03 Jul '14
On July 14, 2014, Ramit Mizrahi will be speaking about pregnancy rights and accommodations at the Orange County Bar Association Labor and Employment Section meeting. She will be speaking alongside Nancy Inesta, partner at Baker & Hostetler LLP.
Here are the details:
Pregnancy and Beyond: Understanding Workplace Accommodation, Leave, and Lactation Rights
Description: Multiple laws and regulations protect pregnant women and new mothers in the workplace. Recent regulations and cases have further clarified and expanded upon employers’ obligations to provide accommodations and protections. This panel will cover the most frequent issues that arise in the workplace from early pregnancy through the postpartum period. The panel will address requests for accommodations and transfers both during pregnancy and in the post-postpartum period; pregnancy, childbirth, and baby-bonding leave coverage; understanding job-protected leave vs. paid leave via the EDD; and lactation-related accommodations.
Date and time: July 14, 2014, 12 p.m.
Location: Radisson Hotel, 4545 MacArthur Blvd., Newport Beach, CA 92660
To register . . . .
This is the final post in a four-part series on California’s parental and family care leave laws. In the previous posts, I identified and discussed several barriers that prevent workers from taking time off to bond with new babies and care for sick relatives: lack of information about the law, the lack of job protection, and the financial hardship caused by unpaid leave. In this post, I address what I believe is the trickiest barrier: fear by workers that they will be penalized at work for taking job-protected leave.
A 2012 Department of Labor Survey on the Family and Medical Leave Act (FMLA) found that in a given year, among those protected by the FMLA, approximately 13% of workers took FMLA leave while another 5% of workers . . . .
Can you say with confidence if you are eligible for leave under the Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), Pregnancy Disability Leave Law (PDLL), or other laws? Do you know how much time you would be permitted to take off under each of these laws? Do you know the total time you could take off? If you answered anything other than “yes” to these questions, you are like most workers I speak with who don’t yet know what their leave rights are. Read on, and hopefully you will find the information you are looking for.
This is the third post in a four-part series on California’s parental and family care leave laws. In the first two posts, I identified the barriers that prevent workers from taking time off to bond with new babies and care for sick relatives and discussed two of them: the need for job-protection and the financial hardship caused by unpaid leave. In this post, I address yet another barrier to California workers taking the full leave time to which they are entitled: a lack of knowledge about their rights.
This is the second post in a four-part series on California’s parental and family care leave laws.
Last week, I identified the main barriers that prevent workers from taking time off to bond with new babies and care for sick relatives. In that post, I discussed the first barrier—lack of job protection—and covered some of the laws that offer job protections to California employees as well as avenues to expand them. This post discusses the second barrier that prevents employees taking time off from work to care for their child or for another family member: that they cannot financially afford to take the time off from work.
We have crafted laws that allow for workers to take unpaid leave for caregiving, including the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). However, many people who have the option of taking job-protected leave cannot do so because of the financial strain caused by unpaid leave.
What good is job-protected leave if you can’t afford to take it? . . .
Will you take family leave?
California moms: did you know that the majority of you may be eligible for nearly seven months of job-protected time off related to the birth of your child? Did you know that most of your time off would be partially paid—with wage replacement of about 55% of your pay, up to $1067 per week—through California’s Employment Development Department (EDD)?
Dads: did you know that most of you are eligible for 12 weeks of job-protected leave to bond with your new baby? Did you know that you can take that time off any time within the first year, including in increments? Did you know that up to six weeks of that time would be paid through EDD’s Paid Family Leave program (also 55% of pay up to $1067)?
Moms and dads: Knowing that, will you take the maximum job-protected leave allowed to you? No? How about the maximum amount of leave that is paid? Why not?
I have asked dozens of new parents these questions. . . .
Mizrahi Law, APC
- 234 E Colorado Blvd, Ste 800, 91101 Pasadena, California
- (626) 380-9000
- (626) 606-3999
- Ms. Mizrahi was elected as an officer of the State Bar of California Labor & Employment Law Section.
- Ramit Mizrahi has been selected as one of the Top 100 Super Lawyers® Rising Stars and Top 50 Women Rising Stars in Southern California.
- Ms. Mizrahi has been selected as a Pasadena Magazine Top Attorney.
- Ms. Mizrahi has been selected as a Los Angeles Magazine Top Women Attorneys In Southern California for the fourth year in a row.
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