Sacramento, CA: It’s a sad commentary on the preparedness of employers that there are so many instances of litigation surrounding the federal Family and Medical Leave Act (FMLA), and the state-centric California Family Rights Act (CFRA) given the wealth and breadth of knowledge available. An employer well-versed and conversant on the Acts, and the respective relationships between the two, can easily prevent an FMLA lawsuit from occurring. What’s more, the latest information is readily available to Human Resources Departments (HR) as well as the public at large.
Sacramento, CA: The devastation to Texas, and in particular Houston in the wake of Hurricane Harvey together with the death and destruction wrought by Hurricane Irma serves as a reminder to all employers that hardship which follows such a disaster can trigger a request for leave under the Family and Medical Leave Act (FMLA). And while California is not generally exposed to the ferocity of hurricanes, other disasters such as droughts and wildfires can lead to crises and hardship equally horrific.
Sacramento, CA: Few would argue that while the federally-regulated Family Medical Leave Act (FMLA) and its State counterpart The California Family Rights Act (CFRA) go to great lengths in guaranteeing certain rights and protections for workers who are themselves ill or have responsibility for a sick or injured family member, the interaction of the two can be complex. And while pundits observe that claims and lawsuits within the FMLA and CFRA are increasing, so too are the cautions that such regulations are complex and require the expert services of a qualified attorney to wade through the quagmire.
Berkley, CA: Tom Spiggle is an attorney and author of You’re Pregnant? You’re Fired: Protecting Mothers, Fathers, and Other Caregivers in the Workplace. In a blog originally appearing last year and updated last month in Huff Post (06/15/17), Spiggle notes that various protections at both the federal and state level that help insulate workers from discrimination (such as the federal Family Medical Leave Act and the California Family Rights Act) are valuable tools for the protection of worker rights. At the same time, however such a patchwork of protections crossing various jurisdictions can inject a high level of complexity into the mix.
Sacramento, CA: Employers based in California and who employ 50 or more workers face an extended basket of regulations through the California Family Rights Act (CFRA), which augments the federal Family and Medical Leave Act (FMLA). Thus, anyone filing an FMLA lawsuit in the state of California benefits from extended protections through the CFRA. And yet, notes the California Chamber of Commerce (CalChamber), there are, in some cases overlapping and conflicting tenets resulting from the conjoined Acts.
Los Angeles, CA: A former executive with Black Entertainment Television (BET) in Los Angeles has filed an 18-count wrongful dismissal lawsuit against BET and parent company Viacom Inc. Amongst the allegations are charges of discrimination, gender bias and violations against the Family and Medical Leave Act.
Sacramento, CA: We are just beyond the one-year anniversary of an expansion to the California Family Rights Act, or CFRA, that was first brought in 16 years ago.
Los Angeles, CA: Federal legislation that hopes to mirror rights for family and medical leave currently observed by California and one other state, has been proposed by Democratic lawmakers in the Congress. The Family and Medical Leave Act was introduced previously, but was not successful in passing through Congress and thus never made it to the desk of then-President Barak Obama in 2013, when the Bill was first proposed. This time, Representative Rosa DeLauro (D-Conn.), and 113 co-sponsors reintroduced the House Bill, while Senator Kirsten Gillibrand (D-N.Y.) reintroduced its companion legislation in the US Senate.
Sacramento, CA: California is looking to expand parental leave laws to require smaller businesses to provide parental leave to employees. If approved, the law would require employers with 20 to 49 employees to provide parental leave to employees. Current law only requires companies with 50 or more employees to provide parental leave.
Anaheim, CA: When it comes to defending Family and Medical Leave Act rights, regardless of whether the employee is in California or Ohio, there are certain rules an employer cannot break. Federal FMLA laws apply across the US, while state laws, such as California FMLA, apply only to the individual states. Despite the existence of state FMLA laws, though, there are regulations that employers in every state must follow. Among them is the rule concerning retaliating against employees.