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It's All About CFRA Baby!
13 Plays1 month ago
Discover the ins and outs of CFRA leave! Join Attorney Corey to explore the similarities—and crucial differences—between FMLA and CFRA. Don't let employers confuse the two; they're not the same! As a California employee, know your rights and ensure they're protected. We'll also cover how CFRA applies to smaller employers and grants pregnant mothers more leave (possibly up to four more months) compared to FMLA. This episode is a must-watch for all California employees!
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Transcript
Introduction to Workplace Rights Podcast
00:00:00
Speaker
Welcome to the Flex Your Rights Podcast. I'm your host, Corey Hanrahan. This is the podcast for informing employees of their rights in California. So if you want to know your rights so that you can flex them at work, this is your show. Let's get flexing.
00:00:21
Speaker
All right, welcome back to the Flex Your Rights podcast. You've got Corey Hanran here, Travis Triggs, and dude, it's been a while. Man, it's been a while since you popped on the podcast. Yes, it has, man. How's everything been going? Let's get everybody up to date. Yeah, what's going on? It's been good. It's been busy, you know, just grinding, just working, you know, a lot of cases fighting the good fight, representing the good guys going after the bad guys. I mean, that's, that's it. You know, that's really it. So it's good to be back though, man. I miss our podcast.
00:00:50
Speaker
I know me too man. So today
Understanding CFRA vs FMLA
00:00:52
Speaker
let's get to it. I know you guys clicked on this because of the headline. This one we're going to really be talking about exactly what is CFRA, California Family Rights Act. Corey's going to go into detail with this. You guys tapped into the right podcast today. I'm really excited about this conversation.
00:01:07
Speaker
Right, right. And this is important for California employees, because everybody thinks of medical leave as FM LA, the Family Medical Leave Act, that's a federal act. So that's the federal act that really sets like the base level of what you're entitled to across the country. But then there's the California Family Rights Act for California employees. We'll talk about the similarities and the differences. But that's where California goes.
00:01:32
Speaker
Hey feds, appreciate it. But employees, we gotcha, right? There's more protections on the California Family Rights Act. So it's important to know the difference because if you're in California and your employer's only treating you to medical leave under FMLA, you might be missing out on some some additional leave benefits or leave entitlement at all.
00:01:53
Speaker
So the differences are important. So California employees, tune in, listen up, share this with everybody because you need to know what you're entitled to and make sure that your employer is giving you your California protections, not just the federal stuff.
00:02:08
Speaker
Yes, it seems like California specific is a little bit more strict, has more concern for Californians versus federal is what it feels like. Is that true? it It a lot of times is, right? I mean, I usually don't file lawsuits under federal law because I don't have to. Okay. I don't have to because there's a California law normally that protects all the same stuff that is usually even a little bit more employee friendly. So it doesn't make sense to sue under federal law, we go forward under California law.
00:02:38
Speaker
Okay. Right. Okay. So the first question.
Eligibility for CFRA Leave
00:02:43
Speaker
Yeah. So the very first question I'm going to ask is, you know, what exactly is California Family Rights Act and how does it support employees needing family leave?
00:02:52
Speaker
Okay. So California Family Rights Act is a leave that you're allowed to take for certain qualifying events. So in California, that that's and includes like the birth of a child. So you probably heard of baby bonding leave. So technically CFRA is what baby bonding leave is provided under. It also provides leave for placement of a child with an employee in connection with an adoption or foster care.
00:03:18
Speaker
But most notably, most people think of it as leave for a serious health condition for you or a qualifying family member. And so if your doctor puts you out on a leave of absence and says because of this medical condition, you're unable to work, that's really where CFRA kicks in in most circumstances where employees are entitled to be gone from work because of the medical condition.
00:03:44
Speaker
Can you give like something more to detail? can you Do you have like an an example or a case you've had that can kind of it like put this into like a real person's life situation at work? like is it the shit one of those sit you um sorry Yeah, sure. So let's say that you know you you know you go to the doctor because you haven't been feeling well and you're diagnosed with, let's say, cancer. And you need to undergo chemotherapy treatment or there's different treatments that you need for that condition. And the doctor says, we need to take you out of work. right you know you're With your condition, you should not be working. We need to take you out of work. That's where CFRA would kick in, and FMLA also, would kick in to provide you that job protected
00:04:28
Speaker
so So let's kind of dive into some of the similarities between the two, right? Because it's important. So the similarities are that CFRA leave and FMLA leave provide you with 12 weeks of job protected leave. So what that means is the employer has to give you that time off. You have to be allowed up to 12 weeks. And if you return within those 12 weeks, you're entitled to be reinstated into your same or similar position. So it's a job protected leave.
