Employ­ment Pro­tec­tions for Vic­tims of Domes­tic Vio­lence, Sex­u­al Assault or Stalking

July 1, 2017 – groups of 25 or more employ­ees – must pro­vide spe­cif­ic infor­ma­tion in writ­ing to new employ­ees upon hire and to oth­ers upon request of their rights to take leave with regard to being a vic­tim of domes­tic vio­lence, sex­u­al assault or stalk­ing.  The Labor Com­mis­sion­er is to devel­op a form for mak­ing this request

Pro­tec­tion for Patients from Sur­prise Med­ical Bills

July 1, 2017 – patients who receive care in “in net­work” facil­i­ties will have to pay only in net­work cost shar­ing.  The law also says that health plans pay non con­tract­ing health care providers the plan’s aver­age con­tract­ed rate or 125% of the Medicare rate, whichev­er is greater.

Com­ment – not much effect here as the aver­age con­tract­ed rate is high­er than 125% of Medicare – it is still a major mis­take to see some­one not on the provider list due to the severe cut­backs in pay­ment allowance (the patient always pays the dif­fer­ence between the billed charges and the allowed amount) and, as with many con­tracts, the sep­a­rate deductible and co insur­ance tracking.

San Fran­cis­co – Employ­er Paid Parental Leave

July 1, 2017 – groups of 35 or more employ­ees – must pro­vide six weeks of paid parental leave Must pay eli­gi­ble employ­ees 45% of week­ly gross wages up to a max­i­mum of $924 per week Cap based on the Cal­i­for­nia Paid Fam­i­ly Leave Act which shows 55% and $1,129 per week For part time and tem­po­rary as well as full time – must be employed at least 180 days To deter­mine eli­gi­bil­i­ty, employ­ers use a three month “look back” peri­od Employ­er can require employ­ees to use up to 2 weeks of unused accrued vaca­tion first This vaca­tion time can be count­ed toward the six week paid parental leave period

Eli­gi­ble employ­ees must also work at least 8 hours per week in San Fran­cis­co, with at least 40% of their week­ly hours in San Fran­cis­co and be eli­gi­ble for Cal­i­for­nia Paid Leave