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Navigating CFRA, FMLA, and PDL in 2024
Business owners and HR professionals often face challenges in leave management. Our webinar, 'Leave Management Made Easy,' delves into these complexities, offering essential updates for 2024 compliance.
PDL Eligibility for Pregnant Employees
In a scenario discussed during our webinar, a question arises about employees who are pregnant but do not qualify for CFRA or FMLA due to not meeting the required work hours or tenure. These employees are entitled to Pregnancy Disability Leave (PDL), a provision ensuring they receive the necessary leave associated with pregnancy and childbirth. This entitlement is crucial, even when the duration does not extend to the full 12 weeks typically offered by CFRA or FMLA, as per physician recommendations.
Additional Leave Protections
The webinar also explores how postpartum conditions or other medical complications related to pregnancy might qualify an employee for additional leave under the Americans with Disabilities Act (ADA) or the Fair Employment and Housing Act (FEHA). This segment emphasizes the importance of employers understanding these protections to support their employees adequately and navigate the legal landscape effectively, especially when contemplating the termination of employment for pregnant employees.
Navigating Termination Risks
A significant focus is placed on the legal and ethical considerations of terminating a pregnant employee. The discussion underscores that any termination must be carefully considered, highlighting that such actions carry substantial legal and ethical implications. Employers are advised to ensure that any terminations are conducted as part of wider, non-discriminatory organizational changes, such as departmental layoffs, to mitigate risks and uphold fair employment practices.
Stay Informed with Our Full Webinar
For detailed insights into managing leave for your employees and ensuring your policies comply with 2024 laws, watch our full webinar. Gain the knowledge to navigate leave management confidently and maintain a compliant, supportive workplace.
This video is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Viewers should contact legal counsel for legal advice.