00:04:59
Speaker
Right? it's It's you going out and saying I know that I'm going to have a job to go back to. I know that there's going to be a, yes, I know there's going to be a position for me. So both CFRA and FMLA allow for that 12 weeks of leave. So long as you qualify for it, right? So that's kind of an important thing to look at. And this is where one of the big differences is going to come into play,
Employer Coverage Differences
00:05:24
Speaker
Travis. So you, you have to look at the employee and say, is the employee qualified and entitled to the leave? And you also have to look at it as the um employer, a covered entity.
00:05:36
Speaker
So let's talk first about whether or not the employee qualifies, right? Yeah. So you qualify for that. You qualify for that leave if you're an employee, if you've worked for the employer for more than 12 months in more than 1250 hours in the previous 12 months from the date that you need to take the leave. So that, that comes out to like 24 hours a week.
00:06:00
Speaker
Right. So if you need leave because of of your own serious health condition, but you've only worked for the employer for 10 months, you're not entitled to FMLA or CFRA because you haven't been there for 12 months. Yes. Right. I mean, if you've been there for 12 months, but you work on average 10 to 15 hours a week.
00:06:19
Speaker
You're in the same position. You, you're probably not going to meet the 1,250 hours of work in that previous 12 month cycle. So you're not going to qualify either. And so if you don't qualify for it, they don't have to give it to you. The employer doesn't have to give you those 12 weeks of job protected leave. Okay. So just make sure you remember, do not get sick before 12 months. I'm just fine. Well, I mean, i just i but so look, I feel like every time we talk about something, like you come up with these good questions or these quips and I'm like, wow, but you have to think of this too. So you may be, you may have sick leave available for you though, if you only take like three or four days off, right? You know, sick leave is protected leave in California as well. And it's mandatory that employers give you sick leave.
00:07:08
Speaker
So there's sick leave. There's also, if you don't qualify for FMLA or CFRA, there's also possibly the ability for you to take the leave that you need as an accommodation for a disability. So if you don't qualify necessarily for the FMLA or CFRA, there's still a accommodating a disability analysis that ah that an attorney can do. so there's like There's still options. There's still options. Exactly.
00:07:37
Speaker
It's just not black and white, right? With CFRA, FMLA, it is black and white. If you meet the qualification and the employer meets the qualification, they have to give you the leave. They can't say it's gonna be a burden on us or a hardship. It doesn't matter. The leave is automatic. Which brings me to which employers are covered, right? So yes there's a big difference between FMLA and CFRA. So under FMLA, the federal, the federal law,
00:08:06
Speaker
The employer is covered if they employ 50 or more employees within 75 miles of the employee who needs leave. So if you so if you work at a shop in Um, you know, downtown San Diego, if you're working in downtown San Diego and you need leave and it's like a smaller employer under FMLA, the employer, if they do not employ 50 or more employees within 75 miles of your workplace, they do not have to give you the leave because the employer is not a covered entity under FMLA. Right. So this is the big difference. And this is what California employees need to know under California law.
00:08:50
Speaker
The employer is covered if they employ five or more employees anywhere in the United States. ah so let's say that so Let's say that you work in California. right Let's say you're a remote and um remote i'm going remote employee working in California and you're the only employee that the company has in California and they have 30 other employees in other states. Under FMLA, you would not.
00:09:21
Speaker
be entitled to leave because the employer would not be covered because they would look at San Diego, and then they would go out 75 miles. And if there are not 50 other employees, you're out of luck. Okay. Under CFRA though, since you're working in California, you're protected by CFRA.
00:09:38
Speaker
And then there are 30 other employees in the US. s It doesn't have to be within 75 miles. So under CFRA, you are entitled to leave. And the employers get that wrong sometimes, is especially non-California employers, because they just go by FMLA. People think they're interchangeable and for some part, you know, for the most part, they can be when it comes to things, but not when it comes to whether or not the employer is a covered entity.
00:10:05
Speaker
why you need You need to know that as a California employee so that you know you're making sure that the employer is following California law. So that's the biggest that's the biggest difference. If there's any takeaway that that the listeners get from this, it's you need to know that CFRA applies to smaller employers than FMLA.
