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Click here to find out moreCalifornia is unique in providing numerous protected leaves of absence to employees that far exceed the federal leave laws, and it is easy for an employer to run afoul of the many, varied state and federal legal requirements concerning leaves of absence, accommodations, and the interactive process. In addition to the FMLA and ADA, California has its own requirements for accommodations under the Fair Employment Housing Act and for taking medical leave under the California Family Rights Act and the Pregnancy Disability Leave Act. There are also a myriad of non-medical leaves of absence for employers to manage, such as Domestic Abuse Leave, School Activities Leave, Volunteer Firefighters Training Leave and Victims of Crime Leave. And this year California has introduced the Paid Sick Leave law. The cumulative impact of understanding and proactively managing all of the protected leaves while running a productive business is a challenge. So many issues need to be considered, including: when is an employer on notice that an employee may need a leave of absence or an accommodation, when an employee needs an accommodation or a leave, what can be asked about his or her condition, can any restrictions or limitations be placed on intermittent leave, how much leave must an employer provide to an employee, and exactly what kinds of leave are employees entitled to, and what about religious accommodations? In this program for all in-house employment and corporate counsel having employees in California, Ann Kotlarski focuses on answers to these and many other questions as well as practical pointers to help manage your companys/ clients risk.
