Leave laws under COVID-19

This week’s question comes from Carl who writes:

Q: “Last week I was at a dinner party and one of the people who attended eventually got sick and was told they may have Coronavirus. However, he has not been tested.  I feel fine, but I called my doctor to see what I should do. She said that I absolutely must self-quarantine for at least two weeks. I work in an office and I don’t have very much sick time to cover me and I am afraid I will lose my job.  Can they fire me if I don’t come in?”

A: Carl, I am sorry to hear that you have come in direct contact with somebody that may be positive for Covid-19 (the coronavirus).  This is a very trying time for all of us. Employers and employees are each attempting to cope with the many changing disruptions.  You should know that in California, you have a number of protections if you need to take time off because of a health condition.

All California employees accrue sick time at their jobs.  At a minimum, an employee must accrue one hour of paid sick leave for every 30 hours worked.  For a regular full-time employee, that works out to about 1.3 hours a week or 5.3 hours each month.  You may use this leave for the diagnosis, care or treatment of an existing health condition, or, importantly, preventative care for you or a family member.   

You mentioned that you did not have a lot of sick time remaining.  Employers in California are required to track sick time on your paystub. You should be able to review your paystub to see if the sick time is accruing correctly, and also, exactly how much time you have available to you. 

Currently, in San Francisco, they are attempting to implement an additional 5 days of paid leave for San Francisco workers affected by Covid-19, as well as support for businesses. However, that has not yet gone into effect.

The California Family Rights Act (CFRA) also allows leave for health issues.  However, not all employers or employees are covered by this law. 

An employer is a covered entity under the CFRA leave if they have more than 50 employees in a 75-mile radius of your worksite.  Roughly, if there are 50 or more employees in the Bay Area, with a few specific exceptions, they are likely a covered employer. In order for an employee of a covered entity to have leave rights under the CFRA, the employee must have worked for that employer for at least 1 year and must have worked 1250 hours within the last 12 months.  That works out to an average of just over 24 hours a week.  

If each of the eligibility requirements are met, the CFRA allows an employee to take up to 12 weeks of leave for a number of issues including the employee’s own serious health condition or the serious health condition of a spouse, child, or parent.

I would argue that because your primary health care provider instructed you to stay home, that you are covered under this law and would be entitled to leave.  It may also be considered a request for an accommodation given that you are being regarded as a person with a disability. However, since you do not currently have symptoms, others may argue differently.  Best practices would be to get the stay-at-home instruction from your doctor in writing and provide that to your employer when requesting the leave.  

Your employer can require that you use up your sick leave and any vacation time you have prior to implementing this leave.  In your case, since you believe you don’t have much sick time left, it would be another source of potential leave, however, it is not paid leave.  

At this point, if you are forced to stay home longer than 2 weeks and are on unpaid leave, you may contact the Employment Development Department regarding the possibility of receiving unemployment insurance benefits.  

If you do take eligible leave, the law protects you from retaliation.  You cannot be lawfully fired for taking leave for which you are entitled. Unfortunately, many businesses are also hurting from the effects of the coronavirus.  If an employer is forced to conduct layoffs, they are prohibited from using either the fact of your CFRA leave or a request for an accommodation or leave as a basis for determining which employees will be laid off. If a business goes out of business completely, employees may have little recourse other than to seek unemployment insurance.

This is a difficult time for all of us and I hope you all stay safe and know that there are protections for employees like you who are forced home for the good of their own health and the health of public. 

 

If you take eligible leave and do suffer retaliation or a termination because you took that leave, you should immediately contact a qualified employment attorney like those at Dolan Law Firm P.C.

 

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Justice Empowerment Scholarship 2020

Justice Empowerment Scholarship 2020

We’re proud to announce that our annual Justice Empowerment Scholarship is now open to receive submissions. Last year we awarded the scholarship to Adrian Hurndon, an undergraduate student at Northeast Community College. Adrian Hurndon, an upbeat percussionist, when asked what inspired him to submit a video for the 2019 Justice Empowerment Scholarship said, “It is the perfect opportunity to let people know that awareness is only part of the solution and it’s time to take action and stand up for ourselves.”

Justice Empowerment Scholarship Award Requirements

Award:  One $2,500 scholarship paid to the winning student.

Deadline:  This is a recurring scholarship that will be offered every year. The deadline for the 2020 Justice Empowerment Scholarship is July 31, 2020.

Criteria:  Submissions are evaluated primarily on the persuasiveness of arguments contained in the video. Creativity, images, and innovation incorporated into the video are also taken into account. The scholarship winner is determined solely by the Dolan Law Firm.