00:10:33
Speaker
That's it. Stop listening now if you want to. Podcasts over, thank you guys for tuning in. No, we've got more. But really, that is like the biggest difference, right? And it's important. That's an important distinction to bring up. So, okay. Next question, Travis. I just, look, you asked the questions and I ramble, but let's stay on track. This is really good. You know what's so awesome is that the information you're giving, I'm learning as well. So like,
00:10:59
Speaker
I'm sucking this in. And I'm just like, Whoa, I didn't know that. And that that's really big for a remote worker. If I was working remote in California, I'm protected by California. That's cool to know that I know there's people who don't know that. So I didn't know this. So that is valuable information. The general rule, Travis is you are protected by the laws of the state in which you are physically working.
00:11:23
Speaker
So I get a lot of calls from people, too, and and you know reaching out all across the country saying, hey, I work in Michigan, but my employer is California based. And I'm like, I mean, you're not protected by California law. You're protected by Michigan law. Right. Just because your employer is here doesn't mean these laws protect you. it's just It's the laws of the state in which you're physically working. OK. Let that go viral, baby. There it is, Travis. There it is.
00:11:52
Speaker
Okay, so look, I do got questions, you know, I'm going to follow some more questions here. So let's say do you did you did say the hour, I think you said that 1058 could be off. But the question would be is our part time or temporary employees eligible under this the family leave under the CFRA. They are. So the hours are 1250.
00:12:17
Speaker
right So that comes to, like I said, I think it's about 24 hours a week, right? Just a little bit more. so
00:12:28
Speaker
So... Oh, I can't hear anymore, Travis. No, I lost you. Can you hear me? Yeah, now I can. Oh, ah you didn't hear me. My alarm is going off in the background.
00:12:39
Speaker
Oh yeah, I heard it. I just turned it off. Okay, sorry about that. I had it on mute and the sound was going off. Oh, it still went off. Okay. Yeah. So it applies to part-time employees as well. As long as you're working, the average, like I said, is about 24 hours a week. So as long as you're working 1,250 hours in that previous year, it doesn't matter if you're full-time or part-time. If you're hitting the hours, you're entitled to leave. I mean, assuming that all the other qualifications are met.
00:13:09
Speaker
Okay, right but part, you know, part time employees are protected, too. Okay, do you do it? It's funny, you were just talking and you went through pretty much all of my questions, because my next one was doesn't matter the size of the company. Oh, well, so it under CFRA,
00:13:27
Speaker
Well, I mean, it does. It does for both. But CFRA applies to smaller and ah smaller employers, you know, because you only need to show that there are five employees throughout the US, as opposed to federal FMLA, where you have to prove that there are 50 employees.
00:13:44
Speaker
within 75 mile radius of view and that can get tricky because it's not like a 75 mile you know straight line or as the crow flies as they call it. It's 75 miles using like Google Maps or Apple Maps in finding the shortest route using surface streets. So not a helicopter, not an airplane, not a jet pack. It's if you are in your car, can you map it out?
00:14:10
Speaker
So yeah, you map it out and you figure out the 75 miles based on surface streets. Okay. Not just a straight line. It's, you know, so that cuts it down a little bit, right? Because the 75 mile straight line would cover a lot more than, you know, having all those left turn, right turn, right turn in 300 feet. Yes. Shorten it down a little bit.
00:14:32
Speaker
Oh wow. These laws, man. They got them fixed up pretty good there, Cory. You know, they've they've got them they've got them fixed up pretty good. Now, here's one interesting thing, and so this is important
Pregnancy Leave in California
00:14:44
Speaker
too. um So CFRA generally, like I said, provides greater protections than FMLA.
00:14:51
Speaker
But CFRA does not include in the definition of serious health condition, pregnancy, childbirth, or related medical conditions related to a pregnancy or childbirth. They do not include that because California provides a separate distinct leave for ah disabilities related to pregnancy or childbirth.
00:15:17
Speaker
so let's So let's look at it this way. If you're if you're under FMLA, right if you're living in a different state, they don't have their own law, it's FMLA is the fallback. um You are entitled to 12 weeks of job protected leave in total for the pregnancy, disability related to pregnancy, disability related to childbirth, it's 12 weeks, that's it. And your baby bonding is wrapped up in that as well. So if your doctor takes you out,
00:15:45
Speaker
you know, 12 weeks early from work before your pregnancy, and at the time that you have the baby, you've used up all of your 12 weeks, you're you're out of luck. you know You don't get another 12 weeks for the baby bonding. California provides four months of pregnancy disability leave, and it runs separate. It runs separate from CFRA. So technically, a pregnant female who's having a difficult pregnancy
00:16:17
Speaker
if the doctor takes them out four months early and let's say they're on bed rest or something they can be out those four months because of pregnancy disability leave. And then they have the baby they're entitled to another twelve weeks. For baby bonding.
