In a previous post we covered what you need to know about maternity leave. But that is only useful if you have a typical pregnancy. What if it’s a hard pregnancy, and you need more than the usual amount of maternity leave? You are probably wondering:
- What if I get put on bed rest and can’t work?
- What if my labor is horrible and I need more than 12 weeks to recover?
- How much disability leave can I take?
- Can my boss refuse to let me take disability leave beyond my maternity leave?
- Do I have the right to return to the same position afterwards? Same pay?
- What else do I need to know?
Click through for ten critical pieces of information that you need to know about pregnancy disability leave…. Continue reading
I’ve already written an entire post on California’s laws on breastfeeding in the workplace. But I just came across this CNN article and had to share it. Although the incident did not take place in Orange County, or even California for that matter, it is still worth a read.
Adrienne Pine, an American University professor in Washington D.C., noticed that her infant child was running a fever. It was Ms. Pine’s first day teaching for the semester. So she didn’t want to miss class. But, as many working mom’s know, couldn’t drop her child off at daycare because of the fever. Daycare generally refuses sick babies because of the potential of spreading the disease (if one exists).
So, what is a working woman to do? She brought her baby to class. But the baby got fussy and hungry and you can guess what happened next:
after her daughter started fussing, the professor began nursing — in front of 40 students — to get her to stop.
A firestorm erupted afterwards. Students complained on Twitter and Ms. Pine was suddenly thrust into a national debate. Should women be allowed to breastfeed at work? Should they be afforded a private place to use a breast pump? Should employers provide emergency daycare? These are all very important questions for working women across America.
Branigan Robertson is a California employment lawyer who exclusively represents employees in workplace disputes. He focuses his practice on sexual harassment, wage & hour, wrongful termination, and retaliation. Visit his website at BRobertsonLaw.com or call his office at 949.667.3025.
I love reading my local news. The Orange County Register does a good job covering local business affairs. Jan Norman, covering small business, is a fantastic reporter. She is objective and fair. But I have a little beef with her recent article, “Business survey ranks Calif. 47th in lawsuit climate.”
The article is about a survey conducted by the U.S. Chamber Institute of Legal Reform (ILR), a national lobby group for big business. According to ILR’s website:
The (ILR) is a national campaign, representing the nation’s business community, with the critical mission of making America’s legal system simpler, fairer and faster for everyone.
Further down the page it states:
ILR aims to neutralize plaintiff trial lawyers’ excessive influence over the legal and political systems.
This is a ridiculous position. Plaintiff lawyers are consistently the underdogs representing the little guys. In general, they don’t have millions of dollars to throw at cases like the lawyers who were surveyed by ILR. Moreover, plaintiff lawyers don’t have the lobbying power that Corporate America has in Federal and State legislatures.
Read more after the jump….
If you just found out that you are pregnant let me be the first person in the Internet world to say, “Congrats!” There is nothing more exciting that expecting a child. I know this from experience. My wife and I just had our first daughter and I want to jump for joy. I couldn’t be happier.
But if you’re a working woman this might be daunting. What does your pregnancy mean for your job? It obviously means you must take time off for doctor visits, pregnancy classes, labor, and recovery. But how much time can you take off? What protections does California law afford?
Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA) are the laws at issue. The FMLA, in combination with the CFRA, provides California working mothers with the best maternity leave rights in the nation.
Read more after the jump…. Continue reading
This article is for pregnant working women and new moms in California.
I understand that work is important. If you don’t make money, you can’t buy diapers, formula, or clothing for your children. Your boss knows that the paycheck is very important to you, and sometimes he takes advantage of this by forcing you to work extra hours, or making you perform dangerous jobs that are hazardous to your health. He knows you need the money so you probably won’t complain.
Some bosses are even worse. They simply fire pregnant women because they don’t want to deal with the hassle of filling your position while you are on leave. Nor do they want to continue paying your health insurance. They usually claim “poor performance,” “absenteeism,” or some other excuse as the reason for the firing.
Other bosses know the law and permit their employees to take leave. But demand that the employee be back in only a few weeks, or when the employee returns, the employer has drastically reduced their responsibility and cut their pay.
Is any of this behavior legal in California? No, it’s not. To find out more continue reading below.