Whether your organization is already employing in California, or you are considering it, this program will help you:
- Integrate your paid sick leave policies with new paid sick leave legislation
- Manage an employee’s leave of absence
- Effectively handle intermittent leave
- Understand the key differences between types of leave
- Handle the interplay between CFRA, FMLA, PDL and PFL
Our California employment law expert will also guide you through:
- How to utilize effective strategies for salary continuation
- What employers need to know about California Paid Family Leave and State Disability Insurance, employer provided Short-Term Disability, and more
- Can employers require or allow employees to use accrued sick, vacation and/or paid time off during any of these leaves?
Plus, our expert facutly delves into all the state mandated leaves of absence and accommodation, including:
- Pregnancy Disability
- CFRA effective July 1, 2015
- Workers’ Compensation / Disability Accommodation
- Medical Confidentiality
- Paid Sick Leave / Paid Family Leave
- Other Statutorily Mandated Leaves
- Literacy Assistance
- School Activities / School Disciplinary Proceedings
- Crime Victims, Jury Duty, Serving As A Witness
- Victims of Domestic Violence, Sexual Assault, or Stalking
- Volunteer Firefighting, Police Officers, Emergency Rescue Personnel
- Civil Air Patrol
- Organ Donation / Bone Marrow Donation
Product ID: 5266
Learn Best Practices to Maximize California Employment Law Compliance!Order my recording now
Principal, Jackson Lewis P.C.
Mr. Allen represents employers in a wide variety of matters, including defending against claims for wrongful termination, wage hour violations, workplace harassment, defamation and discrimination on the basis of disability, pregnancy, sex, race, age, and national origin. Mr. Allen has also represented a number of employers in public accommodation cases brought under the Americans with Disabilities Act and the Unruh Civil Rights Act. He is a Co-Chair of the firm's Title III ADA Public Accommodations and California Compliance Teams.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”