Leave Rights in California: Part 2 (2023)
Getting hurt or sick is no fun, but what’s worse is worrying that you’ll lose your job if you take time off to recover. That’s why employee medical leaves are protected under both the federal Family and Medical Leave Act (FMLA) and the analogous California Family Rights Act (CFRA).
Has FMLA/CFRA been good for the workplace?
Ever since FMLA went into effect in 1993, it has been a success. A U.S. Department of Labor report issued in June 2007 found employee reactions to FMLA to be uniformly positive. The report referenced a 2000 Westat Report which had found that “89% of employers reported that the FMLA has had either a positive or neutral effect on employee morale”. Numerous employees also commented that FMLA encouraged a “greater sense of loyalty to their employer”.
Nevertheless, some argue that FMLA/CFRA does not go far enough. I have already posted about how U.S. leave policies continue to lag far behind those of other countries around the world. See “U.S. FMLA/CFRA Leave Lags Far Behind Rest of World”. The AFL-CIO also cites a national survey conducted by the National Opinion Research Center of the University of Chicago which found:
- the U.S. ranks at the bottom of 21 high-income nations in providing parental leave for workers
- 1 in 6 workers were fired, disciplined or threatened by their employer for taking time off for illness or to care for a sick family member
- Nearly 50 percent of private-sector workers and 76 percent of low-income workers have no paid sick days
It isn’t hard to understand why better leave policies would be better for everyone. According to Deborah Leff, president of the Public Welfare Foundation, paid sick leave is not only good workplace policy, but “good public health.”
The lack of paid sick days has real consequences for Americans forced to choose between losing a day’s pay or going to work sick. It’s difficult for employees to be productive when they are not well. They also expose co-workers and customers to illnesses.
“Sick and Fired: U.S. Workers Struggle Without Paid Sick, Parental Leave”
Employers complain that leave policies can be difficult to administer and that leave abuse is rampant.
Marc Freedman, director of labor law policy for U.S. Chamber of Commerce, had this to say:
It’s just too confusing and too vague. Right now, the system is such that it allows an employee who wishes to, to game the system.
“Do employees abuse the Family and Medical Leave Act?”
But employers should be asking themselves, is it really in their interests to have sick employees or employees with sick family members reporting to work for fear of losing pay or their jobs? Because the data suggests that that is exactly what is happening. The Institute for Women’s Policy Research conducted a study that concluded improved medical leave laws could save the U.S. economy $8.1 billion a year by preventing lost productivity due to sick workers, the spread of illness to co-workers and customers and worker turnover.
Besides, a suspicious employer can always ask the employee to undergo a second examination in order to get a second opinion whether medical leave is really justified. It is difficult to understand why more employers don’t take advantage of this little-used regulation.
If you believe your employer has interfered with or retaliated against your medical leave rights, contact a lawyer right away as strict filing deadlines may apply.
I’m a get it done gal No Off Button love people and moving about for my body type I have to other wise I’d be huuughe ! I got my job after a long time of no job 7-11 to 2-15 due to being FRAUDED. ( ANOTHER STORY) I went in to my employer LUCKY’S and demanded ” I ‘m not leaving without an apron “! Thus I was hired. From Roofing Contractor to Bagger I didn’t care I wanted to work and NEEDED the work. My first day asked me to sell 30 wholey guacamoley . . .in 8 hours I sold 420 ( but one get one free ) . . like my whole life I ran and I do mean ran ( I could run then ) did shopping carts, helped customers, did go backs, they put me on BBQ DUTY , I got PUT in Deli DEPT, I was put on the floor to sell what ever needed, I made flowers for mothers day I didd demo for meat DEPT then they put me in my death chamber the ” Check Stand ! ” 1 year now and I can’t walk, could not run to put a fire out, ! Have filed a W.C. back in July got no where cuz manager now gone said it was not work related to U.S.Health Works over the phone authorizing my visit. They never touched me just shoved me in for exrays and handed me a note saying not work related and pushed me out the door ! Continued to develop more and more changes in my feet so I took picks still do every 3 days or so. I had gotten Plurascy in Jan 18 and was told out of work for 4 days duri g that next visit I got hospitalized for 2 days then once I was off via Dr note I had my feet looked at by a podiatrist since I was getting worse. That Dr. Gave me a note requesting no standing in one spot for longer than an hour for work modification. Which is NOT BEING HONORED! NOW THEY are questioning my Dr. Notes I was never given any FMLA or LOA or Wap info or forms then I was told I didn’t have a W.C. Claim and the corvel card I was sent to use for any meds then was denied and now because I mixed the top because I had time too I was told straight out ” ” if you don’t provide something different your going to be fired ” ! Now that’s hostile environment as well who wants to go to work knowing they are going to call you in the office and tell you your FIRED. I went to my union at the start of April that’s how I heard about all the 3 letter depths. And he requested the HR get a hold of me which she finally did the day she acused me of falsifying the Dr. Notes. Union offered me our unions attorney for questions etc. So how it looking for me your advice very welcomed.
Ja’net Raines.
Hi I work housekeeping at a local hotel when I was hired I was never told it was apart time job or that I would be on call
I get called off frequently sometimes only working one or two days a week and not full days maybe only two hours of work
Recently I’ve had some health issues a d had to take a day off hear and there well two weeks ago I felt faint and really sick and wanted to go to the emergency room
I asked the girls I worked with if they could take on my work area for the day they could cause it was a light day
And they would collect my hours
Well I clocked out and was trying to leave and my boss comes up to me upset saying I should have called off before shift if I wasn’t feeling well
I explained my symptoms came on all of a sudden three hours ago I felt fine well he proceeded to get upset asking what I expected him to do and he didn’t want me to leave to the hospital
So I had to finish my shift worried I’d loose my job I’ve had days I felt sick and called in before work and was made to come in anyway can he do this
He’s also requested that no cleaners or water be used on bathroom fixtures
Just to wipe the water marks off with a dry rag
This is my first job and idk what to think is all this legal??