00:16:35
Speaker
So, so, so under those circumstances, under federal law, they're entitled to a total of 12 weeks. That's it, right? 12 weeks of job protected leave. Under California, it's, it's up to four months for pregnancy disability, and then the 12 weeks for baby bonding.
00:16:51
Speaker
Wow. That's a lot of time. Significantly more time. And again, if your employer is following federal law, because they don't know anything about California law, they may so say 12 weeks. That's it. That's all you get. They may not realize that there is the separate distinct pregnancy disability leave that runs separately from CFRA and baby bonding.
00:17:14
Speaker
This is exactly why if you are having an any employment issues in California, you need to reach out to a attorney, Corey. Sorry, this is an advertisement that I'm doing. Dude, that is and is so important right there. That is a big deal, brother.
00:17:29
Speaker
It is an advertisement. I get a lot of people that call me up to ask me those questions. And sometimes ah and sometimes my answer is um no, they've given you all the leave. They have to write. There's nothing. They haven't violated the law. You can't sue them for that. They've done everything they should. And I mean, sometimes I think people need to know that. Right. Because you do not want to be walking around at work like angry and like sort of mad at the employer because you think they've screwed you over on something. Sometimes just knowing that they're following the law makes you go, OK,
00:18:00
Speaker
You know, I can't be angry at it, right? No hard feelings. do You know what I mean? And, um, but on the flip side, if they are violating it and you need additional time off that they're not giving you, but you're entitled to, you've got to know that too, so that you can go back to them and say, Hey, guess what? I know my rights and here's the leave that you have to give me.
00:18:23
Speaker
Wow, that's awesome, brother. it's That's one of those. Make sure them ah we capture that because I think a lot of women don't know that. ah Me as a guy didn't know that. but That is just, yeah. So the next question is this. Okay, so they get the 12 weeks. Is the 12 weeks ah year How many times can I get the 12 weeks? Is it reset after every 1,000 miles? is it i mean So many hours? is it How does that work? If I use the 12 weeks, does it reset for me? How long does it take?
How to Request CFRA Leave
00:18:56
Speaker
So it's 12 weeks in a rolling 12 month period. So at the time that you need the leave, right, you would sit down and your employer should tell you how many hours you have available, right? They should be tracking your CFRA leave entitlement. But basically you would sit down and you would say, okay, you know, it's April 1st, 2025, go back a year to April 1st, 2024.
00:19:23
Speaker
you know, and, um and figure out during that time period, how many hours of CFRA leave have you used? And so if you've, you know, if if at that point, you know, you use, you you've only used a week, you've got 11 left. So it's in a rolling 12 month period. So it's it's continuously changing day to day, you always go 12 months back,
00:19:46
Speaker
and you go, how much have I used? Subtract that from the 12 weeks. And that's what you have at your disposal at that point. Oh, so you can, that's cool. So you can like piece it out. You don't have to use the whole 12 weeks. You can use one week and then I need to take another week and you don't have to just use the whole complete 12 weeks. I see it. Travis, it gets even better than that, right? ah So you're right. you You can use it like weeks at a time. You can use it hours at a time.
00:20:14
Speaker
Oh, wow. so that Yeah, so that's called intermittent CFRA leave. So let's let's go back to that diagnosis. And let's say, you know, you've been diagnosed with cancer, and you go to the employer and you're like, Look, my doctor is still going to let me work. But you know, I need to take off, you know, five hours on Monday, five on Wednesday, five on Friday, because I need to go in for chemotherapy.
00:20:36
Speaker
You can take your leave five hours at a time those days. wow so and you you don't You don't even have to use full days or full weeks. You can use hours at a time of intermittent FMLA leave. So long as it's a qualifying event under the definition of serious health condition,
00:20:56
Speaker
But yeah, you can use them hours at a time. Okay. Just a lot of flexibility. With that, I have just a question off my head on to I'm how do I approach do I? I'm working at a job. I haven't used any of this time. I have health conditions I have to take it I have to take this time off.
