2020 California Employment Law Update #4: Time Off

How do California’s new rules and regulations impact time off? Find out how in this 4th part of our series on CA employment law.

2020 California Employment Law Update #4: Time Off
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How will California’s new rules about time off affect your nonprofit?

In 2020, California has new rules, regulations, and court rulings that have changed the employment law landscape. In this four-part series, we bring you key new laws for 2020. Our fourth update is on time off.

Organ Donation Time Off Expanded

Current law provides that employers with 15 or more employees must provide a paid leave of absence to an employee for the purpose of being an organ donor. The time off was for 30 days in a one-year period. The new law (AB 1223) gives the organ donor another 30 days of unpaid time off. As before, any time off under this law may run concurrently with time off under the FMLA and CFRA.

Paid Family Leave

Later this year (July 2020), California’s Paid Family Leave wage replacement benefits will increase from six weeks of benefits to eight weeks of benefits. These benefits are for employees who are on protected (or granted) time off to care for another – an ill family member or for new child bonding. As before, this is not the right to take time off, but access to wage replacement while on leave.

San Francisco’s Paid Parental Leave Ordinance

SF’s Paid Parental Leave Ordinance requires San Francisco-based employees to be paid for baby-bonding time off in conjunction with the employee’s Paid Family Leave benefits. In July, then, this benefit will extend to eight weeks as well.

The full 2020 California Employment Law Update series:

  1. Arbitration in the Workplace
  2. Compensation
  3. Fair Employment
  4. Time off

About the Author

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Jeanine DeBacker of McPharlin Sprinkles & Thomas LLP represents employers throughout Northern California when employees sue for harassment, wrongful termination, discrimination and not getting paid correctly. She also advises clients on how to avoid getting sued in the first place. Jeanine conducts trainings for employees on harassment prevention and maintaining a respectful workplace. Finally, Jeanine is a neutral workplace investigator.

Articles on Blue Avocado do not provide legal representation or legal advice and should not be used as a substitute for advice or legal counsel. Blue Avocado provides space for the nonprofit sector to express new ideas. Views represented in Blue Avocado do not necessarily express the opinion of the publication or its publisher.

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