California Pregnancy Disability Leave Law and Accommodations: Step-by-Step Guidance to Manage Requests and Maintain Compliance

webinar California Pregnancy Disability Leave Law and Accommodations: Step-by-Step Guidance to Manage Requests and Maintain Compliance

You Will Learn:

  • Employer obligations when an employee tells you they’re pregnant
  • Employee leave rights under PDL
  • Considerations under Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA)
  • California Fair Employment and Housing Act (FEHA) provisions that protect pregnancy-related disabilities
Watch the pre-recorded web conference
$269.00
 

Do you know what steps to take when an employee tells you she’s pregnant?

Are you up to date on the latest reasonable accommodation and Pregnancy Disability Leave (PDL) rules?

California provides some of the strongest protections for pregnant employees in our nation. In fact, these regulations apply to any employer with five or more full-time or part-time employees and to all California public-sector employers.

With lawsuits by pregnant workers on the rise, now’s the time to learn the specific steps to take to manage your compliance with California’s Pregnancy Disability Leave (PDL) laws and accommodation rules.

Learning Objectives

During this information-packed webinar, our California employment law experts will explain the steps you should take when handling a request for a pregnancy-related leave of absence.

  • Employer obligations when an employee tells you they’re pregnant
  • Employee leave rights under PDL
  • Considerations under Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA)
  • California Fair Employment and Housing Act (FEHA) provisions that protect pregnancy-related disabilities
  • How to coordinate disability leave with pay and benefits
  • How State Disability Insurance (SDI) and Paid Family Leave (PFL) work together
  • Addressing accommodation requests
  • Furnishing notice of PDL rights, and other required notices by employer
  • What to include in your mandatory written PDL policy

Product ID: 12082

Bonus Material

Plus, you get the top-selling guide Family Medical Leave Act Compliance: Best Practice Strategies to Manage and Master Challenging FMLA Obligations  a $347 value – absolutely FREE.

Jam-packed with compliance guidelines, this comprehensive, 72 page guide provides easy-to-understand FMLA guidance, including: 

  • Highlights of Changes
  • FMLA Background
  • History of FMLA’s Creation
  • FMLA Basics
  • Updated FMLA Regulations Issued by DOL
    • New Military Leave Regulations
    • Non-Military Family and Medical Leave Issues
  • FMLA Medical Certification Do’s and Don’ts
  • Intermittent FMLA Compliance
  • Curbing FMLA Abuse 

This essential guide also includes quick reference materials and finger-tip access to: 

  1. DOL Forms
  2. Sample FMLA Policy
  3. FMLA Checklist
  4. Covered Individuals
  5. Serious Health Conditions
  6. FMLA Enforcement Statistics

Learn the Specific Steps to Take to Manage Requests & Maintain Compliance!

Get it on demand now

Faculty

Ann Marie Zaletel
Ann Marie Zaletel
Partner Seyfarth, Shaw LLP

Ann Marie Zaletel is a partner in the Los Angeles office and a key member of the Workplace Compliance Solutions Group at Seyfarth Shaw LLP.  Her practice is focused on the delivery of proactive, pragmatic solutions that help clients avoid litigation and develop internal compliance initiatives.

Ms. Zaletel has assisted numerous clients with business restructuring and workforce reductions; conducted large exempt status and pay practices assessments, under both federal and California law; helped clients develop and implement centralized leave of absence and disability accommodation management processes; and developed tools and systems for reviewing hiring and selection and termination processes.  She advises employers on the protection of their intellectual property and related matters, independent contractor relationships, drug and alcohol testing, and workplace violence issues.  Ms. Zaletel regularly counsels clients on compliance with California employment law peculiarities and is an expert on California wage-hour law as well as on the federal Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), and the California Pregnancy Disability Leave Law (PDL) and the interplay of these three statutes.

Kristina M. Launey
Kristina M. Launey
Partner, Seyfarth Shaw LLP

Kristina Launey is in the Labor & Employment Department of Seyfarth Shaw LLP and Managing Partner of the Sacramento office.  She is an efficient and effective litigator and counselor, specializing in employment and civil rights laws, who provides clients with options and helps them achieve results in light of their businesses realities.

A member of Seyfarth’s ADA Title III Specialty Team, Ms. Launey regularly advises and defends clients in litigation arising under Titles II and III of the Americans with Disabilities Act and related California disability access laws - the Unruh Act and Disabled Persons Act.  She has defended disability access lawsuits ranging from the very complex and contentious to those resulting in relatively simple settlements, and engaged in structured negotiations.  Her Title II and III clients include a large non-profit symphony, hotels, restaurants, retailers, financial service providers, universities, manufacturers, investment, insurance, and technology companies.  Ms. Launey has counseled clients on issues ranging from physical accessibility, to compliance with service animal, reservations, effective communication, ticketing requirements of California law and the ADA 2010 Standards, to cutting-edge digital accessibility issues.  She is co-editor of Seyfarth’s www.adatitleiii.com blog, and frequently speaks on accessibility issues.

Continuing Education Units

  • hrci

    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.”

  • shrm

    C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

Learn the Specific Steps to Take to Manage Requests & Maintain Compliance!

Get it on demand now

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