Leaves and Time Off From Work
Most Frequently Viewed Resources
Read about where to file your lawsuit or case. Information on jurisdiction and venue.
If you cannot afford the filing fee or other court costs, you may qualify to have these fees and costs waived by the court.
The Constitution; Executive and Administrative Laws; County, Appellate, Supreme Court, and Federal Districts; State Legislation; and Legal Guides.
The purpose of this Email Hotline is for WomensLaw to provide basic legal information, referrals, and emotional support.
Whatever the reason, you have the right to represent yourself, to be your own lawyer in all cases in California.
This section will give you general guidelines for how to best prepare yourself for court.
ADR is usually less formal, less expensive, and less time-consuming than a trial.
With a few exceptions, undocumented workers enjoy all of the legal rights and remedies provided by both Federal and California law.
What is Paid Family Leave? How does it work?
You can request a free interpreter to be with you in court.
A court interpreter verbally translates (called “interpreting”) everything the judge and others say from spoken English into your primary language, and everything you say back into spoken English.
This resource has the answers to commonly asked questions about court interpreters, including how to ask for one.
What are your rights as a worker? What Is the Underground Economy? Report a bad employer.
A union owes a duty of fair representation to all of the workers it represents. This duty requires that the union act fairly, impartially, and without ill will or discrimination when pursuing a worker"s grievance or when negotiating a new contract with the employer.
There are new requirements for employees to have paid sick leave.
Requirements for paid family leave under State Disability Insurance.
Information to provide to your employer.
Alphabetical Listing of Resources
In most circumstances, employers can terminate employees “at will,” meaning at any time for any reason. And they are not even required by law to give the reason for a discharge. Read more from the links below.
Locate the office by looking at the list of offices or using the alphabetical listing of cities, locations, and communities. Staff are available in person and by telephone.
Domestic violence and sexual assault survivors often need to take time off from their jobs to go to court to testify against a batterer or perpetrator or to get a restraining order to protect themselves and their children. Under California Labor Code 230, which is part of the “Survivors of Domestic Violence Employment Leave Act,” survivors of domestic violence and sexual assault are entitled to job-guaranteed time off from work to testify in court as a witness or to ensure the health and safety of themselves and their children. Read more at the link below.
Domestic violence, sexual assault and stalking survivors are often afraid of being harmed by an abuser, perpetrator of sexual assault or stalker while at work or are harmed at work by these individuals.
Your work rights with pregnancy, family, and children.
How long does the mediation process take?
This 3-part video series discusses: (1) your rights at work while pregnant, including taking time off for prenatal care, pregnancy accommodations and discrimination protections; (2) your rights to take time off with job-protection and income replacement to have a baby and bond with your new child; and (3) your rights at work as a new parent, such as returning to work after maternity or paternity leave, breastfeeding accommodations and time off to care for a sick child.
There are limits to what an employer can ask and do.
The Uniformed Services Employment and Re-Employment Rights Act (the "Reservists Act") is the federal law that provides job and benefit protection for U.S. Military Reservists.
The Family & Medical Leave Act (FMLA) and ADA grant leaves of absence.
The general rule in California is that employees are considered to employed "at will," meaning that they may be fired at any time by their employers, for any reason or for no reason at all. However, there are important exceptions to the "at will" rule.