I was hired and work in the company last Jan.16,2017 Enersys Union City….with estimated of 20 employee 5 in Reserve Power Dept. and 15 in Motive Power.And then last Aug. 01 I called and sick bcoz my right metatarsal joint was swollen and painful.I went in the doctor to have a checked up and he send me to get X-ray and MRI of my foot.And then when the doctor got the result he recommend for a surgery.I informed my work admin I wasn’t able to go back to work bcoz I have a surgery on Aug.25 for implant fission of my metatarsal joint.That time I have 28hrs left on my vacation and I’m not qualified to take FMLA bcoz I need to work in the company in one year.And then they told me a Short Term Disability….I apply and they approved my STD from Aug.01,207 to Jan.29,2018.I informed HR about my returning to work and I was cleared by the doctor.The doctor gave them also a note that im going back to work on Jan.30 with restriction not to lift more than 10lbs in one month from the date of my first day in the job bcoz I have implant plate in my right metatarsal joint.After that HR answer my email and she said she talk my manager and supervisor and we won’t let you to go back to work for now bcoz I have restriction.On your job description as field service technician is you need to lift up to 50lbs on daily basis.After that HR send me a letter and I received it Feb.02,2018 HR said after the time frame of your unpaid vacation from Aug.01 to Jan.29 you supposed to go back to work Jan.30.Your doctor approved you restriction for one month and the company are not giving you a accommodation in your restriction or give you a additional leave.As a result the company ending your employment effective Feb.01,2018.
May I know if it is legal to terminated me for my one month restriction given by my doctor? It’s that legal to talk on their own language and laugh at me.Its that right to called me DAMN ASS….YOU DONT KNOW SHIT…..in front of the customer? Texting me WHATS UP BEACH Then I’m using the company tools the son of the manager told me if break that tools “I WILL KILL YOU” the manager and supervisor was there when he told me that.I report that in the supervisor but he didn’t make a report bcoz they are the same nationality.I suffered a lot of things to those people it’s really hard to forget they treat me like shit
Before
It sounds like you need to consult 1) possibly a workers compensation lawyer if your injury was work-related and 2) a disability discrimination lawyer. Having two or more lawyers working on your case is not unusual, just make sure your lawyers know about each other so that they don’t step on each other’s toes.
Actually on my case it’s not work related injury….when the time my right metatarsal joint was swollen and painful.When i went in the doctor it found out that the cartilage if my right metatarsal joint it’s totaly gone.
I went on temporary disability to find out what’s wrong with my knee and get it fixed. I was in communication with my boss the whole time I was off and he definitely wanted me back. When I was cleared by doctor to go back to work my boss said I had been laid off by the shop a long time ago. I then found out that they actually laid me off about 1 week after I went on temp disability. I did not hurt my knee at this company but can they do that?
I took an Educational Leave of Absence to help further my education. I was gone from February 29, 2016 to April 29, 2016. I returned to my job May 2, 2016. I already knew that I would not be paid that week. but when I check my account I had been paid.(I did not request any hours) So I thought nice. But a few days later I was called by someone from HR and told me I was paid accidentally and that I needed to give the check back or loose my vacation hours until the full 80 hours were repaid. Now I am in the negative for my vacation. I feel this was unfair. Is there anything that can been done in my case?
i took fml to care for my mom 75years old with a broken pelvicbone. i took leave 7-8-15 returned 8-19-15. i was at wiled the day of return. I was a key employee and was making salary of about 4,000 month. the way i was let go was at a meeting and was told that he had sold part of the company to another Service master. and he couldnt afford to keep me. however here came the new buyer who offered me a job, at 15 hour and no company car i would be using my own phone for buissness and it was a nightmare. the sale wasnt complete yet and didnt go through untill over two months. come to find out i had been apart of this deal months ago. It was so wrong that i didnt get a notice or a chance to prepare myself for this big finacial nightmare i have many more issues but to many to list. does anyone know if ive been fired wrongfully as i was on leave until the 1rst of september but was returning two weeks early. my at will stated transfer however my status of pay was taken and i also hadto quit due to the so many policy issues that the new owner didnt want to enforce hes running it so un safe and not at all to the service master policies
My employer, reduced my annual salary by over $13,000 when I returned to work after being off work
i requested for a vacation 5 days come this July and was turned down as they said they cant find anyone to work for me and besides they think its going to be the busiest month at work, im a nurse in a outpatient dept. Is this right?
That can’t be answered without more information. The labor code does not require employers to give employee vacation time. However, many employers decide to provide vacations as a way of attracting and keeping loyal employees. Ultimately, you would need to consult your employer’s vacation policy and see what it say. The policy is generally treated as a “contract” between the employer and employee. If the employer isn’t following its own vacation policies, you may have a claim for breach of contract among other things. It would be best if you were to consult with an attorney on this. Most attorneys give free initial consultations. Good luck with your claim.
I thru up twice at work i asked to leave home early the lead got upset because she thought she would be short she then yelled n embarrass me on the floor with my co workers wrote me up and said i needed to provide a drs note for leaving early
The Family and Medical Leave Act and the analogous California Family Rights Act are helping a lot of us to keep our jobs when we get sick. Our companies shouldn’t remove these privileges from us.
so your saying that if we ask for the day off because were sick we can not be denied?