Labor & Employment Law Blog

Employers have new accommodation obligations under the federal Pregnant Workers Fairness Act (“PWFA”), which became effective June 27, 2023.

The federal PWFA grants covered employees a right to reasonable accommodations related to pregnancy, childbirth, and related medical conditions, even if an employee’s condition does not qualify as a “disability” under the Americans with Disabilities Act (“ADA”). Covered employers include those with more than 15 employees. Covered employees include those who are pregnant, recovering from childbirth, or have “related conditions.” Employers must adjust their policies, practices, and trainings to fulfill this new law’s mandates and avoid potential liability.

On May 12, 2020, the Oakland City Council approved an ordinance establishing emergency paid sick leave for Oakland employees during the COVID-19 pandemic.  Oakland now joins several other jurisdictions in California in taking action to supplement the emergency sick leave already provided by the federal Families First Coronavirus Response Act (FFCRA).

The City of Long Beach, California enacted a new supplemental paid sick leave ordinance on May 19, 2020, which is effective immediately.  The ordinance applies to employers with 500 or more employees nationally and excludes those who are required to provide paid sick leave benefits under the federal Families First Coronavirus Response Act. 

Effective January 1, 2018, benefits under Paid Family Leave (“PFL”) and State Disability Insurance (“SDI”) increased for all income levels and the seven-day waiting period for PFL was eliminated.

A California jury returned a verdict in favor of Dollar Tree Stores, Inc. last week, finding that the discount retailer’s practice of printing employee paystubs on cash register receipts did not violate California law requiring employers to provide accurate wage statements to employees.  Guillen v. Dollar Tree Stores Inc., case number 2:15-cv-03813, (U.S. District Court for the Central District of ...

On September 15, 2017, the 2017 California legislative session ended, with several employment-related bills being sent to the Governor’s desk.  The Governor has until October 15, 2017 to sign or veto bills passed by the Legislature.  Below is a quick summary of key bills that may be signed and become effective in the upcoming year:

Last year Governor Jerry Brown signed AB 2337, requiring employers to provide employees with a notice regarding the availability of domestic violence victim leave. The notice must be provided to new hires and other employees upon request.  The notice requirement took effect July 1, 2017, with the California Division of Labor Standards Enforcement (“DLSE” otherwise known as the Labor Commissioner ...

On January 13, the California Court of Appeal issued a decision in favor of an employee of San Diego Miramar College who was released for “job abandonment” while out on medical leave. The court reversed the trial court’s judgment in favor of the College, holding a reasonable fact-finder could conclude the College retaliated against the employee for taking medical leave protected under the California ...

On April 27, 2016, the federal Department of Labor (“DOL”) released an updated Family Medical Leave Act (“FMLA”) poster.

In general, the FMLA requires employers with 50 or more employees to provide up to 12 weeks of unpaid leave to employees to care for the employee’s serious health condition or a serious health condition of a family member.  The FMLA requires such employers to post a notice regarding ...

The California Department of Industrial Relations (“DIR”) is reminding employers in the state that they are required to notify workers about the new law that mandates paid sick leave. [Notice to Employers]

The DIR notice reminds employers that all employers were required to post a notice about the new law in a conspicuous place at the work site by January 1, 2015.

Employers were also required to provide ...