Employers use this letter if the employee runs out of protected leave and is still not released to return to work. The employee is informed that job assignments will be made that could affect the employee's position unless the employee is now disabled as defined by the ADA or FEHA.
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An employee who works in a remote part of the country?even if they're the only employee in that state or if they never set foot in the worksite?can be eligible for job-protected FMLA leave if they report into or receive assignments from a qualifying worksite.
It is legal for employees to work from home in California, and subject to the employment laws of the state and locality where they are physically present and working. Get Smarter. Search FAQs.
It is legal for employees to work from home in California, and the terms of their employment may indicate exempt or non-exempt status. If an employee works from home and qualifies as non-exempt, they must be paid overtime rates when the time they spend working constitutes overtime.
It's important to check your employment contract to see what it says about sick leave and whether you are allowed to work another job while signed off. If there is a clause in your contract saying that you can't, an employer might bring disciplinary procedures against you if you break it.
Employers must reimburse California employees for all necessary expenses, including those incurred at the employer's direction. Necessary expenses include internet access and phone bills for remote workers. ing to state law, necessary expenditures include all reasonable costs.
