WASHINGTON — Like many Californians, insurance broker Jennifer Balek took advantage of pandemic-induced opportunities to work from home by moving to another state.
The 38-year-old Camarillo native settled in a small community outside Dallas, where she and her husband bought a house big enough for their family of eight that they could never afford in Southern California. She also knew Texas has no state income tax. Gas for their vehicles is a lot cheaper.
What Balek did not realize, however, was just how drastically different the state laws and regulations are on employment and related issues. And those unrecognized differences can turn out to matter. Sometimes a lot.
Balek still works for the same California employer of nearly 20 years, but by moving her residence to another state, she faces the possibility of losing or getting significantly diminished benefits and protections. California is one of the most progressive when it comes to employee rights.
Employees working in California, for example, are entitled to a minimum of five paid sick days annually starting next year, up from three currently, under a new law signed recently. Neither Texas nor most other states require private employers to provide any sick leave benefits — paid or unpaid — to their employees.
California is one of a dozen states with paid family leave, with a maximum six to 20 weeks. Most others don’t. The same goes for time off for bereavement and for parents to attend their children’s school...
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