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Essay / Research Paper Abstract
A 4 page paper assessing one economic effect of SB 1661, the California Family Rights Act (CFRA). The California law extends the federal Family Medical Leave Act that allows workers to take off up to 12 weeks from work for any reason included in the law. The California extension guarantees that the worker taking family medical leave will receive up to six weeks’ partial salary while away from the job. The purpose here is to assess one of the economic effects that the law will have on California businesses, particularly as it affects their ability to function in competitive markets. Bibliography lists 3 sources.
Page Count:
4 pages (~225 words per page)
File: CC6_KSeconCAreg.rtf
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Unformatted sample text from the term paper:
SB 1661, the California Family Rights Act (CFRA) went into effect January 1, 2004; those claiming funds under the law will begin receiving them July 1, 2004. The
California law extends the federal Family Medical Leave Act that allows workers to take off up to 12 weeks from work for any reason included in the law. The
California extension guarantees that the worker taking family medical leave will receive up to six weeks partial salary while away from the job. The purpose here is to assess
one of the economic effects that the law will have on California businesses, particularly as it affects their ability to function in competitive markets. Costs of the Plan
Businesses are under pressure to operate as efficiently as possible in todays business environment, which means that they no longer are carrying employees they believe
they can do without. Some organizations may still have room to pare the workforce in ways they have not yet discovered, but the key here is that those methods
have not yet been discovered within specific businesses. The departure of an employee that must be guaranteed the same or a similar position upon return from an extended absence
places a greater burden on businesses in todays environment than it did in years past before the great downsizing waves that swept over American business in the late 1980s and
early 1990s. When a worker leaves the company under the CFRA, the work that the employee has been responsible for still must be
done, and it is likely that most of the workers coworkers have more than they can comfortably do without the added burden of taking on the work of another.
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