly Disclaimer: This information is general in nature and is not intended to provide legal advice or replace individual guidance about a specific issue with an attorney or HR expert. The information on this page is general human resources guidance that is believed to be current as of the date of publication. Note that CEDR is not a law firm, and as the law is always changing, you should consult with a qualified attorney or HR expert who is familiar with all of the facts of your situation before making a decision about any human resources or employment law matter.
Related Reading
HRA Intro Video
HRA Intro Video

  NEXT VIDEO >> HRAs, or Health Reimbursement Arrangements, are the newest and most convenient way for small business owners to provide tax-free health benefits to their employees without dealing with the hassle of a "one-size-fits-all" style group plan....

read more
Episode 105: Artificial Intelligence and HR?!
Episode 105: Artificial Intelligence and HR?!

For this episode of What the Hell Just Happened?! Paul Edwards discusses how artificial intelligence (AI) is working its way into the world of business ownership and management with CEDR Senior Solution Center Advisor Halisi Tambuzi. Can AI be unintentionally biased? If so, how would that affect your practice? How can you prepare for a world of AI integration? Listen as Paul and Halisi analyze the risk that AI can create if used without caution, as well as how you still may be able to find ways to leverage the value of this emerging technology to streamline HR processes at your practice.

read more
Episode 104: Can I Mandate Vaccines for New Employees?
Episode 104: Can I Mandate Vaccines for New Employees?

For this episode of What the Hell Just Happened?! Paul Edwards discusses the ever-evolving world of COVID vaccine mandates with CEDR Compliance Officer Nora Gustafson, including if you, as an employer, can require your new hires to get vaccinated before starting employment with you. Are you legally allowed to make vaccination a requirement? Can you list it as a requirement in your job ad? Or, do you have to leave it all alone and hope your new hires are doing what you’d ideally like them to do? Listen as Paul and Nora analyze the risks associated with vaccine mandates and explain how to handle them in a safe and legally compliant way.

read more
Share This