Whether an employee is pregnant, plans to adopt a child, or develops a serious medical condition, there are federal and states laws that can trigger family and medical leave. As the California Chamber of Commerce explains, the two laws that employees most often invoke in California when seeking leaves of absence are the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). These laws are applicable to all employers that have 50 or more employees (regardless of whether they are public or private), and they “require covered employers to provide time off for personal illness, to attend to the illness of a family member, and in connection with the birth or adoption of a child.”
Sometimes the laws provide the same rights for employees and contain the same responsibilities for employers, while sometimes they have discrepancies depending upon the specific circumstances of the case. When you have questions about leave under the FMLA and/or the CFRA, you should discuss your concerns with a California employment law attorney.
Not all employers in the state of California are covered under FMLA and CFRA. Specifically, these laws cover private employers who have at least 50 employees during any given 20-week period. All public employers are covered under the FMLA and CFRA regardless of their total number of employees.
Why is it important to understand who is covered? In short, this is the first step in determining whether or not an employee works for a covered employer will determine whether she is entitled to family and medical leave.
If an employee is eligible for FMLA or CFRA leave, what does that leave entail? The law allows for unpaid, job-protected leave for a 12-week period. In other words, if you meet one of the following conditions specified by the U.S. Department of Labor (DOL), you are permitted by law to request twelve workweeks of unpaid leave:
If you have questions or concerns about family and medical leave, you should reach out to a California FMLA lawyer to discuss your questions. Contact Valiant Law today.
Attorney Advertising. This information is designed for general information only. The information presented should not be construed to be formal legal advice nor the formation of a lawyer/client relationship. Past results and testimonials are not a guarantee, warranty, or prediction of the outcome of your case, and should not be construed as such. Past results cannot guarantee future performance. Any result in a single case is not meant to create an expectation of similar results in future matters because each case involves many different factors, therefore, results will differ on a case-by-case basis.
How did we do?
Note: Your review may be shared publicly.