California 2021-2022 Regular Session

California Assembly Bill AB1041

Introduced
2/18/21  
Introduced
2/18/21  
Refer
3/4/21  
Refer
3/4/21  
Report Pass
4/8/21  
Report Pass
4/8/21  
Refer
4/8/21  
Refer
4/8/21  
Report Pass
4/22/21  
Report Pass
4/22/21  
Refer
4/26/21  
Refer
4/26/21  
Refer
4/26/21  
Refer
4/26/21  
Refer
5/12/21  
Refer
5/12/21  
Report Pass
5/20/21  
Report Pass
5/20/21  
Engrossed
5/28/21  
Engrossed
5/28/21  
Refer
5/28/21  
Refer
5/28/21  
Refer
6/9/21  
Refer
6/9/21  
Report Pass
6/22/21  
Report Pass
6/22/21  
Refer
6/22/21  
Refer
6/22/21  
Refer
7/5/21  
Refer
7/5/21  
Report Pass
8/26/21  
Report Pass
8/26/21  
Enrolled
8/25/22  
Enrolled
8/25/22  
Chaptered
9/29/22  
Chaptered
9/29/22  
Passed
9/29/22  

Caption

Employment: leave.

Impact

The bill's enactment represents a significant shift in California's approach to family leave, allowing employees greater flexibility in seeking care for loved ones who may not fit the traditional definitions of family members. This policy change may enhance the support workers feel they have for their personal lives and caregiving responsibilities, which can lead to improved employee morale and retention. By accommodating these needs, AB 1041 could encourage a healthier work-life balance among California's workforce.

Summary

AB 1041, introduced by Assembly Member Wicks, seeks to amend existing California laws governing family care and medical leave. Specifically, the bill expands the definition of eligible individuals for whom an employee may take family leave to include a 'designated person.' This term is defined as any individual related by blood or whose association with the employee is akin to a family relationship, thereby broadening the scope of who qualifies for leave under the California Family Rights Act. The legislation allows employees to specify this designated person at the time of the leave request, although employers may limit the designation to one per year.

Sentiment

Overall, sentiment surrounding AB 1041 appears to be positive, especially among employee advocacy groups and labor representatives who view the expansion of leave provisions as a necessary step toward inclusive workplace policies. However, some concerns have been raised by business and employer associations regarding the potential for increased administrative burden and costs associated with tracking leave for designated persons, especially if it opens the door to more frequent leave requests.

Contention

Notable points of contention include the potential limitations that employers may impose on the designation process, including the stipulation of allowing only one designated person per year. This limitation could lead to disagreements between employees and employers over who qualifies as a designated person, potentially complicating leave approvals. Additionally, discussions on enforcing equal family leave provisions across various employment sectors reveal underlying tensions about worker rights and employer responsibilities, showcasing the ongoing negotiations required to balance both needs within the workforce.

Companion Bills

No companion bills found.

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