00:21:13
Speaker
How do I approach my – if I talk to my business and they don't they act like they don't know about this, do I say, like, this is the law, I need my time off? Or do I say, let me talk to a lawyer first and let them know what's going on? and then and then And then talk to my employer. how How would I approach my employer if they act like they don't understand this law in California? Good question. Good question. Good question. um They're probably not going to. But the first thing I want to mention is Document, document, document, right? so important Because look, look, then I'll get back to your, I'll get back to your question, Travis. But you know, we talk about this a lot. Documentation is key. So sometimes employers will, you know, they'll be unhappy that an employee needs to go out unprotectedly. Exactly. So sometimes there's retaliation.
00:22:03
Speaker
If there is retaliation, you've got to be able to show that, you know, you're asking for that leave was the reason why they retaliated against you. If you ask for just orally in person face to face with HR, they may say, he never brought that up. He never said he needed medical leave. I don't know what you're talking about. Put it in writing.
00:22:22
Speaker
You know, the email, the HR saying, you know, my doctor is putting me out on medical leave. Can you please provide me with the paperwork to certify my CFRA leave? Right. certified So then what's going to happen is right. So what's going to happen is they're going to give you a medical certification piece of paper that you work with your doctor to get it filled out. They're, they're probably going to set like a deadline for you to return it. Um, make sure that you're observing those deadlines.
00:22:51
Speaker
You know, if you can't get in with your doctor until a week after, if you can say, can I please have an additional week? This was the soonest doctor appointment I was able to get yada, yada, yada. But you know, putting it in writing, even putting it into writing and say, you know, I need to to take medical leave because of a condition. I'm going to get it certified by my doctor. I'm going to stop by later and talk to you today to get the forms that I need. But just as long as there's some sort of writing, letting them know that you're requesting, you know, your CFRA leave.
00:23:21
Speaker
that that's important. And I doubt they're gonna say we don't have any idea what you're talking about, because most of them are going to know FMLA, probably for sure, right? But I mean, you can go to them and say, you know, you can talk to a company lawyer, I mean, they'll tell you I'm entitled to this leave.
00:23:40
Speaker
you know You don't have to say, hey, I'm going to go get a lawyer. and you know But just sort of, look, I need to leave. I qualify for it for these reasons. um you know Let me know what you need for me. And it's going to be that medical certification paperwork. OK, in this part of the last question, because I know we're at a little time. I don't want people to get too bugged with flies, dude. But this question is this.
00:24:03
Speaker
You have a person that's listened to this that's a little that's a little on the shaky side. but They like to twist things. So they hear this information. They go to their boss. They say, oh, I'm feeling sick. I'm taking my time off. Do they have to have a letter from a doctor? Does it have to be from a certified place? Or can that person just say, I need my time off. Here's a letter of me taking my time off. I'm using this law.
00:24:26
Speaker
You get what I'm saying? No, no, they the the employer has a right to get a medical certification for the leave. I mean, and you can look it up online, anybody can look it up, you can, you know, CFRA medical certification form, you could do FMLA medical certification form. But there's a certification form that they would make your doctor um fill out.
00:24:48
Speaker
and And they can do that to make your doctor fill out certifying the fact that you need to leave. So they don't have to take your word for it that you need it. They're probably 9.9 times out of 10 going to ask for that medical certification from the doctor. Okay, perfect. Let me see if I got any more good questions. Okay, dude, this is amazing.
00:25:06
Speaker
I think this is a really great topic. I hope you guys are getting value from this conversation. Thank you for staying in tuned and listening this far. This is, I'm like, this is opening my eyes and into how it this actually works. Like if I hear anyone that I know now, that's like, I need time off. My job is acting like this. No problem.
00:25:24
Speaker
like to a lot now in Now, you know, right? In this stuff, if you forget some of this, too, and it's down the road, you can't find our podcast, you can Google this. And I mean, there are probably hundreds of law firms that have blog articles on CFRA eligibility and what your rights are, you know, you can look it up very, very easily. It is not tough to find.
00:25:50
Speaker
Okay, now I got it. See, this is I have some questions written down there. ah Let's see if this can go with ah the flow of this right here. Are there ah are there particular industries in San Diego where family leave might be underutilized?
00:26:08
Speaker
I don't think so. I don't I don't think like any certain like, you know, job or um or like industry. I don't think so. I think it's probably, it's probably more underutilized in smaller companies. You know, because whether they or the employee always looks at that 50 employee requirement within 75 miles. So I would say it probably has to do with, you know, the size of the employer that would actually make me not like any particular industry. And I can see that being very big.
