Leave Rights for California Employees

Table of Contents

Public Sector

Last Updated: 06-20-2018

It is a full time job just to list the leaves available to California workers, let alone administer them. For example, California employees are entitled to industrial injury leave, ADA/FEHA accommodation leaves, California Family Sick Leave, California Pregnancy Disability Leave, FMLA/CFRA leave, Family Temporary Disability leave, military leave, leave to appear at a child's school, leave for victims of domestic violence, leave for jury duty and court appearances, time off to vote, leave due to incarceration and use of accrued compensatory time off. To make things more interesting, many of the leaves run concurrently – but not all do. Several of the leaves share definitions and eligibility criteria – but they also carve out exceptions unique to applying that particular leave.

While an understanding of the leave laws is an essential guide to navigating these leave rights, its application is highly fact specific. Thus, those charged with administering leaves must not only understand the law, but develop intimate familiarity with applicable collective bargaining agreements, city ordinances, and agency policies and procedures. This workbook provides busy managers, supervisors, and human resources professionals with a quick reference guide through the tangled web of the leave laws applicable to California workers. It addresses each leave separately, flagging concurrent leave issues as they arise. Eligibility criteria, computation issues, definitions of key terms, and practice tips for administration are all addressed. In addition, the workbook takes a broad look at the privacy issues that employers face when dealing with the myriad of medical leaves available to employees in California.

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Disclaimer: This document is provided as a benefit to Liebert Library subscribers and cannot be shared outside of their organization. The information contained within is a template only and is not designed to address the specific and unique issues, internal rules, practices, and/or governing documents that might be in place at your organization. You should always consult with legal counsel prior to implementation of any documents.
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