New Law 2018 – Parental Leave Requirement Expanded to Smaller Employers
If your business employees 20 to 49 employees, you must prepare for a significant change that many small businesses deem a significant burden – job-protected parental leave. On October 12, 2017, Governor Brown approved SB 63, which expands the leave requirements of the California Family Rights Act (CFRA) to employers who employ at least 20 employees within a 75 miles (down from the threshold of 50 employees). If your company does not have a parental leave policy, or has one that does not meet the requirements of the new law, the next couple of months is the perfect time to create one, updated your employee handbook, and establish a contingency plan on how you will cover for employees who may take anywhere between 3 to 7 months of leave. Here is a short outline of the new Government Code Section 12945.6’s requirements: Employers with at least 20 employees within 75 miles of the worksite must now do the following: 1. Provide up to 12 weeks of parental leave to an employee who has worked for the employer for more than 12 … Continue reading
New California Law: Continued Health Benefits While on Maternity Leave
We continue on our review of the new California laws that go into effect on January 1, 2011. The bill of the day is SB 299. As of January 1, 2012, employers will be required to continue group health coverage for up to 4 months for female employees who take pregnancy disability leave (maternity leave). Currently, employers are only required to provide group coverage for up to 12 weeks while employees are on pregnancy leave. The federal Family and Medical Leave Act (“FMLA”) and the California Family Rights Act (“CFRA”) require employers to allow female employees to take up to 4 months of unpaid maternity leave for a “pregnancy-related condition.” The pregnancy disability leave is in addition to the 12 weeks of “maternity leave” which is allowed for parental bonding. With the new law, employers must continue the healthcare benefits of an employee on leave for pregnancy disability for up to 4 months on the same terms and conditions as before the pregnancy leave. For example, if the arrangement was for a 50/50 split on the premium, that arrangement must continue … Continue reading