Eligibility:  Students attending an accredited U.S. college (including community college) or university are eligible for the scholarship. High school seniors who will be attending an accredited U.S. college or university this Fall are also eligible to apply. No employees of the Dolan Law Firm, or their spouses and family members, nor any employees, spouses and family members of any vendors of the Dolan Law Firm, are eligible.

Submission Requirements: 

  • Applicants must create a 4 to 6 minute video on the topic of justice.
  • In the video, introduce yourself and address the following questions:

What does justice mean to you?

What you think needs to be changed in our society to make it more just?

How you can help bring about this change?

  • Videos must be uploaded to YouTube with the title: “2020 Justice Empowerment Scholarship Submission By _______”  Insert your name in the blank space.
  • In the description of the video on YouTube, briefly summarize your video and include in the description the following statement: The Justice Empowerment Scholarship is provided by the Dolan Law Firm which can be found online at https://dolanlawfirm.com

 

 

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Texting isn’t the only illegal phone activity while driving

This week’s question comes from Sandra in the Upper Haight, who writes:

Q: “Chris, can you settle a matter for me? My best friend and I share a car. She is new to The City and constantly holds her phone while driving to check directions. When she is not doing that, she uses Spotify on her phone to listen to music through the car’s speakers. I love her dearly and don’t want her to cause or be in a crash. I have told her she can’t use the phone in her hand while driving. She claims it’s only illegal to hold the phone to talk or text. Is she right?”

A: Sandra, your friend’s understanding of the law is incorrect.

Before discussing the law, even if your friend’s phone use was legal, it is extremely dangerous. More than 11,000 drivers and passengers are annually killed or injured in traffic collisions involving distracted driving in California. And distracted driving is on the rise. Nearly 13 percent of the state’s drivers were seen talking, texting or using a cellphone in some manner during a study conducted last year by the state Office of Traffic Safety, compared to 9 percent in 2015.

Taking your eye off the road for even a few seconds can result in a devastating crash. It takes 4.6 seconds to read or type the average text message. Just three seconds of driving at 65 mph is far enough to travel 100 yards, or the length of a football field. Most crashes happen with less than 2 seconds of reaction time.

Using a hands-free device — such as speakerphone, an earpiece, ear buds or the car’s communications system — does not make driving safe. In fact, research shows that headset mobile phone use while driving is not substantially safer than handheld use. Drivers need to have their eyes on the road, hands on wheel and mind on driving. It’s a myth that drivers can multitask well. There is no safe way to make a call or text while driving.

Since 2011, it has been illegal to drive a vehicle while using a phone unless also using Bluetooth or other hands-free technology. Furthermore, drivers under the age of 18 may not drive while using a phone — even if it is equipped with a hand-free service. Both statutes contain exceptions for making a call in an emergency.

California had another statute that focused on texting while driving. It was illegal to write, send or read a text while driving unless the driver was using the phone with voice-operated and hands-free technology.

The statute was written before phone applications came into common use. Thus, it was legal to drive while scrolling through the phone’s music playlist, searching for nearby restaurants, viewing status updates on Facebook or reading a Twitter feed. In People v. Spriggs (2014), the appellate court found a driver did not violate California Vehicle Code in accessing and using a navigation application on his phone while driving. The prior text was replaced last year with a new statute that became effective on Jan. 1.

It remains illegal to drive a vehicle while holding and operating a phone (or any type of “electronic wireless communications device”) unless it is “specifically designed and configured to allow voice-operated and hands-free operation, and it is used in that manner while driving.” The broad loophole in state law allowing drivers to access the internet or use applications while holding the phone in their hand, however, has been eliminated.

A driver may use his or her hand to operate a phone while driving only if (1) the phone is mounted on the vehicle’s windshield use in the same manner as state law allows for portable GPS devices to be mounted or is affixed to a vehicle’s dashboard or center console in a manner that does not hinder the driver’s view of the road; and (2) “the driver’s hand is used to activate or deactivate a feature or function of the handheld wireless telephone or wireless communications device with the motion of a single swipe or tap of the driver’s finger.”

Sandra, to comply with the law, your friend needs to buy a bracket and properly mount the phone in the car. Even then, she cannot enter an address into the phone navigation app while driving. She must do this prior to driving or pull over, stop driving and then input the address. Likewise, she cannot actively use Spotify while driving. Instead, she should set her playlist beforehand and let it run.

Finally, even though the new statute closes an important loophole in phone use while driving, it is still best to turn the phone off or put it away while driving. Hundreds of thousands of serious injury crashes occur across America each year due to drivers distracted by calls, emails, texts and increasingly social media and other applications on their phones.

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