Expansions To The California Family Rights Act
In 2021, new labor laws in California may impact how employers relate to their employees in some important ways. Some of the most significant changes come in the form of amendments to the existing California Family Rights Act (CFRA).
One significant change is in the size of the company covered by the CFRA. Previously, the requirements applied to companies that employed at least 50 people. Under the revised law, companies with as few as five employees may now be subject to the regulations. This substantial change greatly widens the scope of the CFRA and means that many more companies must now learn and follow the regulations. There are some provisions, however, that even larger companies will have to learn, now that the law has been amended.
Time Off For A New Child Or A Medical Condition In The Family
The amended law changes the requirements as to how much time off employers are required to allow employees who have had a child (by birth or adoption) or who experience another qualifying medical situation. Under the new provisions of the CFRA, employers are obligated to allow covered employees to take up to 12 weeks of unpaid, job-protected time off in a 12-month period following the birth (or adoption or fostering) of a child, or to care for a personal medical condition.
The CFRA allows an employee this leave to care for a child, parent, spouse, or domestic partner with a medical condition requiring the employee’s care. With the new amendments, the law now also covers time off to care for three new categories of family members: grandparents, grandchildren, and siblings.
Previously, an employer was not required to grant an employee CFRA leave if the company employed fewer than 50 people within a 75-mile radius of the worksite. The new revisions to the CFRA eliminated this 75-mile restriction. However, the law continues to require that the employee has to have been with the company for over a year and must have worked at least 1,250 hours at the company during the previous span of 12 months in order to be entitled to leave under the CFRA.
Family Leave For Both Parents At The Same Company
If a company employs both parents of a new child, the company is required to provide them both with up to 12 weeks of unpaid, job-protected leave for bonding with the new family member. Along with the changes, the law eliminated the New Parent Leave Act (NPLA) beginning at the start of 2021, because the updates to the CFRA made the law so broad that it now covers all of the companies and issues that the NPLA covered, making the NPLA redundant and unnecessary.
Family Leave For Military Service In The Family
The amendments to the CFRA also involved changes to the Paid Family Leave program. The law now allows an employee to take time off to be involved in certain situations (“qualifying exigencies”) that relate to the active duty service, or a call to active duty, in the U.S. Armed Forces, for an employee’s spouse, domestic partner, child, or parent.
California Labor, Employment Attorneys Are Here For You
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