fmla, cfra, pdl, wc and ada: deciphering the alphabet soup of leave requirements lisa e. aguiar
TRANSCRIPT
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FMLA, CFRA, PDL, WC and ADA:Deciphering the Alphabet Soup of Leave Requirements
Lisa E. Aguiar
FMLA, CFRA, PDL, WC and ADA:Deciphering the Alphabet Soup of Leave Requirements
Lisa E. Aguiar
![Page 2: FMLA, CFRA, PDL, WC and ADA: Deciphering the Alphabet Soup of Leave Requirements Lisa E. Aguiar](https://reader036.vdocuments.us/reader036/viewer/2022070323/56649d965503460f94a7fb90/html5/thumbnails/2.jpg)
Mandatory Leaves/Time OffMandatory Leaves/Time Off
Medical/family care School Voting Military Jury/witness Crime/domestic violence/sexual assault “Kin care” Emergency duty
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Mandatory Leaves/Time OffMandatory Leaves/Time Off
Medical and Family Care► Family and Medical Leave Act (FMLA):
• 50+ employees► California Family Rights Act (CFRA):
• 50+ employees► Pregnancy Disability Leave (PDL):
• 5+ employees► Workers Compensation (WC):
• All employees► Paid Family Leave (PFL):
• All employees
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Mandatory Leaves/Time OffMandatory Leaves/Time Off
School► Employees entitled to 40 hours per
year to participate in school activities:•25+ employees•Can limit leave to no more than 8 hours
per month•May require use of accrued vacation,
personal leave or PTO
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Mandatory Leaves/Time OffMandatory Leaves/Time Off
Voting► Must grant up to 2 hours off to
vote:•All employees
► No requirement to pay employees
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Mandatory Leaves/Time OffMandatory Leaves/Time Off
Jury/Witness► Must grant leave to employee who
is summoned to jury duty: all employees
► Payment of wages•Non-exempt: no requirement to pay•Exempt: no deductions (but may be
offset with jury pay)
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Mandatory Leaves/Time OffMandatory Leaves/Time Off
Sick leave for “Kin care”► If employers offer sick leave must
allow employees to use half their annual accrual to care for a sick child, parent, spouse, etc.: all employees
► Interplay with FMLA/CFRA
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Mandatory Leaves/Time OffMandatory Leaves/Time Off
Emergency Duty► Must grant temporary leave of
absence to employees engaged in voluntary fire or law enforcement training: All employees
► Length of leave: up to 14 days per year
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Workers’ Compensation Leave Must be Provided When:
Workers’ Compensation Leave Must be Provided When:
Employee is employed by employer at time of injury
Employee was acting within course and scope of employment when injured
Employee’s injury is caused by the employment, either with or without negligence
Caution: Workers’ Compensation may cover injuries at home
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Reinstatement of Injured Employee
Reinstatement of Injured Employee
Does FMLA/CFRA apply? Reinstate to same or similar
position Engage in discussions re:
necessity for accommodation
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Family Medical Leave Act (FMLA)California Family Rights Act (CFRA)Family Medical Leave Act (FMLA)
California Family Rights Act (CFRA)
Applies to employers with 50 or more employees
Requires employer to allow qualified employees to take 12 weeks of leave in a 12 month period for the:
► Birth/adoption of a child► Employee’s own serious health condition► To care for certain family members who
have a serious health condition
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Benefits and Other Requirements
Benefits and Other Requirements
Must continue to provide medical benefits
May require use of vacation or PTO (must have policy)
► Except if receiving other benefits (SDI, PFL, etc.)
May require use of sick leave if for the employee’s own serious health condition
Must reinstate to same or comparable position
► (Exception for key employee)
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Pregnancy Disability Leave (PDL)
Pregnancy Disability Leave (PDL)
Applies to employers with 5 or more employees
Requires employers to grant up to 4 months leave for a disability related to pregnancy
Interplay between FMLA, CFRA and PDL
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Benefits and Other Requirements
Benefits and Other Requirements
Not required to continue medical/dental benefits (unless continued for other temporary disability leaves)
May require use of sick leave (must have policy)
May not require use of vacation or accrued PTO (employee may use at her option)
Must reinstate to same position
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Paid Family Leave (PFL)Paid Family Leave (PFL)
Family temporary disability insurance program that provides employees up to 6 weeks of partially paid leave per year to:► Bond with a newborn or adopted
child, or► Care for a seriously ill family
member
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Key Components of PFLKey Components of PFL
No minimum hours/days worked requirement
Employers may require use of two weeks of vacation
One week waiting period
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Americans with Disability Act (ADA)
Fair Employment and Housing Act (FEHA)
Americans with Disability Act (ADA)
Fair Employment and Housing Act (FEHA)
Requires business with 5 (FEHA) and 15 (ADA) or more employees to reasonably accommodate disabled individuals in hiring, firing, benefits and other terms, conditions and privileges of employment
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ADA/FEHAADA/FEHA
Protects a qualified individual with a disability: An individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires
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What is a Disability?What is a Disability?
Has a physical or mental impairment that limits a major life activity
Has a record of such impairment Is regarded as having an
impairment
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What is an “Essential Function” of a Job?
What is an “Essential Function” of a Job?
The fundamental job duties of the position
The reason the job exists is to perform that function
Employer always determines the essential functions of a job
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Reasonable Accommodation
Reasonable Accommodation
Any modification or adjustment in a job, an employment practice, or the work environment that allows an individual with a disability to enjoy an equal employment opportunity
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Examples of Reasonable Accommodation
Examples of Reasonable Accommodation
Job restructuring Part-Time or modified work
schedules Reassignment to a vacant position Acquiring or modifying equipment
or devices Leave
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FMLA, CFRA, PDL, WC and ADA:
Deciphering the Alphabet Soup of Leave Requirements
FMLA, CFRA, PDL, WC and ADA:
Deciphering the Alphabet Soup of Leave Requirements
Lisa E. Aguiar, Esq.Ropers Majeski Kohn & Bentley50 West San Fernando Street
Suite 1400San Jose, CA 95113
(408) [email protected]