As a resident of California, you are entitled to certain benefits under the California Family Rights Act (“CFRA”). This state law allows eligible employees to take up to 12 weeks of unpaid, job-protected leave each year for certain family and medical reasons. It’s crucial to understand your rights and the process for taking CFRA leave so you can make informed decisions about your health and family needs.
The Purpose of the California Family Rights Act
The CFRA is a state law that allows eligible employees to take unpaid, job-protected leave for certain family and medical reasons. The purpose of the CFRA is to help employees balance their work and family responsibilities without fear of losing their job.
The law was enacted to promote the stability and economic security of families and to allow employees to take the time they need to address their own health issues or those of their family members.
The California Civil Rights System (CCRS)) and the California Courts enforce the law, ensuring that covered employers comply with the requirements.
Eligible employees can take up to 12 weeks of unpaid, job-protected leave each year. The leave can be taken all at once or intermittently, as long as it is for a qualifying reason. Qualifying reasons for taking CFRA leave include:
- The birth, adoption, or foster care placement of a child
- Caring for a family memberwith a serious health condition
- The employee’s own serious health condition that makes them unable to work
- Qualifying exigencies arising from a covered family member’s military service
Note that not all employers are required to provide CFRA leave, but luckily the CFRA was recently expanded to cover more California employees than ever before.
Qualification for the Family and Medical Leave Act
To be eligible for CFRA leave, employees must meet certain criteria. You must work for a covered employer, which is any employer with at least five employees.
You must have worked for their employer for at least 12 months and have worked at least 1,250 hours during the 12 months before the start of the CFRA leave. If these criteria are met, the employee is eligible for up to 12 weeks of unpaid, job-protected leave each year.
If you have questions about whether you are eligible for CFRA leave, consult with experienced employment law firms in Los Angeles. They can help you understand your rights and options under the law and can advise if your CFRA rights have been wrongfully denied.
Applying for CFRA Leave
There are certain steps you’ll need to take to apply for and receive your CFRA leave, including:
- You’ll need to talk to your employer and let them know that you need to take CFRA Your employer will then give you the necessary forms to fill out, which will include information about the reason for your leave and the expected length of your absence.
- Once you’ve filled out the forms, you’ll need to provide evidence of the medical necessity for your leave. This can include a doctor’s note, medical records, or other documentation that supports your need for CFRA Your employer may also require you to provide periodic updates on your condition and your expected return date.
Make sure that you follow all of your employer’s policies and procedures when applying for CFRA leave. This can help ensure that your leave is approved and that you receive the job protection and other benefits that come with CFRA leave.
If you have been wrongfully denied CFRA leave or have faced discrimination for taking approved leave, seek the advice of an employment lawyer. They can assist you in navigating the legal system in order to get justice for a wrongful CFRA denial.