Source: http://www.east1553.com/comparison.htm
Timestamp: 2017-01-24 21:11:36
Document Index: 332805759

Matched Legal Cases: ['§ 2601', '§ 12945', '§ 12101', '§ 12926', '§ 12945', '§ 132']

Comparison of Leave Rights under Federal and State Laws
Popular name of law
Family Medical Leave Act Sick Leave LawNone
PregnancyPregnancy Discrimination Law
FMLA: 29 U.S.C.§§ 2601-2654
CFRA: California Government Code §§ 12945.1- 12945.2
42 U.S.C.§§ 12101-12213
California Government Code §§ 12926, 12940
California Government Code § 12945
California Labor Code §§ 132(a),3200-6149
Family and Medical leave rights for employee or for care of parent, spouse or child
Use of employer provided sick leave benefits for care of parent, spouse, child or domestic partner "Reasonable accommodation" (i.e., affirmative action) and non-discrimination for physically and mentally disabled employees
Same as ADA, but greater protections
Reasonable accommodation and non-discrimination for temporarily, physically-disabled pregnant employees
Reasonable accommodation and non-discrimination for non-disabled pregnant employees
Benefits for employees who are temporarily or permanently disabled because of work related injuries or illness
12 or more months of service for employer (need not be consecutive)Employed more than 1250 hours in 12 months preceding leave
At facility with 50 or more employees within 75 miles
To be eligible the employer must already provide paid sick leave
Right to a Leave?
Yes, by regulation
By statute, but only if provided to other temporarily disabled employees
Unpaid, except employee may use certain paid time
Paid (sick leave is defined as "accrued" increments of compensated leave)
Unpaid, but may not discriminate
Unpaid, but may not discriminate. If employer has 15 or more employees and pays for other temporary disability leaves, employer is only required to pay 6 weeks of accrued, paid leave regardless of policy
Unpaid, but may not discriminate between pregnancy and other temporary disabilities
Unpaid, but may not discriminate between work-related and other leaves
Mandatory Use of Vacation or Sick Pay?
Employer may require (or employee decide) to use vacation pay, or paid sick time (even if leave is for care of relative)
Employer may require (or employee decide) to use vacation pay, or paid sick time
Employer can mandate only use of paid sick time, not vacation or other paid time off
12 workweeks per leave year
Allows employee to use maximum sick leave earned in 6 months of every calendar year to care for sick child, parent or spouse
Indeterminate; not limited to 12 weeks
4 months per pregnancy
Partial days' absences; additional leave if permitted for other temporarily disabled employees
Intermittent Leave or Reduced Schedule Required?
Per employer sick leave policy
Yes, part-time and modified work schedules are reasonable accommodations, although case law recognizes that regular attendance may be an essential job function
Yes, partial days' absences
Yes, by implication, but subject to business realities defense
Mandated Group Insurance Coverage
Yes, by statute health insurance must be continued on same basis as active employees. (Under CFRA only required for 12 workweeks even if more time is available); other coverages need not be maintained (except may not but must be reinstated at end of leave
No, but may not discriminate
Obligation to Provide Light Duty
No, and if it is provided, employer cannot force employee to take light duty if employee qualifies for FMLA leave
Yes, if employee can still perform essential job functions. transfer to a different vacant job may be required "reasonable accommodation"
Yes, unless employer can prove that light duty or transfer cannot be reasonably accommodated
Yes, unless justified by business realities
Reinstatement Right to Old Job
Yes, by statute Defenses:
1) Would have lost job if not on leave
2)Key employee
Yes, by implication, if leave mandated as reasonable accomidation Defense:
Undue hardship would result
Yes, by regulation to original job
2) Each means of preserving job would undermine employer's ability to operate safely and efficiently
If so, must reinstate to comparable job (a job is "available" if open on scheduled date of reinstatement or within 10 days thereafter)
Yes, by case lawDefenses:
1) Employer reasonably believes employee can't perform job without undue risk or reinjury
2) If replacement was necessary due to business realities
3) If employer reasonably believes employee is permanently disabled
Can Medical Certification Be Required
If required by sick leave policy
Second/Third Medical Opinion
FMLA: Yes, but not by doctor regularly used by employerCFRA; only for employee, not for spouse, parent, or child
Yes, for underlying injury only
Chart Provide by: Joseph L Paller Jr. Esq.