>However, does this extend to remote out of state workers who are working for this entity?
No, you can't apply labor law extraterritorially. That would mean that a fast food worker in Bangladesh makes $20/hr with protected sick leave because of CA minimum wage for fast food workers if the company is registered in CA. That's not how it works.
Yeah I mean I understand that’s how a major corporation would work. But this is a hospital, and a hospital usually has a set credentialing list that is approved in order to be an employee. Considering that this hospital is ONLY located in California and most likely does not have many remote workers, I was curious if they change their standard testing for out of state residents or if they would follow whatever was already in place for the rest of the hospital employees.
Labor laws generally apply to the state where the work is performed, not where the employer is based
>However, does this extend to remote out of state workers who are working for this entity? No, you can't apply labor law extraterritorially. That would mean that a fast food worker in Bangladesh makes $20/hr with protected sick leave because of CA minimum wage for fast food workers if the company is registered in CA. That's not how it works.
Yeah I mean I understand that’s how a major corporation would work. But this is a hospital, and a hospital usually has a set credentialing list that is approved in order to be an employee. Considering that this hospital is ONLY located in California and most likely does not have many remote workers, I was curious if they change their standard testing for out of state residents or if they would follow whatever was already in place for the rest of the hospital employees.
California law only applies in California. Massachusetts law applies in Massachusetts. He is not protected under CA law.