Summary of Program
Join the Employment Law Group of Weintraub Tobin for an informative and up-to-date discussion about the rights and obligations of pregnant employees.
Program Highlights
Date: September 12, 2013
Time: 9:30 -11:30 am.
Location: Weintraub…
Summary of Program
Join the Employment Law Group of Weintraub Tobin for an informative and up-to-date discussion about the rights and obligations of pregnant employees.
Program Highlights
Date: September 12, 2013
Time: 9:30 a.m. – 11:30 a.m.
Location: Weintraub…
As widely reported, and as discussed in our blog post “Supreme Court Rules DOMA Section 3 Unconstitutional”, the U.S. Supreme Court struck down Section 3 of the federal Defense of Marriage Act (DOMA), which had defined marriage as a legal union only between one man and one woman. The Court’s 5-4 vote in U.S. v. Windsor means that same-sex couples who are legally married now must be treated in the same manner under federal law as married opposite-sex couples.Continue Reading The Impact of U.S. Supreme Court’s DOMA Decision on FMLA
Employers continue to grapple with this very difficult area of employment law. It is not enough to focus on just one law when an employee is unable to work or is absent from the workplace due to some medical condition or injury suffered by the employee or his or her family member. Instead, employers need…
By: James L. Brannen
In Sanchez v. Swissport, Inc. (2013) 2013 Cal. App. Lexis 131, the Second Appellate District of California, for the first time, has addressed whether an employer who provides the full amount of leave allotted by the California Family Rights Act (CFRA) and Pregnancy Disability Leave (PDL) to a pregnant employee with early pregnancy-related disabilities, can still be held liable for failing to provide additional leave to that employee under the Fair Employment and Housing Act (FEHA) as a reasonable accommodation until after the employee gives birth.Continue Reading Second Appellate District Holds that Employers do not Fulfill FEHA Obligations by Providing the Statutory Four-Month PDL Leave to Employees with Pregnancy-Related Disabilities
