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Taking Medical Leave in Pieces: A California Employee’s Guide Key Takeaways: Intermittent FMLA leave lets an eligible employee take protected time off in separate blocks or on a reduced schedule rather than one continuous stretch, using hours from the same 12-week entitlement. In California, federal FMLA and the California Family Rights Act usually run concurrently when the same absence qualifies under both laws, though CFRA covers employers with five or more employees and a broader definition of family, including domestic

Being Fired "At Will" Does Not Mean Being Fired for Any Reason Key Takeaways: California’s at-will presumption under Labor Code § 2922 lets either party end employment at any time, but not for an illegal reason. Main exceptions include terminations that violate public policy (Tameny claims), statutory protections such as FEHA, Labor Code § 432.6, and whistleblower statutes like Labor Code § 1102.5, express or implied contracts created by handbooks, oral assurances, or a course of conduct, and the implied

Where the Line Falls Between Awkward and Unlawful at Work Key Takeaways: Inappropriate touching in a California workplace covers unwelcome physical contact of a sexual nature, including groping, forced hugs, shoulder rubs, hair touching, repeated hand-on-thigh or lower-back contact, cornering, and "accidental" brushing that keeps happening. Under FEHA, such conduct may be unlawful when it is unwelcome, based on sex or another protected characteristic, and severe or pervasive enough to alter your working conditions. A single incident may suffice if