FMLA and Becoming a Parent
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:
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:
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.
CFRA, FMLA, PDL—it’s a regular alphabet soup when it comes to keeping up with the laws related to managing possible pregnancy leave options in California. Let’s take a look to see what leaves may apply.
It’s crucial for employers to understand their obligations under both California and federal leave and disability laws—especially given the recent changes to California’s pregnancy disability leave (PDL) regulations. Let’s start with some PDL basics:
California employers administering a leave of absence – be it for PDL, FMLA, or CFRA leave – have to be sure they understand which laws apply in any given circimstance. For example, which of the laws cover baby bonding time? Can that time be taken intermittently? What happens when an employee out on PDL has […]
Governor Jerry Brown recently vetoed four of the five bills the California Chamber of Commerce identified as “job killers.” The one job-killer bill signed into law is Assembly Bill 22, which severely restricts a prospective employer’s use of credit reports to screen applicants.