PHRCA Study Guide - must be approved. Employees required to give re...

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PHRCA Study Guide

1.Jury Duty/ Witness Leave: 1. If employee is requested, their leave

must be approved. Employees required to give reasonable notice & may be required to provide summons proof.

2.Non Exempt- Unpaid but can request to use vacation/pto.

3.Exempt- Paid as long as they work during anytime in workweek

2.SB-63 Parent Leave Act (for Small Employers): Requires CA Employers

w/20-49 employees within 75 mile radius to provide up to 12 weeks of job protected unpaid leave to new parents for purpose of bonding with newborn, newly adopted or foster child.*Virtually same terms + condition apply for FMLA + CFRA

3.Parent Leave- Eligible Employees: Employees with 1250 hours of

service during 12 month period.20 employees within 75 miles 1 / 4

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4.Terms of Parent Leave: 1) 12 weeks of job protected unpaid leave to

bond with child within 1 year of child's birth, adoption or foster placement.2)Employer must maintain pay for health coverage under group health plan 3)If both parents work for same employer, combined leave is capped at 12 weeks

5.Partial Wage Replacement Programs: 1) CA SDI- State Disability

Insurance 2)PFL- Paid Family Leave 3)UI- Unemployment Insurance 4)Work Sharing 5)Workers Comp

6.CFRA: CA Family Rights Act

*Eligible employees entitled to 12 weeks unpaid job protection *Can use to car for Family members serious health condition or bond with newborn, newly adopted, or newly placed foster child *Pregnancy disability is not covered *Must use within first 12 months of birth/placements *If both parents employed by same organization, 12 week period is split.

7.CFRA Eligible Employees: 1) Companies employing at least 50 for at

least 20 work weeks in a calendar year 2 / 4

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2) Employee must work at a site that employs at least 50 employees in a 75 mile radius

8.PDL: Pregnancy Disability Leave

*4 months over a 12 month period *CA Specific leave associated with disability due to pregnancy. 3 / 4

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*Dr. certifies that employee is unable to perform essential job functions of job dur to medical condition *Unpaid by employer *Employee eligible upon hire *PDL runs concurrent with FMLA *Employee begins CFRA after PDL *Health coverage by employer continues during leave

9.Lactation Accomodations: *Under California law, employers are

required to provide a reasonable amount of time for lactation accommodations to express breastmilk during the workday.*Employers must provide safe/sanitary place *Employer can require it to be during breaks *Exceptions to this rule would only occur for employers with less than 50 employees who can prove extended breaks impose undue hardship for employer

10.Voluntary Drug or Alcohol Rehabilitation Programs: *CA employers

with 25+ employees *Unpaid *Employees can request to use accrued vacation/PTO/Sick time

11.Kin Care: Provision that requires employers who provide sick leave

to allow employees to use at least 1/2 of accrued sick leave to care for

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