California bill extends leave to care for designated person

California bill extends leave to care for designated person

In addition, the bill provides for a job-protected leave, which means that after the break ends, the employer must reinstate the employee in the same position he held before the leave or in a job with similar duties and salary that can be performed in the same or similar geographic location. take place prior to the employee’s leave.

The CFRA, according to the government, guarantees unpaid leave for reasons such as:

  • Birth of an employee’s child or placement of a child with an employee in the context of the adoption or fostering of the child by the employee.
  • Caring for a child, parent, grandparent, grandchild, sibling, spouse, domestic partner or designated person with a serious medical condition.
  • Serious medical condition of the employee which renders him unable to perform the duties of his position, except for leaves taken for disability due to pregnancy, childbirth or related medical conditions
  • Qualifying requirement related to covered active duty or call-up to covered active duty of the spouse, domestic partner, child, or parent of an employee in the United States Armed Forces, as specified in Section 3302.2 of the Unemployment Insurance Code.

The bill also guarantees the right of employees to take family leave, noting that it would be illegal for any employer to fire, penalize, suspend, discriminate against or retaliate against someone who has taken family leave.

Read more: What Does California Workers Compensation Cover?

Under these policies, employers can require employees to present certification from a health care provider proving the serious illnesses of the person requiring care, according to reports.

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