{"id":2942,"date":"2022-05-07T18:48:32","date_gmt":"2022-05-07T18:48:32","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/california-statutes\/?page_id=2942"},"modified":"2022-05-20T23:46:25","modified_gmt":"2022-05-20T23:46:25","slug":"government-code-gov-12945","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/california-statutes\/california-statutes\/government-code-gov-12945\/","title":{"rendered":"Government Code &#8211; GOV 12945"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-l2w7vmp8-8f0160bfcd0a611f511748edcaf6d440\">\n#top .av-special-heading.av-l2w7vmp8-8f0160bfcd0a611f511748edcaf6d440{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-l2w7vmp8-8f0160bfcd0a611f511748edcaf6d440 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-l2w7vmp8-8f0160bfcd0a611f511748edcaf6d440 .av-subheading{\nfont-size:22px;\n}\n<\/style>\n<div  class='av-special-heading av-l2w7vmp8-8f0160bfcd0a611f511748edcaf6d440 av-special-heading-h1 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first '><div class='av-subheading av-subheading_above'><p>California<\/p>\n<\/div><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >Government Code &#8211; GOV \u00a7 12945<\/h1><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_hr-3a876428eececa9d35452247ddb053af\">\n#top .hr.hr-invisible.av-av_hr-3a876428eececa9d35452247ddb053af{\nheight:50px;\n}\n<\/style>\n<div  class='hr av-av_hr-3a876428eececa9d35452247ddb053af hr-invisible  avia-builder-el-1  el_after_av_heading  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n<section  class='av_textblock_section av-av_textblock-e878f05c31dff72941bf1e49a00d9ff5 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/crowdsourcelawyers.com\/\">CrowdSourceLawyers.com<\/a><\/p>\n<\/div><\/section>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-avia_sc_search-4ee94ae86cde3b232e718bb4ac84e6ad\">\n#top .avia_search_element.av-avia_sc_search-4ee94ae86cde3b232e718bb4ac84e6ad .av_searchform_wrapper{\nborder-color:#edae44;\nbackground-color:#edae44;\n}\n#top .avia_search_element.av-avia_sc_search-4ee94ae86cde3b232e718bb4ac84e6ad #s.av-input-field{\ncolor:#edae44;\n}\n#top .avia_search_element.av-avia_sc_search-4ee94ae86cde3b232e718bb4ac84e6ad .av-input-field-icon.av-search-icon{\ncolor:#edae44;\n}\n#top .avia_search_element.av-avia_sc_search-4ee94ae86cde3b232e718bb4ac84e6ad .av-input-field-icon.av-search-icon.avia-svg-icon svg:first-child{\nfill:#edae44;\nstroke:#edae44;\n}\n#top .avia_search_element.av-avia_sc_search-4ee94ae86cde3b232e718bb4ac84e6ad #searchsubmit{\nbackground-color:#edae44;\n}\n#top .avia_search_element.av-avia_sc_search-4ee94ae86cde3b232e718bb4ac84e6ad .av_searchsubmit_wrapper{\nbackground-color:#edae44;\n}\n<\/style>\n<div  class='avia_search_element av-avia_sc_search-4ee94ae86cde3b232e718bb4ac84e6ad  avia-builder-el-3  el_after_av_textblock  el_before_av_hr '><search><form action='https:\/\/crowdsourcelawyers.com\/california-statutes\/' id='searchform_element' method='get' class='' data-element_id='av-avia_sc_search-4ee94ae86cde3b232e718bb4ac84e6ad' ><div class='av_searchform_wrapper'><input type='search' value='' id='s' name='s' placeholder='Search CA statutes' aria-label='Search CA statutes' class='av-input-field ' required \/><div class='av_searchsubmit_wrapper '><input type='submit' value='Find' id='searchsubmit' class='button ' title='View results on search page' aria-label='View results on search page' \/><\/div><input type='hidden' name='numberposts' value='10' \/><input type='hidden' name='results_hide_fields' value='' \/><\/div><\/form><\/search><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_hr-3a876428eececa9d35452247ddb053af\">\n#top .hr.hr-invisible.av-av_hr-3a876428eececa9d35452247ddb053af{\nheight:50px;\n}\n<\/style>\n<div  class='hr av-av_hr-3a876428eececa9d35452247ddb053af hr-invisible  avia-builder-el-4  el_after_avia_sc_search  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n<section  class='av_textblock_section av-l2w7ygbu-176586e2ac0b0b8bc26c6ada3547abdf '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><div class=\"row\">\n<div class=\"subsection\"><\/div>\n<div class=\"subsection\">\n<div class=\"subsection\">\n<p>(a)\u2002In addition to the provisions that govern pregnancy, childbirth, or a related medical condition in\u00a0<span class=\"cite\">Sections 12926\u00a0<\/span>and\u00a0<span class=\"cite\">12940\u00a0<\/span>, each of the following shall be an unlawful employment practice, unless based upon a bona fide occupational qualification:<\/p>\n<div class=\"subsection\">\n<p style=\"padding-left: 40px\">(1)\u2002For an employer to refuse to allow\u00a0<span class=\"added-material\">an<\/span>\u00a0employee disabled by pregnancy, childbirth, or a related medical condition to take a leave for a reasonable period of time not to exceed four months and thereafter return to work, as set forth in the commission&#8217;s regulations. \u2002The employee shall be entitled to utilize any accrued vacation leave during this period of time. \u2002<span class=\"wordphrase\">Reasonable period of time<\/span>\u00a0means that period during which the\u00a0employee is disabled on account of pregnancy, childbirth, or a related medical condition.<\/p>\n<p style=\"padding-left: 40px\">An employer may require an employee who plans to take a leave pursuant to this subdivision to give the employer reasonable notice of the date the leave shall commence and the estimated duration of the leave.