Last week, we published several special bulletins covering COVID-19. Below are short summaries and links to the updates published since our last COVID-19 round up.
We will continue providing these special bulletins and updates as needed. Please visit https://www.lcwlegal.com/responding-to-COVID-19 for the most up-to-date bulletins.
On March 18, 2020, in response to the COVID-19 pandemic, and in an effort to reduce the impact of the virus on American families, the Senate passed the Families First Coronavirus Response Act (the Act) and President Trump signed the bill into law a few hours later. The law will go into effect
This blog was authored by Lisa S. Charbonneau.
Should your agency permit employees to use their available paid leave accruals prior to designating leave as Family Medical Leave Act (FMLA)-qualifying, even if your agency knows the leave is FMLA qualifying from the start? A new Department of Labor (DOL) Opinion Letter issued by the
This blog post was authored by Jennifer Rosner.
In a 2014 decision of the U.S. Court of Appeals, the Ninth Circuit Court in California held that an employee can affirmatively decline to use leave under the Family Medical Leave Act (“FMLA”). However, buyer beware! If an employee affirmatively declines to use FMLA to which
Fans of the late night television show Saturday Night Live probably have seen the recurring sketch called, “The Californians.” “The Californians” is a soap opera, and the characters portray Californian stereotypes, such as poking fun at the way Californians speak and drive and their obsession over traffic. One of the recurring jokes is that Californians
This blog was authored by Lisa S. Charbonneau.
Flu season is upon us again. This year hospitals across California have reported unusually high numbers of patients with flu-like symptoms and news outlets say this flu season is on track to being the worst in 10 years. What, if anything, can employers do to
This blog post was authored by Connie C. Almond and Danny Yoo
In 2008, the U.S. Department of Labor issued revised regulations interpreting the federal Family and Medical Leave Act (“FMLA”). Since then, California employers have been left uncertain as to which of the changes the Department of Fair Employment and Housing would adopt for
When the Ninth Circuit Court of Appeals, which covers California, issued its decision in Escriba v. Foster Poultry Farms last year, the decision was viewed as a victory for employers. Now, however, the decision is raising more questions than answers as employers struggle with designating FMLA leave.
In Escriba, an employee declined to use
This blog post was authored by Jennifer Rosner.
In a recent decision of the U.S. Court of Appeals, the Ninth Circuit Court in California held that an employee can affirmatively decline to use leave under the Family Medical Leave Act (“FMLA”). However, buyer beware! If an employee affirmatively declines to use FMLA that he/she
Do you have that employee who takes intermittent Family Medical Leave Act (FMLA) leave and is usually out on Mondays and Fridays? What about the employee on an extended FMLA leave who is going to school full-time? Is it possible for employers to verify FMLA abuse and prevent it? Although FMLA leave is highly protected