00:26:46
Speaker
for the smaller businesses because the owner's not going to want, if they only have six employees or eight, they don't want, I need you to work. They kind of want you to leave. I don't want you to take a break. I need you to be here right now. It's slow, or we're picking up, I need you to stay here. So I don't need you to take your sick time off. So they would be I can see those being the people dealing with that probably a lot more than like a bigger company with a 50 or 100 employees.
00:27:11
Speaker
Well, right. And when it comes to like the retaliation, right? Because like you said, so there is no analysis on whether or not the leave would create a burden on the employer, right? That happens when you're talking about an accommodation. But if if the employer and you both meet the requirements for CFRA leave, they have to give it to you. But they I mean, but they may be like, what are we supposed to do?
00:27:32
Speaker
Yeah, right. And that's a lot of times where you get the retaliation then because the employers like let's find a way to just push them out. Yeah, you know, we don't want to hold their job for 12 weeks, we need somebody doing it. So let's just push them out, right? Or, or the employee comes back and they're like, Hey, I'm back. Everything's good. Put me back to work. And the employer goes, Yeah, you know, you know, we hired Harry, and he's been doing a really good job since you've been out and kind of found a bunch of mistakes that you made. And so we're gonna have to let you go. You know what I mean? That's always that shady. You know what I mean? And so that's what employees I think have to watch out for too, especially smaller ones. Because if you've got a big company with thousands of employees, they're like, dude, we'll just slide so and so over to cover. Not a big deal. and But with the smaller employers like
00:28:23
Speaker
You know, I feel like they look for ways potentially to say, let's just let's just move them out. Let's just get rid of them and hire someone else so we don't have to deal with keeping the job open. Man, if you're listening as far as I'm listening this far, you've either probably dealt with something like this or dealing with something like this. Make sure you guys reach out to attorney Corey on Instagram or just simply go to his website, the heronfrom.com, because I know there's people if you someone's listening this far, that means they're probably dealing with this or no one dealing with this.
00:28:51
Speaker
And this is definitely something you should speak to someone about. And I'm sorry i'm sorry I keep building it in there, but this information you're giving me, it's really important. And I didn't know these things. And I hope whoever's listening can pass this off or even just send this off, to share this with someone that's dealing with problems at work and in regards to the CFRA. Oh, man. Oh, this is good. cory Hey, man, it's this a good episode, Travis. Yeah, any more questions? um You know what? we're gonna I'll wrap it up for now.
Know and Enforce Your Rights
00:29:20
Speaker
um I'll end with the questions for now. If you guys are listening to this and have any questions, send Cory ah a comment, send him a message. If you want us to go more into detail, we can, um and answer any questions you guys have. But I'm i'm good to go, brother. I think this has been a really good episode today.
00:29:35
Speaker
It's been a great comeback. So you can, you know, handrahanfirm.com, like Travis said, or you can do attorneycory.com. That's C-O-R-E-Y dot.com. That'll automatically forward you to handrahanfirm.com. Reach out, if even if you don't want to reach out to me, if you're dealing with this or know somebody who has reached out to an employment attorney, right? Just make sure, I mean, it doesn't have to be me, but just make sure that you're enforcing your rights out there and we're not letting the employers get away with violating those and that you're getting, especially, look, surrounding a pregnancy.
00:30:05
Speaker
You know what I mean? That can be a difficult time as is. The last thing you need is your employer trying to screw you over and deny you a leave of absence that you're entitled to, right? You're dealing with the stress of a pregnancy child coming into this world. You shouldn't have to deal with the stress of the employer making it more difficult by by either trying to violate the law or not knowing the law. um'm I'm with you 100% there. That's yeah. But guys, tap it in tap into the podcast. The next episode is going to be even better.
00:30:34
Speaker
Make sure you guys stay tuned, and it was a pleasure. It was a great time today, Cory. Thanks for bringing me back to the podcast. I love it. Yeah, great time, man. So everybody remember out there, flex your rights. Know your rights so that you can flex them at work. Take care, everyone.
00:30:53
Speaker
Thank you for listening to Flex Your Rights podcast, the podcast to educate California employees so that they can flex their rights in the workplace. If you'd like to reach out to me to ask me any questions about today's episode or make a suggestion for a future episode, you can find me at attorneycory.com. That's attorneycory.com.