<\/p>\n<\/div>\n<div class=\"subsection\">\n<div class=\"subsection\">\n<p style=\"padding-left: 40px\">(2)(A)\u2002For an employer to refuse to maintain and pay for coverage for an eligible\u00a0employee who takes leave pursuant to paragraph (1) under a group health plan, as defined in\u00a0<span class=\"cite\">Section 5000(b)(1) of the Internal Revenue Code\u00a0<\/span>\u2009\u00a0<span class=\"footnote-reference\">\u20091<\/span>\u00a0of 1986, for the duration of the leave, not to exceed four months over the course of a 12-month period, commencing on the date the leave taken under paragraph (1) begins, at the level and under the conditions that coverage would have been provided if the employee had continued in employment continuously for the duration of the leave. \u2002Nothing in this paragraph shall preclude an employer from maintaining and paying for coverage under a group health plan beyond four months. \u2002An employer may recover from the employee the premium that the employer paid as required under this subdivision for maintaining coverage for the employee under the group health plan if both of the following conditions occur:<\/p>\n<div class=\"subsection\">\n<p style=\"padding-left: 80px\">(i)\u2002The employee fails to return from leave after the period of leave to which the employee is entitled has expired.<\/p>\n<\/div>\n<div class=\"subsection\">\n<p style=\"padding-left: 80px\">(ii)\u2002The employee&#8217;s failure to return from leave is for a reason other than one of the following:<\/p>\n<div class=\"subsection\">\n<p style=\"padding-left: 120px\">(I)\u2002The employee taking leave under the Moore-Brown-Roberti Family Rights Act (<span class=\"cite\">\u00a0Sections 12945.2\u00a0<\/span>and\u00a0<span class=\"cite\">19702.3 of the Government Code\u00a0<\/span>).<\/p>\n<\/div>\n<div class=\"subsection\">\n<p style=\"padding-left: 120px\">(II)\u2002The continuation, recurrence, or onset of a health condition that entitles the employee to leave under paragraph (1) or other circumstance beyond the control of the employee.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"subsection\">\n<p style=\"padding-left: 40px\">(B)\u2002If the employer is a state agency, the collective bargaining agreement shall govern with respect to the continued receipt by an eligible\u00a0employee of the health care coverage specified in subparagraph (A).<\/p>\n<\/div>\n<\/div>\n<div class=\"subsection\">\n<div class=\"subsection\">\n<p style=\"padding-left: 40px\">(3)(A)\u2002For an employer to refuse to provide reasonable accommodation for an employee for a condition related to pregnancy, childbirth, or a related medical condition, if\u00a0<span class=\"added-material\">the employee<\/span>\u00a0so requests, with the advice of\u00a0<span class=\"added-material\">the employee&#8217;s<\/span>\u00a0health care provider.<\/p>\n<\/div>\n<div class=\"subsection\">\n<p style=\"padding-left: 40px\">(B)\u2002For an employer who has a policy, practice, or collective bargaining agreement requiring or authorizing the transfer of temporarily disabled employees to less strenuous or hazardous positions for the duration of the disability to refuse to transfer a pregnant\u00a0employee who so requests.<\/p>\n<\/div>\n<div class=\"subsection\">\n<p style=\"padding-left: 40px\">(C)\u2002For an employer to refuse to temporarily transfer a pregnant\u00a0employee to a less strenuous or hazardous position for the duration of\u00a0<span class=\"added-material\">the<\/span>\u00a0pregnancy if\u00a0<span class=\"added-material\">the employee<\/span>\u00a0so requests, with the advice of\u00a0<span class=\"added-material\">the employee&#8217;s<\/span>\u00a0physician, where that transfer can be reasonably accommodated. \u2002However, no employer shall be required by this section to create additional employment that the employer would not otherwise have created, nor shall the employer be required to discharge any employee, transfer any employee with more seniority, or promote any employee who is not qualified to perform the job.<\/p>\n<\/div>\n<\/div>\n<div class=\"subsection\">\n<p style=\"padding-left: 40px\">(4)\u2002For an employer to interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided under this section.<\/p>\n<\/div>\n<\/div>\n<div class=\"subsection\">\n<p>(b)\u2002This section shall not be construed to affect any other provision of law relating to sex discrimination or pregnancy, or in any way to diminish the coverage of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth under any other provision of this part, including\u00a0<span class=\"cite\">subdivision (a) of Section 12940\u00a0<\/span>.<\/p>\n<\/div>\n<p><br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/p>\n<\/div>\n<\/div>\n<hr \/>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/\">CrowdSourceLawyers.com<\/a><\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":9,"featured_media":0,"parent":2019,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-2942","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Government Code - GOV 12945 - California Statutes<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/crowdsourcelawyers.com\/california-statutes\/california-statutes\/government-code-gov-12945\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Government Code - 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