It's nice to have a job where you get a week (or several) of paid vacation from your California employer. You probably look forward to those days each year, perhaps making plans to travel or spend time enjoying other special activities with your family. Having time away from everyday work stress can help rejuvenate your spirit and give you renewed energy to tackle all the tasks that will likely be waiting for you upon your return.
At the end of the day, when you think about all the things that are most important to you, the ones that rise to the top are likely your family and your friends. Those closest to you make your life worthwhile. You may wish you could devote all your time to caring for them, but, of course, you have to work each day.
Though you, like most other California residents, know that going to work is often a necessary part of life, certain situations may result in you needing time away from the office or wherever you may carry out your job-related duties. In some cases, those events may present a need for recurring time off or for an extended leave. However, you may wonder how those missed days could affect your employment status.
Most California employees are aware of the fact that mothers and fathers have the right to a certain amount of time away from work when a new child is born or brought home through fostering or adoption. The rights granted to certain employees through the Family and Medical Leave Act (FMLA) go beyond maternity and paternity leave, extending to other types of family and medical emergencies.
Next week marks the 20th anniversary of the enactment of the federal Family and Medical Leave Act. This bill and the California Family Rights Act have provided millions of workers with greater protections in the workplace so that they can take care of their newborns and other family members without having to worry about the status of their employment.
Federal and California medical leave laws and anti-discrimination laws benefit many employees who need to take time off of work because of an illness or to care for an immediate family member. But these laws can also prove to be not enough for workers in other situations.
Earlier this year, the National Partnership for Women & Families published its analysis of parental leave laws in the U.S. The group compared state family leave laws in order to determine which states do a better job of protecting workers who are new parents.