Practical HR Tips, News & Advice. Updated Daily.
California employers must comply with the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) and, if there is a conflict, follow the law that is most beneficial to employees. This article provides tips on how to satisfy your medical certification obligations under those statutes.
Can an employee’s frequent tardiness be used to establish that she has a disability because she is limited in the major life activity of working? Does an employee have to request leave under the California Family Rights Act (CFRA) before she has the right to take job-protected leave under the CFRA? A California Court of Appeal answered those questions in a recent case brought by a radio host.
The final California Family Rights Act (CFRA) regulations, which took effect on July 1, bring California rules into closer alignment with FMLA regulations. While the changes mean fewer differences between state and federal regulations, some significant differences remain. Check out the infographic below for more information!
It’s practically impossible to try and cover everything that will change in California for both 2016 and 2017. So many midyear and other upcoming changes make it a difficult year. Why? Because it’s California, of course! Jonathan A. Siegel, partner at Jackson Lewis P.C., feels the pain of HR pros.
Most employers subject to the Family and Medical Leave Act (FMLA) regulations are well-versed in its main provisions, namely that it allows up to 12 weeks of leave for any of the following purposes:
Does a serious cold qualify as a serious health condition under the Family and Medical Leave Act (FMLA) and/or its state law counterpart, the California Family Rights Act (CFRA)? How about the flu? Leave of absence laws were established to protect employees with serious health conditions; do colds and the flu measure up?
The California Supreme Court issued a recent decision on whether courts may vacate (toss out) an arbitration award in which the arbitrator applied the “honest belief” defense to uphold the employer’s termination of an employee for engaging in outside employment in violation of company policy while on an approved leave of absence under the California […]
Yesterday, attorney Michelle Lee Flores of the Los Angeles office of Fisher & Phillips, LLP, started her rundown of top FMLA, CFRA, and PDL compliance tips for California employers. Today, the rest of her list—plus an invitation to a new webinar you won’t want to miss.
There may be no other subject in the state of California that evokes a greater cringe in HR professionals than family and medical leave. And this makes sense, as the rules are complicated and noncompliance can have grave consequences.
On Wednesday, we looked at 5 common situations that can get you sued over the mishandling of family leave. Today, 4 more—plus an invitation to a 1-day California-specific event that will get all of your trickiest leave questions answered once and for all.